Introduction
“We must look into the future, determine the employment and entrepreneurial opportunities the next century presents, and position ourselves so that we can benefit from these economic opportunities.”
Tony Coelho, Chairman of the President’s Committee on Employment of People with Disabilities
The unemployment rate among individuals with disabilities remains a significant national issue, despite the passage of the Americans with Disabilities Act and record low overall unemployment rates in the United States In the past decade, the employment rate for people with disabilities has seen only a modest increase According to data from the Census Bureau’s Current Population Survey in 1995, less than one-third of the over sixteen million working-age noninstitutionalized Americans with work-related disabilities were employed, highlighting the ongoing challenges faced by this demographic in the workforce.
This study highlights the vital role of the staffing industry in enhancing competitive job opportunities for individuals with disabilities Each day, staffing agencies successfully connect millions of people to employment in the United States, facilitating their transition from unemployment to the workforce, aiding job changes, and supporting the shift from education to employment.
This study analyzes Manpower Inc., the world's largest staffing firm, which employs nearly two million people annually through its unique "reverse funnel" approach to job matching The report is divided into three parts: Part One explores the staffing industry's growth over the last twenty years, while Part Two provides an in-depth look at Manpower's assessment, training, and job placement practices, featuring ten case studies of workers with disabilities Finally, Part Three discusses the implications of these findings and highlights Manpower's initiatives aimed at improving employment opportunities for individuals with disabilities.
Background
“One critical element of our company’s success in hiring and retaining qualified workers with disabilities has been its investment in individualized worker assessments, training, and job-matching tools.”
Mitchell S Fromstein, Manpower Chairman and Chief Executive Officer
The United States allocates over $109 billion annually in support payments for individuals with disabilities, with more than three million Americans aged 16 to 64 receiving Supplemental Security Income (SSI) Alarmingly, fewer than three percent of these recipients are employed and earning more than $500 monthly, and less than one percent of those on Social Security benefits ever exit the program.
Addressing the employment challenges faced by individuals with disabilities is a critical national issue, especially as the United States grapples with a labor shortage across various industries that significantly affect the nation's economic future.
The temporary employment staffing industry connects companies with workers on an as-needed basis, experiencing significant growth over the past twenty-five years From just 165,000 placements in 1972, the number surged to over two million by 1995, highlighting an impressive annual growth rate that underscores the industry's increasing importance in the labor market.
According to a survey by Business and Legal Reports, 90% of businesses in the United States utilize staffing industry services, with over one-third planning to increase their reliance on these services The U.S Bureau of Labor Statistics projects that temporary employment opportunities will grow by over 50% between 1994 and 2005, with the wholesale, retail trades, and service industries being the largest employers of temporary workers.
Manpower Inc., founded in 1948 and based in Milwaukee, Wisconsin, is the largest staffing industry firm and a Fortune 500 company With a global presence of 2,800 offices across 48 countries, Manpower successfully places nearly two million workers into jobs each year.
Manpower’s revenues have nearly doubled since 1991, with sales of $8.9 billion for
Manpower's employment placement in the U.S consists of approximately 40% light industrial roles, 40% office positions, and 20% technical and professional assignments The company offers job opportunities across various skill levels, including secretarial, customer service, quality control, production, laboratory, software engineering, and systems analysis roles.
Manpower generates approximately 95 percent of its sales from providing supplemental temporary workers, with the remaining revenue coming from job training services for its client companies Initially focused on short-term staffing, Manpower has transformed into a comprehensive human resource support service, catering especially to the needs of smaller businesses.
Manpower serves as a comprehensive human resources solution, offering a range of services such as sole-sourcing arrangements and on-site HR staff to address supplemental staffing needs Their expertise extends to staffing special projects, conducting employee evaluations, testing, and training Additionally, Manpower develops programs to facilitate the transition of temporary workers to permanent positions and provides job skill assessments and training for permanent employees.
Manpower offers specialized training for office staff on over 300 software and hardware combinations, tailoring job training programs for larger business clients As a pioneer in the industry, Manpower was among the first global service firms to achieve ISO 9000 certification, which signifies adherence to international quality standards.
Economist Richard Belous highlights that the temporary help industry has evolved into a significant source of training and human development, increasingly recognized as a sector that cultivates skilled professionals rather than merely representing unskilled labor.
Breaking Down Barriers to Work
The Americans with Disabilities Act (ADA) had minimal impact on our business operations Since our founding, we have prioritized the abilities of individuals in the workplace, which is central to our mission and essential for generating shareholder value.
Mitchell Fromstein, Manpower Chairman and Chief Executive Officer
Manpower is committed to supporting individuals with disabilities in the same manner as those without disabilities, ensuring necessary accommodations for effective job placement The job placement process emphasizes each applicant's unique abilities, job skills, and interests, fostering an inclusive environment for all.
