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Randy Snodgrass
Employment First Specialist
Springfield Regional Office
 417-895-7531

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Randy Snodgrass
Employment First Specialist
Springfield Regional Office
 417-895-7531

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Our Mission is changing lives through the power of work!

Our Vision is a community where each individual has the opportunity to learn, work, and achieve their greatest potential.

MERS Goodwill, annually serving more than 60,000 individuals, is a non-profit agency operating in 62 career centers throughout 89 counties in the bi-state area of Missouri and Southern Illinois. Revenues from our 44 stores and the auto donations program assist with funding MERS Goodwill job training and employment services. MERS Goodwill is a proud member of the United Way and is rated 3 stars by Charity Navigator.

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Best Charity to Donate to in St. Louis | Donate Car | Mers Goodwill

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Our Vision is a community where each individual has the opportunity to learn, work, and achieve their greatest potential. MERS Goodwill, annually serving more than 60,000 individuals, is a non-profit agency operating in 62 career centers throughout 89 counties in the bi-state area of Missouri and Southern Illinois.

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Employment

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Employment Services | Preferred Family Healthcare

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Preferred Employment Services helps individuals in Arkansas, Missouri, and Kansas as they seek employment.

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The Office of International Services provides resources and support for international students and faculty at Missouri State University.

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Work Opportunity Tax Credit

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Work Opportunity Tax Credit, Employment & Training Administration (ETA) - U.S. Department of Labor

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Jennifer Kincaid
Missouri Vocational Rehabilitation 

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Jennifer Kincaid
Missouri Vocational Rehabilitation 

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Business Specialist III
Internal Communication Lead
417-895-5731

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Search for up-to-date data on all Missouri School Districts.

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Workforce Development | Springfield, MO - Official Website

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This portion of the site is dedicated to the Ozark Region Missouri Career Center.

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Attention former Noranda workers, if you are interested in an on-the-job training opportunity, please file your Trade Act claim with the Division of Employment Security. You can file through UInteract or by calling a Regional Claims Center. For more information, please contact a Trade Representative at your nearest Missouri Job Center.

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German, a student in Fort Worth, Texas, didn't really think about saving money for the future. Then, he participated in the FutureSmart Digital course at his middle school.

"I used to spend money every chance I got," German said, "but now I've realized that you have to earn money and save it up for things that you really want - like college and retirement."

In Denver, Colorado, local financial advisor Rico Nelson accompanied a group of middle school students for a tour of the state capitol and visit with the deputy treasurer. At the end, Nelson, on behalf of the MassMutual Foundation, awarded a $1,000 529 College Scholarship to FutureSmart student, Daisy. She is using the money to start a college fund - a dream that seemed nearly impossible before participating in the course.

German and Daisy are just two of the two million students who will be impacted by FutureSmart Digital, the MassMutual Foundation's financial education initiative, by 2020.

Just two years after the launch of FutureSmart Digital, the cutting-edge, online educational program has already reached more than 700,000 students across America.

Why the investment in digital financial education?

For nearly half of all Americans, the next major emergency could mean financial ruin. Research has found that 18 percent of American households spent more than their annual income in 2016. ¹ These realities are one of the many reasons why MassMutual committed to improving economic opportunities in the communities it serves. MassMutual believes that financial education is key and that informed citizens make smart financial decisions for their future.

The MassMutual Foundation decided to tackle the problem from the ground up by supporting smart spending and savings habits early in life. By the time students reach middle school, they have already developed the capacity to understand complex economic concepts. Yet the majority of today's school children are not receiving the personal finance education they need to navigate the modern financial world.

"When you present the concept of money to young people, it's no longer paper and coins," said Dennis Duquette, president of the MassMutual Foundation. "We want to get in at the middle school level, in the years when developing good saving and spending habits help them gain financial control later in life." Duquette noted, "FutureSmart Digital allows us to bring these concepts to life."

The MassMutual Foundation is confident that financial education is the key to reversing some of the chilling trends in financial literacy, capacity, and wealth distribution. Its partnership with EVERFI, a cutting-edge, education-technology company, has allowed the foundation to work with school districts in every corner of America. From Boston to Phoenix, from New Haven to New Orleans, the MassMutual Foundation is proud that the FutureSmart Digital curriculum was implemented in over 4,450 schools in the 2016-17 year.

