Awareness of the need to tackle ethnic inequalities is growing within hospitality and the environmental movement but discrimination remains rife
If you are white and working in hospitality you are more likely to hold a managerial position than if you are Black, Asian or of mixed ethnicity. If you are Black you are more likely than any other ethnic group to be on a zero-hours contract. If you are Asian you are more likely to be on a part-time contract.
This is the day-to-day reality facing people from ethnic minority groups pursuing a career in the hospitality sector.
Hospitality is by no means alone among UK industries in displaying this kind of representational bias but it is getting better at documenting its own challenges. The statistics above come from the Inside Hospitality 2023 report, the third iteration of a survey that provides a snapshot of the experiences of Black, Asian, White and mixed ethnicity people working in the UK hospitality industry. It is by far the most comprehensive survey to-date: over 3,000 respondents encompassing all backgrounds, genders, ages, jobs and lengths of service responded, up from the 300 who contributed to 2020’s first edition.
“I believe that this increase positively marks a growth in awareness and support for the work that we do,” says Lorraine Copes, CEO and founder of Be Inclusive Hospitality which commissioned the survey. But Copes had a more sober message on the findings. “What is concerning is that the results surrounding discrimination, education at all levels, and the building of trust have remained stagnant. With this robust data set, my hope is that leaders now take heed and take action.”
Boardroom priority
There seems little doubt that issues of ethnic diversity, inclusion and equity have risen up the boardroom agenda for many businesses in recent years. A Footprint Intelligence report published last year found cause for optimism amidst the development of new diversity strategies and commitments from key hospitality sector players. Yet it also detailed an ongoing lack of ethnic diversity in senior positions within pub, restaurant, hotel, contract catering and other hospitality businesses, suggesting that efforts to improve diversity and inclusion of people from Black, Asian and mixed ethnic backgrounds have yet to bear fruit.
In her foreword to the latest sector survey, Copes states her firm belief that “without a fundamental understanding of the realities faced by the people inside hospitality, it will not be possible to bring about real, long-lasting change.”
So what are those realities based on the latest data?
Let’s start on a positive note: 83.3% of those responding to the survey agreed that the hospitality sector offers good career opportunities. Yet the report goes on to highlight disparities in earnings, employment terms and senior level representation in various roles for ethnic minority groups. It uncovers high levels of discrimination experienced in the workplace, a lack of access to training and education on race and a need for more awareness and knowledge regarding equity, diversity and inclusion initiatives and actions within organisations.
Over a third of respondents (35.7%) reported witnessing discriminatory behaviour against colleagues in the workplace; Asian and Black respondents were more likely to report witnessing racial bias (62%), while White respondents reported more instances of gender bias (50.3%). A similar proportion overall (33.7%) reported personally experiencing discriminatory behaviour which for almost all Black respondents (94.7%) was experienced in the form of racial bias.
Significantly, 40.3% of respondents said they did not trust or had a low level of trust in their employer’s ability to address discrimination in the workplace. Only 52.4% of the respondents who encountered discriminatory behaviour in their workplace said they had the opportunity to report it and only around a third (34.6%) who filed a complaint were satisfied with how it was handled.
The survey also revealed an ongoing lack of education and awareness around company policies relating to race. One in three (32.1%) respondents said they do not know if their company has a written equity, diversity and inclusion (EDI) statement, with White respondents most likely to be unaware of its existence.
Company CEOs and founders, meanwhile, were among the least likely to attend EDI workshops (22.6%), despite expressing a high appetite to do so (62.2%).
Talking targets
Perhaps some cause for optimism can be found in the fact that businesses are increasingly prepared to talk publicly about the challenge in improving ethnic diversity, inclusion and equity and set targets to deliver positive change.
In 2020, Sodexo became the first hospitality sector business to publicly report its ethnicity pay gap – which stood at 3.2% (median) in the latest update for 2022. The company has also set a target for its management and leadership population to reflect the ethnicity make-up of the UK labour market of 3.28% Black, 7.03% Asian and 2.89% mixed ethnic. As of September 1st 2022, representation in the UK at management level was 3% Black, 3% Asian and 2% mixed ethnic and at senior leadership level 1% Black, 2% Asian and 1% mixed ethnic.
Sodexo is also offering more entry-level opportunities to talent from under-represented ethnic groups. In May, it announced that 24 interns would join its UK business as part of the 10,000 Black Interns Programme, which involves a paid placement lasting six weeks during which interns are given the opportunity to work across a variety of job functions.
Businesses that commit to inclusive policies and promote them publicly could find themselves in a position to win business from those that don’t. A new survey by UKHospitality and CGA by NIQ found that almost two-thirds (64%) of customers said a venue’s equity, diversity and inclusion (EDI) policy is important to them, however only a third said they see venues advertise their work on EDI and accessibility. Three in 10 people said they would be more likely to visit a venue if it promoted its EDI policies.
“These new statistics show that this work is clearly valued by the public and is actually a significant factor in where they choose to visit,” says UKHospitality chief executive Kate Nicholls. “It’s encouraging that customers want to see and understand the work we’re doing and is a clear indication to businesses to bring this work to the forefront of their activities.”
Green gap on race
Hospitality is by no means the only sector starting to confront its issues with race. UK environment and sustainability charities may lead the field in championing progressive policies on green issues but they still have a long way to go on ethnic diversity. The Race Report 2022, a new UK-wide racial reporting initiative for the environment sector, found that among the employees of 94 NGOs that responded to a survey just 7% identified as Black, Asian or other minority ethnic compared with 14% of the UK’s working population.
Last year, the sector came together under the leadership of Wildlife and Countryside Link to develop a route mapwhich environment groups will use to boost ethnic diversity over the next five years. It followed research from diversity and leadership experts Full Colour which found that overt and covert racism is endemic in the sector and the vast majority (84%) of organisations lacked a specific action plan for addressing issues of ethnic diversity.
The subsequent route map that Full Colour devised sets out action for collective work in four core areas: improving culture, transparency, action on racism, and organisational plans and practices. Individual organisations are challenged to deliver a series of actions: from commitments to routinely incorporate ethnic diversity terms and definitions, to the establishment of internal responsibilities on diversity and moves to enhance racism monitoring, reporting and enforcement.
It also outlines joint actions the sector as a whole should take including sector-wide delivery of training aimed at removing bias from recruitment and development; in-depth research on racism in the sector; diversity and anti-racism training; and an empowerment programme to bring more people of colour into leadership roles.
Launching the roadmap, Richard Benwell, CEO of Wildlife and Countryside Link, said the organisation’s research showed an appetite for change in the environment movement. “People want to be part of an inclusive, diverse and socially progressive movement. They know that saving nature will depend on the talents and energy of everyone working together.” But Benwell added that despite this conviction, “many organisations are still in the starting blocks on diversity and inclusion”.
Such is the case too for the hospitality sector. Racial equity won’t be achieved overnight but the pressure on businesses to demonstrate progress against this agenda will only grow stronger. Copes signed off her foreword to the Inside Hospitality report by striking a note of optimism: “When I produce this report two years from now, the landscape will look different to what it does today.”
