Source: Rita Jane Gabbett, MEATINGPLACE, 4/19/18

Finding, training and keeping a viable labor force was top of mind as meat industry executives gathered here at the North American Meat Institute’s Meat Industry Summit. In a panel discussion, three labor pool sources were presented for consideration: veterans, workers with disabilities and refugees.  

Hiring workers with disabilities
Megan Robinson, human resources manager at Ed Miniat, discussed the company’s successful program of hiring workers with disabilities, busting a number of myths that often keep employers from considering this labor pool.   
With the help of the consulting firm James Emmett & Co., Miniat has successfully hired 12 employees (and is in the process of hiring five more) that needed some accommodation, which she said averaged less than $1,000 per employee. For example, for a deaf employee, managers use Google Translate to turn their spoken words into written ones.

In terms of dispelling myths, she cited data showing these workers tend to have less, not more, absences than other employees.
As a game plan for companies wishing to makes these kinds of hires, Robinson suggested potential employers:
• Identify positions these workers can be successful in.
• Educate their teams on how to navigate and even speak about disability.
• Network with organizations that work to place people with disabilities. Have them come into the plant and see the environment so they can help choose the right fit individuals.
• Recruit these workers, then evaluate success periodically.

Refugees
Kristen Aster, associate director of policy and advocacy, U.S. programs, for the International Rescue Committee, addressed the group about the dwindling pool of refugees as a source of potential meat plant workers.

As challenges, she pointed to rapidly changing and unclear federal policies, mixed state and local environments, and reduced arrivals.
The White House has set the refugee admissions ceiling at 45,000 for fiscal 2018, which is the lowest in U.S. history. She predicted actual arrivals in 2018 would likely land between 21,000 and 23,000, due to policy and paper work hurdles. These arrival rates compare to annual admissions of about 140,000 under President Ronald Reagan, 142,000 under President George H. Bush, 121,000 under President Bill Clinton, 80,000 under President George W. Bush and about 110,000 under President Barack Obama.

Hiring veterans
Roxann Griffith, regional veterans’ employment coordinator for the U.S. Department of Labor’s Veterans’ Employment and Training Services, encouraged the meat industry to hire veterans and offered tips on how to make a company an appealing employer. 

She suggested taking veterans who are currently working for the company along when recruiting other veterans. She also suggested using terminology she called “military speak” including such concepts as “mission” and “core values.” 

Noting that veterans tend to change jobs about three times right after they come out of the service because they have a hard time feeling as though they fit in, Griffith suggested showing them a career path and how they fit into the company’s mission. 

“It will be hard to get a military person to stay in an environment where nothing changes. They are used to adapting to change,” said Griffith, who is a veteran.
That said, “If veterans find something they love and believe in, they will work their butts off for you,” she told the meat industry executives.

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