The work isn't done. Reaching two million students across America is no small goal and the MassMutual Foundation is thrilled to be on track to meet our halfway mark of one million students reached this academic year. It won't rest until every corner of America is FutureSmart.
More from MassMutual... Financial literacy Money and kids: Teaching by ages
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1 FINRA Investor Education Foundation, "Financial Capability in the United States 2016," July, 2016.

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German, a student in Fort Worth, Texas, didn't really think about saving money for the future. Then, he participated in the FutureSmart Digital course at his middle school. "I used to spend money every chance I got," German said, "but now I've realized that you have to earn money and save it up for things that you really want - like college and retirement."

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Jamie you did an amazing job!!

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You can turn to MassMutual for a variety of insurance protection products and financial needs.

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Autism Support Group of Southwest Missouri

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Autism Support Group of Southwest Missouri, Vector. 3,766 likes · 1,833 talking about this · 10 were here. An Awe-tism support page focusing on the positive side of life with a diagnosis of autism!...

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M.O.C.H.A (Moms of Children who Have Autism)

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M.O.C.H.A (Moms of Children who Have Autism) has 682 members. A place where we can organize moms' night out, and play dates for our children. A place to...

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ASL courses are offered at MSU, OTC and Preferred Family Health

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Xbox One Accessibility | Accessible Gaming | Xbox

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Xbox & Microsoft are working to bring gaming to everyone, everywhere. Xbox One now provides accessible gaming services, apps, controller settings, and features.

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Ozarks Inclusion Partnership. 269 likes · 75 talking about this. Inclusive events in the Springfield/Greene County area.

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Home - Southwest Center for Independent Living

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Choices and empowerment for people with disabilities

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Employment Solutions

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Employment Solutions - The Arc of the Ozarks | Springfield, MO

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Knowing that everyone requires something different, our team creates individualized plans that are unique to each person in the program. Working with an Employment Specialist, the individual will establish personal goals they'd like to achieve while working in their job. When those goals are accomplished, new goals are created.

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Community Liaison

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Review our schedule for the ABILITIES FIRST board meetings and executive commitee meetings which are all OPEN to the public.

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Search for up-to-date data on all Missouri School Districts.

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The purpose of the AgrAbility Project is to help increase the likelihood that farmers, ranchers, farm workers, and farm family members who are limited by any type of disability or chronic health condition employed in production agriculture or agriculture-related occupations become more successful.

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FSD - Rehabilitation Services For the Blind | Missouri Department of Social Services

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Nathan Mort, a 37-year-old with autism, is part of a wave of disabled Americans joining or returning to the U.S. labor force thanks to robust hiring, breaking a long-running trend that pushed millions to the sidelines of work.

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The man at the helm of the world's largest investment company raised eyebrows on Tuesday with a letter to the CEOs of the biggest public companies on the globe: Be good with your business decisions, or else.

Larry Fink, the founder and chief executive of investment firm BlackRock, penned a letter to the CEOs of the companies in which his more than $6 trillion firm invests encouraging them to consider the societal implications of their business decisions and to focus on their long-term plans. "Indeed, the public expectations of your company has never been greater," he wrote, continuing:

Society is demanding that companies, both public and private, serve a social purpose. To prosper over time, every company must not only deliver financial performance, but also show how it makes a positive contribution to society. Companies must benefit all of their stakeholders, including shareholders, employees, customers, and the communities in which they operate.

The New York Times's Andrew Ross Sorkin, who first reported on the letter, wrote that it is "likely to cause a firestorm in the corner offices of companies everywhere and a debate over societal responsibility that stretches from Wall Street to Washington."

Exactly what BlackRock will be looking for when it comes to "social purpose" or "benefit" for all stakeholders, or what it will do about investing in companies that aren't living up to those standards, isn't yet clear from the letter.

But people are paying attention because the company controls an enormous amount of investment - according to Bloomberg, one of every three dollars investors send to fund companies in America. So even given those uncertainties, the fact that BlackRock would be so outspoken has garnered quite a bit of buzz and attention.

BlackRock manages an enormous amount of money

BlackRock is the largest investment management company in the world. The company, founded in 1988 by Fink and seven others, sells a variety of investment products, including mutual funds, exchange-traded funds, and 401(k) plans, and per its most recent quarterly regulatory filing has about $6.3 trillion in assets under management.

