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)
2. Remove Language Barriers Where You Can
3. Lead by Example: Call Out Bias Every Time
4. Foster a Workplace Where Employees Feel Safe Speaking Up
5. Show Employees a Path Forward in Your Business
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:
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
0 Comments
Leave a Reply. |
AuthorsThe Oregon Hospitality Foundation (OHF) team includes Courtney Smith, ProStart Manager, Ella Sturdevant, Workforce Development Coordinator, Rebecca Donley, Hospitality Sector Strategist, and Jason Brandt, President & CEO (ORLA) / Foundation Board Member. Archives
February 2025
Categories
All
|