Brian

In 2021 we heralded the Government’s plan to upgrade much of the Current Employment Legislation. The Good Work Plan was the brainchild of Mathew Taylor and out of almost 50 Recommendations the current Conservative government had accepted the vast majority of them. Sadly because of the Pandemic and the slow return to Preliminary pace much of this has been delayed. However the good news is that a whole range of draft legislation is going though Parliament as we speak and whilst we still have along way to go there is some great news for those who always said nothing ever changes in our profession. Here is a brief look at some of the changes that will affect chefs in the UK. Workers (Predictable Terms and Conditions) Bill A Private Members’ Bill to give workers and agency workers the right to request more predictable terms and conditions of work. The Bill passed its second reading in the House of Commons and is due to be considered by the House of Lords shortly. It is being backed by the Government, so is likely to come into effect at some point if that remains the case. This is MASSIVE for the Industry and will give those on Zero-hour Contracts may now have the right to be given a a more predictable contract according to their history of work. In other words, if a after a period of time (to be determined) you have worked standard 20-40-hour week (or applicable) you will be able to request a predictable contract based of your history of work. The new law will also allow you to continue on a Zero option if so preferred. This will also apply to those shifts that traditionally get cut in the middle of a shift due to lack of business, in future if your rostered for 8 hours your employer must honour that also unless you have a flexible arrangement that adds up to your contracted hours at the end of the week. Worker Protection (Amendment of Equality Act 2010) Bill Broadly speaking, the Worker Protection Bill intends to:Re-introduce the duty to protect employees from third-party harassment, and impose a positive duty on employers to take all reasonable steps to prevent sexual harassment, giving the Tribunal powers to uplift compensation by 25 per cent where employers fail to do so. This Bill will be a huge deterrent to those employers who still turn a blind eye to sexual harassment. It will effectively allow tribunals to increase the any compensation award by a massive 25% .This also means that employers will be more likely to settle “out of court” if they feel that a Tribunal will punish them even further. Employment Relations (Flexible Working) Bill The Bill aims to give employees and other workers greater flexibility by having the right to request variations to particular terms and conditions of employment. The main change proposed is for the right to request flexible working to become a day one right, removing the current 26-week qualifying period. Although some changes have been made to this Bill it now means that workers will have the right (from day 1) to a request flexible work pattern as opposed to the current 26 week lead in period. However, it only gives you the right to request and not the “right to have “ It is a very contentious Bill and will go through more changes and amendments before it is finalised. Miscarriage Leave Bill The Bill aims to give three days of statutory paid leave to employees who have experienced miscarriage, ectopic pregnancy or molar pregnancy before 24 weeks of pregnancy. Wonderful news for those women who go through the distress of losing a baby, its not a huge win but it’s a good start.

The news that there are now less than 100,000 pubs left in the UK is of no big surprise to us here at Unichef. As we predicted time and again this one time leisure pursuit for millions is massively outdated.The younger generation simply do not fit into the demographics of "publife" and many see spending their money on other items much more important than having a drink which is so often overpriced. Whilst, for the time being at least, there will still be a vibrant trade in City Center drinking,traditional pubs and those on housing estates ( the locals ) are the ones that with a poor future ahead. There are many reasons,and all of them are relevant but at the end of the day,pubs are about selling beer and food and people no longer want beer and food in the form that is offered in pubs. That and the massive shortage of cheap unskilled staff who are the mainstay of many pubs,has led to the way things are now. Pubs have always been of high issue for Unichef. If we ever have Chefs with work related issues a large proportion of them will be working in pubs,that's a fact.They are heavily understaffed,poorly maintained,often badly managed and very often massively in debt and many struggle on a day to day basis. Working in a pub,is without any doubt the very hardest part of our profession,with very little thanks or reward for the massive efforts that devoted staff put in. So,our next prediction ?? In your lifetime you will see the end of pubs as you know them,only the very very best will survive and only then by investment and a better business attitude towards their core staff.We will shed no tears or worry about the future of jobs as maybe it is time to "call time" on a shockingly poorly regulated industry. Number of UK pubs drops below 100,000 for first time in two decades WWW.THECATERER.COM UKHospitality has called for urgent government support in the Autumn Statement as new figures have revealed that the number of licensed premises in Britain...

