RESPECT of Florida is the central non-profit agency for the State of Florida that helps employ about 1,200 Floridians with disabilities through the production of commodities and contractual services that are sold to government entities. If you would like to learn more about us or browse our catalog, visit us at:
respectofflorida.org.
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A Message from RESPECT of Florida
Industry data reveal that individuals with disabilities experience significant disparities in employment within the labor force. According to an American Community Survey, 18.2 percent of individuals who have a disability were employed in Florida in 2013, while over 60.5 percent of those who do not have a disability were employed.
Similarly, at the national level, individuals with disabilities experienced a 10.4 percent unemployment rate compared to a 4.7 percent unemployment rate among those without disabilities. These figures suggest that persons with disabilities are confronted by unique barriers that negatively impact their ability to compete for jobs.
RESEPCT of Florida creates employment options for more than 1,200 individuals with severe handicaps (disabilities) each year. State agency purchases of commodities and services through the RESPECT program creates jobs for individuals who otherwise would likely fall within the statistics of "individuals with disabilities" who are unemployed. Last year's data indicate that 84% of those employed through RESPECT earn minimum wages or higher.
RESPECT employment occurs through local, nonprofit partner Employment Centers.
Remember, when State Agencies purchase through RESPECT, they create jobs for individuals who have severe impairments that limit their opportunities for competitive employment.
Purchasing through RESPECT literally creates jobs one purchase at a time!
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Spotlight on Success:
RESPECT would like to recognize Matthew Nelson as one of our Outstanding Employees of 2017.
Mathew works in shipping and receiving at Pine Castle, Inc, and was nominated by Dodie Patton. According to Dodie, staff have spent the last couple of years watching Mathew grow into an extremely competent and skilled worker. He has demonstrated complete command of the shipping and receiving area and is always willing to lend a helping hand in locating items needed for a rush order.
Additionally, Mathew has a thirst for knowledge and enjoys studying anything that has to do with technology and computer programs. To top it all off, Mathew is a bit of a joker and likes to keep people on their toes.
Mathew is known to throw in witty one-liners during conversations just to make sure that others are paying attention. This helps to keep his working environment light and fun. Great Job Matthew!
"My mission in life is not merely to survive, but to thrive; and to do so with some passion, some compassion, some humor, and some style" - Maya Angelou
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RESPECT offers an array of medical supplies to address some of the many needs of medical professionals today.Sharps containers, CaviWipes, and butterfly blood collection kits are just a few of the items we carry.
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FAPPO Trade Show in May
RESPECT attends many trade shows throughout the year across the State of Florida. Trade shows and reverse trade shows provide a unique opportunity to market our commodities and services to our customers from the different agencies and municipalities.
On May 22-24, Commodities and Procurement Director Lindsey Davun and Product Specialist Katie Mayo will attend the 2018 FAPPO Conference and Trade Show in Orlando. The booth will be stocked with information about RESPECT. Treats will be available and there will be a drawing for a prize. Bring a friend and learn about the new commodities and services RESPECT has to offer. We hope to see you there and talk about your upcoming projects.
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GOJO/PURELL Training Forum
Product Specialist Katie Mayo recently returned from the GOJO Training Forum in Akron, Ohio. Katie spent two days learning about all the products GOJO and Purell offer for personal hygiene and sanitation. Many of the products looked very useful to state agencies and RESPECT hopes to offer some of the new items in the coming year. One interesting product kills 27 different types of organisms in 30 seconds!
One highlight of the forum was the hand washing class. Katie was able to test out two new soaps, one designed for medical settings and the other for a general use setting. Basically, participants lathered hands for 20 second under hot running water. Every one left clean and smelling like Citrus Ginger (the scent designed for general use settings).
RESPECT is excited to share the GOJO/Purell products with our customers and to let everyone know that Purell is a safer choice for people and are designed minimize environmental impact.
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Stewart-Marchmen Act Behavioral Center (SMA) has 50 years of experience working with mental health issues and addiction. The program began in December 1967, when the Volusia County Guidance Center was founded.
