​In the fast-paced world of restaurants and hospitality, finding well-trained, motivated employees can be a challenge. At Stone Soup PDX, we’re addressing this need while also creating powerful opportunities for people who are often overlooked in the workforce.

Stone Soup PDX is a nonprofit culinary training program based in Portland, Oregon. Our mission is to empower individuals facing employment barriers—such as housing instability, past incarceration, and recovery from addiction—through hands-on training in a supportive, real-world kitchen environment. We help participants build not only the technical skills they need to succeed in a foodservice career, but also the confidence, professionalism, and community connections that lead to long-term employment.

Since launching in 2018, we’ve trained over 200 participants and served more than 250,000 meals to our community. Our new café, which opened in Montavilla in June 2025, serves as a public-facing training ground where participants can apply their skills in baking, barista service, front-of-house operations, and café management. The café also provides an opportunity for neighbors to get to know our mission—one pastry or coffee at a time.

Why It Matters to ORLA Members
Our graduates are job-ready and eager to work. They’ve completed a rigorous 12-week training program that includes:

• Knife skills, food safety, line cooking, baking, and barista training
• Resume development, mock interviews, and job readiness coaching
• Real-world experience in a high-volume production kitchen and public café
• Soft skills training with an emphasis on reliability, communication, and teamwork

Every participant receives a weekly stipend, wraparound support from case managers, and individualized employment placement services. This investment pays off: over 75% of our graduates secure employment or paid internships upon graduation.

But here’s where you come in: We’re always looking to partner with local employers who are willing to give our graduates a shot.

What We Hear from Employers
Employers who have hired Stone Soup PDX graduates often comment on their strong work ethic, eagerness to learn, and ability to thrive in team settings. Many have experienced firsthand the benefits of hiring someone who’s deeply motivated to succeed and grateful for the opportunity.

One of our employer partners recently shared, “Hiring a Stone Soup graduate was one of the best staffing decisions we’ve made. They came in ready to work and eager to contribute. It’s clear they were set up for success.”

How to Get Involved
We’d love to connect with ORLA members interested in being part of this community-centered solution to Oregon’s hospitality workforce challenges. Here are a few ways to engage:

• Hire a Graduate: Our Support Services Coordinator will work with you to match your open positions with a graduate whose skills and goals align with your needs.
• Host a Paid Internship: Some graduates are ready to build additional experience through short-term, paid placements before moving into permanent roles.
• Visit Our Café: Come by our Montavilla location to see our training program in action—and grab a house-made pastry or lunch item while you're at it.
• Spread the Word: Share our mission with your networks. The more opportunities we can provide to our graduates, the stronger our whole hospitality community becomes.

If you’re interested in learning more, please reach out to us at [email protected] or visit www.stonesouppdx.org.

Together, we can help people build careers—and help Oregon’s restaurants and lodging businesses find the dependable, skilled team members they need to thrive.

Section 1: Situational Awareness and Planning Ahead
The best way to manage disruption is to anticipate it early. That begins with building situational awareness into your routine.

1. Plug into Local Information Channels
Stay informed through a combination of official alerts and community-based updates. Useful sources include:

• Your city or county’s emergency alert system (usually available by text or email).
• Neighborhood or regional public access media channels  
• Social media platforms used by organizers, media outlets, and community groups.

Increasingly, platforms like TikTok, Instagram, and Twitter/X are where protest plans, crowd movements, and road closures are posted in real time. These updates can help you anticipate if and how your block might be affected.

You don’t need a dedicated team member to monitor these feeds constantly—but it helps to have a manager or trusted employee who knows what to watch for and can pass along key updates to leadership.

2. Know Your Geography of Risk
Understanding where you are in relation to likely gathering spots will help you gauge your level of exposure. Consider whether your business is near:

• Government buildings, police precincts, or courthouses
• Public parks or squares commonly used for rallies
• College campuses or large event venues
• High-traffic intersections or transportation hubs

Some areas are more likely than others to see large demonstrations—and knowing that in advance helps tailor your response plan accordingly.

