Preliminary Findings from Ongoing Research
In today’s evolving workplace landscape, diversity and inclusivity cannot be just buzzwords. They are essential elements for fostering a thriving organizational culture. At the forefront of addressing employment challenges in the Hospitality Industry on the Oregon Coast, the Critical Jobs DOL Research Grant project is actively gathering data to understand workforce dynamics, particularly concerning diversity perceptions across different wage ranges within our industry. These insights reveal critical areas that need attention to build inclusive workplaces. 

The following insights are preliminary findings from our Owner/Operator survey and may not yet reflect the full scope of diversity within organizations. As we continue to gather data, we anticipate further refining our understanding and providing updated insights.

Perception vs. Reality: The Wage-Diversity Divide
The data gathered thus far reveals significant disparities in how workforce diversity is perceived across various wage levels. Here’s an overview of the initial findings:

• Entry-Level Staff: Employees earning under $15 per hour overwhelmingly perceive their workplace as reflective of community diversity. However, perceptions shift among those earning over $22 per hour, with 50% feeling that diversity is lacking.
• Mid-Level Staff: Similarly, staff earning $15-$20 per hour believe their workplace reflects community diversity. Yet, this perception diminishes among those earning over $30 per hour, where 50% perceive a lack of diversity.
• Executive-Level Staff: The perception of disparity is pronounced at the executive level. While executives earning under $20 per hour believe their workforce is diverse, 71% of those earning over $50 per hour believe diversity is lacking.

These findings suggest that higher wages correlate with a decreased perception of workforce diversity. 

Identifying the Core Issues

• Perception Bias with Wage Increase: As employees advance in wage levels, their perception of diversity within their organization changes. This may indicate that there is less diversity at higher wage rates, suggesting that diverse employees are not being promoted or hired into higher-paying roles.
• Visibility and Representation: Entry-level and mid-level employees may have more direct interactions with a diverse workforce, influencing their positive perceptions. Conversely, executives at higher wage levels may have a narrower view of diversity, potentially overlooking efforts at other organizational levels.
• Impact on Organizational Culture: Disparities in diversity perception across wage ranges can impact organizational culture. Perceived lack of diversity among higher-paid employees may lead to disengagement, decreased morale, and hindered innovation. Addressing these perceptions is critical for fostering an inclusive workplace culture.

Addressing the Challenges: A Path Forward
To bridge the gap in diversity perceptions and create an inclusive workplace, proactive steps should be considered:

• Enhanced Communication and Transparency: Increase transparency about diversity initiatives and outcomes across all organizational levels. Regularly communicate progress and involve employees in shaping diversity strategies to ensure inclusivity.
• Diversity Training and Awareness Programs: Implement mandatory diversity training focused on understanding biases and fostering inclusive behaviors. Tailor programs to address the needs of employees at different wage levels.
• Promotion of Diverse Leadership: Actively support and promote diverse leadership at all organizational levels. Ensure decision-making processes reflect diverse perspectives to enhance organizational innovation.
• Accountability and Measurement: Establish clear metrics to measure diversity efforts. Regularly assess progress and report findings to hold leadership accountable for fostering a diverse and inclusive workplace.
• Celebration of Diversity: Celebrate cultural diversity through events, recognition programs, and internal communications. Encourage employees to share their backgrounds and perspectives to foster mutual understanding.

Join Us in Fostering Diversity
As we continue to gather data through our ongoing research, we look forward to refining our understanding and providing updated insights. Collaboration is key to advancing diversity initiatives in the Hospitality Industry on the Oregon Coast. If you are interested in getting involved or know of ongoing initiatives, please reach out to Rebecca Donley or call/text at 714.483.6542. Together, let's build workplaces where diversity thrives, and everyone feels valued and empowered.

Diversity enriches organizational dynamics, driving innovation and success. By embracing diversity, organizations can lead by example in their industries and foster positive change. | Rebecca Donley, Oregon Hospitality Foundation

As the 2023-2024 academic year ends, so does the busy season for career fairs. Over the past few months, Oregon Hospitality Foundation (OHF) has been keeping tabs on the many career events that have been happening across Oregon. After kicking off the season with the statewide NW Youth Careers Expo, OHF also represented the hospitality industry at a few more localized events. 

Coastal Career Fair: Florence, OR
On April 25, the Oregon Hospitality Foundation landed on the Oregon Coast to participate in the Florence Coastal Career Fair. There, we educated community members about the hospitality industry. However, OHF was not the only major player representing hospitality at this event. In addition to tabling alongside a few other hospitality businesses, we had the unique opportunity to sit in a room with these coastal restaurant and hotel operators to discuss their current workforce challenges. Among the topics we discussed was the affordable cost of living for employees, especially given the seasonal nature of the work in this region. Additionally, there was mention of a relatively new struggle to inspire younger generations to work. Many of us remember hospitality being our first introduction to the workforce, whether it be at an after-school or summer job. Anecdotally, the businesses we spoke to mentioned that young people in their communities don't have as much interest in the entry-level opportunities they have to offer. All these challenges are the current focuses of the many projects on the Foundation's docket. If any of these topics strike a chord, please use the contact information at the bottom of this post to get involved. 

