Why Inclusive Hiring Is Smart Business
Research cited from the Australian Human Rights Commission shows companies with strong disability inclusion practices earn 28% higher revenue. Matching the disability employment rates of the world’s leading OECD nations could add nearly $80 billion to Australia’s GDP by 2050, according to data uncovered by the Bankwest Curtin Economics Centre.
With the release of Equal Opportunity: A Blueprint for Disability Employment in Hospitality, All Things Equal has also created a comprehensive guide to fostering genuine career pathways for people with disability that benefit both workers and the industry. The report introduces a three-stage framework that builds on All Things Equal’s proven training and employment model, scaling its impact to place trainees in mainstream hospitality venues across Australia. Through this document, the social enterprise hopes to assess current challenges and provide practical, evidence-based solutions for businesses, creators of policy and leaders in industry, with a 10-year strategy and goal of creating 1,100 new jobs for people with disability by 2035. All Things Equal is committed to opening doors for more people with disability seeking meaningful employment, proving to businesses that diversifying their workforce is both easier and more rewarding than many realise.
Shifting Mindsets, Small Steps
All Things Equal challenges the myth that inclusive hiring is difficult or costly. In reality, the opposite is true. Businesses and trainees can access support from co-workers funded through Australia’s National Disability Insurance Scheme and most workplace adjustments required are minimal.
Potential employers still, however, overestimate the challenges of inclusion. In practice, it can be as simple as asking employees what they need to thrive. For some employees with disability, the predictability of routine tasks can also be a strength, not a limitation- a particularly valuable trait in hospitality, where consistency is key.
For HR Director David West of W Melbourne, his answer has been to introduce accommodations from encouraging support people and redesigning job descriptions for shorter shifts. The results speak for themselves. Data has shown that inclusive workplaces have increased staff retention and in 2024, West found his labour turnover dropped from 52% to 33%.
