Good Business

Hiring People With Disabilities Isn’t Just the Right Thing to Do—It’s Good for Business

Elizabeth Picciuto – The Daily Beast

A new study reveals that hiring people with intellectual and developmental disabilities doesn’t just improve culture—it improves the bottom line.

What kinds of employers hire people with intellectual and developmental disabilities (IDD)? You might imagine that they’re like George Bailey in It’s a Wonderful Life—big-hearted souls that sacrifice their business’s profits to improve their communities. A new study, however, shows that hiring people with IDD doesn’t mean that employers have jettisoned their business interests. On the contrary, hiring people with IDD is good for the bottom line. Mr. Potter should have a look.

 

The study was conducted by the Institute for Corporate Productivity, or i4cp, a company that analyzes the practices of high-performance organizations. Among some of the striking findings are just how many employers believe that their employees with IDD offer specific benefits to their workplaces. More than three-quarters of employers surveyed ranked their employees with IDD as good or very good on work quality, motivation, engagement, integration with co-workers, dependability, and attendance. Many employers reported being initially leery of hiring people with IDD, only to see their concerns dissolve after the employees were on board.

 

“The positive impact on the workforce is brought about in two ways: hiring individuals with IDD adds highly motivated people to the workforce (which can lead to increased productivity) and it promotes an inclusive culture that appeals to the talent pool organizations want to attract,” reads the study. “The improved customer satisfaction realized can lead to better sales and customer retention. The enhanced employer brand can translate to a better image in the community.”

People with IDD have historically faced enormous hurdles to getting a job. If they worked at all, it might be in sheltered workshops for significantly less than minimum wage—separate and most definitely unequal workplaces. The employment scenario is hardly any rosier at present, with the unemployment rate for people with IDD remaining tragically high: 85 percent of people with IDD do not have paid work in the community.

Based on the i4cp study, the organization Best Buddies International, which facilitates job placement for people with IDD, launched a media campaign called I’m In To Hire. The goal of the campaign is to convince employers that it is not charity, but in their best interests, to hire people with IDD. The Founder and Chairman of Best Buddies, Anthony K. Shriver, told The Daily Beast, “This study creates an opportunity for us to approach a CEO and say, let’s give this a shot.”

 

One of the business bigwigs Shriver has convinced is Carlos Slim, the second richest man in the world (trailing Bill Gates by a mere $1.2 billion). Slim said in an interview with The Wall Street Journal, “It is not only good for the morale of the organization but politically it would be very interesting to change something from a debt into an asset. You can change the equation.” As part of the I’m In To Hire campaign, Slim and Shriver co-wrote a Forbes editorial to convince employers of all the business benefits of hiring people with IDD.

On Thursday, the campaign announced it had received 100,000 pledges of support on its website. Celebrities and politicians of all stripes have tweeted their support for #ImInToHire, including Maria Shriver, Martin O’Malley, Cindy Crawford, Kevin Spacey, and Gavin Newsom.

 

“Best Buddies had a lot of anecdotal data that suggested the business benefits of hiring people with IDD. We wanted to find some empirical data to back those stories up,” said Eric Davis, Creative Director & Senior Editor at i4cp, in an interview with The Daily Beast. “There had been studies conducted showing the benefits of employing people with IDD on the employee, but we wanted to show the talent and business benefits for the employer.”

i4cp defines a high-performance organization by four factors: market share, revenue growth, profitability, and customer satisfaction. i4cp has found that diversity and inclusion policies generally are not a hindrance to organizations. In fact, they are correlated with high performance. High-performance organizations are twice as likely as low-performance organizations to emphasize diversity and inclusion as a matter of policy at the highest levels, and more than twice as likely to specifically include people with IDD in their diversity goals.

 

The high-performance organizations did not hire people with IDD simply to gain cushy tax subsidies. “All participants are paid minimum wage or higher. Very few of our employers utilize the tax credits,” wrote Paula Johnson, Director of the Best Buddies Jobs Program, in an email. “Our current average hourly wage is $11.95.” Indeed, the study found that high-performance companies are 37 percent more likely than low-performance companies to hire people with IDD for the straightforward reason that they are “good talent matches for open positions.”

