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How One Business was Able to Improve Employee Retention

When Carmen Lang moved from Mexico City to California, she didn’t expect to start a business—or to quickly face challenges like how to improve employee retention. Her journey began with something far more personal: the search for quality tortillas.

What had been abundant and deeply rooted in her daily life in Mexico was surprisingly hard to find in California.

“I used to go to Oakland to get my tortillas because I found a decent brand that was okay for me,” said Lang. “I eat tortillas every day. I’m not going to eat bad tortillas every day. I’m not going to make that part of my diet.”

That realization sparked an idea—one that would eventually lead to the creation of Hola! Tortilla, a Nevada City–based business dedicated to producing authentic, hand‑made, organic tortillas using simple, high‑quality ingredients.

“People need to know what a real tortilla without additives is,” Lang said. “With just simple ingredients.”

What began as a passion rooted in culture quickly grew into a thriving wholesale business serving restaurants, grocery stores, food banks, and schools throughout the region. But like many growing businesses, Hola! Tortilla soon faced a staffing challenge: How could the enterprise improve employee retention without sacrificing product quality or company values?

The Challenge: How to Improve Employee Retention

While demand for Hola! Tortilla’s products remained strong during and after the pandemic, staffing became increasingly difficult.

“As a small business, we struggled a lot after the pandemic, especially with staffing,” Lang said. “Staff started to turn over every two weeks.”

With frequent turnover, much of the responsibility of keeping the business running fell directly on Lang.

“I was pretty burned out because I couldn’t find stable staff to help run my business.”

It’s a challenge many small business owners know all too well—balancing daily operations while constantly recruiting, training, and covering shifts, often with little relief.

The Solution: A Game-Changing Partnership

Searching for a more sustainable staffing solution, Lang enrolled in a local business course, where she received advice that would change the trajectory of her business.

“I took a business class at the local business center, and that’s where I met Tim Yamauchi,” Lang said. “He worked for PRIDE Industries in the past and told me it might be a good solution.”

That recommendation led Lang to partner with PRIDE Industries, a social enterprise that creates employment opportunities for people with disabilities.

“It was like it came from heaven,” Lang said. “We tried PRIDE Industries, and it pretty much saved me.”

Through the partnership, PRIDE Industries provided employees supported by dedicated job coaches—bringing structure, consistency, and accountability to Hola! Tortilla’s production process. This greatly improved employee retention at the company, which had an immediate positive impact throughout Hola! Tortilla’s operations.

“Once they learned the whole process and felt comfortable in the space, I could leave them by themselves to take care of production,” Lang said. “That allowed me to use my time for other tasks like marketing or sales to help grow the business.”

With a reliable team in place, Lang was able to step out of constant crisis mode and focus on long‑term growth.

The partnership also resonated deeply within the Nevada City community.

“We do mostly wholesale—that’s the majority of our business,” Lang said. “We make tortillas for restaurants, supermarkets, sometimes food banks and schools. And they know we work with people with disabilities, and they’re so happy to know that PRIDE Industries is working with us.”

Quality, Trust, and Consistency

At the heart of Hola! Tortilla is Lang’s commitment to quality. Producing a consistent product—one that meets her standards every time—requires precision, reliability, and trust. That consistency was difficult to maintain amid constant staff turnover—a problem that was solved once PRIDE Industries employees joined her team.

“Once I gave them the recipe, they were able to follow the instructions to a T,” Lang said. “One of the blessings of having PRIDE Industries on board is that the program is structured in such a way that they’re supervised by their job coach. So everything comes out right.”

For Lang, that structure translated into peace of mind.

“Honestly, they are the most trustworthy and loyal employees I’ve ever had.”

That experience is echoed by the PRIDE Industries staff who support the partnership.

“Our team got in here and they blew it out of the water,” said Miranda Weesner, Workforce Inclusion Assistant Manager at PRIDE Industries. “When it comes down to measuring, processing, and prepping, they do an amazing job.”

Wiesner also emphasized a broader truth she’s seen across industries.

“People with disabilities are some of the hardest workers I’ve ever met. They’re extremely reliable. They come to work with initiative each day, and just because they have a disability doesn’t mean they can’t do the job to a high standard.”

The Results: Stability That Fuels Growth

Since partnering with PRIDE Industries, Lang has found more than just reliable staffing; she’s gained the stability needed to expand her business. With a reliable production team in place, she’s now able to invest time and energy into growth opportunities that were previously out of reach.