According to Manpower Senior Vice President Melanie Cosgrove Holmes,
Manpower asserts that every individual possesses measurable skills and aptitudes, emphasizing that there are no unskilled workers They advocate for the idea that all jobs can be analyzed into specific tasks and essential skills required for success.
Manpower employs systematic and individualized applicant assessment procedures, as highlighted by Holmes A 1997 case study by the nonprofit organization Jobs for the Future revealed that these assessments involve comprehensive interviews designed to collect detailed information about a candidate's work history, skills, and job preferences.
Applicants undergo tailored job skill assessments based on their abilities and interests In its industrial division, Manpower utilizes the Ultradex system, which comprises a series of job skill tests specifically designed for light industrial workers Ultradex evaluates essential work skills and competencies across various general job categories.
Several job skill tests comprise the Ultradex system: Inspection, Sorting and
Checking, Coordinated Rapid Movement, Tool-Related Assembly, PCB and Small
Parts assembly, aiming, and logging production tests evaluate an individual's proficiency in essential job tasks, such as identifying defects, sorting items numerically, and utilizing hand tools for precise assembly Additionally, Ultradex measures fundamental work skills, including eye-hand coordination, bi-manual dexterity, blueprint interpretation, and mathematical abilities like percentage calculations.
Manpower offers comprehensive skill assessments for office workers through its SURESKILL tests, which evaluate proficiency in essential software
Manpower's job skill tests utilize work sample assessments that incorporate real work samples to give a glimpse of essential tasks employees may encounter on the job These assessments effectively measure candidates' relevant skills and aptitudes, ensuring they are well-prepared for their roles.
Effective job placement relies on the ability to evaluate applicants' skills and interests According to Nancy Kanicki, a Manpower manager in Hartford, Connecticut, the focus is not merely on filling vacancies but on matching candidates to specific job qualifications and required skills By conducting thorough worker assessments, they ensure that applicants possess the necessary skills that employers seek.
2 Match Worker Skills to Workplace Demands
“We’re out there every day meeting with employers and listening to their needs
Without this knowledge, we could not do our job of placing people into employment.”
John Gavin, Jr., Cedar Rapids, Iowa, Manpower Manager
Manpower regularly conducts labor market surveys, providing in-depth knowledge of local markets and the economic trends Manpower staff track emerging labor market trends and related business demands
Manpower gathers essential labor market insights from employers via its service representatives, who conduct comprehensive Work Environment Service Call reports These reports evaluate customer expectations, physical work area details, work pace, dress codes, hours, breaks, safety concerns, parking, accessibility, and necessary equipment and tasks Lisa Anderson, a Manpower service representative, emphasizes, “Safety is of utmost concern to us,” highlighting the company’s commitment to ensuring that all employees work in safe and healthy environments.
The Work Environment Service Call report by Manpower assesses building accessibility and workplace accommodations for employees with disabilities at customer business sites Senior Vice President Melanie Cosgrove Holmes emphasizes the importance of evaluating the work culture and accessibility for diverse workers This comprehensive analysis helps align worker skills with workplace demands, ensuring a more inclusive environment.
Manpower effectively matches qualified workers to job opportunities by assessing customer needs and evaluating applicants' skills This innovative "reverse funnel" approach contrasts with traditional methods by allowing candidates with diverse skills to emerge, rather than narrowing down to a single individual As a result, this process opens up multiple job opportunities for workers, enhancing their chances of successful placement.
A Quality Performance program at Manpower tracks the effectiveness of job placements by gathering feedback from customer companies on employee performance, while also assessing employee job satisfaction Additionally, the program evaluates the performance of Manpower staff, the accuracy of job skill assessments, and the effectiveness of training programs, ensuring a comprehensive approach to workforce quality.
Manpower's job-matching process is a thorough system that interviews, evaluates, prepares, and assigns qualified employees to client company work sites According to Cheryl Lyons from the Washington, D.C office, "Matching the right person to the right job is the key to our business success."
“We must make sure that the person we assign to the job has the skills and characteristics that our customer demands.”
“The staffing industry will continue to devote substantial resources to assessment and job training as businesses look to staffing companies to provide skilled and experienced workers.”
Samuel Sacco, former Executive Vice President of the National Association of Temporary and Staffing Services
The staffing industry invests hundreds of millions annually in job training, with approximately $260 million allocated for formal skills training and $75 million for soft skills development Each year, staffing companies provide training to about 2.2 million individuals A key factor in Manpower's success is its commitment to research and investment in worker training, job matching, and personalized assessments CEO Fromstein emphasizes that research on individualized worker assessment, job training strategies, labor market trends, and customer demand is essential to the company's achievements.
