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Be Inclusive Hospitality didn’t just host a conference—it set the stage for lasting change. Industry leaders, researchers, and hospitality pros came together to unpack the latest DEI research and get real about what’s working, what’s not, and what needs to happen next.
The day began with the 2025 Careers in Hospitality Survey, presented by Dr. Naz Ali, Associate Professor in Hospitality Management and Leadership at Buckinghamshire New University, and Lorraine Copes, Founder & CEO of Be Inclusive Hospitality. The findings revealed both progress and ongoing barriers in career opportunities, representation, and workplace culture.
Following the report presentation, two candid panel discussions sparked thought-provoking conversations—one on strategies for driving inclusion and career progression, the other on lived experiences, mental health, and the realities of equity in hospitality.
*Just to note: EDI (the UK label) and DEI (the US label) are used interchangeably.
Report Findings: The State of DEI in Hospitality
This year, Be Inclusive Hospitality dug deeper—analyzing survey data from 2020-2023 and enriching it with focus groups and interviews to uncover more. Dr. Naz Ali and Lorraine Copes presented the findings, revealing both optimism and systemic challenges:
Representation Gaps: White professionals continue to dominate management roles, while employees of color face slower career progression and higher attrition rates.
Barriers to Career Growth: Many employees are forced to seek development opportunities outside their organizations due to limited internal pathways.
Workplace Culture & Inclusion: While workplaces are becoming more diverse, true inclusivity remains elusive. A significant number of professionals from underrepresented backgrounds reported feeling the burden of being the only one in the room.
Equity, Diversity, and Inclusion (EDI) Training: Despite high demand for EDI training, participation remains low, particularly among mid-level management, creating a disconnect between leadership rhetoric and real change.
Panel Discussions: Strategies for Change & Candid Conversations
Industry leaders took the mic to share what it really takes to foster inclusion—and the challenges they’ve faced firsthand.
Moderated by Lorraine Copes, this panel featured:
Jane Grammar, Diversity, Belonging, and Well-being Manager, The Dorchester Collection
Raj Jones, Head of Diversity, Equity & Inclusion, Sodexo
Ceri Gott, Chief Growth Officer, Hawksmoor
Priya Narain, People & Culture Manager, KERB Food
Strategies for Change
The panelists emphasized the power of data in driving change. Raj Jones stated, “Without tracking representation and career progression, organizations can’t identify and fix disparities.”
Ceri Gott highlighted the need for inclusive hiring and leadership representation, adding, “If our leadership doesn’t reflect the diversity of our cities, we’re missing the point.”
The discussion also tackled mentorship vs. sponsorship, with Priya Narain explaining, “Mentorship helps, but sponsorship changes lives. We need leaders who do more than advise—they need to advocate.”
Moderated by Olajide Alabi, People Experience Leader at SISU, this panel featured:
Denise Allen, People Director, Benugo, Holroyd Howe, Notes & Searcys
Raj Markandoo, Operations Manager, Bubala
Gina Knight, Head of People, Flat Iron
Kiran Elliot, Director of People, Flourish HR & Consulting
Candid Conversations & Responding to the Anti-DEI Movement
The conversation explored the lived experiences of ethnically diverse professionals in hospitality, highlighting the challenges of progression, the importance of mentorship and reverse mentorship, and the critical need for community and well-being support.
Adaptability is key in hospitality, but for neurodivergent professionals, the challenges can be even greater. Gina Knight shared her journey, reflecting on the exhaustion of being a 'token' diversity figure: “When you’re the only person of color in leadership, you feel the weight of representing everyone who looks like you.”
Hospitality careers rarely follow a straight path. Denise Allen reflected on her shift from operations to leadership, emphasizing the role of mentorship in career growth. She also voiced concerns about companies quietly pulling back on DEI efforts: “We’ve seen organizations quietly step away from DEI. That’s not progress—it’s regression.”
Bias in recruitment continues to hold ethnically diverse talent back. Raj Markandoo shared a striking personal experience—early in his career, he applied for jobs under the his middle name 'James' just to get interviews. 'It worked,' he admitted, 'but it shouldn’t have to be that way.' He urged companies to stand firm against the anti-DEI backlash: “We can’t let external narratives dictate our progress. If anything, this pushback makes it clearer than ever why we must keep going.”
For many underrepresented professionals, the pressure to over-perform is constant. Kiran Elliot emphasized the need for structured leadership pathways and well-being strategies to ease this burden. She also highlighted the mental toll of constantly justifying DEI initiatives: “The constant need to defend the existence of DEI is exhausting. We need to focus on well-being as much as policy changes.”
Conclusion: A Call to Action
Key Takeaways:
Make DEI training non-negotiable—it’s not an add-on, it’s essential.
Use data to drive decisions and hold leadership accountable.
Embed DEI into core business strategies, not just HR initiatives.
Prioritize mental health and well-being alongside representation.
Lorraine Copes closed the day with a powerful thought in the context of recent anti-DEI headlines.
“I don’t actually like using the term EDI. It’s really about developing PEOPLE and CULTURE. And we need to focus not just on the moment—it has to be a movement.” –– Lorraine Copes
The hospitality industry has the data, the voices, and the momentum to make lasting change. The question remains: Will businesses step up and take action?
Be Inclusive Hospitality is a not-for-profit social enterprise open to corporate collaborations and offers resources including training, education, mentorships, awards, events, and more. To learn more or get involved, email Lorraine Copes.