Meaningful Employment for People With Disabilities: If Not Now, When? 
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Meaningful Employment for People With Disabilities: If Not Now, When?

Monday January 2nd, 2012
Meaningful Employment for People With Disabilities: If Not Now, When?

Meaningful Employment for People With Disabilities: If Not Now, When?

Monday January 2nd, 2012 / 2 Comments

Guest Blogger Matan Koch, Associate at Kramer Levin Naftalis and Frankel, LLP and Member of The National Council On Disability

The below represents the author’s personal views, and not those of the National Council on Disability.

In the Mishnah Torah, the Rambam teaches that when dealing with tzedakah, or righteousness, “the greatest level, above which there is no other, is to strengthen the name of another Jew by . . .  finding him a job in order to strengthen his hand until he needs [tzedakah] no longer.” Archaic language notwithstanding, this simple fundamental truth guides us today.  Read properly it should inform and motivate efforts to employ people with disabilities, to lessen or to replace their dependence on lesser forms of tzedakah like Medicare, Medicaid, SSI and community supports, and set them up for long-term meaningful independence.

This is nothing new to most people, but the implications of such a focus might be. We read in Kohelet (Ecclesiastes) 11:1, “Send forth your bread upon the waters; for after many days you will find it.”  The rabbis explain this directive to mean that we, the doers and givers of tzedakah, benefit. American businesses are just beginning to understand the benefits of employing people with disabilities. They are learning that it provides access to a separate and often overlooked talent pool. For example, I am a Harvard Law school graduate.  Harvard Law school graduates are in high demand, and it is for this reason that I represent an appealing recruit for many businesses. Those businesses will work hard to accommodate me in order to access that talent. These talents, both those that are evident on resumes and those which are only discovered throughout the course of work, present significant benefits to employers.

Businesses are also learning that hiring employees with disabilities may allow the employer to expand in or even dominate the consumer segment with disabilities. To build from the words of the Rambam, strengthening the name of our brethren with disabilities strengthens us and our businesses. As we seek to emulate this highest form of tzedakah, we build independence, but also stand to reap tremendous benefits. That is a win-win, so, I ask “If not now, when?”

But, even if we agree that this is a win-win scenario, how do we get there?

We learn from Pirkei Avot that “Ben Azzai taught: Do not disdain any person. Do not underrate the importance of anything for there is no person who does not have his hour, and there is no thing without its place in the sun.” Simply, we each have our own special contribution to make to the critical work of tikkun olam. The same idea holds true for a business.

A successful employer would start by identifying needs within his or her organization, and continue by looking among jobseekers with disabilities to find outstanding candidates who could meet those needs. Conversely, people with disabilities seeking jobs need to focus on the skills and abilities that they bring to the table, just as would any other job seeker. Their path to employment involves education and perhaps vocational rehabilitation to hone and highlight these abilities, raising their appeal to employers.

A match made focusing upon the need of an employer and the abilities that the employee brings to bear is a recipe for success. Accommodations in this circumstance become a collective undertaking to best utilize the employees abilities to meet the need for which they were hired.  The law, always intended to be a floor rather than a ceiling for accommodation, drops away in importance as partners join together to find the employee his or her “place in the sun” so that both parties benefit. The employee benefits from the job at which he or she will succeed. The employer benefits from a well-matched worker who, trends show, is likely to stay with the organization longer than his or her able-bodied counterpart, and potentially provides help in accessing the market of people with disabilities. All because each party understood the place of the other.

Tradition teaches us what to do and how to do it, so I ask again, in the words of Rabbi Hillel, “If not now, when?”

— Matan Koch


Matan Koch is a lawyer and freelance disability and health policy professional.



  • Yasher Koach Matan! Unemployment is the biggest thing that keeps people with disabilities in poverty and limitations on earnings keeps people with disabilities underemployed.
    Resources vary throughout the United States to support people in finding employment. Vocational Rehabilitation Services can provide testing, as well as guidance with an individual counselor to help identify the steps needed to achieve meaningful employment. We have been pleasantly surprised by the support our son receives for education. And yes, his VR counselor mirrors the high expectations that he has for his life!
    Local Jewish vocational service organizations are more focused on serving people with disabilities and can provide career guidance, resume assistance and can also link employers with employees.
    Finally, it really is up to all of us, employers and potential employees, to recognize the value of hiring people with disabilities, not because of a disability or a quota, but because an individual is the most qualified person for the job.
    Thank you for raising this critical issue Matan!

  • Matan Koch says:

    Thank you, Shelly. Please feel free to post links widely if you feel it would be useful.

    Happy NewYear!

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