MHI Solutions Improving Supply Chain Performance
BY , CHIEF EXPERIENCE & DIGITAL TECHNOLOGY OFFICER, MHIAbout a year ago, when a survey from Descartes asked supply chain leaders which diversified talent pools they were dipping into to address ongoing labor shortages, 34% said disabled persons. While companies may tie these efforts into their diversity, equity and inclusion (DEI) hiring initiatives, leaders may not realize that they already have people with disabilities among their ranks.
According to the Centers for Disease Control and Prevention (CDC), 28.7% of Americans have a disability. While many envision physical impairments when they hear that term, the vast majority of disabilities—between 75% and 80%—are actually invisible. That is, a condition that would not be apparent unless it was disclosed. These include cognitive processing challenges; chronic diseases such as multiple sclerosis, epilepsy, fibromyalgia or arthritis; neurodivergence like autism and attention‑deficit/hyperactivity disorder (ADHD); and more.
“People simply don’t realize how common and broad disability is, so they view it as unfamiliar. That creates a perception that having one must be terrible,” explained disability hiring consultant Deb Russell of Deb Russell Inc.
“A lot of companies believe disability hiring is a new or emerging initiative, but companies already hire people with disabilities. They just don’t know it,” added Meg O’Connell, CEO and founder of consulting firm Global Disability Inclusion. “A new focus should be about expanding opportunities to underserved populations.”
Misconceptions About Disabled Workers
The pervasiveness of disability isn’t the only misconception surrounding this talent pool. Russell noted that many incorrectly assume people with disabilities have no abilities at all.
“Rather, it’s about doing things differently as long as they’re getting the same result and performing the task safely,” she said. “With reasonable accommodations, people with disabilities can be very successful. In many companies, however, there’s a reluctance to modify standard operating procedures (SOPs) out of concern that it will negatively impact quality.”
O’Connell agreed. “A common misconception is the belief that you will have to change performance standards or outcomes by implementing accommodations for persons with disabilities,” she said, recommending that companies instead work to create an environment that fosters a culture of inclusion. This includes providing resources and training to managers and associates.
“Help existing employees understand they may see some things that will be different,” continued O’Connell. “We often say, ‘it’s not the what but the how that might be different.’ For example, if an employee needs to move 100 boxes an hour and they have one arm, they may use a device to help them. They are still required to achieve the 100 boxes, but how the employee gets it done may look different—and that is okay.”
Additionally, Russell advised training to help employees overcome another misconception: that it’s inappropriate to offer disabled people assistance if it appears needed.
“Don’t be afraid to ask, ‘do you need help?’ If they say, ‘yes,’ then ask them ‘how do I help you?’ Don’t avoid offering to help because you don’t know what they need,” she said. “You don’t have to have all the answers; let them tell you.”
One of Russell’s favorite training resources is a short sensitivity video produced by the District of Columbia’s Office of Disability Rights (youtu.be/Gv1aDEFlXq8). “It uses humor to demonstrate ways to interact with disabled persons on the job that don’t create awkward situations,” she explained.
Fitting Supply Chain Jobs to Disabled Persons
Given the diverse nature of the industry, both Russell and O’Connell noted that not every job within a supply chain operation is a fit for every person—disabled or not. That said, O’Connell pointed out that supply chain was one of the first industries to promote hiring people with disabilities. Notably, Walgreens was an early champion of disability inclusion.
“Any entry‑level positions that you hire everyone else into are a great place to start recruiting candidates with disabilities. Not to oversimplify, but some of these jobs in supply chain can be very repetitive and people with some disabilities thrive in environments with repetition and pattern,” she said. Finding the right match is often about getting to know the candidate, and then matching them to the available role that fits them best.