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Higher employee retention and lower absenteeism are two well-established benefits of hiring people with disabilities. But they’re not the only ones. Businesses that invest in an inclusive workforce are also eligible for tax credits. And while these incentives can vary from state to state, one tax credit is available no matter where in the U.S. a business is located—the Work Opportunity Tax Credit (WOTC). 

What is the Work Opportunity Tax Credit?

The Work Opportunity Tax Credit is a federal program that provides employers with tax credits for hiring individuals from certain target groups that have faced barriers to employment, including people with disabilities. 

Created as a part of the 1996 Small Business Job Act, the WOTC began as a temporary tax credit designed to promote employment, empowering individuals to become members of the workforce and attain self-sufficiency while earning a steady income. Since its initial enactment, the WOTC has been extended several times—most recently through 2025—with legislation on the table to enhance it. 

How Does the Work Opportunity Tax Credit Work?

In a nutshell, the WOTC is equal to 40 percent of an individual employee’s incurred wages, up to $6,000 for an individual who: 

  • Is in their first year of employment. 
  • Is certified as being a member of a target group.
  • Performs at least 400 hours of services for that employer. 

Individuals working fewer than 400 hours but at least 120 hours for an employer are subject to a reduced credit (25 percent). Rehired employees are not eligible for the WOTC. Eligible employers can apply any unused WOTC from the current year to the previous year and carry it forward. The maximum tax credit is generally $2,400. 

How Does an Employer Claim This Credit?

According to the U.S. Department of Labor (DOL) and the Internal Revenue Service (IRS), employers must follow a three-step process to claim the WOTC. 

1. Prescreening and Filing Certification Request

Within 28 days of a new hire, employers must apply for certification that the employee is a member of a target group. To do so, the employer and the newly hired employee must complete and submit the following pre-screening paperwork to the designated state agency: 

  • IRS Form 8850, the Pre-Screening Notice and Certification Request for the Work Opportunity Credit.
  • DOL Form 9061, the Individual Characteristics Form.

2. Certification Approval

After the forms have been submitted to the state agency, the employer will receive a determination from the certifying agency. The determination will detail why an employee does or does not qualify. The WOTC certification will be included if the individual qualifies for it, or the agency may request additional information. 

3. Claiming the Work Opportunity Tax Credit

After certification by the designated local agency, and after the employee has worked a minimum of 120 hours, employers can proceed to file the WOTC with the IRS. Taxable organizations will file IRS Form 5884, while tax-exempt organizations will file IRS Form 5884-C. 

It’s crucial to complete and submit the required forms accurately. Refer to the IRS and U.S. Department of Labor websites for these forms and for detailed instructions.  

Additional Tax Credits for Employers Who Hire People with Disabilities

In addition to the Work Opportunity Tax Credit, employers who hire people with disabilities may be eligible for additional tax incentives that relate to physical accessibility. 

Disabled Access Credit

To encourage businesses to improve accessibility for both employees and customers with disabilities, the Disabled Access Credit provides tax incentives for making establishments more accessible. Small businesses that incur expenses for architectural adaptations, equipment purchases, or services aimed at facilitating accessibility may qualify for a tax credit of up to $5,000 per year. A business can claim a tax credit once annually for qualifying access expenditures. 

Architectural Barrier Removal Tax Deduction

The Architectural Barrier Removal Tax Deduction is another incentive aimed at encouraging businesses to make their facilities more accessible. Specifically, it allows a deduction of up to $15,000 per year for qualified expenses related to removing physical barriers in the workplace. 

State Tax Credits

Several states offer their own tax credits related to hiring people with disabilities and creating accessible workplaces. More information about these credits is available on state tax board websites. 

The Benefits of Hiring People with Disabilities

In addition to the direct financial benefit of tax breaks like the WOTC, hiring people with disabilities offers several other proven benefits for businesses. Here are just a handful: 

  • High Retention Rates reduce turnover and foster continuity, maximizing organizational stability and success. 
  • Low Absenteeism fosters a healthy work environment, enhancing productivity and minimizing disruptions to workflow. 
  • High Productivity translates into increased operational success and competitiveness in the market. 
  • Boosted Workplace Morale encourages a positive workplace culture that enhances motivation and promotes collaboration. 
  • Positive Social Impact appeals to socially conscious investors. 
  • Increased Profits result from improved employee performance, reduced turnover costs, and heightened customer satisfaction. 

