How can we be real changemakers when dealing with employment challenges in the UK hospitality sector?

Author: Anouck Weiss, Executive Vice President, Sommet Education Foundation: How can we be real changemakers when dealing with employment challenges in the UK hospitality sector?

The Sommet Educational Foundation, established to offer hospitality education scholarships to talented people from disadvantaged backgrounds and to promote hospitality careers and professions, has published new research into the attractiveness of hospitality, restaurant and customer service careers.

Here, the UK findings were revealed “exclusively” to H&C News.

The announcement that the All-Party Parliamentary Group (APPG) for Hospitality and Tourism was launching an inquiry into the recruitment and retention of staff in the hospitality industry was a welcome development for everyone involved in the UK sector.

There are currently over 100,000 vacancies available in the industry and staff turnover in many hospitality businesses is higher than is possible for a profitable trade, so the study aimed to investigate the reasons behind the high vacancy rate, asking what more the sector can do , and then make a series of recommendations to the government.

The inquiry, which we hope will be launched after the July 4 general election, will undoubtedly be supported by other UK industry bodies who have put a lot of effort into understanding the issues behind the current employment challenge.

HOSPA runs a long-running campaign called “Why I Love Hospitality”, which aims to support the industry in the challenges of recruiting and retaining staff, as well as in sharing roles and development opportunities for people starting or changing their career path. Meanwhile, on the other end of the spectrum, the Institute of Hotel Management recently published a white paper titled How Can Hospitality Employers Make Their Workplaces Attractive to Older Workers?

We have also undertaken important work to help understand one or more of the questions asked by the APPG in its investigation: What barriers do companies face when it comes to recruiting and finding the staff they need?

From my point of view, however, it is important to first recognize that hospitality covers many sectors. It offers inspiring careers in hotel management, culinary and pastry arts, travel, tourism, events and entertainment, luxury and finance.

However, we wanted to better understand the employment challenges faced by hotels, restaurants, travel, tourism, independent, mid-sized and large hotel groups and high-end retail. That’s why the newly established Sommet Education Foundation engaged OpinionWay, a pioneering market research institute, to conduct a comprehensive European study to identify the key factors that attract and retain talent among this audience in the hospitality industry. Interviews were conducted with 1,300 young professionals and HR managers in the hospitality industry across Europe, as well as 20 key industry leaders representing the wider spectrum of the hospitality sector.

The full findings we published in April can be found here, but the UK data is particularly interesting in the overall global picture and provides valuable information that can help you make decisions in response to employment challenges.

Young professionals in the UK comment on the attractiveness of professions

Of 200 young professionals aged 18-34 in the UK, 84% found service careers attractive (16% unattractive). For the hotel, restaurant and high-end retail sector, 81% found it attractive (19% unattractive) compared to other sectors overall. Career opportunities and creativity and innovation (45%), as well as the importance of products, services and know-how (44%) are the main aspects of the sector that they find attractive, with the latter two being higher than in any other European country.

When asked what would make them want to work in the hotel, restaurant or high-end retail industry, the largest response was learning and development opportunities (38%), even more than in other countries, followed by training and career development opportunities (31%). ). Compared to respondents from France, Germany, Italy and Spain, career development prospects, the opportunity to learn a lot and take advantage of training seem to be more important in their work (58% each).

However, half (49%) of young professionals in the UK who find the high-end hotel, restaurant and retail sector attractive say hierarchical management styles are a problem. 45% would prefer a collaborative management approach and 37% would prefer a consultative approach.

HR managers in the hotel industry present their strategies for recruiting and retaining employees

60 HR managers and, more broadly, managers responsible for people from Great Britain, also shared their observations contained in the study – 60% stated that they are currently experiencing recruitment difficulties in their company, and the main problem is the lack of properly motivated candidates (61%) and the shortage of qualified talents. (58%).

However, 80% rated the high-end hotel, restaurant and retail sector as particularly attractive (20% unattractive) – and the main practice used to retain employees is retention support, professional development focused on training (50%). Both this and the development of a customer service culture (37%) are more common than any other European country surveyed. Organizational managers also place primary importance on candidates’ personal qualities before even considering technical skills. They recognize the need for high standards in the high-end sector and therefore strive to create appropriate and pleasant working conditions to attract and retain candidates.

75% said that opening the profession to diversity/inclusion is the answer to recruitment and retention issues, and 93% believe their institution is already promoting this approach, including to refugees, disadvantaged people or people those in difficult situations.

Opening the door to new talents

The Sommet Education Foundation, of which Accor is a founding patron, will now focus on tackling the industry’s employment challenges by focusing on two levers of action: supporting careers and professions in the hospitality industry and offering hospitality education scholarships to talented individuals from backgrounds put yourself at a disadvantage.

By offering scholarships that lead to employment, we aim to provide truly life-changing opportunities for the next generation of talent and equip them with the skills they need to join the thriving hospitality industry.

These are breakthrough times for the Foundation and our British institution, the Glion Institute of Higher Education London, which supports our important mission. As part of this collaborative effort, Glion Managing Director Frédéric Picard said: “Hosting hospitality as a career of choice and opening minds to growing opportunities in the industry and related sectors is close to my heart. As part of the Sommet Education group, we are looking forward to the development of initiatives around the Foundation. We invite UK hospitality suppliers to join us on our journey.”

Anouck Weiss is executive vice president of the Sommet Educational Foundation. Sommet Education is a global network of hospitality schools, including Glion Institute of Higher Education, Les Roches, École Ducasse, Invictus and Indian School of Hospitality.