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:

​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

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

​Salem for Refugees is an organization dedicated to unifying people and resources to empower refugees to thrive. The organization offers a variety of services including secure permanent housing, school enrollment, ELL, cultural orientation, healthcare, and transportation navigation to help them settle in Salem, Oregon. Their vision is “to see all refugees in Salem as valued, thriving, contributing members of our community.” A key component in this equation is finding life-sustaining employment for these refugees, or “new neighbors” as the organization prefers calling them. The role of Salem for Refugees is to help secure jobs and assist these new neighbors with transitioning into them. In the past, the organization has had success working with businesses in hospitality and want to continue strengthening their relationships in the industry. They are actively seeking out businesses to partner with throughout the Salem area.

A partnership with Salem for Refugees means being open to interviewing or hiring from their communities. Partnerships also require that the business is willing to work with the unique challenges that refugees face in a foreign workforce system. For example, many of their community members speak minimal English or Spanish. Salem for Refugees provides services and solutions to these barriers that meet the needs of both their community members and industry partners. Depending on the amount of people a business is willing to employ, and the types of jobs offered, they might provide solutions like subsidized English classes or temporary translation services. They work hard to reach agreements that mutually benefit both their new neighbors and locally based businesses.

Working with Salem for Refugees is a great opportunity for hospitality organizations to tap into a skilled labor force. Many of their members have gained direct and transferable skills in their home country doing hospitality or hospitality-adjacent work. A wide range of people in their talent pool have worked in hotels and restaurants, some also serving as managers in these roles.

Want to learn more about Salem for Refugees and how your business can get involved? Contact Ella Sturdevant, Oregon Hospitality Foundation’s Workforce Development Coordinator, or Mohsin Jamal with Salem for refugees.