With 1.5 million companies in operation, the out-of-home dining sector stands out for its diversity, both in the public it serves and in the professionals it employs. Recent data show that, although there are still challenges to overcome, there is a growing movement in favor of representation and racial equity. Initiatives that promote inclusion have gained traction, whether through consumer pressure or through greater awareness among entrepreneurs, pointing to a promising path for the sector.
Recent data gathered by Abrasel from the IBGE's Continuous National Household Sample Survey (Pnad Contínua) show that 63% of the sector's workforce is made up of Black and brown people.
There is a sense of growing momentum in favor of both diversity and social equity, an opportunity to turn the out-of-home dining sector into an example of structural change and appreciation for human talent.
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Black people in spaces of power
To improve this picture, the absence of Black or brown people needs to be noticed in every setting. That is what author Djamila Ribeiro points out in her book Pequeno Manual Antirracista.
“The absence or the low presence of Black people in spaces of power does not usually cause discomfort or surprise among white people. To denaturalize this, everyone should question the absence of Black people in management positions, Black authors in anthologies, Black thinkers in university course bibliographies, Black leads in audiovisual work”.
In fact, the Out-of-Home Dining sector itself is cited as an example by the author. “White people, for instance, should question why in a restaurant, very often, the only Black people present are the ones waiting tables”, she says.
How to move forward?
Human Resources analyst Caroline Teixeira believes that the current scenario for racial diversity in management, service, and administrative roles at bars and restaurants has been advancing, but still faces many challenges.
For her, the increase in diversity reflects external pressure from the public, the media, and new governance policies, which ends up pushing the owners of these establishments to seek more diversity, including in leadership positions. This means that “for restaurants to stay competitive, they need to embrace diversity as part of their positioning”.
Developing talent
For more establishments in the sector to be built with Black leadership, the diversity-focused mindset has to come from the very top of management. Caroline stresses that this is a cultural process, one that requires continuous practice.
“To promote more inclusion and equity in leadership ranks, bars and restaurants need to start by reviewing their internal policies. Even before thinking about advertising positions specifically for Black people, it's essential to make sure the company has an environment that genuinely supports diversity”, she advises.
Building a more diverse culture is an important factor in creating a sense of identification with the target audience of bars and restaurants, which often has varied profiles.
“Promoting diversity isn't just a social issue, it's also a strategic one. Businesses that invest in it create a more welcoming environment, connect better with their customers, and strengthen their brand image. Inclusion has to be a daily commitment, not just a response to outside pressure”, she stresses.
Leadership and racial diversity
Even though it's a segment made up mostly of the Black population, the challenge of legitimizing these professionals as leaders still exists. Pastry chef Ariana Bentos, owner of Bentos Confeitaria, located in the city of Lavras, in Minas Gerais, says that “it's still hard. “T, we have very few Black people in leadership positions. As usual, our effort to get anything or any senior role is almost double”.
For the entrepreneur, the struggle runs through many paths, from building an image as a leader within her own establishment to the relationship with customers. Even so, ariana feels the scenario has been changing, and the presence of Black people in leadership positions has been increasing. Still, she continues to face barriers.
“We're used to seeing ourselves only serving, without holding leadership positions, but rather as waiters or cleaners. Still, this is changing little by little, at a very slow pace, but it is. When I see a Black person who is successful and well placed, I feel a fierce pride; we see and feel the struggle we go through every single day”.
She adds: “We have a lot of fight ahead of us, and what I always tell any Black person who starts working here is to invest in studying, even if they don't enjoy it. I try to motivate them to learn, to start something of their own, and to keep moving, because our fight is twice as hard”, she concludes.
