Employment Services

Kristin Johnson is a “curve-breaker.”

That’s what Darren Rysedorph, founder and CEO of IT service provider Sage IT, said of his high-performing employee, who has autism. Kristin started working at Sage IT as a paid intern and is now a full-time office assistant.

“We have a scoreboard to track work, and Kristin is always at 100 percent,” Rysedorph said. “I’ve never seen her not be at 100 percent.”

Rysedorph points out that none of his other employers, with or without a disability, can match Kristin’s track record.

That’s the curve she broke.

Like many employees with disabilities, Kristin is a high performing employee, upending employers’ expectations.

“People think that people like me who have autism may not be smart or able to do work,” Kristin said. “But I have great long-term memory, and if you show me how to do a task once, I can memorize it.”

Part of Kristin’s job is to keep inventory up to date and make sure the technical team’s backpacks are always ready for a trip to customer sites. That’s no small feat because one of Sage IT’s differentiators is the speed with which it responds to customers.

“We are paid to be the IT department by companies that aren’t big enough to have their own IT department,” Rysedorph said. “One of the things that separates us from our competition is our speed. When one of our clients clicks on chat support, we respond within 10 seconds, which is unheard of.”

That kind of speed requires efficiency.

“For the response times to be that quick, a lot of other things need to be taken care of,” he said. “Inventory needs to be maintained; backpacks need to be checked every night. We have trunk kits in our cars. Cars need to be gassed and ready. We sometimes detect outages before the client does and send a car right away.”

The tech team was spending too much time doing that organizational work, and it was taking time away from service clients with the kind of response times Sage IT promises. “Our technicians need to be spending their time helping our clients, not checking and replenishing inventory,” Rysedorph said. “And they need to know that when they go out in the field, they have everything they need.

That’s where Kristin comes in.

“I check inventory and make sure we have enough cables and adaptors and if we are low on anything I order it,” she says. The backpacks are replenished every night.

In addition to managing inventory, Kristin communicates with the techs via the company’s Slack channel, which allows her to reach the in the field or in the office to make sure they get what they need where and when they need it.”

“Kristin’s been critical in keeping the back end running for us and keeping our techs in the game,” Rysedorph said. “She’s been super consistent throughout her time here and we’re happy to have her.”

Sage IT partnered with PRIDE Industries to find the right person for the position. Judi Adams, Director of Sales and Client Success for Sage, is also a member of The Michael Ziegler PRIDE Industries Foundation Advisory Board and familiar with the benefits that people with disabilities bring to the organizations they work for.

“I’ve been involved with PRIDE Industries since 2004,” she said. “So, I knew that hiring people with disabilities is no different from hiring anyone else. Everyone has abilities. You find out what people excel in, and that’s what they bring to a company—what they do in their roles.”

“I saw we had an amazing opportunity to bring someone in who can do things that the technicians don’t have time to do, so they can spend more time servicing clients in the field,” Adams said. “I knew we could count on PRIDE Industries to help us find a high performing employee.”

They found that great employee in Kristin Johnson, the curve blower.

“Every week we go over the scoreboards for the team, and like Darren said Kristin is always at 100 percent,” said Adams. “And she’s so excited to be part of the team. One of the things I love most is seeing her get off the bus and come over here with such enthusiasm.”

And Kristin is confident in the value she brings. “My job makes the whole business run more smoothly,” she said. She would like to see more companies take a chance on hiring people with disabilities. “They should,” she said. “We are capable, and we want to work.”

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PRIDE Industries builds inclusive, diverse work environments where high performing employees with disabilities can thrive. Is your company seeking well-trained, reliable employees? Learn about our paid internship program.

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As businesses continue to grapple with labor shortages, the need for innovative staffing solutions is more critical than ever. According to the U.S. Chamber of Commerce, June 2024 found 8.5 million job openings but only 6.5 million unemployed workers. Frontline roles remain the hardest to fill—with the hospitality and food industries seeing the least number of applicants and especially high turnover. To remedy this, some savvy companies are turning to a particularly innovative employment model: work groups comprised of employees with disabilities.