SMA, as we know it, was formed from two separate entities that merged in 2008, previously titled Leon F. Stewart Treatment Center/Stewart Marchman and Act Corporation.
SMA offers services in Flagler, Putnam, St. John's, and Volusia counties.
Services include: prevention, outpatient, community based, enrichment, residential, crisis, justice, outreach, and education. SMA is involved in other programs such as: The Volusia Rape Crisis Center, Volusia/Flagler Healthy Start, and the Vince Carter Sanctuary.
Their mission is to deliver exceptional and comprehensive mental health services to individuals and families.
SMA provides the sunscreen, clocks, safety glasses and goggles, ear plugs, and dust mops you see on the RESPECT of Florida website.
The 4oz. Reef Safe sunscreen comes in a 30 SPF and is water, sweat, and rub resistant up to 80 minutes. It is environmental friendly in oceans and rivers because it is biodegradable. There is no harm to sea life, coral, or fishing bait with this sunscreen.
SMA assembles clocks you can hang on your office wall. The options are 24-hour, custom clock face with logo, standard 12 hour, and the popular Florida State Seal.
Dust mops are sold to RESPECT of Florida customers. The sizes offered include 5 in. x 18 in., 5 in. x 24in, 5 in. x 36 in. as a replacement or with a frame.
Whether you are shooting bullets, working an airboat, or pounding concrete, pre-shaped compressible foam ear plugs provide both protection and comfort. Ear plugs are rated up to 33dB of protection. Ear plugs are available in both corded and non-corded options.
After protecting your ears, do not neglect your eyes. Protect your eyes from debris and UV rays as you work with safety goggles or glasses.
SMA has a vision to have a community where addiction and mental illness are treated promptly, comprehensively, and with respect for all.
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Crossing the Great Generational Divide
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HR & Compliance Manager, Dayna Lenk |
Welcome to life in the new modern office. Today, like never before in history, the greatest number of generations are being represented in the workforce. We have Baby Boomers,
Generation X,
Millennial, and
Generation Z all working together
. It is fair to say that the task of getting all these diverse generations to work successfully together will be one of the biggest talent management issues employers will face in the upcoming years.
These four incredibly different generations, working under one roof and raised in vastly different times, have widespread value sets and often employ opposing communication styles.
- Baby Boomers - Born 1946 - 1964. Baby Boomers followed one of two largely incompatible value sets that have come to be understood as the "hippies" and the "yuppies." They were the first that grew up watching TV. Boomers think large scale, but tend to be self-serving in their vision. Their drive and optimism served them well in the peak of their careers, but due to a longer life span and lack of retirement savings are resulting in them remaining in the workforce longer.
- Generation X - Born 1965 - 1980. This entrepreneurial and individualistic group grew up as two-income households became more common. They grew up as latchkey kids who had a lot of freedom. Their independence and individualism made a major mark on the emerging world of the internet and information technology. They like to learn, explore, and grow.
- Millennials - Born 1981 - 2000. The Millennials represent a departure from individualism and return to conformity thanks to their nurturing, highly-involved parents, who maintain authority long into their lives. They feel great pressure to succeed, managing their time via meticulous scheduling. They are drawn to teams and appreciate a relaxed, respectful work environments. This generation received a lot of praise growing up and expect that trend to carry over into their work lives.
- Generation Z - Born after 2001. This is the youngest generation. They are new to the workplace, so their identity as an employee has yet to form. Generation Z is on track to be a large generation. They began using cell phones and other digital technology very young, leaving traditional toys behind. They generally lack interpersonal skills, but build strong social media networks. This generation saw their parents struggle under massive education debt, and therefore are more selective in their educational choices.
Despite these generalizations, every generation has something unique and valuable they bring to the workplace. Organizations that embrace generational diversity in the workplace will be more successful because they will be able to hire and retain the most valuable employees, consequently building a competitive advantage.
