Disability is not a barrier to excelling in one’s job. Caravan Food Group, Inc. (CFGI) founder Francis G. Reyes realised this as a young boy. When he once stepped into a clothing store, the only help he received came from a staff member wearing a nameplate that said “Deaf.” The professionalism and quality of customer service left a lasting impression on him.
So, when Francis built his business in 2017, he was determined to hire persons with disabilities (PWDs). They now comprise more than 50 per cent of CFGI’s personnel, serving as frontline service crew members and team leaders in CFGI’s ten food outlets of Overdoughs and Elait.
Francis shares with The ASEAN his company’s unwavering commitment to inclusivity and the mutual benefits it brings to his business and staff.
“Hiring PWDs has always been central to the company’s mission since its inception. We want to create an inclusive environment where PWDs, especially the Deaf community, can thrive and showcase their abilities on equal footing with others.
“Our Deaf employees, whom we proudly refer to as Deaf partners, are mainstreamed in all our stores. Beyond their role as service crew, many Deaf partners are given the opportunity to advance in their careers, with some progressing to positions as team leaders and area supervisors. We also have Deaf partners working as production staff at our commissary and a graphic artist. Their dedication and talent are essential to our company’s success, and we are committed to supporting their growth and professional development.”
Francis says having Deaf partners has added value to the company and created meaningful work experiences. “Deaf employees often have high levels of attention to detail and a deep sense of commitment to their roles. These strengths contribute to an inclusive, attentive, and collaborative work environment.”
However, Francis admits that there are challenges to hiring, training, and retraining Deaf employees. “Communication is the most significant adjustment in employing Deaf staff. We try to bridge the gap by bringing awareness to and organising basic Filipino Sign Language (FSL) workshop sessions for our hearing colleagues, having access to FSL interpreters, and utilising technology, such as through the use of live captioning during meetings.”
“For hearing co-workers, learning about our company’s inclusive culture begins during the hiring or onboarding process through internal Deaf awareness and basic FSL seminars. Seeing how our hearing and Deaf staff collaborate seamlessly and understand one another reinforces that we’re on the right path: building a sustainable workforce and setting an example to other businesses. This approach shows that inclusivity can thrive without compromising the core operations of a business as long as there is commitment and a solid understanding of the process.”
In addition to creating a Deaf-friendly work environment, Francis ensures that his Deaf employees have an opportunity to move up. “We provide clear paths to leadership roles and additional training to empower them. We believe that giving regular feedback, mentorship, and performance recognition are keys to retaining our Deaf partners.”
Francis says that first-time customers are usually taken aback when they visit the stores, but they quickly adapt to the unusual ordering system. “Oftentimes, we’d get an initial reaction of ‘Oh!’ when our Deaf partners would point to their nameplate and indicate that they are hard of hearing or Deaf. But our customers easily adjust because we have visual guides or pointers placed at our counters on how to communicate with our Deaf partners.”
CFGI aims to educate the public about the Deaf community by offering sign language seminars. Francis explains, “We started the Good Sign in September 2022 with the sole purpose of bridging the gap between the Deaf and hearing communities. The regular seminar, held two Saturdays a month, aims to create more awareness and make a safer space for all members of the Deaf community. It is held in partnership with like-minded institutions such as Hand & Heart and the De La Salle College of St. Benilde’s School of Deaf Education and Applied Studies.”
Francis looks forward to expanding the business in the coming years and continuing to harness the potential of persons with disabilities. “We have store expansions already lined-up for 2025 and 2026, in which we will continue hiring more Deaf partners. We continue to develop our product lines and services, such as food carts, party trays, catering services, and the like. This gives our Deaf partners more opportunities to increase their skill set and allows them to showcase their capabilities to more customers and patrons, helping advance our advocacy and vision of Deaf inclusivity.
“As the company keeps on growing, we will continue to develop our people in the hopes of producing more leaders in the future, whether Hearing or Deaf.”
The views and opinions expressed in this conversation are solely of the interviewee and do not reflect the official policy or position of ASEAN.