Like competitors Vanguard and State Street Global Advisors, the bulk of BlackRock's investment is in passive funds that track indexes such as the S&P 500. Such funds are increasingly the default investing option for individual investors and big pension funds and own consistently growing chunks of many publicly traded large companies. In other words, BlackRock is a major power broker.

As Sorkin notes, BlackRock and companies like it have traditionally been passive investors, doing little to pressure the leaders of the companies in which they're invested.

Activist investors, by contrast - people like Bill Ackman, Carl Icahn, and Paul Singer - seek to hold companies accountable by launching activist campaigns for change or, sometimes, selling their shares. Activists say they are looking out for shareholders by addressing lackadaisical management and pushing companies to innovate and change - they propose maneuvers such as breakups and share buybacks and often seek to get representation on boards of directors. Detractors say that activist investors encourage short-termism and prioritize making a quick buck over looking out for the companies in the long-term.

Fink has historically been critical of activist investors but has begun to soften his stance. "The role of activists is getting larger, not smaller," he said at a conference hosted by Reuters in November, adding, "in many cases their role is a good one."

BlackRock has urgedoil giant Exxon to be more open about the effects of climate change on its business and criticized its board members' lack of engagement with shareholders. It has also supported some activist investors in their campaigns, including Nelson Peltz at Procter & Gamble and Ackman at ADP.

In his Tuesday letter, Fink notes that in its passive investments, BlackRock has less ability to push for change beyond engaging with companies and shareholder votes at annual meetings.

But he also makes a point to say that BlackRock also manages $1.7 trillion in active funds and "can choose to sell the securities of a company if we are doubtful about its strategic direction or long-term growth."

When someone who controls as much money as Fink does speaks, Wall Street tends to listen

Beyond active investments, Fink seems to indicate BlackRock will be taking a more proactive role in casting proxy votes at annual meetings, where shareholders can vote on a wide range of issues, including executive compensation, sustainability efforts, and directorships. BlackRock hasn't traditionally wielded its voting power very forcefully, although in recent years that's begun to change.

"The time has come for a new model of shareholder engagement - one that strengthens and deepens communication between shareholders and the companies that they own," Fink writes, arguing that if engagement is to be meaningful and productive, it "needs to be a year-round conversation about improving long-term value."

There are signals that beyond BlackRock that times could be changing when it comes to shareholders holding corporations accountable.

A majority of shareholders in Exxon and Occidental Petroleum, for example, recently voted in favor of the companies assessing the impact of climate change on their businesses. More broadly, socially responsible investing has been on the rise and, along with it, more attention from shareholders on how what companies do might affect the world around them.

It's not clear what exactly BlackRock is looking for - or what they'll do if they don't find it

Fink makes some reference to where he believes companies should be focusing in their long-term strategies - items such as wage growth, automation, and climate change - but exactly what he is looking for, or what BlackRock intends to do about it, is largely unclear. He also doesn't downplay the importance of profits but instead seems to imply money-making and acting with a responsibility to society are intertwined.

The letter could be read as a threat not to invest in companies that behave badly, especially given Fink's point that BlackRock has $1.7 trillion in active investments. But it's also not clear how Fink defines good and bad behavior, and he does not overtly outline what the consequences may be.

"For the world's largest investor to say it aloud - and declare that he plans to hold companies accountable - is a bracing example of the evolution of corporate America," Sorkin writes, noting that BlackRock is adding staff to hold companies accountable.

Some investors haven't been so receptive of Fink's message. Sam Zell, a billionaire investor who founded investment firm Equity Group Investments, in an appearance on CNBC on Tuesday said Fink is "extraordinarily hypocritical" in pushing social responsibility. "Either they're a passive fund that follows the market or they're a leader that's setting the tone," he said, arguing that BlackRock can't have it both ways. "I didn't know Larry Fink had been made God."

Ultimately, the impact of Fink's letter and BlackRock's supposed shift in thinking won't be about words in a letter to CEOs - it will be about the firm's actions.

"I appreciated today's letter, particularly the encouragement not to 'succumb to short-term pressures to distribute earnings,'" said Rosanna Landis Weaver, program manager at shareholder advocacy group As You Sow, which promotes environmental and social corporate responsibility, in an email, adding that she took his words to be a reference to stock buybacks and dividends - measures often designed to placate shareholders without boosting the long-term value of a company.