How The Work Group Model . . . Works

“Work groups are made up of three employees with disabilities and one employment coach,” said Melissa Sweet, Workforce Inclusion Manager at PRIDE Industries. “They’re placed at businesses based on staffing needs, and we remain the employer of record.”

What this means is that PRIDE Industries handles recruiting, hiring, training, payroll, supervision, and quality control. This approach significantly reduces management overhead for the partnering business. Additionally, the program can be customized for specific roles, offering flexible, scalable solutions. The pre-employment preparation process and on-the-job support ensure a workforce that’s skilled, safe, and eager.

“This is an employment-ready workforce that wants to be there,” said PRIDE Industries Director of Workforce Inclusion, David Cuevas. “And they’re the most hard-working, dedicated employees you’re going to find.”

The work group model serves employees, too. Candidates are matched with living-wage jobs based on their career goals and interests. Once on the job, they experience the camaraderie of being part of a group and the ongoing support of their job coach.

“It’s an innovative staffing solution that works for everyone involved,” said Cuevas.

Its business benefits include:

Pre-screened, qualified applicants.
Flexibility to tailor and scale to various shifts, schedules, and seasons.
Onsite supervision by a trained employment coach.
Consistent staffing levels.
Coverage of payroll, Workers’ Comp, and liability insurance.
Option to convert work group employees to direct hires, with continued job coaching support.

PRIDE Industries, a leader in creating employment for people with disabilities, has successfully provided work groups to hundreds of businesses. Here are just a few success stories:

An Innovative Staffing Solution Pays Off at Thunder Valley Resort and Casino

At Thunder Valley’s Casino and Resort, “magic” is a word Melissa Sweet uses to describe what happens in the laundry facility. Nine work groups handle 10,000 pounds of laundry each day, keeping the resort’s 3.1 million guests in clean towels and linens.

After this luxury hotel and casino built its state-of-the-art, in-house laundry facility in 2019, they needed a dedicated workforce that could reliably handle its high work volume. They tapped PRIDE Industries and, five years later, couldn’t be happier.

“It’s a great workforce,” said Brant Kelly, Director of Hotel Operations. “It’s been nothing but a pleasure to work with them.”

The work groups have done such a stellar job that Laundry Manager Khawar Qureshi dubbed them an “elite laundry team,” calling on others to “step up and learn” from them.

“It’s paid off very, very well,” said Joel Moore, VP of Operations.

So well, in fact, that Thunder Valley recently took on a new work group to wash and detail its vehicle fleet—including limos that shuttle rockstars (Ringo Starr being just one) to the resort’s concert venue.

Imperial Beach Kept Beautiful, Thanks to Work Groups

People with disabilities have been keeping San Diego’s Imperial Beach beautiful for 25 years—noticeably so. In 2023, The City of Imperial Beach City Council formally recognized PRIDE Industries work group employees for a job continuously well done.

“The community loves the work they do each day,” said Tony Reyes, Lead Maintenance Worker for The City of Imperial Beach. “They’re outgoing. They’re always energized, and they love to work.”

The work groups assist in maintaining the beaches, parks, pathways, common areas, and restrooms—clearing away trash and debris.

“They work harder than people who don’t have a disability,” said Reyes. “They’re always here ready to work. They never miss days. We’ve had people who don’t want to work. These team members are always working and happy to do it.”

Cassandra Silva, PRIDE Industries Employment Coach Assistant Manager, agreed. “It’s great to see the smiles on their faces and the impact they have in the community,” she said. “It’s one of the cleanest beaches around.”

Employment Coach Jenna Clark loves the positivity she finds each day at work. “They’re all wonderful,” she said of the employees she coaches. “They work so hard, and it’s nice seeing the city acknowledge them by name as they’re walking around.”

“I don’t understand why anybody would not want to hire them,” added Reyes. “You don’t have to pamper them. They’re regular people. They love to work. Just give them a chance.”