 

Among the high-performance companies surveyed, more than 80 percent reported a positive experience with their employees with IDD, and a third reported the experience exceeded their expectations. “You usually don’t see those kind of numbers from HR departments that have started new hiring initiatives,” said Davis. “It’s likely the employers had anticipated certain challenges that weren’t there, and the resources to support them were greater than they had realized.”

 

The satisfaction experienced by high-performance companies did not surprise Shriver at all. “They’ve hired an effective and enthusiastic employee, and now have lower turnover in those jobs,” Shriver pointed out. “The culture of our schools have changed since we began inclusion of people with IDD. Our offices can transform as well.”

Younger people today have grown up in an era of increasing inclusion in schools and are far more likely to be familiar with people with IDD. However, Shriver suggested that much of the reluctance to hire people with IDD stems from lack of familiarity given previously segregated schools. “CEOs in their 40s and 50s did not grow up with inclusion in the schools and many simply do not know anybody with IDD,” he said. “They don’t know who this population is, what their capacity is when they have the right training to support them, or how to train and support them.”

To find out more about how someone with disabilities gets successfully incorporated into his workplace, I spoke with Brian DeAtley. DeAtley is Senior Research Manager at the Institute for Economic Empowerment at SourceAmerica, a non-profit organization that helps people with disabilities find jobs. He emphasized that employing people with IDD is a triple win: the employer, the employee, and the federal government all benefit. The federal government currently spends hundreds of billions of dollars yearly on services and support for unemployed people with disabilities. DeAtley argues, “Even given the EPTA [a tax credit for employers hiring people with disabilities], employing people with IDD is budget-positive for federal government.”

 

I also spoke with Ty Ross, who uses his considerable expertise in computers for his job as a data technician in the Davis County School District in Utah. Ross has cerebral palsy, and the Pathways to Careers initiative of SourceAmerica helped him get his position. Before Pathways, Ross had significant trouble finding a job. “My mom would take me on interviews. We got the vibe walking through the door that they weren’t taking me seriously and it was really frustrating,” he said. “I had a lot of schooling, but that doesn’t make it easy to get a job. That’s only the half the equation. You need to get an interview and get someone to give you a chance to get your foot in the door.”

 

Pathways operates on the premise that employing people with disabilities should never be done simply because it’s the right thing to do. “It just doesn’t work. It doesn’t sustain itself, and then they’re out of work 4-5 months later with neither side knowing what went wrong,” said DeAtley. Pathways also avoid delivering platitudinous messages about people with IDD such as She’s such a happy person or He’s just so grateful to get a job. These DeAtley suggests, communicate to the employer that the worker isn’t really a valuable employee.

 

Instead, like Best Buddies, Pathways argues that people with disabilities can and should be the right person for a given job. And they mean all people with disabilities. Pathways offers employment services no matter the intensiveness of the disability (they have a lottery system).

 

“The important work is upfront,” says DeAtley. Pathways first works with employers. Many employers don’t have an official open position that could be a fit for someone with IDD, but Pathways identifies how someone with disabilities could nonetheless add value to the company in a different way.

 

Then Pathways expends a good amount of effort discovering what each client can do and finds a job for him to choose from. With the right person in the right job, the need for on-the-job support is diminished. Kim Stuart, Ross’s aunt and guardian (whom he calls “mom”), agreed that the upfront work was what helped Ross get settled so well. “Pathways spent hours and hours one-on-one learning about Ty. They talked about his strengths, and how to turn them into employable skills.”

 

Ross started as a paid intern with an internship facilitator who helped smooth any initial bumps with his employer. For example, when Ross’s difficulties with coordination made it troublesome to use the keyboard, his facilitator found him a modified keyboard. At the end of his internship, the Davis County School District decided to hire him.

 

“We had thought that Ross was going to have to live on Social Security and that was that,” Stuart said. “This job totally changed his life. His outlook on life is totally different and so is the way he feels valued. That’s just as important as his getting a paycheck.”

“I’ve made close friendships. I feel like I’m making a difference when they ask me to ask me to do something and I know I’ve contributed to the overall running of the district,” Ross affirmed. “This is the first month I haven’t been receiving benefits. I’m self-sufficient.”