Everyone from Chefs to part-time delivery drivers will be affected by new data-sharing rules. New rules coming into force from January 2024 could mean people who make money through a 'side hustle' have their bank account details shared with HM Revenue and Customs (HMRC). As part of a global clampdown on tax evasion, digital platforms that allow people to make extra cash on top of their main income will be ordered to give HMRC users' information. This will impact everyone from holiday rental hosts and delivery drivers to sellers on online marketplaces and even freelancers. For many years Chefs have needed to supplement poor earnings by taking on extra work in some form,but the Revenue are well aware of the abuse of cash transactions in the Hospitality sector and our industry will be high on the list for future scrutiny. So then the many chefs that found cash work during the pandemic as Gardeners or Painters etc,as well as those who have left to set up their own business as an Agency,Freelance Chefs or Private Chefs must now be doubly careful about what they do and be able to explain all sources of their income,especially if they uses any form of media,including Facebook, Instagram,Tik Tok etc Here, we explain what this could mean for you, the rules around income tax and how to avoid getting into trouble with HMRC. What has HMRC announced? The tax office already has the power to demand UK-based apps and websites to provide data on the income of sellers, including bank account details. But because many digital platforms are based overseas, such as holiday letting sites, some tax dodgers are still slipping through the net. HMRC has now signed up to the Organisation for Economic Co-operation and Development (OECD) rules, which will allow it to investigate the tax affairs of people earning an income via a company that operates abroad. Under the measures, it will also share information with other participating tax authorities where a seller is a resident. A copy of the details will then be sent to the seller to help them comply with their tax obligations. As of November 2022, 28 countries and jurisdictions had signed up to the OECD rules. HMRC hopes the rules, which will be introduced in the new year, will mean more people get their tax bill right and clamp down on those deliberately avoiding paying as they explain.. "The vast majority of people pay the correct amount of tax. We use various methods, including working with online rental and marketplace platforms, to help make it as easy as possible for people to pay the right tax. Side hustles – jobs you take on in addition to your main job – have become a popular way to boost earnings. But whether it is selling handcrafted goods or delivering takeaways, any money you make counts as self-employed income and must be declared to the tax office."

This coming week Tuesday 24th October 2023, we see The National Chefs Union taking the very rare step of prosecuting an Employer. Judgement is due in a case in London concerning Chef Matt,who is owed almost £2000 in wages and asked Unichef for help and support.This case has taken 2 years to bring to its conclusion,testimony of Chef Matt's determination and of the Unions strength and loyalty in sticking with such a difficult and long case. The facts are simple,The chef did his work,there was no complaints,however the owner decided simply not to pay him because "he could" and the fact he has a history of doing this to other employees. Unichef deplore "wages theft" it is a despicable act and is illegal.The case has not been contested,only the owner of the business wanted to make the chef suffer for as long as he could? Narcissistic and nasty people like this are not fit to employ people and this week he will feel the strength and power of a dedicated Chefs Union,this week the industry also will wake up to the fact that the National Chefs Union will fight unfair and unjust cases to the end. This case is the very reason we set up a Union,to protest,support and care for those chefs who cant defend themselves.Please wish Unichef and Chef Matt every best wishes.

