Getting to Work: The Hidden Barrier to Disability Employment


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 mean missed opportunities for paid work, independence, and community participation, regardless of their skills or suitability for the job.

At Kilmarnock, we’ve always believed that meaningful employment can be the key to a purposeful life. That’s why our training and supported employment programme is holistic and addresses not just on-the-job skills but also practical life challenges, like transport.


Cycle coach, Paul Odlin conducts regular training and mentoring sessions for the Kilmarnock team.



We help each person find sustainable transport solutions, whether it’s getting a driver’s license, cycle training, or planning a bus route.


This has become especially important for coaching more individuals to transition from supported to open employment this year.


As part of this, we are grateful to Christchurch City Council, for their sponsorship, and to Paul Odlin for regular 1:1 cycle safety training sessions that help over 14 employees gain skills and confidence to commute to work.


Access to reliable transport can be the difference between opportunity and exclusion.


By listening to lived experiences and removing hidden barriers, we’re building workplaces where everyone has a chance to thrive.

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Introducing BEAM: Bridging Employment, Ability & Momentum

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 build more inclusive workplaces, while individuals gain valuable experience in new teams and environments.

The Role of Individual Learning Plans (ILPs)

BEAM builds on our Individual Learning Plans (ILPs), an internal career coaching tool that helps each person set goals and work towards the kind of job they want, within Kilmarnock or in open employment.

Sam’s Journey: An Exciting Start

Sam, one of our employees, recently completed a work experience placement with ENI Manufacturing—an early example of BEAM and ILPs in action.

Sam joined Kilmarnock after high school and has spent four years in our Employment Pathway Programme. At Kilmarnock, he has completed a health and safety foundations course and gained skills across food packing, e-waste recycling, labelling, and rework jobs.

In his ILP discussions, Sam expressed a desire to try new roles, meet new people, and explore new jobs that might suit him.

Thanks to our close industry partnerships, we were able to connect Sam with the team at ENI Manufacturing who welcomed the chance to give Sam a work experience placement.

 

With support from our job coach, Sam worked on the discovery phase of his ILP – recording the things he’s good at and what he’d like to learn.

 

Success Starts with the Right Support

Often, employers may feel unsure about hiring an individual with an intellectual disability due to misconceptions about capabilities, productivity, and safety risks. Work experience placements through Kilmarnock can help change that by giving employers the chance to see the skills, reliability and potential of our candidates first-hand, with the support of a dedicated Job Coach.

Before Sam’s placement, our Job Coach worked with ENI to ensure everyone felt prepared. We delivered a workshop for managers, supervisors, and staff on cultivating an inclusive culture, and shared practical ways to tailor jobs to support employees with disabilities.

The Job Coach also helped introduce Sam to the team, shared information about his strengths and interests, and was available for feedback and on-site support throughout the trial.

At ENI, Sam was assigned a workplace buddy to show him around the site and train in manufacturing and assembly tasks.

Sam shared that while he was nervous at first, he enjoyed the experience of being a part of a new team and growing his independence. We’ve also received positive feedback from ENI, who said it has been a rewarding journey.

It’s an exciting start and a great example of the opportunities BEAM can create for employees exploring what’s next after Kilmarnock.

 

We are now looking to connect with businesses across Canterbury who would be interested in offering a work experience opportunity.

 

Whether you can offer a few hours, a short placement, or simply want to start a conversation, we would love to hear from you. Your involvement makes a lasting difference.

Together, we can build an inclusive and thriving workforce in Aotearoa New Zealand.

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Kilmarnock Launches Inclusive Workplace Skills Training


This year marked an exciting milestone for Kilmarnock as we launched our first internal training programme, the Workplace Health & Safety Foundations course. Designed and delivered by our Learning and Development Assistant, and supported by our supervisors and peer mentors, the course aims to build confidence, capability and practical workplace health ands safety skills across our team. With three cohorts completing the programme in 2025, it has quickly become a valued part of our Employment Pathway Programme and a strong example of what inclusive, skills-focused learning can achieve.