 

Shriver wants every workplace eventually to be like Ross’s. “We will finally have integration and inclusion for people with disability. It’s going to happen at some point,” he declared. “Corporations will have people that are focused on diversity, instead of me running around trying to explain the benefits and sending in staff to train them. The company itself would have that training in place. We need to give people an opportunity to demonstrate their skills. We need that door open for them, and then we can go to town.”

Employ-ment Success! On the Job with the Wards

We first met Angela Ward in 2011 and promptly found her a job close to her home at Dari Mart on the corner of W. 11th & Oakpatch. Angela took to her new job and it soon became clear that she would make herself indispensable as an employee.

When her family moved, her supervisor was worried that they would lose Angela to another Dari Mart, but she was determined to learn the bus route to keep her job at the same location.

With a store as busy as the W. 11th/Oakpatch Dari Mart, having someone, like Angela, come in during the day to take out trash and recycling, stock the milk and drink coolers, and sweep the sidewalks outdoors, takes the pressure off of the her coworkers, leaving them time to wait on customers and attend to other areas of the store.

Angela’s supervisor, Brenda,  made it clear that she does not want to lose Angela, because she is a hard worker, keeps on task, greets customers, gladly helps her coworkers – going the extra mile, with a smile. And it seems customers return just to see Angela, possibly because she has a special gift of making people feel welcome.

Employer FAQ’s

The goal of Pearl Buck Center Employment Services is to create meaningful employment opportunities for people with developmental or intellectual disabilities, learning disabilities, physical disabilities or a combination, by working with businesses and the community at large.

As an employer, you may be wondering if this type of arrangement might work for your business. Perhaps you have a lot of questions, a few concerns, or you are not sure where to begin. Hopefully, these FAQ’s can help. Employers who are not in a position to hire can still contribute by generating other business contacts or providing  job shadow, work assessment or informational interview experiences.

 

FREQUENTLY ASKED QUESTIONS OF EMPLOYERS

 

What is a developmental or intellectual disability?

These terms are used to describe people with a cognitive disability who have difficulty learning and need assistance to carry out the practical and social activities of daily living. It is a term that is used to describe a wide range of individuals with unique skills and abilities that needn’t preclude them from participating in a work-related situation. Developmental disabilities include (but are not limited to) Down Syndrome, Cerebral Palsy, and Autism.

 

What is a learning disability?

This term is used to describe people who have difficulty learning and acquiring knowledge and skills to the level expected of those of the same age, especially when not associated with a physical handicap. Often these disabilities are referred to as “hidden disabilities”: the person looks perfectly “normal” and seems to be a very bright and intelligent person, yet may be unable to demonstrate the skill level expected from someone of a similar age.

A learning disability cannot be cured or fixed; it is a lifelong challenge. However, with appropriate support and intervention, people with learning disabilities can achieve success in all areas of their life including a work situation. Learning disabilities may include; Dyslexia, Dyscalculia, Dysgraphia and Memory, to name a few.

 

What should I expect from an employee with a developmental or learning disability?

Like anyone else, people with developmental or learning disabilities have strengths and weaknesses, talents and abilities. These talents could include experience and interest in your line of work and soft skills you find beneficial to your workplaces such as customer service skills, teamwork, and strong motivation for work. There may be someone in our program today with a developmental disability who has some or all of the specific skills you are looking for to enhance your business.

 

What do I have to offer?

At first, you may think that there are no jobs at your workplace for someone with a developmental disability. Take a look around. Ask your managers to list the things that they need to be done and do not have time to do, or that take time away from more skilled employees. The possibilities are endless. You don’t have to work this out alone, either. If you’re not sure how a person with a developmental or learning disability can fit into your business, call us to arrange a tour so we can observe the work environment, learn about your specific business needs, and offer suggestions.

 

I can’t offer a full-time job. Does that mean I can’t hire someone?

Not at all. Many people with developmental disabilities are interested in working part-time. Some people that we work with are only seeking 20 hours or less per week. In fact, part-time employment may be the best way for an employee to learn and master the skills needed for your business.

How will this affect my other employees?