The key to making this generational mashup work is to understand
why the generations are so different, and find a way to meld all the advantages from each generation together, and in order to minimize the very natural conflicts that are likely to arise. In years past, the office was a more formal environment, now the office is a more casual place. Bringing together those who embrace the old-school formality with those that embrace new-school ease may cause culture clashes. Whether it is a shirt and tie vs. jeans and t-shirt, company letterhead vs. a quick email, or a text message vs. a phone call, perceptions of what is appropriate differ greatly.
While older generations desire to maintain a healthy life/work balance by allocating a small slice of personal time in a day filled with responsibilities and deadlines, the younger generation sees the entire day as 'life' with little separation between work and personal time. The consequence is that younger generations display a relaxed and casual attitude towards work, which can, at times, be extremely aggravating to their elders.
Millennials and the Generation Z embrace technology. They prefer the latest, greatest technological capabilities both in the office and in their personal lives. While Boomers are the fastest growing segment on Facebook, they do not have the same level of connection or comfort level with technology as Millennials. For the Boomers, a laptop is great, as is a smart phone, but they generally prefer old fashioned face-to-face human interaction rather than texting and endlessly interacting on social media.
Boomers believe that achieving a high-level management position is something to be aspired to and can only be earned by putting in their time, high performance, dedication and loyalty. As opposed to Millennials who feel that management is their destiny and they can expect to fulfill that role quickly after entering the work force. Boomers think of work in terms of a corporate office with a dress code; Millennials think of work in terms of tasks that can be performed anywhere with Wi-Fi. Boomers grew up with an 8 to 5 work day, whereas Millennials love the flexibility to work where, how, and when they prefer.
Millennials expect to move from employer to employer within a few years of each new job. They see this as the way to move up the food chain. Boomers tend to want to stay with the same employer as long as feasible, advancing up through the management levels and only moving when this is no longer possible.
In addition to understanding the generational differences, here are 10
key steps
for
leaders to follow to keep employees engaged in an age-diverse workforce:
- Build on commonalities. Urge employees to embrace what they have in common, not what makes them different. Not only does this build teamwork, but it also helps build trust across generations.
- Avoid labeling people. Everyone knows there are generational differences, but you should stop harping about those differences. Your goal should be about working with individuals, not labeling. This approach will make the differences less important to your team and help remove related stigmas.
- Build a succession plan. Identify your most critical roles and skills gaps, and ensure you have succession plans in place.
- Promote inter-generational teamwork and learning. All generations of employees can mentor one another in unique ways. Generation Z was raised on technology; a member of that group may be the perfect person to promote new technology. Similarly, a Generation X or Baby Boomer might be able to lend significant experience to a given situation.
- Be flexible. Be open to new work ideas and arrangements. Where possible support the needs of different generations through flexible work arrangements.
- Let all employees explore leadership. Mix it up. Build teams that have a broad range of demographics and ages. Base the team on the employees' unique skill sets they bring to the table. The more chances they have to broaden their horizons, the less the age differences will matter.
- Individualize your approach. Be purposeful in your approach to leadership to get greater productivity and better results. Evaluate employees based on goals, abilities, and strengths, not based on the generation they belong to.
- Use the proper reward. Determine which rewards are most valuable to different employee groups and then give managers the tools to offer those rewards.
- Understand employee motivation. Understanding what motivates an employee to work and achieve allows for greater engagement.
- Create rules for communication. Set clear ground rules for what is expected in both internal and external communications. Encourage workers across all age groups to individualize their approach by learning their coworkers' preferences and attempting to meet in the middle.
The resolution to a complicated
multi-generation work environment
will not come from any one generation, since each may think the others are the problem. The reality is that the responsibility belongs to each generation to put in effort. Simply being aware of the differences is a good place to start and talking about the differences will demystify what is unfamiliar or misunderstood. It all begins with a bedrock of respect, a willingness to listen, and a desire to make the great generational divide a lot less difficult to cross.
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion.
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