With so many stereotypes and portrayals about people with disabilities, Walgreens management decided to use education to dispel the myths. Through training and experiential opportunities for its management team, the company showed that people with disabilities can be successful in highly competitive environments.
Success at the latest generation of distribution centers can in some ways be attributed to the "start-up." This new DC model, launched in 2007, allowed management and partner organizations to look for people with the right attitude to learn and succeed. With a solid core of team members, we are now able to learn from those experiences and expand the talent pool to help those with disabilities, ranging from autism and mental retardation to those who are visually or hearing impaired.
Broadening the workforce by employing people with disabilities is not just a nice gesture, it makes good business sense. Walgreens found that with the right mix of training, technology and awareness, the newest generation of distribution centers runs more efficiently and productively than older counterparts.
The game plan was ambitious, but Walgreens team members and management proved that higher standards can breed success and empowerment.
Find out how to launch a career at Walgreens.