Many co-workers tell us that working alongside a person with a developmental disability has enhanced their teamwork and their work culture. If your employees are uncertain about the concept initially, it’s usually because they have no idea what to expect. We can help you address this issue in several ways. An employment consultant from Pearl Buck Center can visit your business and individually meet with staff to help answer any questions or address concerns that may exist. As your business needs and personnel are always changing, we are there to help you meet these challenges. You and your employees needn’t worry that they will be required to train the new employee. Other than for the initial training, Pearl Buck Center Community Services will provide a job trainer/coach who will provide any additional training/coaching needs.

 

What about accommodating special needs?

If you think about it, you are accommodating the individual needs of employees all the time, usually, this happens after the person has been hired. This may range from providing hand rests for staff using computers, flex time programs, to simply helping a co-worker with physical tasks that they are not strong enough to carry out themselves.

We may already be aware of the accommodations that will be needed for the new employee prior to hiring and can assist with putting something in place at the very beginning. Most of the time, making accommodations for someone is simple and does not cost your business anything at all. These may include; extra training time, altering schedules or tasks. And some accommodations are very low cost, like; headphones, additional lighting or purchasing a digital clock. If necessary, there are grants available for workplace modifications or assistive technologies. Keep in mind that many of the accommodations are universal and will be beneficial to your other employees as well and thus making everyone’s job more efficient.

Ask us for more information, part of our services include assisting with many of the accommodations that may be needed, from supplying simple task lists or time management tools to providing the extra training that may be needed.

 

Will I have support?

Absolutely! If you decide to hire someone with a developmental disability, a job coach is available to help you or your staff train the person. As your new employee learns the skills needed for the job, the job coach fades back or entirely out of the picture. If you need help teaching your employee new skills, later on, a phone call is all it takes to bring the job coach back to the forefront or back to the worksite.

 

What about liability?

As a responsible employer, you are already providing a healthy and safe workplace, and your business has Workers Compensation and general insurance coverage. Hiring someone with a developmental disability does not increase your liability. If there is a medical condition or anything else that could affect health and safety on the job, you need to know about it, just as you would with any other employee.  We find that many of the individuals that we work with are extremely aware of safety on a worksite and like anyone, they really don’t want to be hurt or cause harm to a co-worker.

 

What about wages?

Employees with developmental disabilities earn minimum wage or above depending on the assigned job duties and the employer’s pay scale.

 

How will this benefit my business?

Many employers are finding it hard to find reliable, long term, entry-level employees. People with developmental disabilities are a labor source that is vastly underutilized by most industries and businesses. Many employers tell us that hiring someone with a developmental disability is not only great for the business community and company culture but cost-effective toward their bottom line as well.

Businesses have cited that overall there is less turnover and absenteeism, higher morale and workplace loyalty as well as an uptick in productivity and business as a result of hiring people with developmental disabilities.

 

What if I’m not able to hire, how else might I be able to get involved?

If you aren’t able to hire through us at this time we would highly encourage you to work with us in other ways. We are always looking for opportunities to partner with a business that will allow our clients, work or interview experiences.

Job Shadowing –is a work experience option where a person learns about a job by walking through the work day as a shadow to a competent worker. The job shadowing work experience is a temporary, unpaid exposure to the workplace in an occupational area of interest to the person.

Work Experience Assessments –is any experience that a person gains while temporarily working in a specific field or occupation, but the expression is widely used to mean a type of volunteer work that is commonly intended for people to get a feel for professional working environments. We use this type of experience to gather information from both the ’employer’ and the ’employee’, to assess the skills of the individual and train new skills. We usually ask that the  assessment lasts for 30 days or more.

Internship –is a temporary position with an emphasis on on-the-job training rather than merely employment, and it can be paid or unpaid.

Informational Interviews –(also known as an Informational conversation) is a meeting in which a potential job seeker seeks advice on their career, the industry, and the corporate culture of a potential future workplace; while an employed professional learns about the job seeker and judges their professional potential and fit to the corporate culture, thereby building their candidate pool for future hires. This differs from a job interview because the conversation is not about hiring and not about a specific job. The potential candidate asks general questions about the nature of the company or the industry, and the “insider” learns his or her professional character at the same time.

Please feel free in contacting us if you are able to provide any of these types of experiences- community.employment@pearlbuckcenter.com

 

I just don’t have much time to invest, are there other ways I can partner with Pearl Buck Center?

We realize that time is money and value your interest in partnering with us in any way possible. Perhaps you could speak with your business contacts/associates, asking if they have the need to hire from Pearl Buck Center or get involved in some way. Passing on our contact information would be appreciated.