How to Connect with a Stellar Workforce

State agencies, such as the California Department of Rehabilitation, and partnering organizations like PRIDE Industries, can put employers in touch with this stellar workforce so they can make use of the Work Opportunity Tax Credit in the coming year.

Partner with Us to Solve Your Labor Shortage

The U.S. Chamber of Commerce recommends that businesses turn to experienced partners to tap the many benefits—including tax incentives—of employing people with disabilities. PRIDE Industries has enabled hundreds of companies to do just that, helping recruit, hire, train, and support this reliable talent pool—free of charge to employers.
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Liquidation Company Finds Staffing Solution for Warehouse Positions

RL Liquidators is one of the largest liquidation companies in the western United States, but still had trouble filling warehouse positions. The company processes thousands of overstocked and returned products from retailers every day, receiving over eight thousand truckloads of products annually across four national distribution centers, and selling the products through its own retail channels.

The Challenge: Filling Critical Warehouse Positions

In 2024, RL Liquidators was experiencing rapid growth, opening warehouses and retail outlets throughout California. But it had a hard time filling and retaining warehouse positions in the face of an industry-wide labor shortage.  

A recent survey by logistics software provider Descartes found that 76% of supply chain and logistics leaders in North America and Europe are experiencing notable workforce shortages, with 37% characterizing the shortage as high to extreme.

“Warehouse positions can be hard to fill. I have many people that come in here and already don’t want to be here,” said Michael Pizarro, Vice President of Operations at RL Liquidators. “We would have employees show up late or already be looking for their next job, with no investment in the work.”

Pizzaro and his team felt the effects of high turnover and the impact on productivity.

“Turnover is expensive. Searching for that labor affects the bottom line and that is money we’ll never get back,” he said.

Turning to temp agencies and exploring other traditional hiring channels proved to be ineffective. Despite its efforts, the company had trouble finding employees who had the drive and motivation to fill open warehouse positions.

The Solution: Finding a Productive and Reliable Team in People with Disabilities

At the core of RL Liquidators’ business model lies a commitment to helping others, demonstrated by its mission to make essential goods affordable to those who need them most.

Recognizing an opportunity to align their staffing needs with their values, RL Liquidators saw potential in partnering with PRIDE Industries, an organization with the mission to create employment opportunities for people with disabilities.

“Our recruiter made the connection with PRIDE Industries, and we couldn’t have been more thrilled, because that’s always been what the company is built on—helping others,” said Pizarro.

PRIDE Industries offers a specialized workforce solution that proved to be a great fit for RL Liquidators: supported work groups. These groups, which are strategically placed within a business, are comprised of three employees with disabilities and an employment coach. As the employer of record, PRIDE Industries manages all critical employment functions—including recruitment, hiring, training, payroll, supervision, and quality control—which effectively reduces the administrative burden for partner companies like RL Liquidators.

At RL Liquidators, the PRIDE Industries work groups are responsible for sorting, inspecting, and organizing products to help maintain the integrity of the liquidation process. Employing people with disabilities in partnership with PRIDE Industries has strengthened RL Liquidators’ workforce and made many of these processes more efficient.

“Some of the most productive employees are people with disabilities,” says Vladimir Fonsi, a PRIDE Industries Employment Coach working at RL Liquidators. “They work hard. They go out of their way to show that they are productive and hardworking. They don’t have to prove it to us for long because their work ethic is clear from the start.” 

The work groups have proven to be an ideal staffing solution, enabling RL Liquidators to fill its vacant warehouse positions with skilled, productive employees.

Izzy Yiznitsky, another PRIDE Industries Employment Coach at the site, has witnessed the impact.

“I have seen how my team alone has increased productivity, and I know that’s what many companies like RL Liquidators are looking for,” she said.

The Results: Inclusive Hiring Eases Warehouse Labor Shortage

RL Liquidators has experienced the positive impact of inclusive employment practices. By offering employment opportunities to individuals with disabilities, it has built a reliable team, increased productivity, and decreased turnover.

“I love how particular PRIDE Industries employees are. They care about everything, and they want it done correctly,” said Pizarro. “It’s exciting for us to see these teams of people with disabilities who want to be here, work hard, and do great at their jobs.”

As its operations have grown, RL Liquidators has expanded its partnership with PRIDE Industries to keep up. Today, a collaboration that began with a single work group has expanded to include four work groups, with a total of 12 employees and four dedicated coaches. Having this reliable labor solution has enhanced the company’s operational capacity and enabled its growth.

