A partnership built on more than hiring
Strong employer partnerships are at the core of creating meaningful employment opportunities for young adults. At Bridges from School to Work, these partnerships are not just about hiring. They are about collaboration, commitment, and long-term impact.
One standout example of this is SSA Group, whose continued partnership has helped open doors for students while strengthening their own workforce. SSA Group provides retail, admissions, and dining services to cultural attractions, working with more than 80 zoos, museums, and aquariums across the country. That matters for this story, because its openings are exactly the kind of customer-facing, high-traffic roles where consistent staffing is hardest to maintain. For employers looking for a concrete inclusive hiring employer example, SSA Group offers a useful one: the work is visible, the roles are real, and the changes the company made are the kind other organizations can copy.
A commitment to inclusive hiring
Over the years, SSA Group has demonstrated a consistent commitment to inclusive hiring by creating opportunities for Bridges participants to enter and succeed in the workforce.
This year alone, they have hired 14 individuals across multiple markets, including Atlanta and Dallas.
In Atlanta, eight students began working this spring at Zoo Atlanta. In Dallas, additional participants were hired at the Dallas Zoo, expanding opportunities across another major market.
These roles are more than entry-level positions. They are stepping stones that allow students to build real-world experience, develop skills, and gain confidence in a professional environment.
Going beyond the job offer
What sets SSA Group apart is not just the number of hires, but how they approach the partnership.
Their team has worked closely with Bridges staff to better understand how to support employees with diverse needs. They have participated in training, remained open to feedback, and continuously looked for ways to improve the experience for both their team and Bridges participants.
That last point matters more than it sounds. Plenty of hiring programs are designed once and then left alone. This one has been adjusted as the people involved learned what worked. This level of collaboration creates a stronger foundation for long-term success.
Redesigning the interview
One of the most impactful changes this year was the implementation of a modified interview process designed specifically for Bridges participants.
By adjusting the format to create a more comfortable and supportive environment, SSA Group helped reduce barriers that can often exist in traditional interviews.
The result was immediate.
Students approached interviews with greater confidence, and employers were able to better understand each candidate's strengths and potential. This shift led to stronger matches and higher success rates across placements.
This is worth pausing on, because it is the part of the story most employers can act on tomorrow. A traditional interview measures how well someone performs in a traditional interview. For a fast-paced, customer-facing, hands-on role, that is often the wrong test. Candidates who would do the job well can screen out on the conversation alone. Changing the format does not lower the bar for the job. It removes a filter that was never measuring the job in the first place.
Flexibility that drives success
Another key factor in the success of this partnership has been flexibility.
SSA Group has shown a willingness to adapt to meet the needs of participants while maintaining strong operational standards. Their approach reflects an understanding that successful employment outcomes require both structure and support.
This includes adjusting schedules, providing guidance when needed, and taking the time to understand each individual.
Employers often assume this kind of flexibility carries a meaningful cost. The evidence points the other way. According to the Job Accommodation Network (JAN), the majority of workplace accommodations cost little or nothing. Most of what SSA Group has done falls into that category: a schedule adjustment, a clearer instruction, a manager who takes an extra few minutes at the start.
Expanding across markets and venues
This year, SSA Group expanded their impact even further by growing their presence across multiple cities and venues.
In addition to their work at Zoo Atlanta, they have created new opportunities through roles at the National Center for Civil and Human Rights in downtown Atlanta.
At the same time, their partnership has extended to the Dallas Zoo, where Bridges participants are gaining valuable experience in another high-traffic, customer-facing environment.
This continued expansion highlights SSA Group's commitment to scaling inclusive hiring across locations.
The pattern here is one other employers can follow. The partnership did not launch company-wide. It started in a market, worked, and then extended to another venue and another city. Each new site benefits from what the last one learned.
Long-term roles, not short-term placements
Through this partnership, many students have not only secured employment, but have gone on to maintain long-term roles with SSA Group.
That outcome is worth putting in industry context. Bureau of Labor Statistics (BLS) JOLTS data indicates that annual turnover in leisure and hospitality runs roughly 70 to 80 percent, and quick-service restaurant turnover has been reported above 100 percent. In venue and food service operations, constant rehiring is the baseline condition, and every departure carries recruiting, onboarding, and training costs that rarely appear on a single line of any budget.
Against that backdrop, retention is not a soft benefit. It is an operational advantage, and employees who stay are worth more to a venue than the cost of the support that helped them stay. These outcomes highlight the importance of strong employer partnerships, supportive workplace environments, and intentional hiring practices. When these elements come together, employment becomes more than a short-term experience. It becomes a foundation for future success, and for the employer, a more stable team.
What this means for other employers
SSA Group's approach offers a clear example of what is possible when inclusive hiring is treated as a strategy rather than an initiative.
By investing in people, adapting processes, and building strong partnerships, employers can create more stable teams while strengthening their overall workforce.
For an organization considering something similar, the practical takeaways from this partnership are straightforward:
- Look at your interview format first. It is the cheapest thing to change and often the biggest barrier.
- Adapt around the role, not to the role. SSA Group maintained its operational standards throughout.
- Work with a partner who stays involved after the offer letter, so questions have somewhere to go.
- Stay open to feedback and expect to adjust. The process improved because the company kept revisiting it.
- Start in one market or venue, then expand once you know what works.
Recognizing leadership in inclusive hiring
Partnerships like this demonstrate what it means to lead.
SSA Group has not only created opportunities, but has helped shape a model for how employers can successfully integrate inclusive hiring into their operations. Their commitment continues to create lasting impact for students, their organization, and the broader community.
If your organization is weighing where to begin, the honest answer is that it begins with a conversation about the roles you already need to fill. Employers ready to build a partnership like this one can start there.