​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

The hospitality industry depends on people—passionate employees who bring experiences to life and dedicated employers who foster environments for growth and satisfaction. Our recent Employee Voices Survey and Owner/Operator Survey, which gathered responses from the Oregon Coast hospitality industry, revealed insights that extend beyond the coast and across the entire state. By understanding employee needs and offering meaningful benefits, employers can create stronger, more resilient workplaces—and reap substantial rewards in return.
 
The Power of Benefits in the Workplace
Employees consistently highlight the importance of benefits like retirement plans, health insurance, and opportunities for career growth. These aren’t just “nice-to-haves”; they’re fundamental to creating workplaces where employees feel valued and supported. Yet, many employers struggle to align their offerings with these needs. Why does this matter? Because offering benefits doesn’t just help employees—it directly benefits employers as well.

At the heart of this is a psychological principle: reciprocity. When employees perceive that their employer invests in them—through benefits, training, or work-life balance—they are more likely to invest their effort and loyalty back into the organization. This creates a cycle of mutual support, which translates into tangible business outcomes.
 
Beyond Retention: How Benefits Help Employers
While retention is a well-known benefit of offering robust employee perks, the advantages extend far beyond that:

1. Enhanced Productivity: Employees who feel secure and supported—through benefits like health insurance and retirement plans—are less likely to be distracted by personal stressors. A worker who doesn’t have to worry about medical bills or their financial future can focus more fully on their role. For example, an employee enrolled in a 401(k) plan with employer matching might feel a sense of financial stability, allowing them to perform at their best daily.
2. Improved Team Morale: Offering benefits fosters a sense of fairness and equity within the workplace. When employees see that their organization provides for their well-being, they are more likely to feel a sense of belonging and pride in their work. A team with high morale is better able to weather challenges, adapt to changes, and work collaboratively to create exceptional experiences for guests.
3. Attracting Top Talent: Job seekers increasingly prioritize benefits when evaluating potential employers. A company that offers competitive health insurance, flexible scheduling, and retirement plans stands out in a crowded job market. This not only brings in higher-caliber candidates but also reduces the time and resources spent on recruitment.
4. Reduced Absenteeism: Employees with access to healthcare are more likely to seek preventative care and address health issues early, reducing the likelihood of prolonged absences. Similarly, offering mental health support—whether through insurance or workplace programs—can help employees manage stress and maintain their productivity.
5. Stronger Employer Reputation: In an industry where word-of-mouth is critical, a reputation as a caring employer can be a powerful asset. Employees who feel valued are more likely to speak positively about their workplace, helping to attract not only new hires but also loyal customers and guests who value ethical business practices.

 
Connecting the Dots: Employee Benefits as a Business Investment
For many employers, offering robust benefits can seem daunting, particularly for smaller businesses. However, it’s essential to view these offerings as investments rather than expenses. Benefits aren’t just a cost center—they’re a means to build a more engaged, productive, and stable workforce.

Consider this example: one employer reported a dramatic increase in 401(k) participation when shifting from an opt-in to an opt-out system. This small administrative change significantly boosted employee engagement with the benefit. The lesson? Simplifying access to benefits can amplify their impact, ensuring employees take full advantage of what’s offered.

Similarly, while healthcare and retirement plans often come to mind first, benefits that enhance work-life balance—like flexible scheduling or paid time off—can be just as powerful. An employee who can take a mental health day or adjust their schedule for family needs is not only more satisfied but also better equipped to perform at their best.
 
A Statewide Perspective
Although our surveys focused on the Oregon Coast, the lessons learned are relevant statewide. Hospitality businesses across Oregon face similar challenges in recruiting, retaining, and engaging employees. By prioritizing benefits that address these needs, employers can build workplaces where employees and businesses thrive together.

If you’re an Oregon Coast hospitality employer and want to share your perspective or learn more about the surveys, please reach out to me at [email protected]. Together, we can continue to strengthen our industry for everyone it serves. | Rebecca Donley, Oregon Hospitality Foundation

The workforce system in Oregon represents an excellent avenue for industries to grow interest and competency among their present and future employee bases. A major Oregon Hospitality Foundation (OHF) objective is to become more integrated into this system on behalf of the hospitality industry. Our goal is to connect members with programs and funding that will help strengthen their current and future labor force. As a first step in this process, we have attended events hosted with and by Oregon's nine workforce boards to learn, connect, and gather essential information about the opportunities available in that space. In addition to our continued conversations with many of the boards, OHF has shown presence at the following events:

The Rendezvous 
The Oregon Employment and Training Association (OETA) is an organization dedicated to creating leadership and training opportunities for Oregon's workforce professionals. This year at their annual conference, The Rendezvous highlighted the hospitality industry in one of their scheduled sessions. Hosted by the National Restaurant Association, this session focused on the value our industry brings to the workforce and why we should actively create hospitality workforce partnerships.
  
You Can Be a Change Agent 
Another event hosted by the OETA, You Can Be a Change Agent, was an interactive webinar focused on assisting individuals in becoming successful employees. One of the primary takeaways from this training is understanding what drives people to work based on their life circumstances and how to use this information to bolster employee outcomes. There were many illuminating lessons to be learned about how the foundation can better market hospitality jobs to the greater workforce. 

Oregon Talent Summit 
The Oregon Talent Summit is an event hosted by Oregon's Workforce Talent and Development Board. At this multi-day event, leaders from business, workforce, community-based organizations, education, and economic development convened to discuss critical workforce and education trends. Many breakout topics were discussed including the rise of AI and its impact on future jobs and the current decline of traditional 4-year post-secondary education. As OHF continuously looks for ways to support the hospitality workforce, all the information gleaned at this conference will provide powerful insight. 

Want to learn more about how to get involved with our workforce development initiatives? Contact Ella Sturdevant​. 

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