More than 30 years ago, Estwing Manufacturing began a partnership with Bridgeway, Inc., a nonprofit organization that helps individuals with disabilities find employment, including those with developmental disabilities (also known as neurodivergent* individuals). Through behavioral health services, developmental and intellectual disabilities services, and community- and center-based job opportunities, Bridgeway equips its clients to reach their employment goals.
In the early years of the partnership, Estwing contracted with Bridgeway to manually apply decals and security tags to finished products. Bridgeway clients performed the work at the organization’s in-house work center.
“Estwing put 40 people with disabilities to work every day,” said Lori Mills, director of production and business development at Bridgeway. “And when technology eliminated some of those tasks, Estwing continued to find work for us to do, such as packaging and assembly.”
Bridgeway clients currently assemble the Deadhead® Rubber Mallet. Estwing has even gone so far as to provide the equipment, machines, and training Bridgeway needs to complete the work in-house and meet the tool manufacturer’s rigorous quality standards.
Mills believes their clients enjoy the work they do for Estwing: “Not only do they earn a competitive wage and get vocational training, but they take pride in seeing the products they’ve assembled in the store.”
Some people would mistakenly call this arrangement charity, but Estwing calls it good business.
“So many suppliers don’t deliver on what they say they’re going to do. But if Bridgeway says they’re going to get something done, they do it. That’s refreshing,” said Jack Ryan, VP of engineering at Estwing.
Recently, Estwing began identifying jobs within its own operation that could be filled by high-functioning autistic workers. They brought in Stannum Core Solutions, a Chicago-based company that specializes in helping employers hire and retain neurodiverse talent through customized job preparation, management coaching, employee onboarding, and continuous improvement. Stannum Core works with local nonprofit organizations such as Bridgeway to recruit and place those employees.
“Estwing takes safety very seriously and understands that we have to be cognizant of where we place new employees.”
Ben Schatzel
of Stannum Core
Stannum Core helped Estwing determine which jobs would be best suited for individuals on the autism spectrum, and they trained Estwing management on how to engage with neurodivergent employees.
“Safety is critical in manufacturing,” said Ben Schatzel of Stannum Core. “Estwing takes safety very seriously and understands that we have to be cognizant of where we place new employees.”
Estwing’s customized employee success plan includes on-site tours and working interviews in which applicants perform tasks to make sure they are comfortable with the work. Regular feedback meetings with Stannum Core staff ensure things are going well for both parties and that expectations are being met.
“Our focus is on making sure everyone is successful and supported,” said Ryan, who has an autistic nephew.
In December, Daniel King (a Bridgeway client) and Noah Vronch, began working full-time at Estwing.
“The new hires have been very successful, and, in fact, are moving on to learn other jobs,” Ryan said. “We’re in the process of bringing in more neurodivergent employees.”
“Our focus is on making sure everyone is successful and supported.”
Jack Ryan,
VP of engineering at Estwing
Schatzel is quick to point out that these new positions don’t follow the traditional disability employment model of sub-minimum wage, job carving, piece-rate compensation, and work-center environments. Instead, Estwing is creating competitive pathways for these new employees.
“I think it’s easy to overlook how unique it is for an employer to be open to an initiative like this. Estwing deserves a special shout out for their commitment, even though, in many ways, it feels like business as usual,” Schatzel said.
“We’re so glad this program is working out,” Ryan said. “The new employees, our current employees, and the company all benefit; it’s a win-win.”
* NOTE: According to myclevelandclinic.org, “neurodivergent” is a non-medical term that describes people whose brain differences affect how their brain works. That means they have different strengths and challenges from people whose brains don’t have those differences. The possible differences include medical disorders, learning disabilities, and other conditions. The possible strengths include better memory, being able to mentally picture three-dimensional (3D) objects easily, the ability to solve complex mathematical calculations in their head, and many more.