Ten Case Studies
This section presents insights derived from comprehensive telephone and in-person interviews with applicants and employees with disabilities, as well as Manpower staff and client employers To ensure confidentiality, the names of individuals in the case studies have been altered The ten case studies showcase a diverse range of disabilities, job placements, and geographic locations, reflecting a broad spectrum of experiences.
Case 1: The Placement Facts on Shelly Tillman, Hillsboro, Oregon
Length of time from application to placement 6 days
Wage at first placement $8.00/hr.
Consecutive months in employment from first placement 24
In May 1996, Shelly Tillman applied to Manpower with a clear goal: to explore a range of job opportunities Despite losing an arm to cancer in her childhood, she believed that Manpower could provide her with the chance to experience diverse roles in the workforce.
After applying to Manpower, Shelly quickly secured a job as an administrative assistant at an insurance firm Despite receiving a permanent job offer after three months, she chose to decline it, prioritizing her need for flexibility as a mother of three Shelly believed it was more beneficial for her to continue working with Manpower, which aligned better with her personal and professional goals.
Shelly's journey in the workforce began with an assignment at a high-tech company, where she excelled in providing administrative support, leading to a permanent job offer that she gladly accepted After several months, she transitioned back to Manpower for another role as an administrative assistant Remarkably, within less than a month, her performance earned her another permanent position, which she also accepted.
At her choice, Shelly works a part-time schedule that fits her family responsibilities
“My husband and I have never used daycare for our children, which is why a part-time schedule works for me,” she said
As for her experience with Manpower, Shelly says, “They saw me for the things that
As a child eager to play softball, I faced rejection from a coach due to having only one arm, an experience that has stayed with me However, I have chosen to concentrate on my job skills and what I can achieve, rather than dwelling on limitations.
Shelly has chosen not to seek any workplace accommodations, demonstrating her strong focus on her abilities rather than her disability Moira Valenziano, a representative from Manpower, noted that Shelly's determination and resilience made it clear that securing the right permanent job for her was simply a matter of time.
In the future, Shelly and her husband aspire to own a home-based business
“Where I’m working now is wonderful; the hours fit my children’s activities It’s our dream to eventually have our own business.”
Case 2: The Placement Facts on Brett Lawson, Portland, Oregon
Length of time from application to placement 4 days
Wage at first placement $7.03/hr.
Consecutive months in employment from first placement 36
After twenty years of self-employment as the owner of a food service business, Brett Lawson was ready for a change “I was tired of supervising people,” he said
In 1995, Brett, who is visually impaired, learned about job openings for assembly work at Manpower He applied and underwent an interview with a Manpower service representative During an assembly skills assessment test, Brett demonstrated above-average job skills and work pace.
Brett received a job offer from Manpower to work as an assembler at a local factory specializing in house locks After two months, he accepted a full-time position with benefits as an Assembler II at the company.
Brett's journey with Manpower began unexpectedly, evolving from his skill development and growing interests rather than a planned temp-to-perm arrangement He holds certifications in six assembly positions, which he achieved by assembling a specific number of parts within designated time limits, as explained by Manpower Manager Linda Hammersley Utilizing various machines like drills, crunchers, and grinders, Brett's blindness has not hindered his performance at work He only requires his seeing eye dog for mobility around the factory and emphasizes the importance of attitude in overcoming misconceptions about the capabilities of blind individuals Brett believes that while many express a desire to work, true commitment is essential, and he appreciates how Manpower has facilitated his employment, making it his responsibility to maintain it.
Case 3: The Placement Facts on Jeff Tryon, Manchester, Conn
Length of time from application to placement 5 days
Wage at first placement $7.00/hr.
Consecutive months in employment from first placement 60
Manpower boasts a diverse workforce, employing individuals aged 18 to 80 from various backgrounds Among them is Jeff Tryon, who has been with Manpower for over five years Despite having multiple chances for permanent positions with client companies during his temporary assignments, Jeff has chosen to continue his journey with Manpower, finding that it aligns well with his lifestyle.
Jeff appreciates the flexibility that comes with working for Manpower, according to Manager Nancy Kanicki He takes advantage of this freedom to work as a ski instructor in New Hampshire during the ski season, allowing him to balance his passion for skiing with his professional commitments.
In 1998 Jeff took a permanent position with a local hospital in the maintenance department The job offer was the result of a temporary assignment through
Nancy expressed her surprise at Jeff accepting the job, considering he had numerous other offers She lamented losing Jeff, highlighting his value as a dedicated worker and noting that customers continue to request his services.
Jeff, who is completely deaf, effectively communicates with Manpower staff through a telephone relay system and is skilled at reading lips According to Nancy, the only job accommodation Jeff requested was for coworkers to ensure they faced him while speaking, a simple adjustment that required no financial investment from the company and allowed Jeff to perform his job successfully.
Case 4: The Placement Facts on Greg Alden, San Diego, California
Length of time from application to placement 6 days
Wage at first placement $7.50/hr.
