Careers in Hospitality Report Launch: Key Insights on Inclusion and Progression
Be Inclusive Hospitality launched its fifth industry report, Careers in Hospitality—Removing Barriers to Progression, on Monday, February 10th, 2025, at 8 am. To mark the occasion, they held a launch event and conference, bringing together leaders across the sector to discuss Inclusion and progression in hospitality.
Driving Change in the Hospitality Industry
Close to 200 hospitality professionals gathered at Think Tank, 8 Bishopsgate, London, for the launch of the Careers in Hospitality Report. Moderated by Alya Lilani, Culture and Engagement Consultant, the event included breakfast, two insightful panel discussions exploring the state of Equity, Diversity, and Inclusion (EDI) in the hospitality sector, and a Q&A.
Dr Naz Ali (Associate Professor in Hospitality Management and report co-author) joined Lorraine Copes (CEO & Founder of Be Inclusive Hospitality) on stage to unveil the report findings, setting the stage for candid discussions on barriers to career progression, inclusion strategies, and the role of leadership in driving meaningful change.
The impressive roster of speakers includes hospitality senior leaders from organisations such as Hawksmoor, Sodexo, Dorchester Collection, and Flat Iron.
Strategies for Change: Building Inclusive Workplaces
The first panel, Strategies for Change, explored the current state of diversity and inclusion in hospitality. The discussion highlighted practical steps businesses are taking to create workplaces where employees feel valued and empowered.
Lorraine Copes chaired the panel, which included Jane Grammar of Dorchester Collection, Raj Jones of Sodexo, Cerri Gott of Hawksmoor, and Priya Narain of Kerb FOOD.
A key theme was the importance of open and honest conversations, acknowledging that no single organisation has all the answers. Panellists shared personal experiences that shaped their passion for EDI and the catalysts that pushed their organisations to prioritise inclusion. In some cases, external pressures played a role in driving action.
The Role of Data in Inclusion and Progression
A recurring theme in the discussion was how data helps measure and drive inclusion. Key strategies shared included:
- Employee engagement surveys to track sentiment and identify workplace challenges.
- Workforce representation analysis to ensure diverse career opportunities.
- Ethnicity pay gap reporting, with Sodexo, noted for its commitment to transparency by voluntarily publishing its report.
The discussion also covered listening sessions, leadership development initiatives, structured career progression programmes, and understanding lived experience insights that were critical to creating sustainable change.
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Key Takeaways from the Panel
Panellists concluded the discussion with clear, actionable steps that businesses can take:
- Jane Grammar – Dorchester Collection: “Use data to measure inclusion, not just diversity. Representation should be reflected across all levels.”
- Raj Jones – Sodexo: “Stay committed—EDI isn’t a trend. Be vocal, visible, and hold yourselves accountable.”
- Cerri Gott – Hawksmoor: “Foster a culture of kindness, listening, and connection.”
- Priya Narain – Kerb FOOD: “Put your people first. Talk to them, listen to them, and make changes based on their experiences.”
Candid Conversations: Lived Experiences and Barriers to Progression
The second panel, Candid Conversations, provided powerful insights into career progression, inclusion, and representation within hospitality, chaired by Olajide Alabi – SISU and included Kiran Elliot of Flourish HR & Coaching, Gina Knight of Flat Iron, Raj Markandoo of Bubala and Denise Allen of WSH Holdings.
Some panellists shared that, for much of their careers, they were often the only person of colour in leadership roles. They acknowledged that this lack of representation will discourage individuals from aspiring to senior positions, reinforcing barriers to progression. Isolation and imposter syndrome were discussed as common challenges faced, with a reinforcement of the importance of community, mental health resources, and mentoring as a means to support well-being and career development.
.Data-DriveChange in HospitalitThe discussion also explored how companies that collectnd analyse diversity data can identify gaps in representation and progression. Key insights include
- Ethnicity pay gap reporting as a tool for transparency and accountability.
- Transparent hiring and promotion processes to ensure diverse talent is recognised and rewarded.
- Challenging biases to prevent systemic barriers from limiting career opportunities.
Several panellists shared their personal experiences of bias—both overt and subtle. Some were overlooked for promotions in favour of less experienced candidates, which led them to seek opportunities elsewhere.
While progress is being made, the panel underscored that there is still much work to do. Greater representation, leadership accountability, and transparency are key to ensuring a more inclusive hospitality industry.
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Industry Actions to Support Ethnically Diverse Talent
Panellists concluded the session by sharing one key action they believe the industry must take:
- Kiran Elliott – Flourish HR and Coaching: “…building fair succession planning and development pathways.”
- Gina Knight – Flat Iron “…creating movements, not just moments.”
- Raj Markandoo – Bubala: “…listening, being transparent, and taking real action.”
- Denise Allen – WSH Holdings: “…challenging bias, pushing for representation, and making EDI a business priority.”
The event wrapped up with an engaging Q&A session, providing attendees with practical insights and a call to action for the future of diversity and inclusion in hospitality.
Download the Careers in Hospitality Report
Download the full report here to gain deeper insights into inclusion, diversity, and career progression in hospitality.
Contact us at [email protected] to find out how your organisation can take meaningful steps towards a fair and diverse workplace.