The hospitality industry is powered by talented, passionate professionals—but too often, systemic barriers hold them back.
At the Careers in Hospitality Report Launch, hosted by Be Inclusive Hospitality, we heard first-hand insights from industry leaders, professionals, and experts about the challenges and opportunities for career progression in hospitality.
The message was clear: Talent is here. Opportunity isn’t.
For the drinks and hospitality sectors to thrive, leaders must take responsibility for removing barriers, improving representation, and embedding inclusion in workplace culture.
Where We Are: The Challenges Facing Career Progression
Barriers to Progression:
Ethnic minority professionals are less likely to access internal development opportunities, often having to seek external support to progress.
On-the-job experience is valued for operational roles, but structured leadership pathways are lacking.
Lack of Representation in Leadership:
Leadership remains mostly white and male. Without visible role models, ethnic minority employees struggle to see a future in the industry.
DEI Training Gap:
While 52–60% of professionals want DEI training, access remains limited—especially at non-senior levels.
DEI must go beyond training to structural change in hiring, promotion, and workplace culture.
What Needs to Change: Solutions for Industry Leaders
1. Stop Talent Drain—Build Fair Progression Pathways
Audit career development structures—who is progressing, who is not, and why?
Implement mentorship & sponsorship programmes targeted at underrepresented talent.
Make internal development accessible—remove bias in training and promotion pathways.
2. Fix the Representation Gap—Make Leadership Reflect the Workforce
Set clear, measurable targets for improving ethnic diversity in leadership roles.
Commit to transparent recruitment & progression policies (e.g., ethnicity pay gap reporting).
Showcase senior role models from diverse backgrounds—visibility matters.
3. Make DEI Actionable—Embed It Into Business Strategy
Move beyond training—integrate inclusion into performance reviews, leadership KPIs, and workplace policies.
Ensure safe, inclusive workplaces—establish safeguarding frameworks to prevent harassment & discrimination.
Encourage data-driven decision-making—track engagement, progression, and workplace culture metrics.
Drinks United’s Commitment: What We’re Doing to Drive Change
At Drinks United, we believe the drinks industry must lead in driving real, systemic DEI change. Here’s how we’re contributing:
Accessible DEI Resources:
Developing a Safeguarding & DEI Resource Hub for industry-wide access.
Providing best practice guides for fair hiring, progression, and workplace culture.
Equity in Career Progression:
Designing an industry survey for greater data-driven insights.
Identifying gaps and partnering on programmes that support diverse talent into leadership.
Leadership Engagement:
Hosting leadership roundtables and events to engage and support industry leaders in driving real change.
Call to Action: How You Can Take the Lead
Leaders, take action today:
Assess your leadership pipeline—who is missing?
Review your hiring & promotion policies—is bias present?
Invest in mentorship & fair progression—because talent shouldn’t be wasted.
📩 Join Drinks United’s mission to build an industry where everyone thrives. Follow us on LinkedIn or get in touch here.
Download the Be Inclusive Hospitality Careers in Hospitality Report 2025 here.
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