Industry Support
In our collective journeys of inclusion for people with disabilities, we have helped, inspired, supported, and been helped, inspired, and supported by many wonderful individuals and companies. Here are some of their experiences and perspectives.
“I work in the mailroom of the Securities and Exchange Commission. I sort and deliver mail in the building. My job counselor with SEEC is named Fattyjay. She visits me at my job sometimes and helps me if something is wrong. The SEEC staff are really nice and caring to me. I love all my great friends at work at the Securities and Exchange Commission. My job got me my own apartment. I live by myself. I pay my own bills. I save money for retirement. I take the Metro subway train to work every day to Union Station. I got an award in 2017 for SEEC Employee of the Year and just got a service award for 25 years working for the government at Securities and Exchange Commission. I love my job. I love my boss. I love being independent. We need to help people with disabilities find jobs they love like mine to have a great life. Thank you for your help.”
Darren Seifert, Mail Clerk at Securities & Exchange Commission and older brother and inspiration of co-author Jed Seifert)
"Inclusivity in the printing industry is a necessity for driving innovation and growth as well as a reflection of our commitment to social responsibility and equality. Embracing diverse perspectives and fostering an inclusive environment enables us to tap into a wider range of ideas and talents, ultimately strengthening our industry.
Ford Bowers, CEO, PRINTING United Alliance
“The success of promotional products – used every day in every part of our economy – depends on the insights of diverse community members. My mother, Bess Cohn, always welcomed strangers to our home. She treated each person with respect; we were all the better for it. That dedication to inclusivity also applies to the workplace. ASI awarded Jed Seifert the Bess Cohn Humanitarian Award for his efforts to hire people of all abilities. At Stakes, Jed demonstrates that a successful promotional products company can and should include people of all abilities.
Norman U. Cohn, Chairman, Advertising Specialty Institute (ASI)
“Workforce development is one of the industry’s biggest challenges. Seeing the impact that Darren and his colleagues have made at Stakes, coupled with Jed and Vince making it a key component of their business strategy, is truly a win/win. The team at PRINTING United Alliance were fortunate to hear their story and have supported their mission because it’s so much more than solving the problem of finding skilled labor. It’s about helping people with disabilities exceed everyone’s expectations of what they thought was possible, and that’s a message worth shouting from the mountaintop. “INKclusivity” is a roadmap for any printer or supplier in the printing industry interested in embracing disability inclusion.”
Dave Leskusky, President, PRINTING United Alliance & NAPCO Media
“The inspiration to set up a disability inclusion program at Kornit came from Jed, following his presentation at PRINTING United two years ago. We saw that we don’t do enough to support disabled people in our organization. It wasn’t done on purpose, but Jed reminded us that society judges people because of their disabilities, despite their talents and ability to add value. It sends a very strong message of inclusion and diversity. At Kornit, we judge people by their capabilities and on merit, not by any other criteria. Our employees are proud of working for a company that gives employment opportunities for disabled people, is a judgment-free zone, and gives back to the community. It’s part of accepting people, breaking misconceptions, and seeing smiles from those who want to belong. Just start. Start small – but start. Find the right department, hire a person who is responsible to onboard and who sets the right expectation, ensure HR gives the new employee the feeling they add value to the organization, and make sure the other employees treat the new people just like anyone else. Patience, focus, oversight, and persistence are the keys to success.”
Ilan Elad, President, Kornit Digital Americas
“We started a disability inclusion program two years ago at our warehouse in Florida. It has been an amazing experience for our team to be an integral part of giving on-the-job training to young minds who are trying to enter or re-enter the workplace. The benefits are tangible and intangible to our company, culture, team, and the individuals coming through to gain confidence and a new skill set. We have been working with a great organization called Employ U., who works with us to place amazing individuals whose talents match the needs of our company. They provide constant support and will even help with on-the-job training all at no cost to us. The program we have set up is specific to folks who are entering or reentering the workforce, which allows us to work and train with different individuals throughout the year. Hiring people with disabilities is helping the largest, most underserved community of people that just like us want to live a "normal" life and be fulfilled by having purpose in a career. There are endless resources to help you along your way (Jed Seifert being an amazing one who helped and inspired us). These organizations’ goals are for both your business and the employees' success. Reach out to folks who have had success and dive in headfirst without fear as your company will benefit and you will most definitely be creating a great, more inclusive culture for your business.”