Throughout the year, participants committed to 12 weeks of hands-on learning that directly connected to their day-to-day work. Each cohort of 5-6 employees took part in classroom discussions, on-site observations and conversations with their supervisors. This approach encouraged collaboration, critical thinking, and shared problem-solving.  It was inspiring to see how confidently each group grew over the course of the programme.

Our second cohort brought enormous enthusiasm to their learning. Melissa, Adrian, Hayden, Bridget, Thomas and Craig embraced discussions about safety procedures, explored practical ways to keep themselves and their workmates safe and contributed ideas for strengthening our safety culture.

Hayden proudly receiving his Certificate of Achievement at our graduation celebration.


Their graduation was a proud moment for everyone. Friends and whānau joined us to hear firsthand how much the group had achieved. One of our employees, Hayden Maxwell, captured the spirit of the course when he said, “I didn’t realise how much I already knew until I did this course. I enjoyed learning all the new things as well and hope I can share what I’ve learned with new employees when they come in.”


Our third cohort, which began in early August and finished in October, also made a strong mark on the programme. Kelly-Anne, David, Megan, Teowai, Allan and Sam quickly found their rhythm as a team, supporting each other and engaging enthusiastically with the course content. This cohort trialled new writing tools designed to support learners who are less confident with written work, along with new literacy prompt cards that offered helpful guidance during activities. Both tools were well received and will now be included in future stationery packs.

 

The team walking through the site noting various safety hazards and precautions.

 

Megan utilising the new writing aide as she completes a task in her H&S workbook.

 

Kelly-Anne using the prompt card during an independent activity. These have been a new addition to the course resources for this cohort, and have been well used.

 

Module 12 was a highlight for this group. This session brings together a range of reflective exercises and group discussions that encourage learners to look back on earlier activities and recognise how far they have come. It is designed to strengthen essential skills such as communication, problem-solving and self-awareness. The sense of pride in the room was unmistakable as the team celebrated each other’s achievements.

 

Wrapping up module 12: The sense of pride in the room was unmistakable as the team celebrated each other’s achievements.


Looking back on this first full year of the Health and Safety Foundations course, it is clear that the programme is already making a meaningful difference. Our learners have strengthened their understanding of health and safety at work and at home, built new skills and grown their confidence and independence.


It is an exciting beginning as we continue to grow the offerings of Kilmarnock’s Employment Pathway Programme.

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Junk Free June: A Wellbeing Initiative at Kilmarnock Enterprises

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 for fruit or giving up energy drinks, the focus was on education, empowerment, and real, sustainable change.

One of the key goals of this initiative was to highlight just how much sugar is hidden in everyday snacks and drinks and to show that making better choices doesn’t have to be too hard.

Throughout the month, we supported the team by sharing:

  • Nutritional insights around sugar and processed foods
  • Easy, budget-friendly swap recipes
  • Tips for reading food labels and meal planning

 

We were also pleased to have Juliet Gray, a Special Care Dental Specialist from CDHB drop in to host a team talk. She shared some useful tips and tricks for keeping on top of oral hygiene and handed out a dental care kit for everyone to take home.

 

It was pretty hard, but it was worth it. I feel good.– Tim

 

The inter-department competition added an extra layer of motivation, and our online group chat was buzzing with engagement as team members posted photos of their healthy meal swaps.

We also ran our annual winter soups initiative alongside the challenge, providing a hearty soup to all 64 of our employees each week.

A huge thanks to Chef Dean from Sudima Hotels, who sponsored one of the soup sessions with delicious minestrone and fresh bread rolls.

Our weekly Wonky Box fruit subscription, generously sponsored by Likeminded, also helped with making healthy swaps and giving our employees a daily serve of fresh fruit.

I didn’t think I could do it, but yip, I did.– Kelly-Anne


At Kilmarnock, our healthy habits initiatives are part of a broader mission to support a journey of self-determination for people with intellectual disabilities.

By helping our team understand their choices and care for themselves, we’re reinforcing what we believe at Kilmarnock: that everyone deserves the tools to live a full, empowered life.

