Finding stable work can be a challenge for everyone. However, one community steadily remains overlooked: the disabled community. According to the United States Census Bureau, of the approximately 151 million people employed in the U.S., only 10 million have a disability. Of the 47,000 employed individuals in Tompkins County, only 3,100 have a disability, highlighting a striking gap in employment. In Tompkins County, both private and public workforce programs are attempting to bridge this gap. Yet, systemic barriers such as employer hiring hesitation, funding and resource limitations, and DEI rollbacks continue to threaten progress.

County barriers

The Tompkins County Workforce Development Board is a government organization that connects job-seeking adults, youth and disabled individuals with employment opportunities. About two-thirds of its funding comes from the Workforce Innovation and Opportunity Act (WIOA), a federal program supporting workforce development nationwide, while the remaining third comes from the county.

In recent years, the board has secured funding from the New York Scion Grant, a state initiative to improve job access for disabled individuals by placing disability resource coordinators (DRCs) in career centers. However, Tompkins County is searching for a new DRC after the position recently opened. While the program has provided critical resources, ongoing diversity, equity, and inclusion (DEI), rollbacks have put initiatives like this at risk.

Chris R. Sponn, executive director of the Workforce Development Board, said federal DEI cuts are creating uncertainty.

“The executive order went out, and there was a document that went line by line of all the places, so every single one of our programs were on there. So, there was a potential threat of being cut. But that got rescinded,” said Sponn.

The board sent an assessment of funding to the country administrator, who Sponn said is working on a plan in case departments experience major federal funding cuts.

While the county remains committed to its DEI initiatives, the bigger question is whether local businesses will follow suit. Even with workforce programs in place, employer reluctance remains a persistent issue. A 2020 study from Cornell University found that while 90% of businesses say they support disability inclusion, only four in 10 actually hire disabled workers. This disconnect is playing out in Tompkins County.

“I think a lot of employers are interested in hiring people [with disabilities], but there’s just sometimes that stigma, and they’re unsure what to do, and they don’t want to get in trouble. And sometimes it may just be easier for them, like, not to hire somebody with a disability,” he said.

Sponn expressed how he doesn’t support that mindset but sees it firsthand.

On the front lines: job developers

Challenge Workforce Solutions, a private company based in Ithaca, shares a common goal with the county organization. But Challenge job developer, Lily Rhoades says the process is not as simple as it should be. Many of Rhoades’ clients participate in Pathway to Employment, a state-supported job training program. They then undergo months of job coaching with Rhoades before eventually going job hunting.

Like Sponn, Rhoades notes employer reluctance, especially among employers without personal connections to the disabled community.

“Some [businesses] have no clue what we’re talking about, and because they’ve never bumped into this and, it doesn’t impact them. If it doesn’t impact somebody personally, I never get anywhere,” said Rhoades.

One of the biggest challenges, she explained, is that many disabled job seekers rely on customized jobs – positions adapted to their abilities. For instance, “the job may have 10 elements, and the client can do five,” Rhoades explained.

This puts disabled workers at greater risk of layoffs. According to Rhoades, when businesses need to cut staff, they are less likely to keep employees who can only complete part of the job’s requirements.

Rhoades said the best way to mitigate this would be to implement top-down protections within organizations, a model she rarely sees.

“For a business not to look at our people as layoff opportunities, it would have to be a business saying, well, this is a customized piece, and it doesn’t go into the mix. It doesn’t happen.”

To exacerbate this issue, DEI initiatives are being scaled back. Rhoades believes this will further encourage businesses to lay off employees.

“I think it’s an opportunity, a reason, an excuse, a fear. If you’re proactive and you do it now, then they won’t come looking for you,” she said.

Leading the charge: GreenStar Co-op

While many businesses hesitate to hire from the disabled community, GreenStar Cooperative Market takes the opposite approach. GreenStar is a democratically owned community grocery store with three locations in Tompkins County. It frequently hires people with disabilities because the organization’s core mission is to reflect the community it serves while ensuring inclusion and diversity.

Deb Peskin, GreenStar’s HR Director, echoed Rhoades’s point about adjusting specific tasks for accommodation. Peskin explained that small tasks within a larger job can be modified, as well as the order of tasks or workstation setup.

“My firm belief system is that everybody should lead a life of purpose. And to me, employment can be that purpose; employment is a huge part of self-esteem, confidence, financial independence.”

Doesn’t everyone deserve that? According to GreenStar, they do. The company is committed to ongoing DEI training for employees, which includes focusing on neurodiversity in the workplace and assisting customers with disabilities.

“They can call it whatever they want, but we’re going to be inclusive and welcoming…no matter what’s going on with broader political landscape,” said general manager Jeff Bessmer.

Will local businesses step up?

Key players in Tompkins County are taking steps toward workforce inclusivity, but success will depend on businesses’ willingness to engage.

GreenStar’s success as a local, thriving grocery store proves that inclusive hiring practices are not only the right thing to do – they’re beneficial to business.

The Tompkins County Workforce Development Board plans to launch a survey by March to gauge how familiar local businesses are with hiring disabled workers and what resources they need. The results will help shape workshops and seminars aimed at increasing employer education.

They also have a smaller disabilities workforce committee within the organization dedicated to solving these issues and ensuring they remain relevant in conversations.

Rhoades also explained she hopes to do more education through Challenge.

“There’s not a process out there where I’m doing outreach and education on what it is and why we should be inclusive… it’s education because people know that our folks can do it, then I don’t have to fight so hard to sell the job,” she explained.

Those working behind the scenes are pushing for change. The question remains: will Tompkins County businesses answer the call?