How Inclusive Hiring Strengthened a Superstore Team

Imagine walking into your local Real Canadian Superstore. 

For many Canadians, it’s a familiar scene. Shopping carts roll through the aisles, customers make their way to the checkout, and employees work together to keep the store running smoothly.  

It’s a fast-paced environment where hiring decisions are often practical: who can do the job, who can keep up, and who seems like the right fit for the role. 

For Matthew, Assistant Store Manager at Real Canadian Superstore in Signal Hill, those decisions are part of everyday business. 

Over the years, he has hired many employees and developed a clear picture of what a successful candidate looks like. What he didn’t expect was for one hire to challenge that picture and reshape how he thinks about building a team. 

That realization came through working alongside a colleague named Abdi. 

Two years ago, is when I just started to walk my legs again after two big surgeries. Short time after the recovery I began to look for a job. I didn’t know what to do or where to start. I come across gateway association through my social worker. I messaged them and met Ricardo Yepez and Jae Lee shortly after. They booked me interview after another to boost my confidence and give me an idea in the job market. They taught me different ways to look for a job. Eventually Mr. Yepez and Mr. Lee helped to get a position in Superstore.

For Real Canadian Superstore, a subsidiary of Loblaw Companies Limited, working with Gateway Association is not new. The partnership has developed over many years through ongoing hiring and long-term collaboration. 

For Tamara, HR Business Partner supporting Calgary North and South District teams, the partnership has created meaningful opportunities for both employees and the organization. 

“Our impact with Gateway Association has been quite significant over the years,” she says. “We’ve hired numerous talented individuals like Abdi.” 

For Tamara, the value of the partnership extends beyond recruitment. It creates access to candidates who might otherwise be overlooked while providing support that helps them succeed once they join the team. 

Abdi has enriched our workplace and we are just so thrilled to have him,” she says. “We’re just so thrilled to be part of his journey as well as our partnership with Gateway.

Before Abdi joined, the front-end team operated like many busy retail departments: focused, efficient, and driven by the demands of the day. 

After he joined, managers began noticing something different. 

“Since Abdi has joined the team, there has been a noticeable positive impact on team morale,” says Sagar, Front End Department Manager.

“His support has encouraged more open communication and improved how we support each other in day-to-day work.” 

The changes were not tied to a new policy or process. They appeared in everyday interactions: 

• More communication between teammates 

• Greater willingness to help one another 

• Stronger support during busy shifts 

• A more positive atmosphere across the department 

Working with Abdi has reinforced the importance of inclusion in a practical way,” Sagar says. “Overall, Abdi being on the team has created a positive environment. Everyone loves working with him and he’s an amazing team player.

In a busy grocery store, success depends on how people work together in real time. Small improvements in teamwork can have a meaningful impact on both employees and customers. 

For Matthew, watching these changes unfold led to a broader realization. 

Many hiring decisions begin with assumptions about what the ideal candidate looks like. While those assumptions may feel practical, they can also limit how employers think about talent. 

“You don’t know what’s possible until you really start to think about exactly what it means to be part of your team,” he says. 

As he watched Abdi interact with customers and coworkers, Matthew saw strengths that might not always appear on a résumé. 

“His ability to interact with the customers, that positivity to both the customers and to his teammates makes him a wonderful person to have around the store,” Matthew says. 

For employers who have never partnered with an organization like Gateway Association, his advice is simple: 

“Just be open-minded.” 

Not because inclusive hiring transforms a business overnight, but because it can broaden how organizations define value, contribution, and team success. 

Sometimes meaningful change begins with a single hiring decision and a willingness to look beyond expectations. 

Gateway Association’s role does not end when an employee starts their first shift. 

As a talent recruitment partner, Gateway helps employers identify candidates, prepare for onboarding, and navigate workplace accommodations when needed. After placement, Career Inclusion Consultants continue supporting both employers and employees to help promote long-term success. 

Today, the average employment length for Gateway-supported job seekers is 1.2 years. 

For employers, this means having a partner that remains engaged long after the hiring decision, supporting both the employee and the broader team over time. 

Gateway helps employers recruit, train, and retain people with disabilities, at no cost, with screening, matching, onboarding, and accommodation support. If you’re an employer, you can partner with Gateway