Career Exploration Day and Job Fair: Tillamook, OR
At the previous event in Florence, we discussed the importance of inspiring youth to work in hospitality. A key part of addressing this call to action is getting involved in educational settings and student-directed career events. On May 15, OHF attended one of these events hosted by Tillamook Works. Businesses were asked to show students what a job in their field was like to an audience of grades 6-12 students. Among the students who approached the Foundation's booth with questions, many expressed their aspirations to work a summer hospitality job. For future events, this may present an opportunity for hospitality businesses looking to hire to attend a local event alongside OHF. 

Career Exploration Day: Seven Oak Middle School, Lebanon, OR
On May 31, Seven Oak Middle School invited businesses to bring career instruction directly to the classroom. As the Workforce Development Coordinator for ORLA, I got the opportunity to speak to students about my career in hospitality and use it as a tool to advocate for the essential job skills that one can learn by working in this field. Speaking at Seven Oak Middle School is one of my highlights from this career fair season. The students were interested and engaged, and it showed in the dialogues that we shared. 

Career Highlight Night- PK Park, Eugene, OR
Just because the career fair season is ending does not mean that community engagement opportunities are as well. This summer on Sunday, August 18, Lane Workforce Partnership, Collaborative EDO, and Workforce Oregon are partnering with the Eugene Emeralds to host an event that brings career education to the public. At PK Park, just before a baseball game, local employers will gather to increase their visibility and gain valuable connections. Learn more.

Want to learn more about how to get involved with our workforce development initiatives? Consider volunteering for guest speaking opportunities and job shadows, participate in job/career fairs, or offer experiential field trips. Contact Ella Sturdevant.

​​The Oregon Coast hospitality sector is at a pivotal moment. In partnership with the Lane County, Northwest, and Southwest Workforce Boards, we are diligently working on the Department of Labor Critical Jobs grant project. This initiative is designed to align our employment opportunities with the Department of Labor’s (DOL) Good Job Principles and to develop actionable solutions to the challenges faced by our industry. Your participation is crucial to our success.

Participate in the Survey: Your Voice Matters 
To gain a comprehensive understanding of the current employment landscape, we are conducting detailed owner/operator and employee surveys. As of now, we have received 32 responses to the owner/operator survey, and we need at least 60 to meet our target. If you haven't completed the survey yet, please do so here: Owner/Operator Survey.

For employees, we have created a similar survey to capture insights across all levels of the workforce. Employers, please share this link with your employees: Employee Survey.

Focus Groups Insights
We have hosted two focus groups so far—one in Seaside and another in Lincoln City. In Seaside, the intimate discussions provided valuable insights. The Lincoln City session was well-attended, with in-depth conversations highlighting the struggles with affordable housing and the challenges of the lean winter months. These sessions are instrumental in understanding the core issues affecting our workforce.

White Paper Development Helps Chart the Path Forward
Our team is diligently drafting a white paper, set to be submitted to the Department of Labor March 2025. This document will outline the challenges identified through our research and propose recommendations to support both employers and employees. Our goal is to elevate the entire coastal hospitality sector by sharing best practices and securing an implementation grant to bring these solutions to life.

Collaboration Opportunities: Join Forces for Greater Impact
We are actively seeking collaborations with organizations addressing key issues such as housing, childcare, employee training, substance abuse, and mental health care. If you know of any initiatives or individuals working in these areas, please introduce them to us. Your connections can significantly bolster our efforts.

Supporting Positive Impact Programs Through High School Work Experience
In addition to our grant project, we are supporting initiatives like the high school work experience program developed in conjunction with the Oregon Coast Visitors Association. This program provides valuable paid work experience for students, covering wages, PPE, and travel expenses. If you have businesses from Rockaway Beach to Newport and would like to participate, please let us know.

Moreover, we are always looking for additional programs that can positively impact our sector. If you have ideas or know of existing initiatives that align with our goals, please reach out.

Your Engagement is Essential!
The success of the DOL grant project hinges on the active participation and support of our community. We encourage you to complete the surveys, participate in focus groups, and engage with us to explore collaborative opportunities. Together, we can create a thriving hospitality sector on the Oregon Coast.

Thank you for your continued support and dedication. | Rebecca Donely, Oregon Coast Hospitality Sector Workforce Strategist