Work Groups Package World Renowned Golf Clubs

At golf manufacturer Acushnet, parent of Titleist and FootJoy brands, people with disabilities build packages for thousands of products every day.

“They are the most can-do group I’ve ever been around, and they elevate the attitudes of everyone around them,” Director of Manufacturing Doug Jacot said.

They’re the hardest workers you’re going to find,” adds Employment Coach Elizabeth Val Verde. “They’re not going to have any attendance issues. They’re going to be there bright and early, ready to work.”

At a previous employer, Jacot had witnessed the same magic people with disabilities bring to businesses that employ them noted by Melissa Sweet—which is why, when Acushnet was looking for help, he called PRIDE Industries.

“They’re happy to be here,” he said. “If I could have a hundred of them, I would.”

Stats Underscore the Work Group Model’s Success

For anyone who’s seen work groups in action, the success isn’t surprising. Numbers-wise, companies that actively include people with disabilities enjoy proven outcomes:

Higher retention rates: Employees with disabilities tend to have higher retention rates and lower absenteeism, a significant advantage in today’s high-turnover climate.
Boosted company morale: The presence of employees with disabilities enhances overall company morale. Inclusivity fosters a sense of belonging for all employees.
Consumer appeal: A 2018 study by Accenture found that 62 percent of consumers globally prefer to buy goods and services from companies that “stand for something bigger.” Businesses that employ people with disabilities resonate with this growing consumer preference.
Improved financial performance: According to Accenture, companies that employ people with disabilities see better bottom lines, with 1.6 times more revenue, 2.6 times more net income, and 2 times more economic profit than peer organizations.

Innovative staffing solutions have become a necessity in today’s business climate—especially when it comes to filling frontline roles. The work group model offers a proven solution—one that companies large and small are enjoying every day.

Let Us Help You Build an Inclusive Labor Force

Inclusive workforces, including those that employ people with disabilities, boast 35 percent greater productivity. PRIDE Industries has helped hundreds of companies to make their teams more inclusive, helping recruit, hire, train, and support this reliable talent pipeline—free of charge to employers.

Does ADA compliance strike fear in your heart? It shouldn’t. In fact, ADA compliance can be a business accelerator. Why? Because accessibility—digital, technical, and physical—benefits everyone: businesses, employees of all abilities, and customers. And, contrary to myth, most workplace accommodations cost little to nothing.

What’s more, employment partners that specialize in employment for people with disabilities can facilitate accommodation implementation at your business while providing access to a stellar workforce.

So, without further ado, here are eight reasons why ADA compliance is a business advantage:

Wider Access to Talent

Skilled employees come in all shapes, sizes, genders, and hues, and they also come equipped with a variety of abilities and disabilities. Given that over 10 percent of the working-age population has a disability, that’s a large—and largely untapped—potential workforce. And not just any workforce. In poll after poll, employers report that employees with disabilities are eager, skilled, and dedicated. ADA compliance could be the difference between an under-qualified applicant who can climb stairs and the expert who happens to use a wheelchair.

Better Employee Retention

Employee turnover continues to plague businesses, especially in the service industries. And, according to a 2024 report, U.S hiring managers expect it to increase. Meanwhile, the Bureau of Labor Statistics found businesses that include and accommodate people with disabilities reported a 90 percent increase in employee retention. When this statistic is compared with the per-year cost of turnover—over $1 trillion, nationally—ADA compliance just makes sense.

Broader Customer Appeal

According to the CDC, up to 27 percent of the entire U.S. population lives with a disability, already wielding substantial purchasing power. As the baby boomer generation incurs the disabilities that can come with age, this customer base will grow along with the demand for accessible spaces and technologies. At some point in their lives, nearly everyone—the person recovering from a broken leg to the parent pushing a stroller—will need nontraditional access to places of business. ADA compliance, including ramps or automatic doors, could attract and retain these customers—who may otherwise take their business elsewhere.

