By David-Elijah Nahmod
Kyle Hahn is 32 and works at the Walgreens distribution center in Windsor, Connecticut. Nothing unusual about that, except that Hahn lives with a disability — he has attention deficit disorder (ADD). Many companies might not take a chance on Kyle, but he found himself quite welcome at Walgreens, a company that has a policy of hiring persons with disabilities. Hahn came to Walgreens through the company’s Transitional Work Group Program, a 13-week training series for people with disabilities.
“It helped me learn how to do different functions,” Hahn said with excitement. “It felt great unloading my first truck, and I’m still unloading trucks today.”
Disability Advocates: Walgreens
Carlos Cubia, Vice President, Global Chief Diversity Officer at Walgreens Boots Alliance, spoke with the Disability Tribune about what inspires the company to be inclusive of people with disabilities.
“At Walgreens we believe everyone, regardless of the community in which he or she lives, deserves to live a good, healthy life,” Cubia said. “These company values extend to our commitment to being an inclusive and diverse company. We champion diversity and believe that we should reflect all the communities we serve.”
Cubia pointed out that 78% of the United States population lives within five miles of a Walgreens, and that Walgreens interacts with approximately eight million customers from across a diverse array of groups in their stores and online each day.
People with disabilities make up one of the most under-represented groups in today’s workplace, Cubia shared. He noted that several studies have shown that companies that champion people with disabilities outperform others. Revenues are 28% higher and profit margins were 30% higher.
“We know that our employees with disabilities help us foster collaboration and better connect with customers,” he said. “They enhance overall employee engagement, and their unique perspectives help us to increase innovation.”
The first step towards a more inclusive workplace, Cubia noted, is for employers to educate themselves about people with disabilities.
“We believe that as employers explore how they can be more inclusive, they will realize there are tremendous benefits for their businesses, their company culture,” he said. “By being inclusive, they also contribute to improving society for everyone.”
Hahn is one of many graduates of Walgreens Traditional Work Group program. Initiated more than a decade ago, TWG partners with state agencies and local non-profits to identify job candidates, provide orientation curriculum and on-the-job training. The program also provides support for candidates with a job coach to guide them through the employment training.
“As of August 31, 2019, Walgreens had nine distribution centers and regional warehouses in the United States running the Traditional Work Group initiative,” said Cubia. “Roughly 14% of employees at Walgreens distribution centers and regional warehouses self-identified as disabled as of the end of the fiscal year. The program provides training on all facets and functions at our distribution centers from how to unload delivery hauls, check-in and tag deliveries and prepare product for shipment to stores.”
Hahn credits the program with teaching him how to perform at his best, as well as in helping him to navigate the workplace.
“It helped me to learn how to do different things,” he said.
Hahn admits that he’ll sometimes get stressed — especially when there are major changes to protocols — yet he feels supported by his team.
“I love my managers,” he said. “My co-workers are great to work with and they help me out. It’s not too bad. I feel like Walgreens is a second home to me.”
“TWG helps us to foster an inclusive culture where growth and development opportunities are provided to individuals with disabilities, and at the same time increasing knowledge and understanding about disabilities across our workforce,” said Cubia.
Walgreens also runs a second training program for people with disabilities looking to specifically work at a retail pharmacy. The Retail Employees with Disabilities Initiative (REDI) focuses on recruitment, training and hiring people with various levels of ability to work in the company’s retail pharmacies.
“We partner closely with publicly funded community providers on this effort,” said Cubia. “REDI expanded to a total of 37 states and 278 stores during fiscal 2019, up from 227 stores in fiscal 2018. Through the REDI program, hundreds of potential employees have been trained to work in our stores.”
Beginning in 2019, managers were given the option to extend training on a case-by-case basis by up to three weeks to allow more time to improve performance of particular tasks that a trainee may struggle with.
“REDI’s primary focus is to train individuals with disabilities to work in a retail setting,” Cubia said. “Although there is no guarantee of employment at Walgreens, following successful completion of training, candidates are encouraged to apply for open positions at any Walgreens.”
Disabled employees receive the same pay as their non-disabled counterparts and are held to the same job performance standards. All kinds of disabilities are represented in the company’s training programs and hiring practices. Cubia feels that an inclusive environment, one that welcomes people with differing abilities, is a win for all.
“We have seen an incredible dedication and work ethic from people with disabilities,” he said. “It’s about giving everyone opportunities to demonstrate their capabilities and contribute to society. That’s what we are doing here through these programs.”
There are two ways for a person to be hired into the Traditional Work Group Program. The first is a direct referral from state agencies, which is the case for people who have held jobs before or have some warehouse experience and would enter through the company’s application process.
“The second, through the TWG program, is where we utilize our partner to filter our candidate through local and state agencies,” said Cubia. “We rely on our vendors connected to our distribution center locations to identify interested and qualified candidates for TWG.”
For the REDI program, candidates are referred by state agencies to local organizations that provide job skills training.
“Another way that REDI gets their candidates is from the providers themselves,” said Cubia. “We also rely on the providers to screen these candidates to see if they’d be a good fit for the retail environment.”
Hahn said that he’s proud of the work he does.
“I’m most proud of serving our stores, working with my colleagues, with disabilities and without disabilities,” he said. “I feel proud of working for a great company that accepts me for who I am and trusts me to do the job right and to get it done. I feel like I am a great team member and that I could be here for a long time. My team members have supported me when I’ve needed a little help. It’s great to have team members who are willing to help you.”
Cubia added that Walgreens is proud of these programs because they have allowed individuals to gain their independence.
“Whether it is working independently, holding a job or purchasing their own home, these programs are allowing people with disabilities to open new doors for themselves and to write their own ticket.”
For more information about these programs, read the REDI program guide and the TWG program guide.