For award-winning mixologist LP O'Brien, diversity, equity, and inclusion (DE&I) isn’t just a talking point; it’s the foundation of a strong, sustainable, and forward-thinking hospitality industry.
O’Brien, who’s Afro-Boricua, is the founder of LP Drinks, CEO of Focus on Health, winner of Netflix's Drink Masters (2022), and one of the shareholders of Siponey Spritz Co.
“For me, DE&I means more than representation, it means access,” said O’Brien. “It means making sure that women, the LGBTQIA+ community, veterans transitioning into civilian life, individuals with disabilities, and those from lower-income backgrounds are not just included but given the tools to thrive. It’s not just about ‘letting people in the room’; it’s about giving them a real voice and the support to succeed.”
O’Brien shared that, from her perspective, DE&I is about removing barriers that have historically excluded people from leadership and ensuring that talent and hard work—not privilege—determine who moves up. “It’s about ensuring that everyone, from the barbacks to the executives, has real access to opportunity and success, regardless of gender, race, sexual orientation, disability, veteran status, or socioeconomic background,” she explained.
O'Brien said that she incorporates DE&I into everything she does in the bar, restaurant, and hospitality industry – from hiring and mentorship to pay equity and accessibility. “It’s in the way I build teams, ensuring that diverse perspectives are represented at every level, not just in entry-level positions,” she noted. “It’s in the way I advocate for fair wages, create opportunities for professional development, and push for real systemic change in how bars and restaurants operate.”
“What Exactly Are You Afraid Of?”
If professionals in the industry are against the idea of DE&I, O’Brien said they should ask themselves: “What exactly are you afraid of?”
“The idea that DE&I takes opportunities away from others is a myth,” shared O’Brien. “What it actually does is level the playing field so that success is based on skill and work ethic, not privilege or bias. Diverse teams create stronger businesses. Data shows that companies with inclusive leadership perform better, drive more innovation, and have stronger employee retention.”
Indeed, O’Brien is correct about the data. According to the second annual Inclusion Barometer (June 2024) from Bridge Partners, business leaders show a continued commitment to diversity, equity, and inclusion. The report notes that 72 percent of industry executives and HR leaders plan to increase their commitment to DE&I within the next two years (from the date of the survey), while only four percent plan to cut back or eliminate their programs. Also, a total 94 percent of those surveyed believe that DE&I is important for its positive impact on recruiting, hiring, and retention.
“DE&I isn’t about lowering standards,” said O’Brien. “It's about removing the barriers that have kept incredible talent out of the industry for decades. If your leadership team is all one demographic, that’s not a coincidence, that's systemic exclusion.”
O’Brien suggested that fair wages, access to opportunity, and creating workplaces free from discrimination should not be controversial.
“This industry is built on community, and if your idea of community only includes certain people, you’re part of the problem,” said O’Brien. “At the end of the day, hospitality is about people, not just the guests, but the people who make this industry run. If we can create spaces where everyone feels valued, safe, and empowered, we don’t just make our industry better, we make it stronger, more innovative, and built to last.”
To learn more about what bar, restaurant, and hospitality owners think about diversity, equity, and inclusion—since it’s been a been a major topic in the U.S. political arena and in the news—Bar & Restaurant News spoke with industry leaders and professionals to get their take.
“Hospitality as a Concept Is Welcoming and Inclusive”
Courtney Blake, owner and managing director of Pilot Light Consulting—which helps hospitality owners with strategy and launching a new operation—said that when discussing DE&I in today’s social and political climate, she thinks it’s important to understand intent as separate from policy.
“DE&I evolved from affirmative action and the Civil Rights Movement and has both gained momentum and contention in the past decade or so,” explained Blake. “The intent for most of its lifespan, though, has been to help our government, schools, and businesses to exhibit demographics that are similar to our overall society and to offer opportunity and treatment that does not consider the color of our skin, our nation of origin, our religion, our gender or sexuality, or any other defining feature that might be used in generating negative judgement towards any individual.”
Blake noted that she believes that DE&I is an incredible asset in hospitality. “Hospitality as a concept is welcoming and inclusive,” she said. “And, I also see the problems with trying to codify welcome into corporate hiring practices. Fortunately, the hospitality industry in the United States is already incredibly diverse. I see our role as leaders in the bar and restaurant to ensure we are benefitting from that diversity and that we are benefiting those who work with us over the long term.”
Blake works with her clients to build workplaces centered on ethical leadership, continued access to education through cross-training and paths to promotion, and creating restaurant cultures where all members of the team can thrive and contribute. “This usually means a lot of work on ourselves as leaders and learning how to see past our own assumptions,” she said.
“DE&I Is Baked into the History of Bars Worldwide”
Sammi Katz, bartender at The Rockwell Place in Brooklyn, N.Y., believes DE&I is vital to the bar, restaurant, and hospitality industry.
“The literal definition of the word ‘hospitality’ is, ‘The friendly and generous reception of guests,’” said Katz, who co-authored Cocktails in Color: A Spirited Guide to the Art and Joy of Drinkmaking (2023), in addition to Spirited Women: Makers, Shakers, and Trailblazers in the World of Cocktails (out March 4, 2025). “How can you provide true hospitality if you’re alienating huge swaths of people?”
