MAKE A HIRE
Congratulations and thank you! You have taken the first step toward
making a real difference and toward finding Your Next Star!
Your Next Star is partnering with the Employment First initiative at the Massachusetts Department of Developmental
Services and their Regional Employment Collaboratives throughout the state, helping employers like you find qualified,
pre-screened candidates with Down syndrome and other disabilities. Employment liaisons in each region can help you
determine your needs and match job opportunities, and you can join a job developers network to coordinate efforts and
share job leads with other employers.
HERE’S WHAT YOU CAN DO:
To connect with your local collaborative, contact the employment liaison in your region:
REGIONAL CONTACTS
Central Mass Employment Collaborative (CMEC)
David Beccia, Project Coordinator
(781) 686-8144, [email protected]
Southern Central Mass from Worcester to Rhode Island
border; east to west from Medway to Brimfield
Greater Merrimack Valley Employment Collaborative
(GMVEC)
Heather Mantell, Project Coordinator/Employer Liaison
(617) 512-3983, [email protected]
Lowell/Lawrence/Haverhill region South
Greater Boston Employment Collaborative (GBEC)
Marsha Knight, Project Coordinator/Employer Liaison
(617) 429-3695, [email protected]
Metro Boston area within the Rte. 128 loop
Shore Collaborative on Employment (SSCE)
Dave Urban, Employer Liaison
(617) 287-4366, [email protected]
South Shore – from Milton to Plymouth
North Suburban Employment Collaborative (NSEC)
Kristianne Widman, Project Coordinator/Employer Liaison
(617) 352-2040, [email protected]
North Shore, Metro North, and Central Middlesex
Areas – from Cape Ann to Concord
Western Massachusetts Employment Collaborative
(WMEC)
Pam Mendes, Employer Liaison
(617) 360-1646, [email protected]
Franklin, Hampshire and Hampden counties
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INFORMATION AND RESOURCES FOR EMPLOYERS
Why Hiring Someone With Down Syndrome Makes Good Business Sense
People with disabilities have historically faced enormous hurdles to getting a job. But the facts show that
businesses can actually boost their competitive edge by making people with disabilities an integral part of their
workforce and their customer base.
Regional Employment Collaboratives (REC)
The MDSC is partnering with Employment First Massachusetts and their Regional Employment Collaboratives
throughout the state, helping employers find qualified, pre-screened candidates with Down syndrome
and other disabilities. Employment liaisons in each region help employers determine needs and match job
opportunities. Join a job developers network to coordinate efforts and share job leads.
Blueprint for Success: Employing Individuals with Intellectual Disabilities in Massachusetts
Released by the MA Department of Developmental Services in late 2014, lays out a proactive plan to increase
integrated employment opportunities for people with intellectual disabilities and sets forth a path for the state
to be a national leader by closing its sheltered workshops and transforming its center-based work model to
community-based work.
The Value that Employees with Down Syndrome Can Add to Organizations
McKinsey & Company’s report, funded by Brazil’s Instituto Alana, on the inclusion of people with Down
syndrome in the job market, which finds mutual gains for employees and employers. People with Down
syndrome involved in such initiatives have a better quality of life and opportunities for development, while the
companies that employ them often report significant improvements in their “organizational health”.
What Else Can I Do to Create an Inclusive Work Environment?
There’s a wide range of practices, policies, programs and outreach that will help employees with disabilities feel
more welcomed and allow them to succeed at your company. These steps will send a message to prospective
employees and the general public alike that you’re an employer who truly values inclusion.
For access to these resources and many more,
go to www.yournextstar.com/faq/information-for-employers
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WHAT ELSE CAN I DO TO CREATE AN INCLUSIVE WORK ENVIRONMENT?
There’s a wide range of practices, policies, programs and outreach that will help
employees with disabilities feel more welcomed and allow them to succeed at your
company. These steps will send a message to prospective employees and the
general public alike that you’re an employer who truly values inclusion.
Implement these as you’re able.
Make inclusivity who you are – Incorporate your commitment to inclusion of individuals with disabilities in your mission statement,
descriptions, policies and procedures.
Advertise your inclusivity – Highlight your inclusive image in community outreach materials, including information about available
accommodations
Disability-friendly branding – Include images of people with disabilities in advertisements, collateral materials and external
communications
In-house culture of awareness – Train all employees (including recruiters and interviewers) about disability awareness, people-first
language, and inclusive behavior.
Mentors matter – Incorporate disability into internship and job shadowing programs. Establish a mentor program for your employees
with disabilities.
Make reasonable accommodations the rule – Develop an accommodation policy and process for employees with disabilities
Inclusive hiring sources – Keep a resource list of targeted job fairs, career sites and other disability-friendly hiring sources
Define diversity – Specifically include the term “disability” in diversity and inclusion materials
Alternative formats – Adapt recruiting materials for use in alternative formats, e.g., braille, large print, electronic
Accessible technology – Make sure your IT department is knowledgeable about the latest accessible technology for employees
Inclusive supply chain – Identify and partner with suppliers with inclusive hiring practices
Disability friendly facilities – Ensure your physical plant, inside and outside, is accessible to all individuals – parking, entrances,
doorways, hallways, restrooms, meeting spaces and lighting.
