Who has designed a strategy to employee people with an Intellectual Disability?
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The strategies i have seen is to recruit those with intellectual disabilities as contract employees with limited training and duties. Such as document processing, filing etc.Then once they show they are a good contributor, they can be brought on as a perm employee. As a parent of someone on the autism spectrum with high functioning, considerations should be made for not requiring a college education, and consider a skills assessment to evaluate strengths. Those with intellectual disability need a chance and understanding from supervisors on how to communicate and explain expectations and deliverable timelines for tasks etc.
If the same recruitment process wasn’t used for hiring other employees, would that not open you up to potential challenge under equality/discrimination laws (depending on the jurisdiction of course)?
Depending on local laws, I’d be looking at it from a “reasonable accommodations” perspective, both for the hiring process and ongoing employment. What supports do they need to be able to fulfil the requirements of the role? Also I’d be thinking about what this person can bring to the team, rather than focusing on deficits.