Retail Ready and Able

(Queensland)

The Retail Ready and Able program is designed to support the people you care for to become empowered and motivated. Areas where we aim to assist include:

Improving jobseekers’ social networks to gain some financial independence to fund a few of life’s comforts;
To help jobseekers gain confidence and opportunities to be paid to help people, solve problems and showcase their abilities;
For jobseekers to receive specific training in retail to learn new skills and gain knowledge with opportunities into meaningful employment.

Case Studies

Zarraffa

Changing the game:

How Zarraffa’s and ARA through its Retail Ready and Able (RRA) program, lead the way in embracing diversity in the hospitality industry.

Known for its cafes and welcoming atmosphere, the loved chain Zarraffa’s is making strides in fostering a diverse and inclusive workplace by teaming up with ARA through its Retail Ready and Able (RRA) program. This partnership goes beyond filling roles—it signifies a dedication to demonstrating how employing individuals with disabilities can enhance businesses and provide chances for those confronted with job obstacles regularly. By showcasing how an inclusive mindset brings not diversity, but strength and worth to its workforce, Zarraffa’s sets an example of valuing every individual’s contribution.

The program started with a goal of creating job prospects for individuals with disabilities and debunking prevalent myths in the hospitality industry sector. Zarraffa’s embraced RRA members into roles at their cafes by assigning each person to positions aligned with their abilities and level of comfort. From being baristas to offering support behind the scenes in the kitchen area every role offered an opportunity for participants to move from being without a job, to joining a work environment where their efforts are appreciated.

To promote inclusivity effectively Zarraffa’s took steps by dedicating time and resources to establishing a welcoming environment for all individuals involved in their operations. They engaged with RRA webinars and welcomed RRA trainers into their locations to gain an insight into their day-to-day operations. This partnership enabled RRA to identify and train individuals suited for Zarraffa’s setup while providing their team with the resources to cultivate an inclusive atmosphere.

The story of Zarraffa’s serves as a model for the hospitality sector by inspiring a shift in recruitment strategies to embrace inclusivity for mutual gains across the industry.

Rivers

Building an inclusive workforce:

Rivers and ARA through their Retail Ready and Able (RRA) program, promote diversity in employment opportunities.

The retail industry often prioritizes efficiency over inclusivity in a moving environment like this; however, Rivers is setting a standard by teaming up with the ARA and its Retail Ready and Able (RRA) program to showcase that inclusivity isn’t just a moral decision, but also a savvy business move that can make a positive impact on people’s lives and enhance organizational strength.

Rivers, a prominent retail brand, is redefining what an inclusive workplace can look like through a groundbreaking partnership with Retail Ready and Able (RRA). This collaboration isn’t just about filling job positions; it’s about transforming perspectives within the retail industry. By actively recruiting individuals with disabilities, Rivers is proving that inclusivity not only strengthens a team, but also brings unique value to the business.

The initiative began with a shared vision: to create job opportunities for people with disabilities and challenge the misconceptions that often limit inclusive hiring practices in retail. Rivers welcomed over 13 RRA participants into various roles suited to their skills and comfort levels, from customer-facing sales positions to roles in stock management. This careful placement ensured each person could transition confidently from unemployment into meaningful work, supported by an accommodating and encouraging environment.

Beyond job placement, Rivers is continuously investing in comprehensive training for their managers and staff, aimed at fostering awareness and dispelling stereotypes. This training shifted perspectives within the company, helping team members recognize the strengths that individuals with disabilities bring to the workplace.

Tips for Carers, Family and Supporters

Create routines around:

wake up and leave home alarms so timing is adhered to in order to get to work on time;
transport schedules;
personal care;
social activities;
adequate rest and sleep;
exercise and nutrition;
therapies and medical needs;
retail and other centres that are disability friendly;
meals and food preparation;

Create budgets to:

purchase wash and wear clothing;
footwear that is podiatrist/chiropractor designed;
purchase pre prepared nutritious portion sized meals;
ensure jobseeker has sufficient phone/data credits;
ensure jobseeker has sufficient funds to cover all transport for work costs;

Talk to your jobseekers Employment Service Provider or NDIS Co-ordinator to:

arrange for funding for work appropriate clothing and shoes, if applicable;
arrange for transport funding support, if applicable;
– help you determine where to go and what funding and support services are available in your City
– support available for carers and family support people in caring for the jobseeker with a disability

Create together:

A list of your jobseekers skills and talents;
A list of your jobseekers preferred employers with jobs;
career goals;
regular contact with the jobseekers Employment Consultant to ensure job seeking goals are on track;

Have you heard of Cérge?

Technology is providing new ways to help people with disabilities feel welcome and safe during new shopping experiences. Cérge is an APP available to download to an individual’s phone. Messages can be sent directly to a store in advance to let them know how they can better assist their customers with special needs. If shops don’t already offer this service, make enquiries to see if it can be set up.