People with Disabilities

Many hotel operators are wondering how to find employees. As a labor shortage threatens to impact businesses, there are good reasons to consider people with disabilities as an alternative hotel labor pool.

According to a recent survey conducted by the American Hotel and Lodging Association (AHLA), over 80 percent of hotels are experiencing staffing shortages—a number that has increased even as the pandemic has receded. Add to this a daily hotel room demand that’s expected to reach record highs in 2024, according to analytics firm STR, a division of CoStar, and it could mean the perfect storm.

Given this situation, many hotel operators are wondering how to find employees to fill an array of jobs, from housekeeping to food services to front desk positions.

The solution to finding hotel employees may be simple. Consider a nontraditional workforce in people with disabilities—because they make great hotel employees.

They’re Available

According to the Bureau of Labor Statistics, businesses that include people with disabilities reported a 72 percent increase in overall employee productivity—great news for any hotelier.

There are 22 million working-age people with disabilities, and just a third are employed. That leaves 14 million potential employees to fill hotel jobs. With unprecedented access to educational and training opportunities, this largely untapped talent pool is not only accessible—it’s also well-equipped for many hotel positions. Hale Pulsifer, Vice President of Customer Inclusion for Fidelity Investments, puts it this way, “For employers, it’s like discovering gold in the backyard.”

They’re Loyal

Not only are today’s hotel operators wondering how to find employees for their jobs, they’re also wondering how to keep them. According to the Bureau of Labor Statistics (BLS), the hospitality industry—including the hotel sector—has the highest annual turnover rate of any hospitality business. Employees with disabilities offer the antidote for this costly, disruptive trend—with exceptionally high retention rates leading to consistency, better customer service, and cost savings.

They Improve Morale and Customer Service

Studies have shown that the presence of employees with disabilities boosts overall workplace morale and reflects an employer’s commitment to inclusion. And where morale is high, customer service is better—a finding confirmed by Glassdoor’s 2019 study, which cited a direct link between workplace morale and customer service. In the hotel industry, where many jobs are customer-facing, workplace morale directly impacts the guest experience. High employee morale, then, translates into a better experience for hotel customers.

They Reflect Guest Diversity

A 2020 study by the Open Doors Organization found that the disability travel market is more robust than ever—to the tune of $58.7 billion, with growth projected to increase as the pandemic recovery continues. In an increasingly globalized world, hotels welcome a more diverse clientele than ever before—including people of varying abilities. A truly welcoming hotel staff should reflect the diversity of its customers.

They’re Empathetic

According to EHL, the world’s leading source of hospitality education, empathy is the key to hotel customer satisfaction. “Exceptional service is provided by those who don’t only respond to a request or complaint, but those who also empathize with the guest.” Living with a disability is not without challenges—which is exactly why people with disabilities tend to rank high in empathy. A 2016 study published in the peer-reviewed scientific journal, Emotion, found that people who have navigated significant adversity exhibit higher degrees of empathy than those who have not.

They’re Adaptable

The hotel workplace is a dynamic one where adaptability is imperative. Guests’ travel plans can change on a dime, as can their needs during a stay. Hotel operators can experience vendor delays, HVAC might seize, plumbing might clog, and the hotel’s best chef might call in sick—each necessitating an operational pivot. As high as people with disabilities tend to score on the empathy scale, they also rank high in adaptability. “Generally, people with disability demonstrate huge resilience and adaptability,” said Llewellen Prain, Deputy Chair for Canada’s Greater Western Water. “They are also great problem solvers because life involves a lot of workarounds every day.” In an article for Inclusion Hub, disability advocate Chelsea Perry echoes this sentiment, saying, “We’ve perfected important soft skills like adaptability.”

They’re Productive

Research by DuPont and Virginia Commonwealth University National found that employees with disabilities perform equal to or better than their counterparts without disabilities. Moreover, according to the Bureau of Labor Statistics, businesses that include people with disabilities reported a 72 percent increase in overall employee productivity—great news for any hotel operator wondering how to find employees.

How to Tap Into this Stellar Talent Pool

Are you wondering how to find employees for your hotel jobs? PRIDE Industries can help. As the nation’s leading employer of people with disabilities, we have unique access to this talent pool in numerous communities across the country. We hire and manage the employees and serve as the employer of record, minimizing the risk to hotel operators. Our employment coaches provide hands-on, on-the-job support, including job coaching, advocacy, problem-solving, and conflict resolution—all leading to smooth operations.

We’ve helped hundreds of businesses—including some of the country’s most prestigious hotels—build a workforce that they can rely on. And we can help you, too.

