As a result of my internship with Cornerstone Building Brands, I have certainly discovered new career pathways for my students. In fact, that is what my entire internship/project is centered upon- ‘Creating and Implementing Inclusive Hiring Practices for Individuals with Intellectual Disabilities in Advanced Manufacturing’- to be exact. Before beginning this internship, I knew, based on my experience as a special education teacher with an emphasis on post-secondary transition, that many of my students could be successful in a manufacturing career. Now, it’s important to note that I based that notion solely on my belief that individuals with intellectual disabilities are incredibly capable human beings with a strong desire to succeed in whatever capacity that they find themselves in. Did I know what manufacturing exterior building products such as doors, windows, and insulated metal panels entails? Absolutely not. But I knew that the hardest part of a job process for an individual with a disability is usually securing the job itself. To convince employers of the (proven) benefits of hiring individuals with disabilities is, in my opinion, the toughest obstacle to face. With the support of agencies such as Vocational Rehabilitation (VR) and services such as job coaching and supported employment, individuals with disabilities are successful in a multitude of job categories. This does not mean that every individual with a disability is qualified for a manufacturing job, however. I am simply stating that with the expertise, guidance, and input from the individual, parents, teachers, and job counselors, many individuals with disabilities could find themselves prepared and qualified for a successful career in manufacturing.
Over the summer, I visited four manufacturing plants in three states in order to learn more about manufacturing jobs within Cornerstone Building Brands. Before my visits, I made a list of a few questions that I wanted to ask the plant managers/HR staff in order to learn more about the jobs. These questions included: How many job positions do you have? What obstacles are you facing in terms of recruitment? What are the reasons for involuntary/voluntary terminations? What specific, non-negotiable job requirements do you have for employees? By asking these questions, I was able to gain a better understanding of what the job requirements are and what misconceptions the “outside world” may hold when thinking of manufacturing jobs. For example, I was under the impression that all manufacturing employees had to meet a minimum lifting requirement. However, I found out that some of the plants had either lower lifting requirements, or some positions that did not have lifting requirements at all. All employees had to be able to follow safety procedures and work well within a team. Most of the jobs did not require a high school degree or a GED.
I used this knowledge to create a 49-page proposal for the creation of a ‘Disability Employment Initiative’ that aims to address the employment needs of the company with the employment needs of individuals with disabilities. In addition to this, I learned so much about the VR process, that even for my students who would not find manufacturing as a good career match, I am able to guide them through the VR process of finding a job that IS a good match for them.
Want to know more about Vocational Rehabilitation? Reach out to me!
With a grateful heart,
Caroline