As of February 2021, the Bureau of Labor and Statistics reported 10.2 million people were employed in the “leisure and hospitality” industry2.
Even with the impact COVID, September 2020 data projected a 7% increase in the labor force by 2029 (the highest of any profession) and touted the lowest median wage of any occupation group1. Of that 10.2 million, the Bureau reported that 51% are women, 13.4% are Black, 6.8% are Asian, and 27.5% are Hispanic or Latino (note that these are the categorical labels provided by BLS). While most of the bar and restaurant population is women of color and BIPOC peoples, they are disproportionately relegated to server and back of house positions, making significantly less money than their white male counterparts1, 2, 4, 7.
This is straight bonkers. America is a nation of immigrants, and it is impossible to deny the role BIPOC women and men have played in the development of Western food and beverage culture4, 7. Practices that prevent equitable hiring and wages because of race and gender are unacceptable, perpetuate structural racism and misogyny, and result in long-term health problems. The stress of unfair treatment, racism, and harassment contributes to high blood pressure, decreased immune response, and an increased risk for cancer and heart disease3. Depression, anxiety, sleep disorders, and PTSD are just some of the documented mental health issues stemming from racial and gender discrimination3, 5, 6. We have to make a change.
It is imperative that industry leaders and people in positions of privilege and power examine their hiring practices, wage distribution, and company mission to ensure equitable representation in their establishments is a priority. They must actively educate themselves to understand cultural and racial biases that contribute to discriminatory practices and make a commitment to hiring and mobilizing the development of marginalized restaurant workers through sustainable training methods and opportunities for advancement. Hospitality should not be based on race or gender. It should be about the people: diverse, compassionate, and dedicated hosts who celebrate every guest that steps foot in your bar.
Thanks for tuning in. Jägermeister and The Healthtender are back with another movement challenge, and I hope you find peace at the top of this mountain. Complete 30 seconds of Mountain Climbers, take a time-lapse video or a post-climb sweaty selfie, tag @thehealthtender, and use the hashtag #jmbalancedbartender. Head on over to my Instagram, @thehealthtender, for demonstrations and more details.
Stay balanced, my friends!
Amie Ward, The Healthtender
As of February 2021, the Bureau of Labor and Statistics reported 10.2 million people were employed in the “leisure and hospitality” industry2.
Even with the impact COVID, September 2020 data projected a 7% increase in the labor force by 2029 (the highest of any profession) and touted the lowest median wage of any occupation group1. Of that 10.2 million, the Bureau reported that 51% are women, 13.4% are Black, 6.8% are Asian, and 27.5% are Hispanic or Latino (note that these are the categorical labels provided by BLS). While most of the bar and restaurant population is women of color and BIPOC peoples, they are disproportionately relegated to server and back of house positions, making significantly less money than their white male counterparts1, 2, 4, 7.
This is straight bonkers. America is a nation of immigrants, and it is impossible to deny the role BIPOC women and men have played in the development of Western food and beverage culture4, 7. Practices that prevent equitable hiring and wages because of race and gender are unacceptable, perpetuate structural racism and misogyny, and result in long-term health problems. The stress of unfair treatment, racism, and harassment contributes to high blood pressure, decreased immune response, and an increased risk for cancer and heart disease3. Depression, anxiety, sleep disorders, and PTSD are just some of the documented mental health issues stemming from racial and gender discrimination3, 5, 6. We have to make a change.
It is imperative that industry leaders and people in positions of privilege and power examine their hiring practices, wage distribution, and company mission to ensure equitable representation in their establishments is a priority. They must actively educate themselves to understand cultural and racial biases that contribute to discriminatory practices and make a commitment to hiring and mobilizing the development of marginalized restaurant workers through sustainable training methods and opportunities for advancement. Hospitality should not be based on race or gender. It should be about the people: diverse, compassionate, and dedicated hosts who celebrate every guest that steps foot in your bar.
Thanks for tuning in. Jägermeister and The Healthtender are back with another movement challenge, and I hope you find peace at the top of this mountain. Complete 30 seconds of Mountain Climbers, take a time-lapse video or a post-climb sweaty selfie, tag @thehealthtender, and use the hashtag #jmbalancedbartender. Head on over to my Instagram, @thehealthtender, for demonstrations and more details.
Stay balanced, my friends!
Amie Ward, The Healthtender