3. Build a Simple Risk Matrix
Even a basic internal framework can help teams make calm, informed decisions. For example:

​This May, the Oregon Hospitality Foundation was very busy on the coast inspiring students to start a career in our industry. Over the past month, we traveled to Neah-kah-nie, Tillamook, and Nestucca High Schools, speaking to student groups about all that the industry has to offer.

Though each school had a wonderful audience, Nestucca’s group belonged to the very first cohort of their new High School Hospitality and Tourism Management Program (HTMP). This pilot course combines in-class instruction with hands-on learning at local businesses in a unique and effective way. The Schooner, one of the participating businesses, not only gave the students a stellar in-class presentation about the restaurant industry on the Oregon coast but also allowed them to work in their restaurant. Serving as employees for the day, they got a real taste of the business by greeting guests, serving tables, and washing dishes on-site. Over the term, the class was filled with experiences like this one spanning many different branches of the tourism industry.

As we speak to different schools across the state, we hope to teach students about the hospitality industry in the same incredible way that Nestucca is. After seeing all that HTMP has to offer at Nestucca High School it is clear why continued support of this program is important. We at OHF hope to see and support the establishment of more courses just like this one all over Oregon.

Want to learn more about how to get involved with our workforce development initiatives? Shoot me an email. | Ella Sturdevant, Oregon Hospitality Foundation 

​On Monday May 12, 2025, a group of industry members took a journey to Crescent Valley High School in Corvallis for an engaging visit to the ProStart Advanced Culinary Program class. Accompanied by Courtney Smith, ProStart Manager for the Oregon Hospitality Foundation, Paul Paz, owner of WaitersWorld, and Heidi Lewis, the innovative Creative Operations Director for American Dream Pizza. The mission was clear: to inspire the next generation of hospitality talent.

Upon arrival at Crescent Valley High, a warm welcome from Chef-Instructor Emily Sass set the tone for the day. Her dedication to nurturing young chefs and fostering a love for the culinary arts is evident in every corner of the classroom. As the group settled in, excitement filled the air as students prepared to learn about the vast opportunities available in Oregon's hospitality industries.

The discussion centered around the diverse career paths that await these students within the realms of restaurants, lodging, travel, tourism, and events. With Oregon being a culinary hotspot, the students were eager to hear about the potential for growth and innovation in these fields. From farm-to-table dining experiences, being creative behind a desk designing menus and more, all the way to the bustling tourism scene, the possibilities are endless for aspiring chefs and hospitality professionals.

Adding to the wealth of knowledge shared during the visit was Paul Paz with WaitersWorld, an inspiring consultant who successfully turned waiting tables into a thriving career. He emphasized the importance of maintaining a "game face" and how it is possible to have a sustainable and successful life in the hospitality industry. His insights resonated deeply with the students, highlighting that every role within the industry, no matter how humble, can lead to significant opportunities and career advancement.

Courtney, Heidi, and Paul shared invaluable insights from their respective careers, emphasizing the importance of creativity, adaptability, and hard work in the culinary world. They spoke about their own journeys, highlighting how passion and dedication can lead to fulfilling careers in hospitality. The students listened intently, asking thoughtful questions and expressing their own aspirations.

One of the most rewarding aspects of the visit was witnessing the students’ enthusiasm for learning. Their eagerness to engage and explore different career options was palpable. Some even approached Courtney saying they were already coming up with ideas for the 2026 Oregon ProStart Championships! It was clear that Chef Sass has not only equipped them with culinary skills but has also instilled a strong sense of professionalism and ambition.

A special thank you goes to Heidi and American Dream Pizza for generously donating pizzas for the students to taste and experience. This delicious addition not only delighted the students but also provided a practical connection to the culinary discussions taking place.

As the session wrapped up, it was heartening to see the students energized and inspired. They left with a renewed sense of purpose, eager to explore the hospitality industry and all its offerings. The visit to Crescent Valley High School was not just about sharing knowledge but also about igniting passion and opening doors to new possibilities.

