In 2003, AAC-RERC partner David McNaughton and his research team at Pennsylvania State University started the telework project to study the practicality of telework as an employment opportunity for people with complex communication needs. Telework refers to duties that are performed outside a typical work place, usually via the Internet. Given the virtual nature of telework, McNaughton and others recognize the arrangement as feasible for people who use AAC to do their job. McNaughton explains “We are working on starting a pilot telework project with employers so we can track and support the process of telework from start to finish”.

The telework project includes three phases. In the first phase, a focus group formed to gather information on the positive and negative aspects of telework. This took place over the Internet and was conducted by a moderator. Eight people who used telework during their last employment experience participated in the project. All rely on AAC because their speech is insufficient to meet their daily communication needs. During the six weeks of online discussions, the participants shared the following advice about telework. A member of the focus group explained, “Include (the teleworker) in conference calls and chat rooms, don’t limit work to e-mail.” Another focus group recommendation was for employers to be flexible and accommodate the teleworker’s needs. “It is important that the employer lets the worker be self-directed. Micro-managing works even less well when there is telecommunicating involved.” And lastly, “A boss needs to be sure the employee is talked about in a professional manner even when the employee is not there.” The focus group came to the consensus that employees should demonstrate their competence to potential and active employers in order to make a strong impression from a different location.

The members of the focus group revealed benefits of telework, along with the obstacles that the arrangement sometimes presents. The employees stated that they appreciate the flexibility of work hours, efficiency of working from home and financial opportunities. Reported challenges include staying on task, isolation from coworkers and being overlooked for promotions. Participants identified limitations in their assistive technology as a hindrance productivity as perceived by their employers. Investigators will also gather recommendations from employers about supporting teleworking. In the second phase, the research team will interview potential employers, co-workers and other support personnel, including vocational rehabilitation counselors. Then the team will use the feedback to create instructional tools to facilitate opportunities for teleworkers who use AAC. Once these guidelines become publicized, McNaughton will evaluate how they impact businesses and the employees who contribute through telework. 

Telework is a great option for individuals that rely on AAC.  While telework is now limited to a specific type of person that relies on AAC, in the near future telework should be available to all those that are dependent on AAC.