Workplace Accommodations for
Older Workers: An Examination of Employer Practice
Presenter #1
LYNZEE HEAD
CENTER FOR ADVANCED COMMUNICATIONS POLICY
250 14TH ST, NW I Q
ATLANTA
OA
30318
USA
Day Phone: 404—385—4651
Fax: 404—894—1445
Email: lynzee.head@cacp.gatech.edu
This paper presents the preliminary findings of research on the extent to which
employers are currently accommodating older workers, with results assisting in
the development of future accommodation strategies and providing groundwork to
craft policy approaches to address this matter.
1.0 INTRODUCTION
Projections indicate that the number of older worker will increase significantly
over the next twenty years, with this demographic likely to comprise a sizeable
portion of the workforce (GAO, 2001) . As a person
ages, the likelihood of developing a disability increases and such disability
could require accommodation in the workplace. Accommodating these workers may prove
challenging for employers who have reported that they are not currently
considering or preparing for the impact of an aging workforce on their
business. This paper presents the preliminary findings of research on the
extent to which employers are currently accommodating older workers and the
types of accommodations are being made to retain these workers (including
accommodations implementing universal design principles and those modifying
workplace policies) . The results of this study will
provide insight into the state of accommodations for older workers, and assist
in development of future accommodation
strategies, providing groundwork to craft policy approaches to address this
matter.
2.0 AGING WORKERS AND WORKPLACE ACCOMMODATIONS
As the Baby Boomer generation (those born between 1946 and 1964) moves toward
retirement and as health care advances continue, more individuals are choosing
to re—enter or remain in full or part—time work activities (Finch and Robinson,
2003) According to the Bureau of Labor Statistics, 16.9 percent of the labor
force will be 55 or older in 2010; an increase of 4 percent from 2000 (Rix, 2002) . In addition, the
number of Americans age 65 and older will more than double between 2000 and
2040, increasing to 77 million (U.S. Census Bureau, 2000) . Between 2001— 2010,
the number of workers over age 55 will increase 46.6%; workers between the ages
of 25-54 will increase by only 5% (SIrIRM, 2003) . Many factors at the federal level are encouraging older
workers to postpone retirement. Hansson et al (1997) note that “the age of
eligibility for social-security benefits is gradually being raised from age
65—67 years, penalties for early retirement are increasing, and retirement
credits
associated with deferred retirement are increasing.” In addition, the ability
to work longer, the need for additional earnings, the enjoyment of the social
interaction and the self-esteem that work provides contribute to the desire of
an older individual to continue working past retirement age (Committee for
Economic Development, 1999)
Functional limitations such as vision and hearing impairments, arthritis, and
loss of stamina, are common to older adults and could potentially require
accommodation
• within the workplace, as they may hinder an older worker’s ability to perform
a task or could risk the safety of the worker or other employees (Bansson et al., 1997) . Under the Americans with
Disabilities Act of 1990 (
The ADA requires an employer to provide reasonable accommodation to qualified
individuals with disabilities, unless providing such an accommodation would
cause
S the employer undue hardship (which is significant difficulty or expense
in relation to the resources of the employer) (EEOC, 2002)
3.0 METHODOLOGY
This study (both survey and subsequent case studies) provides additional
insight into the way employers systematically deal with needs of aging
employees. After an initial literature review, 61 phone calls were made to a
randomly drawn sample of Fortune 500 companies from Bureau of Labor
Statistics—predicted areas of economic growth. semi-structured phone interviews
were conducted with Human Resources (HR) representatives on the extent to which
they are currently accommodating older workers, and on the types of
accommodations being made to retain these workers (including accommodations
implementing universal design principles and those modifying workplace
policies)
4.0 RESULTS AND CONCLUSION
Of the 61 employers contacted, two HR executives completed the survey. While
the level of participation was disappointingly low, comments from the
respondents led us to speculate that the issue of workplace accommodations is
either sensitive enough to avoid, or that workplace accommodations are not well
documented. Respondents reported that a very small percentage of their
company’s workforce consisted of employees age 65 or older (—2—3%). According
to their responses, both companies keep records of HR-reported workplace
accommodations and one company continually assesses and modifies accommodation arrangements.
Both companies reported difficulty keeping accurate records on workplace
accommodations because of the number of unofficial accommodations made every
day, therefore, each had difficulty answering questions regarding the
particular types of accommodations requested by and provided to older workers.
Respondents indicated that they are aware of the increasing older adult workforce,
but are not targeting this group for accommodations. Both companies indicated
that they anticipate supplying a greater number of workplace accommodations for
older workers within the next 20 years.
Given the small number of interviewees, a second round of follow up interviews
is planned, along with a case study on one of the original participants and an
online survey to probe a larger number of employers. Future results will allow
the development of accommodation strategies, providing groundwork to craft
policy approaches to address the aging workforce. Rather than a single
(accommodative) approach, alternatives include the increased use of universally
designed workplaces and changes to workplace policies that accommodate and
potentially benefit all employees. From a policy standpoint, increased efforts
need to be made not only to collect information and increase awareness of the
important of proactive approaches by employers in addressing the aging of the
workplace, but to develop new holistic models of productive workplaces.
Comments generated during the preliminary survey indicate that enhanced efforts
need to be undertaken to catalogue the impact of the aging work.
Force on employer productivity. The fact that employers are sometimes reluctant
to design workplaces that can accommodate all workers may result from simple
lack of awareness of the degree of the problem, lack of understanding of the
array of options possible to develop accessible workplaces, or concerns of
increased liability and expense (Mueller, 1998)
Generation of “best practice guidance”, case studies and supporting research
can be used to provide groundwork to help employers develop workplaces that not
only meet the needs of aging workers, but also workplaces that better
accommodate the characteristics of all employees. Increased awareness of the
importance cf addressing the aging workplace is
needed, along with increased efforts toward.
a empirical data collection, improved
workplace design and processes that improve the ability of all workers to
optimally contribute to workplace productivity.
REFERENCES
Collision, J. (2003) . SHRM/NOWCC/CED
Older Workers Survey.
Committee for Economic Development (1999) . New Opportunities for Older Workers. Retrieved
March 10, 2005 from the Committee for Economic Development via
http://www.ced.org/docs/report/report older. pdt/
Equal Employment
Reasonable Accommodation and Undue Hardship Under the
Americans with Disabilities
Act. Retrieved September 28, 2005 from the Equal Employment
Opportunity Commission
via http://www.eeoc.gov/policy/docs/accommodation.html.
Finch, J. and M. Rohioson (2003) .
“Aging and Late—Onset Disability:.Addressing
Workplace Accommodations.” Journal of Rehabilitation. Vol. 69 (2)
Hansson, R., P. DeKoekkoek,
Mueller, J. (1998). “Assistive Technology and Universal
Design in the Workplace.” Assistive Technology.
Vol. 10 (1)
Rix, S.E. (2002). “The Labor
Market for Older Workers.” Oenerations. Vol. 26)2).
http://www.census.gov/prod/2002pubs/c2kprofoo—us.pdf.
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