New digital platform aims to bridge skills gap with inclusion

A new digital platform has been launched to help New Zealand businesses address workforce shortages by supporting greater participation of disabled people in sectors facing acute skills gaps, particularly manufacturing, engineering and logistics.

Workforce shortages

Demands on New Zealand's industrial base are rising, with the Government's infrastructure pipeline indicating projects worth NZD $237.1 billion are underway or planned. Employers in manufacturing, engineering and logistics are contending with persistent staff shortages, heightened by a steady outflow of skilled workers relocating to Australia.

Without intervention, vacancies across these sectors are projected to reach 156,000 by 2030. Workforce data shows disabled adults are notably underrepresented, with a participation rate of 44%, compared with 83% for non-disabled adults. Approximately 268,000 disabled adults are not currently engaged in work, representing a significant untapped resource.

New platform details

The digital platform provides employers with curated tools, including podcasts, short videos, guides, conversation cards and interactive resources focused on disability inclusion. It is designed for use by employers, trainers and industry educators and has been developed with direct input from accessibility specialists and the vocational education sector.

The objective is to provide practical support for employers to hire, include and retain disabled workers, and to embed accessibility as a standard feature across industry training and recruitment processes.

Barriers and research

Recent research has highlighted cultural and structural barriers to the inclusion of disabled people at work. Around 63% of employers surveyed had never discussed disability in their workplaces and just 23% had adopted inclusive recruitment practices. The research identified stigma and job security concerns as factors discouraging disabled individuals from disclosing their disabilities. In some cases, disabled workers reported paying personally for workplace supports to remain in employment.

Economic analysis from the recent 'Let's Level Up' report estimates that bridging the participation gap for disabled adults could provide up to NZD $1.45 billion in fiscal benefit if participation rates were made equal.

Industry response

"We're watching a large portion of our experienced workforce retire and that means we need to build a sustainable pipeline of new talent. Reaching out to parts of the population that haven't traditionally been targeted, including Maori, Pacific peoples and disabled New Zealanders is not a social goal, it's an economic necessity. What makes this work different is that it's designed specifically for manufacturing, engineering and logistics employers," said Samantha McNaughton, Deputy Chief Executive, Hanga-Aro-Rau.

"These are complex sectors with unique challenges and having something built for them, not generic business advice, is what will drive real change. A lot of disabilities are invisible and that invisibility has created a knowledge gap. Many employers don't realise they're already interviewing or hiring people with disabilities. This platform helps lift that curtain by showing what inclusion actually looks like in practice," she added.

"The economy is starting to recover and data shows a sharp, projected rise in demand for skilled labour from 2027 onwards. Businesses that start preparing now by widening their recruitment lens will be the ones positioned to grow. These resources aren't about compliance, they're about confidence, giving businesses the tools to attract and retain talent they've been missing out on. Disabled people have been a hidden workforce opportunity for far too long. If we want to future-proof our industries, we can't afford to leave capability like that untapped."

Grace Stratton, Chief Executive of accessibility consultancy All is for All, explained the aim was to create accessible and relevant resources for employers.

"Employers told us they wanted to do the right thing but didn't know where to start. We've created resources they can use immediately including short videos, podcasts, conversation cards and guides to start the conversation about disability inclusion in real workplaces," said Stratton.

McNaughton noted that involvement from industry and the vocational education system aimed to ensure that accessibility considerations would be embedded into training and standard-setting. "The goal is to normalise disability inclusion as an expected feature of New Zealand's workforce rather than an exception," said McNaughton.

Sector perspectives

Dr Richard Templer, Chief Executive of Engineering New Zealand, commented on the benefits of a more inclusive workforce. "One major firm found that around 15 percent of its engineering workforce identified as neurodiverse, higher than the national average.

Engineering rewards structured thinking and spatial reasoning, qualities often found in people who think differently. The biggest barrier is fear, not of hiring someone different, but of saying the wrong thing. Inclusion starts with simply asking what someone needs to thrive.

We're competing globally for the same pool of skilled engineers and right now New Zealand can't afford to overlook capable people simply because they don't fit a traditional mould. Disability inclusion isn't charity, it's a strategy for resilience and innovation.

Inclusive workplaces aren't built through slogans, they're built through systems from recruitment to mentoring to design. Engineers are problem-solvers by nature and this platform gives them the tools to apply that mindset to people, not just projects.

Some of the best problem-solvers I've worked with see the world differently. Neurodiverse engineers often approach challenges with original thinking and extraordinary focus, qualities that drive the breakthroughs this country needs.

Creating inclusive environments starts with leadership. It's not just about physical accessibility but psychological safety, making sure people feel confident to contribute without hiding part of who they are.

If we want to grow the engineering workforce, we also need to make education pathways more accessible. That means designing learning and assessment environments where disabled and neurodiverse students can thrive, not just survive.

Every person we exclude from work represents lost capability in an economy already struggling to meet demand. We have to think of accessibility as foundational, not optional," said Templer.