Page 23 - 2022-Jour_88-3_FINAL

partnerships to connect with businesses in their communities and increase hiring
opportunities for individuals with IDD include (a) inclusion opportunities, (b) peer
group development, (c) community involvement, and (d) volunteering opportunities.

Inclusion Opportunities
The Mere Exposure Theory focuses on exposing people to a variety of things and
people in order to create a positive view of that particular object or person (Kwan
et al., 2013). The theory works well for increasing employment of individuals with
IDD. Employers have not always had the opportunity to interact with individuals
with IDD in the workplace (Corrigan et al., 2007). Offering chances such as working
together in a collaborative concession stand allows potential employers to be in
contact with students with IDD and see these students in action. Unpaid internships
increase experiences as one works side-by-side with individuals with IDD prior to
employment. Finally, inviting employers and their employees to learn about ways
in which new employees potentially fit into their business through student-led
presentations can go a long way to decreasing anxiety and increasing acceptance. As
stated by Participant 7,
I have seen it in cases where some coworkers can be territorial or feel a certain
way about it because they feel they don’t want someone with IDD doing the
same job that they do. You want to have diversity training and let employees
know that this is what we do. You want to have training, so they understand
how to deal with certain things. It’s great for the company to have diversity
training in your new hire paperwork and in your annual trainings, but people
must understand that the way they can pick up that you are a company built
on diversity is by hiring individuals with different backgrounds. (Participant
7, personal communication, February 22, 2021).

Peer Groups
The Matching Phenomenon proposes that people choose others in personal and
work relationships who tend to match some of their own characteristics (Takeuchi,
2006). Matching represents a key consideration as schools seek to increase the
hiring of individuals with IDD. People with IDD need to align themselves with
others who share similar interests. Actively engaging community business mentors
with similar attributes during the school day can help form relationships that may
translate into future employment opportunities. Establishing the bond early and
in a much less complex situation through mentoring is a fundamental component
of the partnership. The mentoring relationship grows prior to consideration for
employment, and the potential employee and mentor benefit from the relationship.
Participant 7 stated, “When hiring individuals that have a different set of abilities,
coworkers tend to want to help out and assist [them] with their training” (Participant
7, personal communication, February 22, 2021).
Creating peer groups, mentor and mentee groups, or buddy partners through the
school can ensure that newly hired student workers have a designated person whom
they feel comfortable trusting and consulting for questions and concerns. By building
peer groups into the environment, a company fosters a “working together rather
than separately” environment that potentially increases the morale of all employees.
Relationships established as part of an ongoing school-business partnership help to
make this type of relationship become the norm.

Educators’ Choice 21