Junk-Free June was one more step toward building confidence and essential life skills—all of which help prepare our employees to thrive in and out of the workplace.

 

 

Thank you to all partners and sponsors of Kilmarnock’s Employment Pathway Programme, who make training, employment, and wellbeing initiatives for people with intellectual disabilities possible.

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Celebrating Our First Health & Safety Graduates of 2025

We’re proud to celebrate a significant milestone for five members of our team, Jake, Blake, Teresa, Paul and Chris who have officially graduated from Kilmarnock’s Workplace Health & Safety Foundations course, the first cohort of 2025.

 

Delivered over 12 weeks, the course taught participants practical skills and key competency skills to support safe individual and teamwork practices in a contract manufacturing environment. Through group discussions, self-reflection exercises, and guided walkthroughs of the factory floor, graduates developed a deeper understanding of a range of topics, including risk awareness, hazard identification, and safety procedures.

 

Beyond the practical skills gained, what truly stood out were the personal transformations shared by our graduates. Many spoke about feeling more confident in themselves, more comfortable speaking up, and proud of the friendships they built along the way. For some, finishing a structured course for the first time showed them that with the right support, they could reach goals they once thought were out of reach.

One team member shared:

“I enjoyed learning new things. I liked getting to know the people in the group. I feel I can do things I couldn’t do before.”

 

This course is part of Kilmarnock’s Employment Pathway Programme, which provides formal training and initiatives  promoting physical and mental wellbeing during work hours. It plays a vital role in helping people with intellectual disabilities lead purposeful, self-determined lives.

In previous years, Kilmarnock partnered with external education providers to deliver NZQA-accredited training. This year marks an exciting shift as we designed and delivered the Health & Safety course in-house for the first time. The modules were planned in alignment with NZ educational frameworks and shaped by our team’s feedback to be practical, inclusive, and empowering.

“It wasn’t as hard as I thought it would be. I feel pretty good about health and safety now.”

 

A proud moment: Allison cheering on her friend Teresa at graduation.

 

For many of our team, traditional education hasn’t always been easy. Barriers like literacy and numeracy have made formal learning feel out of reach. That’s why we’re committed to creating training that is truly accessible, hands-on, and built for success.

Using a mix of interactive group learning and independent activities, the course equips our team with job-ready health and safety skills and highly employable competencies like teamwork, communication and self-reflection. The outcomes go far beyond the classroom as they support personal growth, self-belief, and the confidence to step into new opportunities.

At Kilmarnock, education and growth are not a one-off experience, they are a lifelong pathway. Our Employment Pathway Programme brings together meaningful employment, training opportunities and wellbeing support to build lives of dignity and purpose.

 

Click here to Learn more about the Programme and ways you can support our mission.

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Celebrating Neurodiversity Week: Voices from Kilmarnock

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:

   

1. How I look does not reflect what I can and cannot do.

“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.

 

2. I do well with routine and structure.

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.”

 

3. I have unique, individual strengths. If you tailor your roles, I can use them.

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.

 

4. Give me a chance.

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.

 

5. Don’t define me by my mistakes, I make them like everyone else.

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.

Celebrating differences

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.

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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.

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‘Willanthropy’ proving to be a lifeline for local charities

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, the practice of gifting money to a charity when a person dies has seen a noticeable uptick in recent years.

Sebastian Wilberforce, a specialist trustee at Public Trust, said about 8% of wills now included gifts for charity. The average size of a gift is $10,000.

“The most generous people are those who are just ordinary people who you would see on the street, most people can’t afford a sizeable donation in their lifetime but when they’ve died and no longer need their assets, that’s when they can be generous,” he said.

Kilmarnock Enterprises couldn’t have stayed afloat without “willanthropy”.

The organisation currently supports 70 Kiwis with intellectual disabilities, providing training, employment and guidance to help them enter the workforce.

Some of its income comes from contracts it has with companies like Nutrient Rescue, which pays Kilmarnock to package its products.

Otherwise, staff cross their fingers and hope for sponsorships or grants.

But now, and especially in the past few years, donations have been coming in from those gifting money when they die, with donations and bequeaths to Kilmarnock now worth about $200,000 annually.

