People with Disabilities

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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Learn how employees with disabilities outperformed a previous contractor processing hundreds of thousands of visa applications for DHS.

Employees with Disabilities at the UCSIS

The United States Department of Homeland Security’s (DHS) U.S. Citizenship and Immigration Services (USCIS) visa processing facility in Corbin, Kentucky, is the last stop for validating tens of thousands of immigrant visa (IV) applications granting permanent resident status to immigrants—documents commonly known as green cards. The facility processes more than 600,000 IV applications each year.

Situation

The DHS contract required IV applications to be processed in ten days. By 2021, when borders were opened after pandemic closures, the previous contractor had amassed a backlog of tens of thousands of applications, leading to months-long wait times for people seeking permanent residency. DHS eventually sought a new contractor which could handle the volume of IV applications and meet processing speed requirements and issued a Request for Proposals (RFP).

Solution

PRIDE Industries responded to the DHS RFP in 2022 and was awarded the contract through the AbilityOne® Program, a program dedicated to delivering high-quality products and services to federal agencies while fostering quality employment opportunities for people with disabilities through federal contracts. PRIDE Industries is one of the nation’s leading employers of people with disabilities and works with AbilityOne on contracts throughout the country.

PRIDE Industries assembled a team of 26 employees, 16 of whom have a disclosed disability. The employees were able to work remotely, making the jobs more accessible and attractive to people with disabilities.

“We created modified instructions and work environments that allow employees with disabilities to perform as well or better than non-disabled employees under the previous contract,” said Nicholas Hines, Regional Director of Operations for PRIDE Industries.

Results: Success with Employees with Disabilities

The team quickly worked through the overdue applications and currently processes an average of 40,000 applications per month with turnaround times under the ten-day requirement.

“We go above and beyond for our employees, giving them the support they need to be successful,” said Jenny Collins, Document Production Manager for PRIDE Industries. “That support includes flexible schedules, remote work, and on-the-job coaching.”

The operation has been so successful that the DHS wants to expand PRIDE Industries’ responsibilities at the site.

Services Provided

Processing permanent resident applications work includes:

Data entry
Identity verification
Photo placement
Transmission of data to production facility

Accommodating Success

The success of the IV processing team at DHS offers proof that employees with disabilities, with modest accommodation, can be exceptional workers. The Americans with Disabilities Act requires employers to provide “reasonable accommodations” for employees with disabilities, defined as “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.”

Employers sometimes fear accommodating people with disabilities will be too costly—a fear that has been proven to be unfounded. In a Job Accommodation Network (JAN) survey of employers, over half said that accommodations cost nothing, while 37 percent reported a median one-time cost of just $300. The same employers report many benefits that far outweigh the small expenses. The cited benefits of accommodating employees with disabilities include:

Retaining valuable employees
Improving productivity and morale
Reducing workers’ compensation and training costs
Improving company diversity

“Individuals and families depend on the USCIS to process their documents in a timely manner and provide them legal status to live and work in the United States,” Hines said. “Our employees prove that people with disabilities can do this and other important work.”

“We created modified instructions and work environments that allow employees with disabilities to perform as well or better than non-disabled employees under the previous contract.”

— Nicholas Hines, Regional Director of Operations for PRIDE Industries.

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.

PRIDE Industries Helps IT Company Focus on Maintaining Cutting-Edge Services

Sage IT Systems is a San Diego-based IT company with the capacity to put “feet on the ground” in all 50 states. A leader in digital transformation, Sage IT is rapidly transforming organizations by delivering secure and innovative digital solutions, superior customer service, and skilled talent. By harnessing the power of Integration, Automation, AI, Cloud, and Data technologies, the IT leader provides business benefits at a rate of 30 percent faster than industry standards. To allow their expert technicians to focus on customer service, the company partners with PRIDE Industries, the nation’s leading employer of people with disabilities.

Challenge: Free Up Technicians to Do Their Jobs

Speed is a key factor that separates Sage IT from its competitors. In an industry where response times average from four to eight hours, Sage IT technicians respond to chat support messages within 10 seconds during business hours. To maintain this level of availability, numerous other tasks—typically left to technicians—need to get done.

“The place needs to be neat, and the inventory has to be maintained, technicians’ backpacks need to be checked every night to ensure morning readiness, and much more,” said Darren Rysedorph, founder and CEO.

“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.”

To make the organization more efficient, Sage IT decided to hire an administrative assistant to manage inventory and perform administrative tasks so that the technicians could focus on client needs.

Solution: A Stellar Office Support Professional Who Happens to Have a Disability

Sage IT partnered with PRIDE Industries to find the right person for the position. Judi Adams, Director of Sales and Client Success, 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—including numerous business benefits.

“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 added. “I knew we could count on PRIDE Industries to help us find a great employee.”

Enter Kristin Johnson, who joined Sage IT via an internship in December of 2023 and has been doing a stellar job.

Results: An Organized, Efficient Back Office Keeps Technicians in The Game

Sage IT technicians are no longer burdened with tasks that had kept them from serving clients and providing trademark-fast, thorough IT service.

“Kristin has been critical in keeping the back end running for us and keeping these guys in the game,” said Ryesdorph. “Everything we put on her list of things to do, we know will get done—and she does it quietly, without complaint, promptly, and courteously. Our Director of Operations raves about her.”

Sage IT is seeing all the business benefits typically associated with employing people with disabilities: high productivity, excellent attendance and punctuality, and a can-do attitude.

“Every week we go over the scoreboards for the team, and 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.”

A Low Risk Solution

“PRIDE Industries takes all the risk. They’re doing all the training. They’re only presenting you with candidates who are capable of doing the job—in some cases, better, faster, with less fuss, and with better attendance,” said Ryesdorph.

It’s true. PRIDE Industries holistic employment model includes pre-employment screening and preparation, training, communication facilitation between employee and employer, and on-site employment coaches to ensure employee success. Especially in a fast-paced organization like Sage IT, all of this matters.

“One of the things PRIDE Industries does really well is interviewing and preparing candidates and identifying the individuals that would be a perfect fit here,” Adams said. “When we were interviewing for this position, they presented us with three excellent candidates. We couldn’t go wrong.”

Services Provided

Employee placement
Employment coaching
Employer support
Results
Professionally organized back office
Unburdened technicians

Accommodating Success

Kristin’s success at Sage IT offers proof that people with disabilities, with modest accommodations, can be exceptional employees. The Americans with Disabilities Act requires employers to provide “reasonable accommodations” for employees with disabilities, defined as “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.”

Employers sometimes fear accommodating people with disabilities will be too costly—a fear that has been proven to be unfounded. In a Job Accommodation Network (JAN) survey of employers, over half said that accommodations cost nothing, while 37 percent reported a median one-time cost of just $300. The same employers report many benefits that far outweigh the small expense. The cited benefits of accommodating employees with disabilities include:

Retaining valuable employees
Improving productivity and morale
Reducing workers’ compensation and training costs
Improving company diversity

“I’ve been involved with PRIDE Industries since 2004. So, I knew that hiring people with disabilities is no different from hiring anyone else.”

—Judi Adams, Director of Sales and Client Success for Sage IT

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

Our Director Of Product Engagement, Andrew Williams, talks with electronics manufacturing publication EMS Now Publisher Eric Miscoll about how award-winning, state-of-the-art electronics manufacturing and employing people with disabilities go hand-in-hand in this video interview.

Watch the video