People with Disabilities

PRIDE Industries Helps IT Company Focus on Maintaining Cutting-Edge Services

Sage IT Systems is a San Diego-based IT company with the capacity to put “feet on the ground” in all 50 states. A leader in digital transformation, Sage IT is rapidly transforming organizations by delivering secure and innovative digital solutions, superior customer service, and skilled talent. By harnessing the power of Integration, Automation, AI, Cloud, and Data technologies, the IT leader provides business benefits at a rate of 30 percent faster than industry standards. To allow their expert technicians to focus on customer service, the company partners with PRIDE Industries, the nation’s leading employer of people with disabilities.

Challenge: Free Up Technicians to Do Their Jobs

Speed is a key factor that separates Sage IT from its competitors. In an industry where response times average from four to eight hours, Sage IT technicians respond to chat support messages within 10 seconds during business hours. To maintain this level of availability, numerous other tasks—typically left to technicians—need to get done.

“The place needs to be neat, and the inventory has to be maintained, technicians’ backpacks need to be checked every night to ensure morning readiness, and much more,” said Darren Rysedorph, founder and CEO.

“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.”

To make the organization more efficient, Sage IT decided to hire an administrative assistant to manage inventory and perform administrative tasks so that the technicians could focus on client needs.

Solution: A Stellar Office Support Professional Who Happens to Have a Disability

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—including numerous business benefits.

“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 added. “I knew we could count on PRIDE Industries to help us find a great employee.”

Enter Kristin Johnson, who joined Sage IT via an internship in December of 2023 and has been doing a stellar job.

Results: An Organized, Efficient Back Office Keeps Technicians in The Game

Sage IT technicians are no longer burdened with tasks that had kept them from serving clients and providing trademark-fast, thorough IT service.

“Kristin has been critical in keeping the back end running for us and keeping these guys in the game,” said Ryesdorph. “Everything we put on her list of things to do, we know will get done—and she does it quietly, without complaint, promptly, and courteously. Our Director of Operations raves about her.”

Sage IT is seeing all the business benefits typically associated with employing people with disabilities: high productivity, excellent attendance and punctuality, and a can-do attitude.

“Every week we go over the scoreboards for the team, and 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.”

A Low Risk Solution

“PRIDE Industries takes all the risk. They’re doing all the training. They’re only presenting you with candidates who are capable of doing the job—in some cases, better, faster, with less fuss, and with better attendance,” said Ryesdorph.

It’s true. PRIDE Industries holistic employment model includes pre-employment screening and preparation, training, communication facilitation between employee and employer, and on-site employment coaches to ensure employee success. Especially in a fast-paced organization like Sage IT, all of this matters.

“One of the things PRIDE Industries does really well is interviewing and preparing candidates and identifying the individuals that would be a perfect fit here,” Adams said. “When we were interviewing for this position, they presented us with three excellent candidates. We couldn’t go wrong.”

Services Provided

Employee placement
Employment coaching
Employer support
Results
Professionally organized back office
Unburdened technicians

Accommodating Success

Kristin’s success at Sage IT offers proof that people with disabilities, with modest accommodations, can be exceptional employees. The Americans with Disabilities Act requires employers to provide “reasonable accommodations” for employees with disabilities, defined as “any change to the application or hiring process, to the job, to the way the job is done, or the work environment that allows a person with a disability who is qualified for the job to perform the essential functions of that job and enjoy equal employment opportunities.”

Employers sometimes fear accommodating people with disabilities will be too costly—a fear that has been proven to be unfounded. In a Job Accommodation Network (JAN) survey of employers, over half said that accommodations cost nothing, while 37 percent reported a median one-time cost of just $300. The same employers report many benefits that far outweigh the small expense. The cited benefits of accommodating employees with disabilities include:

Retaining valuable employees
Improving productivity and morale
Reducing workers’ compensation and training costs
Improving company diversity

“I’ve been involved with PRIDE Industries since 2004. So, I knew that hiring people with disabilities is no different from hiring anyone else.”

—Judi Adams, Director of Sales and Client Success for Sage IT

Does ADA compliance strike fear in your heart? It shouldn’t. In fact, ADA compliance can be a business accelerator. Why? Because accessibility—digital, technical, and physical—benefits everyone: businesses, employees of all abilities, and customers. And, contrary to myth, most workplace accommodations cost little to nothing.

What’s more, employment partners that specialize in employment for people with disabilities can facilitate accommodation implementation at your business while providing access to a stellar workforce.