Services Provided

  • Receiving merchandise
  • Sorting products
  • Palletizing for distribution

“I love how particular PRIDE Industries employees are. They care about everything, and they want it done correctly. It’s exciting for us to see these teams of people with disabilities who want to be here, work hard, and do great at their jobs.”

— Michael Pizarro, Vice President of Operations at RL Liquidators

Can a person who is deaf and blind excel as a cleaning professional? 

Yes.

“We need 10 Beths!”

That’s what Trent Thomas, a custodial supervisor for the Little Rock Arkansas Federal Building, said when asked about the work of his top employee, Elizabeth “Beth” Cole-Pope.

Cole-Pope is both deaf and blind.  

“I was born deaf and was diagnosed with Usher Syndrome when I was 15 and started losing my vision at age 25,” she said. Throughout her life, Cole-Pope has been determined to be independent. She earned a college degree and set out to join the workforce.

But Beth quickly discovered a hard employment reality faced by many individuals who are both deaf and blind. According to the National Deaf Center, only 38% of deafblind people are employed. Stigmas, biases, and other barriers often stand in the way of qualified job candidates who happen to have a disability.

“I searched and searched for a job for a very long time,” Cole-Pope said. “After I got a college degree, I still searched for the right job, but I couldn’t find it,” she said. 

Ashley Beatty, Cole-Pope’s employment specialist and interpreter, witnessed these obstacles firsthand.

“I watched the barriers that we would face,” she said. “As the employment specialist, I would go everywhere and ask if they would even just interview her. It was so hard to convince people to let us even come in, because when you start using the words ‘deaf’ and ‘blind,’ people get super scared.

Navigating the Path to Meaningful Employment While Deaf and Blind

Fortunately, change was on the horizon for Cole-Pope. After relocating to Arkansas, a vocational rehabilitation counselor connected her with PRIDE Industries. PRIDE Industries was awarded a contract to clean the Little Rock Federal Building through SourceAmerica and the AbilityOne® Program, organizations dedicated to delivering high-quality products and services to federal agencies while supporting quality employment for people with disabilities.

PRIDE Industries hired Cole-Pope as a janitor on the contract.

To ease her transition into the new role, Cole-Pope worked with an employment coach who specialized in American Sign Language (ASL). The coach helped her navigate the workspace, meet employer expectations, and communicate with colleagues, most of whom did not know ASL.

As Cole-Pope pointed out, resources like coaches give people with disabilities the tools they need to find and thrive in employment.

“The job coach also knows sign language and so that’s very helpful and they can help me do my job better and I can be more familiar with the area and work with my team better,” she said.

Beth Cole-Pope tells her employment story

Inclusive Hiring Leads to Innovation

Since Cole-Pope is both deaf and blind, many conventional cleaning methods do not work for her. Cole-Pope has learned to adapt her own method of cleaning that relies entirely on touch, feeling her way around the rooms and surfaces she needs to clean.

“I watch her work, and her method is amazing,” Trent Thomas said. “We’ve actually started using her methods to train other people on the way she cleans everything she touches.”

Diverse hiring practices have long proven to lead to innovations in the workplace. It’s something that Beatty has seen play out in her role as an interpreter. “The only thing that I’ve ever heard from people who have hired blind individuals, deaf individuals, or deafblind individuals is that they wish there were more employees just like them.”

Breaking Down Barriers

Despite facing challenges in her job search, Cole-Pope was able to find a career that brings her pride and a sense of purpose. Her story demonstrates the potential of employees with disabilities.

“I know that there are many deafblind people out in the world, and I don’t know if they’re happy with their lives or happy at their jobs,” Cole-Pope said. “But I know that I’m deaf and blind, and I’m so happy working here.” 

Through PRIDE Industries, she has found the independence she was looking for. And by modeling new cleaning techniques, she has made a positive impact in her workplace. That impact was recognized by the state when Arkansas Rehabilitation Services (ARS) honored her during their National Disability Employment Awareness Month 2024 kick-off celebration in October.

 “I want people to know that people who are deaf and blind can do things,” she said. “Just break those barriers down and just let us in. Let us work.”

Casino Resort Finds Hospitality Staffing Solution

Red Hawk Resort + Casino has seen significant growth since its launch in December 2008, offering a rich mix of world-class entertainment, gaming, and dining experiences. The casino has boosted tourism and economic growth in the region and created over 1,000 jobs in El Dorado County with additions like the Apex entertainment complex and a 156-room hotel, but has the same hospitality staffing challenges faced by hotels nationwide.

