How Safe Do Women Feel Working in Hospitality?

In recognition of International Women’s Day, we are continuing a series of blogs focused on the issues women tell us matter most in hospitality.

One of the most consistent themes raised across research, industry reports and lived experience is safety.

Not abstract safety.

Day-to-day safety.
Shift-by-shift safety.
Customer interaction safety.

This is not about scaremongering. It is about understanding the reality so we can respond proportionately and professionally.

What the UK Data Actually Says

Sexual harassment in hospitality is not a fringe issue.

A 2021 survey by Unite the Union found that 47 per cent of hospitality workers reported experiencing sexual harassment at work, with 69 per cent saying they had witnessed it.

Sheffield Hallam University research found that women in hospitality report harassment at roughly twice the rate of men, with young workers and those on insecure contracts particularly affected.

Longer-running industry studies have reported even higher lifetime figures across careers.

It is also important to be clear: harassment in hospitality frequently comes from customers, not just colleagues.

This matters because hospitality is one of the few sectors where workers are expected to remain polite, accommodating and guest-focused while dealing with inappropriate behaviour.

That tension creates complexity.

The Customer Behaviour Factor

Hospitality operates in environments where:

• Alcohol is often present

• Late hours are normal

• Staff are trained to prioritise guest satisfaction

• Emotional labour is part of the role

The Women’s Night Safety Charter, developed by the Mayor of London, recognises that women’s safety in night-time environments requires shared responsibility between venues, local authorities and transport providers.

Many London venues have signed the Charter, committing to measures such as:

• Clear reporting pathways

• Staff training to recognise harassment

• Zero tolerance messaging

• Safe exit procedures

The Charter is not accusatory. It is preventative.

And that is the key shift happening in the UK.

The Legal Landscape Has Changed

From October 2024, the Worker Protection (Amendment of Equality Act 2010) Act introduces a proactive duty on employers to take reasonable steps to prevent sexual harassment, including harassment by third parties such as customers.

This is significant.

It moves the conversation from: “We respond when something happens.”

To:
“What are we doing to prevent it happening in the first place?”

For hospitality operators, that means prevention becomes a key part of governance.

Why This Matters Without Creating Panic

The vast majority of hospitality venues operate safely and professionally. Many leaders care deeply about their teams.

But data tells us that harassment is prevalent enough to require structured response.

If women feel exposed, unsupported, or unsure about reporting behaviour, retention suffers.

And in a labour market where recruitment remains challenging, losing experienced professionals because safety does not feel prioritised is commercially short-sighted.

Safety is not only a moral issue, it has a huge affect on business too.

What Proportionate Prevention Looks Like

This does not require dramatic theatre.

It requires structure.

1. Clear Reporting Pathways

Staff must know exactly how to report inappropriate behaviour, whether from guests or colleagues, and feel confident they will be taken seriously.

2. Visible Zero-Tolerance Messaging

Signage and public-facing messaging can signal expectations clearly without being confrontational.

3. Manager Training

Leaders need practical training in how to intervene with customers professionally and how to support affected staff afterwards.

4. Shift-End Safety Considerations

Late-night transport support, buddy systems and safe exit planning reduce vulnerability without creating alarm.

5. Cultural Permission

Teams must know that “the customer is always right” does not extend to inappropriate behaviour.

That cultural clarity often makes the biggest difference.

The Balance Leaders Must Strike

This topic requires balance.

We do not want to present hospitality as unsafe. It is not inherently so.

But ignoring the data does not serve anyone either.

When we address safety with professionalism and calm clarity:

• Women feel supported

• Male colleagues understand expectations

• Managers gain confidence in handling incidents

• Businesses protect both people and reputation

The Women’s Night Safety Charter and the new legal framework are not signs of crisis. They are signs of maturity. The industry is evolving. And that evolution benefits everyone.

The Commercial Reality

If women feel psychologically and physically safe at work:

• Retention improves

• Confidence rises

• Leadership ambition increases

• Culture strengthens

If they do not, attrition quietly follows, and so does your reputation.

Talking Hospitality exists to share real experiences, practical learning, and honest conversations that help hospitality professionals lead better, work smarter, and look after themselves and their teams.