Hiring those with Developmental Disabilities is a matter of Leadership!

Last time we posted I discussed how my hunch that hiring people with Intellectual and Developmental Disabilities (IDD) was key to a business’ success. It wasn’t an option. If a company is going to be all they can be then they need to hire those with IDD.

I ran across an empirical study that backed up my hunch. With permission of the research company we have put the research on our website as a free item you can order. Since it’s a PDF file you can down load it immediately. Report by the Institute for Corporate Productivity

I’ll be unpacking this great research over the next couple of weeks. Don’t forget that our special people at Furnace Hills Coffee roast special coffee. We believe we have the best coffee you can purchase, so shop for some today on our website (www.furnacehillscoffee.com).

Key findings
Survey analysis of organizations that employ people with intellectual and developmental disabilities found:
1) Companies hire people with IDD for business reasons and are rewarded with business benefits.
Multiple dividends are cited, including the addition of highly motivated employees, demonstrating an inclusive and diverse culture that’s attractive to critical talent pools, and improving customer satisfaction.
2) The profile of a worker with IDD reads like that of an ideal employee.
Descriptors of individuals with intellectual and developmental disabilities include: dependable, engaged, motivated, great attendance, attention to work quality, and high productivity.
3) Positive reactions from employers abound.
Nearly three-quarters of those surveyed say hiring workers with IDD has been a positive experience, and of those, nearly one-third say the experience has exceeded their expectations.
4) Challenges are fewer than expected and resources are greater than anticipated.
Employers report minimal difficulty with preconceived challenges, while support resources for a successful placement—like job profile matching and guided onboarding—are readily available.
Analysis of the data also revealed that success related to hiring workers with IDD is reflective of the level of commitment an organization has to diversity and inclusion (D&I). Integrating D&I as part of the overall organizational strategy—as opposed to addressing it as part of a compliance initiative, a general corporate social responsibility strategy, or simply not addressing it at all—is a critical first step—one that also has a positive
connection to market performance.

What do you think of this research? Does it change the way you think of hiring those with IDD? Can we work together to change the workplace landscape in America?

Furnace Hills Coffee Shop:

When we reach 400 pounds of roasting/selling each week we’re going to move our coffee roasters to the back and build out a coffee bar in front. We are less than 100/week away from that milestone. Here’s what we think our shop will look like:

Furnace Hills Coffee Shop

Furnace Hills Coffee Shop

So what do you think? Is it a place you would visit? Besides our famous Furnace Hills Coffees, what else should we offer? Should we be a Third Wave shop and forego all the expensive brewing equipment and do pour overs? What should our hours be? Should we be open on Sunday?

Although the coffee shop in the picture is in London I think we’ll be able to copy most of what they have done inside as well.

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