Answered Essay: In 2008, Walgreens, one of the nation’s largest drugstore retailers, opened a state-of-the-art distribution

In 2008, Walgreens, one of the nation’s largest drugstore retailers, opened a state-of-the-art distribution center in Windsor, Connecticut. It is the company’s second facility designed specifically to employ people with disabilities and is patterned after a similar one that opened in 2007 in South Carolina. Managers at both facilities share a goal of having people with disabilities fill at least one-third of the available jobs.

Walgreens has developed a reputation as a company that offers meaningful jobs to people with diverse backgrounds, with equal opportunities for advancement and job mobility. Company leaders intend to open more distribution centers that employ workers with disabilities and plan to use the experience in the facilities in Connecticut and South Carolina to provide managers in other units with information that will result in the hiring of more people with disabilities.

The South Carolina distribution center has a workforce of 400, with 50 percent having a disclosed physical or cognitive disability. Yet the facility’s efficiency increased by 20 percent since its opening, after technology and process changes originally intended to accommodate workers with disabilities improved everyone’s jobs. According to one of Walgreens’ corporate executives of human resources, the experience of creating a disability-friendly environment in its distribution centers has been a transforming event for the company. Walgreens’ success in hiring people with disabilities to work at its distribution centers has influenced more than a dozen U.S. companies, including Lowe’s, Procter & Gamble, and Best Buy, to follow Walgreens’ model.

Many employers do not share or practice Walgreens’ level of long-term commitment and investment in hiring people with disabilities, but demographic trends suggest that more companies should—and ultimately will have to—as growth of the traditional labor pool slows, the workforce ages, and disability rates increase. As more business executives recognize and support the hiring and development of workers with disabilities, a chronically underemployed group, the business benefits of tapping this talent pool becomes clear.

Critical Thinking Questions

3-9. What are the tangible and intangible benefits that Walgreens receives by being a leader in hiring employees with disabilities?

3-10. Only about half of the people with disabilities who want to work are employed. What barriers do people with disabilities face in obtaining employment that are not concerns of other groups protected by the EEOC, such as minorities, women, or the aged?

Expert Answer

Walgreens is the pioneer of offering more employments for individuals with handicaps. To an ever increasing extent

appropriation focuses which allow individuals with disabilitites to get an occupation have been worked since the first in South Carolina opened in 2007 (Mejia, Balkin and Cardy, 2012). This others conscious technique has given Walgreens many advantages including substantial and impalpable ones.

Walgreen can exploit charge motivating forces for managers who enlist workers with inabilities as a substantial advantage. The assessment motivating forces incorporate Architectual Barrier Removal Tax Deduction and Work Opportunity Credit. In the Architectual Barrier Removal Tax Deduction, a most extreme of $15,000 can be deducted to expel architectual and transportation hindrance for availability of individuals with incapacities. What’s more, Work Opportunity Credit can give the businesses the mount of up to $2,400 assess credit when representatives in a “focused on gathering” are utilized (Pyrillis, 2011). On account of these duty impetuses, Walgreen can decrease the taxation rate.

Additionally, another unmistakable advantage from prompting to contract individuals with dissabilities is to decrease worker turnover and after that enhance representative maintenance. As indicated by profitability and maintenance examination by Walgreen, while there is no distinction between efficiency of typical individuals and the ones with handicaps, representatives with incapacities tend to be more faithful to their working environment than individuals without inabilities (Kaletta, 2012). By accomplishing high worker maintenance, Walgreens spares work cost for new contracting and re-preparing after a representative turnover. Furthermore, enlisting the crippled workers additionally allows Walgreen to follow the Americans with Disabilities Act so as to keep the incapacitated separation.

I imagine that there are different substantial and elusive advantages that. Walgreens gets by being a pioneer in procuring representatives with handicaps. For instance an unmistakable advantage that rings a bell promptly is that there would be access to a bigger work pool. Anybody can get to be distinctly crippled whenever so this makes it the main minority aggregate that somebody can join anytime. I surmise that by understanding this point there is a more noteworthy comprehension to not consider incapacities to be only an inability issue but rather as a human capital issue that can affect anybody and all organizations. Wells 2008. Another unmistakable advantage that. Walgreens can get by being such a pioneer in contracting representatives with incapacities is that they can get tax reductions for enlisting laborers with inabilities.

For instance just by going on the. I.R.S site there duty acknowledges, for example, the. Incapacitated. Get to. Credit particularly for independent companies and different acknowledges, for example, the. Boundary. Evacuation. Assess. Derivation and. Work. Opportunity. Credit. The. Obstruction. Expulsion. Assess. Conclusion will give an assessment finding to organizations to guarantee that structures and transportation hindrances that may affect the portability and openness for debilitated people. Assess 2014. The. Work. Opportunity. Credit as the. I.R.S. Impose 2014 states furnishes qualified businesses with an assessment credit up to 40 percent of the initial 6000 of first-year wages of another representative if the worker is a piece of a focused on gathering. A worker with a handicap is one of the focused on gatherings for the. Work. Opportunity.

Credit gave the fitting government offices have guaranteed the worker as crippled. The credit is accessible to the business once the worker has worked for no less than 120 hours or 90 days. Clearly. Walgreens would get this assessment credit with its debilitated workers.


I surmise that individuals with handicaps confront a wide range of hindrances in acquiring work that are not worries of different gatherings ensured by the. E.E.O.C, for example, minorities ladies or the elderly. One noteworthy obstruction that individuals with handicaps confront in getting work is the generalization that accompanies being handicapped. I surmise that a vast greater part of the populace in the workforce and even in our nation have this thought in their psyche about how incapacitated people should act what they should look like and assumptions on things like their knowledge and capacity to perform undertakings. I believe this is the fundamental driver of debilitated individuals not having the capacity to discover business.

Rather than understanding that individuals with inabilities extend from wide range from advanced to non-working to various sorts of handicaps, for example, physical scholarly or mental incapacities many individuals decide to sort of group all inabilities into one class. There is tragically an outlook in our way of life that we have low desires of individuals with inabilities on how fit they are of being employable. Another hindrance that. I find with respect to incapacitated individuals having the capacity to look for some kind of employment is that there is a serious absence of chances preparing or assets for training or post-auxiliary instruction to help handicapped individuals have a shot at getting a degree or confirmation to help them be more qualified or look for some kind of employment simpler.

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