Meet Triangle’s New Business Engagement Manager

October is National Disability Employment Awareness Month, which makes it the perfect time for us to sit down with Triangle’s Business Engagement Manager Jason Armata to learn more about inclusive hiring practices in our communities. 

1. Can you tell me a little about yourself and what you do for Triangle? 

My role at Triangle as the Business Engagement Manager is focused on developing relationships with area employers and introducing hiring managers to Triangle, our services, and our amazing clients. Our goal is to develop partnerships with companies, create a seamless application and hiring process, and for our clients to be considered for job openings. 

2. How do you assist businesses? Tell me about the different ways that Triangle can help businesses through things such as internships and individual placements. 

All partnerships and employer needs are different. We work closely with organizations ranging from small businesses to national corporations across a wide variety of industries. We support employers when they are looking to add staff through interns, special projects, group hiring, and individual placements for both part-time and full-time roles. 

In addition to identifying and introducing qualified applicants, once a Triangle client is hired or placed on a project, we can provide on-the-job training and coaching to ensure long-term success for both our clients and their new employers. 

3. What are some common misconceptions about hiring people with disabilities that you encounter – and how do you help businesses move past them? 

The most common misconception is that hiring managers and their teams will need to spend extra time training individuals with disabilities, and that this is not a good use of their resources. Everyone starting a new job has a learning curve, whether they have a disability or not. With a dedicated Employment Specialist, our clients and partner employers have an on-site resource to assist with training, freeing up time typically allocated to onboarding – at no extra cost to the employer. 

4. What are simple steps that businesses can take to become more inclusive and accessible in their hiring practices? 

Overall, many larger companies have already implemented inclusive hiring practices. Smaller employers, who may have fewer internal resources, can take simple steps such as: 

· Adding an inclusive statement to job descriptions encouraging individuals with disabilities to apply. 

· Making it standard practice to ask all applicants if they need accommodations. 

· Training their teams on the benefits of hiring individuals with disabilities and focusing on skills rather than perceived limitations. 

5. How does inclusive hiring benefit employers? And how does inclusive hiring benefit the community? 

Often, when I first meet a potential employment partner and introduce Triangle, hiring managers who have experience with staff with disabilities highlight two qualities: reliability and longevity. For example, I recently met with a store manager from a national retail chain. As soon as I explained Triangle’s services, her eyes lit up. She told me about an employee she had hired over five years ago who had a disability. That individual became her most reliable team member, was promoted into different roles, and even completed her bachelor’s degree while working part-time. This manager saw firsthand the benefits of creating and supporting an inclusive hiring environment. 

On a larger scale, providing opportunities for individuals with disabilities strengthens the local economy, breaks down stereotypes, and often leads to more supportive, patient, and compassionate workplaces. 

6. October is National Disability Employment Awareness Month, so it’s the perfect opportunity to take action. What would you say to employers that are looking for their next employee? What can they do to get started with Triangle? 

The easy answer is to acknowledge that October is National Disability Employment Awareness Month. Take the opportunity to educate your staff on the benefits of inclusive hiring and work to eliminate stigmas associated with employing individuals with disabilities. Encourage a more inclusive hiring process and commit to adding at least one new step that makes your process more welcoming for applicants with disabilities. 

Employers that are interested in finding out more about Triangle or utilizing our services can visit Triangle’s website for more information.