Championing Diversity in Restaurant Leadership: Fostering Inclusivity and Equity

If you’ve been in the restaurant industry for any amount of time, you’ve likely seen the lack of diversity at the leadership level.

While the front-of-house is often filled with diverse teams, the higher-ups tend to look a lot more homogenous. And that’s a problem.

A leadership team with limited perspectives is a missed opportunity for growth, innovation, and connection.

As female leaders in the restaurant industry, we’ve got the chance to change this. It’s time to make inclusivity and equity more than just buzzwords.

It’s time to take action.

Why Is This Important?

Diversity isn’t just a feel-good initiative; it’s a business advantage.

When your leadership team reflects different backgrounds, experiences, and ideas, you get better decision-making, more creative solutions, and a more engaged team.

“Diversity is being invited to the party; inclusion is being asked to dance.” – Verna Myers

Women, especially those in leadership positions, have a unique opportunity to break the mold and foster a culture that values all voices—because when everyone feels seen and heard, your restaurant runs smoother, your staff is happier, and your customers feel it too.

How to Make It Happen:

1. Assess Your Team’s Diversity

   
   

   Start by honestly assessing the makeup of your leadership team. It’s easy to stick with what’s familiar, but that’s exactly why you need to examine if your leadership team is reflecting the diversity of your staff and the community you serve.

   
   

   Are there different perspectives at the decision-making table? If not, it’s time to think about how you can build a more inclusive team.

   
   

2. Intentionally Build Diverse Teams

   Many restaurants don’t have the luxury of huge HR departments, but that doesn’t mean you can’t intentionally hire diverse talent.

   
   

   Whether it’s through word-of-mouth, local community groups, or diversifying your job boards, make an effort to attract a range of candidates.

   
   

   Focus on creating an environment where all voices are heard, and actively seek out candidates who can bring new perspectives to your restaurant.

   
   

3. Create Mentorship and Development Opportunities

   In smaller operations, there’s often no clear path for upward mobility, which can hurt employee retention and morale.

   
   

   A great way to combat this is by creating informal mentorship opportunities where your leadership team can help guide employees from different backgrounds and experiences.

   
   

   Empower them to grow into leadership roles, whether that’s through on-the-job training or cross-department learning.

   
   

4. Facilitate Open, Honest Communication

   In a restaurant, communication is everything. But what happens if only certain voices are heard in decision-making?

   
   

   To ensure your restaurant remains inclusive, create an environment where everyone feels comfortable speaking up—whether it’s about a new menu idea, scheduling issues, or concerns over management.

   
   

   Encourage a culture of feedback, where inclusivity and equity aren’t just discussed but put into action.

   
   

5. Invest in DEI Training on a Budget

   Restaurants may not have the budget for large-scale training programs, but there are plenty of affordable resources to help you improve inclusivity and equity.

   
   

   Look for community organizations or affordable online workshops that provide DEI training that fits your budget.

   
   

   Equip your managers with the tools to recognize biases, communicate effectively, and build an inclusive team without breaking the bank.

What This Looks Like in Action:

One restaurant owner I know made a commitment to foster a more inclusive environment by reevaluating the way they hired managers.

They started sourcing applicants from a variety of communities, offering flexible scheduling, and ensuring that interviews were free from bias.

The result? A more diverse leadership team that was able to bring fresh ideas to the menu and customer experience, which in turn, attracted a wider variety of customers.

Another decided to implement an employee development program where team members could shadow managers and gain leadership skills.

This initiative led to several staff members—many from underrepresented backgrounds—rising into leadership positions, which greatly improved employee satisfaction and customer service.

What’s Next?

Running a restaurant means you wear a lot of hats, but it also means you have the ability to shape your business in a way that truly reflects the community you serve.

It’s time to take a step back and ask yourself: How diverse is my leadership team? What steps can I take today to create a more inclusive culture in my restaurant?

Let’s chat in the comments—how are you making your leadership team more diverse and inclusive?

Share your ideas, and let’s keep this conversation going.

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