About the Project

This research project marked the initial steps in developing and validating a new measure of Work-Disability and Accommodation Fit. The goal was to create a standardized, evidence-based tool to help researchers and human resource professionals evaluate accommodation needs and adapt solutions as those needs evolve. Designed for use across diverse work settings, the tool aimed to advance understanding of effective accommodation strategies and support more inclusive and responsive workplace practices.

Methodology

This project was conducted in two phases to support the development of a new measure of Work-Disability and Accommodation Fit and to explore workplace factors that positively or negatively affected workers’ experiences of disability.

1) Surveys Investigating Worker Experiences with Disability and Accommodation

20 Canadian workers (average age = 37.7, 70% women)with a long-term health condition or disability completed surveys.

Participants responded to five open-ended questions, which explored their experiences with effective and ineffective accommodations and asked them to describe work-related factors that either reduced or worsened their disability. The goal of this survey was to identify recurring themes and experiences to inform the development of a new accommodation measure.

2) Interviews Investigating Effective Accommodation for Work Disability:

6 survey participants (average age of 41.2, 66% women and 34% men) were selected to take part in structured interviews.

The interviews asked about:

1. Accommodations they have received

2. Work factors that affected their disability

3. Aspects of work that conflict with their disability

4. The process for receiving accommodation

5. The work culture surrounding accommodation and disability

Findings

1) Survey Findings:

Factors that positively impacted workplace experiences of disability:

• Accessible job design – Roles that were adapted to match workers’ abilities.

• Formal resources and accommodations – Official supports provided through HR or policies.

• Psychologically healthy workplace elements – Environments that promoted mental well-being.

• Supportive culture and informal supports – Encouragement and understanding from peers and supervisors.

• Personal resources – Individual strategies and strengths, such as self-advocacy and coping skills. 

Factors that negatively impacted workplace experiences of disability:

• Unsupportive culture – Lack of understanding, stigma, or resistance from coworkers or leadership.

• Inaccessible job design – Tasks or environments that failed to consider disability needs.

• Lack of appropriate accommodations – Inadequate or missing support measures.

• Personal health demands – Fluctuations in health that affected work performance.

• Psychologically unhealthy work demands – Stressful workloads and poor mental health conditions in the workplace.

2) Interview Findings:

• Informal supports that foster psychological safety were critical to participants’ ability to manage their disability at work.

• Backup supports (e.g., coverage during symptom flare-ups) enhanced confidence and reduced stress.

• Negotiating power, shaped by job status and perceived competence, influenced participants’ ability to obtain accommodations.

• Factors influencing accommodation requests included perceived fairness and reasonableness of the request.

• Factors influencing the receipt of accommodations included:

  • Cost and ease of implementation

  • Level of managerial engagement

• Lack of follow-throughs were noted, where accommodations were promised but never fully implemented.

These findings point to the need for a broader, more flexible definition of accommodation—one that includes informal, psychologically supportive practices. They also highlight the role of workplace culture, stigma, and personal resources like self-efficacy in shaping effective accommodation.

A workplace culture that is understanding of, accepting of, and compassionate towards worker needs is likely to have more effective disability management.

Project Outreach

There are plans to share this work with Canadian workplaces focused on disability, as well as with an international audience through publications in peer-reviewed scientific journals and presentations at academic conferences.

Resources Created

• Efforts for future publications and presentations at academic conferences are ongoing.

• The researcher intends to collaborate with the Work Wellness Institute for training HR professionals on the new tool