Creating Safe and Inclusive Workplaces for BIPOC Employees in Oregon Hospitality

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