Ross Hunter, President & Partner, ROQ US
“For my whole work life, I have focused on respect as the way to treat people, no matter what their background or their abilities. It seemed therefore the right thing to do to hire folks that were so called "disabled" or had issues. I then saw that it could be a good situation in that certain people may on the face of it have issues, but those same issues might be a plus in certain tasks we had done. All this was a bit vague, but when I met Jed Seifert, he helped me put all those thoughts together and realize what a plus folks can be to your business when you have the right attitude and structure. Everyone complains about hiring, so why would anyone want to rule out segments of the population that can be great workers and good teammates, whether gender, race, or any other trait that defines folks, why rule them out? It may be the right thing to do, but it’s also stupid not to. Keep an open mind, be creative, get whatever help you can, and don't expect it will work perfectly right away. Rarely does anything.”
Rick Roth, President Mirror Image Inc, Founder & Publisher of the Ink Kitchen & Host of Shop Talk
“The National Down Syndrome Society (NDSS) is a long-time proponent of inclusive employment and wage equity within the greater disability community. We believe all individuals with Down syndrome should be assured their human rights and valued by a more inclusive society. An inclusive employment program is not only good for business, but it’s a value add for your employees as well. NDSS advocates for policies that increase access to competitive integrated employment for individuals. In 2018, we partnered with Voya Financial and SHRM (The Society for Human Resource Management) to establish the CEO Commission for Disability Employment, with the goal of advancing disability-inclusive employment by inspiring and engaging business leaders to drive change through policy, practice, and culture. I would strongly encourage leaders and organizations to listen to disability advocacy organizations such as NDSS and consider lessons learned by other companies that are further along in their commitment to being a disability-inclusive employer.”
Kandi Pickard, President & CEO, National Down Syndrome Society (NDSS)
“Disability employment inclusion is vital to fostering a diverse and equitable workplace where every individual, regardless of their abilities, is valued and empowered to contribute. Lawson Screen & Digital Products is committed to creating an environment that reflects the true diversity of society, recognizing that inclusive practices enrich both the workplace and the community. Focusing on promoting inclusion enhances creativity, innovation, and problem-solving capabilities, as diverse perspectives often lead to unique solutions. Moreover, it positively impacts morale and engagement, fostering a culture of respect and empathy that resonates across all levels of the organization. These outcomes clearly demonstrate why other companies should consider similar initiatives. For those considering starting an inclusivity program with disabled people, I would advise them to approach the initiative with an open mind and a genuine commitment to learning and adapting. Inclusivity should be seen as an ongoing journey rather than a one-time project, requiring continuous reflection, training, and collaboration to create a workplace where everyone feels they belong.”
Taylor Landesman, Vice-President, Lawson Screen & Digital Products, Inc.
“A diverse culture brings new ideas, breaks down social bias, cultivates mutual respect for others and promotes a sense of both pride and humility. Everyone deserves an equal opportunity to work and contribute to society, regardless of their abilities. Ensuring that people with disabilities have access to employment helps create a more just and equitable society. Inclusive workplaces benefit from a variety of perspectives and experiences, which can lead to more innovative solutions and better decision making. When people with disabilities are employed, they can contribute to the economy, reduce dependency on social services, and improve their own financial independence. Employment helps individuals with disabilities integrate into society, build social connections, provide a sense of purpose, and improve their overall quality of life. Make inclusiveness and diversity a part of your corporate culture. Partner with disability employment support organizations or consultants who can offer guidance and best practices for creating an inclusive environment.”
Danny Sweem, CEO, M&R Printing Equipment
“Disability employment inclusion is about human rights – welcoming all people into our industry with open arms and giving everyone a seat at the table. I’ve always been passionate about inclusion, especially through my involvement with U.N.I.T.E. Together and the Women in Print Alliance, two organizations with similar missions to make the print industry more diverse and inclusive. I first learned about the importance of hiring people with disabilities in the apparel decorating industry after interviewing Jed and other print shop owners who provide these opportunities. I was able to witness firsthand the positive outcomes for both employer and employee. In an industry that relies heavily on skilled labor and struggles with hiring and retention, employing dedicated, dependable, and well-qualified staff who want to work is a no-brainer.”
