January 6th, 2012

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Equal Treatment the Key to Lowe’s Success in Hiring People With Disabilities


Based on the story of Sarah Cacciaglia we covered in December, it’s no surprise to see Lowe’s on the National Organization for Disability (NOD) “Fine Nine” list of companies making the hiring of people with disabilities a priority. We’ve been going through the list since Tuesday, exploring the policies and practices of each company, and as the Business Management Daily story on the list points out, Lowe’s has exhibited “a long-time commitment to hiring people with disabilities and builds awareness of the company’s job opportunities for people with disabilities.”

A Google keyword search of “Lowe’s employing people with disabilities” returns about 153,000 results, starting with Lowe’s own page of social responsibility awards for the company’s dedication to hiring a diverse workforce, which includes the Pennsylvania Governor’s Award for hiring 46 workers with disabilities in Lowe’s Pittston distribution center.

Distribution centers are one of the primary places where the home improvement retailer concentrates its hiring of people of with disabilities. A hiring notice on Connecticut’s Department of Developmental Services Web page details the training program, which starts with a job coach providing hands-on training for a 90-day probationary period. If the employee is able to maintain production levels, he or she becomes a permanent employee, but with the job coach continuing in a supporting role that helps the employee “learn their positions, stay on task and handle social skills training.”

The company’s track record was the subject of study during the April 2011 U.S. Business Leadership Network’s (USBLN) Corporate Disability Employment Summit. Kathy Gurchiek covered the presentation made by Lowe’s senior vice president for distribution, Stephen Szilagyi, in an article for the Illinois Department of Human Services newsletter. Szilagyi pointed to one employee in the company Pittston Center, Chad Guerrero, who began as an employee in the shipping department but now trains other workers:

‘He’s exactly the kind of person you want on your team, but you can’t have him. He’s ours,’ Szilagyi said. It was a refrain he repeated as he told of other successful hires, including a man who exceeds productivity levels in his department despite having Down syndrome, and another with cerebral palsy who has limited use of his left hand. The only real accommodation employers have to make, Szilagyi said, is the change needed in the ‘five inches between your ears.’

Szilagyi was also interviewed for the May 2011 edition of the Distribution Center Management newsletter. The articles are only available to subscribers, but a press release on the website, DistributionGroup.com, outlines the lessons Szilagyi says Lowe’s has learned through its initiatives to hire more people with disabilities. They include being flexible with the training process while still having the same expectations for performance as other workers making the same wages, with the most critical component being finding the right community partners to identify and train workers.

Lowe’s also has a large selection of products that foster independent living for people with disabilities in its Accessible Home department. Everything from safety to mobility to communication assistance is treated with the same style and self-improvement approach as other products.


Image by bossco (Raymond Shobe), used under its Creative Commons license.

7 Responses to “Equal Treatment the Key to Lowe’s Success in Hiring People With Disabilities”

  1. This is the perfect webpage for anybody who really wants to understand this topic.
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  2. BENNY HOWARD says:

    I worked for Lowe’s for almost 10 years. In January if 2015 I had back surgery AND I have PLS (a neuromuscular disease). I knew when I left I would not be able to return to Lowe’s because of my handicap. They would NOT allow an employee to work because he had sprained his ankle and was using a cane and he was told he was not allowed to use a cane at work.

  3. Wayne Ford says:

    I am being excluded from work at Lowe’s because of a temporary disability requiring me to use a wheelchair, this is an exclusion even after doctors and workers comp, have approved me to return to work on light duty, The excuse I was given by the store manager is I am a liability,

  4. Collette Coleman says:

    My son is autistic and he has been working at Lowe’s for almost 2 years his supervisor does not treat him very well and usually almost always makes him miss his transportation I’d like to know what I could do about this situation maybe his supervisor needs more training on how to deal with people with disabilities

  5. Renee Stark says:

    I have been on disability since the year 2009 I started working at Lowe’s in 2016, where I request at the time of hire that I work daytime hours because of visibility problems in the evening driving and my condition worsens in late hours in the afternoon. Everything went fine for the first year after that everything was off the table I had to go through accommodations I did that April of 20 18 they did not respond or put into action any of the accommodations until October 2018 I’ve had to file a complaint with the human rights Department the state of Minnesota.I am still being harassed by this company regarding my accommodations.I have no other way to put it.I was told by the assistant store manager that some of my accommodations were denied, when I was never told this by the corporate HR dept. She told me to go back to the doctors for those accommodations that were suppose to last until 2020. This company should not a Government Contract, when they do not abide by the ADA laws.

  6. Judith Johnson says:

    My son is 38 and handicapped from an auto acciident in 1998 and in a wheelchair. He worked for Lowe’s in NJ for 15 years finding employment through social services and became the store greeter. Last year he was moved to hardware and has had a terrible experience. On Jan 3rd he was called in and told his services were no longer needed and he was given no prior warning, no severance, no letter of termination. He left in his wheelchair and didn’t even have anyone call the transportation service he uses. We can’t get in touch with ANYONE from human resources. DESPICABLE!!

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