“We are about to start with the Sacramento Natural Foods Co‑op,” Lang said. “They have our products on their shelves, and soon we’re going to start making wraps for their deli. That’s a big commitment and a big account for us.”

For Lang, the partnership with PRIDE Industries has proven that workforce inclusion can help small businesses improve employee retention while improving quality, stability, trust, and long‑term growth.

“When I talk to other business owners, I always recommend PRIDE Industries because it really saved my business,” she said. “The team has shown me that they can do anything. The fact that they’re labeled with disabilities, I don’t see it. They’re better, much better than many employees I’ve had before.”

Hola Tortilla logo

“When I talk to other business owners, I always recommend PRIDE Industries because it really saved my business. The team has shown me that they can do anything."

-Carmen Lang, Owner of Hola! Tortilla. 

Services Provided:

  • 2 Work Groups
  • Job Coaching
  • Employer Support

Results:

  • Stable Staffing
  • Consistent High Quality
  • Stronger Community & Customer Trust
  • Lowered Management Burden
  • Greater Growth Capacity

Matsuda's Nursery Solves Labor Shortage with Innovative Workforce Initiative

Since 1957, Matsuda’s Nursery has been a staple of the Sacramento region’s horticultural landscape, supplying over 2.5 million plants annually to retailers like Green Acres Nursery and Supply (co-owner of Matsuda’s), Home Depot, and local contractors.

“At any given time, between propagation and the field, there are around 5 to 6 million plants—living organisms—we’re responsible for,” said Travis Gill, co-owner of Matsuda’s Nursery. “Our vegetable-growing greenhouse in Auburn alone sells 1.5 million vegetable and annual starts a year.”

Behind this massive operation is a team dedicated not only to growing exceptional plants, but to nurturing the people who help them thrive.

With approximately 150 full-time nursery workers and another 100 seasonal employees, Matsuda’s success relies on a committed workforce ready to meet the demanding challenges of greenhouse and field labor. From planting to weeding to harvesting under the sun, the job requires resilience, precision, and heart.

But even in an industry rooted in growth, Matsuda’s found itself facing a hiring drought.

“We went through a period when people were not looking for work,” said Ryan Wallace, General Manager at Matsuda’s. “It was a different pattern than we were used to.”

The Challenge: A Shortage of Seasonal Employees

Like many agricultural businesses, Matsuda’s traditionally depended on seasonal employees to supplement its full-time workforce. But the labor market began to tighten, with fewer people seeking these physically demanding roles. One challenge in particular, an overgrowth of weeds, highlighted the urgency of finding reliable full-time nursery workers.

“Two weeds turn into two thousand, then two hundred thousand, in about eight weeks,” said Gill. “If you can’t go through the field and get every last weed out, the job is not complete. Staying ahead of the weeds to maintain a clean nursery, in addition to all of the plant production work required, was affecting morale. When we brought on PRIDE Industries seven years ago, they showed up and did an incredible job. Now, you can’t find a weed in our fields.”

But it wasn’t just about weed control. Matsuda’s needed nursery workers who could integrate into their close-knit culture, where workers feel like a family and are dedicated to high standards.

The Solution: A Winning Partnership Takes Root

To address their staffing needs, Matsuda’s Nursery partnered with PRIDE Industries, a social enterprise creating employment opportunities for people with disabilities. PRIDE Industries provided supported work crews—teams of employees supported by embedded job coaches—who brought consistency, dedication, and enthusiasm to the nursery’s daily operations.

“What PRIDE Industries brought to the table is a consistent, solid crew that will show up and do any task you ask them to do—and do it day after day, correctly and efficiently, with a smile on their face,” said Gill.

The nursery quickly saw that this wasn’t just a staffing solution; it was a cultural fit. The PRIDE Industries job coaches played a crucial role, setting expectations, providing guidance, and ensuring that the PRIDE Industries employees worked seamlessly with the other nursery workers, so that together these two groups formed a single, productive workforce.

“The job coaches make the crew what they are,” said Irene Ramirez, Operations Manager. “They’re on time, they know what’s needed, they jump in. If something needs doing, they don’t wait—they take care of it. They’ve been doing an amazing job.”

Over time, with the weed issue resolved, the responsibilities of the PRIDE Industries crew expanded significantly.

“They started by tackling the weed issue,” said Wallace. “But now they’re helping us load flats for planting, supporting bare root production, and taking on more responsibilities every year. They’ve become a vital part of our operation.”

Many of the PRIDE Industries crew members have been with Matsuda’s since 2018, proof of both their dedication and the supportive environment Matsuda’s has cultivated.

