{"id":7834,"date":"2025-03-06T07:32:00","date_gmt":"2025-03-06T13:32:00","guid":{"rendered":"https:\/\/www.mhisolutionsmag.com\/?p=7834"},"modified":"2025-03-06T06:59:00","modified_gmt":"2025-03-06T12:59:00","slug":"building-a-diverse-supply-chain-workforce-series-misconceptions-are-biggest-obstacle-to-hiring-disabled-persons","status":"publish","type":"post","link":"https:\/\/www.mhisolutionsmag.com\/index.php\/2025\/03\/06\/building-a-diverse-supply-chain-workforce-series-misconceptions-are-biggest-obstacle-to-hiring-disabled-persons\/","title":{"rendered":"Building a Diverse Supply Chain Workforce Series: Misconceptions are Biggest Obstacle to Hiring Disabled Persons"},"content":{"rendered":"
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\u00a0<\/div>\n
\"christyBY CHRISTY DULA<\/span>, CHIEF EXPERIENCE & DIGITAL TECHNOLOGY OFFICER, MHI<\/div>\n

A<\/span>bout a year ago, when a survey from Descartes\u00a0asked 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.<\/p>\n

\"buildingAccording to the Centers for Disease Control and Prevention (CDC), 28.7% of Americans\u00a0have a disability. While many envision physical impairments when they hear that term, the vast majority of disabilities\u2014between 75% and 80%\u2014are 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\u2011deficit\/hyperactivity disorder (ADHD); and more.<\/p>\n

“People simply don\u2019t 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.<\/p>\n

“A lot of companies believe disability hiring is a new or emerging initiative, but companies already hire people with disabilities. They just don\u2019t know it,” added Meg O\u2019Connell, CEO and founder of consulting firm Global Disability Inclusion. “A new focus should be about expanding opportunities to underserved populations.”<\/p>\n

Misconceptions About Disabled Workers<\/h4>\n

The pervasiveness of disability isn\u2019t the only misconception surrounding this talent pool. Russell noted that many incorrectly assume people with disabilities have no abilities at all.<\/p>\n

“Rather, it\u2019s about doing things differently as long as they\u2019re 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\u2019s a reluctance to modify standard operating procedures (SOPs) out of concern that it will negatively impact quality.”<\/p>\n

O\u2019Connell 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.<\/p>\n

“Help existing employees understand they may see some things that will be different,” continued O\u2019Connell. “We often say, \u2018it\u2019s not the what but the how that might be different.\u2019 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\u2014and that is okay.”<\/p>\n

Additionally, Russell advised training to help employees overcome another misconception: that it\u2019s inappropriate to offer disabled people assistance if it appears needed.<\/p>\n

“Don\u2019t be afraid to ask, \u2018do you need help?\u2019 If they say, \u2018yes,\u2019 then ask them \u2018how do I help you?\u2019 Don\u2019t avoid offering to help because you don\u2019t know what they need,” she said. “You don\u2019t have to have all the answers; let them tell you.”<\/p>\n

One of Russell\u2019s favorite training resources is a short sensitivity video produced by the District of Columbia\u2019s Office of Disability Rights (youtu.be\/Gv1aDEFlXq8<\/a>). “It uses humor to demonstrate ways to interact with disabled persons on the job that don\u2019t create awkward situations,” she explained.<\/p>\n

Fitting Supply Chain Jobs to Disabled Persons<\/h4>\n

Given the diverse nature of the industry, both Russell and O\u2019Connell noted that not every job within a supply chain operation is a fit for every person\u2014disabled or not. That said, O\u2019Connell 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.<\/p>\n

“Any entry\u2011level 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.<\/p>\n

Click here to read the full article.<\/em><\/a><\/p>\n<\/div>\n

ISTOCK.COM<\/a>\/DEJAN MARJANOVIC<\/span><\/h6>\n\n\n

<\/p>\n","protected":false},"excerpt":{"rendered":"

\u00a0 BY CHRISTY DULA, CHIEF EXPERIENCE & DIGITAL TECHNOLOGY OFFICER, MHI About a year ago, when a survey from Descartes\u00a0asked 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, …<\/p>\n","protected":false},"author":40,"featured_media":7836,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[6,2355,5],"tags":[2151,3979,2446,2575,2148,442,1902,1907,466],"class_list":["post-7834","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-featured-article","category-diversity-equity-inclusion","category-features","tag-dei","tag-disabled","tag-diverse-talent","tag-diverse-workforce","tag-diversity","tag-mhi-solutions","tag-mhi-solutions-magazine","tag-mhisolutionsmag","tag-supply-chain"],"yoast_head":"\nBuilding a Diverse Supply Chain Workforce Series: Misconceptions are Biggest Obstacle to Hiring Disabled Persons - MHI Solutions<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.mhisolutions-digital.com\/mhiq\/0225_volume_13__issue_2\/MobilePagedArticle.action?app=false&cmsId=4253944\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Building a Diverse Supply Chain Workforce Series: Misconceptions are Biggest Obstacle to Hiring Disabled Persons - MHI Solutions\" \/>\n<meta property=\"og:description\" content=\"\u00a0 BY CHRISTY DULA, CHIEF EXPERIENCE & DIGITAL TECHNOLOGY OFFICER, MHI About a year ago, when a survey from Descartes\u00a0asked supply chain leaders which diversified talent pools they were dipping into to address ongoing labor shortages, 34% said disabled persons. 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