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People with Disabilities

After graduating summa cum laude from Sacramento State University, Alex Naumann should have had no trouble getting a job. But despite being bright, professional, and having a great work ethic, he struggled.

“That was largely because I’m a person who stutters,” said Alex.

Finding employment can be challenging for anyone, but for people with disabilities, it’s doubly so. Data published by the Bureau of Labor and Statistics bear this out—people with disabilities are twice as likely to be unemployed as those without disabilities.

Employment Helpline Leads to Internship

Alex decided to reach out for help.

“I signed up with the California Department of Rehabilitation, and my counselor gave me a list of vendors that included PRIDE Industries. That company was familiar to me, so I contacted their I AM ABLE® Employment Helpline.”

“My experience working with others in an office setting was different from when I was in school. It was the first time I collaborated with multiple people on the same project. I really liked that.”

—Alex Naumann

On calling the Helpline, Alex was referred to Employment Specialist Sara Robinson, who made him aware of a paid internship opportunity with The Michael Ziegler PRIDE Industries Foundation.

“Sara and I both thought it would be a good opportunity,” said Alex, “because it would allow me to gain knowledge, learn skills, and demonstrate my current abilities while building experience that I could take with me to my next job.”

A Welcoming Work Environment for People Who Stutter

When Alex arrived for his first day of work at PRIDE Industries, he was surprised, in a good way, by his welcome.

“From the start, I was greeted with exceptional acceptance,” Alex said. “Something I’m not used to in the world.”

For Alex and many people who stutter, this kind of welcoming environment isn’t typical. Elsewhere, when introducing himself, he has been laughed at or asked if he had forgotten his own name.

“Nothing like that happened here,” he said. “I was met with patience and understanding.”

Freed up from some of the barriers he has typically faced, Alex worked hard as a member of the Foundation team. In fact, the first project he worked on was the same one that helps fund both the I AM ABLE Employment Helpline and PRIDE Industries paid internships: the Employee Giving Campaign.

“I was incredibly excited to help with the Employee Giving Campaign,” said Alex. “I got to prove myself as a hard worker while helping to fund future interns in the same circumstance I was in.”

A Chance to Put Skills to Use and Learn New Ones

During his internship, Alex was able to develop many of the professional skills that he would need for future employment.

“I was exposed to life in a professional office setting, including all of the protocols that go along with that,” said Alex. “I also had the opportunity to hone my writing skills.”

“Alex’s written communication skills were already at a high level when he started with us,” said Alex’s supervisor. “His ability to be genuine with donors was a big plus. His sincere appreciation shone through in the letters and other communications he wrote. And he picked up the nuances of our software programs quickly.”

Those software programs included Microsoft Office 365, Monday.com, Salesforce, and other office productivity tools.

In addition to honing his technical skills, Alex was able to learn about teamwork in the professional world.

“My experience working with others in an office setting was different from when I was in school,” he said. “It was the first time I collaborated with multiple people on the same project. I really liked that.”

Alex’s degree from Sacramento State included a concentration in video production, and during his internship, Alex had the opportunity to put his film degree to good use. Among his many duties, he assisted PRIDE Industries Senior Videographer Christian Naranjo.

“I really enjoyed helping Christian,” said Alex. “I got insight into how a one-man video crew, with proper knowledge and gear, can do the work of many people.”

Christian enjoyed the collaboration as well.

“Alex was excited to help out and see what goes into a PRIDE Industries production,” he said. “It had been a while since he’d worked on a video project, so he was getting back into the rhythm of things and asking questions along the way. You can see that he has a passion for the craft.”

Internship Leads to Permanent Position

Alex’s dedication and passion for his work made him a valuable and respected coworker. So, when his internship ended, he was offered a permanent position at PRIDE Industries. Today, Alex is an Administrative Assistant in the Workforce Inclusion department, where he uses all the skills he gained during his paid internship.

“In my current role, I document standard operating procedures for dozens of job positions,” said Alex. “I also process the documentation for new employees and I conduct audits of various programs to ensure that we’re billing business customers appropriately.”

For Alex, the internship was more than just a chance to learn new skills. It also allowed him to get to know PRIDE Industries and decide for himself if the organization was a good fit for him.

“During my internship, I got to know several employees and to experience the company culture, which I really liked,” said Alex. “By the time I got an offer for a permanent job, I knew this was the place where I wanted to work.”

Accommodations for People with Disabilities Are Inexpensive

According to the National Stuttering Association, stuttering affects the speech of one out of every 100 people—over 70 million, worldwide. This means that if a company has 500 employees, five of them likely stutter. 