The Results: A Stronger, More Inclusive Matsuda's

The impact of the partnership goes far beyond solving a shortage of nursery workers. It has elevated morale and supported the culture at Matsuda’s, while providing meaningful, stable employment for people with disabilities.

“These jobs mean everything for our PRIDE team members,” said Grant Murray, PRIDE Industries Workforce Inclusion Manager. “This means independence—being able to afford rent, groceries, and transportation. It gives our employees purpose and a deep connection to the work they do.”

For Matsuda’s, the benefits have been both personal and operational.

“The biggest thing from an ownership perspective is morale,” said Gill. “The energy that these employees bring every day is unmatched. They are so happy to be here and work alongside our other employees, and I did not see that as part of the equation when we decided to bring the PRIDE Industries crew in. It’s honestly been the greatest part of it all.”

From day one, the fit of this partnership was undeniable.

“What we have with PRIDE Industries is a partnership built on respect, trust, and shared values,” said Murray. “From the first meeting, it wasn’t just about getting a job done—it was about inclusion and believing in what’s possible when people are given the chance to thrive.”

Gill’s advice to other businesses is as straightforward as it is heartfelt.

“If you’re a business facing workforce challenges, I believe this kind of partnership is worth exploring,” he said. “What we’ve built with PRIDE Industries goes far beyond filling roles—it’s about finding people who care, who show up with purpose, and who lift the entire team. It’s been one of the most meaningful decisions we’ve made.”

Matsuda's nursery logo

“What PRIDE Industries brought to the table is a consistent, solid crew that will show up and do any task you ask them to do—and do it day after day, correctly and efficiently, with a smile on their face.”

— Travis Gill, co-owner of Matsuda’s Nursery

Legacy Resort Partners with PRIDE Industries for Reliable Housekeepers

Legacy Resort Hotel and Spa in San Diego, California, opened its doors in 2020 and has since hosted hundreds of thousands of guests from across the U.S. and the world. With a footprint that includes a 126-room hotel, conference facilities, and multiple event spaces spread across more than 17 acres, Legacy is one of the largest hospitality venues in the region offering guests a full luxury experience. To maintain this high level of service and ensure that every guest has a memorable stay, the resort relies on a dedicated team of employees, including housekeepers, who keep Legacy’s reputation sparkling.

The Challenge: Staffing Housekeepers

From the start, Legacy Resort Hotel and Spa has been committed to delivering outstanding services to its guests, which is why hiring the most qualified, reliable, and dedicated staff, including housekeepers, has always been a priority. However, like many businesses in the hospitality industry, Legacy Resort has felt the impact of staffing shortages.

According to the American Hotel and Lodging Association, 76% of hotels are experiencing staffing shortages, with 13% describing themselves as severely understaffed. Additionally, the survey revealed that 50% of hotels identified housekeepers as their top hiring need.

With the pressure of a labor shortage and high standards for staffing, the hotel faced the challenge of finding qualified candidates.

The Solution: Partnering to Provide Housekeepers

For Legacy, being understaffed and relying on underqualified employees was simply not an option. Committed to finding the right team members, they turned to PRIDE Industries.

PRIDE Industries, a social enterprise dedicated to creating employment opportunities for people with disabilities, provided just what Legacy needed. Through this partnership, Legacy was able to hire skilled housekeepers and custodial staff, filling critical positions in their operations. This collaboration allowed the resort to maintain its cleanliness standards while providing meaningful employment opportunities for people with disabilities.

The Results: A Reliable, Dedicated Staff

Today, housekeeping teams provided by PRIDE Industries not only keep Legacy spotless, but they also bring a positive attitude to work every day. A standout example of this is Ben Godown, who was hired in a custodial role through PRIDE Industries. Ben has become an integral part of the Legacy Resort team, and his impact can be seen and felt by everyone on staff.

“Ben, in a lot of ways is the shining star that sets the example for everyone in the hotel. He’s one of the most conscientious employees and he has a very strong work ethic. We always know that he has a keen attention to detail and will do a fantastic job,” said General Manager Brad Naucler.

Housekeeping Manager Irma Ruiz agrees.

“It is a pleasure to have Ben on our housekeeping team,” she said. “He understands what we do and goes the extra mile every time he is assigned a task.”

Housekeepers: Legacy Resort Hotel and Spa logo

“Ben, in a lot of ways is the shining star that sets the example for everyone in the hotel. He’s one of the most conscientious employees and he has a very strong work ethic. We always know that he has a keen attention to detail and will do a fantastic job.”

