Accommodating people with physical disabilities redating the exodus and conquest

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The term 'reasonable accommodation' specifies that an accommodation does not necessarily have to be made if doing so would pose undue hardship to an employment establishment and its workers.Examples of reasonable accommodations include providing an interpreter during meetings for those with hearing impairments, modifying or purchasing specialized equipment for those with a physical, sensory or cognitive limitations, modifying a work schedule, and making existing facilities more accessible for workers (i.e., building a wheelchair-accessible ramp).Open and closed-ended data are collected using a 20-minute structured telephone interview of JAN customers (n= 1,247; 44% response rate).The results show very few differences between men's and women's accommodation request types, whether or not accommodations were granted, the costs of requested accommodations, and satisfaction with JAN.Harlan and Robert (1998) additionally explored the question of who actually requests reasonable accommodations and found that women are more likely than men to make such requests, as women's disabilities may be more incompatible with their work responsibilities than are men's.

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While literature on workplace accommodations has become more prevalent over the last several decades, large gaps continue to be evident.For instance, the role of gender in the accommodation process is rarely discussed.As a result, this paper seeks to analyze if any gender disparities exist in terms of the types, costs, and outcomes of requested accommodations.The Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodations for any qualified individual with a disability.By examining the ongoing evaluation data from the Job Accommodation Network (JAN), this study seeks to investigate whether or not gender differences are present in the reasonable accommodation process.

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