In conclusion, the day in Corvallis left a feeling of hope and inspiration for the future of Oregon's hospitality industry. With dedicated educators like Chef Emily Sass, inspiring figures like Paul Paz, and enthusiastic students ready to take on the hospitality world, the future is bright. The opportunity to contribute to their journey was a rewarding experience, and there is great anticipation for where their passions will lead them in the years to come. | Courtney Smith

​The 2025 National ProStart Invitational wrapped up on May 4 in Baltimore, where CTEC’s management team proudly represented Oregon on the national stage. Their performance reflected months of preparation, creativity, and professionalism. Competing at this level is no small feat — and for these students, it was an unforgettable opportunity to showcase their skills, gain national exposure, and connect with peers and professionals from across the country. Their journey is a powerful example of what’s possible when students are given the tools and support to dream big and deliver. 

Austin, the team’s instructor — and a former ProStart competitor himself — knows the power of this program. “I competed on the culinary team when I was in high school at South Salem,” he shared. “Now I get to pass that experience on. I can train students on what it’s really like in the industry.”

CTEC’s ProStart program is part of a half-day technical high school that draws students from six Salem-Keizer high schools. The immersive curriculum blends culinary training with career-focused academics. Students attend CTEC every other day, earning core credits in English and social studies through industry-relevant projects. Their English curriculum includes resume building, interview prep, and communication training. Meanwhile, in the global cuisine lab, students recently wrapped up a two-week Korean cuisine unit — complete with homemade kimchi and an exploration of fermentation.

The program also includes hands-on kitchen instruction, food safety certification, and the opportunity to run a functioning on-campus café. That café, Austin notes, plays a crucial role not just in learning, but in sustaining the program. “We bring in revenue from the café that helps fund ingredients and experiences. It gives students real-world insight into how a business operates.”

This year’s ProStart management team includes seniors Aislinn, Roberto, Esme, and Riley J., as well as junior Riley M. (not to be confused with their teammate). Their project? The Meadow’s Edge — an enchanted forest-themed restaurant concept inspired by Pacific Northwest landscapes, sustainability, and community-centered values. Think mossy stone walls, whimsical mushrooms, butterfly motifs, and a menu featuring foraged herbs and Willamette Valley ingredients. “It’s like nothing I’ve seen before,” Austin said. “They built it from scratch. It’s imaginative, it’s thoughtful, and it’s 100% theirs.”

The path to Nationals began in December with a rigorous tryout process. Students applied and submitted original presentations in one of three tracks: recipe costing, fictional restaurant menus, or marketing strategies for the school café. From there, Austin assembled a team that was not only strong on paper but brought complementary strengths to the table.

Aislinn, who plans to pursue marketing after graduation, led the branding strategy. Roberto, concept-driven and detail-oriented, helped shape the atmosphere and values of the restaurant. Riley J. acted as the team’s graphic designer, producing posters and menus, while Riley M., a numbers whiz, handled the detailed costing sheets. Esme, their team captain, kept everyone organized and on task. “Even though I’m the teacher,” Austin said with a laugh, “when Esme says, ‘we need to do this,’ we do it.”

Together, they started building in January. By March, their practice schedule had ramped up to five nights a week. Their first goal: win the Oregon ProStart Championships. They did just that, taking first place at the statewide competition in Salem. The feedback they received from judges became the blueprint for their next round of revisions. “They combed through every note,” Austin said. “They wanted to improve every element. They took it seriously.”

After state, practice intensified again. Twice a week, for six-hour blocks, the team ran through their presentation over and over — refining their pitch, anticipating judge questions, and solidifying every detail. “We got to the point where they could present it five or six times a day,” Austin said. “It’s a lot, and they’re teenagers. But they stayed motivated.”

That motivation wasn’t teacher-imposed. It came from the students themselves — from a deep sense of ownership and pride. When the team noticed they still had areas to polish, they were the ones to request extra practices. “They came to me as the teacher,” Austin recalled. “‘We want to add a couple practices in the next couple weeks. When are you available?’”

One of the biggest challenges in preparing for the competition, Austin explained, is making sure the team has a shared and consistent understanding of their restaurant concept. “It’s easy for each person to have their own version in their head. But when you’re up there presenting to judges, it has to be seamless. You all need to be describing the same place with the same details — even down to the fabric on the booths.”

But just as important as the technical skills are the intangible ones: communication, professionalism, leadership, and confidence. Austin has seen his students grow tremendously in all these areas. “I remember when Riley M. joined us, they were so shy. Their dad came to introduce them, and they barely spoke. Now they’re presenting in front of adults like it’s second nature.”

