‘We never advertise. Potential candidates either find us via the internet or hear about us. People come to us. If I need somebody, I inform my network. I have a huge professional and private network. I might contact the local social security service or inform my private network. There is always someone, like a niece or cousin, looking for a good job. I don’t need to actively recruit; we are easily visible and well-findable.”

‘Then, when people come for an interview, I just ask them to spend a day working with us, carrying out an assignment alongside us, and showing us what they can do.’

In one case, we did the whole ‘try-out’ working day online. Dennis suffers from agoraphobia, so finding a job in the open labour market was quite challenging for him. He’s an experienced web designer and he sent letters to companies offering his services. I think he sent more than a hundred letters; I was number 165. We invited him for a digital coffee and an online working day. There was a connection, and we offered him a three-month trial period, after which we both agreed that it was a good match. The great thing about being a web designer is that you can work from home, which suits Dennis perfectly.

Let me give you the example of Margot. She was incredibly nervous on her first ‘trial’ working day. I had to spend quite a lot of time making her feel relaxed. Even I found it challenging to comfort her. She did it in the end, though, and proved her abilities quite well that day. We hired her, and I must admit that she is a real asset. Thanks to her excellent work as a graphic designer, we now design two extra magazines.”

‘Specific adaptations for them were not needed. People can start work at 09:30 and finish at 18:00, working a maximum of six hours per day. They both work a limited number of hours; that’s the only adaptation one could say, but I never wanted them to work full-time. Dennis’ workplace can also be seen as an adaptation; we don’t consider it an adaptation for us, but rather a way of working that suits him, as he works from home and sometimes in his bed.”

‘They had difficulty finding a job on the open labour market. I gave them the opportunity to work here, and I am pleased with them. They are also glad to work here. This makes them loyal, engaged and trustworthy employees. Dennis’ hyperfocus decreases the work pressure on his colleagues and improves our total results, with all employees enjoying their work. Margot’s competence and commitment lead to more customers and better results. They are both completely accepted in the group. Their skilled and trustworthy way of working means their ‘habits’ are accepted, creating a high level of tolerance among all employees.”

“Once I had hired Margot and Dennis, I realised that I needed support in learning how to communicate with and work alongside them. This meant becoming a job coach myself. I followed the certification programme and am now a certified job coach. This means I can now provide Dennis, Margot and others like them with tailored support based on their individual needs. For example, Dennis would like a solid structure for our meetings and agreements. I must keep my appointments with him as planned and should not change them, which would not be a problem for most employees. We communicate via WhatsApp, which is the best way for him. I just do it; it’s not always easy, but this is how he functions best. I try to treat others as I would like to be treated myself. I understand and accept his choices. And it works out well”.

“We are all equal, and we achieve things together. Complementing each other also gets you further. We work together, emphasising each other’s qualities, and this leads to good results. At the same time, when it comes to things like rent, or any other challenges or problems, I am the one who needs to solve them. However, I see it like this: my people don’t work for me; I have the honour of working with them. I believe in equality and in creating beautiful things through collaboration. When things do not work out well, I need to take responsibility for finding solutions.”

“We work closely with the national social security office. We have good contacts with one of their relation managers. I know that hiring people with ‘special needs’ means completing a lot of paperwork. It’s not enjoyable, but if you calculate the benefits of completing the paperwork, you’ll see that it’s worthwhile spending your time on it. There is one insurance policy that I like for employees with disabilities: it’s no-risk insurance. This insurance guarantees that you will receive your employee’s salary if they drop out of work due to illness or disease. This insurance could provide the extra support you need when considering hiring a person with a disability. I have this insurance and, in my experience, I hardly ever make use of it”.

‘I have seen Dennis and Margot both grow during their time working here. They now have the confidence and freedom to express their own ideas and opinions. As an employer, the biggest compliment you can receive is when your employees feel comfortable enough to offer their opinions and challenge your ideas.”

“Having colleagues with special needs on your team broadens your horizons; it creates a larger customer base, because your customers are different too. In fact, hiring disabled employees increases turnover. Although making an impact is important to me, ultimately I need to make a good profit. Without a positive turnover and without making a profit, my company wouldn’t survive. First and foremost, I am a human being; secondly, I am an entrepreneur. This is a classic win-win-win situation. Our customers expect quality from us, and that’s what we provide. At the same time, our customers are making the world a better place for someone else: someone with a disability who works in my company. Which customer wouldn’t want that? Having colleagues with disabilities has opened my mind, decreased stress within the team and increased my turnover. This is what sharing brings us!”

“If my story inspires my fellow company owners, I would recommend that they open their doors and take action. My first recommendation is to keep your vacancy texts short; the longer they are, the more people you exclude. Secondly, offer potential candidates a day at your company and don’t worry about privacy. This enables both you and the candidate to explore whether you are a good match. Last but not least, put your ego to one side and ask for help; don’t try to reinvent the wheel. Employers can achieve great things together with a little help from their neighbours. One more thing: be honest about your employees’ capabilities. Only compliment them when it is deserved; otherwise, your compliments will lose their meaning.