Bill Bradbury
Secretary of State, State of Oregon

"There is an incredible resource and it is a resource of people
who want to work and are currently very underemployed. It is an available resource to Oregon business that will help everybody’s bottom line."

Read more from Bill Bradbury... here.

Eileen Drake
Vice President, Admin. & Legal Affairs, PCC Structurals, Inc.

"Employers can’t afford to ignore potential workforce resources.
If, in Oregon, we have a large percentage of unemployed people
who have disabilities, it is in our economic interest to look for
cost-effective ways to create employment opportunities for them."

Read more from Eileen Drake... here.

Peggy Fowler
CEO, Portland General Electric

"It is our belief that when you create an inclusive workforce, you really do create an environment where employees feel welcome and dignified. When they are valued and respected, they
contribute more to the company and you get the business results that you want... accommodation is simply a competitive strategy."

Read more from Peggy Fowler... here.

Sue Hennesy
VP for Health Plan Operations, Kaiser Permanente NW

"In addition to looking at what the legal requirements are for accommodation, employers should view accommodations as methods to utilize the full talent of your workforce. There is a bigger win in here for business if we look at 'How do we utilize
all the talent?'"

Read more from Sue Hennesy... here.

"There is a lot of support on both sides of the aisle for these return-to-work programs. Everybody wins. The employer wins because they aren’t having to pay out so much money – getting somebody back more quickly. It’s a big win for the worker, particularly if we can keep them with the employer of injury."

Read more from John Shilts... here.

"My advice to employers is simple: When you hire somebody, ask them; “What do you think you will need to perform this function?” It saves a lot of time and guesswork. If you don’t first ask the person themselves, you likely won’t get it right… and there may be something that they need that you may not even think of."

Read more from Ron Hyde... here.

"Disability needs to become an equal part of a company’s
diversity initiatives. Disability is still at the back of the Diversity Bus. It is still behind all the other dimensions of workforce diversity."

Read more from Steve Hanamurah... here.

"We need to break down the barriers on both sides so we get to the point where we realize, “Hey, we are all just people… all wanting to be successful... all wanting to follow our dreams.”

Read more from Scott Hatley... here.

"Obviously, we aren’t all alike, and we need to make sure that we treat others with due respect. We want all of our clients to come in our doors and feel that they belong here."

Read more from Rita Manzella... here.

Tiffany M. Brandreth
Diversity Initiatives Coordinator, Fred Meyer Stores

"I think that Fred Meyer is doing something right because people with disabilities are applying for jobs and getting hired at Fred Meyer. This isn’t our sole indicator but it speaks volumes that we are a company that people with disabilities want to work for."

Read more from Tiffany Brandreth... here.

Tina Foster
Senior Vice President and Manager, US Bank

"Companies that aren’t willingly embracing customers with disabilities are missing out on a very important segment of the population... It really is becoming increasingly important for all companies to provide accommodations that make it easy for people with disabilities to navigate their properties and services."

Read more from Tina Foster... here.

"Keep your focus on the strengths, skills and abilities of current and future employees. Accommodating an injury or disability is often quite easy. Focus on their strengths, skills and abilities and you’ll end up with winning employees."

Read more from Doug Denning... here

Ted Kulongoski
Governor of Oregon

"We must develop more flexible work environments so people with disabilities can participate, and we must offer opportunities for all of our citizens to attain the skills they need, and that our businesses need, to be successful"

Read more from Governor Kulongoski... here

“When they were first talking to me about becoming a Scheduler, they were talking about $5000 - $7000 to replace their phone system. I said; ‘No, all I have to get is this little amplifier and this special headset and I’m good to go!'”

Read more from Christina... here

"Our workforce has benefited from working with people with disabilities because it expands our horizons...  For example, Kerry was the first deaf person that I had worked with, and now I am a lot more confident about how to do that effectively, should I need to in the future."

Read more from Megan... here

Alisa Shaver
Store Director, Fred Meyer Store, Portland

"I think any retail business is smart to have a diverse group of people working in their store because you have a diverse group of people coming in to the store. Different people (customers) are comfortable with different types of people. Customers like to see people from all walks of life as employees in the store – the same mix of people that they encounter in the rest of the community."