But, she said, the larger issue in her view is executive compensation and how much corporate executives are paid. "BlackRock has a poor record on voting on exorbitant compensation plans, we hope that will change," she said. "I have no reason to doubt Fink's sincerity, but the 'proof is in the pudding,' and the only view we have of the pudding is the voting."

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The world's largest investment firm wants corporations to "serve a social purpose"

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The man at the helm of the world's largest investment company raised eyebrows on Tuesday with a letter to the CEOs of the biggest public companies on the globe: Be good with your business decisions, or else.

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Laurence Fink, CEO of the investment firm BlackRock, is telling other CEOs they need to do more than just deliver profits. In a letter published by The New York Times, Fink says companies must show how they are making positive contributions to society.

ARI SHAPIRO, HOST:

A lot of CEOs at big corporations received a letter today. It was from Larry Fink, the chairman and CEO of BlackRock, the world's largest investment management firm, which means those CEOs probably paid attention. The letter calls on CEOs to curb their appetite for short-term profits and focus more on long-term growth and making a positive contribution to society. NPR's John Ydstie joins us now in the studio to talk about Fink's letter. Hey, John.

JOHN YDSTIE, BYLINE: Hi, Ari.

SHAPIRO: This is not the first time corporations have heard this kind of social responsibility message. Why is this particular letter getting so much attention?

YDSTIE: Well, I think the main reason is that BlackRock is big - very big. It has close to $6 trillion under management. That's a sum equal to the annual output of the British and German economies combined. So if BlackRock begins to focus its investments on more socially responsible companies, it could have a big impact.

SHAPIRO: Did Fink explain in this letter what he means by social responsibility or making a positive contribution to society?

YDSTIE: Well, what he said was that many governments are failing to prepare for the future on issues ranging from retirement and automation and worker training, so society is now turning to the private sector, to companies to respond to these challenges. And he notes that a big part of the polarization we see in the U.S. and around the world today comes from a lack of job and retirement security, especially for workers who don't have much education.

SHAPIRO: Is this the job of corporations? I've long heard people say that the primary job of private companies should be to make money for shareholders.

YDSTIE: You're right. Nobel Prize-winning economist Milton Friedman, one of the great champions of free markets, promoted that view. He said companies don't have social responsibilities; only people do. But I talked to Professor Tim Hubbard at Notre Dame's Mendoza College of Business about that today, and he says ignoring social responsibility can actually hurt a company's profits.

TIM HUBBARD: Common sense says, you know, if you have fewer workplace accidents, it's cheaper to prevent accidents than it is to have them happen. You know, so oil spills and product recalls and all of these things become quite expensive.

SHAPIRO: He seems to be saying that social responsibility can actually improve the bottom line.

YDSTIE: Right. But Hubbard says it requires companies and boards of directors to take a long-run approach, and that's the point of Fink's letter, too. He says firms have to understand that not responding to long-term trends like slow wage growth and climate change can negatively affect a company's potential growth.

SHAPIRO: Do you think we are actually going to see BlackRock stop investing in companies that are not socially responsible or companies change their policies because of this letter?

YDSTIE: Well, I think the response will be mixed, but Hubbard believes it will move the needle in the direction of more corporate social initiatives. But he does have one cautionary warning from a study he did for CEOs who decide to push social responsibility.

HUBBARD: The study showed that if firms and CEOs choose to invest in corporate social responsibility and then perform poorly, they are much more likely to be dismissed.

YDSTIE: And in fact, Ari, CEOs who invest in social responsibility programs are 84 percent more likely to be fired if the corporation performs poorly even if it wasn't that strategy that caused the poor performance.

SHAPIRO: Does that mean a company doing badly with a CEO that is not pushing social responsibility will keep the underperforming CEO?

YDSTIE: (Laughter) Yes. So with that in mind, both Fink and Hubbard say it's important for boards of directors and CEOs to make sure they agree on these initiatives as a long-term strategy for their companies.

SHAPIRO: That's NPR's John Ydstie. Thanks a lot, John.

YDSTIE: You're welcome.

Copyright © 2018 NPR. All rights reserved. Visit our website terms of use and permissions pages at www.npr.org for further information.

