Cultivating relationships is our business — and when it comes to diversity, equity, and inclusion, it is personal.
The Bazaar champions a ‘People-First’ approach that is a core driver of everything we do. As we continue to learn from the people around us, we make strides toward being a better business, as well as a cornerstone of the communities we serve. We create meaningful connections with our team members, clients, and customers.
30%
of our headcount includes people with disabilities, second chance and formerly incarcerated individuals, those who have experienced homelessness, and veterans
INCLUSION TO US
Inclusion is a pillar on which we stand and the foundation for the culture we foster
The culture of care we’ve created isn’t just about showing kindness. It’s also about investing in the people who put in hard work and contribute to making the Bazaar what it is: diverse teams that thrive with a broad range of differences, in an environment where differences are valued, practices are equitable, and everyone shares a sense of belonging.
Such diversity and inclusiveness are essential to creating real value
and driving purpose across a better working world.
Among many considerations, Inclusion must focus on putting an
end to the disqualifying of people based on their characteristics of
diversity — gender, race, ethnicity, age, sexual orientation, religion,
veteran's status, disability and more — using equity and inclusion to
enhance our vibrant work culture and help deliver stronger business
results and societal change.
Something we have always prioritized at The Bazaar is not only
being successful business leaders, but also contributing to the
communities in which we do business.
Creating
Purposeful Work
Dissolving
Stigma
Breaking Down
Barriers to
Success
Today, there is a new compact between the workforce and the employer that requires the company to take a much more ambitious role in society.
87%
87% of U.S. consumers would rather do business with companies employing people with disabilities1
18%
18% of the disabled population in the U.S. has a job1
80%
80% of employees feel inclusion is important when choosing an employer 2
3%
3% of HR professionals actively recruit people with criminal records 3
80%
80% lower turnover rate for workers with disabilities than their non-disabled counterparts4
OUR JOURNEY
Becoming an Inclusion Leader
The Bazaar’s Inclusion Program launched in 2014 — and it has come a long way. When we began adding new and diverse talent to our team, we realized the need to reinforce our commitment foundationally to best support our growing company. We shifted internal efforts to host job fairs, casting a wider net to find the best people to join our team. We changed our onboarding efforts, catering to the needs and job functions of each individual and making sure they had the resources they needed to succeed.
Over the years, we have experienced a transformative shift in our workforce — and it is not just lower turnover and higher productivity rates, but a rise in morale from employees who are engaging in meaningful discussions and free to be themselves when they are at their jobs.
This social consciousness has allowed The Bazaar to become more than a business. Its teams see a measurable differences in the community and have great pride knowing that employees not only evoked positive change, but are able to see the results of the effort they put in day in and day out.
YOUR CHALLENGE
Bazaar’s Open the Door Initiative
We strive to change the perception of inclusive hiring and disability in the workplace as
proven industry leaders that are providing career opportunities for everyone.
The Bazaar’s president, Brad Nardick, has issued a challenge to Chicago business leaders to embrace inclusive hiring — among people with disabilities, second chance and formerly incarcerated individuals, those who have experienced homelessness, and veterans — and has announced a pledge to expand its inclusion program to account for 50% of the company’s headcount by 2025.
This challenge is for businesses who like to roll up their sleeves and work hard; companies with many moving parts, and organizations who strive to create a resilience among teams with stronger, dependable workplace culture.
The effort aims to inspire action among organizations at all levels, from simple dialogue and commitment to learn more about the benefits of diversity, equity, and inclusion to the adoption of alternative hiring practices and the creation of career opportunities for valuable employees who are largely overlooked.
Learn more about the challenge here.
Open The Door To Inclsuion... And open the door to:
Stronger Recruitment & Growth Opportunties
Greater Retention & Workplace Productivity
Purposeful Work & Positive Social Change
Helpful Resources
If you’ve been thinking about implementing a purposeful inclusion program — whether you believe it’s a smart business decision or because it’s something you’re passionate about — we are here to help you along the way.
We are committed to adding more resources to our library of insights, tips and articles that share key strategies for creating resilient, inclusive workforces. And we can attest that the process creates an invaluable experience for all involved.
OUR PATH FORWARD
How will we accomplish 50 by 25?
It begins with the people. Inclusive hiring is a core pillar on which we stand and the foundation for the culture we foster. We strive to change the perception of disability hiring and are industry leaders in providing career opportunities for everyone.
Inclusive
Recruitment
In traditional corporate hiring, candidates are mass screened for one entry level role. At the Bazaar, however, candidates are carefully evaluated to determine their individual skill sets...
Learn More
Creating a
Dialogue
The Bazaar employees are teamed up with specific managers and encouraged to communicate with their manager about the parts of their jobs they like, things they want to improve at, and where they see themselves in the future...
Learn More
Partnerships
Matter
It is critical to identify and establish relationships with agencies that help differently-abled individuals, second-chance employees and eligible workforce leaders secure employment...
Learn More
Constantly
Learning
Through all of these learnings since the inception of our Inclusion program in 2014, we’d like to say our program is perfect. But, truthfully, we are constantly learning and evolving to better...
Learn More
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If you’ve been thinking about implementing a purposeful inclusion program — whether you believe it’s a smart business decision or because it’s something you’re passionate about — we are here to help you along the way.
CONNECT WITH US
To aid in organizations’ talent search, The Bazaar is offering to communicate directly and introduce any interested potential employer or employee to leaders at nearly 150 community and support organizations. Its network of partners and established relationships include hiring partners, career coaches and nonprofit organizations that help individuals who are disabled, veterans, previously incarcerated or homeless, and other eligible workforce leaders to identify, secure and sustain employment.