Let Us Help Solve Your Labor Shortages

The US Chamber of Commerce recommends that businesses turn to experienced partners to tap the many benefits—including tax incentives—of employing people with disabilities. PRIDE Industries has helped hundreds of companies do just that, helping recruit, hire, train, and support this growing and reliable talent pool—free of charge to employers.

Become an Employment Partner

The award recognizes his commitment to supporting employment for Americans with disabilities.

Roseville, Calif. — PRIDE Industries, the leading employer of people with disabilities, honored Congressman Kevin Kiley as an AbilityOne® Champion, in recognition of his commitment to supporting employment for Americans who are blind or have other disabilities. The presentation took place on Thursday, January 25, 2024, at PRIDE Industries’ corporate offices in Roseville, California.

“People with disabilities deserve an opportunity to work, to be productive, and to be full participants in our communities,” said Congressman Kiley. “I appreciate the work that PRIDE Industries and other non-profits do to help people with disabilities reach their full potential. I also appreciate the thousands of jobs that the AbilityOne Program creates for people with disabilities. I’m honored to receive this award.”

The AbilityOne Program provides employment opportunities through federal contracts for more than 36,000 people who have disabilities. The AbilityOne Congressional Champions program was created in 2002 to recognize Members of Congress who actively support people who are blind or have other disabilities. Currently, eleven members of the California congressional delegation have been named AbilityOne Champions. Rep. Kiley will be the twelfth. Rep. Kiley is currently serving his first term in Congress. He represents California’s third district, which includes PRIDE Industries’ headquarters in Roseville. The nonprofit social enterprise has approximately 1,600 employees with disabilities working on AbilityOne contracts in California and several other states.

The award was presented by Jeff Dern, President and CEO of PRIDE Industries. “Congressman Kiley truly is a champion of PRIDE Industries’ mission to create employment for people with disabilities,” said Dern. “His support on both the local and the federal level is deserving of this prestigious honor.”

Also in attendance at the award presentation was Rick Terrazas, Vice President of Government Affairs at SourceAmerica, the central nonprofit agency that plays a coordinating role in the AbilityOne Program, and whose mission is to increase the employment of people with disabilities by building strong partnerships between the federal government and a national network of nonprofit agencies.

About PRIDE Industries

PRIDE Industries delivers business excellence with a positive social impact. A social enterprise, we provide facilities operations and maintenance services, custodial services, contract manufacturing, supply chain management, packaging and fulfillment services, and placement services to private and public organizations nationwide. Founded in 1966, PRIDE Industries’ mission is to create employment for people with disabilities. Through personalized employment services, we help individuals realize their true potential and lead more independent lives. PRIDE Industries proves the value of its inclusive workforce model through operational success across multiple industries every day.

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.

Jobs for bipolar people can be hard to find. That was the case for US Air Force veteran Ameer Habeeb when he left the military.

Ameer joined the United States Air Force in 1996, rose to Senior Airman Below the Zone, and became a Crew Chief on C-5 aircraft in his four years of service at Travis Air Force Base.

Difficult Transition from Military

“I enjoyed my time in the military,” Ameer said. “In basic training, they give you challenges that you don’t think you can do, but by the time you get out, you think you can do anything.”

That feeling didn’t last when, in 2000, the New York native decided to stay in sunny California for his postmilitary career.

“It was a difficult transition for me,” Ameer said. “I did every undesirable job in California before I found PRIDE Industries. I sold door to door, worked in collections, worked in restaurants, but I could never get very far.”

Having disabilities made it hard for Ameer to get ahead because employers didn’t know how to help him succeed.

“I have bipolar disorder and anxiety disorder that can be very severe, and there was a time I couldn’t get out of bed for three months. Employers don’t see you as a whole person, and some gave me a hard time for taking time off for medical appointments, for example.”

“I always wondered why I could have so much success in the military and not outside it,” Ameer said. “I was Senior Airman Below the Zone and a multi-million-dollar aircraft had my name on the side of it, but no one would trust me to do anything.”

PRIDE Industries Offers Jobs for Bipolar People

Then came PRIDE Industries, a company with a mission to provide employment for people with disabilities, including jobs for people with bipolar disorder and anxiety.

“When I found PRIDE Industries, it was a blessing,” Ameer said. “I was managing restaurants and hit the ceiling where I couldn’t earn more. Then I found out about a job in a correctional facility working with other people with disabilities, and I applied immediately.”

Ameer started as an Environmental Service Technician and loved the support he received. “I could go to my doctors’ appointments without fear,” he said. “If I experienced bipolar symptoms, I could take a break. They wanted me to be successful, and I dove right in.”