Being a not-for-profit we are also always looking for businesses to partner with by way of donations if you are not able to participate in any of the ways listed above, but still want to contribute.  In addition, we have need for sponsors and/or attendees to fundraising events, as well as volunteer opportunities. You can contact our Director of Leadership Giving, Christine Richman for more information.

One last way you can work with Pearl Buck Center is if you have food packaging, simple or systematic assembly, mailing or engraving jobs that need filling , consider using our production center. Get in touch with John Whalen, our Operations Specialist/Business Developer and schedule a tour to see how we can assist you with your business needs.

Hopefully, we have answered many of the questions that you have. If we missed something, please contact us and schedule an appointment so we can discuss further any remaining concerns or questions that we haven’t covered here.

Priceless Moments

Do you remember your first job?  Remember either hearing those precious words – “You’re hired!” or receiving an acceptance letter to a job or to a higher education institution? Not everyone gets to have these types of experiences, and even fewer people who experience a developmental disability.

The following video’s depict these ‘Priceless Moments’    

Watch Ben’s reaction to reading his acceptance letter for an internship. 

And Rion’s reaction to learning that he has been accepted into college. 

Here is Noah’s enthusiastic response to realizing that he will be attending college as well. 

And finally watch Nicolas’ reaction to getting offered a job at Walmart

Please Support our Business Partners!

We have had the pleasure of working with many outstanding businesses.  Pearl Buck Center Community Employment Services would like to take the time to thank our business partners for being willing to hire some amazing people who have turned out to be pretty spectacular employees!

Saturday Market                              

 Falling Sky                                              

 Willamalane

Lively Pool

Oak Street Day Care                      

 Woodland Park                                     

Mattress Mania

T.J. Maxx                                          

City of Eugene                                        

Purakal Cylinders

Safeway                                              

Chambers Construction                      

 Togo’s Sandwiches

 Valley River Inn                              

Selco Community Credit Union         

Fuller Cabinets

Dari Mart                                           

Cottage Grove DMV                              

DAC

Arby’s                                                  

 Harlequin Beads                                    

Marriott

Serenity Lane  

Papa Murphy’s                                    

 Carl’s Jr.

Burger King

Westmoreland -Lane ESD

YMCA  

Mac’s at the Vet’s Club

South Hills Center (in the Tamarack Building)

Grandma’s House

Busy Bee

McKenzie Sew on

Walmart

Center for Dialogue and Resolution

Kendall Ford

Bread Stop

Our Redeemer Lutheran Church

Living Hope Church

Springfield DHS

Springfield Tap Water

Kellermeyer Bergensons Services (KBS)

Lane Community College

Oil Can Henry

Playdates

Total Facility Services (ERMC)

Please help us thank them by supporting these organizations with your business and contacting them to let them know that you appreciate that they have hired a person who experiences a developmental disability, through Pearl Buck Center.

 

Looking Past Limits

We often come across people like; parents, teachers, friends, family members, employers,…humans who see and interact with  people who experience a developmental, intellectual, or physical disability as limited by their circumstances. But what if we stopped seeing the limitations?  What if we expected more of each other (people with disabilities included)?  Can you imagine what the world would be like if we treated EVERYone as if they could, be, do or have what they chose?

If you say your child isn’t capable of doing much, then s/he can’t.  If you say your student can’t learn, then s/he won’t.  If you say your friend isn’t capable, then s/he isn’t.  If you say a person can’t work for you because they can’t learn the job, won’t be able to be safe, and aren’t able to contribute, then guess what…you’re going to be right.

But here’s the thing, in our quest to shelter, protect and avert disappointment we have extinguished possibility. Our good intentions have turned into barriers, much larger and longer lasting than those the people we are shielding were born with.

When we interact with people as if they are capable, amazingly…They Are! They won’t have the conversation-“I can’t.” In fact, they won’t even know what you are talking about.

If we expect more from people they will rise to the occasion because they see possibility and strive to achieve it.  Life becomes Limitless, and that’s much more inspiring, don’t you think?

http://www.ted.com Activist Caroline Casey tells the story of her extraordinary life, starting with a revelation (no spoilers). In a talk that challenges perceptions, Casey asks us all to move beyond the limits we may think we have.

