Hospitality

The hospitality sector is vital to the London economy, contributing significantly to the UK’s GDP.  In recent years, London’s hospitality sector has demonstrated its adaptability and resilience in the face of difficult economic conditions. In recognition of these conditions, the government's has set up the Hospitality Council to devise solutions to the economic challenges facing the sector. Workforce equality and inclusion must be at the heart of this.

Work in the hospitality industry is often associated with high staff turnover, low pay, unpredictable working patterns and a lack of opportunities for progression. While junior roles employ a diverse group of workers, senior roles remain significantly less representative. As a result, many workers are not encouraged to commit to a career in hospitality and move into other careers.

Despite the challenges, there are major opportunities for employers to attract new workers and customers by placing EDI at the heart of their business. It is clear that hospitality workers value highly their employer's commitment to equality and inclusion: research conducted by WiHTL found that 62% of hospitality employees would ‘seriously consider’ leaving their role if they perceived a lack of commitment to EDI in their workplace.

In the context of pressing labour shortages in the sector, making a career in hospitality an attractive prospect for workers of all backgrounds is not only the right thing to do but also an economic imperative. This toolkit sets out steps you can take to make your workplaces more equal, and present hospitality as a rewarding and sustainable career option.

The hospitality sector is one which thrives on multiculturalism, with restaurants and bars taking inspiration from cultures all around the world, but it is also characterised by high staff turnover and unstable working patterns. It is also important to note that whilst lower levels are culturally diverse, senior levels do not represent the same levels of diversity. This is a consistent theme throughout the sector, potentially leading to stagnation in diverse employees progression. Embedding EDI at the centre of recruitment and employee progression strategies can help the sector attract and retain a wider pool of talent, including those who are currently underrepresented and/or face barriers to employment. 

According to industry body UK Hospitality, 1 in 5 working age people in the UK would consider working in the hospitality sector. Yet, research conducted by WiHTL found that 62% of hospitality employees would ‘seriously consider’ leaving their role if they perceived a lack of commitment to EDI in their workplace. By committing to EDI, all stakeholders (employers, employees and customers) will benefit from the positive effects of building a more inclusive organisation.

EDI also creates new opportunities to attract customers by ensuring their premises and operations are accessible to people with disabilities and/or neurodiverse conditions, and those from different backgrounds feel welcomed and comfortable in the environment. The opportunities for innovation in the sector have been recognised by the government in its creation of a Hospitality Council and the appointment of a Disability and Access Ambassador for the hospitality sector, as part of the National Disability Strategy.

How to use this toolkit

Step 1

Click on the toolkit below which corresponds with your organisation size.

Step 2

Begin by reviewing the overview of actions recommended for your organisation size. You can then explore more detail, case studies and further resources on these actions through each of the five areas of the toolkit.

Step 3

Create a checklist of the actions your organisation will focus on in the next 30, 60, 90 days. Prioritise actions labelled “foundational” where you have not yet implemented them. Use the information on about each action to create a plan tailored to your organisation.