From a Job to a Career

His hard work paid off. In four months, Ameer became an Environmental Services Supervisor. Next came Assistant Operations Manager. A year later, Ameer was made Systems Operations Manager and is now Environmental Services Director.

“PRIDE Industries is a company where you can use what you learned in the military,” Ameer said. “Traits like hard work, dedication, teamwork, organizational skills, and looking out for each other are rewarded. We go by our core values in the Air Force: Integrity First, Service Before Self, and Excellence in All We Do. Those words are on my wall.”

Those values drive Ameer to help others succeed.

“What I love most about my job is my people,” he said. “I love seeing potential in people whether they see it in themselves or not, training them, and giving them opportunities. We’ve done 20 promotions in the last 18 months, which keeps me going.”

“At PRIDE Industries, everyone has the opportunity to succeed,” Ameer said. “We will accommodate you with whatever you need. Accommodation is not expensive or hard. Seeing some succeed because you gave them a chance—that’s why I love my job.”

Advice for Employers and Fellow Veterans

Ameer has a message for employers.

“Veterans with disabilities are whole people. They do a great job. They are on task, know how to work in a team, are motivated, can structure work and get it done, and their production is excellent. If you have a chance to hire a veteran, you should do it!”

He also has a message for vets struggling to find work.

“Remember your feelings when you were doing what you were doing in the service. Those feelings of confidence, feelings of teamwork—those opportunities are still out there. You can do it.”

And he has special advice for any vets with the opportunity to work at PRIDE Industries.

“If you have the opportunity to work at PRIDE Industries, do it. The company cares about veterans, and it cares about me. When I met the president of the company, he knew my name. You are a whole person here.”

Metro magazine’s editor interviews company leaders to share how people with disabilities help make elecontronics components for InterMotive Vehicle Controls, including a product that makes wheelchair-accessible vehicles safer, in a decades-long partnership.

The social enterprise was recognized as a Top Impact Company globally.

Roseville, Calif — For the second year in a row, PRIDE Industries has been named a Top Impact Company by Real Leaders^®, a Global Media and Certified B Corp dedicated to inspiring the future of business. Real Leaders^® awards the Top Impact Company honor to privately owned companies based on their leadership performance within six categories of I.M.P.A.C.T (Intention, Model, People, Accountability, Collaboration and Transformation).

PRIDE Industries ranked 40^th among 185 companies in the Top Impact category, chosen from a field of 500 applicants from more than 15 countries.

With its five-decade track record of creating employment for people with disabilities, PRIDE Industries is a natural Top Impact Company. A pioneer in the inclusivity movement, the company’s influence stretches from small businesses to governmental and Fortune 500 organizations. Its impact also reaches military veterans and former foster youth, through its services for veterans services and it’s Youth Employment Services (YES!) program.

“We are thrilled to be recognized, for a second consecutive year, as a Top Impact Company by Real Leaders^®,” said Jeff Dern, President and CEO at PRIDE Industries. “Our long-term focus on creating employment for people with disabilities has been a key factor in achieving this award. Organizations which employ people with disabilities have stronger cultures, employee retention, and bottom lines. Together, in partnership with our customers, our success proves the value of an inclusive workforce.”

The 2024 list features a mix of respected impact brands of all sizes and from a variety of industries with companies such as: Brandless, Generate Capital, Cotopaxi, and Every Man Jack (see full list).

In addition to the new I.M.P.A.C.T categories, the awards debuted five new awards such as: Most Valuable Mission, Most Innovative Model, Most Impactful People, Best Collaboration, and Most Transparent. “After five successful years of producing the go-to list of the ‘Top Impact Companies’ it was time for Real Leaders to expand its mission by growing an impact awards community that preserves its integrity while scaling its impact,” said Kevin Edwards, Real Leaders’ General Manager.

A special “Real Leaders UNITE” awards celebration will be held in San Diego on February 6, 2024, to honor the winners.

About PRIDE Industries

About Real Leaders

Real Leaders is the fastest-growing community for impact leaders backed by a global media platform dedicated to driving positive change. Founded in 2010, Real Leaders recognized and advocated that businesses take more responsibility to be as cognizant of their impact on employees, society, and the planet as they are on their bottom line. Real Leaders is an independently owned certified B Corporation and member of the UN Global Compact. Our mission is to unite farsighted leaders to transform our shortsighted world.

LinkedIn: Real Leaders
Instagram: @Real_Leaders
Twitter: @Real_Leaders
Facebook: @RealLeadersMagazine
Hashtag: #RealLeadersImpactAwards

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.

