About Us >>

Necessity and Initiative

Baker Industries was founded through the energy and ingenuity of two individuals who wanted to find an appropriate working environment for their epileptic, learning-disabled son.

The Parents of Invention

Charles and Louise Baker had learned after years of searching that many rehabilitation programs existed to benefit the mentally challenged, the blind, the deaf and other disabled groups. But no programs existed to help high-functioning men and women who could not readily succeed in the workplace because of learning disabilities or other specific challenges.

In effect, the Bakers wanted to fill a gap in vocational training that left out some potentially very productive persons.

From a Garage to Multiple Complexes

In 1980, with two employees, they opened a small direct mail and outsourcing business in their garage to begin to fill this void. In the years following, the company found an abundant market for its services, and Baker grew. In 1988, a second Baker work site was established in Philadelphia to employ ex-offenders and recovering substance abusers who also typically have difficulty getting jobs.

Several moves and many expansions later, this modest nonprofit enterprise has grown to include a work site in Malvern employing 75 people and a location in Philadelphia where more than 100 additional employees work.

Our Mission

• To employ those with the most difficulty holding jobs
  
• To teach the work ethic through real work experience
  
• To act as a transition step toward outside employment
  
• To help our workers reach their highest level of achievement
  

   Our workers come from specific groups:

1. People with physical or emotional disabilities resulting from epilepsy, head trauma or other diagnoses
   
2. Recovering substance abusers
   
3. Individuals on parole or probation
   
4. The homeless
   

Real Work for Real Wages

Through employment at Baker Industries, we foster in our employees the feelings of pride and accomplishment that can only come from being included in, rather than excluded from, the regular work force.

The Basic Rules

Throughout our 25-year history, we have continually altered and improved our approach, but we have stuck to several tenets in our work rehabilitation:

• The best way to teach good work habits is by real work, not simulated or "protected" work.
  
• Train employees well, give them time to learn their tasks, then set expectations high.
  
• Whenever possible, use workers who have come through the program to run the program.

Instilling a good work ethic is the key to our program. Before joining the regular workforce our employees know well the need for reliable attendance, good work conduct and proper attitude. All the workers we place in the workforce move to full time jobs paying more than minimum wage.