Barriers to employment for people with intellectual disabilities are often framed around skills, workplace adjustments, or stigma. Yet one major, overlooked challenge is simply getting to work Limited public transport routes, especially on industrial job sites, and costly alternatives like taxis create obstacles to securing a job. For people with intellectual disabilities, these transport barriers […]
This year, we launched BEAM, a new pathway that helps employees move toward open employment through real work experience, tailored job coaching, and strong partnerships with local businesses. Building Partnerships with Local Employers Through BEAM, we connect candidates with employers and provide one-on-one support and inclusion training. Businesses gain access to skilled, motivated people and […]
This year marked an exciting milestone for Kilmarnock as we launched our internal training programme, the Workplace Health & Safety Foundations course. While the course focused on building practical safety knowledge, the most powerful outcomes were the unexpected ones: growing in confidence, forming new friendships, and celebrating their achievements with whānau.
This course is part of our Employment Pathway Programme, designed to support Kiwis with intellectual disabilities to thrive in meaningful, safe and empowering work.
At Kilmarnock Enterprises, wellbeing is woven into everything we do. In June, we took on the challenge to go junk-free for a whole month! Led by Pauline from our HR team, Junk-Free June invited our employees to voluntarily give up one junk food item and swap it for something healthier. Whether it was trading chips […]
Over 12 weeks, 5 employees took part in Kilmarnock’s first in-house Workplace Health & Safety Foundations course and have now proudly graduated! While the course focused on building practical safety knowledge, the most powerful outcomes were the unexpected ones: growing in confidence, forming new friendships, and celebrating their achievements with whānau.
This course is part of our Employment Pathway Programme, designed to support Kiwis with intellectual disabilities to thrive in meaningful, safe and empowering work.
This week marks Neurodiversity Week—an important global initiative ‘focused on challenging stereotypes and misconceptions surrounding neurological differences, while highlighting the unique strengths and contributions of neurodivergent individuals’.
At Kilmarnock, we’re proud to empower over 60 neurodiverse employees through meaningful jobs and continue advocating for equal employment opportunities for all.
In honour of #Neurodiversity Week, we caught up with some of our team to learn more about their supported work journeys here at Kilmarnock and whether they would pursue a job in open employment if given the opportunity. The response was resounding: “YES, but…”
Here’s what they want employers to know:
“You look normal, so you must be able to do this.” Our employees are all too familiar with this kind of assumption. But as Teowai from our team pointed out, “That’s not the case.” Intellectual disabilities may not be visible or present in the same way among individuals. Therefore, assumptions based on appearance do not reflect the support, time or tools an individual may need to succeed at work. At Kilmarnock, we get to know our people on a 1:1 basis and ensure tailored support to meet and exceed their work expectations.
A crucial aspect of working at Kilmarnock that our team wants to maintain in open employment is a consistent daily routine, with tasks divided into clear steps and demonstrated for easy learning. Many of our employees appreciate coming to work for the regularity it provides. Ally from the team shared, “If I weren’t working, I’d get bored. It’s not just about needing the money. I could be in the garden, but eventually, that wouldn’t be enough. Even when I reach retirement age, I still plan on working here.”
At Kilmarnock, we understand that empowering individuals to feel confident starts with removing the barriers that often stand in their way. It’s not only about what an employee needs to learn but also what an employer needs to unlearn. Traditional processes and expectations may not always align with the needs of neurodiverse individuals. That’s why we focus on reverse engineering and modifying our approaches to improve accessibility at work. By identifying and eliminating these barriers, we create a culture where employees feel comfortable asking for help, contributing ideas, and being themselves.
Inclusive hiring practices play a significant role in reducing barriers to employment for individuals with intellectual disabilities. Providing a genuine opportunity to work is life-changing, and we are proud to offer it. However, many of our team members feel they can’t successfully move from supported employment to open employment because of restrictive attitudes and hiring practices. One team member shared, “If I went to an employer next door, they would say, ‘We need you to get these qualifications and have this experience,’ there would be many things they want that I don’t have. Instead, if they just gave me instructions, showed me, then I would be fine.”