The Challenge: Hospitality Staffing Shortage

With more than 10,000 guests visiting daily and nearly 200,000 square feet of facilities, it is crucial for Red Hawk to hire talented, dedicated staff to ensure the best possible guest experience—an ongoing challenge throughout the hospitality industry. According to a report from the American Hotel and Lodging Association, 67% of hotel operators are short-staffed, and 12% said they are “severely understaffed,” impacting their ability to operate effectively.

“Hiring can be difficult,” said Matt Montano, HR Manager at Red Hawk. “We require more background checks in the gaming industry, so finding people that can work can be difficult. Then finding people to do some of the tougher jobs, like our janitorial and custodial positions add to the challenge.”

Montano and his team tried various recruiting methods, including popular online job platforms, job fairs, and local contract firms, but shortages persisted. Then he learned about PRIDE Industries through a software partner that worked with both firms.

The Solution: Work Groups with People with Disabilities

Red Hawk partnered with PRIDE Industries to implement an innovative hospitality staffing solution: supported work groups. Within a matter of weeks, PRIDE Industries had created a dedicated workforce comprised of several teams of three-four employees, each with its own dedicated employment coach. PRIDE Industries even handled employee transportation.

The work groups, all hired and on-boarded by PRIDE Industries, were assigned to custodial roles throughout the casino. The teams excel at essential custodial tasks, including cleaning the gaming floor, restrooms, and other guest occupied spaces.

Red Hawk has experienced firsthand all the advantages of an inclusive workforce, including low employee turnover, high morale, reliability, and enhanced customer satisfaction. These benefits have made a positive difference for Red Hawk’s guests and staff.

Julia Yah a PRIDE Industries employment coach at Red Hawk, noted the positive impact: “With one of our employees, any time she laughs, everybody laughs with her. She’s always checking in with everybody, saying hello, everyone saying good morning, and it brings brightness and smiles to the entire team.”

Beyond the increase in both guest and employee satisfaction, Red Hawk’s hiring team is also working more efficiently.

“The cost of hiring an employee can be expensive, but with this partnership, PRIDE Industries is the employer,” said Montana. “We just need to do the training on our systems, which saves us time. Plus, with PRIDE Industries providing the on-site coaching and transportation, it’s easy.”

The Results: Hospitality Staffing Made Easy

Including people with disabilities has improved Red Hawk’s workforce, allowing the company to maintain consistent staffing even in the busiest of times.

Red Hawk is not the only company to experience the benefits of an inclusive workforce. The business advantages of hiring people with disabilities are proven, if not well known. A 2023 study from Accenture found that companies that actively employ and support people with disabilities achieve 1.6 times more revenue, 2.6 times more net income, and twice the economic profit.

Red Hawk’s Environmental Services Manager Roxanna Carlson has seen these benefits firsthand. “Our experience hiring people with disabilities has been great,” she said. “They are some of our most productive employees. We have had very good attendance and retention. They have been incredibly dependable.”

Services Provided

  • Custodial
  • Employment coaching
  • Transportation
Hospitality staffing: Redhawk casino logo

“The cost of hiring an employee can be expensive, but with this partnership, PRIDE Industries is the employer. We just need to do the training on our systems, which saves us time.”

—Matt Montano, HR Manager at Red Hawk

High performing employee is a “curve-breaker.”

That’s what Darren Rysedorph, founder and CEO of IT service provider Sage IT, said of his high performing employee, who has autism. Kristin Johnson started working at Sage IT as a paid intern and is now a full-time office assistant.

“We have a scoreboard to track work, and Kristin is always at 100 percent,” Rysedorph said. “I’ve never seen her not be at 100 percent.”

Rysedorph pointed out that none of his other employees, with or without a disability, can match Kristin’s track record.

That’s the curve she broke.

Like many employees with disabilities, Kristin is a high performing employee, upending employers’ expectations.

“People think that people like me who have autism may not be smart or able to do work,” Kristin said. “But I have great long-term memory, and if you show me how to do a task once, I can memorize it.”

Part of Kristin’s job is to keep inventory up to date and make sure the technical team’s backpacks are always ready for a trip to customer sites. That’s no small feat because one of Sage IT’s differentiators is the speed with which it responds to customers.