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BlackRock CEO Says Companies Need To Do More Than Deliver Profits

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Laurence Fink, CEO of the investment firm BlackRock, is telling other CEOs they need to do more than just deliver profits. In a letter published by The New York Times, Fink says companies must show how they are making positive contributions to society.

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NEW YORK; Oct. 29, 2018 - Companies that embrace best practices for employing and supporting more persons with disabilities in their workforces have outperformed their peers, according to a new research report from Accenture (NYSE: ACN) in partnership with Disability:IN and the American Association of People with Disabilities (AAPD).

The report, entitled " Getting to Equal: The Disability Inclusion Advantage," analyzed the disability practices and financial performance of the 140 companies participating in the Disability Equality Index (DEI) - a benchmarking tool that gives U.S. businesses an objective score on their disability inclusion policies and practices - over the past four years.

The 45 companies that Accenture identified as standing out for their leadership in areas specific to disability employment and inclusion had, on average over the four-year period, 28 percent higher revenue, double the net income and 30 percent higher economic profit margins than the other companies in the DEI. Accenture analysis also revealed that U.S. GDP could get a boost of up to US$25 billion if more persons with disabilities joined the labor force.

Persons with disabilities continue to be underrepresented in corporate America. Despite the strength of the U.S. labor market, only 29 percent of Americans of working age (16-64) with disabilities were employed as of July 2018, compared with 75 percent of those without a disability, according to the Bureau of Labor Statistics. This results in an untapped talent pool of 10.7 million people. Additionally, the unemployment rate in 2017 for persons with a disability was more than twice that for those without a disability - 9.2 versus 4.2 percent.

"Persons with disabilities present business and industry with unique opportunities in labor-force diversity and corporate culture, and they're a large consumer market eager to know which businesses authentically support their goals and dreams," said Ted Kennedy, Jr., disability rights attorney, Connecticut state senator and chairman of the AAPD board. "Leading companies are accelerating disability inclusion as the next frontier of corporate social responsibility and mission-driven investing."

While previous research has shown that employees with disabilities offer substantial business benefits - including increased innovation, improved productivity and a better work environment - the new research reveals that best-in-class companies participating in the DEI have also performed better financially. For example, the research shows that the 45 leading companies were twice as likely to have higher total shareholder returns than those of their peer group. Furthermore, companies that have improved their inclusion of persons with disabilities over time were four times more likely than others to have total shareholder returns that outperformed those of their peer group.

"This groundbreaking research indicates that it pays to be inclusive: When companies create an inclusive culture for persons with disabilities, everyone benefits," said Chad Jerdee, Accenture's general counsel & chief compliance officer. "This research is the first to correlate an inclusive workplace for persons with disabilities with financial performance. By making companies aware of the potential gains and sharing success stories, we can get more persons with disabilities into the workforce, where they can thrive."

The study reveals four key actions that organizations can take to attract, hire, retain and advance diverse talent:

1. Employ: Organizations must ensure that persons with disabilities are represented in their workplace. Beyond hiring, employers should implement practices that encourage and progress persons with disabilities.

2. Enable: Leaders must provide employees with disabilities with accessible tools and technology and/or a formal accommodations program.

3. Engage: To foster an inclusive culture, organizations must generate awareness-building - through recruitment efforts, disability education programs and grassroots-led efforts (for example, an employee resource group).

4. Empower: Organizations must create empowering environments for employees with disabilities through mentoring and coaching initiatives, as well as through skilling/re-skilling programs, to ensure that they continue to advance and thrive.

"The Disability Equality Index is the most trusted benchmarking tool for businesses to evaluate their approach to including persons with disabilities across the enterprise," said Jill Houghton, president and CEO of Disability:IN. "This research further validates that companies leveraging the DEI have also achieved significant performance improvements. It's time for more companies to use this tool to their advantage."
To learn more about Inclusion & Diversity at Accenture, visit accenture.com/diversity.

About the Research
Research for the " Getting to Equal: The Disability Inclusion Advantage" report is based on an analysis of 140 respondents to The Disability Equality Index (see below) between 2015 and 2018. Accenture developed a scoring system to identify companies that stood out for their leadership in areas specific to disability employment and inclusion. Accenture also analyzed two measures of financial performance for all 140 companies: profitability (revenues and net income) and value creation (economic profit margin).

