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

​​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