Spring Issue 2021

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Carving out a JOB Finding/keeping a job, especially the first job, can be a struggle for anyone. That old “Catch-22”, “you can’t get experience without a job; you can’t get a job without experience” can be an obstacle for anyone. This can be especially true for people with challenges; my younger son being a case in point. He has autism and some cognitive impairment. His only real work experience is as “team member” at a greenhouse whose mission is to provide job training for people with disabilities. We Grow Dreams remains my son’s only job experience to date. He has been declared “not work-ready” by the Division of Rehab Services (twice, in fact). It’s a real struggle. His story is not unique; it’s shared by many thousands locally, regionally, and nationally. disabilities, and increased workforce On that note, I am pleased to introduce Garret Rosiek, HR engagement at Bazaar Inc. Generalist at Bazaar Inc. This company sponsors an initiative to increase the percentage of people with disabilities in the workforce. I’ll turn it over to him to write all about it. How have we been able to succeed with this disability and inclusion initiative during the COVID-19 Disability Inclusion at The Bazaar Inc At The Bazaar, Inc., our long-term goals involve hiring 50% of the workforce with people with disabilities. Pandemic? There were many variables, but the main components contributing to this change initiative include top-down support, job What is the motivation behind this? Besides giving individuals of diverse backgrounds an opportunity to step into a career and work carving roles, and altering the human resources department. environment, the data collected from our current workforce has shown positive long-term benefits of having a more significant percentage of the workforce people with disabilities. Top-Down Support: This diversity and inclusion initiative started with our CEO Bradley Nardick. At The Bazaar, At The Bazaar Inc, we have 22% of our workforce with disabilities, which translates to 28 individuals in the company. This includes individuals with disabilities, veterans, second-chance employees, and people who have experienced homelessness. The employee turnover is only 32% for individuals with diverse backgrounds than 76% turnover for individuals without disabilities. Inc. we are fortunate to have the company’s CEO be as passionate about diversity and inclusion as Bradley Nardick is. The company has been able to allocate resources, energy, and money to grow our diversity and inclusion initiative. There have been notable improvements among our employees since implementing the following strategies company-wide. Changes internally have created increased communication and collaboration There have also been significant changes in the company’s strategic planning over the past five years. with managers and staff, higher success rates for those with 21
The changes include investing in disability inclusion consultants, building community support partners, and altering many different standard operating procedures to create a universal design with the workplace that better supports people from all different types of diverse backgrounds. Job Carving Roles: The purpose of job carving is to take one job and simplify it into multiple roles. The various functions are then further analyzed, and task fluency is developed from one task to the next. This creates more job opportunities with particular positions, which can be very beneficial for an individual with a disability or someone entering a new workplace environment. At The Bazaar, Inc. we perform job carving by assessing our daily operations and identifying areas that need improvement. After we find areas that needed improvement, we can job carve out multiple roles for Helping people with disabilities veterans second chance employees and people who have experienced homelessness certain positions. This process has helped our company create more roles for people with disabilities across a broader spectrum and give more opportunities for success within our organization. Alternating Human Resources: The Bazaar, Inc. altered their human resources department and brought in an employee with previous experience in applied behavior analysis and had worked with individuals with disabilities across a wide spectrum. This employee, Garret Rosiek, also has education in organizational and industrial psychology and has used his areas of expertise to create performance reviews, company-wide training and development, specialized onboarding, and has been able to train other staff how to work with individuals with various disabilities. Due to the changes made in the HR department, those working at this organization are now better supported within the organization and there have been notable improvements with collaboration among employees from all backgrounds. communication and collaboration The Bazaar Inc is dedicated and determined to have at least 50% of the workforce include people from diverse backgrounds. This includes people with disabilities, veterans, second chance employees, and people who have experienced homelessness. We believe everyone should have an opportunity to work if they desire that opportunity and we are driven to progress the workplace with our diversity and inclusion initiative. At The Bazaar Publisher Note: Garret Rosiek can be reached at 1900 5th Ave, River Grove IL 60171 267-265-8172 grosiek@thebazaarinc.com Facebook thebazaarinc.com Inc our vision is one of hope and inclusion as we move towards a more progressive and diverse culture for the future of our company. We hope to see you there soon! 22
Page 1 and 2: eyond disabilities Spring Issue 202
Page 4 and 5: PLANNING TO SUCCEED Back in my coll
Page 6 and 7: Impulse Control The old adage, “t
Page 8 and 9: Let’s Get Cooking Many kids love
Page 10 and 11: I Need a Lawyer? Many parents with
Page 12 and 13: In the complex process that follows
Page 14 and 15: ScHooL and HomE The pandemic has up
Page 16 and 17: There’s an abundance of programs
Page 18 and 19: “Recreational Therapy is probably
Page 20: EXCEPTIONAL SPORTS When parents are
Page 25 and 26: Many children, with a variety of co

Spring Issue 2021

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