The Disability Equality Index (DEI) is an annual, transparent benchmarking tool conducted by Disability:IN that gives U.S. businesses an objective score on their disability inclusion policies and practices. It measures and weighs a wide range of criteria across key best practice categories: culture and leadership; community engagement and support services; employment practices; enterprise-wide access; and supplier diversity (currently unweighted, and therefore not included in this analysis). Companies participating in the DEI are typically large, with revenues of the total sample averaging US$43 billion.

About Accenture
Accenture is a leading global professional services company, providing a broad range of services and solutions in strategy, consulting, digital, technology and operations. Combining unmatched experience and specialized skills across more than 40 industries and all business functions - underpinned by the world's largest delivery network - Accenture works at the intersection of business and technology to help clients improve their performance and create sustainable value for their stakeholders. With 459,000 people serving clients in more than 120 countries, Accenture drives innovation to improve the way the world works and lives. Visit us at www.accenture.com.

Contacts:

Sam Hyland
Accenture
+1 917 452 5184
samuel.hyland@accenture.com

John Connolly
Accenture
+1 917 452 0837
john.a.connolly@accenture.com

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Companies Leading in Disability Inclusion Have Outperformed Peers, Accenture Research Finds | Accenture Newsroom

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NEW YORK; Oct. 29, 2018 - Companies that embrace best practices for employing and supporting more persons with disabilities in their workforces have outperformed their peers, according to a new research report from Accenture (NYSE: ACN) in partnership with Disability:IN and the American Association of People with Disabilities (AAPD).

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Buddies Needed

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Learn more about JustServe or how your organization might benefit by partnering with us. We will invite the nearest JustServe volunteer specialist to contact you.

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Stars for Autism. 1.1K likes. Stars for Autism will work to network, collaborate, and support efforts, training, awareness, and respect, and service for individuals and families with ASD.

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Alamo For All | Program | Alamo Drafthouse Cinema

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Workshop Agenda

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Small Business Disability Tax Access Credit

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Small Business Disability Tax Access Credit

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Tax Benefits for Businesses Who Have Employees with Disabilities | Internal Revenue Service

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Businesses accommodating people with disabilities may qualify for some of the following tax credits and deductions. More detailed information may be found in the IRS publications referenced.

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AbleData | Tools & Technologies to Enhance Life

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Welcome to AbleData! We are the premier database for unbiased, comprehensive information on products, solutions and resources to improve productivity and ease life's tasks.

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If you are a person with a disability and you're looking for a job, you'll find plenty of trustworthy resources to help you in your search. This page also has lots of credible information about public policy, employer compliance, and issues facing disabled individuals in the workforce. Find links to advocacy groups, government agencies, and informative articles. There are also plenty of helpful tools for families, employers, and caregivers.

Government Pages

The following section contains official government pages dealing with disability issues and policy. Keep up on recent legislation, learn more about your rights, and get solid information about employment in the United States. You can also find out about benefits and programs that you may qualify for.

Disability Employment Policy Page - The U.S. Department of Labor's Office of Disability Employment Policy (ODEP) was formed in 2001 with the express purpose of initiating policy changes that help to integrate disabled citizens into the workforce at every level. Visit thier site to learn about these policies and how they play out in the real world.

US General Services Administration - This is a great page to visit frequently for all kinds of updates on public policy, information about compliance and accessibility, and job placement. You can also find useful links and contacts.

Disability.gov - This page is an incredibly valuable resource for individuals with disabilities, as well as their families, employers, and caregivers. Find out how to apply for benefits like health care and accessible housing. You can also connect with other organizations for additional support and resources.

Guide to Disability Rights Laws - Use this page to look through laws, acts, and policies that affect people who are disabled. Find out who to contact if you have experienced discrimination or need assistance.

Job Search Sites and Pages

If you're currently looking for a job, make sure to check out these sites. Each one offers opportunities to connect with potential employers through job boards and recruiting pages. Many also offer additional resources and tools, including aptitude tests and free training opportunities.

Disability.Jobs - On this site, you can look for jobs among companies with a focus on recruiting people with disabilities in the workforce. Search by company, or enter your location and the type of job you are looking for.

Hire Disability Solutions - Search for jobs, post your resume, and learn about starting your own business on this site. There's also lots of great information on things like assistive technology, and they offer consulting sessions for employers and vocational trainers.