“We are paid to be the IT department by companies that aren’t big enough to have their own IT department,” Rysedorph said. “One of the things that separates us from our competition is our speed. When one of our clients clicks on chat support, we respond within 10 seconds, which is unheard of.”

That kind of speed requires efficiency.

“For the response times to be that quick, a lot of other things need to be taken care of,” he said. “Inventory needs to be maintained; backpacks need to be checked every night. We have trunk kits in our cars. Cars need to be gassed and ready. We sometimes detect outages before the client does and send a car right away.”

The tech team was spending too much time doing that organizational work, and it was taking time away from service clients with the kind of response times Sage IT promises. “Our technicians need to be spending their time helping our clients, not checking and replenishing inventory,” Rysedorph said. “And they need to know that when they go out in the field, they have everything they need.

That’s where Kristin comes in.

“I check inventory and make sure we have enough cables and adaptors and if we are low on anything I order it,” she says. The backpacks are replenished every night.

In addition to managing inventory, Kristin communicates with the techs via the company’s Slack channel, which allows her to reach the in the field or in the office to make sure they get what they need where and when they need it.”

“Kristin’s been critical in keeping the back end running for us and keeping our techs in the game,” Rysedorph said. “She’s been super consistent throughout her time here and we’re happy to have her.”

Sage IT partnered with PRIDE Industries to find the right person for the position. Judi Adams, Director of Sales and Client Success for Sage, is also a member of The Michael Ziegler PRIDE Industries Foundation Advisory Board and familiar with the benefits that people with disabilities bring to the organizations they work for.

“I’ve been involved with PRIDE Industries since 2004,” she said. “So, I knew that hiring people with disabilities is no different from hiring anyone else. Everyone has abilities. You find out what people excel in, and that’s what they bring to a company—what they do in their roles.”

“I saw we had an amazing opportunity to bring someone in who can do things that the technicians don’t have time to do, so they can spend more time servicing clients in the field,” Adams said. “I knew we could count on PRIDE Industries to help us find a high performing employee.”

They found that high performing employee in Kristin Johnson.

“Every week we go over the scoreboards for the team, and like Darren said Kristin is always at 100 percent,” said Adams. “And she’s so excited to be part of the team. One of the things I love most is seeing her get off the bus and come over here with such enthusiasm.”

And Kristin is confident in the value she brings. “My job makes the whole business run more smoothly,” she said. She would like to see more companies take a chance on hiring people with disabilities. “They should,” she said. “We are capable, and we want to work.”

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As businesses continue to grapple with labor shortages, the need for innovative staffing solutions is more critical than ever. According to the U.S. Chamber of Commerce, June 2024 found 8.5 million job openings but only 6.5 million unemployed workers. Frontline roles remain the hardest to fill—with the hospitality and food industries seeing the least number of applicants and especially high turnover. To remedy this, some savvy companies are turning to a particularly innovative employment model: work groups comprised of employees with disabilities.

How The Work Group Model . . . Works

“Work groups are made up of three employees with disabilities and one employment coach,” said Melissa Sweet, Workforce Inclusion Manager at PRIDE Industries. “They’re placed at businesses based on staffing needs, and we remain the employer of record.”

What this means is that PRIDE Industries handles recruiting, hiring, training, payroll, supervision, and quality control. This approach significantly reduces management overhead for the partnering business. Additionally, the program can be customized for specific roles, offering flexible, scalable solutions. The pre-employment preparation process and on-the-job support ensure a workforce that’s skilled, safe, and eager.

“This is an employment-ready workforce that wants to be there,” said PRIDE Industries Director of Workforce Inclusion, David Cuevas. “And they’re the most hard-working, dedicated employees you’re going to find.”

The work group model serves employees, too. Candidates are matched with living-wage jobs based on their career goals and interests. Once on the job, they experience the camaraderie of being part of a group and the ongoing support of their job coach.

“It’s an innovative staffing solution that works for everyone involved,” said Cuevas. 

Its business benefits include:

  • Pre-screened, qualified applicants.
  • Flexibility to tailor and scale to various shifts, schedules, and seasons.
  • Onsite supervision by a trained employment coach.
  • Consistent staffing levels.
  • Coverage of payroll, Workers’ Comp, and liability insurance.
  • Option to convert work group employees to direct hires, with continued job coaching support.

