J.Lodge fights stigma: employing persons with disabilities


December 3, 2018

According to the World Health Organization, 15 percent of the world’s population experience some form of disability. It is the only minority group that anyone can join at any time due to accident, illness, or aging. Why then, if so many people are or could be affected by a disability, do we continue to overlook this underrepresented segment of the population when it comes to employment?

An inclusive approach

J.Lodge—a leader in contact center monitoring and quality assurance services—is determined to counter stereotypes associated with employing persons with disabilities. Inspired by Jackie Lodge—a lifelong survivor of a debilitating medical condition—the company takes a stand for inclusivity. J.Lodge supports Fortune 500 companies and does so with an exceptional workforce, comprising persons with disabilities and Veterans.

By investing in this segment of the U.S. population, J.Lodge aims to improve the unemployment rate for persons with disabilities. The company is committed to attracting and retaining top talent. It strives to provide rewarding and fulfilling career opportunities that accommodate employee needs and enable independence.

Education and training

Attrition rates among contact centers are frequently estimated to be between 30 and 45 percent. Why then, is J.Lodge so different?

The key is education and training. For J.Lodge, the pursuit of excellence begins with its staff and empowering them to make a difference for clients. “We are able to recruit individuals who are educated and have quite a bit of background skill and experience in the field. That’s what sets us apart: the ability to hire someone who has a bachelor’s or master’s degree and 15 years of business experience that is relevant to the position,” says Christy Wilson, vice president of field operations at J.Lodge.

J.Lodge agents are highly trained. They are no less-qualified, nor does employing them negatively affect the bottom line. In fact, J.Lodge has witnessed the exact opposite. “After…[the initial] two-week training period, our attrition rate is less than one percent,” says Wilson. “That’s unheard of for the call center and quality monitoring industry.”

Our unique business model and hope for the future

Another unique facet to the J.Lodge workforce model is that employees work remotely. “With our business model, we’re able to recruit across the entire nation,” says Amanda Rhine, vice president of client strategies at J.Lodge. “We are not held to one location.” This enables a larger applicant pool, boosts the quality of applicant, and results in little to no turnover.

J.Lodge goes above and beyond minimum regulations set forth in current regulations and standards. The company is determined to establish a better experience for persons with disabilities—people who are determined to find the best solutions for customers, who are reliable, and who work hard.

To learn more about J.Lodge, or to join our workforce,  please visit www.jlodge.com.