Executive Summary
The hotel industry struggles with high employee turnover and labor shortages. Employing individuals with intellectual and developmental disabilities (EIDD) offers a solution, providing benefits such as improved loyalty, reduced turnover, and greater workplace diversity. Successful integration of EIDD requires addressing challenges like communication barriers, stigma, and the need for tailored support. Key to success are job coaches, who provide on-the-job training, support, and communication between EIDD and supervisors. They also educate coworkers to foster a more inclusive environment. Hotels should implement structured onboarding, provide reasonable accommodations, and offer socialization opportunities to ensure long-term success. Regular job coaching, performance feedback, and clear job roles promote retention. Managers can leverage job coaches to provide personalized training and create a culture of inclusion. By aligning EIDD employment with corporate social responsibility (CSR) goals and partnering with external agencies, hotels can reduce turnover, improve workforce stability, and enhance their public image.
Recommended Citation
Negoro, Yoko; Pons, Sydney T.; Little, Thomas A.; Tews, Michael J.; Quadri-Felitti, Donna; and Jolly, Phillip M.
(2025)
"Exploring the Untapped Workforce Potential of Employees With Intellectual and Developmental Disabilities in the Hotel Industry: Where to Start,"
ICHRIE Research Reports: Vol. 10:
Iss.
3, Article 3.
DOI: www.doi.org/10.61701/819384.431
Available at:
https://via.library.depaul.edu/ichrie_rr/vol10/iss3/3
