PrintEvery business owner wants outstanding employees, the kind who are highly motivated, work hard, and love their jobs.
There is such a workforce in the United States, consisting of 7 million people eager to work for you. They're people with developmental disabilities, a population that is 85 percent unemployed.
When you hire them, says Peter Berns, CEO of The ARC, an advocacy organization for people with intellectual and developmental disabilities, "You will get individuals who are extraordinarily committed to being good employees. They will have better attendance than your average employee, and they'll work from the minute they arrive to the minute they leave."
Curt Curell, general manager of McAlister's Deli in Louisville, Ky., knows how valuable these workers can be. Since 2001 he has hired 11 employees at his branch of the quick-casual dining chain through Path Forward of Kentucky, an agency that provides vocational and other support services to people with disabilities. Path Forward also helps McAlister's develop special training programs and works with them in the deli to get them up to speed.
"I have found that employees with disabilities are the most loyal and reliable employees you can get. As a restaurant manager, that is one of most important things, having people who are dependable," says Curell, who grew up working alongside an uncle who has a developmental disability and is deaf.
Hiring and Training
Candidates with developmental disabilities may need help during the application and interview process. Organizations like The Arc and Path Forward not only work directly with employers to assess their business needs; they also get new hires over the hump and guide their managers once the job begins.
"It can be as simple as letting them bring along a family member or job coach to help them fill out the application," Berns says. "Once they're on the job, some workers might start with a job coach helping them learn the job, and the coach will withdraw as the person learns."
Business owners should be patient and expect to repeat training and instructions -- and flexibility helps. You may need to experiment to find the best fit. For example, McAlister's hired a man with Asperger's syndrome to wash dishes, but found he was too slow. However, he excelled at cleaning the floors after hours when he could work at his own pace.
You should not, however, lower your expectations. Says Curell, "Special needs don't get special privileges. Treat them just the same way as your other employees." If you're consistent and fair, other employees will accept these workers as part of the team.
Berns adds, "From the small business perspective, it's a matter of how they structure their recruitments and reaching out to organizations like our chapters to form relationships with them. Through that kind of networking connection, they can meet other employers that are doing this successfully and learn from them."
Overcoming Social Barriers
"People aren't employed but they want to be. What they really want is regular jobs in the community," says Berns. "The biggest barrier is that there still are assumptions that they can't work. These individuals can work and can make a very positive contribution to the workplace."
People with disabilities face plenty of prejudice, and even employers who would like to hire them may fear that their customers won't understand or be supportive. Don't worry! A 2006 national survey found that consumers' attitudes were overwhelmingly positive. In the research, led by Gary Siperstein, Professor of Psychology at the University of Massachusetts, 87 percent of those surveyed said that they would prefer to give their business to companies that hire individuals with disabilities.
In fact, as Berns points out, if there are 7 to 8 million people with developmental disabilities, there are likely 60 million family members and friends who would love to see them lead fulfilling lives.
"This is a huge opportunity to burnish your reputation as a business in the community. If you become known as a business doing its part, folks will have a lot of respect for what you're doing -- and it will translate to your bottom line."
Find out more:
There are plenty of resources to help you find, hire, and manage these willing workers, from the federal level down to your home town.
The Department of Labor's Office of Disability Employment Policy's Employer Assistance and Resource Network (EARN) supports employers in recruiting, hiring, retaining, and advancing qualified individuals with disabilities, and it has extensive information resources on its website.
The US Business Leadership Network provides workbooks, assessment tools, and best-practices guides for including workers with developmental disabilities.
State Departments of Rehabilitation connect employers with job applicants. They consult on workplace adaptations. They may have information on local tax credits and incentives, such as the Work Opportunities Tax Credit, a federal credit that can save you thousands of dollars.