Kilmarnock chief executive Michael Toothill remembered the day they received their biggest bequest.

At $100,000, it blew him away.

“It’s the best surprise, the best gift ever and [there was a] sense of relief and pressure that was lifted when we received that gift.”

Five years ago, Kilmarnock would have had to close its doors if it hadn’t been for the sponsors, grants and bequests it received.

“We hit the ropes. Covid came soon after and that’s when you really fall back on those who support you. Without that we would have gone under.

“With 60 years of history and a factory full of employees and colleagues, it would have just been the worst thing ever.”

Each person Kilmarnock helps can take part in courses from Ara. They are given classes on physical health, how to eat well, mental health, yoga and boxing classes, and formal training.

They are also paid wages in combination with their benefits.

Last week, Rachel Meads marked her 25th year at Kilmarnock.

She works in the food room, packaging and weighing spices.

She was part of the first group that went through the training courses at Ara, and couldn’t wait to go to work each day.

“I’ve made a lot of friends and I just absolutely love it,” she said.

Others moved on to other jobs after Kilmarnock, to work at places like cafeterias or concrete, window framing and cleaning companies.

Public Trust is raising awareness about “willanthropy” as part of Wills Week, which runs from July 15 to 21.

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Third Cohort Of Learners Complete Formal Training With Ara

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 assessed on their customer service skills during a sausage sizzle practical.

Kilmarnock Enterprises developed the course through our training partnership with Ara | Te Pūkenga. Tutors from Ara | Te Pūkenga taught the learners on-site at Kilmarnock for two hours a week over seventeen weeks. To make learning accessible for our ākonga, the course included traditional classroom and practical learning techniques. Class trips to Original Foods Baking Company and Good Honest Products were highlights for our ākonga, providing insight into the real-world application of their studies.

This is our final cohort of ākonga completing the Food and Work Safety Practises course. However, we will work closely with Ara | Te Pūkenga to collaborate on a new training course for Kilmarnock employees. We hope to launch the new course in the coming months. 

Our formal training programme is part of the Employment Pathway Programme, our dedicated development pathway for Kiwis with intellectual disabilities. The Employment Pathway Programme empowers people with intellectual disabilities to lead rewarding, self-determined lives through meaningful employment, health and wellbeing support, formal training and more. Learn more about the Employment Pathway Programme here.

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Hōhepa Canterbury Partnership

  • Kilmarnock Will&Able employee, Tristan with Georgie from Hōhepa Canterbury

We’re so pleased to share our partnership with Hōhepa Canterbury!

As the Christchurch supplier of Will&Able products, Kilmarnock Enterprises is proud to supply Hōhepa Canterbury’s community facilities and network of more than seventy houses with our range of social purpose-led eco-cleaning products.

Our two organisations have a clear and natural alignment. Hōhepa Canterbury, the Canterbury division of Hōhepa, provides a variety of services, including supported and independent living, social therapies, arts and crafts, social outings and more, designed to empower people with intellectual disabilities to live rewarding and connected lives. While at Kilmarnock Enterprises, we’re proud to support people with intellectual disabilities in building diverse skill sets, growing in confidence, and developing autonomy through our pioneering Employment Pathways Programme (EPP).

One of the most exciting aspects of our partnership is the creation of a dedicated Will&Able stock manager role at Hōhepa Canterbury. Georgie is supported at Hōhepa Canterbury and works one morning a week in their dedicated Will&Able stockroom, picking and dispatching product orders for all of Hōhepa Canterbury’s houses. When products run low, Georgie and her support worker visit us to restock and return empty containers so our team can clean and fill them for reuse.

On a recent trip to Kilmarnock, Georgie took a tour of our factory and visited our dedicated Will&Able room. She met one of our outstanding Will&Able team members, Tristan (pictured with Georgie above), and learnt more about the work that takes place behind the scenes to produce the Will&Able products she works with at Hōhepa Canterbury.

We’re delighted to be partnering with Hōhepa Canterbury to create real social impact and bring our communities closer together.

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