Jess Colgan

A waitlist is usually a good thing to have in hospitality. It implies your venue is hot, exclusive and in demand. At our cafe, All Things Equal , a waitlist means something completely different.

Last year, it felt like we’d hit rock bottom when a young guy with an intellectual disability reached out, desperate for his first ever paid job. He was willing to commute three hours on the train for a single three-hour cafe shift. Unlike most young people, he’d never had an after-school or weekend job. No bakery, no fast food, no retail. No chance to build skills, make connections or earn a bit of cash. Now in his 20s, his disability was seen by employers as a challenge, rather than an opportunity.

I didn’t say “no” to him. Painfully, I had to say “not yet” instead. There were already 100 other people waiting in line for that same shift. But with so many people desperate for paid work, sometimes the need feels greater than small social enterprises like ours can handle.

But it doesn’t need to be this way.

In my regular conversations with industry colleagues – chefs, waiters, business owners – I keep hearing the same thing: where are all the dedicated, reliable staff? Instead, they should be wondering how much untapped potential is hiding in Australia's disability employment waitlist, desperate to be uncovered?

As the sister of a proud deaf man, I’ve had the privilege of witnessing this potential in action – and at scale. Seven years ago, Brett was a kitchen steward, cleaning dishes in a major Melbourne venue. Then his employer took a chance and asked him what he really wanted to be. Brett asked to be trained as a pastry chef.

Fast forward to now, and we own a patisserie together. This year, my brother created bespoke desserts for Rod Laver Arena, served at both the Australian Open and Billie Eilish’s Melbourne concert. That’s thousands of desserts across private suites and the concourse, because industry leaders backed his potential and wanted to see his talent soar. They weren’t scared off by perceived limitations or challenges. They were excited by the opportunity to stand out – and up – via their purchasing power.

But my brother’s success is the exception, not the rule. In Australia, only 53 per cent of people with disability are employed. Historically, people with disability are paid below award wages. Often, they’re not paid at all. It’s no wonder 45 per cent of people with disability live at or below the poverty line – more than double the rate experienced by the general population.

And yet, we know these people want to work. The waitlist for work at all All Things Equal is proof. At our vibrant cafe, trainees with disability learn essential skills such as time management, teamwork, and prioritisation. They build confidence in communication and foster meaningful community connections.

But we’re more than just a cafe. All Things Equal is a social enterprise that exists to bridge the gap between people with disability and the wider community through the creation of award wage employment in hospitality.

In four short years, we’ve shown what’s possible – for business, people with disability, and the wider community – when we create a supported and structured framework that overcomes misconceptions about the challenges of disability employment.

We’ve created jobs for 31 people with disability, paid over $500,000 in award wages, and seen nine trainees secure further employment beyond All Things Equal. In January, we hosted our very own food and beverage outlet at the Australian Open, showcasing our commitment to creating thrilling and dynamic opportunities for our team.

This month, we released Equal Opportunity: A blueprint for disability employment in hospitality. This report outlines our three-step pathway to employment, which sees candidates move from pre-employment training in our commercial kitchen facility, to award wage employment in our cafe and catering spaces. Once a trainee has built the skills and experience to take the next step in their career, we support each individual to find award wage work with our employment partners.

Once they’re through the door, we effectively use the NDIS to provide tailored support via experienced hospitality professionals who can also contribute to daily operations. This makes it a win-win scenario for both the individual and these businesses.

This month, prestigious five-star hotel W Melbourne will onboard its first All Things Equal trainee. Next month, leading caterer Food & Desire will do the same. These new roles will expose our alumni to iconic events including the Grand Prix, spring weddings and the bustling world of Melbourne tourism. And we’re only getting started.

Now, we’re now calling on the industry to partner with All Things Equal to create an additional 1100 jobs for people with disability by 2035. Because we know it’s not purely a skills shortage the hospitality industry is grappling with. It’s a systems failure – and it’s time we fixed it with inclusion. The more jobs we can create, the more we can advocate for career progression pathways so that people with disability don’t get left behind again, like they did when they were looking for their first job at 15.

Your purchasing power makes up a huge part of this change, too. As customers, we have the luxury of spending money in ways that align with our values. Every time we show up for an inclusive cafe, venue or caterer, we send a message that belonging matters.

In Melbourne, hospitality is a shared ritual woven into our daily lives; our venues are a reflection of the city’s diverse communities and a celebration of our differences. But is this city truly the world leader our industry keeps saying it is? Not if it can’t lead on inclusive employment.

allthingsequal.com.au