Ask almost anyone in the restaurant industry about staffing, and you will hear the same concerns. Finding good employees is difficult. Training takes time. Leaders are stretched thin. New hires need to become productive quickly. Those challenges are real, but employers also need to ask whether we are looking broadly enough for strong employees.
I started thinking differently about that after connecting with Lanakila Pacific.
I had known the organization for years through The Good Table and its work with Lanakila Meals on Wheels. What I did not fully understand was the scope of its employment programs for people with disabilities.
When I reconnected with David Comfort, who helps connect Lanakila Pacific participants with local employers, we were opening a new restaurant in Manoa and looking for employees. We were not sure the partnership would lead directly to a hire. Transportation was one concern. Manoa is not an easy commute for everyone, especially for someone relying on the bus. We still wanted to build the relationship because we believed in the work Lanakila Pacific was doing.
Then we met Dylan.
At our restaurants, we ask every member of our team to be courteous, enthusiastic and helpful. Dylan delivers on all three. He comes to work ready to contribute. He looks for things that need to be done. If he finishes one task, he asks what else needs attention. He makes a point of greeting his coworkers when he arrives and saying goodbye when he leaves.
Those details matter because they show how someone contributes to a team. Reliability matters. Initiative matters. Attitude matters. Trust matters.
Over time, Dylan earned more responsibility and our team’s confidence. He now helps train new employees. To me, that says everything. When you trust someone to help teach others how the work should be done, you are trusting that person with your standards and your culture.
Our experience with Dylan reinforced something I think employers sometimes lose sight of. Restaurants often want someone who already has every skill needed to step into a role on Day 1. I understand why. Training costs money. It takes time. It pulls leaders away from other responsibilities. But businesses also have a responsibility to develop people.
That is where organizations such as Lanakila Pacific play an important role. Its employment programs help participants gain workplace experience while giving employers a chance to see how someone performs on the job with support in place. For businesses worried about training, fit and risk, that structure helps make the first step easier.
The larger lesson goes beyond any one program. Employers often say they cannot find strong candidates. At the same time, we may overlook people who need more training, a first opportunity or a different path into the workforce.
A resume will not always show you who is dependable, and an interview will not always show you who will become a trusted teammate. A lack of experience will not always tell you who is willing to learn.
October is National Disability Employment Awareness Month. For employers, this should be a reason to look at our hiring practices and ask who we are missing.
Dylan showed us what happens when someone gets an opportunity to prove themselves. He has become someone we rely on, someone we trust and someone who contributes to the culture we are trying to build. That is what employers say they want when they talk about building a strong team.
Being an employer is a privilege and a responsibility. We get to shape workplaces, invest in people and decide who gets an opportunity to grow.
For me, the lesson is simple. If we want better employees, we also need to become better employers. Sometimes that starts by looking at the people we might otherwise overlook.
Dusty Grable is founder of Lovers + Fighters.
