The Intersection of Technology, Disability Rights and Worker Rights 

Introduction  

People with disabilities (PWD) face significant disparities in employment and access to technology. Employers across all sectors are increasingly adopting AI to improve efficiency in hiring and in the workplace. These technologies can potentially improve accessibility for workers with disabilities but also have the potential to increase risks of bias, discrimination, and physical and mental harm when used to automate decisions that further discriminatory policies and practices.  

Goals and Methods  

National Disability Institute and New Disabled South conducted a year-long study to gain insight into how AI impacts warehouse, manufacturing, retail, and logistical workers with disabilities across the United States. The team enlisted the support of a seven-member advisory council. The project included a literature review, (30) key informant interviews, (9) virtual and in-person focus groups in key urban centers with large worker contingents, a national survey, analysis of federal and state policy, and a stakeholder convening. 

Results 

The research discussed barriers and opportunities related to disability accommodations and the experiences of disabled workers with intersecting marginalized identities. Some issues identified in the study include: employers relying on limited and untested data to make decisions about worker performance; tech tools unintended discriminatory effects for PWD due to a lack of inclusive design, developer training, and equitable application; job displacement and replacement; data collection and worker privacy; and a lack of opportunities for accommodations, modifications, or use of alternative, non-AI mechanisms.  

Conclusions 

The research identified recommendations for stakeholders in industry, research, and policy development. These recommendations include: adopting clear safeguards and requirements for auditing technology used in the workplace, community collaboration in technology research and development, stronger and more effective safeguards in current U.S. legislative and regulatory framework, redesigning worker recruitment processes to “screen-in” PWD, and creating supportive and accessible work environments that respect disabled workers' privacy, dignity, and autonomy.