Enhancing Brand Reputation

In today’s socially conscious world, consumers and clients are increasingly favoring businesses that demonstrate social responsibility and ethical practices. In fact, a 2020 report by the Capgemini Research Institute found 62 percent of consumers favoring companies that demonstrate ethical values. ADA compliance is a strong indicator of a company’s commitment to social responsibility. By ensuring that their facilities and services are accessible, businesses can enhance their brand reputation, build trust with their customers, and attract top talent who want to be associated with a forward-thinking company.

Tax Incentives

Making the above benefits even more attainable for some companies, a federal tax credit is available to small businesses that incorporate ADA-related “eligible access expenditures.” These expenses may include technological and architectural accommodations, such as the provision of screen readers and other adaptive equipment, sign language interpreters, adaptations to existing facilities, and consulting fees. Tax incentives are also available to businesses that employ people with disabilities. The Work Opportunity Tax Credit, for example, can offset up to 40 percent of an employee’s paid wage.

Increased Employee Engagement

“Engagement scores are consistently higher for companies labeled ‘inclusive’,” reports Harvard Business Review. Among the reasons for this, HBR cites that inclusive companies are three times better at coaching employees for improved performance. Accommodations foster a more inclusive, engaged workforce, too. Employment partner agencies that feature workgroup models underscore this finding. These groups, comprised of a employment coach and a small group of employees with disabilities, leverage both on-the-job coaching and the employee engagement that comes with being part of a team. The results are well-trained employees who look forward to coming to work and satisfied employers.

Higher Profits

According to McKinsey’s “Diversity Wins” report, organizations in the top quartile for cultural diversity are 36 percent more profitable than those in the bottom quartile. When a company’s diversity initiatives include employing people with disabilities, profits rise even more. A groundbreaking report by analyst firm Accenture found that such companies see two times more economic profit than their competitors. As disability employment inclusion becomes increasingly normalized, ADA compliance isn’t just the right thing to do—it’s an essential business strategy.

Increased Innovation

In today’s fast-changing business landscape, innovation is more vital to the workplace than ever. McKinsey found that organizational innovation “can generate economic profit that is 2.4 times higher than that of other players.” According to Accenture, businesses that employ and accommodate people with disabilities are more innovative—which should be no surprise. From typing, texting, and voice-recognition to curb cuts and automatic doors, some of our greatest inventions were created by or for people with disabilities.

Employment Partners Make ADA Compliance Easy

If you’re looking for talented, dedicated, enthusiastic employees but are hesitant about directly hiring people with disabilities due to ADA compliance or other concerns, an employment partner like PRIDE Industries can help. Our Workforce Inclusion team helps hundreds of companies recruit, hire, train, and accommodate employees with disabilities at their businesses. We make it easy to access this stellar workforce and enjoy the business and social benefits that come with it.

Let Us Help You Build an Inclusive Labor Force

The social enterprise was recognized for its I AM ABLE Disability Job Fair

Roseville, Calif. – PRIDE Industries, the nation’s leading employer of people with disabilities, just won a Silver Stevie® Award at the 22nd Annual American Business Awards®. The social enterprise won in the Cause & Green – Inclusive Event category for its I AM ABLE Disability Job Fair.

“While growth in much of the world economy has recovered slowly from the COVID-19 pandemic, the American economy continues to show remarkable resilience and growth,” said Stevie Awards president Maggie Miller. “Our 2024 Stevie winners have contributed to that successful recovery through their innovation, persistence, and hard work. We congratulate all our winners in the 2024 ABAs.”

The American Business Awards are the U.S.A.’s premier business awards program. All organizations operating in the U.S.A. are eligible to submit nominations — public and private, for-profit and non-profit, large and small.

PRIDE Industries’ I AM ABLE Job Fair was created by people with disabilities for people with disabilities. The event was designed and vetted by an “Accessibility Team” whose members are deaf, blind, autistic, or use wheelchairs. Accessibility for all was a top priority, and in order to accommodate the diverse needs of participants, the event included on-site American Sign Language (ASL) translators, Braille signage, Spanish interpreters, a quiet interview space, light rail transportation, and service animal water and relief areas.