Look for opportunities to promote qualified employees with disabilities.
Network with and learn from other businesses about they are creating an inclusive workforce.
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Tell Your Employer
SUCCESS STORIES
John Dunleavy interned at the
TD Garden through a program
at Winchester High School
where he was a student.
He left such an impression
that he was immediately
hired upon graduation.
“As soon as John walks
into the building, everyone’s
mood instantly changes.”
Bob Sweeney, Executive Director
of the Boston Bruins foundation
and former Bruin
On paper, Melissa Reilly
handles database entry, record
maintenance for constituent
services and other administrative
tasks as an aide in Senator
Jamie Eldridge’s office at the
Massachusetts State House. But
that’s only the tip of the iceberg.
Philip Donahue was 16 years old
when he got his first job bagging
groceries at Market Basket. Now,
Phil has made himself as much of
an institution at the Tewksbury
Market Basket as the grocery
chain itself.
“Not only does she take the job
very seriously…but she’s really
there to help anyone.”
“A lot of people just come
to the grocery store to get
groceries, but Phil makes
it more of an experience.”
Senator Jamie Eldridge,
Gary Sessa, manager at the
Massachusetts
Tewksbury Market Basket
Go to yournextstar.com to watch these
success story videos and to tell your own story.
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FREQUENTLY ASKED QUESTIONS
What is Down syndrome?
Down syndrome occurs when some or all of a person’s cells have an extra full or partial copy of chromosome 21. This additional genetic
material alters the course of development and causes the characteristics associated with Down syndrome. It is the most frequently
occurring chromosomal condition, occurring in about 1 in every 800 births. More than 250,000 people in the United States – of every
race and economic level – have Down syndrome. Today, people with Down syndrome attend school, work, participate in decisions that
affect them, and contribute to society in many wonderful ways. Quality educational programs, a stimulating home environment, good
health care, and positive support from family, friends and the community enable people with Down syndrome to participate fully in all
aspects of their community. Life expectancy has changed dramatically in the last few decades from 25 years of age to 60 or beyond
today.
What is People First Language?
Words matter, and their impacts can be empowering or disempowering. People First Language helps ensure our words empower by
putting the person, not his or his disability, first. In its simplest form, it means saying “a person with Down syndrome” instead of “a
Down syndrome person.” It also means never using the r-word and other terms that hurt whether directed at someone with a disability
or not.
Does it make business sense to hire someone with Down syndrome?
People with disabilities have historically faced enormous hurdles to getting a job. But the facts show that businesses can actually boost
their competitive edge by making people with disabilities an integral part of their workforce and their customer base.
How many hours can someone with Down syndrome work?
Each person with Down syndrome is unique and has his or her own personality, skills, physical strength and ability to stay on task.
An employee with Down syndrome may need a part-time schedule or they may be able to work full time. A Regional Employment
Collaborative liaison in your region can help you find a qualified candidate who meets your needs.
What kind of accommodations can I expect?
Most workers with disabilities do not need any special equipment or accommodations. Of those who do, nearly half of accommodations
cost nothing. 45% of accommodations have a one-time cost, typically around $500, but accessibility costs for workers with disabilities
are almost always covered by federal tax incentives.
For a complete list of FAQs and links to additional resources,
go to www.yournextstar.com/faq
Four Ways to
Take Action!
Help a Friend
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Tell Your Employer
DOES IT MAKE BUSINESS SENSE TO HIRE SOMEONE WITH DOWN SYNDROME?
People with disabilities have historically faced enormous hurdles to getting a job.
But the facts show that businesses can actually boost their competitive edge by making
people with disabilities an integral part of their workforce and their customer base.
Job Performance – Studies show that with the right job and supports, employees with disabilities have
equivalent job performance ratings as employees without disabilities.
Longevity and Stability – Employees with Down syndrome are typically more loyal and reliable and have less
turnover than their non-disabled peers.
Expanding Market Share – One third of American families include someone with a disability. This represents an
expanding customer base who want to support companies with inclusive hiring.
Boost Morale – We’ve heard it a thousand times – People with Down syndrome add life to their workplaces.
Co-workers and management report a higher level of team job satisfaction.
Untapped Talent Pool – By considering individuals with Down syndrome, your pool of skilled, qualified
candidates just got bigger.
Diversity – More diversity means more strength and that your company won’t be left behind by the
competition.
Public Relations – More than ever, public image is critical these days. Your customers and followers will
remember your inclusive hiring practices for a long time to come.
Creative Thinking – When necessary, job accommodations are usually cheap and easy, and they tend to foster
creative thinking for your team that has long-term benefits.
Four Ways to
Take Action!
Help a Friend
Make a Hire
Petition Government
www.yournextstar.com
Tell Your Employer