Challenging the Myths: A Closer Look at Employing People with Intellectual Disabilities
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 Yet, outdated cost and skill perceptions still create barriers to employment for people with intellectual disabilities, with many employers unsure of how to support them—a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.
Myth 1: People with intellectual disabilities don't effectively perform at work.
Reality: with clear communication around expectations, individuals with intellectual disabilities excel in diverse roles, bringing creative skills and fresh perspectives.
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.
Myth 2: They require constant supervision.
Reality: Neurodiverse employees can work independently with clear processes and guidance.
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.
Myth 3: People with intellectual disabilities aren’t team players.
Reality: Many neurodiverse individuals enjoy working as a team and often have a strong sense of loyalty to their colleagues and team goals.
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.
Myth 4: People with intellectual disabilities aren’t effective communicators.
Reality: Many can be exceptional communicators and advocates for themselves and others.
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.
Why Inclusivity Benefits Everyone
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?
- Partner with us for your business outsourcing needs.
- Join us for a factory tour and see inclusive work in action.