I ate recently with friends at a fastfood restaurant where the service is highly commendable. I was more impressed when I learned that the service crew who waited on us was actually deaf. Amazing!
Would you consider employing people with disabilities? Here’s a case in point you might want to check:
Would you consider employing people with disabilities? Here’s a case in point you might want to check:
Schukra Manufacturing of Toronto is an award-winning designer and manufacturer that has seen its production soar and workforce double over the past decade due to the popularity of its non-traditional seat installations. Its Schukra Lumbar Systems, which provide lower back support and encourage correct seating posture, have been adopted by a range of firms in the furniture manufacturing, health care, automotive and aviation fields, including such household names as Air Canada, VIA Rail, Sears Manufacturing, Chrysler, and Ferrari.
In order to meet the demand for its products, Schukra has sought out employees with disabilities. For example, Schukra employs two hearing impaired press operators, while a mechanical engineer who has post-polio syndrome works for Sherwood Industries, its associated company. One of the hearing impaired employees was initially hired to work on a small press, but he now operate presses in the 400-ton to 600-ton range. Other than having an interpreter present for his annual review, no other ongoing accommodations have been required for this employee, he adds. The second hearing impaired employee was so comfortable with lip reading that an interpreter’s services were never needed.
No major accommodations were made for the employee with post-polio syndrome, although the company did work with the person and the employment services coordinator to determine job duties that matched his current physical ability. For example, the majority of the work performed by the employee can be done sitting down and he is not assigned tasks that require heavy lifting. Also, once a week the person is allowed to leave work at 1 p.m. to attend physiotherapy appointments.
“Accommodations for these employees haven’t been significant or costly,” states Jim Caroll, the former head of Human Resources. “However, if their needs do change, we’ll make accommodations to assist them to do their jobs or to improve the processes that affect their work, particularly where safety is concerned.”
[SOURCE: Canadian Ministry of Citizenship, “Qualified Workers with Disabilities, Found through TCG LINK-Up Employment services, Allow Schukra Manufacturing to Save Money while Recruiting Staff,” http://www.equalopportunity.on.ca (October 23, 2001). Published on print: Human Resource Management, Gaining Competitive Advantage, 5th Edition, Noe, et.al., 2006, p. 115]
WHAT'S NEXT? Get your updates by emailor via RSS.Follow us on Twitteror like us on Facebook. Visit ourFREE Business Resourcespage.
About the Author
Nor Franco is the Managing Director and Virtual CEO of nextManager.net. He's a former corporate executive whose passion is bringing out the full potential of HR in Businesses. This time that passion is pursued through Virtual Management. He writes and blogs about his management views and insights here. Follow him on Twitter.
