Acadia Windows and Doors- Employment First Champion, Neill Christopher

Acadia Windows and Doors- Employment First Champion, Neill Christopher

Last month, I had the pleasure of meeting a true Maryland Employment First Champion when I visited Acadia Windows and Doors, located in Rosedale, Maryland. Acadia’s Vice President of Manufacturing, Neill Christopher, gave a personalized tour of the facility including an overview of the company’s production processes, and highlighting the partnership the company has forged with The Arc Northern Chesapeake Region (The Arc NCR). The Arc NCR provides employment supports to a number of people that have been directly hired by Acadia Windows and Doors, even though the partnership may have seemed an unlikely one in the beginning. I encourage everyone to watch the full story here

Based on his experience hiring people with disabilities, Neill is now an outspoken advocate regarding Employment First, and below he answers a few questions about what he we say to other employers or people who may have concerns about hiring a person with a disability:

Staci: What would you say to other employers that are nervous about hiring a person with a disability in the company?

Neill: It’s natural to have concerns when considering hiring individuals with differing abilities. Gather your team together and make a list of all concerns that are raised, and share these concerns with the individual or agency seeking the job placement. If possible, have someone from the agency meet with your team to discuss these concerns. You also may want to send key members of your team to visit businesses where people with differing abilities are already employed. Getting buy in from the men and women who will be working with the new employees is the most important part of the process—take your time at this critical stage.

Staci: In what ways has employing people with disabilities changed your company?

Neill: Hiring individuals with differing abilities has changed us in several ways. The most important—and the most surprising—is that it’s made us a stronger company. Big companies spend lots of time and money in team building exercises. This is team building that not just an exercise—it makes an immediate impact. As your team works to welcome their new team members, they will work together and build relationships that will affect all of their interactions, making strong bonds and positively impacting communication between team members from different parts of your operation. Additionally, it will make your company kinder as your team members grow to respect what everyone contributes to the team effort.

Staci: What would you say to family members of people with disabilities that might be concerned about loved ones seeking competitive employment?

Neill: It’s in the best interest of all parties—the family, the potential new hire, and the employer—for all who are involved to meet and discuss their concerns. If possible, a tour of the workplace will provide several opportunities. First of all, the family can meet with supervisors and maybe even the men and women who will be working with the new employees. All parties should ask questions; no questions should be left unanswered. The employer and family can learn from one another’s experiences. Involve the new hire in all of these discussions. The success of the new employee depends on a strong partnership between the employee, the support organization, the employee’s family and the employer’s team. The foundation of this partnership is communication.