It’s wise for individuals who have disabilities to begin thinking about careers early. Guided by strong self-determination, parents and family, teachers, and other mentors, they will succeed. A four-year college degree and beyond is possible and preferable in today’s work world.   The confidence that comes from education is key. “I can” goes a million miles farther than “I can’t” at every life stage.

Recent Census Bureau statistics show that of the almost 55 million individuals in the U.S. who have disabilities, 43 percent aged 21 to 64 have significant disabilities. The median income for this group is $12,800 a year, compared to $22,000 for those with non-severe disabilities and $25,000 for those without disabilities. Developing marketable skills is critical, and information technology (IT) provides that edge. High tech careers are popular because they pay well and offer great potential for growth. Information technology surrounds us and supports every industry.

Lift, Inc., a small, national nonprofit corporation headquartered in Warren, N.J., has grown with the IT field since its inception in 1975, when Lift trained and employed computer programmers who had significant disabilities—muscular dystrophy, cerebral palsy, spinal cord injury, sensory impairments—and worked from their homes at a time when many offices and transportation systems were inaccessible. Lift, Inc. can operate in all 50 states and concentrates on recruiting local candidates for positions first, although relocation is sometimes an option to facilitate a great match between an applicant and a position.

Although in its early years Lift, Inc. typically placed entry-level employees, today’s candidates possess wide-ranging experience, from novice to expert. Its niche is still information technology and information management, but the opportunities within the field have grown to encompass jobs such as Web developer, technical writer, support specialist, systems analyst, programmer-analyst, technical engineer, software engineer, systems engineer and business analyst. All see innovation daily. 

Lift, Inc. offers a five-step program: corporate plan, recruitment, training, contract employment, and direct placement. Some candidates participate in intensive pre-employment training, ranging from two weeks to six months in technical and business skills; others move directly into employment and receive training on the job. Lift, Inc. pays its employees competitive salaries. The corporate client guarantees yearlong employment, contingent on employee performance, and then agrees to hire the person full time if a position is available. Lift’s placement rate is unparalleled in either the nonprofit or for-profit sectors.

“We’ve always endeavored to stay ahead of our corporate clients’ business needs,” says Lift, Inc. president Donna Walters Kozberg. “We’re small and flexible and can respond quickly, which is necessary in the rapidly evolving IT world.”  In the 1970s, Lift, Inc. was one of the first corporations in the world to employ telecommuting computer programmers and later one of the first to use personal computers to function as dumb terminals for telecommuters. Today, when telecommuting is widely practiced in information technology jobs, Lift, Inc. finds that fewer of its employees work from home on a regular basis.   Those who do are required to spend time at least one day each week in the office to build camaraderie, facilitate teamwork, and enhance opportunities for promotion. “Most managers today are familiar with the pros and cons of virtual offices,” says Kozberg, “and we do much less educating on the topic than we used to.”

Lift’s client roster has risen to more than 80 companies, and the organization continually reaches out to corporations and state and federal agencies by letters, phone calls, and professional conferences, telling them about the program. Much of its business is with repeat customers—managers who are so pleased with the candidate they’ve hired from Lift that they are eager to start up again.      

Kozberg notes that parents and teachers seem to be doing a great job of encouraging young people with disabilities to pursue IT careers, but because computers are everyday tools, sometimes user proficiency is confused with technical talent. “A successful Lift, Inc. applicant is a problem solver with an analytical mind,” says Kozberg. “He or she loves complex puzzles and challenges. Maybe he or she isn’t content to use software but wants to know how to write programs. Or maybe he or she loves to write or learn new spoken languages.”   

Tabitha Estrellado shares those traits. Lift, Inc. hired the new Pace University computer science graduate in late July to work at New York Life Insurance Company. “Computers were always of interest. Physically I can control what I want to do and mentally I can be creative,” Estrellado says. “Computer science appealed to me because I like problem solving. With programming, there are many different ways to approach problems, but there might be one particular, more efficient way to solve it.”

A new Lift, Inc. hire can expect to be challenged. “ All of our positions are demanding and high profile, and our candidates start off at a fast pace from day one.”   Kozberg says. “They have plenty of support from Lift and their client managers, but it’s important that they prove themselves from the beginning. First impressions count!”  

Michael Snellenburg is making his first impressions. An experienced programmer-analyst and Microsoft certified systems engineer, he’s working in IBM Websphere customer support in Research Triangle Park, N.C. as a Lift, Inc. contractor. The position was a career change. “[In] IT you can accelerate in many diverse technologies, whether that is networking, database administration, software development, or project management. Every day holds new challenges and new things to learn.” A screen reader, Braille notetaker, and other technologies assist him on the job.

Reasonable accommodations aren’t as expensive as some might think. Kozberg recalls many situations where employees were successfully accommodated at low cost to help them work more productively. For example, a worker with quadriplegia felt cold in his climate-controlled office. The company bought a $125 space heater for his cubicle. Another worker couldn’t use the side-entrance ramp in the winter. Air-conditioning condensation also made it slippery in the summer. Maintenance staff found and installed an infrared light that keeps the area clear, clean, and dry all year. Another employee needed restroom modifications, furniture moved in his workstation, and security card readers lowered.

A few large corporate clients have staff members who serve as internal assistive technology experts. “More often, clients tell us that one of the major advantages of our involvement is that managers can rely on Lift to guide them through the accommodation process,” Kozberg says. Lift, Inc. facilitates the process of fitting technology to the person. “We want to make sure the employee will not just perform well enough; our goal is that everyone we place is able to function at his or her personal best,” adds Kozberg. “We make sure that the people we place are as savvy as possible about their own technology requirements and preferences so they can continue to ensure they have the most effective solutions for their careers.”

Finding out what makes applications work or creating new programs offer a whole new adventure, fun and increased skill development and satisfaction. Why not give yourself or someone you know a vocational lift?

For more information, contact Lift, Inc. at P.O. Box 4264, Warren, NJ 07059 or on the web at www.lift-inc.org/; blog at www.lift-inc.blogspot.com; or email to liftinc@aol.com.  

Carrie Smoot is Lift, Inc.’s Christopher Reeve Intern for Communications and Outreach.