So, without further ado, here are eight reasons why ADA compliance is a business advantage:

Wider Access to Talent

Skilled employees come in all shapes, sizes, genders, and hues, and they also come equipped with a variety of abilities and disabilities. Given that over 10 percent of the working-age population has a disability, that’s a large—and largely untapped—potential workforce. And not just any workforce. In poll after poll, employers report that employees with disabilities are eager, skilled, and dedicated. ADA compliance could be the difference between an under-qualified applicant who can climb stairs and the expert who happens to use a wheelchair.

Better Employee Retention

Employee turnover continues to plague businesses, especially in the service industries. And, according to a 2024 report, U.S hiring managers expect it to increase. Meanwhile, the Bureau of Labor Statistics found businesses that include and accommodate people with disabilities reported a 90 percent increase in employee retention. When this statistic is compared with the per-year cost of turnover—over $1 trillion, nationally—ADA compliance just makes sense.

Broader Customer Appeal

According to the CDC, up to 27 percent of the entire U.S. population lives with a disability, already wielding substantial purchasing power. As the baby boomer generation incurs the disabilities that can come with age, this customer base will grow along with the demand for accessible spaces and technologies. At some point in their lives, nearly everyone—the person recovering from a broken leg to the parent pushing a stroller—will need nontraditional access to places of business. ADA compliance, including ramps or automatic doors, could attract and retain these customers—who may otherwise take their business elsewhere.

Enhancing Brand Reputation

In today’s socially conscious world, consumers and clients are increasingly favoring businesses that demonstrate social responsibility and ethical practices. In fact, a 2020 report by the Capgemini Research Institute found 62 percent of consumers favoring companies that demonstrate ethical values. ADA compliance is a strong indicator of a company’s commitment to social responsibility. By ensuring that their facilities and services are accessible, businesses can enhance their brand reputation, build trust with their customers, and attract top talent who want to be associated with a forward-thinking company.

Tax Incentives

Making the above benefits even more attainable for some companies, a federal tax credit is available to small businesses that incorporate ADA-related “eligible access expenditures.” These expenses may include technological and architectural accommodations, such as the provision of screen readers and other adaptive equipment, sign language interpreters, adaptations to existing facilities, and consulting fees. Tax incentives are also available to businesses that employ people with disabilities. The Work Opportunity Tax Credit, for example, can offset up to 40 percent of an employee’s paid wage.

Increased Employee Engagement

“Engagement scores are consistently higher for companies labeled ‘inclusive’,” reports Harvard Business Review. Among the reasons for this, HBR cites that inclusive companies are three times better at coaching employees for improved performance. Accommodations foster a more inclusive, engaged workforce, too. Employment partner agencies that feature workgroup models underscore this finding. These groups, comprised of a employment coach and a small group of employees with disabilities, leverage both on-the-job coaching and the employee engagement that comes with being part of a team. The results are well-trained employees who look forward to coming to work and satisfied employers.

Higher Profits

According to McKinsey’s “Diversity Wins” report, organizations in the top quartile for cultural diversity are 36 percent more profitable than those in the bottom quartile. When a company’s diversity initiatives include employing people with disabilities, profits rise even more. A groundbreaking report by analyst firm Accenture found that such companies see two times more economic profit than their competitors. As disability employment inclusion becomes increasingly normalized, ADA compliance isn’t just the right thing to do—it’s an essential business strategy.

Increased Innovation

In today’s fast-changing business landscape, innovation is more vital to the workplace than ever. McKinsey found that organizational innovation “can generate economic profit that is 2.4 times higher than that of other players.” According to Accenture, businesses that employ and accommodate people with disabilities are more innovative—which should be no surprise. From typing, texting, and voice-recognition to curb cuts and automatic doors, some of our greatest inventions were created by or for people with disabilities.

Employment Partners Make ADA Compliance Easy

If you’re looking for talented, dedicated, enthusiastic employees but are hesitant about directly hiring people with disabilities due to ADA compliance or other concerns, an employment partner like PRIDE Industries can help. Our Workforce Inclusion team helps hundreds of companies recruit, hire, train, and accommodate employees with disabilities at their businesses. We make it easy to access this stellar workforce and enjoy the business and social benefits that come with it.

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.

Our Director Of Product Engagement, Andrew Williams, talks with electronics manufacturing publication EMS Now Publisher Eric Miscoll about how award-winning, state-of-the-art electronics manufacturing and employing people with disabilities go hand-in-hand in this video interview.

Watch the video

Reasonable accommodations for employees of all abilities are taking their place as vital components of a thriving, competitive business. Why? Because strategically incorporating accommodations can offer several business benefits. Before we delve into them, what, exactly, is a “reasonable accommodation”?