Adrienne Palmer, Editor-in-Chief, DTF Printing and DTF Expo, and Editor of “INKclusivity”
“Jed and Stakes Mfg. are changing the way our industry thinks about diversity as they challenge the status quo every step of the way. They are true champions for the cause of inclusivity, giving opportunities to those who otherwise wouldn’t have them. Jed has inspired me to think about ways disability inclusion programs could benefit all the businesses I’m involved in, creating win/win scenarios for employer and employee. I’m thankful Jed opened my eyes to a labor pool I never considered as we now have one more tool in our toolbelt. Seeing Stakes Mfg. succeed is inspiring many others to follow in their footsteps to give disability inclusion programs a chance.”
Aaron Hamer, CEO, Boundless Network & Treaty Oak Equity
“About 10 years ago, we were introduced to Trillium, a local disability employment provider, through The Arc of Clark County. It seemed like a good way to give back to the community, plus Trillium made it super easy without much added costs. It is one of the coolest things we have done to date at our company. There are so many more benefits to our staff by having Jesse and Chris on our team. Not only do they provide valuable work, but they provide a dynamic in our culture that we wouldn’t have without them. Find a local provider and have a talk with them. It’s super easy. There may even be local or state grants available for you to take advantage of. Get your larger team involved in onboarding and wait to see what it does for your organization!”
Ryan Moor, Founder, Ryonet
“Not only does creating a disabilities inclusion program make perfect business sense from a staffing perspective, it also makes sense from a human perspective. Often members of this community are overlooked, but what they have to offer is valuable work ethic, trainability, and the desire to contribute. The printing industry is an ideal environment for those with disabilities to thrive in, and creating the opportunity to do so is crucial to everyone who works within it. I have members of my family with disabilities that have proven time again that they’re capable of working in a variety of environments. Knowing there are companies out there willing to create an optimal workspace means a lot to me personally.”
Cassie Green, Content Director, Apparelist and PRINTING United Alliance
Disability inclusion reflects our commitment to building a workforce that mirrors the diversity of our broader community. We recognize that people with disabilities bring valuable skills, diverse perspectives, and enrich our workplace in meaningful ways. Our team members with disabilities bring fresh perspectives and innovative approaches to problem solving that enhance our overall creativity and effectiveness. Their contributions have led to a more dynamic and inclusive workplace, benefiting everyone in our organization. We partner with two disability employment support organizations. They help us identify suitable roles, refer potential candidates, and provide ongoing support, including job coaching and training for both the new team members and their supervisors, to foster an inclusive work environment.
Jeanelle Harris, CEO, Outdoor Cap Company
“I passionately support disability inclusion for two simple reasons: because it makes sense and it’s the right thing to do. Everybody has a right to feel good about their place in the world, and there are few better ways of doing so than through meaningful work. People with disabilities have every right to be afforded the chance of a career. Experience has shown that in many cases making the necessary accommodations to ensure the success of disabled employees makes for a better work environment in general. We’re not talking about charity. This is about bringing in great new employees and maximizing the efficiency and even overall morale of your company in a way that will help everyone involved maximize their potential.”
Adam Cort, Content Director, Impressions Magazine
“As with many, I have a personal connection with the differently abled community. I have a cousin with Down syndrome who absolutely lights up our lives. To ensure he led the most enriched life possible; our family began volunteering and learning as much as we could about his disability and working with individuals with developmental disabilities. That led us to the Special Olympics organization. Nearly 30 years later, we are all still volunteering and learning! I’m passionate because I can see what a difference inclusion and representation make in these individuals’ lives. Our industry is so vast. There are so many employment opportunities, not just in sales, but in development, accounting, production, packing, and operations. There are so many facets to what we do in the promotional products world and there is a home for everyone. It’s most important to note that disability doesn’t equate to incapability. Individuals of all abilities have something to bring to the table and deserve the right to work, the right to contribute, and the right to live the life they see for themselves. Because of the nature of our work and the opportunities in so many capacities, the promotional products industry is poised to create a gateway for successful, well-rounded individuals.”
Kara Keister, Founder, Social Good Promotions, Inc. & PPAI Board Member
“Spectrum Designs believes that everyone deserves to live a fulfilling and productive life, and for many that includes competitive employment. They have built a company culture where leadership listens to their team members and acts on feedback. Every voice matters. Inclusion in the workplace is critical to building a kinder, more accepting world. Every company should be looking to do what Spectrum Designs has done and drive business by creating a culture of inclusion and belonging. Be prepared to listen, learn, and evolve as a company.”