Some organizations fear that accommodations—for people who stutter or for any employee with a disability—are costly. They aren’t. In a recent survey by the Job Accommodation Network, 56 percent of companies reported that accommodations for employees with disabilities cost nothing. Another 37 percent reported a median cost of $300 per employee with a disability, for the entire span of their employment. What’s more, employers also reported that these measures usually pay for themselves.

These numbers make clear that the cost of accommodation is not the greatest barrier to employment for people with disabilities. Misperceptions about their abilities are.

Acceptance: A Basic Human Need That’s Also Good for Business

Sometimes an accommodation is simply an attitude.

“Beyond my friends and family, I’m not used to the level of acceptance I’ve received here at PRIDE Industries,” said Alex. “I’ve never experienced that in the work world.”

Closely linked to belonging, acceptance in the workplace is vital—and not just at a personal level. Employees who feel accepted perform better.

Since 1966, PRIDE Industries has understood that this level of inclusivity isn’t just the right thing to do. It’s also good for employees, for the businesses that hire them, and for the communities where they live.

Disability Employment Programs

Whether you’re a person with a disability seeking employment, or a company that needs to find reliable employees, we have a program to fit your needs. Click below to find the solution that’s right for you.
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“Dedicated, innovative, compassionate.” That’s how colleagues at PRIDE Industries describe former job coach and current Director of Rehabilitation Tameka Rich. And it’s these qualities that make her such an outstanding leader.

Tameka began her journey at PRIDE Industries in 2007 as a coach, working to ensure the success and independence of employees with disabilities. In that role, she provided on-the-job support to employees, helping them perform tasks and meet customer and contract requirements. She also ensured that employees with disabilities had the accommodations they needed to do their jobs well.

As someone with a disability herself, Tameka felt a personal connection to the role. It provided her the opportunity to help others with disabilities find and sustain meaningful employment. Her work as a job coach not only allowed her to grow professionally but also made a lasting impact on the lives of hundreds of individuals.

“Knowing our voices belong moves us to overcome challenges and realize the possibilities of what we can achieve.”

—Tameka Rich

 “I’ve always enjoyed making things work more efficiently,” she says. “When I got my dream job—helping people with disabilities succeed in employment—I decided to make everything run as smoothly as possible for the people I was helping.”

A Growing Career in Advocacy

Tameka’s natural leadership abilities quickly became apparent as she advanced within PRIDE Industries. After five years as a Job Coach she became a Rehabilitation Services Supervisor, where she introduced innovative documentation processes that saved job coaches valuable time and allowed them to focus more on support for individuals with disabilities. These efficiencies reduced program costs, increased referrals, and expanded PRIDE Industries’ reach.

“Tameka likes to think outside the box,” says Diana Erickson, her former supervisor. “Under her leadership, documentation became more robust, yet less time-consuming. And, to top it all off, she’s a great mentor to job coaches.”

After just a couple of years, and with a newly obtained business degree, Tameka stepped into her next role—HR Disability Case Manager.  In this new role, she continued to develop her expertise in disability employment, managing accommodations and service provisions to fuel the mission of PRIDE Industries internally, and finding ways to increase overall inclusion. Tameka was able to leverage her relationships and professional community partnerships to increase the direct hiring of people with disabilities, implement efficient accommodation management techniques, and create long-term employment opportunities on commercial contracts across the Northern California region.

Job Coach to Director

Today, Tameka serves as PRIDE Industries’ Director of Rehabilitation for Commercial Contracts, overseeing a team of vocational rehabilitation counselors and job coaches. She has drawn upon her years as a job coach, supervisor and HR disability case manager, to enhance collaboration across departments, improve service delivery, and continue to help people with disabilities find and retain employment.

Her work doesn’t stop there. As the founding chair of People of Possibilities (POP), PRIDE Industries’ Employee Resource Group (ERG) for people with diverse abilities, she ensures that employees with disabilities have a voice within the company. 

“Knowing our voices belong, moves us to overcome challenges and realize the possibilities of what we can achieve,” says Tameka.

Outside of work, she is a certified sickle cell health educator and an active advocate within the rare disease community, volunteering her time as a mentor and legislative advocate.

Her leadership and passion have not gone unnoticed. In 2024, Careers & the disABLED Magazine recognized Tameka as Employee of the Year, a testament to her 20-plus years of advocating for people with disabilities.