What is a Reasonable Accommodation?

According to the Americans with Disabilities Act (ADA), a reasonable accommodation is “any change to the application or hiring process, to the job, to the way the job is done, or the work environment that allows a person with a disability who is qualified for the job to perform the essential functions of that job and enjoy equal employment opportunities.” The definition goes on to specify that “accommodations are considered ‘reasonable’ if they do not create an undue hardship or a direct threat.”

But the thought of implementing reasonable accommodations still scares some employees—to their loss.

A Myth That Needs Busting

Fear surrounding accommodations for employees with disabilities is largely based on the myth that they’re expensive. They’re not. Over half of surveyed employers report that accommodations cost nothing, while 37 percent report a median one-time cost of just $300. The same employers report many benefits that far outweigh the small expense. Here, we detail the top six business benefits of offering accommodations for employees.

Attracting and Retaining Valuable Employees

Offering reasonable accommodations gives businesses a competitive edge by demonstrating a commitment to diversity and inclusion as well as employee well-being. Potential employees—with or without disabilities—are more likely to choose employers who foster a welcoming and supportive work environment. Providing accommodations also improves employee retention, which is crucial considering the prevalence and high cost of turnover. A 2019 Gallup survey reported that employee turnover costs U.S. businesses $1 trillion per year. A 2023 poll of 1,007 U.S. hiring decision-makers said turnover costs their companies an average of $36,295 annually, and 20 percent pegged the cost at $100,000. When weighed against these high costs, offering and implementing accommodations—effectively expanding the employee base—is well worth it.

Improving Productivity

In a groundbreaking report by the Job Accommodation Network (JAN), 53 percent of surveyed businesses reported that accommodations improved employee productivity. It’s important to note that employees without disabilities also receive accommodations—tools and resources to maximize their performance. Extending these measures to employees with disabilities makes sense, as it removes barriers that may impede their abilities. For instance, an adjustable desk can equip an employee in a wheelchair to be a top producer. Written or signed instructions for Deaf employees can eliminate language obstacles, boosting their productivity. Similarly, employees who become overwhelmed in noisy environments may outperform peers when moved to a quieter area. In today’s business world, recognizing that talent and productivity are accessed through diverse avenues, including accommodations, is imperative.

Boosting Morale

Belonging is a basic human need and a crucial component of workplace morale. When employees feel that they belong—their needs understood, respected, and supported—satisfaction naturally improves. Access to reasonable accommodations is a vital component of a welcoming, inclusive environment. In an article in The Journal of Business and Psychology, researchers found that “accommodations send important and positive signals to employees” and that such signals factor into morale—not just for the accommodated employee, but for the whole team. Belonging and measures to achieve it are so vital to the workplace that it is widely studied. A Harvard Business Review study found that a high sense of belonging is linked to a 56 percent increase in job performance, a 50 percent drop in turnover risk, and a 75 percent reduction in sick days. Simply put, welcomed and supported employees want to be at work, engage with coworkers, and give their best efforts—all leading to a better workplace culture.

Improving Company Diversity

A diverse company is a thriving company. According to McKinsey’s “Diversity Wins” report, organizations in the top quartile for cultural diversity are 36 percent more profitable than those in the bottom quartile. As employees with diverse abilities gain their rightful place in diversity initiatives, normalizing reasonable accommodations becomes vital to achieving the the business benefits of an inclusive workforce: a widened talent pipeline, greater appeal to socially conscious investors, greater organizational innovation, and overall greater market reach. But diversity is more than a buzzword or a hiring strategy. It’s a vital part of a forward-thinking, human-centered organization.

Improving Safety and Reducing Workers’ Compensation Costs

According to the JAN study, companies that offer reasonable accommodations increase safety by 29 percent. By adapting the workplace to meet the needs of employees, including people with disabilities, the likelihood of accidents and injuries decreases. Similarly, the presence of reasonable accommodations may allow a sick or injured employee to return to work sooner. Beyond the human toll caused by insufficient safety measures, there’s also a significant business cost. The U.S. Bureau of Labor Statistics reports that workplace injuries and illness are on the rise, costing business around $48.15 billion in 2023. As reasonable accommodations stand to reduce that cost by over a quarter, they should be part of every organization’s safety strategy.

Improving the Bottom Line

Naturally, where employee retention, productivity, and morale rise and workers’ compensation and training costs fall, businesses see a better bottom line. When providing reasonable accommodations attracts and retains employees with and without disabilities, profits may increase even more. A study by analyst firm Accenture found that companies who actively employee people with disabilities see 1.6 times more revenue, 2.6 times more net income, and 2 times more economic profit than organizations that don’t include people with disabilities. A National Institutes of Health Review reported similar findings, including improved customer loyalty and satisfaction.