Austin believes that’s one of the most important legacies of ProStart. “These students may not all go into hospitality. But they’re walking away with job readiness skills that will serve them in any field. They know how to interview. They know how to collaborate. They know how to lead.”

It’s also a program that opens doors. Last year, Nationals awarded over $200,000 in scholarships — but for many students, the real value lies in the exposure and connections they gain. “They’ll meet students from all over the country,” Austin said. “These are the people they might be working alongside one day. That’s powerful.”

And while the competition was intense, it wasn’t all business. The team also enjoyed a celebratory dinner and some sightseeing in Baltimore — a well-earned reward after months of preparation. They entered the convention hall in matching team outfits, portfolios in hand, and delivered the presentation they’d spent months refining. “Wherever we place is amazing,” Austin said ahead of the trip. “We have this super cool opportunity… to network, to meet students from all over the country — people who will be in our industry next year. Not everyone gets to do that.”

Programs like CTEC’s don’t happen without support. The cost of food, travel, and materials is high, and not every school has a café or the backing of business partners. Austin is grateful for the donors who help make these opportunities possible, and for the hospitality professionals who see the value in investing in the next generation.

“Anytime we can expose students to something new, something that broadens their worldview — that’s a win,” he said. “Sometimes it’s as simple as tasting bokBok choy for the first time. Sometimes, it’s stepping onto a national stage — and realizing you belong there.”

To support the CTEC ProStart program and help offset competition costs, you can donate here. To donate to our culinary program’s ASB account to support our Prostart program. Under the SCHOOL School dropdown, select CTEC, and under the ITEM Item dropdown, select culinary Culinary donationDonation. Please add your name and address to the memo line so we can send a donation acknowledgment. Click on buy, then click on cart to pay. | Rebecca Donley, Oregon Hospitality Foundation

​A newly approved Industry Recognized Credential (IRC) in hospitality and tourism is now available for Oregon high school CTE Hospitality, Tourism programs, starting in the 2025–26 school year. The credential, recognized by the Oregon Department of Education, offers students a clearly defined pathway into hospitality careers and college-level programs aligned with industry needs.

The Oregon Hospitality & Tourism Career Pathways Credential (OHTCPC) follows a four-step, stackable model that integrates technical training and essential employability skills. Students complete the Oregon Employability Skills Academic Badges, earn a Food Handlers Card, gain certification through ORLA/AHLEI’s Guest Service Gold Tourism Oregon, and finish with the AHLEI Hospitality and Tourism Specialist certificate. This structure supports both job readiness and alignment with postsecondary programs such as those at Chemeketa Community College.

Each component of the credential was selected to:

• Prepare students for early work experience in food service, lodging, and tourism
• Build foundational skills in communication, collaboration, and problem-solving
• Align with college and career expectations across Oregon
• Remain affordable and accessible for all learners and school settings

The credential also supports Oregon’s broader workforce development goals, helping students graduate with certifications that reflect real industry standards. It is designed for use in a variety of educational environments, from classroom instruction to work-based learning, and emphasizes equity, cost-effectiveness, and career connection.

The credential was developed by Summer Highfill, a high school Career & Technical Education (CTE) instructor at Oregon Charter Academy and the first educator to complete the Oregon Tourism Leadership Academy (OTLA). Drawing from her experience in both education and industry, Summer designed the IRC to help students build real-world skills, gain certification, and explore meaningful futures in the hospitality and tourism sectors.
​
Implementation & Industry Involvement
Oregon high schools with approved Hospitality and Tourism pathways can begin offering the credential in the fall of 2025. Schools are encouraged to integrate the credential into existing curriculum frameworks to maximize its impact and accessibility.

The program also invites collaboration with hospitality businesses across the state. Employers can support student learning through internships, work-based learning partnerships, mentorship, or guest speaking opportunities—showing students firsthand what a future in Oregon’s hospitality and tourism industry can look like.

