In my previous blog, “Why Hire Individuals with Disabilities?”, I tried to clear up some of the fears behind hiring individuals with disabilities (Hence the blog title.) Many of these individuals have a unique skill set that can be very valuable for virtually any business.
As a community opportunity employer, (Which basically means that I hire individuals with disabilities), I have a strong passion in highlighting the skills of my workers, both typical and not. I have learned that many of my workers have factors that make them good workers. However, I want to clear one issue up. For centuries, people with disabilities have been declared unable to work, mindless, worthless. In fact, before Jews, Hitler’s first genocide target was individuals with disabilities. If they couldn’t work than they had no real benefit to his invincible society.
Years of segregation and harsh stereotypes may be a lot for these individuals to carry on their shoulders, but many have realized that if they work for the prize they too can be successful. But to say every individual with a disability has this persistent mindset would be just as stereotypical as past societal assumptions.
I have a very analytical mind, and I constantly assess the performance of my workers. I wanted to be able to assess the abilities of my workers based on both performance and character. I made an assessment that I use every three months to analyze each individual, both disabled and typical. The assessment grades on:
–Task Ability: Scales ability to do tangible tasks such as washing dishes or making drinks.
–Application Ability: How long does it take the individual to learn tasks independently?
–Initiative: Does the individual need constant guidance, or are they proactive in finding work?
–Relations With Others: Does the individual get along with co-workers and management?
(If you would like a copy of a performance assessment, feel free to email me at email@example.com)
Considering the areas above, I have found that there are two major factors that affect my assessment categories. Ability or Can, and Desire or Will. Individuals both disabled and typical can be categorized in one of the four areas: Can/Will, Can/Won’t, Can’t/Will, Can’t/Won’t. Deciding what category an individual falls under has helped me determine whether or not an individual has the ability to excel, and provide overall benefit for my business.
I want to go over each section in detail, but I want you to keep in mind the phrase, Where there’s a Will, There’s a Way. In other words, individuals that are willing will lower your turnover rate, and provide the overall potential that you would like to achieve. It’s also important to pair the skill with the job being applied for. For example, an individual may accell at factory work, but if your business is in food service, the individual’s skills and desire may not necessarily transfer over.
Can/Will: This individual should be an automatic hire. I have an individual with a disability that shines brightly in this category. This category means that they have both desire and ability to do a job.
The reason that I hired her was of her excellent interview. I could tell by her responses that she was a hard worker. She also indicated that she loved the idea of working in the food industry. Though our coffee shop does not currently serve food, the preparation, skills, and challenges are similar. Considering these aspects, the individual continues to improve, and she provides a lot of worth to my business. For example, When she first started, she would just hand cups to a worker who knew how to make drinks. Now, this individual can make all the drinks while reading a recipe book, and she can run the cash register independently. Her progress assessment score was rather high, and we decided that her next focus would be speed. (Stay tuned for my next blog that talks about training individuals with disabilities, particularly in regards to speed)
Can/Won’t: I have also hired an individual that falls within this category, and I have decided that I will never hire an individual again if they have these aspects, whether typical, or disabled, and no matter how skilled they are. This category means that the individual has the ability to do the work, but they are not willing.
What is difficult about individuals that fall under this category is that at surface level, this individual can appear to be a Can/Will candidate. They may be backed with experience, and they know how to be viewed as a hard worker. Overall, they appear to have potential. I am still working on some sort of analytical way to decipher this person from the first category at first glance. But after a few months, all four areas of the performance assessment will drop–Initiative will start low, application and task ability will follow, and finally relations with others will deplete.
The individual that I hired that fell under this category appeared to have the qualities needed. She has a disability, but she has an attractive character, which is important in the service business. She also has the ability to do many jobs, and it was clear that her learning ability was strong enough to aid her in success in our workplace. But as time went on, her “won’t” factor began to glisten. I would give her jobs to do, and she would do the work, but she didn’t own the job; she had no passion for the work. As the weeks went on her lacadaisical character continued to glisten. Soon she started skipping work, and she wouldn’t call to confirm her absense. We talked, she cried, and she promised she would do better. Even after our talk, nothing really improved, and do to her consistent absense, I had to let her go.