Read more from Alisa... here

Aubrie Abbott
Incight

"Work experiences and internships are crucial experiences for any young person as they explore careers and refine their general and specific work skills. Young people with disabilities are too often excluded from these kinds of opportunities."

Read more from Aubrie... here

Joe Tonn
Director of HR Information Services, OHSU

"The (Summer Internship) experience was a real eye-opener for us at OHSU. It expanded our perception about what people who are considered to be blind can do. I was concerned that the internship might be an impediment to us. Rather than an impediment, Nathan was definitely a help to us throughout this period... we are ready for an intern next year again.”

Read more from Joe... here

"A lot of employers will look at someone with a significant disability only superficially, imagining only what they can’t do...  a person’s real abilities may not be readily apparent. Persons with disabilities, however, can be more consistent and may be more willing to stay with you over the long haul.  Hiring someone with a disability could prove to be fiscally wise and simply the right thing to do."

Read more from Dominick... here

"Most of the twenty-seven people who work for me now, in some way, have some kind of a disability. If you are looking for good workers, you just can’t ignore that part of the workforce represented by people with disabilities."

Read more from Todd... here

Ray Carson
Owner, Salem Auto Body

"We have had people with a variety of disabilities come through our shop. One fellow in our front office has been with us for several years now. He was injured in an automobile accident and has limitations on his ability to do any lifting. Another fellow who has been with me for nine years isn’t able to read. He is now our lead man on the paint floor."

Read more from Ray... here

Brian Wernicke
Co-owner, Rapid Refill Ink

"I absolutely advise other employers to give it (hiring employees with a disability) a shot! At the time we hired Pete... we were slightly apprehensive... but, in the last eight to ten months, he has been stellar – absolutely stellar! Pete is a great person and a great employee – now one of our most productive."

Read more from Brian... here

Michael Klachefsky
Assistant VP, Managed Disability Programs and Services
Standard Insurance Company

"When an employer is open to providing accommodation for an employee to return-to-work our Mental Health Unit's success rate is 50% - half of the people that enter its return-to-work program have succeeded in returning to work and retaining their jobs"

"Employers need to understand that folks with these disabilities are more like us than not...  With oftentimes none or minimal accommodations, they have a lot to offer in the workplace."

Read more from Stephaine... here

"In our workforce, disabilities don’t matter, as long as the person is able to do their job. We really do focus on the employee’s ability – not their disability."

Read more from Karen... here

Debbie Alsop
Health Care Recruiter
Kaiser Permanente  

"In my opinion, people with disabilities are a largely untapped piece of our workforce... From a sourcing, recruiting, and retention standpoint, there is tremendous opportunity for employers who establish the infrastructure to employ people with disabilities."

Read more from Debbie... here

Heather Grogan
Worksite Modification Consultant
Oregon Workers' Compensation Division

"The attitude of the employer in this process is so very important to the success of returning people to work after an injury."

Read more from Heather... here

Ken Makinson
Safety and Environmental Program Manager
Orenco Systems, Inc.

"For someone who really wants to work here, someone who is willing to commit to the process as much as the company, it (returning injured workers to their jobs) is definitely a win-win situation."

Read more from Ken... here

Bill Tolbert
“Bill the Recruiter”
New Seasons Market

"Employing people with disabilities is really about inclusion and seeing it as an opportunity... We look at it as another opportunity to make us a stronger company."

Read more from Bill... here

Deborah Mullin
Store Manager
New Seasons Market - Sellwoods

"We are prepared to listen to and deal with any personal situation that any employee has - and disability just falls into that."

Read more from Deborah... here

Mark Feuerborn
Store Manager
New Seasons Market - Seven Corners

"Developmentally disabled people have a lot to contribute... we need to provide more jobs for them to be able to be a productive part of our team and our society."

Read more from Mark... here

"When businesses give people with disabilities an opportunity to work… everyone I have spoken to says “Wow, my attitude about people with disabilities has changed.” They find out that people are people – regardless of disability"

Read more from Patti... here

© Oregon Business Leadership Network, 2004 - 2008
Recruitment/Hiring/Retention/Return to Work/Accommodation/Cost Effective Strategies

Lucy Baker, Executive Director, Email: lucy.baker@obln.org, Tel: (503) 281-1424
OBLN, 4134 N. Vancouver Ave., Suite 304, Portland, OR 97217 www.obln.org