Customized Employment

• The perception that being “disabled” only refers to someone in a wheelchair is not true! While some individuals have mobility limitations, many disabilities often go unrecognizable.

• A person may appear at first to be “normal” however their disability is often “hidden” from view and is not easily detected affecting both their personal and working lives. This may include depression, deafness and cognitive disabilities, for example.

• Some disabled workers have not been able to find or maintain employment due to a lack of knowledge and misunderstandings in the workplace about the nature of an employee’s disability.

• The next slide lists just some of the disabilities out there.

Foreword

Arthritis * Attention Deficit Disorder *Bi-Polar Deficit Disorder

*Blindness and Vision Impairments * Brain Injury * Cerebral Palsy

* Deafness and Hard of Hearing * Depression

* Developmental Disabilities (ex. Autism) * Dyslexia

* Mobility Disabilities (Disabilities resulting from spinal cord injury, multiple-sclerosis, rheumatoid arthritis, cerebral palsy, and other disabling conditions.)

*Schizophrenia * Speech Disabilities

• Systemic Disabilities (Conditions that affect one of more of the body’s systems including: Cancer, Chemical Dependency, Diabetes, Epilepsy/Seizure Disorder, HIV, Multiple Chemical Sensitivity (MCS), Multiple Sclerosis (MS), Renal/Kidney Disease).

**If you would like more information I would be happy to help you**

Disabilities: There are many out there

• The purpose of this presentation is to:

- explain a non-traditional means to finding employees and,

- look at what the benefits are to your business by hiring a person with a disability.

• But first, let us look at how employers typically find their employees in what we refer to as the traditional approach…

Preamble

• Traditional approach - focuses on the needs of the employer, first.

• Addresses the business needs for employment with applicants who are qualified to meet those needs.

• (This process begins before the job seeker drops off a resume to the employer).

Traditional Approach

- It’s a Competition for Job Openings -

Traditional way employees are found:• Employer identifies the need

• Creates the job opening

• Job Description (duties, skills needed)

• Job posting

• Application

• Interview process

• Employment awarded.

THE TRADITIONAL APPROACH

This is how we traditionally get our jobs.

Asks: “What do you have to offer me?”

• Some people with disabilities get work this way but for many disabled workers they do not compete well.

• Therefore an alternative strategy to find employment is needed. This is where Customized Employment – a non traditional approach - comes in.

THE TRADITIONAL APPROACH

• Non-Traditional approach - starts with the job seeker.

• (Process begins before employer is approached).

• Through the process of “DISCOVERY” a blue print is created for the ideal job (takes abilities, strengths, needed supports and disability into consideration) for the individual.

• Identifies under what conditions will this person be successful (their contributions, tasks, skills they can offer that benefits the employer).

• Creating a job where one does not exist, or supporting employment services to an existing job description.

Customized employment The “non Traditional” approach

• So, Customized Employment is a non-traditional approach to employment which matches the skills*, interests* and abilities* of the individual with the needs of the employer.

• C/E is designed to match the individual's unique shape.

* Takes the individual

already “as is.”

What is Customized Employment?

• IN CONTRAST to the traditional approach where the employer announces they have a need first, the non traditional approach:

• Begins with the individual

• Determines what they need and what they have to offer.

• Then we approach the employer

• Our plan is for the job seeker and you the

employer to benefit.

- It has to make business sense…

Customized employment The “non Traditional” approach

• Higher retention rates (72% Higher than a person without a disability)

= Reduced time and money costs on hiring and training.

• Less likely to miss work ( 86% of people with a disability rate average or better on attendance)

• Part time Staffing flexibility (Many are happy with shorter shifts).

• Safety conscious (98% of people with a disability rate better in safety).

• Increase in sales (opens up new streams of revenue – families with a person with a disability will support your business).

Business Sense

• Shows that your company values diversity and is a tangible example of good corporate citizenship.

• Increases the purchasing power for individuals with a disability and their families.

• Reflects the demographics of your community, and enhances the community’s understanding of people with disabilities.

• May free up resources to complete other tasks and increase productivity.

Business Sense

• On site training

• On site follow up & support.

• Job coaching.

• Disability related supports.

• Wage subsidy (if the job seeker is eligible).

Support