During the job fair, PRIDE Industries offered resume critiques and interview assistance to job candidates. Prior to the job fair, online training on how to maximize the job fair experience was provided to registrants. Training was also given to employers, so that they could more effectively engage with candidates with disabilities.

More than 20 companies participated in the job fair and more than 600 jobseekers with disabilities attended. The event exceeded organizers’ expectations, and plans are already in the works for this year’s I AM ABLE Disability Job Fair on October 9, 2024 at the SAFE Credit Union Convention Center in Sacramento.

“We’re honored to receive this Silver Stevie Award in the Inclusive Event category,” said Jeff Dern, CEO and President of PRIDE Industries. “We hope that more businesses will pursue opportunities to include people with disabilities in the workforce—not just because it is the right thing to do for our communities, but also because it is the smart thing to do for business.”

More than 3,700 nominations from organizations of all sizes and in virtually every industry were submitted this year for consideration in a wide range of categories. And more than 300 professionals worldwide participated in the judging process to select this year’s Stevie Award winners.

Details about The American Business Awards and the list of 2024 Stevie winners are available at www.StevieAwards.com/ABA.

About PRIDE Industries

PRIDE Industries is a social enterprise that creates jobs for people with disabilities, military veterans, former foster youth, and survivors of trafficking. With over 55 years of experience, PRIDE Industries has become a national leader in fostering inclusivity and empowerment. Through personalized employment services, PRIDE Industries helps individuals unlock their full potential and lead more independent lives. For more information, visit www.prideindustries.com.

About the Stevie Awards

Stevie Awards are conferred in nine programs: the Asia-Pacific Stevie Awards, the German Stevie Awards, the Middle East & North Africa Stevie Awards, The American Business Awards®, The International Business Awards®, the Stevie Awards for Women in Business, the Stevie Awards for Great Employers, the Stevie Awards for Sales & Customer Service, and the new Stevie Awards for Technology Excellence. Stevie Awards competitions receive more than 12,000 entries each year from organizations in more than 70 nations. Honoring organizations of all types and sizes and the people behind them, the Stevies recognize outstanding performances in the workplace worldwide. Learn more about the Stevie Awards at http://www.StevieAwards.com.

Media Contact

Kat Maudru

(916) 753-4339

media@prideindustries.com

PRIDE Industries is a social enterprise delivering business excellence to public and private organizations nationwide.

Reasonable accommodations for employees of all abilities are taking their place as vital components of a thriving, competitive business. Why? Because strategically incorporating accommodations can offer several business benefits. Before we delve into them, what, exactly, is a “reasonable accommodation”?

What is a Reasonable Accommodation?

According to the Americans with Disabilities Act (ADA), a reasonable accommodation is “any change to the application or hiring process, to the job, to the way the job is done, or the work environment that allows a person with a disability who is qualified for the job to perform the essential functions of that job and enjoy equal employment opportunities.” The definition goes on to specify that “accommodations are considered ‘reasonable’ if they do not create an undue hardship or a direct threat.”

But the thought of implementing reasonable accommodations still scares some employees—to their loss.

A Myth That Needs Busting

Fear surrounding accommodations for employees with disabilities is largely based on the myth that they’re expensive. They’re not. Over half of surveyed employers report that accommodations cost nothing, while 37 percent report a median one-time cost of just $300. The same employers report many benefits that far outweigh the small expense. Here, we detail the top six business benefits of offering accommodations for employees.

Attracting and Retaining Valuable Employees

Offering reasonable accommodations gives businesses a competitive edge by demonstrating a commitment to diversity and inclusion as well as employee well-being. Potential employees—with or without disabilities—are more likely to choose employers who foster a welcoming and supportive work environment. Providing accommodations also improves employee retention, which is crucial considering the prevalence and high cost of turnover. A 2019 Gallup survey reported that employee turnover costs U.S. businesses $1 trillion per year. A 2023 poll of 1,007 U.S. hiring decision-makers said turnover costs their companies an average of $36,295 annually, and 20 percent pegged the cost at $100,000. When weighed against these high costs, offering and implementing accommodations—effectively expanding the employee base—is well worth it.

