Retail’s Workforce Crisis Has a Solution — You’re Just Not Using It

Retailers Expand Talent Pool

Retail is one of the largest employers in the country, with more than 15 million people working in stores, distribution centers, and fulfillment roles every single month. It’s a workforce that never stops moving — and never stops hiring.

But even with that scale, one truth keeps showing up: finding talent and retaining that talent always seems to be a challenge.

For years, hiring people with disabilities has been viewed as "hard" or a “nice to have,” something companies will get to once they finish everything else. But the unemployment rate tells a different story. People with disabilities experience joblessness at more than twice the rate of people without disabilities — not because they can’t work, but because the systems around them weren’t designed for them. That gap isn’t a statistic; it’s a signal. It’s showing us exactly where the opportunity is.

Retail has a chance to lead here. The work is structured. The roles are clear. The environment is team‑based. And when companies build intentional hiring programs, they don’t just change someone’s life — they strengthen their own workforce with employees who consistently deliver on reliability, retention, and improve culture. This isn't a false claim to get retailers to take action - it is steeped in data from retailers across the globe.

If you’re a leader wondering where to start, here are five moves that matter:

1. Start small and start real.   Choose 1-2 roles and begin in 1-2 locations. Pilots create clarity, build confidence, and give teams a chance to learn without being overwhelmed.

Pro-tip: Ask for volunteers to pilot the program - likely you will find a leader that is a parent, a sibling, or they themselves have a disability and want to bring that understanding to a program. A volunteer leader gets your more than a "voluntold" leader.

2. Build partnerships instead of building alone.   Local disability organizations, vocational rehab, and workforce boards can supply candidates, job coaches, and support. You don’t have to reinvent the wheel. Model existing programs that will share their journeys.

3. Identify/Establish your resources.   A short, practical training session on disability, and accommodations is always helpful. Clear communication sets the tone and removes the fear of “getting it wrong.” If you don't have the resources lean on your partnerships for support.

4. Bake accommodations into the workflow.   Most accommodations or adjustments are simple — visual schedules, modified training, predictable tasks and mentors at work. Retail is uniquely positioned to make this easy.

5. Measure what matters.   Track retention, absenteeism, and safety. The data will tell the story, and it’s almost always stronger than leaders expect.

The future of retail workforce development won’t be built by accident. It will be built by leaders who decide that inclusion isn’t an extra task on the list — it’s the way they strengthen their teams, stabilize their operations, and reflect the communities they serve.

If you’re in a position to shape hiring, this is the moment to look at your workforce strategy and ask where you can open the door a little wider. Small steps create real change, and the companies that start now will be the ones defining what retail work looks like in the years ahead.

#TalentSolutions #BetterWorkplaces #HumanResource