Katz pointed out that the modern bar as we know it (a long counter for serving drinks) was created by women in response to men-only taverns in eighteenth-century London. “It was only in the 1970s that a woman could actually open her own bar tab, and in some states, could finally tend bar,” she said. “DE&I is baked into the history of bars worldwide, and without it, all bars would still be boys’ clubs.”
Katz said she’s always thrilled to see subtle but visible signs of inclusivity in spaces. “In a country that is becoming increasingly hostile and intolerant of queer people, immigrants, trans people, and more, it’s important for safe spaces to exist for those who are actively being targeted,” she said. “And that always starts with ownership and management.
“I Never Needed an Acronym…”
Grant Kneble, owner of Freddy J's Bar & Kitchen in Mays Landing, N.J., said he doesn’t have a formal DE&I program because he never needed one. “Our operations naturally create an environment where people are treated fairly, given opportunities, and held to high standards,” he revealed.
At Freddy J’s, Kneble and his team encourage employees to cross-train in as many aspects of the restaurant as they want. “If a line cook wants to learn bartending or a server wants to get involved in the kitchen, we support it,” he said. “If someone has an idea for a dish, cocktail, or event, they’re encouraged to take ownership of it. That sense of ownership keeps people engaged and invested in the business.”
Kneble said he’s seeing more restaurants create workplace cultures where employees feel respected, supported, and like they have a future. “More businesses realize that a diverse and inclusive environment isn’t just good for morale – it’s good for business,” he said. “If guests feel comfortable and employees take pride in their work, that directly impacts success.”
From Kneble’s vantage point, owners and operators should stop treating DE&I like a corporate initiative and start treating people like people. He said businesses do not need a policy to create a workplace where employees feel valued and motivated—they just need a strong culture that prioritizes fairness, opportunity, and accountability.
“I never needed an acronym to define how we run Freddy J’s,” said Kneble. “Treating people fairly, giving them opportunities to grow, and fostering a welcoming environment isn’t a program—it’s just the right way to do business.”
Blake, of Pilot Light Consulting, agreed that DE&I—at its heart—is about creating opportunity. “You don’t have to call it DE&I and you don’t have to discriminate against one person to the benefit of another,” she said. “You can advocate for your people and create opportunity by building cross-training programs, paths to promotion, and educational opportunities.”
Three Action Items: Advice on DE&I, Hiring Practices, Creating Opportunity
Kneble acknowledged that the entire bar, restaurant, and hospitality industry is actually built on DE&I. “Many foods and drinks are a culmination of different cultures and backgrounds,” he said. “Hospitality thrives on human connection, and how we treat staff and guests directly impacts the business.”
While Kneble believes DE&I happens naturally, he said there are three things that owners and operators can do.
“If I had to give advice, it would be simple,” Kneble said. “One: Invest in your employees and provide them with a reason to stay. Two: Hold everyone accountable to the same high standards. Three: Make sure guests feel as welcome as your staff. If you treat people right and create a culture of respect and opportunity, everything else falls into place.”
For Chef Melissa Araujo—owner of Alma Café in Bywater and in Mid-City, New Orleans, as well as Saveur Catering and Araujo Restaurant Group—bars and restaurants are where cultures come together. “As restaurateurs, we tell our stories through food and drinks,” she said. “So, DE&I isn’t just the right thing to do—it’s also great for businesses.”
Araujo, who’s a semifinalist for the 2025 James Beard Award for “Best Chef: South,” said hiring a diverse team brings different, fresh perspectives to the table, which is especially important for creativity.
“DE&I isn’t a trend—it should be a constant and deliberate part of operating a business,” said Araujo, who hires diverse staff and invests in mentorship and leadership programs to help them grow.
“In my businesses, I prioritize hiring individuals from various backgrounds to gain different experiences and viewpoints,” said Araujo. “It’s also extremely important to me to support women, minority, and underrepresented businesses, so I do a ton of sourcing from them and collaborate whenever possible, whether it’s hosting a guest chef, working with farmers, or teaming up for an event.”
Blake, of Pilot Light Consulting, said there’s often discussion within the industry around the lack of minorities in executive chef or head bartender positions, and she thinks the industry needs to own up to and consider why this might be the case.
“Even though we are a diverse group of people, it doesn’t mean that each of us has the same opportunity,” said Blake. “This is where paying attention to whether or not these types of outcomes are related to assumptions, structures, or access to education are worthwhile.”
When it comes to hiring a diverse team, Blake encourages owners and operators to help build bonds across divides. She said she’s witnessed “tribal behaviors” in some bars and restaurants around nationality, front of house and back of house, or other sub-groups. “Pay attention to who is thriving in your bar or restaurant,” she said. “If you notice that an individual or a group of people is not thriving, approach this observation with curiosity. Try to find out why and if it is a systems problem, a pre-conceived notion problem, or something else entirely. Only then can we ensure we are collectively benefiting from the creativity, passion, and efforts of all of our team members.”
