The physical and cognitive abilities of individuals with intellectual and developmental disabilities (IDD) vary widely. IDD can be present at birth and caused by conditions such as genetic disorders or fetal developmental defects. They can also emerge later in childhood due to factors such as strokes or injuries.
People with IDD encounter various challenges in their lives, including finding employment. However, this group represents a valuable population eager to serve within the workforce. Contrary to common misconceptions, individuals with such challenges are often underestimated in the workplace. Additionally, substantial misinformation exists regarding their capabilities.
Employers should recognize that individuals with IDD are loyal, dependable, and motivated employees, according to an Institute for Corporate Productivity report. Over 85 percent of employers rated workers with IDD as reliable and engaged. Furthermore, high-performing organizations were 37 percent more likely to hire them for their suitability in open positions.
Hiring individuals with IDD can benefit organizations as it signals a commitment to diversity and inclusion. Kevin Bradley, Senior Advisor for Global Inclusion and Diversity at Zebra Technologies, emphasizes that job seekers assess an organization's efforts to encourage inclusivity, and customers notice and appreciate such initiatives. Companies with robust disability inclusion programs experience increased brand loyalty, as Americans are more willing to support purpose-driven companies.
To connect talented candidates with IDD, employers can establish partnerships with external entities, such as job placement services, nonprofit organizations, and vocational rehabilitation (VR) agencies. Companies looking to hire must be willing to invest time in identifying relevant resources, including state or federal agencies funded by taxes or hiring consultants specializing in recruiting qualified job seekers.
When interviewing potential hires with intellectual and developmental disabilities, setting the stage for success is essential. Some candidates may have a job coach or liaison, but the focus should be on engaging with them, not their accompanying support.
Instead of focusing on limitations, employers should explore candidates' skills, interests, and strengths. Jose Garcia, senior vice president of national partnerships and programs for Wells Fargo, highlights the importance of asking questions about employees' preferences and talents to ensure a good fit for both parties.
When employers decide to hire IDD-affected individuals, they need to ensure a smooth onboarding process for them. This involves creating a comprehensive training plan that is accessible to all. Training materials should incorporate visual elements alongside written information to improve understanding and increase the chance of successful workplace integration. Walgreens, for instance, retooled its education methods for greater accessibility, which enhanced productivity and safety for all employees. Assigning a staff mentor can also help assist hires with learning their responsibilities.
Employers are required to offer reasonable accommodations for workers with disabilities. The Job Accommodation Network suggests reading written information aloud, allowing verbal responses, and using voice-activated recorders for instructions. Employees should be made to feel comfortable disclosing their disabilities and requesting necessary modifications to their roles. This openness allows for better professional relationships and support.
Individuals with IDD should be provided access to career progression avenues by their employers. Professional development programs, such as Wells Fargo's Diverse Leaders Program, can help build a sense of community among employees with ADD.
Hiring organizations can promote understanding in the work environment by implementing disability awareness training for managers and co-workers to foster inclusivity. Establishing employee resource groups focused on disabilities can further nurture respect for people with IDD in their places of work.
