Bridging the Warehouse Labor Gap: Untapped Talent and Smarter Strategies

The U.S. warehousing industry has been on a wild ride over the past decade. Between 2015 and 2025, the workforce more than doubled to 1.8 million people. But, even with that growth, the labor gap isn’t closing; it’s widening. By 2032, experts predict the U.S. will face a deficit of 6 million workers in this sector. That’s a staggering number.

Warehouses are scrambling to keep up. Many are doubling down on retention efforts and investing in automation to handle growing operational demands. But when it comes to hiring, the math doesn’t add up: Open positions far outnumber available candidates… at least among the traditional talent pool.

The good news is that the labor pool is deeper than most think. By looking beyond the usual candidates and tapping into overlooked populations, warehouses can not only fill jobs but also boost retention, productivity and even safety.

The Hidden Talent Pools You’re Missing

Not every employment approach works for every warehouse, but there are a number of underutilized groups that can help bridge the gap.

Workers with disabilities

“Disability” often brings to mind someone with a visible physical impairment. But, according to the CDC, more than one in four U.S. adults have some type of disability, and up to 80% of those disabilities are invisible, such as speech, hearing, or vision impairments. The Bureau of Labor Statistics reports that only 22.7% of disabled individuals are employed, compared to 65.5% of those without disabilities. That’s a huge, untapped workforce.

Many people with disabilities are not only capable of working, they’re eager to do so. In fact, some thrive in a structured environment with repetitive tasks, something that’s common in warehouses. Autistic individuals, for example, often excel in roles with a predictable routine. And workers with physical disabilities could be solid candidates for supervising automation or handling specialized tasks.

Candidates without warehouse experience

Some warehouses won’t even consider applicants without prior warehouse experience. However, workers from industries like retail, food service, construction, trucking and manufacturing often bring transferable skills, such as physical stamina, time management, adaptability and familiarity with safety procedures. These qualities are extremely valuable in a warehouse setting.

Internship and apprenticeship programs can help inexperienced workers build the warehouse-specific skills they need while, at the same time providing employers with an assured, steady source of labor.

Part-time, temporary and flex workers

Not everyone can—or wants to—work 40 hours a week. Parents, students and retirees often look for jobs with flexible schedules. Seasonal or part-time roles can attract these groups and help warehouses meet fluctuating demand without overcommitting resources.

The Business Case: Why It Pays to Expand Your Hiring Pool

Hiring from these groups isn’t just about filling positions; it’s smart business. For example, one major retail pharmacy chain launched a program in 2002 to hire employees with disabilities in its supply chain division. Today, they employ over 2,000 people with disabilities, which accounts for more than 20% of their distribution center workforce.

A 2012 study published in Professional Safety compared performance metrics between employees with disabilities and those without. They found that productivity was equal or slightly higher among disabled employees, and turnover rates and safety incidents were significantly lower. Employees who face barriers to employment tend to be loyal to companies that provide them with opportunities. In a tight labor market, workforce loyalty is priceless.

Safety outcomes are equally impressive. Contrary to common assumptions, disabled workers often have fewer workplace accidents because they often learn to follow established rules and best practices closely. Add in potential financial assistance for training from state and private agencies, and the ROI becomes even clearer: Hiring disabled workers isn’t charity; it’s a smart, strategic move.

How to Make It Work

Expanding your talent pool is only half the battle. Effectively integrating these individuals into your workforce is critical to their success and yours. There are a number of strategies you can use to make the transition a smooth one.

1. Rethink your hiring and onboarding process

Look beyond resume gaps. Employment gaps might reflect a disability rather than a lack of skill or the inability to transition to a new job. You should also be prepared to adapt your interview process to allow for idiosyncrasies that might be endemic to the individual’s disability. For example, some candidates may avoid eye contact or give short answers not because they’re disinterested, but because verbal interviews can be challenging for them. This is often the case for people with autism or ADHD. And, once they’re hired, onboard new employees gradually. Introduce responsibilities in stages, provide visual demonstrations and check in regularly during the first few weeks.

2. Set clear expectations

Clearly defining job responsibilities and expectations is essential for supporting employees with disabilities. Always use precise job descriptions, make detailed checklists and provide structured timetables. Instructions should be straightforward and free of sarcasm or abstract language to avoid confusion for those who might not understand body language and tone of voice. Also, offer immediate, constructive feedback to help employees adapt quickly and succeed in their roles.

3. Create a safe, supportive environment

Adapt your existing practices and safety plans to support additional safety and assistance that might be required by disabled workers. Establish a clear management structure and designate a specific point of contact for guidance. Promote consistency and understanding across the workforce to foster inclusivity. Implement contingency plans for managing stress. And ensure open, reliable communication channels so employees can easily ask for help when needed.

4. Adapt your communication style

Everyone has ways to communicate that work best for them. For example, many workers with hidden disabilities are visual learners. Whenever possible, supplement verbal directions with written or pictorial guides to reinforce understanding. Use silence strategically and give employees time to process instructions before repeating them.

How Lift Truck Technology Can Support Your Success

Lift truck design and technology, including training aids and operator assist solutions, can improve overall efficiency and make warehouses more accessible—not only to employees with disabilities but to your entire workforce. Examples include:

Training simulators: Simulators provide safe practice environments that can help identify support needs before employees operate real equipment.

Ergonomic designs: Lift truck features such as cushioned floors, lower steps and adjustable seating improve productivity overall and can help accommodate workers with physical challenges.

Electric lift trucks: Electric forklifts help create a sensory-friendly environment, producing less noise and fumes than their internal combustion counterparts.

Lights and alarms: Equipping warehouses and equipment with pedestrian lighting and audible alarms enhances visibility and awareness of nearby lift trucks.

Lift truck fleet telemetry: Forklifts equipped with telemetry can provide real-time data that highlights operator training gaps and provides insights into improving warehouse layouts.

Active interventions: Operator assist technologies that can apply automatic interventions to maintain stability and enforce lift truck rules throughout the facility can help reduce risks and create safer areas for pedestrians.

Dipping Your Toe into a Deeper Labor Pool

The warehouse labor gap isn’t going away anytime soon. But by broadening your hiring strategies and making thoughtful adjustments to your operation, you can make your talent search easier. And the good news is, you don’t need a massive overhaul to make it work. Start by:

• Securing buy-in at all levels of your organization, from leadership to floor supervisors.

• Initiating referral programs to tap into your existing workforce’s networks by having them recommend potential candidates.

• Partnering with disability organizations, veterans’ groups and specialized hiring agencies.

• Building flexibility into recruiting and training systems to accommodate individual needs.

Tapping into underutilized talent pools doesn’t just fill jobs—it strengthens your workforce, improves retention and boosts productivity. In today’s competitive market, that’s not just good business. It’s essential.