Caroline Casey has dedicated the past decade of her life to changing how global society views people with disabilities. In 2000, she rode 1,000 kilometers across India on an elephant to raise funds for Sight Savers. Then, as founding CEO of Kanchi in Dublin, she developed a set of best practices (based on ISO 9000 quality standards) for businesses, to help them see “disabled” workers as an asset as opposed to a liability. Hundreds of companies have adopted the standards, changing their policies and attitudes.

In 2004, Casey started the O2 Ability Awards to recognize Irish businesses for their inclusion of people with disabilities, both as employees and customers. The initiative has received international praise and, in 2010, a parallel program was launched in Spain.

 

Randy Lewis has acquired many titles; Peace Corps volunteer, Arthur Murray dance instructor, Ernst and Young partner, Fortune 50 senior executive and accidental advocate. Before retiring in 2013, as Senior Vice President he led Walgreens’ logistics division for sixteen years as the chain grew from 1,500 to 8,000 stores with the most advanced logistics network in its industry.

Believing that people with disabilities could do more, Randy Lewis also pioneered a disability employment model in its distribution centers that resulted in ten percent of its workforce consisting of people with disabilities (1,000+ PWDs). This initiative is being rolled out nationwide in Walgreen stores across America. It is changing the lives of thousands and serving as a model for other employers in the U.S. and abroad including large employers such as P&G, Lowe’s, Meijer and Marks & Spencer (UK).

He remains active in business and serves as a director of Wendy’s. In addition to maintaining an active speaking schedule, he lends his time and experience to the disability hiring movement. Over the past year, he has been developing the NOGWOG Disability Initiative, as an effective, low-cost and sustainable disability hiring model for employers. It a private/public partnership between employers, community providers and government to provide employers the qualified candidates they need and people with disabilities the opportunities they seek.

In a world where those with mental and physical disabilities are seen as “disabled,” what would it take to not only have those individuals contribute, but to also give them the same expectations, goals, and work at the same wage as those without disabilities? Can we actually design a system so creative that we can demand the same results from those with disabilities as those without disabilities? What could that system possibly look like and could it actually create value for a company?

What Would You Do?

Imagine if you will, a family out enjoying dinner at a local restaurant. One of the kids has a hard time keeping still. The child may even be disruptive, complicate this with a customer who is insensitive and vocal,…What would you do?

 

Now imagine a person who experiences an intellectual disability working at a place of business that you frequent. Some customer is being disrespectful and just plain rude to the employee,…What would you do?

 

And lastly, watch a teenager with a speech impediment placing an order for ice cream and how she gets bullied,…What would you do?

 

These types of scenarios happen more often than anyone should have to imagine.

In order to live in a world where everyone is treated with respect and empathy, we each have to be willing to be respectful and empathetic. We also have to speak up and advocate for those who are unable to do so for themselves.

Primetime: What Would You Do? is an American newsmagazine and situational hidden camera television program that has been broadcast on ABC since February 26, 2008. It is hosted by news correspondent John Quiñones.

Using hidden cameras, host John Quiñones observes and comments on how ordinary people behave when they are confronted with dilemmas that require them either to take action or to walk by and mind their own business. Various scenarios are created, featuring actors acting out the scenes, that force people to make split-second — and often surprising — decisions and variations of the situation (such as changing the genders, races or clothing of the people involved) are often featured to see if different reactions are elicited.

Quiñones appears at the end of each scenario to interview bystanders and witnesses about their reactions. As the experiment goes on, psychology professors, teachers, or club members watch and discuss the video with Quiñones, explaining and making inferences on the bystanders’ reactions.

Often times the scenes are based on real life situations that people have written in about and Quiñones interviews the real victims and their reactions of how it compares to their own experiences.

What would you do if confronted with a similar situation?

 

 

11 Great Reasons to Hire Developmentally Disabled Employees

11 Great Reasons to Hire Developmentally Disabled Employees

The disabled can do far more for your company — and your customers — than you might think if you just give them a chance.

BY PETER ECONOMY

The Leadership Guy

I have a 24-year-old son who is developmentally disabled, and I know first-hand how difficult it is for these individuals to find an employer willing to give them a chance. Typically, they barely make it through the door, and the answer is “No”–simply based on how they look, act, or speak.

