Nio DiPietrantonio, a seasoned hospitality leader and mental health advocate, shares insights from over seventeen years in the industry. As a champion for mental health awareness, Nio is dedicated to empowering hospitality professionals with the resources they need to thrive.
Ask any chef you know, and they’ll be happy to tell you about their “battle scars.” The many burns, cuts, nicks, bruises, and scars all tell a story of their own, each carrying a unique lesson. Our battle scars, no matter how fresh or faded, narrate tales of our time spent mastering our craft in kitchens around the world: from handling hot pans and sharp knives to dancing around team members in a chaotic yet organized rhythm that only truly great kitchen teams understand.
My forearms are dotted with several well-faded marks, each bearing a story or lesson I learned along my culinary journey. I even remember my very first one, a uniform, rectangle-shaped mark that still faintly shows on my right arm from my first time filtering a fryer by myself as a teenager.
My most recent scar is from a set of oven doors that closed on the sleeve of my chef coat as I attempted to shut them on a confined, busy line. It’s a small and insignificant burn, but incidents like this raise an important safety concern for many individuals in the hospitality industry, the need to embrace and understand diversity within our industry and why it is so significant.
The hospitality industry is a vibrant tapestry of diverse individuals, each bringing unique skills and perspectives to the table. As the industry continues to evolve, embracing adaptability and inclusivity is crucial for creating efficient and supportive work environments.
When a chef coat is more than a chef coat
As a woman in the culinary industry, it’s important to acknowledge the large disparity in the number of male versus female chefs. In a study done by Zippia, about 25.2% of chefs are women, while 74.8% are men. In nearly all of the kitchens I have worked in, I’ve been issued a “unisex” chef coat. For the average person, this may not be a problem, but for a woman of sizable stature such as myself (I am both tall and busty), a unisex chef coat fits about as well as a paper bag. Unisex chef coats are typically designed for a traditionally masculine form and aren’t well-suited to a curvy body type. I, and several other female chefs, encounter the same problem: the sleeves are too billowy and fall below our elbows, they’re tight around the chest and hips, and uncomfortably baggy around the waist.
While this might sound like a purely aesthetic problem, it’s a huge safety risk in a hot, fast-paced environment where we need to react quickly and work together as a cohesive unit. Many times, I’ve gotten caught on equipment, in oven doors, on handles, or on sharp corners.
An easy solution is to provide my own chef coat, of course, most female chefs usually go this route. However, many businesses want their chefs in proper uniforms bearing their logos and may not allow us to wear custom chef coats. Having them tailored is also an option, but this isn’t always available to us. Providing female-cut chef coats is an easy way to keep your entire team safe while fostering a sense of belonging. This personal experience underscores the importance of offering equipment and attire that cater to individual needs, enhancing both performance and well-being (and reducing the risk of serious workplace injuries).
Diversity in the hospitality industry
The hospitality industry is a melting pot of diversity. Approximately 50% of restaurant employees belong to a minority racial or ethnic group, and women make up about 60% of the workforce outside of the kitchen. Additionally, around 10% of employees in the leisure and hospitality sector have a disability. These statistics highlight the rich diversity within the industry and the need for inclusive practices.
Challenges faced by diverse groups
Despite the diversity, many individuals face challenges in the workplace. People with disabilities often encounter accessibility issues, while women and minority groups may struggle with biases and a lack of tailored resources. Neurodivergent individuals, though less frequently discussed, also require supportive environments that accommodate different cognitive styles.
Some challenges that individuals with disabilities or neurodivergent traits may face in hospitality roles include:
Physical barriers: Many hospitality environments, such as kitchens or event spaces, may not be fully accessible for individuals with mobility impairments, making it difficult to navigate or perform tasks.
Sensory overload: The hospitality industry often involves bustling, noisy, and crowded environments, which can be overwhelming for neurodivergent individuals, particularly those with sensory sensitivities.
Communication challenges: Individuals who speak different languages or have certain disabilities or neurodivergent traits may find it challenging to communicate effectively in fast-paced or high-pressure situations, which are common in hospitality roles.
Inflexible work schedules: The demanding and irregular hours typical in hospitality can be difficult for individuals who require consistent routines or need to manage health-related appointments.
Lack of awareness and training: A lack of understanding or training among colleagues and management about disabilities and neurodiversity can lead to misunderstandings or a lack of appropriate support.
Stigma and bias: Individuals with disabilities or neurodivergent traits may face stigma or bias, which can impact their confidence and opportunities for advancement within the industry.