Improving Productivity

In a groundbreaking report by the Job Accommodation Network (JAN), 53 percent of surveyed businesses reported that accommodations improved employee productivity. It’s important to note that employees without disabilities also receive accommodations—tools and resources to maximize their performance. Extending these measures to employees with disabilities makes sense, as it removes barriers that may impede their abilities. For instance, an adjustable desk can equip an employee in a wheelchair to be a top producer. Written or signed instructions for Deaf employees can eliminate language obstacles, boosting their productivity. Similarly, employees who become overwhelmed in noisy environments may outperform peers when moved to a quieter area. In today’s business world, recognizing that talent and productivity are accessed through diverse avenues, including accommodations, is imperative.

Boosting Morale

Belonging is a basic human need and a crucial component of workplace morale. When employees feel that they belong—their needs understood, respected, and supported—satisfaction naturally improves. Access to reasonable accommodations is a vital component of a welcoming, inclusive environment. In an article in The Journal of Business and Psychology, researchers found that “accommodations send important and positive signals to employees” and that such signals factor into morale—not just for the accommodated employee, but for the whole team. Belonging and measures to achieve it are so vital to the workplace that it is widely studied. A Harvard Business Review study found that a high sense of belonging is linked to a 56 percent increase in job performance, a 50 percent drop in turnover risk, and a 75 percent reduction in sick days. Simply put, welcomed and supported employees want to be at work, engage with coworkers, and give their best efforts—all leading to a better workplace culture.

Improving Company Diversity

A diverse company is a thriving company. According to McKinsey’s “Diversity Wins” report, organizations in the top quartile for cultural diversity are 36 percent more profitable than those in the bottom quartile. As employees with diverse abilities gain their rightful place in diversity initiatives, normalizing reasonable accommodations becomes vital to achieving the the business benefits of an inclusive workforce: a widened talent pipeline, greater appeal to socially conscious investors, greater organizational innovation, and overall greater market reach. But diversity is more than a buzzword or a hiring strategy. It’s a vital part of a forward-thinking, human-centered organization.

Improving Safety and Reducing Workers’ Compensation Costs

According to the JAN study, companies that offer reasonable accommodations increase safety by 29 percent. By adapting the workplace to meet the needs of employees, including people with disabilities, the likelihood of accidents and injuries decreases. Similarly, the presence of reasonable accommodations may allow a sick or injured employee to return to work sooner. Beyond the human toll caused by insufficient safety measures, there’s also a significant business cost. The U.S. Bureau of Labor Statistics reports that workplace injuries and illness are on the rise, costing business around $48.15 billion in 2023. As reasonable accommodations stand to reduce that cost by over a quarter, they should be part of every organization’s safety strategy.

Improving the Bottom Line

Naturally, where employee retention, productivity, and morale rise and workers’ compensation and training costs fall, businesses see a better bottom line. When providing reasonable accommodations attracts and retains employees with and without disabilities, profits may increase even more. A study by analyst firm Accenture found that companies who actively employee people with disabilities see 1.6 times more revenue, 2.6 times more net income, and 2 times more economic profit than organizations that don’t include people with disabilities. A National Institutes of Health Review reported similar findings, including improved customer loyalty and satisfaction.

At PRIDE Industries, we know that inclusion works—literally. Decades of experience has shown us that, with just a little assistance, including reasonable accommodations, people of all abilities can and do thrive in the workplace.

Let Us Help You Build an Inclusive Labor Force

Writing in Staffing Industry Analysts’ Staffing Stream, VP of Workforce Inclusion Darelyn Pazdel urges employers facing job shortages to consider hiring people with disabilities through supported work groups.

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