July2017 Monthly News and Updates

Employment First- The Importance of Culture Change

There’s an old management quote from Peter Drucker that says “culture eats strategy for breakfast.” To me, that perfectly sums up what we face in Maryland related to Employment First. When changing a system or an organization, having a strategy in place is important. There has to be planning, innovation, purposeful systems change, staff development, ongoing performance evaluation and quality assurance. However, even if all of those steps are taken, if the overall culture of the system or organization does not also change, then nothing will move.

Adopting an Employment First culture means shifting our systemic, organizational and societal values. Below are just a few of the changes in mindset in which we must continue to engage. What kinds of conversations are you having at your organization about these shifts in mindset?

Old Culture / Employment First Culture
People need to proveto us that they are ready for workby spending time in day programs first. / Everyone is employable with the right supports and customization, and we hold that expectation of all working age people.
People do not need to ‘graduate’ to employment services.
People with intellectual/developmental disabilities need to be in a Day Program with other people like them. / People with disabilities have the same rights to a fully inclusive life and to spend their time in integrated, community settings taking part in community life, and all its benefits, in the same ways as people without disabilities.
We need to ‘fix’ people with disabilities. / Focus on people’s abilities, capacities and strengths and build upon them by helping the person get new and varied community experiences in order to see where a good fit would be.
We need to protect people with disabilities from any experience which may lead to harm. / All people, regardless of disability, have the right to experience the Dignity of Risk. With the right planning and supports, risks can be reduced.
We know what’s best for people and should make decisions for them. / Support all people with disabilities to live self-directed lives and to make meaningful, informed choices, even if we may disagree with them.

DDA’s FY18 Employment First Strategic Plan- Update

The Maryland Employment First State Leadership Team continues to meet monthly to move the Employment First Strategic Plan forward. The group has completed a status update on last year’s objectives and has added new action items for the coming fiscal year. The full document will be available on our Employment First web page soon. Until then, here are a few highlights ofcontinued actions and initiatives for the coming year:

  • Continue to improve communication to people, families and other stakeholders regarding Employment First initiatives
  • Increase overall engagement with employers on what Employment First means
  • Continue collaboration and partnerships with other state agencies regarding transitioning youth services in order to increase employment and post-secondary education outcomes for youth with disabilities
  • Continued discussion about transportation needs of people with disabilities throughout the state
  • Share success stories around employment, self-employment and community inclusion with all stakeholders

Leadership Institute- DDA Provider Opportunity

The DDA and The National Leadership Consortium on Developmental Disabilities at the University of Delaware are excited to announce a rare opportunity to participate in a week-long, intensive leadership development program with leaders of other DDA funded agencies to learn from each other and, from leading experts from across the country to embrace the shift to individualized, responsive supports for people with disabilities. The skills, knowledge and values developed through participation in the Maryland Leadership Institute will be essential to make quality lives and meaningful community inclusion a priority for adults with intellectual and developmental disabilities. This Leadership program is being offered to teams of leaders from DDA funded agencies November 12-17, 2017, at the Maritime Institute near BWI. We are inviting you to apply to send a team of your top 3-4 leaders (including the agency Executive Director) to take advantage of this important week- long event. For more information, including how to apply, click here.

Employment First Resources-Updated Links

Click here to go to our updated Employment First Resource page. Do you have a resource you think is worthy of sharing? Let me know at

DDA’s Organizational Transformation Series- Reminder

If you didn’t get a chance to view the first two webinars in our Organizational Transformation Series, both are availablehereon our website.

Register for the rest of the series by going to the DDA training calendar .

July 21, 2017 (10:00am-12:00pm- Webinar #3 (Using self-assessment to build action plans)

August 18, 2017 (10:00am-12:00pm- Webinar #4 (Part two of building action plans)

September 15, 2017 (location: The Meeting House, Columbia, MD) all-day in-person mentoring meeting (bring your action plans)

(Link to Deputy Secretary Simons’ memo about the transformation series here)

Employment First and Community Inclusion Stories- Diversity in the Workplace

Acadia Windows and Doors- Employment First Champion, Neill Christopher

Last month, I had the pleasure of meetingatrue MarylandEmployment First Championwhen 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 storyhere

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.

Looking for Stories

Do you have success stories or promising practices to share related to competitive, integrated employment or community integration? If so, please contact me at

Things we would like to highlight:

  1. Self-employment
  2. Use of technical assistance
  3. Creative supports and services for people with medical or personal care needs
  4. Stories about community membership
  5. Creative organizational structures, policies, trainings or service models

Want more information about Employment First?

  • Go to DDA’s Employment First Page
  • Are you on our Employment First mailing list? If not, sign uphere
  • Questions or comments email