— Brad Naucler, General Manager

People with Disabilities Transform Senior Living Employment

Eskaton Gold River, a premier senior living facility in Sacramento, is part of Eskaton’s expansive network of communities throughout Northern California. Known for compassionate, person-centered care, Eskaton holds employees to high standards in the belief that strong team member-resident relationships are essential to creating stability and comfort. Yet like many senior facilities, Eskaton Gold River faced ongoing challenges in senior living employment, especially for dining and hospitality roles.

The Challenge: Retention and Reliability in Senior Living Employment

Eskaton was looking for a solution that would provide stable, long-term staffing to enhance resident care and foster stronger bonds between team members and residents. And because turnover has traditionally been high for senior living employment, the company knew it had to think outside the box.

“This partnership started with the need for regular employees,” said Paul Nelson, Director of Culinary Experience. “We had a lot of issues having people show up consistently and staying with the job. We needed a long-term solution, so we didn’t have to take the time to constantly train new employees.”

The lack of reliable staff not only strained operations but also disrupted routines that residents depend on. High turnover meant employees were unfamiliar with individual preferences and care needs.

“Without consistency,” said Executive Director Alfredo Cruz, “we won’t have team members that really know our residents, what they want for lunch or breakfast, and the type of care they need. At the end of the day, our residents want to see familiar faces and smiles every day. If that’s always coming from the same person, it will make their days go better during this chapter of their lives.”

The Solution: Dedicated, Supported Employees from PRIDE Industries

To solve persistent turnover, Eskaton partnered with PRIDE Industries, bringing in a team of dependable and dedicated employees with disabilities. These individuals came supported by an on-site employment coach and reliable transportation services, ensuring long-term success and a consistent presence on the job.

“Retention is a huge issue in this industry,” said Cruz. “That’s why it’s so important for us to recruit quality team members. When hiring, I always look for people who care about the work they do here and the population they serve.”

With the help of PRIDE Industries employment coach Carol Compton, Eskaton Gold River became an environment where employees could thrive and, in turn, provide reliable, meaningful service to residents.

“These employees bring something so different to the table. They’re able to enrich the lives of our residents in ways we wouldn’t have anticipated when our relationship with PRIDE Industries started,” said Cruz. “Between our leadership team here and the employment coach, we’ve really been able to generate the best possible outcome for our residents.”

Cynthia Driver, Director of Work Partnerships, emphasized the importance of the employment coach, Carol, who plays a crucial role in supporting employees and ensuring they meet Eskaton’s standards.

“The coaches are the best part,” Driver said. “If you have a good coach, you’re going to have good staff because the coach makes sure the employers and employees are getting what they need.”

By partnering with PRIDE Industries, Eskaton was able to secure a more stable workforce for senior living employment that directly benefits both residents and team members by fostering long-term relationships and improving retention rates.

The Results: Stronger Retention, Better Resident Care

The partnership has yielded powerful results. Eskaton Gold River now has consistent staffing in key dining and hospitality roles with employees who build real connections with residents and contribute to a warm, familiar environment.

“The residents really enjoy the presence of the PRIDE Industries employees,” said Nelson. “They know residents by name, anticipate their needs, and create a welcoming atmosphere every single day.”

Eskaton team members have also seen the broader value of inclusion in action.

“There are misconceptions when you hear ‘disability.’ People assume limitations,” said Driver. “The same is true in aging populations. But when these two groups come together, they challenge those assumptions in the most beautiful way.”

The Bottom Line: Inclusion as a Strategic Advantage

Through its partnership with PRIDE Industries, Eskaton Gold River has achieved far more than staffing consistency. They’ve created a work environment where purpose-driven employees thrive, and residents benefit from deeper relationships and continuity of care.

By rethinking traditional hiring models, Eskaton is demonstrating how inclusive senior living employment practices can be a powerful tool for solving industry-wide challenges while elevating the human experience in senior living.

Services Provided

  • Kitchen and dining services staffing
  • On-the-job employment coaching
  • Transportation coordination
  • Long-term retention support

“The residents really enjoy the presence of the PRIDE Industries employees. They know residents by name, anticipate their needs, and create a welcoming atmosphere every single day.”

