Date of Conferral



Doctor of Business Administration (D.B.A.)


Business Administration


Christopher G. Beehner


Many business sectors are currently facing challenges in the labor market and will need to address inefficiencies in their recruitment and retention strategies. Restaurant managers who lack strategies for recruiting nontraditional staff, such as people with disabilities, risk declining competitiveness because of this labor shortage. Grounded in stakeholder theory, the purpose of this multiple case study was to explore strategies restaurant managers use to recruit and hire people with disabilities to prevent or address skilled worker shortages. The participants comprised 7 quick service restaurant (QSR) franchisees and managers from the same QSR brand in Canada with previous experience recruiting staff with disabilities. Data were collected from semistructured, face-to-face interviews, observational notes, and a review of company documents such as training manuals and videos specific to onboarding new employees. The study included the use of thematic analysis to analyze the data. Three themes emerged: authenticity, communication, and creating a positive workplace environment; hiring manager and knowledge of accessibility legislation and employment resources; and recognizing the strategic advantage of hiring people with disabilities. Recommendations include understanding the importance of communication between front line managers and staff and developing education and training programs to assist with recruiting people with disabilities. The implications for positive social change include potentially altering public misconceptions, prejudice, and lack of education concerning the employability of people with disabilities who represent a talent pool who are eager, skilled, and capable of providing value to various organizations.