Subscribe

Sign In

Back to list

Company Logo

Big Y

Get in TouchLinkedin Logo

ADDRESS2145 Roosevelt Avenue Springfield, MA, 01102

Big Y

HOURS OF OPERATION

COMPANY LINKS

Company WebsiteCompany CareersDiversity & Inclusion

ADDRESS2145 Roosevelt Avenue Springfield, MA, 01102

Loading...

Badge Image

Big Y Foods, Inc. is one of the largest independently family-owned operated supermarket chains in New England. Big Y operates throughout Massachusetts and Connecticut including supermarkets, Table & Vine Fine Wines and Liquors, Big Y Express Fresh...Read More

e-Interview

In conversation with Newsweek, Michael Galat, vice president of employee services, and Yami Madho, DEI manager at Big Y Foods answered the following questions:

1. Can you provide an overview of your company's workplace culture and values, and how they contribute to a positive work environment?

Big Y is built on a Culture of Caring and we're on a mission to deliver a personal connection that benefits our customers and communities, with every day product, service and solution we provide. We are able to accomplish this through the over 10,000 Big Y employees that represent 5 generations of talent that range from the ages 16- 88 years old. Which do include the following: working parents, high-school and college students/interns, emerging professionals and second career employees (retirees and non-traditional return to work), active military, veterans, and first responders.

Our employees truly care about each other, their customers and communities. Consistently, when employees are asked why do you stay with Big Y, "the family feel". The best way to describe who we are is through an employee testimonial:

"I've stayed because our culture of caring and everything the company does to support employees goes above and beyond other companies. My favorite part of the job is helping support and inspire others to do their best. I truly feel like I've made a lot of friends and family being at Big Y, I wouldn't want to be working anywhere else." Sierra N.

As our late co-founder Gerry D'Amour would often say; "We sell food but it's really about people...It's a people business."

2. How does your company promote diversity and inclusion within the workplace? Are there any specific initiatives or programs in place?

At Big Y, we have been on the DEI journey internally for many years. In 2020, during the onset of the global pandemic Big Y's focus on diversity, equity and inclusion did not falter. We took this time to reevaluate, self-reflect and put new initiatives in place. We outreached our community partners to help us continue on our journey.

We strive to mirror the communities we serve, it is about building relationships and lasting partnerships. We do utilize employee referrals, employees are not only part of the Big Y family; they are members of the diverse communities we serve each and every day. Who better to share who we are and why they work at Big Y. We actively work with partner agencies to employ people of varying ages, income levels and abilities, as well as members of active military service and veterans. We continue to add to our DEI training curriculum through development of new workshops and computer- based trainings that cover themes such as: Unconscious Bias, micro- aggressions, inclusive leadership.

Nine years ago, our first Employee Resource Group Women, Leaders Engaged in Action and Development (LEAD) was established with a focus on peer mentoring and recognition. In 2020, we added our second multi-generational group (XYZ) with the goal to attract, engage and retain a blend of diverse generations. Re-energized by the social unrest within the country, we reflected on and reviewed our existing ERG's. We did so with the support of our leaders, who are committed to intentionally addressing systemic racism and impacting change within our company and local communities. As a result, we established the Y You Belong Steering Committee made up of Big Y senior leaders and community leaders to ensure a sense of belonging at the company. Since 2021, we have held employee round tables with senior leadership. Complimenting our Employee Round tables, is our employee driven forums to share their voices such as: 'Sharing Your Voice' meetings, 'MyVoice', focus groups, and Employee Surveys.

3. Are there any professional development and growth opportunities available to employees? How does your company support career advancement?

At Big Y, we are hyper focused on the investment and development of existing employees though cross-training, stretch assignments, internships and mentor/mentee partnerships. We understand that having employees with a mix of skills will support the development of ongoing internal pipelines to fill upcoming leadership roles and support our future growth.

We actively engage our employees through our annual career and succession planning process, customized individual development plans, and encourage non-traditional career pathways. Over 80+% of our current leaders were internal promotion utilizing these two processes.

In addition, we host ongoing forums to provide employees an opportunity to share career aspirations. Recently, we held career days in all of our retail locations. Through this initiative, over 800 employees (ranging from part-time to full-time) were identified for advancement and promotion opportunities throughout the organization.

"In March of 2022 the position for Assistant Liquor Manager at Table & Vine became available and my Store Manager told me to apply saying it would be perfect for me. I'm so happy I did.

I now have a career that includes my passion for mixology and education of different spirits. I work with amazing people and have already had more professional development and opportunities than I have had at any other job. I have found my true professional home."- Laura H.

4. What measures does your company take to support employee mental health and well-being?

Our employees are essential workers and provide a public service to the communities we serve. The mental health and well-being of many employees were tested within the last few years due to the impacts of the global pandemic, civil and social unrest, and ongoing natural disasters. Our priority has always been the safety, well-being and heath of our over 10,000+ multi-generation workforce.