PRIDE Industries, a leader in creating employment for people with disabilities, has successfully provided work groups to hundreds of businesses. Here are just a few success stories:

An Innovative Staffing Solution Pays Off at Thunder Valley Resort and Casino

At Thunder Valley’s Casino and Resort, “magic” is a word Melissa Sweet uses to describe what happens in the laundry facility. Nine work groups handle 10,000 pounds of laundry each day, keeping the resort’s 3.1 million guests in clean towels and linens.

After this luxury hotel and casino built its state-of-the-art, in-house laundry facility in 2019, they needed a dedicated workforce that could reliably handle its high work volume. They tapped PRIDE Industries and, five years later, couldn’t be happier.

“It’s a great workforce,” said Brant Kelly, Director of Hotel Operations. “It’s been nothing but a pleasure to work with them.”

The work groups have done such a stellar job that Laundry Manager Khawar Qureshi dubbed them an “elite laundry team,” calling on others to “step up and learn” from them.

“It’s paid off very, very well,” said Joel Moore, VP of Operations.

So well, in fact, that Thunder Valley recently took on a new work group to wash and detail its vehicle fleet—including limos that shuttle rockstars (Ringo Starr being just one) to the resort’s concert venue.

Imperial Beach Kept Beautiful, Thanks to Work Groups

People with disabilities have been keeping San Diego’s Imperial Beach beautiful for 25 years—noticeably so. In 2023, The City of Imperial Beach City Council formally recognized PRIDE Industries work group employees for a job continuously well done.

“The community loves the work they do each day,” said Tony Reyes, Lead Maintenance Worker for The City of Imperial Beach. “They’re outgoing. They’re always energized, and they love to work.”

The work groups assist in maintaining the beaches, parks, pathways, common areas, and restrooms—clearing away trash and debris.

“They work harder than people who don’t have a disability,” said Reyes. “They’re always here ready to work. They never miss days. We’ve had people who don’t want to work. These team members are always working and happy to do it.”

Cassandra Silva, PRIDE Industries Employment Coach Assistant Manager, agreed. “It’s great to see the smiles on their faces and the impact they have in the community,” she said. “It’s one of the cleanest beaches around.”

Employment Coach Jenna Clark loves the positivity she finds each day at work. “They’re all wonderful,” she said of the employees she coaches. “They work so hard, and it’s nice seeing the city acknowledge them by name as they’re walking around.”

“I don’t understand why anybody would not want to hire them,” added Reyes. “You don’t have to pamper them. They’re regular people. They love to work. Just give them a chance.”

Work Groups Package World Renowned Golf Clubs

At golf manufacturer Acushnet, parent of Titleist and FootJoy brands, people with disabilities build packages for thousands of products every day.

“They are the most can-do group I’ve ever been around, and they elevate the attitudes of everyone around them,” Director of Manufacturing Doug Jacot said.

They’re the hardest workers you’re going to find,” adds Employment Coach Elizabeth Val Verde. “They’re not going to have any attendance issues. They’re going to be there bright and early, ready to work.”

At a previous employer, Jacot had witnessed the same magic people with disabilities bring to businesses that employ them noted by Melissa Sweet—which is why, when Acushnet was looking for help, he called PRIDE Industries.

“They’re happy to be here,” he said. “If I could have a hundred of them, I would.” 

Stats Underscore the Work Group Model’s Success

For anyone who’s seen work groups in action, the success isn’t surprising. Numbers-wise, companies that actively include people with disabilities enjoy proven outcomes:

  • Higher retention rates: Employees with disabilities tend to have higher retention rates and lower absenteeism, a significant advantage in today’s high-turnover climate.
  • Boosted company morale: The presence of employees with disabilities enhances overall company morale. Inclusivity fosters a sense of belonging for all employees.
  • Consumer appeal: A 2018 study by Accenture found that 62 percent of consumers globally prefer to buy goods and services from companies that “stand for something bigger.” Businesses that employ people with disabilities resonate with this growing consumer preference.
  • Improved financial performance: According to Accenture, companies that employ people with disabilities see better bottom lines, with 1.6 times more revenue, 2.6 times more net income, and 2 times more economic profit than peer organizations.

Innovative staffing solutions have become a necessity in today’s business climate—especially when it comes to filling frontline roles. The work group model offers a proven solution—one that companies large and small are enjoying every day.

Let Us Help You Build an Inclusive Labor Force

Inclusive workforces, including those that employ people with disabilities, boast 35 percent greater productivity. PRIDE Industries has helped hundreds of companies to make their teams more inclusive, helping recruit, hire, train, and support this reliable talent pipeline—free of charge to employers.
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