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Become a PLUS+ subscriber and you'll get access to all Supply Chain Management Review premium content including:

  • Full Web Access. All feature articles, bonus reports and industry research through scmr.com.

  • 7 Magazine Issues per year of Supply Chain Management Review magazine.

  • Companion Digital Editions. Searchable replicas of each magazine issue. Read them in any web browser. Delivered by email faster than printed issues.

  • Digital Editions Archives. Every article, every chart and every table as it appeared in the magazine for all archive issues back to 2010.

  • Bonus email newsletters. Add convenient weekly and monthly email newsletters to your subscription to keep your finger on the pulse of the industry.

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Alternative Workforce: People with Disabilities

Outside the standard supply chain labor pool, people with disabilities have already proven themselves, typically raising the performance levels of all around them. The HOPE Handbook: A Guide for Disability Hiring offers a manageable framework for adding these overlooked resources to your workforce.

By ·

“Help Wanted” is not an uncommon sign these days in business parks. In fact, a recent talent shortage survey conducted by Manpower Group says 40% of employers globally are having difficulty filling positions. And a quarter of those companies can’t find enough available applicants if they can find any at all.

Worse yet, the problem may be more acute than it needs to be. Manpower Group also reports that only 36% of companies recruit outside their traditional talent pool while just 28% bother to explore alternative sourcing strategies.
Which raises the question: For distribution and manufacturing jobs, are employers looking for people in all the right places? The honest answer is: not always.

One of the most overlooked groups is people with disabilities. Often, this segment of the workforce is not even considered for supply chain work. That’s unfortunate for many reasons, not the least of which is the availability of workers with disabilities. According to the most recent statistics from the U.S. Bureau of Labor Statistics, the unemployment rate for persons with disabilities is more than twice that of able bodied workers.

This complete article is available to subscribers only. Log in now for full access or start your PLUS+ subscription for instant access.

 

By ·

“Help Wanted” is not an uncommon sign these days in business parks. In fact, a recent talent shortage survey conducted by Manpower Group says 40% of employers globally are having difficulty filling positions. And a quarter of those companies can’t find enough available applicants if they can find any at all.

Worse yet, the problem may be more acute than it needs to be. Manpower Group also reports that only 36% of companies recruit outside their traditional talent pool while just 28% bother to explore alternative sourcing strategies.
Which raises the question: For distribution and manufacturing jobs, are employers looking for people in all the right places? The honest answer is: not always.

One of the most overlooked groups is people with disabilities. Often, this segment of the workforce is not even considered for supply chain work. That’s unfortunate for many reasons, not the least of which is the availability of workers with disabilities. According to the most recent statistics from the U.S. Bureau of Labor Statistics, the unemployment rate for persons with disabilities is more than twice that of able bodied workers.

 


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