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Despite multiple proposals since 2007, including the long-stalled Equality Act (차별금지법), national legislation to protect individuals from discrimination based on race, gender identity, disability, nationality, or religion has failed to pass. Political opposition, misinformation campaigns by conservative groups, and a lack of public consensus have left Korea without the legal infrastructure that many other democracies take for granted.

As a result, acts of exclusion and bias often go unchallenged. While Korea has sector-specific protections — for example, in employment for people with disabilities or basic accessibility requirements for large public buildings — there is no unified legal standard ensuring equal treatment across daily life. Private businesses, including restaurants, are rarely required to consider accessibility, language inclusion, or the needs of disabled or neurodivergent customers. In the absence of legal mandates, these concerns are often seen as optional, rather than necessary.

Despite these shifts, many institutions and businesses still operate on the assumption of a single "default" customer: Korean, non-disabled, neurotypical, and fluent in Korean. For those who fall outside that norm, exclusion may not always be hostile — but it is frequent, and deeply felt.

The dining industry reflects this reality

At the same time, many business owners are not unwilling — but unequipped. A growing number express genuine interest in making their spaces more inclusive, yet they often lack the tools, information, or structural support needed to assess accessibility or implement improvements. The language of DEI (Diversity, Equity, and Inclusion) often feels distant, academic, or reserved for large corporations with big budgets.

In Korea, DEI-related initiatives and pilot programs are typically led by government agencies or applied to large firms first; small businesses rarely see resources tailored to their scale or needs. Without examples or models closer to home, even well-intentioned efforts can stall before they begin—not for lack of will, but because the first step seems too big.

Yet inclusion doesn't have to be a massive overhaul. Many changes are small, intentional, and mutually beneficial. Adjusting menu readability, training staff in communication practices, or creating quiet corners for sensory comfort are manageable steps that enhance experience for all customers—not just those with specialized needs.