Draft Letter to Potential Employers
Dear Employer,
My son Mike is a junior at Badin High School. Mike is looking for a part time job. Mike is very reliable, loves routines and has a wonderful attitude and demeanor. Mike happens to have Down syndrome. This apparent diagnosis is the reason that Mike is reaching out to you.
Mike is looking for a job where he can interact with many people from his community. Mike doesn't desire a job where he will be stuck in a back are stocking shelves or doing cleaning etcetera. Customer service work is more appealing to Mike. Mike works better than most when give a list of tastes.
Can you envision a position at your business where Mike can be trained to succeed? Mike may have some have challenges at first but so does everyone. With his job coaching (which is paid for by the state) and a few months of free training in place you may well be very surprised by what you see from Mike.
Research shows employees with disabilities are absent less frequently than those without disabilities, are more likely to stay at their job and are less prone to work-related injuries because they tend to be more aware of safety issues than employees without disabilities. Employing people with disabilities increases a company’s diversity, which has been documented to benefit businesses in such areas as enhanced customer service and improved return on investment and sales. Finally, businesses that employ people with disabilities may qualify for a number of tax incentives, including the Disabled Access Credit, Barrier Removal Tax Deduction and Work Opportunity Tax Credit.
By fostering a culture that embraces individual differences, including disabilities, businesses profit by having a wider variety of tools to confront challenges. Our nation’s most successful companies proudly make inclusion a core value. They know that inclusion works. It works for workers, it works for employers, it works for opportunity, and it works for innovation.
My son Mike is a junior at Badin High School. Mike is looking for a part time job. Mike is very reliable, loves routines and has a wonderful attitude and demeanor. Mike happens to have Down syndrome. This apparent diagnosis is the reason that Mike is reaching out to you.
Mike is looking for a job where he can interact with many people from his community. Mike doesn't desire a job where he will be stuck in a back are stocking shelves or doing cleaning etcetera. Customer service work is more appealing to Mike. Mike works better than most when give a list of tastes.
Can you envision a position at your business where Mike can be trained to succeed? Mike may have some have challenges at first but so does everyone. With his job coaching (which is paid for by the state) and a few months of free training in place you may well be very surprised by what you see from Mike.
Research shows employees with disabilities are absent less frequently than those without disabilities, are more likely to stay at their job and are less prone to work-related injuries because they tend to be more aware of safety issues than employees without disabilities. Employing people with disabilities increases a company’s diversity, which has been documented to benefit businesses in such areas as enhanced customer service and improved return on investment and sales. Finally, businesses that employ people with disabilities may qualify for a number of tax incentives, including the Disabled Access Credit, Barrier Removal Tax Deduction and Work Opportunity Tax Credit.
By fostering a culture that embraces individual differences, including disabilities, businesses profit by having a wider variety of tools to confront challenges. Our nation’s most successful companies proudly make inclusion a core value. They know that inclusion works. It works for workers, it works for employers, it works for opportunity, and it works for innovation.
