Remote Work Isn’t a Perk—It’s a Lifeline for Disabled Federal Employees

People walking past the Department of the Treasury building, a historic structure with large columns and engraved signage, on a chilly day with some leaves scattered on the ground.

For more than a decade as a federal employee, I’ve been proud to serve the public. I’ve earned awards, glowing reviews, and built a career I love. But here’s the truth: my success wouldn’t have been possible without telework. As a disabled professional managing multiple disabilities, remote work is more than a convenience—it’s a lifeline. It enables me to thrive in an environment that meets my needs and eliminates barriers that might otherwise exclude me. Now, all of that progress is at risk.

The Wall Street Journal's John McCormick and Te-Ping Chen report on the newly envisioned Department of Government Efficiency effort to mandate full-time in-office work is alarming. Elon Musk and Vivek Ramaswamy, leading this charge, have made it clear that they expect resignations, with Ramaswamy predicting as many as 25% of federal workers could leave. To them, this might sound like trimming bureaucracy. In practice, this is a targeted assault on equity and inclusion.

Telework gave disabled employees the chance to participate in record numbers, eliminating barriers like long commutes and inaccessible environments. Meg O'Connell, PHR of Global Disability Inclusion, LLC explained it best to HR Brew ™️'s Kristen Parisi: “People with disabilities have what they need in their homes. They don’t have to ask for accommodation [because] they’ve already built out their space.” Why dismantle a system that works?

While many argue in-person work fosters collaboration, the private sector is proving otherwise. Glassdoor’s CEO Christian Sutherland-Wong told Fortune, “The biggest benefit we’ve seen…is being able to tap into talent all around the U.S. and the globe.” If companies like Glassdoor see remote work as a future-driven solution, why is the government pushing outdated practices?

This isn’t just about where we work; it’s about who gets to work. Forcing disabled employees back into offices undermines principles of diversity, equity, inclusion, and access. Policies like DOGE’s mandate send a clear message: “We don’t trust you or value your contributions unless we see you at a desk.” As Dannie Lynn Fountain, DBA, EA, SPHR, CDR of Google said, these practices are “still disability discrimination.”

The pandemic proved remote work’s transformative potential. It shattered barriers for disabled workers and redefined productivity. Now, that progress is being reversed. The stakes couldn’t be higher—not just for me but for all of us. Are we building workplaces of the future or clinging to systems that exclude?

Remote work empowered me to thrive, but it also redefined what’s possible for our workforce. Let’s not let fear of change erase that progress. Inclusion is more than a checkbox; it’s a commitment to creating workplaces where everyone can succeed.

Musk, Ramaswamy Want Federal Workers in the Office Full Time. There’s a Hitch.

Spastic Chatter: Episode 90 Disability Humor, Employment, & More

Thank you Whitney Bailey for the opportunity to join Spastic Chatter. What a fun and honest deep dive into all things Cerebral Palsy and quite the kickoff for 2023!

Return to Office Policies Will Hurt The Disabled Workforce

The quote "No employee should be forced to choose between career advancement and their health where an accommodation exists to mitigate roadblocks." in all caps white lettering behind a faded background of a workstation with a chair and laptop.

“Remote work and remote-work options are something that our community has been advocating for for decades, and it’s a little frustrating that for decades corporate America was saying it’s too complicated, we’ll lose productivity, and now suddenly it’s like, sure, let’s do it,” said Charles-Edouard CATHERINE, director of corporate and government relations for the National Organization on Disability.
—Ben Casselman, The New York Times

A global pandemic made telework necessary. Nobody thought twice about it once the non-disabled workforce was threatened. At USPTO, an agency renowned for its telework program, I was initially asked to provide additional medical documentation in support of my request to modify my telework schedule as the pandemic emerged. Only after the pandemic was declared a national emergency was that request deemed superfluous.

Remote work remains a major victory for the disabled community and we are grateful for the attitudinal shift. As the New York Times points out, the increase in telework is a boon for disabled workers. A newly released study led by Adam Ozimek, Chief Economist at the Economic Innovation Group, found more than 35 percent of disabled Americans ages 18 to 64 had jobs in September. That was up from 31 percent just before the pandemic and is a record in the 15 years the government has kept track.

As long COVID continues to impact the workforce, telework represents a vital support system of opportunity. There were 1.05 million more disabled working-age Americans in August 2022 compared to January 2020, according to data compiled by Richard Deitz, an economist at the Federal Reserve Bank of New York, Axios reports.

However, despite the enormous win of telework, societally, we have short memories. The return to office efforts many companies are pushing highlights the all-too-pervasive ableist attitudes of many employers. The recent The Wall Street Journal article “The New Rules For Getting Face Time at the Office” notes that while adjustments are being made to accommodate the hybrid nature of pandemic work, there remains an unfair advantage for in-office workers.

“It’s all about being more salient in the boss’s mind,” Jeffrey Pfeffer professor of organizational behavior at Stanford University Graduate School of Business, told WSJ. “Whether it’s fair, you’re increasing your chances of landing high-profile assignments, raises and promotions, simply because your name pops into the heads of those making decisions.”

This divide ultimately leads to disabled employees feeling like second-class citizens in our own jobs. No employee should be forced to choose between career advancement and their health where an accommodation exists to mitigate roadblocks. Leadership needs to make concerted efforts to engage employees and provide equal opportunity regardless of where the work is being done.