Anyone that falls within this category creates a justification in their mind as to why they are not willing to put in the effort. For many people with disabilities, this justification is often the same: “I have a disability. I am different. Therefore I don’t need to try, and I don’t need to grow.” Think about your typical workers that are often late. They may often blame their tardiness on weather or the traffic. Like individuals with disabilities that fall in this category, the tardy worker has justified that they are entitled to be late.
Letting the individual go was hard, because my goal is always to provide a workplace that creates opportunity and a quality of life for the individual. But the sad truth is that once the individual has let the justification set in, whatever it may be, then they are no longer willing, and therefore they are no longer teachable. Realistically, they have decided that you cannot provide worth to them and therefore they cannot provide use to your business.
Can’t/Will: On the surface, this individual may appear to be someone that you do not want to hire. They are willing to try whatever you ask, but they often fall short of your expectations. But this employee can still provide worth to your business at an intangible level.
I hired a young lady that falls within this category. Her performance assessment score was low in task ability and application ability. However her relationship with others and her initiative were high. Over time task ability and application ability start to follow the suit of relations with others and initiative. Many individuals with disabilities will fall under this category. Their drive can help them actually develop into a Can/Will individual. As an employer, this worker will be desireable at a long term glance, but efforts toward success will begin as limited.
The individual that falls within this category is still just handing cups to other workers that can make drinks. She is learning what pastries to grab for guests, and how to prepare them depending on whether the order is here or to-go. This individual has learned to do a lot of our custodial work (e.g. sweeping and wiping tables) independently. She also does these independent jobs without being told to start them.
Because this individual has a strong desire to work, her passion is strong in what she can do. Recently I had all of my workers create a list of ten coupons or ideas to present that we could possibly implement. One idea that this individual created was a princess mother daughter tea party. At our coffee shop, we would throw a mother/daughter event and provide a discount on tea and a pastry for them to enjoy. This idea is something that I as the employer would never have thought of, but it’s ingenious! It allows us to offer an event that targets young mothers, one of our target markets. This individual had not known anything about our marketing ideas, but she took her own passion and imagination to create something our business may not have implemented otherwise. Therefore because of her initiative, relations with others, and her dynamic ideas, this individual has proved that she is a contributor to our business. More so, she is teachable, and I am confident that she will become an even more desireable employee over time.
Realistically, you can’t hire an employee based on what ideas they may or may not contribute. In the instance of Can’t/Will, you may have to consider the idea of job carving. I will write more on this in an upcoming blog.
Can’t/Won’t: An individual that falls under this category is of no worth to your business, and your business is of no worth to them. You will be able to tell without doubt that this is not someone you want to hire. I have hired many people with disabilities, and considering that, I as an employer can be considered more gracious than most. But there is still a point where I draw the line. I look at my sister. She has Cri Du Chat syndrome, she struggles to walk on uneven ground, she can only say one to two words at a time, she has many behavior issues. I will never hire my sister Randi to work at my shop, and she has no desire to work there. Though it may come across that I have no heart for her, I love my sister, and though she may never hold a job, she still has a quality of life. She improves in other ways and she doesn’t need a job to define success. For example, three years after Randi came to live with our family, her psychiatrist told my parents, “I don’t know what you did with this girl, but I never thought she would be able to go out in public.”
As a sibling of three individuals with disabilities, it is my job to advocate for their quality of life. But, as a realistic businesswoman, I also realize that no matter what the Employment First mandate states, not every individual whether disabled or typical, has the desire or ability to work. As an example, I have no desire to be a surgeon and if someone handed me a scaple and told me to go to town, I promise more harm than good would be done. The Employment First mandate says that if the person has the capability then they should own a job. In other words, if the individual has an ability to flip burgers, they should get a job at McDonald’s. I think it’s important that the state, employers, and the individual all consider the individual’s willingness as well. I know for a fact that if I were working at McDonald’s that my mindset would resemble that of a Can/Won’t individual. It’s setting up a failed relationship between the employer and employee. It’s not to discredit the worth of McDonald’s. My point is that saying someone that has the ability to work but they are mandated to do something they are not willing to do is Hitleristic. Saying someone has no benefit to society without holding a job is degrading them. Frankly, as an employer I am not concerned with how many widgets an individual made in a hour. I want to know that they can smile at a guest, and work toward providing quality service. Quality of life should never be considered quantity of life.