Task complexity: Some hospitality roles require multitasking and quick decision-making, which can be challenging for individuals who thrive in more structured or focused environments.
Physical demands: The physical demands of certain hospitality roles, such as standing for long periods or heavy lifting, can be particularly challenging for individuals with physical disabilities.
“The true value lies in hearing and experiencing multiple perspectives on tackling tasks and overcoming challenges,” says Mary Foreman, Vice President of Serving Up Support: Maine. “By fostering a culture of inclusivity that celebrates diversity, we open the door to infinite perspectives and innovative ideas." Foreman, one of the founding members of the non-profit organization dedicated to supporting hospitality workers, has experience overcoming challenges with physical disabilities in the hospitality world. Her personal experiences, combined with her extensive background in the healthcare field, have given her unique insights into how we can make the hospitality industry more “hospitable” for those struggling with disabilities.
Addressing these challenges through accommodations and supportive practices can help create a more inclusive and equitable work environment for all employees.
Strategies for improvement
To create a more inclusive and efficient workforce, businesses can implement several strategies:
Uniforms: Design uniforms that cater to different body types and abilities, such as female-cut chef coats.
Flexible scheduling: Allow flexible work hours to accommodate individuals who may need to manage energy levels or medical appointments.
Assistive technology: Provide tools like speech-to-text software, screen readers, or noise-canceling headphones to support employees with sensory sensitivities or visual impairments.
Physical accessibility: Ensure workspaces are wheelchair accessible, with ramps, wide doorways, and adjustable-height workstations to assist employees with mobility challenges.
Clear signage and instructions: Use visual aids, clear signage, and step-by-step instructions to assist neurodivergent individuals who benefit from structured environments.
Sensory-friendly spaces: Create quiet areas or sensory-friendly break rooms to provide a retreat for employees who may become overwhelmed by noise or crowds.
Training and awareness programs: Implement training for all staff on disability awareness and neurodiversity to foster a more inclusive and understanding workplace culture.
Mentorship and support networks: Establish mentorship programs or support networks to provide guidance and encouragement for employees with disabilities or neurodivergent traits.
These accommodations can help create a more inclusive and supportive environment, enabling all employees to thrive in their roles.
Benefits of an inclusive workforce
Accommodating diverse needs not only enhances job satisfaction but also reduces turnover and improves business performance. Companies that embrace inclusivity often see increased creativity and innovation, driven by the varied perspectives of their workforce.
Here are some real-world examples of companies in the hospitality industry that have seen productivity increases due to their inclusivity practices:
Accor hotels: Accor has implemented diversity and inclusion strategies that focus on gender equality and cultural diversity. Their efforts have led to improved employee satisfaction and increased productivity across their global operations.
Hilton hotels: Hilton has been recognized for its commitment to diversity and inclusion, which has contributed to higher employee engagement and productivity. Their inclusive practices have also enhanced their reputation as an employer of choice.
Marriott international: Marriott's focus on diversity and inclusion has resulted in a more engaged workforce, leading to better customer service and increased profitability. Their initiatives include support for women in leadership and programs for employees with disabilities.
Hyatt hotels: Hyatt's inclusivity practices, including training programs and support networks for diverse groups, have led to improved employee retention and productivity. Their commitment to diversity has also strengthened their brand image.
The diversity of hospitality workers creates unforgettable guest experiences
The hospitality industry thrives on diversity, and embracing adaptability is key to its future success. By acknowledging and accommodating the unique needs of all employees, businesses can create a more supportive and efficient work environment. As we move forward, let us consider how we can contribute to a more inclusive hospitality landscape.
Join us in creating a more inclusive and supportive hospitality industry. Follow Serving Up Support: Maine to stay informed and get involved in our mission. Additionally, engage with The Burnt Chef Project's e-learning program to enhance your understanding and commitment to mental health and inclusivity in the workplace. Together, we can make a meaningful difference.
Read more from Nio DiPietrantonio
Nio DiPietrantonio, Leader & Mental Health Advocate
Nio DiPietrantonio is a seasoned professional with over seventeen years of experience in the hospitality industry, having held roles from the front lines to director positions. As the Founder and Board President of Serving Up Support: Maine, Nio is a passionate advocate for mental health awareness among hospitality workers. As well as embracing her role as an ambassador for The Burnt Chef Project, her work focuses on breaking the stigma surrounding mental health and providing essential resources to empower industry professionals. Through her leadership and dedication, Nio aims to create a supportive and inclusive environment for all hospitality workers.
