During a recent webinar titled Building Disability-Friendly Careers in Manufacturing, experts discussed how strategic accommodations and modified hiring practices can help manufacturers attract and support workers with disabilities. Sabrina Zarifi, senior manager of the Manufacturing Institute's Step Ahead retention program, noted that while the industry competes fiercely for skilled talent, many hiring processes still overlook a massive pool of capable individuals.
A 2024 joint study by the Manufacturing Institute and Deloitte projects a workforce shortage of 3.8 million employees by 2033, with approximately 1.9 million jobs expected to remain unfilled. Zarifi emphasized that manufacturers are missing an opportunity to fill this gap, particularly given that more than one in four Americans lives with a disability according to the Centers for Disease Control and Prevention. Beth Sirull, CEO of the National Organization on Disability, described addressing this issue as a core business imperative rather than a side note, stating that both the economy and workers need these jobs.
Michelle Barnhart, who now serves as manager of operations workforce development at The Timken Co., shared her personal journey during the event. After an ATV accident in 2013 left her paralyzed and using a wheelchair, she advocated to return to the manufacturing floor rather than accepting an office-based customer service role. Her employer adopted a "go-and-see" mentality, allowing Barnhart to test tasks on the shop floor to determine feasibility, such as checking if her wheelchair could navigate doors and withstand the environment.
Sirull advised managers to practice "empathetic curiosity" when employees face challenges, rather than asking invasive questions about health conditions or immediately initiating performance improvement plans. This approach involves asking workers what support they need to perform their tasks, fostering psychological safety and trust within teams. Sirull noted that while these conversations are private, demonstrating this supportive management style builds confidence across the entire organization.
Barnhart highlighted that integrating these discussions into the recruiting process is equally vital. At The Timken Co., candidates with physical disabilities were successfully brought into manufacturing by including floor tours during interviews to identify potential barriers early. She called for a review of best practices ranging from job descriptions to interview processes to ensure space is created for people with all different types of disabilities.
Sources: HR Dive.