When a business is asked about hiring a person who has a disability, the conversation most often includes something about it being the right thing to do. But this shouldn’t be the primary reason a business hires a person with a disability.
The person should be hired for their ability to do the job and for what they can bring to the company.
In 2016, the percent of people with disabilities in the United States was 12.8 percent. Half of those people were in the employable ages of 18-64, but only 35.9 percent of those people were employed.
Historically, people with disabilities typically haven’t been the first candidates considered when a business is hiring for a position. This means many of those people remained unemployed or worked in segregated environments, often for less than minimum wage. Businesses and disability provider organizations are working to change this.
While a disability can create barriers for a person, once those barriers are addressed, the person’s strengths and talents can be an asset for a business. Businesses with large amounts of their workforce made up of people with disabilities report an increase in productivity and the amount of quality work produced. They also report that having an inclusive workforce has improved their public image, customer satisfaction and employee morale.
For more information on the benefits of hiring people with disabilities, creating an inclusive workforce and serving an inclusive customer base, please attend the professional development workshop, How Businesses Benefit from Disability Inclusion by the Ozarks Inclusion Partnership. [Editor’s note: The event is scheduled 7:15 a.m.-12:30 p.m. March 8 at the efactory; tickets are $35 apiece.]
—Amanda Line and Elizabeth Obrey, The Arc of the Ozarks
Client and revenue growth at Seven Hills Veterinary Clinic fuels move to larger home.
Cody Ritter, owner of Base Construction & Management LLC, attributes the company's fast growth in part to keeping customers happy. Base Construction & Management LLC is one of the Springfield Business Journal 2019 Dynamic Dozen companies, recognizing the 12 fastest growing companies in the area.
"You are a leader," says Carrie Richardson, Executive Director of Leadership Springfield. She gives suggestions as to how you can develop your leadership skills.
Michael Wehreberg, Wehrenberg Design Company, discusses the shift in the last five years in web site design to mobile-first designs. Ultimately, you have to think of the human first and serve them with ease, and Google will give you credit for being mobile friendly.
Ömer Önder, owner of Springfield Diner, struggles with the process of renaming his restaurant. The process led by Dustin Myers and Jeremy Wells, owners of the branding agency Longitude LLC. Ömer expresses all of the emotions he is going through as they work together to revise his seating, menu, hours, and a name to reflect those changes.
It is projected that 10,000 people in the United States will turn 65 years old everyday for 19 years, and non profits are going to be competing over the coming years in a fierce labor market. Give Five was developed as a civic matchmaking program to help connect capable retirees with charitable organizations that need help. Greg Burris outlines the problems the program addresses, opportunities for individuals and organizations, as well as how United Way of the Ozarks is licensing to the program to share with other communities.
Jamie Kinkeade noticed most of the women in her fitness classes at The Studio were wearing Lululemon. She knew her clients were driving to Kansas City to purchase the brand, so she approached the athletic apparel company to stock their merchandise in her store, The Movement. They said "no" at first because they were not looking to expand into the Springfield market, but her persistence paid off.
With more job openings than people to fill them, it is time for your company to evaluate how you are motivating and engaging your team to help you retain and attract the best talent. Sherry Coker, Executive Director at the OTC Center for Workforce Development, walks you through tangible and intangible incentives that encourage employee engagement, performance enhancement, and higher job satisfaction.
"When we first started we thought we could pretty much do this on our own," discloses Vera Gibbons with Baby Foot®. "We thought we knew what would be great...that's not really what happened." Gibbons recommends partnering with a strong marketing partner early and give them a budget.
With four generations in the workplace, understanding the strengths and weaknesses of how each approaches brainstorming can make all the difference in arriving at the best idea. Boomer Kay Logsdon, Director of Applications at CultureWaves, and self-described fossil Millennial Locke Hilderbrand share what their trends research at CultureWaves tells us about generational differences and tips on how to bridge the gaps. Generations in the Workplace is an ongoing multi-episode series tackling the issues of generational conflict.
One year into opening Ellecor, Haden Long gave birth to her second daughter. The first five months of her life, she was with her constantly at work. "They're why we do this," Long explains.