A recent study has shed light on the often-overlooked potential of disabled candidates within traditional hiring frameworks. The "Let’s Level Up" report highlights that an untapped labor pool of approximately 268,900 disabled adults could play a pivotal role in closing the widening industry skills gap. 

With the need for skilled labor projected to grow by 51% to over 432,000 unfilled positions by 2028, leveraging this workforce could address significant shortfalls, particularly across sectors such as construction, infrastructure, and maintenance, which are facing acute shortages.

Based on insights from more than 300 employers and disabled employees, the report identifies multiple barriers hindering the inclusion of disabled individuals in these fields. Findings show that traditional employment pathways often bypass disabled candidates, leaving many to depend on family networks or specialized job placement programs as their primary routes into the workforce. This leaves a substantial number of qualified individuals without access to mainstream employment opportunities. Additionally, some groups, particularly Tāngata whaikaha Māori and disabled Pacific people, face compounded challenges, missing out on even these limited alternative pathways due to intersecting issues such as racism, sexism, and ageism.

One of the key obstacles facing disabled job seekers is the reluctance among many to disclose their disabilities, fueled by concerns over potential impacts on job security or career advancement. According to the report, inclusion efforts that are championed by individuals rather than integrated into the organization’s culture are often viewed as acts of charity rather than essential employment practices. This perspective reinforces a perception that disabled employees are an exception rather than a vital part of a diverse workforce.

The study reveals a notable lack of awareness and initiative among employers regarding disability inclusion. Nearly two-thirds (63%) of employers surveyed admitted they had never discussed disability inclusivity or actively considered hiring disabled workers. Only 23% of managers surveyed believe their recruitment processes are designed to be inclusive of disabled candidates. Employers cited several significant barriers, including a lack of accessible job roles (56%), inadequate physical accessibility (40%), and limited knowledge about supporting disabled employees (36%). Additionally, 13% noted that negative workplace attitudes toward disability remained a serious hindrance.

For many disabled employees, the reality of staying employed means taking extraordinary measures. Some have resorted to self-funding personal support staff, even when this left them with an income below the unemployment benefit threshold. This determination underscores both the resilience of disabled workers and the structural gaps within current employment practices. Professor Brigit Mirfin-Veitch, Director of the Donald Beasley Institute and University of Otago Research Associate, points out that despite progress in disability employment, significant barriers persist.

“While we’ve made some progress in bringing disabled people into the workforce, the statistics still paint a stark picture,” she says. “Disabled individuals remain significantly underemployed, and many sectors included in this study are seen as the last frontier for disabled inclusion. This research demonstrates that disabled people can and should be integrated into these industries, and that barriers are often far easier to address than assumed.”

The study further emphasizes that the lack of strategic planning around skills shortages has exacerbated the problem. Samantha McNaughton, Deputy CEO of Hanga-Aro-Rau, underscores the need to support individuals with non-visible disabilities, given that approximately 25% of the workforce may be living with some form of impairment. She states, “This research is just the beginning of how we can improve employment pathways for disabled people, particularly in sectors facing acute skills shortages.”

Erica Cumming, GM Engagement & Partnerships at Waihanga Ara Rau, highlights that technological advances in industries like construction are opening doors for disabled workers. The construction industry, historically one of the least accessible fields, is gradually evolving. “From joystick-controlled cranes that are accessible to wheelchair users, to sign language on noisy job sites, and adjusted color-coding for color-blind electricians, the construction industry is evolving to accommodate a broader workforce,” she says. The strong response from employers suggests an emerging willingness to address misconceptions and embrace inclusivity.

The "Let’s Level Up" report offers several recommendations to build disability-inclusive work environments. Key suggestions include making recruitment processes accessible, raising disability awareness among employers, and creating retention programs for employees who acquire disabilities during their careers. By implementing these changes, industries can tap into a valuable workforce, meet skills demands, and foster more inclusive work environments.

As the skills gap continues to widen, this research signals an urgent call for industries to rethink traditional hiring practices. Embracing disability inclusivity is not just a matter of ethics; it is a strategic imperative to build a resilient, diverse workforce capable of meeting the challenges of the future.