An untapped workforce in Lansing.

Out of the 576,000 people with disabilities (21-64) actively looking for work, 66,000 people with disabilities were unemployed and actively looking for work in 2007 (most recent data)—that’s 11.5 percent versus the 7.1 percent unemployment rate for the general population—and has only increased with the current economic times. Despite the sometimes negative connotation associated with people with disabilities, these individuals are talented, hard working and, most importantly, want to work.

The challenge of obtaining employment as a person with a disability begins with the first impression. Andy Massie, an employee at First National Bank of America, explains his experience.

“I noticed that many prospective employers were skeptical about hiring me because they did not specifically know what my disability was and could not ask. If I did not mention my disability at all, they would wonder why I wanted a position for which I was over-qualified,” says Massie. “I think there is a growing number of people out there that have a disability, yet do not give the outward appearance of being disabled.”

Most employers get the wrong message about hiring people with disabilities. They may think they should do it “out of the kindness of their heart” or because it “looks good.” People with disabilities do not want to be pitied and are not looking for handouts. What they are insisting upon is equal opportunity at employment.
By not employing people with disabilities, employers are hurting themselves. Consider this:

• People with disabilities possess valuable problem-solving skills because they are experts in finding creative ways to perform tasks others may take for granted.
• Employees with disabilities have proved to be dependable, dedicated, hardworking and productive employees.
• Many businesses report that the experience of working with people with disabilities increases every employee’s morale and productivity.
• After acquiring a disability, employees who return to work after being rehabilitated help reduce a company’s training and hiring costs and lower insurance premiums. Employers who have return-to-work programs establish a culture that regards employees as valuable—not disposable.
• Employees with disabilities reflect the customer base and can help craft effective marketing strategies to reach this lucrative market for companies that hire them.
• People with disabilities have better retention rates than their nondisabled peers (U.S. Dept of Education, 2006).
• Employees with disabilities have not been shown to use more sick time or to increase insurance costs for their employers (U.S. Dept. of Education, 2006).

Capital Area Business Leadership Network Disability Council

Capital Area Michigan Works! is partnering with the Michigan Business Leadership Network to establish and launch an employer-focused council to break down employer misconceptions about hiring people with disabilities and ultimately increase the number of people with disabilities in the Greater Lansing workforce. Next month is National Disability Employment Awareness month, which helps raise awareness on this issue.

The Michigan Business Leadership Network (MIBLN) is a business-led organization that serves as a resource center for employers who seek to understand, utilize and benefit from the valuable resources that people with disabilities represent in both the consumer and labor markets. The new council will serve as the Lansing chapter of the MIBLN, which is directly affiliated with the U.S. Business Leadership Network (US BLN), which operates at the national level. Council members will simultaneously become members of the U.S. Business Leadership Network.
More than a dozen Greater Lansing employers have already committed support, along with government, nonprofit and education partners. Members include Solution Technology Associates Inc., Wal-Mart Stores Inc., NuUnion Credit Union, First National Bank of America, Michigan State University, Lansing Community College, Premiere Food Service, Sparrow Health Systems and other businesses and nonprofit organizations.

“Private for-profit business are being targeted,” states Douglas Stites, CEO of Capital Area Michigan Works! “Employers will listen to other employers, their peers.” For years unsuccessful efforts have been made to integrate people with disabilities into the workforce. This employer-focused and employer-operated council will tackle this problem and work to physically increase the number of people with disabilities in the workforce.

Council members will be supported by Alicia Paterni, the program’s full-time executive director, housed at Capital Area Michigan Works!.
The Capital Area Business Leadership Network Disability Council is aggressively recruiting private employers to support this initiative. Perhaps readers of The Greater Lansing Business Monthly will seriously consider exploring this vital organization and encourage their colleagues to participate as well.
Larry R. Mourey of Premiere Food Service sums it up: “In today’s world if we are blessed to have a successful company, then it is our responsibility to give opportunity/jobs to those individuals. I tell our leaders that these folks teach us more about being innovative, patient, entrepreneurial—all of which are traits of a successful leader.”

		Alicia Paterni Alicia Paterni is the new executive director of the Capital Area Business Leadership Network Disability Council, where she advocates for employers as well as people with disabilities in the workforce. Paterni can be reached at This e-mail address is being protected from spambots. You need JavaScript enabled to view it .