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WHY Women - WHY Ask? Unlocking Pay Rises and Promotions for Women in Hospitality


Pay rises, wage disparities, promotions: these can be uncomfortable topics of conversation for many of us. 



In British culture, that champions humility, putting yourself up for promotions or advocating for yourself as worthy of a pay increase can feel awkward, like boasting. Yet, as the popular saying goes “if you don’t ask, you don’t get” - an adage that rings especially true for women in the hospitality industry.


In hospitality, women tend to occupy lower skilled positions with lower pay - 39% of junior kitchen positions are held by women and fewer than 40% of restaurant managers are female.


It’s time to break down the barriers that have held women back for too long. 

Together we can build the skills and confidence needed to fight for the pay rises and promotions they deserve. 

Quitting before promotions

Aine Morris of the Bristol Food Union completed a survey of 11,000 hospitality staff that found 71% of female hospitality workers have considered leaving the industry.  First, we must consider what is causing women to feel this way so we can begin to tackle these issues.  Key reasons for dissatisfaction in hospitality include:

Women often find themselves performing ‘silent’ or ‘invisible’ work - constantly stepping in to clean up, anticipate needs, or carry mental loads. 

These extra efforts often go unrecognised, leading to frustration, burnout, and the feeling that their work is undervalued.  Female colleagues have often made remarks such as “People don’t recognise how much I do” or “Management are going to be shocked when I leave and they realise the workload I carry”.  Remarks such as these indicate underappreciation of female staff that develops into resentment, causing women to look for employment elsewhere; searching for a place where their talents and efforts might be better recognised and appreciated.

Testimonies from colleagues often focus on anticipation of needs and maintaining cleanliness throughout the workday.  One coworker mentioned that they’re constantly doing small area sweeps after tables vacate, constantly scanning the floors and tables while carrying out her usual duties. 

Another coworker brought up all the preparation work they do; reflecting on bookings and anticipating future needs by preparing the right amount of syrups, juices, etc for each shift well in advance. 

While these may seem ordinary tasks, they become a source of resentment when they are unnoticed and, in addition, only carried out by female staff members.  Both coworkers made it clear that these tasks were never asked for, they’re not something they ‘brag’ about, and they’re not recognised for going above their pay grade.

Similarly, a ‘mental load’ is often placed on women, making the job more taxing compared to their male colleagues. 

This ‘mental load’ takes the form of a barrage of questions - ‘where is the…?’, ‘Do we have any…?’, ‘When is the…?’ - questions that could be easily answered independently but are instead imposed upon female staff.   Many women report that higher-paid male colleagues often rely on them for essential knowledge and skills without recognition or compensation. This creates an imbalance in the workplace, where women take on greater responsibility without the corresponding rewards. This has to change.

A lack of representation of women in management positions. 

Women can be deterred from pursuing promotions when there is no example of women in leadership set for them.  Management positions may feel exclusive or uncomfortable when you cannot see those similar to yourself in area meetings or management teams.

Without a point of comparison or a path to promotions carved for you it can be easy to slip into symptoms of imposter syndrome.  Imposter syndrome can cause even the most highly skilled, capable women to doubt themselves.  It is important that we reflect kindly on our individual journeys; you’ve earned your promotion and your unique talents, abilities, and hardwork speak for themselves!

An absence of clear, actionable plans for progression can cause uncertainty.

 Morris’ survey found that only 27% of women interviewed said their manager shared specific steps to promotion with them.  Without mentorship from management and open conversations about development it can feel like pay rises and promotions are vague, unachievable goals.  Guidance from managers provides a ‘light at the end of the tunnel’, an accessible target that makes the industry less anxiety inducing.

Why Women are Overlooked

Women are often overlooked for promotions that are within their skillset due to unconscious biases and gender stereotypes.  Societal biases associate women with maternal roles, expect women to prioritise family over their career, whereas men are associated with natural leadership abilities.  While this is beginning to change - Greene King’s Employee-Led Inclusion Group (ELIG) demonstrates a desire for improved gender inclusion and diversity with improved policies for menopause and maternity - there is still a long way for the hospitality industry to go.

The ‘mini-me’ effect, in which managers mentor and promote the staff most similar to themselves, maintains a cycle of male dominance in management teams.  To truly embrace diversity and inclusion, the hospitality industry must challenge these biases and create pathways for women and underrepresented groups to step into leadership roles. 

This phenomenon is exaggerated by women’s tendency to rely on formal progression systems within their workplace; while men utilise informal channels to network outside of work, meeting for drinks or to play sports.  These friendships with higher management give male employees a seat at the table, a mentor with clear advice, and a relationship with a person whose opinion holds weight at meetings. 

How to access promotions:


  1. Make your efforts visible: Don’t let your Hard work go unnoticed.  Speak up about the ‘silent’ work you are completing and seize any opportunity to showcase your achievements - whether that’s in work meetings, at social events, or informal chats.  Know that your contributions matter and, with time, you’ll find confidence in your voice.

  2. Schedule regular meetings with your manager: Work together to formulate a plan with clear steps towards career progression.  Consistently review your work with your manager, discuss where you are in your plan and what skills you need to demonstrate or which tasks you need to complete next.

  3. Build Relationships: Network with higher management and actively seek mentorship.  Attend staff socials, industry events, put yourself forward as your venue’s representative at area reviews and pubwatch meetings.  Seize every opportunity to be involved and have your face recognised.


Mentorship and Sponsorship:

 Mentorship can provide guidance, support, and even connect you with new opportunities for career growth.  There are several mentorship programmes focusing on women’s development in hospitality, including:


  • Institute of Hospitality’s Expert Mentoring Programme: a short-term, high quality mentorship programme providing access to industry professionals, available to both any gender



  • Women in Hospitality X Pink Boots Mentor Programme: a partnership between two charities providing women in hospitality with mentorship from a professional with a minimum of ten years experience in the industry.



Discussing money

Only 27% of women surveyed by Morris were comfortable discussing pay raises with their manager despite earning on average 21% less an hour than their male colleagues.



As previously mentioned, these conversations can be awkward and uncomfortable but they are often necessary if you want to be fairly compensated for your efforts. Prepare for pay conversations by scheduling a meeting with your manager, taking control of the situation will give you time to practice the conversation with friends prior and to assemble a list of clear, demonstrable reasons why you are deserving of a pay increase. 

Now is the time to make your voice heard, your work seen, and your talents recognized. Let’s continue breaking barriers, pushing for the pay rises and promotions we deserve, and supporting one another every step of the way. Together, we can build a more equitable and empowering hospitality industry for all.


Remember ‘If you don’t ask, you don’t get!

This article was written by Ariane Roux a dedicated advocate for women's rights, diversity, equality & inclusion - and a passionate member of the WHY Hospitality team.

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