Do Gender and Chronic or Episodic Disability Type Moderate the Relationship Between Support Availability, Perceived Workplace Support Towards Disclosure and Job Disruptions?
Whilst absenteeism and presenteeism amongst workers with chronic and episodic disabling conditions are well-studied, less is known about broader job disruptions and their links to gender, disability type, support availability, and perceived workplace support towards disclosure. This study examined the prevalence of job disruptions and their association with support availability and support of disclosure, and whether these relationships differ by gender and disability type.
A cross-sectional survey was conducted in June-July 2022 with 730 employed Canadians living with chronic or episodic conditions causing work limitations. Relationships between support availability, perceived workplace support towards disability disclosure and six types of job disruptions (i.e. work impacts such as interruptions, distractions, and other barriers that create difficulties with work activities and participation) were analyzed using chi-square tests and adjusted logistic regression. Gender (men/women) and disability type (physical, mental/cognitive, both) were tested as moderators.
Short-term job disruptions were common, especially amongst workers with both physical and mental/cognitive conditions. Greater support availability was associated with fewer long-term disruptions but more missed meetings. Negative or ambivalent perception of workplace support towards disability disclosure was associated with higher odds of long-term disruptions. Low support availability exacerbated job disruption disparities between disability types. There was no evidence of moderation by gender.
Support availability and a positive, inclusive workplace with support towards disability disclosure are important factors influencing long-term job disruptions. The findings of this study suggest that tailored supports for those with complex and co-occurring, disabilities and efforts to improve perceptions of the workplace's support towards disability disclosure are important to promote sustained work participation for people with chronic or episodic conditions causing limitations.
A cross-sectional survey was conducted in June-July 2022 with 730 employed Canadians living with chronic or episodic conditions causing work limitations. Relationships between support availability, perceived workplace support towards disability disclosure and six types of job disruptions (i.e. work impacts such as interruptions, distractions, and other barriers that create difficulties with work activities and participation) were analyzed using chi-square tests and adjusted logistic regression. Gender (men/women) and disability type (physical, mental/cognitive, both) were tested as moderators.
Short-term job disruptions were common, especially amongst workers with both physical and mental/cognitive conditions. Greater support availability was associated with fewer long-term disruptions but more missed meetings. Negative or ambivalent perception of workplace support towards disability disclosure was associated with higher odds of long-term disruptions. Low support availability exacerbated job disruption disparities between disability types. There was no evidence of moderation by gender.
Support availability and a positive, inclusive workplace with support towards disability disclosure are important factors influencing long-term job disruptions. The findings of this study suggest that tailored supports for those with complex and co-occurring, disabilities and efforts to improve perceptions of the workplace's support towards disability disclosure are important to promote sustained work participation for people with chronic or episodic conditions causing limitations.
Authors
Jessiman-Perreault Jessiman-Perreault, Smith Smith, Thompson Thompson, Gignac Gignac
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