This credential represents a bold step forward in connecting education to employment and supporting students as they prepare for lifelong success in one of the state’s most dynamic career sectors. | Summer Highfill, CTE Instructor, Oregon Charter Academy

The Oregon Tourism Commission, dba Travel Oregon, “is a semi-independent state agency that works to inspire travel that uplifts Oregon communities—collaborating with stakeholders and partners to align as stewards of Oregon” (Travel Oregon, 2025). At the heart of the Oregon Tourism Commission is a board of some of Oregon’s top hospitality and tourism leaders. 
 
On February 24, Jason Brandt, ORLA President & CEO, and Ella Sturdevant, Workforce Development Coordinator teamed up with Travel Oregon’s Industry Development Manager, Jaime Eder, to present at the first Oregon Tourism Commission meeting of 2025. The goal of this presentation was to showcase the work that was accomplished during the first three years of the official strategic agreement between Travel Oregon and the Oregon Hospitality Foundation. Among the topics discussed were OHF’s work with ProStart, the Oregon Coast Hospitality Sector Partnership, workforce development board relationship building, and industry education connections. The presentation concluded with a public unveiling of the first video in the Share Your Story video series, highlighting real voices in the hospitality industry. 
 
Recently, Travel Oregon green-lit an initiative focused on attracting and attaining workforce in their 3-year strategic plan for the 2025-2027 biennium. As we look to the future, OHF looks forward to continuing and building upon the great work that has been accomplished with Travel Oregon thus far.
If you missed the live presentation, you can watch it here on the Travel Oregon YouTube channel. 
 
 Want to learn more about how to get involved with our workforce development initiatives? Email me at [email protected]. | Ella Sturdevant, OHG

In the ever-evolving hospitality industry, the importance of training and professional certifications cannot be overstated. A well-trained workforce enhances guest experiences, improves workplace efficiency, and creates opportunities for career advancement. Yet, data from the Department of Labor Critical Sector Job Quality research grant highlights disparities in training opportunities along the Oregon Coast. Addressing these gaps could be a key strategy for improving job satisfaction and employee retention.

The Training Gap: What the Data Shows
Survey responses from coastal hospitality employees reveal a mixed landscape when it comes to access to training and certification opportunities:

• More than half of respondents expressed interest in additional training but cited financial constraints or lack of employer support as barriers.
• Employees in tipped positions were less likely to have access to paid professional development opportunities, despite their critical front-line roles.
• Food safety certifications (ServSafe, OLCC permits) and customer service training (Guest Service Gold, Front Desk Training) were among the most commonly required certifications, yet not all employers provide funding for these programs.
• A significant number of employees reported that access to certifications such as first aid, management training, or cross-training in multiple roles would improve their chances of promotion and long-term career growth.

Why Investing in Training Matters
The survey data suggests that structured training programs can help address some of the key workforce challenges along the coast, including high turnover rates and a lack of advancement opportunities. Here’s why investing in employee training makes business sense:

1. Increased Employee Retention – Businesses that offer professional development opportunities tend to retain employees longer. When employees see a path for growth – personal and professional, they are less likely to leave for competing opportunities, even when formal promotions are not possible.  
2. Better Service, Higher Guest Satisfaction – Well-trained employees contribute to higher guest satisfaction scores, leading to increased revenue and repeat customers.
3. A More Competitive Workforce – Employees with specialized certifications are more attractive to employers, improving both hiring quality and business performance.
4. Stronger Industry Perception – Providing training demonstrates a commitment to professional development, which enhances the overall perception of hospitality as a viable, long-term career choice.

Bridging the Training Gap: Next Steps for Employers
For hospitality businesses along the Oregon Coast, there are several strategies to ensure employees have access to necessary training:

• Funding Certification Programs – Employers can offset costs for critical certifications such as food handling permits, first aid, or customer service training.
• Partnerships with Workforce Boards – Collaborating with regional workforce development boards or community colleges to provide subsidized training can be a cost-effective solution.
• On-the-Job Training & Cross-Training Initiatives – Encouraging employees to gain skills in multiple roles can help businesses address seasonal staffing shortages and prepare employees for promotions.
• Recognition & Career Pathing – Highlighting employees who complete certifications and setting clear paths for advancement can improve motivation and workplace culture.
• Utilizing ORLA’s Training Programs – The Oregon Restaurant & Lodging Association (ORLA) offers a range of training products, including ServSafe Manager Certification, Alcohol Service and Food Handler Training, Guest Service Gold, and hospitality management courses. Employers can leverage these resources to enhance staff skills and maintain compliance with industry standards.

