The UK public must be better prepared to deal with future food shocks linked to threats such as wars, climate change and cyber-attacks, according to a new report.
Led by food policy expert Professor Tim Lang, the report criticised a lack of government engagement with questions of food resilience, arguing that what little attention is given to the subject is focused largely on food supply rather than the consumer and public end of the food system.
It identified 20 possible threat events and conditions that could affect civil food resilience including military weaponisation leading to blockades and destruction of food infrastructure, commercial malware and ransomware attacks resulting in reduced food supply, and major flooding events that impact food production.
The report was prepared for the National Preparedness Commission, an independent, non-political body that promotes policies and actions to help the UK prepare for and recover from major shocks, threats and challenges. Lang, Professor Emeritus of food policy at the Centre for Food Policy at City University, London, and his team were asked to assess the extent to which the UK population is prepared for food shocks.
The report distinguished between ‘chronic’ food shocks to society such as obesity and deep inequalities, and ‘acute’ shocks exemplified in events such as the impact of Russia’s invasion of Ukraine, the economic disruption from Covid-19, and the localised effect of extreme weather events like flooding.
The experts called for an improvement in civil food resilience whereby people in their daily lives are more aware of risks to food, more skilled in reducing unnecessary risks, and more prepared to act with others to ensure society is well fed both during and after crises. Current infrastructure, guidance and public support is inadequate in supporting this ambition, they concluded.
Although the UK does have an official Government Resilience Framework, it has “next to no focus on either food or the role of the public in civil food resilience”. The 2023 National Risk Register, meanwhile, only conceives of one direct food impact, that of food supply contamination.
Cities, regions and devolved administrations are nurturing civil food resilience efforts, according to the report, but lack much-needed support and resources from central government.
Among a range of recommendations, the authors said a special national risk register study should be conducted into possible food threats. They also urged the UK to learn from other countries that have developed fully integrated plans for civil food resilience, including by providing every household with advice for food shocks.
Other recommendations include to map existing community food assets; tap into city- and town-based interest in food systems governance and policy; create local food resilience committees to co-ordinate resilience preparation; create and maintain a coherent national food policy; and seek to rebalance the food economy from highly concentrated to more distributed systems.
Management teams lack ethnic diversity
Ethnic diversity in hospitality is still largely confined to entry-level roles with management positions dominated by people from White backgrounds.
Research by Be Inclusive Hospitality identified disparities in roles and earnings among employees from different ethnic backgrounds linked to favouritism, bias and a lack of transparency.
It drew on statistical trends from data collected between 2021 and 2023 for its Inside Hospitality Reports on the experiences of people from Black, Asian, ethnic minority and White backgrounds working in hospitality. In addition, the not-for-profit social enterprise conducted interviews and focus groups with employees at various career levels within the industry.
Although the majority of those surveyed, irrespective of ethnicity, expressed growing optimism about career opportunities within the hospitality sector, the analysis found evidence of ongoing structural bias against those from Black, Asian and ethnic minority backgrounds.
Across all ethnicities, the proportion of people in high earning roles has fallen with Black and Asian employees experiencing particularly sharp declines. Additionally, part-time employment has increased disproportionately among Black and Asian employees, while White respondents’ full-time employment has remained more stable.
The absence of role models and representation was repeatedly cited as a barrier to progression within the sector. Focus group and interview participants voiced frustration about the need to access development opportunities, such as mentorship or qualifications, outside of their employment. When internal development opportunities do exist, they are often seen as inaccessible.
Participants also talked about having to rely on personal traits like determination and resilience to progress, noting that larger companies are more likely to provide development resources. They stressed the importance of education and training, particularly ongoing leadership involvement, to foster genuine inclusion in hospitality.
The research also found respondents have continually reported witnessing or experiencing workplace racism or discrimination, with ethnic minorities reporting higher levels than their White colleagues.
“This report reinforces what many already know – barriers to progression for ethnically diverse talent in hospitality persist,” said Lorraine Copes, founder and CEO of Be Inclusive Hospitality.
“While there is optimism, the data reveals stark disparities in pay, opportunity, and access to career development. Change will not happen by chance; it requires intentional action from industry leaders to create equitable pathways for all. My hope is that this report serves as a catalyst for those in power to rethink their policies, practices, and commitment to inclusion.”