— Paul Nelson, Director of Culinary Experience

Manchester Grand Hyatt Finds Hotel Staffing Solutions with PRIDE Industries

The Manchester Grand Hyatt Hotel, located in sunny San Diego, is the largest hotel in Southern California. Boasting two towering high-rises with 1,628 guest rooms, a rooftop pool, multiple restaurants, bars, and a spa, it stands as a key player in the region’s hospitality industry. As a major employer in the area, the hotel relies on a skilled and dedicated workforce across all departments and requires reliable hotel staffing solutions. Today, the Manchester Grand Hyatt boasts a skilled and dedicated workforce that delivers top-notch customer service. But the hotel considered a number of hotel staffing solutions before choosing a winner.

The Problem: Hospitality Industry Labor Shortage

In a city where tourism is one of the top economic drivers, the Manchester Grand Hyatt plays a pivotal role in San Diego’s economy. However, as demand grew post-pandemic, the property faced a pressing need for hotel staffing solutions to fill vital roles and maintain its high service standards.

When the COVID-19 pandemic hit in 2020, the hospitality industry faced unprecedented challenges. Like many others, the Manchester Grand Hyatt had to close its doors. Later, when restrictions lifted and the industry began to recover, the hotel was eager to bring back employees and expand its workforce. With demand surging and business picking up, reliable hotel staffing solutions became critical to maintaining exceptional service. However, in addition to the uncertainties of the post-pandemic landscape, the hotel was confronted with an industry-wide staffing shortage.

According to the Bureau of Labor Statistics, in 2024 there were 196,000 fewer workers in the hotel industry than in 2020, with positions unfilled despite higher wages and improved benefits.

The Solution: Hardworking Employees with Disabilities

In search of an answer to their growing demand for employees, the Manchester Grand Hyatt reinstated their partnership with PRIDE Industries. Having previously worked with employees from PRIDE Industries, Hyatt recognized that this partnership would not only help the hotel meet its demand for qualified employees but also provide meaningful employment opportunities for individuals with disabilities. This collaboration became the ideal staffing solution, allowing the hotel to fill key positions efficiently while supporting a diverse workforce.

“The support we needed as our business reopened and grew was crucial, and we knew that the PRIDE Industries associates could deliver exceptional service and offer an extra level of support for the rest of our team,” said Matt Farnsworth, assistant director of food and beverage.

“When asked about renewing the partnership with PRIDE Industries, it was an immediate yes for us,” Farnsworth added. “Seeing the smiling faces of the Hyatt associates when they saw the PRIDE Industries employees return was incredible. They were so happy.”

This partnership aligns well with Hyatt’s commitment to empowering people. “We always make sure not to lose sight of what’s most important: the people. Partnering with organizations like PRIDE Industries, who do great work in the community, is truly rewarding and reflects our core values as a company,” Farnsworth emphasized.

Through PRIDE Industries work groups, the Manchester Grand Hyatt has successfully filled key food service roles, including stewards. In these work groups, three employees with disabilities are paired with a job coach who supports them directly, ensuring they succeed in their positions and meet the hotel’s expectations. PRIDE Industries serves as the employer of record, taking on the recruiting, hiring, training, payroll, supervision, and quality control work—eliminating management overhead for Hyatt.

“As a coach, my main responsibility is to make sure employees are safe and that I can watch out for them as they each meet certain goals,” said Employment Coach Tina Bowman. “Being at work with them, it makes me happy to see them as they grow in their work ethic. Employment means everything to them, not just financially, but mentally, physically, emotionally. I’m proud to be a part of making that happen for them.”

The Results: Reliable Hotel Staffing Solutions

The results of the partnership with PRIDE Industries have been clear and impactful for the Manchester Grand Hyatt. Employee retention has been exceptional, with some PRIDE Industries associates celebrating five and even ten-year anniversaries.

Eric, a steward at the hotel, is one such long-term employee. He’s been with the Grand Hyatt for over 13 years.

“Everyone in the building knows Eric, whether it’s housekeeping, the front desk, or our laundry team. Just seeing him interact with the team daily is very rewarding, and you can really feel the difference,” Farnsworth said.

Morale has also seen a significant boost—across the entire workforce—since the PRIDE Industries employees returned to their jobs at the hotel. “Seeing the associates interact with the PRIDE Industries employees is incredible. They create a better working environment for everyone,” Farnsworth added.

Most importantly, the hotel has once again found a dependable and dedicated workforce. As Bowman put it, “PRIDE Industries employees want to work. They love to come in, always show up on time, and when it’s time to start, they’re ready. They are hardworking.” Of all the hotel staffing solutions available, this one has gone beyond providing a reliable workforce. It has also fostered a positive, supportive workplace culture that benefits everyone.