The many benefits of hiring people with disabilities are becoming more widely recognized, but one benefit is still often overlooked: tax incentives. Among the three primary such incentives, the Work Opportunity Tax Credit (WOTC) tops the list, but what is it?

What is the Work Opportunity Tax Credit?

The Work Opportunity Tax Credit is a federal program that provides employers with tax credits for hiring individuals from certain target groups that have faced barriers to employment, including people with disabilities.

Created as a part of the 1996 Small Business Job Act, the WOTC was a temporary tax credit designed to promote employment, empowering individuals to become members of the workforce and attain self-sufficiency while earning a steady income.

Since its initial enactment, the WOTC has been extended several times—most recently through 2025—with legislation on the table to make it permanent.

How Does the Work Opportunity Tax Credit Work?

In a nutshell, the WOTC amounts to 40 percent of an individual employee’s incurred wages, up to $6,000 for an individual who meets the following criteria:

Is in their first year of employment
Is certified as being a member of a target group
Performs at least 400 hours of services for that employer

Individuals working fewer than 400 hours but at least 120 hours for an employer are subject to a reduced credit (25 percent). Rehired employees are not eligible for the WOTC.

Generally, taxable employers can apply any unused WOTC from the current year to the previous year and carry it forward.

How Does an Employer Claim This Credit?

According to the U.S. Department of Labor (DOL) and the Internal Revenue (IRS), employers must follow a structured process to claim the WOTC.

1. Prescreening and Filing Certification Request

Within 28 days of a new hire, employers must apply for certification that the employee is a member of a target group.

To do so, the employer and the newly hired employee must complete and submit the following pre-screening paperwork to the designated state agency:

IRS Form 8850, the Pre-Screening Notice and Certification Request for the Work Opportunity Credit
DOL Form 9061, the Individual Characteristics Form

2. Certification Approval

After the forms have been submitted to the state agency, assuming the new hire meets eligibility requirements, the employer will receive a determination from the certifying agency. The determination will detail why an employee does or does not qualify. The WOTC certification will be included if the individual qualifies for it, or the agency will request additional information.

3. Claiming the Work Opportunity Tax Credit

After certification by the designated local agency, and after the employee has worked a minimum of 120 hours, taxable employers can proceed to file the WOTC with the IRS. Taxable organizations will file IRS Form 5884, while tax-exempt organizations will file IRS Form 5884-C.

It’s crucial to complete and submit the required forms accurately. Refer to the IRS and U.S. Department of Labor websites for these forms and for detailed instructions.

What Other Tax Credits are Available for Employers Who Hire People with Disabilities?

In addition to the Work Opportunity Tax Credit, employers may be eligible for two more incentives that relate to physical accessibility.

1. Disabled Access Credit

To encourage businesses to improve accessibility for both employees and customers with disabilities, the Disabled Access Credit provides tax incentives for making establishments more accessible. Small businesses that incur expenses for architectural adaptations, equipment purchases, or services aimed at facilitating accessibility may qualify for a tax credit of up to $5,000 per year. A business can claim a tax credit once annually for qualifying access expenditures.

2. Architectural Barrier Removal Tax Deduction

The Architectural Barrier Removal Tax Deduction is another incentive aimed at encouraging businesses to make their facilities more accessible. Specifically, it allows a deduction of up to $15,000 per year for qualified expenses related to removing physical barriers in the workplace.

State Tax Credits

Several states offer their own tax credits related to hiring people with disabilities and creating accessible workplaces. More information about these credits is available on state tax board websites.

The Benefits of Hiring People with Disabilities

In addition to the direct financial benefit of hiring people with disabilities that the WOTC offers, there are proven business benefits for companies that build inclusive workforces. Here are just a handful:

High Retention Rates: Reducing turnover and fostering continuity, maximizing organizational stability and success.
Low Absenteeism: Fostering a healthy work environment, enhancing productivity and minimizing disruptions to workflow.
High Productivity: Translating into increased operational success and competitiveness in the market.
Boosted Workplace Morale: Encouraging a positive workplace culture that enhances motivation and collaboration.
Appeal to Socially Conscious Investors: Attracting investors that are more committed than ever to putting their money toward positive social impact.
Maximizing DEI Efforts: Creating a more equitable and representative workplace that reflects a diverse global market.
Increased Profits: Resulting from improved employee performance, reduced turnover costs, and heightened customer satsifcation.

Connect With This Stellar Workforce

State agencies, such as the California Department of Rehabilitation, and partnering organizations like PRIDE Industries, can put employers in touch with this stellar workforce so they can make use of the Work Opportunity Tax Credit in the coming year.

Let Us Help Solve Your Labor Shortages

Become an Employment Partner