Consecutive months in employment from first placement 13
Greg Alden, a military veteran who suffered an arm amputation due to an accident, transitioned to civilian life by pursuing higher education and earning an associate degree in micro-computers Despite his qualifications, he faced challenges in securing employment in his field, spending several months job hunting without success.
At the suggestion of a friend, Greg applied to Manpower Greg completed
Manpower's skill assessments revealed that Greg possessed outstanding computer skills, requiring no further training He reflects on his experience, stating, "I remember applying to Manpower, and they had an assignment for me the next day."
Core Findings
This report evaluates Manpower's initiatives to support individuals with disabilities in obtaining and retaining competitive employment While individual studies may not provide definitive insights into the staffing industry's impact on reducing unemployment among this demographic, five key implications have been identified.
Manpower specializes in swiftly transitioning individuals with disabilities from unemployment to employment, with an impressive ninety percent of participants in this report securing jobs within just ten days of their application.
Research shows that the costs associated with accommodating employees with disabilities are minimal In fact, both Manpower and its client companies incurred no direct expenses for the accommodations provided to the workers examined in this report.
A significant 60% of individuals in the study transitioned from unemployment to permanent positions, highlighting the effectiveness of temporary job placements Annually, over 40% of Manpower's workforce successfully moves into permanent employment as a direct outcome of these temporary roles.
Ninety percent of the individuals studied were successfully placed in industries or jobs that aligned with their interests, ensuring that their job placements matched their unique work skills.
Ninety percent of individuals studied retained employment above minimum wage, either through temporary assignments or permanent positions These findings highlight critical implications for policymakers and employers in enhancing job opportunities for qualified individuals with disabilities, aligning with the principles and objectives of the Americans with Disabilities Act (ADA).
Related Efforts by Ma n power
High School/High Tech is a successful school-to-work initiative sponsored by the President’s Committee on Employment of People with Disabilities, aimed at preparing students with disabilities for competitive careers in technology-based industries This program offers diverse learning experiences, including corporate site visits, mentoring, job shadowing, summer job training camps, and paid internships With seventeen programs across the United States, the Cedar Rapids initiative collaborates with five local school districts and over 15 business partners, including Manpower Franchise owner John Gavin emphasizes the importance of this program, stating that it taps into the underutilized workforce of individuals with disabilities, helping companies like Manpower cultivate a new generation of skilled workers.
Gavin offers his Manpower computer training facility free of charge to High School/High Tech participants, while also providing them with paid employment opportunities John Nietupski, the director of High School/High Tech in Iowa, appreciates Manpower's involvement, stating, “Manpower has helped us expand the types of meaningful work experiences that we can provide students.”
Dick Sheppard from the President’s Committee highlights that Cedar Rapids stands out as the sole High School/High Tech program in the nation collaborating with a staffing industry firm He noted, “Employers will be observing the effectiveness of the partnership in Cedar Rapids,” emphasizing that Manpower provides valuable resources for students, including job assessment, training, and future placement opportunities.
A unique partnership in Rochester, New York, is helping individuals with disabilities develop the job skills and training that they need to secure employment The
Rochester Rehabilitation Center and Manpower have completed the first year of a program that has helped more than 50 individuals with serious disabilities obtain permanent employment in the Rochester area
The Rochester Rehabilitation Center partners with Manpower to offer skills training for various job roles, including client support administrator, information coordinator, information process specialist, and service representative, as highlighted by the Manpower Training Center.
Manager Josephine Zanghi emphasizes that the job training programs at the Rochester Rehabilitation Center are tailored to meet the specific labor market needs of local employers She highlights the role of the Business Advisory Council in the development of the Client Support Administrator training program, stating, "Based on our own knowledge of the local labor market, we designed training programs for many positions."
Frances Smith of the Rochester Rehabilitation Center explains that the training program takes about eleven to fourteen weeks to complete, using Manpower’s
Skillware offers comprehensive computer training that includes a soft-skills program designed to improve interpersonal abilities essential for today's competitive job market According to Smith, this blend of hard and soft skills equips trainees with the necessary tools for successful employment.
New York’s Vocational and Educational Services for Individuals with Disabilities provides referrals and funding for the program Smith estimates that it costs between
Training a participant costs between $4,000 and $5,000, according to Zanghi He emphasizes that while Manpower focuses on delivering job-skills training, the Rochester Rehabilitation Center addresses the specific challenges that trainees encounter due to their disabilities.
Manpower’s Skillware program stands out for its flexibility, enabling trainees to learn at their own pace After a successful inaugural year, Zanghi and Smith anticipate serving up to one hundred trainees this year, fueled by a growing number of referrals to the program, as noted by Smith.
Manpower is dedicated to serving the community by offering job services to qualified workers with disabilities, demonstrating its commitment to creating inclusive employment opportunities while expanding its business.