Grand Hyatt

“Partnering with organizations like PRIDE Industries, who do great work in the community, is truly rewarding and reflects our core values as a company.”

—Matt Farnsworth, Assistant Director of Food and Beverage

Liquidation Company Finds Staffing Solution for Warehouse Positions

RL Liquidators is one of the largest liquidation companies in the western United States, but still had trouble filling warehouse positions. The company processes thousands of overstocked and returned products from retailers every day, receiving over eight thousand truckloads of products annually across four national distribution centers, and selling the products through its own retail channels.

The Challenge: Filling Critical Warehouse Positions

In 2024, RL Liquidators was experiencing rapid growth, opening warehouses and retail outlets throughout California. But it had a hard time filling and retaining warehouse positions in the face of an industry-wide labor shortage.  

A recent survey by logistics software provider Descartes found that 76% of supply chain and logistics leaders in North America and Europe are experiencing notable workforce shortages, with 37% characterizing the shortage as high to extreme.

“Warehouse positions can be hard to fill. I have many people that come in here and already don’t want to be here,” said Michael Pizarro, Vice President of Operations at RL Liquidators. “We would have employees show up late or already be looking for their next job, with no investment in the work.”

Pizzaro and his team felt the effects of high turnover and the impact on productivity.

“Turnover is expensive. Searching for that labor affects the bottom line and that is money we’ll never get back,” he said.

Turning to temp agencies and exploring other traditional hiring channels proved to be ineffective. Despite its efforts, the company had trouble finding employees who had the drive and motivation to fill open warehouse positions.

The Solution: Finding a Productive and Reliable Team in People with Disabilities

At the core of RL Liquidators’ business model lies a commitment to helping others, demonstrated by its mission to make essential goods affordable to those who need them most.

Recognizing an opportunity to align their staffing needs with their values, RL Liquidators saw potential in partnering with PRIDE Industries, an organization with the mission to create employment opportunities for people with disabilities.

“Our recruiter made the connection with PRIDE Industries, and we couldn’t have been more thrilled, because that’s always been what the company is built on—helping others,” said Pizarro.

PRIDE Industries offers a specialized workforce solution that proved to be a great fit for RL Liquidators: supported work groups. These groups, which are strategically placed within a business, are comprised of three employees with disabilities and an employment coach. As the employer of record, PRIDE Industries manages all critical employment functions—including recruitment, hiring, training, payroll, supervision, and quality control—which effectively reduces the administrative burden for partner companies like RL Liquidators.

At RL Liquidators, the PRIDE Industries work groups are responsible for sorting, inspecting, and organizing products to help maintain the integrity of the liquidation process. Employing people with disabilities in partnership with PRIDE Industries has strengthened RL Liquidators’ workforce and made many of these processes more efficient.

“Some of the most productive employees are people with disabilities,” says Vladimir Fonsi, a PRIDE Industries Employment Coach working at RL Liquidators. “They work hard. They go out of their way to show that they are productive and hardworking. They don’t have to prove it to us for long because their work ethic is clear from the start.” 

The work groups have proven to be an ideal staffing solution, enabling RL Liquidators to fill its vacant warehouse positions with skilled, productive employees.

Izzy Yiznitsky, another PRIDE Industries Employment Coach at the site, has witnessed the impact.

“I have seen how my team alone has increased productivity, and I know that’s what many companies like RL Liquidators are looking for,” she said.

The Results: Inclusive Hiring Eases Warehouse Labor Shortage

RL Liquidators has experienced the positive impact of inclusive employment practices. By offering employment opportunities to individuals with disabilities, it has built a reliable team, increased productivity, and decreased turnover.

“I love how particular PRIDE Industries employees are. They care about everything, and they want it done correctly,” said Pizarro. “It’s exciting for us to see these teams of people with disabilities who want to be here, work hard, and do great at their jobs.”

As its operations have grown, RL Liquidators has expanded its partnership with PRIDE Industries to keep up. Today, a collaboration that began with a single work group has expanded to include four work groups, with a total of 12 employees and four dedicated coaches. Having this reliable labor solution has enhanced the company’s operational capacity and enabled its growth.

Services Provided

  • Receiving merchandise
  • Sorting products
  • Palletizing for distribution

“I love how particular PRIDE Industries employees are. They care about everything, and they want it done correctly. It’s exciting for us to see these teams of people with disabilities who want to be here, work hard, and do great at their jobs.”

— Michael Pizarro, Vice President of Operations at RL Liquidators