At PRIDE Industries, we know that inclusion works—literally. Decades of experience has shown us that, with just a little assistance, including reasonable accommodations, people of all abilities can and do thrive in the workplace.

Let Us Help You Build an Inclusive Labor Force

Writing in Staffing Industry Analysts’ Staffing Stream, VP of Workforce Inclusion Darelyn Pazdel urges employers facing job shortages to consider hiring people with disabilities through supported work groups.

Read the article

“You must first learn to go slow before you can go fast.”

This motto became a source of inspiration for Sherryl Kubel during her extensive recovery after an acquired disability in 2017. A car accident left her with multiple fractures and a brain injury, impacting her speech, memory, and mobility. Consequently, she had to relearn various fundamental life skills. Embracing the idea of “slow before fast” gave her room to do so.

Sherryl would soon apply this adage to another milestone when, after more than a year of physical rehabilitation and three months of brain rehabilitation, she was medically released for work. At that point, she wanted to initiate the second phase of her recovery from the accident: employment.

Upon conducting some initial research, Sherryl quickly discovered that finding a job wouldn’t be easy. Only about a third of people with disabilities, including acquired disabilities, are employed. When it comes to getting hired, they find themselves up against myths and stigma—which is unfortunate not only for people eager and skilled to work, but also for potential employers who miss out on the benefits this workforce boasts: high retention rates, low turnover, and low absenteeism—to name a few.

Creating a Path to Employment with an Acquired Disability

Fortunately, Sherryl’s search led her to the California Department of Rehabilitation which, in turn, referred her to PRIDE Industries. There, she was linked to job developers who helped her with every step of the pre-employment process.

“They showed me how to write a resume, how to write a cover letter, how to fill out applications, and how to interview,” said Sherryl. “I learned how to seek accommodations and ask for them if needed. Then they worked with me on skill-development toward my employment goal of office assistant.”

Sherry’s job coaches also trained her in multiple office skills, including data entry, phone etiquette, software, and even video meeting practice.

“At each level, my job coaches gave me the space to ‘go slow before I went fast,’” said Sherryl. “A strategy that proved, as it had during my rehabilitation, fruitful.”

From there, Sherryl underwent one of the most helpful parts of her PRIDE Industries program: a simulated work environment. For three weeks, she went to an office every day as if going to a full-time job.

“While I did this, they tested me on around 50 different tasks, providing feedback on my strengths and weaknesses. This helped me to clearly understand what I needed to work on going forward.”

Watch Sherry tell her story in the video below.

An Internship, a Job, and a Certification

After that, PRIDE Industries offered Sherryl a five-month internship in the proposal department as a Proposal Development Assistant. The proposal team was so impressed with her that they soon offered her a full-time position. Three years later, after gaining skills and knowledge in the field, she has a new milestone to celebrate: acquiring the Association of Proposal Management Professional’s (APMP) Foundation-level certification.

As the global standard for developing and demonstrating proposal management competency, the certification program is robust and the test comprehensive.

“I studied for it, intermittently, for three years,” said Sherryl.

Sherryl’s work within the Proposal Department also equipped her for the test.

“It’s not something you can pass just by studying,” she said. “You have to have had exposure to the whole process and have experience applying the knowledge.”

The certification signals Sherryl’s competency in a career she enjoys.

“This is what I like doing,” she said. “It’s my passion and makes use of my degree in technical writing.”

Sherryl’s achievement has also been noted by her supervisor, Proposals Manager Lisa Forester.

“This is a big accomplishment for Sherryl,” said Lisa. “But it also brings value to the proposals team and to PRIDE Industries. Not every proposals professional has this certification, and Sherryl took the initiative to go after it while working and supporting our department.”

Continuing the Path of Recovery and Employment

Not only has Sherryl brought her own unique qualities and skills to the PRIDE Industries Proposals Department, but she has also embodied significant employment truths: People with disabilities, including brain injuries, can and do make great employees. In fact, in several areas, their presence in an organization brings many business benefits, including higher retention, more revenue, more net income, and more profit.

Slow before fast, Sherryl has accomplished much—with no signs of stopping.

“I’m on my way to advancing my career as a proposal writer,” said Sherryl. “It’s like a dream come true!”

Make a social impact

PRIDE Industries builds inclusive, diverse work environments where people with disabilities can thrive. Is your company seeking well-trained, reliable employees? Join our Employment Partner Network today.

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“I’m on my way to advancing my career as a proposal writer. It’s like a dream come true!”