Viewpoint: Why education is the answer to equity

There is an appetite for training in diversity and inclusion, so why are employees not being granted access to it, asks Lorraine Copes

Be Inclusive Hospitality’s annual industry report, The Inside Hospitality Report 2023, examines the experiences and perceptions of hospitality workers from all backgrounds and job roles across the UK’s hospitality industry, specifically focusing on equity, diversity and inclusion through a race lens.

From the report’s first edition to the current third iteration there has been a notable surge in participation, with respondent numbers increasing from a modest 300 in 2020 to a staggering 3,000 in 2023. This growing pool of data has reinforced my unwavering belief that the foundational cornerstone of a fair and inclusive hospitality sector is education. By education, I refer to training and workshops within workplace environments. Workshops are now woven into the industry’s fabric, covering critical subjects such as mental health and safety. These topics, recognised as indispensable, are often embraced by workers at all levels.

Has the industry similarly embraced education in equity, diversity and inclusion? When examining the report this year versus last year, it remains disconcertingly consistent that the appetite for training in this topic far surpasses the access granted to it within the workplace. Training access increased from 20% in 2022 to 25% in 2023. Yet this is in stark contrast to the 50% demand for training in 2022 and 2023 and a poignant reminder of the gap yet to be filled.

A quote from this year’s report captures the essence of the need for training throughout the sector: “As a white British male, I still feel uncertain how to approach those from a different culture or background, even in my role as general manager, and working much of my career in one of the most multicultural cities in the UK.

“More education and collaboration is needed both inside and outside the industry to better understand one another, breaking down preconceptions and prejudices to see everyone as equal and push forward.”

Should these sentiments resonate with other leaders across the sector, the challenge remains: how does the hospitality sector advance as a desirable employer that fosters fair and inclusive environments? The answer is multi-pronged, with training being an essential component, contributing to:

Improved awareness and sensitivity

Raising awareness of diverse experiences fosters empathy among employees, making them more attuned to colleagues’ needs and leading to a respectful, inclusive culture.

Inclusive language and behaviour

Educating employees about language’s impact and inclusive behaviour shifts them away from discrimination and towards fostering an environment that values inclusion.

Retention and happier employees

Employees stay with companies when wellbeing and growth are prioritised. This fosters a positive culture, boosting retention and job satisfaction.

Acknowledging that change starts at the top, a promising revelation from the report is that at 62.26%, chief executives have the highest appetite to access training. The question that I now ask is if the appetite and necessity exist, if not now, then when?

Lorraine Copes is the chief executive and founder of Be Inclusive Hospitality

Read the Inside Hospitality Report 2023 at bihospitality.co.uk/research-and-insights