Each year, our benefit and health/wellness programs are reviewed for equity, impact, and ease of use for our employees. We utilize our existing communication platforms to educate our employees on what is available to them (workshops, webinars, apps, health care partner resources) in an ongoing basis. In 2022, we took it a step further and we issued an unmet benefits need survey to our employees to gauge if the right supports and benefit offerings were in place or not. Leadership took the responses seriously and put in a new communication initiative to provide periodic and timely updates on the status of existing and new offerings. We also have advocates (Employee Services Representative) in each of our locations that support our open- door culture, which enables employees to connect with them and or have the freedom to connect with any member of leadership to share their needs and ideas.

5. How does your company ensure transparency and open communication between management and employees, fostering a sense of trust and belonging?

We utilize various communication channels (including having direct access to leadership) to engage our employees to share their ideas, feedback and any concerns. Including, our employee round tables, focus groups, ERG's, 'share your voice' and 'Myvoice' initiatives. and surveys. In 2022, we added another layer of communication utilizing our LMS system (a result of our unmet needs survey), where employees can comment/question on any topic and receive a response within 72 hours. As some questions or comments, require research and connection to the appropriate subject matter expert. In addition, the use of our intranet employee site helps us to engage and openly communicate the happenings within Big Y and within our communities. Employees are able to see and hear from their peers, colleagues, and senior leadership.

According to Ada C. (employee)- "I stay with this company not only because of the amazing customers but also the kindhearted, respect and professionalism of both my managers and my co-workers. They have welcomed me with open arms, and I can proudly say I have an extended family at My Big Y!!"

6. How does your company handle feedback and suggestions from employees? Is there a system in place for employees to voice their concerns or ideas?

Yes, as outlined in question number #5 response. We have various communication channels as well as direct assess to ESR's (advocates) and leadership. We celebrate that we have an open-door culture. Any employee can share their ideas, concerns, questions with any member of leadership. Accessibility is key and we strive to break down any possible barriers and continue to build on a foundation of trust and supporting Culture of Caring.

7. Can you provide examples of employee-driven initiatives or employee resource groups that exist within your company to support specific communities or causes?

We have long history of supporting local, regional and global causes that range from charitable volunteer days, donation drives, and disaster relief campaigns. Most recently, Big Y's provided support to our local farmers and who were impacted by recent flooding and disaster campaign for the wildfire in Hawaii in partnership with the American Red Cross to support the victims and the family members. At Big Y, we have four philanthropic focus areas: Hunger Relief/Food Security, Families/Education, Health/Wellness and Military/First Responders.

In addition, we have two volunteer employee programs that support the well being of employees and employee causes. The friendship fund designed to assist employees who have limited resources that are experiencing a financial hardship. Any employee may contribute this fund and Big Y matches funds in support of this year- round program. Since inception, this fund has helped over 4,350 employees experiencing a life hardship. In addition, Our Big Y Community Campaign (BYCC) an initiative where employees can donate through payroll deduction to a charity of their choice. Since inception, employees have generously donated over 6.5 million to their charities.

Currently, we have three ERG's with distinct missions:
WomenLEAD: Big Y Women L.E.A.D. is focused on inspiring and empowering women to overcome barriers and seize opportunities for their personal and professional development through education, leadership, networking, recognition and mentorship.

XYZ:
XYZ aims to attract, retain, and unify all generations in our diverse Big Y community.

Y You Belong:
To ensure an inclusive and belonging culture that is fair and equitable within Big Y.

8. How does your company ensure a safe and inclusive work environment for all employees, free from discrimination or harassment?

It starts from day one through the sharing of Big Y's expectations (values), mission and vision. We are on a DEI journey and our culture of Caring is key, which includes knowing when it is time to take a pause and reflect. So, that we can be better together. We listen and have the ability to engage with employees through various platforms (employee round tables, myVoice, "Share your Voice" )which allows leaders to meet employees where they are to ensure their needs are being met. Education is one of our DEI strategic pillars. Education is one of the keys to bridging gaps and promoting trust and safe spaces for our employees. One example of reflection: We utilize employee surveys and focus groups to help to gauge any potential pain points. Through a moment of reflection and leadership accountability, we learned that we were surveying our employees to much and we needed time to research, identify the subject matter experts (employees) to work together to create attainable actions and solutions.

9. How does your company celebrate and recognize employee achievements and milestones?

We have different initiatives in place to celebrate and recognize our employees. We do have standard best practices; however, leaders are able to customize the recognition based on their specific employees. For example: We have Pin ceremonies in each location to celebrate an employee's years of service. They can go all out with fan fair or keep it simple and intimate based on the employees wish. We honor and respect the way an employee wishes to be recognized. Not everyone wants to be the center of attention but some do. We make it happen. Monthly, retail locations host employee engagement activities to show appreciation as well as highlighting anniversaries and birthdays and employee milestones such as births, weddings, and graduations. We go an extra mile for our 30 and 40 -anniversary years of service employees; they are highlighted on our external social platforms.

In addition, we have employee testimonials and our "WOW" program and special "Spotlight Recognition" where employees are recognized by customers and co-workers for outstanding service and going beyond the call of duty. As well as our 'Rising Star" program, where an employee is recognized monthly in each location for living our mission and vision.

Back to top

sections

company

editions

contact

terms of use

sections

company

editions

contact

terms of use

© 2026 Newsweek Digital LLC