Gillian Leek, CEO, NEXT for AUTISM
“We believe all individuals with disabilities deserve the opportunity for employment that is not only inclusive but allows them to match positions to their abilities. As a father to two boys with disabilities who have wildly surpassed any expectations society has placed on them, I want to make sure that they have every opportunity imaginable available to them. A true disability inclusive employment program needs to be well thought out, studied, and put in place in a very detailed and professional manner. I would advise everyone to seek consulting from experts in this field. There are many companies that provide these services and can make sure the employer is effectively building and executing the program. There are many examples of well-intended programs that ultimately fail or even denigrate the individuals hired with disabilities because they were not properly set up.
Rob Snow, Executive Director of the CEO Commission for Disability Employment
“I am a volunteer for Achilles Chicago and have been for a few years. This means I train athletes with disabilities to help with their walking and running fitness goals. They are able-bodied and turning 'can'ts' into 'cans'. I have watched athletes train for half marathons, full marathons, and more! This work inspires me all the time and has made me a huge supporter.”
Johanna Gottlieb, Genumark, VP Business Development
“I have a son who is on the Autism spectrum, and I have seen his desire to be part of a community. As a race, humans are humans and to be successful we have to love and support each other. Before I met Jed, I thought it was important because it is the right thing to do. But I have learned so much from him about the benefits across the board from improved bottom line to better employee retention and more.”
Aaron Montgomery, Co-Founder and CEO, Our Success Group & Co-Host of 2 Regular Guys Podcast & Author
“One out of four people in the U.S. is an individual with a disability. Disability can occur at any time during your employment lifecycle. For many of us, we have family members who are disabled and/or disability is a lived experience. The U.S. needs this workforce and access to the talent pool. The biggest barrier is attitudinal. Many business partners share that they just don’t know what they don’t know and are afraid to ask. There are a lot of misunderstandings about disability. My experience is that employees with disabilities are creative and innovative everyday of their lives. They have to navigate an often-inaccessible environment around them. If you don’t have experience, find a partner you can trust. Build a relationship and strategy to incorporate individuals with disabilities across your company as well as your marketing and product development.”
Kathy West-Evans, Director of Business Relations, National Employment Team (NET) of Council of State Administrators of Vocational Rehabilitation
“Throughout my life, I have been surrounded by friends, family, and community members with various differing abilities. I have watched some of my friends and family thrive while others have struggled. The difference between thriving and struggling has been the way the community has embraced and worked with these individuals. Having witnessed this firsthand, it is very important to me to be part of the solution to support individuals with disabilities. I strongly believe every individual possesses a unique and compelling gift that employers can learn and benefit from. It is our job to create culture, knowledge, and acceptance. You simply can't create this culture without the inclusion of everyone!”
Ali Banholzer, Owner, Wear Your Spirit Warehouse
“On average, 2% of most organizations are neurodivergent and not supported effectively. Nearly 80% of autistic adults are either unemployed or underemployed. Disability employment inclusion has huge, positive impacts on the individual and the organization. Individuals get the opportunity to do work worthy of their abilities that supports independent living. Organizations can access a largely untapped talent pool and maximize productivity and innovation. Diverse teams are 30% more productive.”
Vance Checketts, CEO, auticon US
“It is essential to speak up about equity for people with disabilities at work and in communities, as disabled people are often overlooked in this conversation. We fight over the costs of creating access, the necessity of digital accessibility, or the cost of accommodation at work, but all of these things make everyone’s lives easier. Without equal access to work and to community life, we can’t create equity. People with disabilities face many assumptions about their capabilities at work. Disability inclusion helps convey the message that everyone can go as far as their skills and talents can take them. When employers adopt disability inclusion as a core value, the whole community of that employer can better understand and adopt that commitment”
Wendy Strobel Gower, Thomas P. Golden Executive Director, Cornell University (YTI for Employment & Disability)
“The National Fragile X Foundation's mission is to support the entire Fragile X community. It's part of our goal to ensure all members live their lives to the fullest, which means being valued members of society. Disability to us just means differing abilities; there's room for everyone! Having meaningful work can change the trajectory of someone's life. It can lead to confidence, independence, relationships, and more. It's not only good for the individual, but good for their place of work. Including those with disabilities creates a more compassionate, diverse workplace environment. Just get started! It can be daunting to create a program; be sure you have all the right support in place and that your organization is equipped to support the individuals. Focus on their strengths and foster a culture of communication.”
