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One in four of us will be diagnosed with a mental illness sometime during our lifetime. For most of us the illness will remain private and our lives will go on without any accommodation. But for others recovery may come slowly, initially seeking a level of stability where the illness becomes redefined as a mental health condition. This is where we ask you, as a potential employer, to become involved.

We are asking you to become informed, to weigh the risk and benefits to your organization, and then, if appropriate, to become involved. Frequently the initial stage of employment involves a partnership where the employer is supported as well as the employee by an agency, such as our own Northern Lakes Community Mental Health. The employment might be limited to only a few hours each week scheduled to your convenience, but yet the benefit to the employee could be life changing.

Hiring a worker with a disability is smart business

Did you know that people with disabilities have higher-than-average retention rates and company loyalty? That makes hiring a worker with a disability is both a smart employment strategy and a valuable retention strategy. You will diversify, enrich and enhance the culture of the workplace by hiring people with disabilities.

According to the United States Chamber of Commerce, this labor source provides some of the best employees that: are dependable, dedicated, hardworking, and productive; display a work ethic that has a positive effect on the morale and production of their colleagues; have solid critical thinking skills, are self-motivated, and solve problems every day.

The US Chamber or Commerce states that employers tell them that, once hired, this labor source provides some of the best employees within a corporation. They are generally dependable, dedicated, hardworking, and productive. In fact, employers report that the work ethic of disabled employees has a positive effect on the morale and production of their colleagues. Unfortunately, many employers are not aware of this pool of qualified workers. Even those who realize the potential of this labor pool do not know how to reach them and are concerned about the perceived cost and challenge of providing necessary accommodations.

The U.S. Department of education reports that these workers, who have achieved competitive employment, have consistently proven to have nearly 85 percent one-year employment retention rates. People with disabilities are eager and ready to join your workforce and stick with you.

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