Among the most severe staffing shortages in modern Australian hospitality history, an influential new report is turning heads and challenging tradition. It doesn’t just offer a solution—it reveals an overlooked reservoir of talent hiding in plain sight.

The report, titled Equal Opportunity: A Blueprint for Disability Employment in Hospitality, released by renowned inclusive employment social enterprise All Things Equal (ATE), charts a transformative vision for the industry. It boldly calls for the creation of 1,100 hospitality jobs for people with disability and for 4,500 employers to be trained in inclusive hiring practices by 2035.

With more than 20% of businesses reporting debilitating staff shortages, the findings send a clear message: the hospitality sector can no longer afford to exclude over 23% of the Australian population who identify with a disability.

“Disability inclusion must no longer be seen as charity or a bonus—it is a strategic solution the industry can’t afford to ignore,” said Jess Colgan, CEO of All Things Equal. “The workforce gap is a looming crisis, and disability employment is the underutilized answer.”

A Sector at a Crossroads

Hospitality in Australia is projected to require an additional 21,400 workers by 2028, yet tens of thousands of capable individuals are still excluded due to outdated workplace structures and misconceptions about disability.

The report highlights systemic barriers: inflexible job roles, employer uncertainty around accommodations, and low awareness of government-funded support schemes such as the National Disability Insurance Scheme (NDIS).

However, where many see challenges, Colgan sees opportunity. Backed by data and global research, the report details how inclusive hiring meets staffing needs and enhances employee retention, workplace morale, and customer satisfaction.

Proof in Performance

ATE’s impact to date stands as a beacon for what’s possible. Since its inception, the organisation has paid over $511,000 in award wages, created 31 employment pathways, and successfully transitioned nine individuals into mainstream hospitality roles.

Among these success stories is Lloyd Clarke, who secured a role at Coles after developing his skills through ATE. His story is not just about employment but about empowerment.

“Having a job where I’m respected, and where my contribution matters, has changed my life,” Lloyd shared. “People with disability want to work. We just need employers to open the door.”

Breaking Down the Numbers—and the Stigma

Despite a wealth of capable candidates, the unemployment rate for Australians with disability remains alarmingly high. Many businesses still underestimate the value these employees bring to their teams. Yet, as the report emphasizes, employees with disability often exhibit higher loyalty, lower absenteeism, and a positive impact on workplace culture.

David West, Director of Human Resources at the luxury W Melbourne, implemented inclusive hiring as part of his broader workforce strategy. The results were dramatic.

“In my first year, we reduced turnover from 52% to 33%,” West stated. “That wasn’t luck—it was leadership, and a deliberate choice to embrace disability inclusion.”

West’s data-driven success reflects a truth underscored by the report: hiring diversely isn’t just ethical—it’s profitable.

The 10-Year Vision: Practical, Scalable, Urgent

All Things Equal’s strategy isn’t rooted in lofty ideals; it’s grounded in achievable targets, clearly outlined in their report:

• Transparent disability employment reporting to ensure progress and accountability

• Creation of 1,100 jobs across the hospitality industry for people with disability by 2035

• Training for 4,500 hospitality employers in inclusive practices

• Structured career pathways that extend beyond entry-level roles

• Greater employer engagement with NDIS supports sustainable hiring

Each recommendation reflects a business case and a moral imperative designed to modernise an industry long overdue for inclusive reform.

A National Wake-Up Call

Australia’s hospitality leaders are now faced with a critical choice: maintain the status quo or evolve into a future-ready industry. The sector, which prides itself on serving diverse communities, must now reflect that same diversity in its workforce.

“We have a rare opportunity to lead globally in inclusive employment,” said Colgan. “The blueprint is ready. The need is urgent. It’s time for action, not excuses.”

ATE’s call to action arrives not merely as a report but as a rallying cry—a reminder that the people often left out of opportunity are also those who can help redefine what’s possible in hospitality.

Hospitality’s Moment of Reckoning

In a world reshaped by crisis and reinvention, hospitality can no longer be content with outdated hiring norms. The cost of inaction—both financially and morally—is too high.

As the report closes, it makes one final assertion: building an inclusive workforce is not just about hiring differently. It’s about imagining a new kind of hospitality—one where every team member matters, talent is not defined by ability, and the future is open to all.

The full report is available via All Things Equal for those ready to step forward.

Written by: Michelle Warner

====================================