Tameka believes in paying it forward. “People with disabilities can support our own community,” she says. “When hiring, I ask myself: ‘Who has an inherent passion for what we do and the drive to make a difference?’”

Her answer is clear: those who, like her, are committed to making the world more inclusive, one opportunity at a time.

Disability Employment Programs

Whether you’re a person with a disability seeking employment, or a company that needs to find reliable employees, we have a program to fit your needs. Click below to find the solution that’s right for you.
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Door to Cybersecurity Jobs Opens for Person with Cauda Equina Syndrome

The road to a cybersecurity job was not a smooth one for Robert Coats.

“I wasn’t expecting special treatment. I just wanted a chance to prove myself and show that I am like everyone else. I was just in an unfortunate accident.”

In September of 2016, Robert’s life changed in an instant. While riding his motorcycle, he was struck by another vehicle.

“I was leaving work when a car turned left into me and ran over the whole right side of my body,” Robert said.

“I suffered wrist, foot, and rib fractures. I had two collapsed lungs and a cut in my liver. My lower L5 disk was cracked and later ruptured.”

Complications from Robert’s injuries led to a chronic condition known as Cauda Equina Syndrome. This condition causes significant mobility and health challenges due to the compression of nerves at the end of the spinal cord. However, despite the physical hurdles, he was determined to rebuild his life so that he could provide for his children.

Not an Easy Road to Cybersecurity Jobs

The road to finding stable employment was a difficult one. Robert knew that returning to his previous job as a vending machine supplier would not be possible as it was physically demanding. He quickly found that his disability and unemployment benefits were insufficient to cover both his medical treatment and the basic needs of his family. The financial strain was immense, but he refused to give up.

“My kids meant way more to me than just sitting around. I knew I had to find work.”

Robert began applying for entry-level positions that would allow him to work from home. He focused his job search on companies that promoted hiring people with disabilities, hoping that these organizations might offer him a better chance of securing an interview.

“I kept getting the feeling that they were just saying they hire people with disabilities. I felt like they didn’t really mean it in their hearts, and it was just a way to make them look good.”

But despite his efforts, he struggled to find meaningful work. Robert decided he needed to make himself a more competitive candidate.

“I studied for the CompTIA Plus and Security+ certifications because I wanted to get into cybersecurity,” he said. “I had years of experience working with computers, and I’d heard it was a good career path.” After passing both certification exams, he continued applying for remote cybersecurity jobs, advertised towards people with disabilities, with no success.

Making Employment Possible

Just when he was beginning to lose hope, Robert found an opportunity to connect with an employer who truly believed in his potential.

His case worker at the Department of Rehabilitation suggested that he attend a cybersecurity event for people with disabilities. At first, he was hesitant.

“I wasn’t going to go at first,” Robert admitted. “I was tired of all of this. I’d been putting in resumes everywhere, and I felt like my disability didn’t help.”

But he refused to give up. “My kids just popped into my head, and I thought, I have to go for them,” he said. “So, I went. And I made a big scene while they were asking questions.”

At the event, Robert shared his job-hunting frustrations. “I got up and said, ‘You guys say it’s easy to get cybersecurity jobs, and that couldn’t be further from the truth for me.’ I felt like I had to say something about my experience.”

His words were heard by the right person. Alan McMillan, Chief Information Officer of PRIDE Industries, approached him after his comments, and this meeting marked a turning point.

Soon after, Robert landed a paid internship with PRIDE Industries that allowed him to utilize his skills, work ethic, and dedication. The internship gave Robert 250 hours of on-the-job training, enabling him to learn the ins and outs of cybersecurity jobs and setting him on a path to employment. More importantly, this new job gave Robert the confidence and support he needed to succeed.

A New Chapter: Looking Ahead at a Career in Cybersecurity

Today, Robert continues to pursue his passion for cybersecurity with the help and guidance of PRIDE Industries. The challenges he faced on his road to employment have only strengthened his resolve, and with his new career on the horizon, Robert is proof that with determination and the right support, meaningful employment is possible.

He now has a permanent position in PRIDE Industries’ IT department as an Associate Security Engineer, and has a goal of advancing his career, specifically in cybersecurity jobs that allow him to further hone his skills and contribute to the field.

“I feel strongly about PRIDE Industries giving me a chance and I am determined to give my best. I’m going to try and stay here and work as long as I possibly can.”

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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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.”

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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PRIDE Industries builds inclusive, diverse work environments where high performing employees with disabilities can thrive. Is your company seeking well-trained, reliable employees? Learn about our paid internship program.
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