Die Rehabilitation · 2025
[Inclusive University (InUni): A cross-sectional study on the work-related inclusion experience of university employees with impairment].
Аннотация на английскомСтатьяНазвание и аннотация: Перевод в очереди
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Carow Franziska, Rašo Luka Marko, Bethge Matthias
Аннотация
PURPOSE: The aim of this study was to examine work-related inclusion experiences of employees at a university and to explore potential influences on the inclusion experiences of employees with impairment.
METHODS: In a cross-sectional online survey, 199 employees were questioned about their work-related experience of inclusion using the perceived group inclusion scale. Two linear regression models were used, firstly to analyse differences between the experience of inclusion of employees with and without impairment and secondly to investigate the relationship between potential influences and the experience of inclusion among people with impairment. In addition, a qualitative content analysis on challenges and suggestions for improvement was carried out.
RESULTS: The experience of inclusion at work (1 to 5 points) was significantly poorer among employees with impairments (n=74) than among employees without impairments (n=125; b=- 0.35; 95% CI: - 0.58 to - 0.11; p=0.004). A visual impairment was significantly associated with a poorer experience of inclusion (b=- 0.57, 95% CI: - 1.05; - 0.10). Employees for whom social support was important had a poorer experience of inclusion (b=- 0.98, 95% CI: - 1.61; - 0.34). Employees with a recognised degree of disability below 50 had better experience of inclusion (b=0.75, 95% CI: 0.19; 1.31) than employees without a recognised degree of disability. Employees who were more open about their impairment had a better experience of inclusion (b=0.13, 95% CI: 0.05; 0.21). Employees with impairment were not fully acquainted with available services. Challenges and suggestions for improvement relate to infra- and organisational structures and social interaction.
CONCLUSION: Employees with impairments had a significantly lower experience of inclusion in our sample. We were able to identify some characteristics that may be associated with the experience of inclusion. Our results do not allow conclusions to be drawn about causal relationships and cannot be generalised. However, our study suggests several practical approaches for improving the experience of inclusion of people with impairment in the university work context.
METHODS: In a cross-sectional online survey, 199 employees were questioned about their work-related experience of inclusion using the perceived group inclusion scale. Two linear regression models were used, firstly to analyse differences between the experience of inclusion of employees with and without impairment and secondly to investigate the relationship between potential influences and the experience of inclusion among people with impairment. In addition, a qualitative content analysis on challenges and suggestions for improvement was carried out.
RESULTS: The experience of inclusion at work (1 to 5 points) was significantly poorer among employees with impairments (n=74) than among employees without impairments (n=125; b=- 0.35; 95% CI: - 0.58 to - 0.11; p=0.004). A visual impairment was significantly associated with a poorer experience of inclusion (b=- 0.57, 95% CI: - 1.05; - 0.10). Employees for whom social support was important had a poorer experience of inclusion (b=- 0.98, 95% CI: - 1.61; - 0.34). Employees with a recognised degree of disability below 50 had better experience of inclusion (b=0.75, 95% CI: 0.19; 1.31) than employees without a recognised degree of disability. Employees who were more open about their impairment had a better experience of inclusion (b=0.13, 95% CI: 0.05; 0.21). Employees with impairment were not fully acquainted with available services. Challenges and suggestions for improvement relate to infra- and organisational structures and social interaction.
CONCLUSION: Employees with impairments had a significantly lower experience of inclusion in our sample. We were able to identify some characteristics that may be associated with the experience of inclusion. Our results do not allow conclusions to be drawn about causal relationships and cannot be generalised. However, our study suggests several practical approaches for improving the experience of inclusion of people with impairment in the university work context.