Final Thoughts
The findings from the Department of Labor Critical Sector Job Quality research grant underscore the need for stronger investment in training resources. By addressing training gaps, hospitality businesses can create a more stable workforce, improve service standards, and strengthen the industry's reputation as a rewarding career choice. Investing in training isn't just an employee benefit—it's a long-term business strategy that enhances the entire coastal hospitality sector. | Rebecca Donley, Oregon Coast Workforce Strategist for the Oregon Hospitality Foundation

The hospitality industry in Oregon thrives on diversity. From hotel front desks to restaurant kitchens, BIPOC (Black, Indigenous, and People of Color) employees—many of whom are immigrants or Spanish-speaking—are the foundation of our sector.

As part of an ongoing Department of Labor (DOL) grant project, the Oregon Hospitality Foundation has been gathering insights from hospitality workers on the Oregon Coast through Employee Voices surveys and Focus Groups. The most recent was a Spanish-language focus group hosted in partnership with El Centro NW.

While the goal of this effort is to gather qualitative data to better understand workforce needs, the political climate has made our findings even more urgent.

Recent federal actions, including the executive order “Ending Radical and Wasteful Government DEI Programs and Preferencing,” have fueled growing uncertainty among BIPOC workers. Meanwhile, new policies limiting worker visas, reducing immigrant labor protections, and discouraging workplace diversity programs are disproportionately affecting many of our employees.

We did not set out to examine these policies, but we cannot ignore the reality that many BIPOC and Spanish-speaking employees in Oregon hospitality are feeling vulnerable right now.

And they’re telling us so.
 
What Our Employees Are Saying
Many of the challenges hospitality employees face—like unpredictable hours or high stress—affect everyone in the industry. However, for BIPOC and Spanish-speaking workers, the struggles run deeper.

One focus group participant shared:
"Los empleadores necesitan valorarnos y respetarnos como lo hacen con otros trabajadores no latinos. Sin nosotros, el negocio no podría funcionar."
("Employers need to value and respect us as they do with other non-Latino workers. Without us, the business could not function.")

Despite being critical to the industry’s success, many BIPOC workers feel they are treated unfairly compared to their non-BIPOC colleagues. This imbalance isn’t just about perception—it’s about who gets promoted, who feels safe speaking up, and who is supported by leadership.

One employee put it plainly:
"No nos sentimos apoyados por la gerencia en absoluto. Hay muy poca o ninguna comunicación con la gerencia."
("We don’t feel supported by management in any way. There is very little or no communication with management.")

And, perhaps most concerning, we heard from employees who are working under a constant sense of fear.
"Siempre escuchamos amenazas de los empleadores, como que llamarán a la policía o a las autoridades de inmigración si no hacemos nuestro trabajo."
("We are always hearing threats from employers like, ‘We will call the police or immigration officials if we don’t do our job.’")

No one should live in fear of losing their job simply for advocating for fair treatment. These practices erode trust, create hostile work environments, and increase turnover.
 
How Hospitality Employers Can Take Action Today
The issues we’re facing are complex, but that doesn’t mean the solutions have to be. Small, intentional steps can make a real difference.

Here are five things you can do today—without a budget, without approvals, and without major operational changes:

1. Ensure Employees Know Their Rights (And That You’re on Their Side)

• Post workplace rights information in multiple languages in a highly visible location. Up-to-date posters are available here.
• Make it clear that retaliation for reporting discrimination or harassment will not be tolerated. Here is a model policy from the state of Oregon.
• Have a confidential way for employees to submit concerns (even a simple, anonymous suggestion box).

2. Remove Language Barriers Where You Can

• Translate employee handbooks, schedules, and policies into Spanish and other common workplace languages.
• Use free translation apps (like Google Translate) for quick, day-to-day communication. Or consider purchasing in-ear translation earbuds for staff use. I personally use these ones when I am in the field. 
• Encourage bilingual employees to act as peer mentors for non-English speakers.