GettingHired - GettingHired exists to connect people who have disabilities with great job opportunities. On the site, you can search through thousands of open positions, take a career assessment test, and even take a free job interview training course.

Disability Employment Selective Placement Program - Use this page to find a Selective Placement Program Coordinator in your area. This person works with local agencies to recruit, hire, and accommodate disabled people.

Helpful Publications

These articles and pages dive into particular issues that can affect people who live with a disability. From an articles dispelling myths and stereotypes to a straighforward post about deciding whether to mention a disability on your resume, you'll find some helpful insights here. You can also learn more about discrimination policies, and how to take action if you are a victim of unfair treatment at work or during the hiring process.

Myths and Facts About People With Disabilities - This article addresses some of the most common misconceptions about disabled people and about the Americans With Disabilities Act. This is a great read to share with employers and others who may be operating under untrue assumptions when it comes to hiring and working with people who have a disability.

Disability Discrimination - If you or someone you know is experiencing discrimination in the workplace, use this guide to help you sort out the finer points like what constitutes discrimination and what you can do about it.

The Benefits of Disability in the Workplace - This Forbes article is written by an entrepreneur who started a local staffing service that focuses on employing people who are disabled. In it, she discusses the value businesses can realize by hiring disabled people, and dispels many of the myths associated with workplace accommodations.

Should You Disclose a Disability on Your Resume? - This article, from Monster.com, discusses whether you should inform potential employers of a disability on applications and resumes. There are some great comments from experts on how to approach this issue, including some advice for alleviating concerns job recruiters may have.

Resources for Employers

These sites and pages focus on providing help for employers seeking to diversify their workforce. Find help with policy compliance, accessibility issues, and staff training. You can even sign up for consultations, workshops, and seminars for your managers and other staff.

PEAT - PEAT, or the Partnership on Employment & Accessible Technology, works to help companies make their technologies more accessible.

Hire Potential - This company helps government contractors with inclusion of disabled employees, as well as with compliance to laws and policies. Job-seekers can search for open positions on the site, and access other helpful resources.

National Organization on Disability - The NOD provides countless resources for businesses and corporations seeking to advance opportunities for disabled people in the workforce. Their research has led to great advancements in corporate culture and practice. This non-profit organization offers workshops, consultations, and many more helpful tools.

ADA National Network - Learn more about the Americans with Disabilities Act and how to ensure that your place of work is compliant. Business leaders can look here for guidance and training to foster inclusion and to make their companies more welcoming and accommodating.

Advocacy Groups and Additional Resources

Last but not least, these sites provide more incredibly valuable tools and resources for disabled individuals as well as their families, caregivers, and employers. Get more career placement help, delve deeper into non-discrimination laws and practices, and get access to skills training and career development programs.

AAPD - The American Association for People with Disabilities works to foster economic equality for people who are disabled by supporting important initiatives and providing numerous resources for individuals and organizations.

Job Accommodation Network - The Job Accommodation Network (JAN) offers free career resources for individuals with physical or intellectual disabilities.

LEAD - LEAD stands for Leadership for the Employment and Economic Advancement of People with Disabilities. Visit their site to learn about policies and laws that affect disabled individuals in the workforce.

Viscardi Employment Placement Services - Through the Viscardi Center's placement services, you can participate in vocational training, business skill development, and school-to-work transition programs.

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Career Resources for Americans with Disabilities - JobHero

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If you are a person with a disability and you're looking for a job, you'll find plenty of trustworthy resources to help you in your search. This page also has lots of credible information about public policy, employer compliance, and issues facing disabled individuals in the workforce.

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Angie Perryman
Family Advocate
417-874-1982

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Serving Individuals with Disabilities Since 1964

Since The Arc of the Ozarks' beginning in 1964 the overall goal has been to bring about a significant change in attitude towards individuals with developmental disabilities. Operating as a nonprofit organization, we strive to hear the needs of individuals and families and explore ways to fund solutions that best meet those needs. We today serve the southwest Missouri community with a list of live, work, play and learn services including residential, employment, community integration, education and recreation, dual diagnosis services and autism services.

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Since The Arc of the Ozarks' beginning in 1964 the overall goal has been to bring about a significant change in attitude towards individuals with developmental disabilities. Operating as a nonprofit organization, we strive to hear the needs of individuals and families and explore ways to fund solutions that best meet those needs.