Hilary Rosselot, Executive Director, National Fragile X Foundation
“Competitive, integrated employment means all people with disabilities have an opportunity to access and pursue employment in their community at a prevailing wage. In the last three decades, the employment rate of people with disabilities has not dramatically improved. Even while employers around the country have record numbers of open positions, people with disabilities remain an untapped and underutilized talent pipeline. The unemployment rate of disabled people is more than double that of non-disabled people. People without disabilities are employed at three times the rate of disabled people despite unemployed disabled people reporting higher interest in seeking employment than their non-disabled counterparts. There is a pool of highly motivated, innovative, and loyal job seekers looking for their next opportunity. Disability inclusion in the workplace is good for the employee, good for coworkers, good for customers, and good for business.”
Daniel Van Sant, Director of Disability Policy, The Harkin Institute for Public Policy & Citizen Engagement
“I have ADHD, dyslexia, and sensory processing issues. I don’t think, learn, work or communicate in a way that the world of work evolved to embrace and support. Like so many others, finding my path to meaningful work when the school bus stopped coming was like trying to fit a square peg in a round hole. Now that I guide companies I wouldn’t have dared even applied to work at before, I pride myself on being living proof of what’s possible when jobseekers are supported and empowered to lean into their unique strengths. Operating differently than others comes with many barriers, but a lot of those are external to the individual – things like rigid work systems, lack of opportunity and understanding, stigma, and bias. Inclusion is, of course, the right thing to do, as everyone has the right to contribute to the world of work. But now it’s increasingly obvious that it’s also the smart thing to do – a strategic imperative that should be baked into an organization’s talent strategy.”
Dave Thompson, Director of Strategic Programs, Potentia
“Disability employment inclusion is important because it promotes a more diverse and equitable workforce, where everyone's talents are recognized and utilized. It also challenges stereotypes and breaks down barriers, allowing individuals with disabilities to contribute fully to the workplace. Begin by educating your leadership and employees on the importance of disability inclusion. Understanding both the benefits and challenges helps to create a supportive environment. Ensure that your workplace is accessible, allowing everyone to fully participate in all aspects of work. It’s okay not to have all the answers – don’t hesitate to seek guidance from community resources or directly involve people with disabilities in the planning process.”
Heather H. Dodd, Director of Pupil Services, Willoughby-Eastlake Schools (Stakes Mfg.’s School to Work Transition Program Partner)
“We created John's Crazy Socks so that my son, John, who has Down Syndrome would have a meaningful work impact. The business sprang from an idea of John’s when he could not find a job he wanted. As we grew the business, we saw the opportunity to create jobs for people with differing abilities and they helped us succeed. John and I travel the country giving speeches and meeting with businesses. We have appeared on more than 300 podcasts, all to deliver the message that hiring people with differing abilities is not altruism, it is good business. From the perspective of my son, John, and other people with differing abilities, they deserve the opportunity to find meaningful employment. However, disability employment inclusion is important because businesses benefit from hiring people with differing abilities. We have a growing labor shortage in this country and yet only one in five people with a disability is employed. Businesses need to turn to people with disabilities not out of charity and not to do them a favor, but because the businesses need the labor that people with differing abilities can provide.”
Mark X. Cronin, Co-founder & President, John’s Crazy Socks
“The labor participation rate for people with disabilities is still way too low. Many talented people are sitting on the sidelines afraid of being told no or being rejected without being given a single opportunity. I think everyone deserves a chance, deserves a helping hand, and deserves to show their gifts. At SEEC, in partnership with hundreds of businesses, we’ve made that a reality for more than 300 persons with complex disabilities. If we can do it, your organization can do it too. Don’t do this alone. There are amazing vocational provider agencies out there across the U.S. who are funded to help you as a company as well as the job seekers. It’s a perfect marriage that can lead to great results. Invite a provider in to learn more about what you do, and together you’ll find opportunities for that starting point. From there, the magic will naturally reveal itself. National organizations exist to help you connect with providers so don’t be afraid to reach out.”
Steve Blanks, Director of Partnerships, SEEC (Employment Support Provider for Darren Seifert) & Jed Seifert’s mentor in disability employment