My son–and so many others like him–are capable of accomplishing amazing things.They are skilled, strong, eager, dedicated, and ready and very anxious for full-time employment. They hope to get off government support and live independently. They dream of having an opportunity to prove themselves.

Gallup and the University of Massachusetts at Boston report that only 34 percent of all developmentally disabled individuals are employed. This is a tremendous waste of energy and talent. Given the opportunity, many developmentally disabled individuals will be extremely loyal, hard-working, punctual, peer and customer-inspiring employees who will remain in it for the long haul.

Not convinced yet? Here are 11 reasons why hiring developmentally disabled employees can help your business, your customers–and your bottom line.

They win over employers’ (and customers’) hearts with their sincere smiles and willingness to do anything to help. Employers report that their disabled employees have a great propensity to remain open to new ideas and listen.

The majority of employers who have made the leap and hired a disabled employee have seen a positive impact on productivity and profitability.

Unlike their job-hopping peers, the developmentally disabled are grateful to have a job and do not seek new employment as regularly. Think of the money saved not having to go through yet another hiring and training process.

Employers agree that these employees are committed to their work and dedicated to the company and exhibit a very strong desire to succeed and regularly seek more responsibility.

They were rated higher on less sick days, arriving on time for work daily, and returning on time from breaks than their co-workers.

Employers have enthusiastically indicated that they continually meet or exceed the performance of their peers, increasing company profitability.

Their work performance improves steadily over time. Even those workers with more profound disabilities have shown great improvement–contributing to the bottom line.

No attitudes here. Employers report that they are extremely satisfied with their developmentally disabled employees because they truly love their jobs, embrace the opportunity to help the company grow, and respect authority.

Employers have witnessed camaraderie and a positive effect on their entire staff. Co-workers seem much more open to teamwork when a developmentally disabled employee is on their team. They have also witnessed other employees enthusiastically helping disabled employees be successful.

A survey conducted by the Illinois Dept. of Commerce & Economic Opportunity revealed that 93 percent of customers said they preferred to purchase from a company that employed individuals with disabilities.

It takes action to beget action. If more companies would hire developmentally disabled employees, others would be inspired to do the same when they witness first-hand what an incredible asset they can be.

What better way to kick off 2016 than to hire a developmentally disabled employee?

What’s the Difference?

 

Look around and you will notice how different everyone is from one another. There are many distinctive qualities that you could point out. For instance; hair and skin color, height or weight, some people are better than others at sports, playing an instrument or performing certain job tasks.

Now take another look and notice how much everyone is really alike. People have to eat, sleep and earn a living to support themselves. We crave companionship, human touch, love and happiness.

“We are more alike than we are different. We all want the same things: Kindness, Compassion, Safety, Security, Happiness and Love. There is enough to go around. Give it away!”                                                                                                                 ~Susan Abrams Milligan, Author

Several years ago, Karen Gaffney, a woman who was born with Down’s syndrome, swam the length of Lake Tahoe in Nevada — 9 miles in 59-degree water. She did it to raise money for the National Down Syndrome Congress and to show others that people with Down syndrome are more like everyone else than different.

 

More ALIKE than Different

 

It just goes to show that no matter the differences between us, we can always find some common ground amongst ourselves.

And since we are masters of detecting the differences, I challenge each of us to seek out the similarities in our fellow human beings and see how it may change our view of ourselves and our world.

Employment Success! On the Job with Tiana

Tiana Swindall was looking for work in the retail industry, however, she mentioned that she loves to watch cooking shows and would like to learn how to cook. She didn’t think that she could even do something other than using the skills that she had acquired at Goodwill.

We found her a job at the Alpha Phi Sorority House, where she sets up their breakfast bar, stocks the girl’s little kitchen and washes dishes.

During the week Tiana works at Goodwill, but on the weekends she is in charge of the AΦ kitchen, where she has learned to make her own bacon and eggs on an electrical griddle, dice veggies, and wash dishes. All things that she has never experienced before, but well within her abilities.

It is clear that this job has taught Tiana so many new skills and given her evidence that she is capable of doing more than she thought she could do and confidence to try new things.

Can’t wait to see what she’ll cook up next in her life!