Reevaluating outdated onboarding processes that overlook neurodiverse strengths may be the key to enriching our workplaces and communities.
In any job, mistakes are part of the learning process, and it’s essential to be free to fail and grow without fear of being defined by mistakes. As Shelley advises those starting their careers, “If you do something wrong, you learn from your mistake so don’t be nervous. Be yourself.” At Kilmarnock, we’ve created a community where our team members are encouraged to be themselves, take chances, and reach their highest potential.
Neurodiversity Week reminds us of the power of opportunity and the importance of embracing each person’s unique strengths. Let’s continue to challenge perceptions, celebrate different ways of thinking, and offer opportunities for all.
At Kilmarnock Enterprises, we partner with over 100 businesses across Aotearoa New Zealand, providing high-quality outsourcing services with purpose. When clients visit our factory, they often say the same thing, “Every workplace should operate like this!”
It’s a reaction that speaks to the unique and thriving culture we’ve built—one where every team member is engaged in opportunities to contribute, grow, and flourish.
It is incredibly rewarding to see more businesses becoming curious, supportive, and eager to advocate for neurodiversity in their own teams. Yet, outdated cost and skill perceptions still create barriers to employment for people with intellectual disabilities, with many employers unsure of how to support them—a reality that leaves 74% of disabled individuals in New Zealand who want to work without a job.
It’s time to rethink what true workplace inclusion looks like. Read on as we share stories from our trailblazing team and dispel common myths about neurodiverse individuals in the workplace.
Cory & Robert: When tasked with a high-volume labelling project, Cory and Robert didn’t simply complete the job, they optimised it! The duo designed a clever jig to dispense labels, making the process quicker and easier. Their DIY innovation helped speed up workflow and delivered measurable cost savings to our customer. It’s a great example of how neurodiverse individuals can bring unique solutions to challenges, benefiting the entire team and the bottom line.
Aaron: Aaron has played a key role in Kilmarnock’s soft plastics collection initiative since 2018. His job involves planning pick-up routes and driving to over 14 collection points across Christchurch as part of our soft plastics recycling project. Working independently most of the day, Aaron takes full responsibility for recording and reporting his daily activities to his manager. His leadership demonstrates that employees with intellectual disabilities can thrive in positions that require responsibility and initiative.
Paul: Paul enjoys bringing people together. As the leader of our social club, he organises events outside of work where lifelong friendships are formed. From Saturday breakfasts to game nights, his efforts help build a sense of connection, community and belonging that extends beyond our workplace.
Rachel: Rachel began her journey with Kilmarnock as a high school graduate. Today, she is one of our most inspiring ambassadors, proudly representing Kilmarnock at events and embracing every opportunity to share her story. Seeing Rachel captivate audiences with her confidence shows how impactful inclusive workplaces can be in nurturing potential and helping people lead rewarding and self-determined lives.
The future of work is inclusive, and it begins with breaking down barriers. At Kilmarnock, we exemplify inclusive workplaces and also help build them. Sharing our expertise in cultivating diverse teams, we’ve worked with employers to transition our team members into open employment, demonstrating the immense value individuals with intellectual disabilities bring to the workforce.
Businesses that embrace inclusivity gain dedicated and skilled employees who help create more resilient company cultures. The examples from our team remind us that inclusion isn’t about complex policies; it’s about fostering genuine care, access, and opportunity to thrive—An approach that is not just good ethics but good business.
Interested in supporting our mission of inclusive employment?
Story by Maddy Croad, originally posted on The Press here The idea of bequeathing money to an organisation when you die may conjure thoughts of the uber-wealthy, leaving millions behind in exchange for having a building named after them. But new research suggests that bequeaths may be much more commonplace. Dubbed ”willanthropy“ by Public Trust, […]
A third cohort of Kilmarnock ākonga (learners) has completed a Level 2 qualification in Food and Work Safety Practices and been celebrated with a special ceremony at the Ara city campus. The formal training course taught and assessed four unit standards in food safety, contamination management, cleaning, and safe work practices. The learners were also […]