Supported Employment was never meant to be about fitting people into narrow definitions of readiness, productivity, or success. Yet somewhere along the way, standardized assessments and rigid benchmarks became the default tools guiding decisions about who is employable, when they are ready, and what kinds of work are deemed appropriate.
It is time to shake up the box.
Standardized assessments are often treated as neutral, objective, and efficient. In reality, they are built on normative expectations that frequently exclude people with disabilities, particularly those with complex support needs, trauma histories, or nontraditional communication styles. When these tools are elevated above lived experience and individualized discovery, Supported Employment risks becoming another system that asks people to adapt to the standard rather than adapting the standard to people.
In my work, I have seen how assessment driven services can unintentionally limit opportunity. Scores and checklists replace conversation. Timelines replace trust. Compliance replaces curiosity. When this happens, we miss the most important information, who the person actually is, what they value, and how they succeed when supported in ways that make sense to them.
Discovery focused practice offers a different path. Instead of asking whether someone meets predefined criteria, discovery asks how environments, accommodations, and supports can be shaped to unlock strengths. It recognizes that employability is not a fixed trait, but a relationship between a person and their environment. This shift requires flexibility, creativity, and a willingness to question long standing systems that feel comfortable simply because they are familiar.
Challenging standardization does not mean abandoning accountability or professional responsibility. It means critically examining whether our tools truly serve the people we support. It means recognizing how standardized measures can reinforce inequity, limit access, and silence individuals whose strengths do not show up neatly on a form. It also means expanding our understanding of success beyond productivity metrics to include autonomy, dignity, and meaningful contribution.
Shaking up the box requires professionals to move beyond assessment driven decision making and toward system responsive practice. This includes developing alternative ways to gather information, such as situational observation, relationship-based discovery, experiential learning, and collaborative problem solving. It also means advocating within our systems for flexibility, accommodations, and individualized outcomes that honor the complexity of human experience.
Supported Employment has always been about possibility. When we are willing to question inherited practices and challenge rigid standards, we create space for more people to participate, contribute, and thrive. Shaking up the box is not about disruption for its own sake. It is about aligning our practices with our values and ensuring that employment supports truly reflect equity, inclusion, and respect.
If we want systems that work for everyone, we must be brave enough to rethink the standards that define them.
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