Consider Accessibility and Economic Accessibility
Chef Dan Jacobs, co-owner of EsterEv and Dandan in Milwaukee, Wisc., said DE&I is a huge part of the ethos of his businesses. They have inclusive hiring practices and equitable pay and benefits, and in terms of customer-facing practices, they’re steadfast advocates of women's rights and the Black, Indigenous, and People of Color (BIPOC) and LGBTQ+ communities.
“We have awesome programming for PRIDE month and Milwaukee's PRIDE Fest every year,” said Jacobs. “This messaging is a big theme of our social media and merch drops."
As Jacobs creates an inclusive culture for everyone to thrive—guests and staff alike—he also considers accessibility and its importance within the industry. “I'm a differently-abled chef with Kennedy's Disease, and I understand the challenges that a disability can pose in the hospitality industry,” said Jacobs.
O'Brien, of LP Drinks, agrees that accessibility is important. In fact, she said many bars, restaurants, and event spaces are still not designed for full accessibility—not just for guests, but for staff, too.
“We need to reimagine what inclusion looks like, ensuring that people with physical disabilities, chronic illnesses, and neurodivergent conditions have the resources they need to succeed,” said O’Brien. “This includes flexible work schedules, adaptive workspaces, and a culture that values diverse needs.”
Araujo, of Alma Café, said accessibility is often overlooked when considering DE&I issues. “True inclusion requires making sure your space is accessible to all – including those with disabilities,” she said. “Not just physical accessibility but everything inside the restaurant from menus that address dietary needs to creating a comfortable environment for neurodivergent individuals.”
Greg Provance, owner of GP Hospitality Partners and several restaurants in the San Diego are, said operators can make small but impactful changes, like offering menus that support specific religious observances, ensuring ADA compliance, and training staff to accommodate different guest needs. “It’s all about showing that we care, and the DE&I conversation is a great way to discover new ways to get that message across,” he said.
O’Brien, who believes DE&I isn’t about a statement on a website, said one of the biggest oversights in DE&I conversations is economic accessibility.
“We talk about hiring diverse teams, but we don’t acknowledge that the industry itself is financially inaccessible for many people,” said O’Brien. “If someone can’t afford a $1,500 certification, unpaid internships, or the cost of traveling to competitions, they’re already at a disadvantage. We need to remove these financial barriers by offering scholarships, paid internships, and alternative pathways to career advancement.
Katz, of the upcoming book Spirited Women, also pointed to economic accessibility and fair wages. “The difference in pay between front of house and back of house is staggering, and a large percentage of BOH [or back of house] are nonwhite immigrants,” she said. “Support all of your employees by paying them a real living wage.”
It’s All About Providing “True Hospitality”
Charlotte Voisey, author, spirits educator, and executive director of Tales of the Cocktail Foundation, said there are some blind spots that could impact DE&I within this industry.
“While the hospitality industry at large is quite diverse, the blind spots tend to exist at the top, management levels of organizations making decisions,” shared Voisey. “These are the rooms and conversations where diverse voices are often absent, and there is still a lot of work to do to address the barriers that prevent true equity, and access to the same opportunities for all.”
Voisey said an inclusive, welcoming environment is the first step to providing hospitality. “Without inclusivity, true hospitality is not possible,” she said.
In the end, O'Brien advised the industry to move beyond “performative efforts.”
“DE&I isn’t about a statement on your website,” said O’Brien. “It’s about who you hire, how you pay, and who you mentor. Look at your leadership team. Does it reflect the diversity of your industry? Are your wages equitable? Are you making real investments in the future of underrepresented professionals? Inclusion isn’t just about hiring diverse talent; it’s about keeping them, promoting them, and ensuring they have a future in this industry.”
Katz said she thinks anyone who criticizes DE&I for being “too woke” is afraid of having their job usurped or losing power somehow. “We’re all just trying to get by, and all DE&I initiatives are asking for is for those who have long been marginalized and disrespected to finally get the same opportunities as everyone else,” she said. “It’s about damn time. I don’t think that’s too much to ask.”
Aaron Kiel is an award-winning journalist and public relations professional in Raleigh, N.C. He’s worked in the beverage, tea, and coffee industries for two decades, as well as hospitality and technology. He’s a journalist at heart, but he also wears a PR and communications hat through his consultancy, ak PR Group. Aaron is a contributing writer/reporter for Questex’s Bar & Restaurant News and he’s a past editor of Questex’s World Tea News. In 2023, he was a finalist and honorable mention in the “Folio: Eddie & Ozzie Awards” for “Range of Work by a Single Author – B2B” for World Tea News, and in 2024, he won two awards for his work with Bar & Restaurant News, including a Gold Northeast Region Award in the American Society of Business Publication Editors’ (ASBPE) Azbee Awards under the “Diversity, Equity & Inclusion” category, and a “Folio: Eddie & Ozzie Award” in the B2B article category for “Culture & Community.” He also received a 2024/2025 ASBPE Diversity Fellowship Award, which supports and recognizes diversity in the field of B2B journalism. Connect with him on Instagram: @adventurer_explorer or visit akprgroup.com.
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