3. Lead by Example: Call Out Bias Every Time

• If you hear inappropriate jokes, racial stereotypes, or dismissive behavior, address it immediately.
• Make it clear that bias—intentional or not—has no place in your business.
• If a non-English speaker is struggling to be understood, help bridge the gap rather than dismissing their input.

4. Foster a Workplace Where Employees Feel Safe Speaking Up

• Schedule regular check-ins with employees, especially those in vulnerable positions, to ask how they’re doing.
• If you don’t have an HR department, consider an external third-party contact where employees can report issues safely.

5. Show Employees a Path Forward in Your Business

• Offer clear promotion pathways that don’t exclude employees due to language barriers.
• If you provide training or education reimbursements, make sure ALL employees know about them.
• When possible, promote from within to build loyalty and long-term retention.

A Call to Action for Oregon Hospitality Employers
The feedback we’ve gathered from hospitality employees isn’t just an isolated concern—it’s a reality across the Oregon Coast. Whether you run a boutique hotel in Astoria, a seafood restaurant in Newport, or a resort in Coos Bay, the responsibility remains the same:

• Listen to your employees.
• Acknowledge their concerns.
• Take small, immediate steps to make your workplace safer and more inclusive.
  

This isn’t about politics—it’s about people. Think - what’s one small change you can make today?

And start there.
 
Final Thoughts
The Oregon Hospitality Foundation and our partners are here to help businesses create safe, inclusive, and thriving workplaces. If you’d like additional resources, training recommendations, or assistance in creating a more equitable business, reach out to us.

Together, we can make hospitality a stronger, safer, and more inclusive industry for everyone. | Rebecca Donley, Oregon Coast Workforce Strategist for the Oregon Hospitality Foundation

​Volunteer at the 2025 Oregon ProStart Championships

Happy New Year from the Oregon Hospitality Foundation! I encourage you to start off 2025 by taking the opportunity to mold our future workforce by impacting them with your knowledge of how fun our industry is to have a career in! 

Preparing and investing in the future workforce is essential in today's fast-changing hospitality landscape. With workforce shortages impacting the restaurant and hospitality industry, programs like ProStart are stepping up to bridge the gap by inspiring the next generation of professionals.

Supported by the Oregon Hospitality Foundation, ProStart offers career technical education (CTE) that empowers high school students with essential skills and hands-on experiences. With over 7,700 students across 48 Oregon schools participating, this program significantly changes their lives and the industry’s future.

Make an Impact: Volunteer or Contribute
Volunteering plays a vital role in shaping the next generation of hospitality leaders. Whether through time, expertise, or financial contributions, your support can have a lasting impact. The 2025 Oregon ProStart Championships on March 17 at the Salem Convention Center offers an incredible opportunity to witness this transformative program and support its mission.

Here’s how you can get involved:

• Volunteer as an Industry Judge: Share your expertise to help students hone their skills.
• Participate in the Hospitality Showcase: Connect with students, highlight career paths, and build valuable relationships.
• Sponsor the Event: Show your support through sponsorships that help sustain this impactful program.
• Donate: Financial contributions, fuel training, resources, and student development.

Celebrate Success at the Awards Dinner
Following the intense competition, the Awards Dinner celebrates students’ achievements and recognizes the dedication of educators and mentors. Scholarships are awarded, and top winners advance to represent Oregon at the national competition in Baltimore, Maryland.

Why Your Involvement Matters
Volunteering goes beyond lending a helping hand—it's about inspiring future professionals, fostering a supportive community, and strengthening the hospitality sector. When you participate, you:

• Inspire: Motivate students by sharing your career journey.
• Connect: Build networks with passionate professionals.
• Invest in the Industry’s Future: Help ensure a pipeline of skilled, dedicated talent.

Join Us
Mark your calendar for March 17, 2025, and join us at the Salem Convention Center. Whether you volunteer as a judge, secure a showcase table, sponsor, or donate—every contribution matters. Let’s inspire, empower, and uplift the next generation of hospitality leaders together.

To learn more or sign up, visit the Oregon Hospitality Foundation's website or contact me via email. | Courtney Smith