Employer Retention Profiles of Workers with Physical Disabilities.

Abstract

Purpose: This study aimed to define parsimonious, non-overlapping subgroups of employers based on perceived facilitators and challenges in retaining workers with physical disabilities. Additionally, we sought to compare company characteristics, disability-related supports and practices, and job accommodation provision across employer subgroups.

Methods: We conducted a cross-sectional observational study using an online survey among 2,000 employers in the United States. Data analysis included 1,641 employers who hired at least one worker with a physical disability. Data analysis methods included latent profile analysis, independent t test, and chi-square or Fisher's exact test.

Results: We identified two subgroups of employers, characterized by high facilitator (n = 360) and high challenge groups (n = 1,281). The high facilitator group consists of employers who perceive greater facilitators than challenges in retaining workers with disabilities, while the high challenge group consists of employers who perceive greater challenges than facilitators. A greater proportion of respondents in the high facilitator group were from service-providing companies, had fewer than 500 employees, and were CEOs or owners, compared to those in the high challenge group. Additionally, the high facilitator group reported higher rates of hiring workers with disabilities over the past 12 months, greater implementation of disability-related supports and practices, and greater provision of job accommodations than the high challenge group.

Conclusion: Employers can enhance the retention of workers with physical disabilities by promoting facilitators and addressing challenges, strengthening disability-related supports and practices, and providing job accommodations. Future research should validate these findings and develop targeted interventions.