Overcoming barriers to inclusive recruitment in Northern Ireland’s tourism and hospitality sectors
A collaborative policy research project funded through EPIC Futures NI, led by People 1st International in partnership with Tourism Northern Ireland, Ulster University, the Northern Ireland Hotels Federation, the Northern Ireland Tourism Alliance and the HATS Network. The research examined the barriers employers face when recruiting from economically inactive and underrepresented groups to inform future policy, and also captured the practical approaches already being used across the sector to make recruitment more inclusive and sustainable.
With the research now complete, this page shares the key insights, practical guidance for employers, case studies, and links to organisations that can support inclusive recruitment in your business.
Key insights from the research
The research shows that inclusive recruitment is already emerging across Northern Ireland’s tourism and hospitality sector. Employers are adapting job design, recruitment methods and support systems to make roles more accessible, and many are seeing benefits such as stronger retention, improved team culture and a wider talent pool.
At the same time, the findings highlight that system-level change will be important to help employers go further. Clearer pathways to engage economically inactive and underrepresented groups, more streamlined support, and better-aligned incentives would enable the sector to scale inclusive recruitment more sustainably.
Practical support for employers
Access practical approaches already being used by employers to make recruitment more inclusive, from more accessible advertising and application processes to flexible job design, work trials, stronger onboarding and partnership working.
Employer case studies
Examples from across the sector show how inclusive recruitment is already working in practice. These case studies highlight what employers are doing, what they’ve learned and the impact on their workforce.
- voco Belfast: An inclusive recruitment strategy has strengthened culture and improved retention — including 81% retention at leadership level.
- Bishop’s Gate Hotel: A four-week inclusive work-experience programme with Ardnashee School & College gave students hands-on roles across the hotel, culminating in a student-led ‘Takeover Day.’
- National Museums Northern Ireland: The Access Pledge offers supported 4–6 week placements tailored to different abilities, delivered in partnership with support organisations across NMNI departments.
Support and partner organisations
Access our short guide to support services and programmes across Northern Ireland that help employers engage individuals who want to enter or re-enter the workforce. This includes people with disabilities and long-term health conditions, young people, carers, women returning to work, those aged 50+, people with lived experience of the criminal justice system, and minority ethnic communities
Policy recommendations
The research highlights that policy efforts should focus on removing practical barriers, streamlining systems and improving access to support, and building employer capacity to drive more inclusive labour market participation.