As ever, it was great to see the Acorn Awards reported in The Caterer this week, celebrating the achievements of the most aspiring 30 individuals under the age of 30 in the hospitality industry. Being an advocate and supporter of social enterprises or businesses for good in the hospitality, catering and food industries, it was even more rewarding to me to see the nomination and recognition of Lewis Greenwood of social enterprise Fink Street Food. Whether by coincidence or on purpose it was also good to see discussion around social mobility at the recent round table being reported on about how more disadvantaged groups could be a solution to the staffing problem crippling the industry. The ambition to level up and encourage a more diverse workforce is applaudable, however, in reality is much harder in practice. Individuals from these groups need role models to inspire them and give them hope that they can emulate the achievements of their role models. Awards systems like the Acorn Awards are good ways in which to recognise, celebrate and inspire talent and give the opportunity to be role models, however, where are the minority role models this year? In fact, over the last few years, the relative absence of people from Black, Asian or other ethnicities has been palpable. According to research undertaken by Be Inclusive Hospitality CIC – another social enterprise whose aim is to support and advance racial equality in hospitality - workers from these backgrounds account for 17% of a 1.8m person workforce pre-pandemic. Given that overall statistic there should be some expectation that at least five Acorns would be from a Black, Asian or of another ethnic background. Why is it then that these groups are not fully represented? To a certain extent as discussed at the round table, it could be that individuals do not want the limelight shone on them due to cultural attributes or that they don’t want to be seen as charity cases. However, could it be due to not wanting to experience racial abuse in their places of work if they are singled out for praise and recognition? Or being considered as a token gesture to cover the diversity quota? Be Inclusive Hospitality’s research shows that almost a fifth of their Black, Asian or ethnic minority survey respondents are wanting to change occupation. This is worrying especially if the industry is looking to the local community to fill roles and nurture the talent that is available. If this statistic were extrapolated on the 300,000 ethnic minority employees in the industry pre-pandemic, this would equate to approx. 60,000 people. Add this number to the current shortage of approx. 200,000 workers in the industry and the crisis deepens further. Working with universities and schools to promote the variety of jobs and career opportunities is vital for the future of the industry as highlighted in the round table discussion; however, they need to be given role models to showcase the opportunities a career in hospitality would bring. The industry needs to work more with organisations like social enterprises Breadwinners and Migrateful, diversity and inclusion specialists and organisations like Be Inclusive Hospitality to recruit and develop Black, Asian and other ethnic workers. Role models from all walks of life, classes, backgrounds, education and upbringing are needed to help not only attract staff to establishments and the industry but also helps attract customers to our businesses. Some reading this may think that these are the views of a woke individual, a snowflake or maybe someone who is ignorant to the issues due to the privileges of my own white background. Yet since being the proud grandparent to a beautiful mixed-race granddaughter, I want to help her as much as I can to have the opportunities available without having to struggle to identify where she fits in or what career she eventually wants to choose. Or more simply choosing which establishment she wants to eat in when she is old enough to make that decision independently. And if that means using my own powers of influence to do so, I don’t mind being classified like that and raising my head above the parapet. Maybe I’m being altruistic or naïve. Maybe that’s what I’ve always been. But having her in my life has aWoken something in me that I used to keep buried inside. A voice but also an inquisitiveness to find out how it might feel to be on the other side of the privilege coin. For someone from a working-class family who grew up on a Guinness Trust estate in Brixton in the 70s and 80s, went to a school in Camberwell from which I played truant for almost a whole year, I haven’t done bad for myself. I don’t automatically think of myself as a role model, but if I can help at least one person to benefit from my experience, my learning or my insights, that will make all the difference to me. Don’t ignore the elephant in the room Acknowledge it is there and more importantly, discuss it with others and do something about it. Be inquisitive and find out more. Mental health and the stigma associated with it used to be a massive elephant that very few talked about. But with COVID-19 and its repercussions on all of our society making mental health a household issue, talking and doing something about it has lead to many organisations implementing mental health support systems and mental health first aid. Talking and doing something about the lack of role models and opportunities for more people from Black, Asian and ethnic minority heritages to be recognised, could make a difference. A difference to individuals, the local community and to a business’ bottom line. So what can you do to help? One thing you could do is encourage any Black, Asian or other ethnic minorities you know to sign up for Be Inclusive Hospitality's new Professional Skills Development and Wellbeing programme supporting individuals over a 12 month period through a range of events to help develop their skills and knowledge.
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AuthorWrite something about yourself. No need to be fancy, just an overview. Archives
December 2022
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