oops...in the news again hahaha.. Great article by Sammy Gecsoyler in today's Guardian about Michelin Restaurants and how they ( the few ) are changing their ways to be more "chef friendly",forgetting the fact that they have HAD to do this to keep chefs ? Those contributing seem to think that all the bad points in the industry have been miraculously erased and that we no longer suffer discrimination,bullying,harassment,prejudice,wages theft and wrongful dismissal etc etc !! I gave my opinion on what they have said,but what do you say..are they right or are they still living in a" Michelin Bubble" would love your thoughts as always please... New generation of UK chefs taking the heat out of the kitchen | Restaurants | The Guardian WWW.THEGUARDIAN.COM A work-life balance may have been unheard of in high-end kitchens in the past, but restaurants are now having to make changes

With news that a London Authority plans to set up a Teaching Academy that will centre on the divisive nature of London cuisines and NOT the classical teachings of previous chefs, have we at long last come to some sort of consensus in the way that we teach our future chefs. Unichef has long believed that our teaching system is in meltdown and that the fundamental belief that we must teach our future chefs the classical way of learning was steeped in 70’s nostalgia. Could we have realised along last that teaching Kimchi dressing is just as important as vinaigrette and that true adhesion to French Cuisine is simply a myth portrayed by people who don’t know any better? We all know that times have changed, and that the industry has changed …Isn’t it about time that we changed too ??

Almost since our conception as the voice of UK chefs Unichef has constantly and consistently campaigned for Diversity and Inclusion for our Profession, we have and always will see it as the answer to so many of our issues. So with great sadness we see yet again the commencement of yet another “man cave “kitchen but with the added caveat that this time the Chef/Proprietor has at least received considerable flack for doing so. At least we can take some comfort that our message is getting through even if its not quite reaching all those that bury their heads in cookery books instead of realising that the development of their brigade is equally important as developing recipes? Thomas Straker acknowledges lack of diversity in his kitchen and pledges to do more WWW.RESTAURANTONLINE.CO.UK Thomas Straker has said he’s ‘committed to ensuring diversity’ in his restaurant following criticism online over the lack of both female employees and people of colour in his kitchen.

The recent tragic death of Masterchef Jock Zonfrillo has highlighted yet again the extremes that chefs constantly find themselves in. Whether that be the hours they work or the pressure to achieve, but more and more often it’s the financial extremes that are pressurising them in having to achieve the slimmest of margins and the highest of profits. Is it any wonder then that this inevitably has an impact on the health of those chefs? The Article attached gives the names of many of the leading chefs that has sadly left us too young, not forgetting the super talented Gary Rhodes and Paul Kitchen whom so many of us still look up to for our inspiration in British cooking. All of them will be so very much missed. Jock Zonfrillo: Why chefs Anthony Bourdain, Jeremy Strode, Justin Bull, Darren Simpson died young | Daily Mail Online WWW.DAILYMAIL.CO.UK When MasterChef host Jock Zonfrillo died suddenly this week, his name was added to the tragic roll call of chefs who died from unnatural causes.

New stats out today show that less than a quarter of all young people now see hospitality as a career option. This is of little surprise to many as we have seen a demise in the quality and quantity of successful recruits coming from the NVQ system. It is what has been termed our Perfect Storm “as many aging employees (especially chefs) went either during the pandemic or shortly afterwards. That and the Brexit shortage of E.U workers has made our industry even less attractive than it ever was. This stark report shows that industry has much more to do than simply upping wages as we rightly said during the pandemic that money was not the only issue facing Hospitality. Sadly though, this report is likely to fall on deaf ears. Those responsible for leading our industry are much more interested in achieving accolades for themselves than solving the industry's woes. Less than a quarter of young people would consider a career in... WWW.THECATERER.COM

Almost day one Unichef have seen the vision of diversity as the answer to the majority of the issues in modern catering, and now yet again we have been proven right. At last a major figure in the profession has had the courage to say what we have believed in for so long that the major issues of drugs and sexism will not go away whilst we still have male dominated kitchens. This outdated and largely unworkable method of kitchen planning often sees high turnover of staff and increasing problems of recruitment and low morale. Once again Jamie Oliver's insight into our industry is stunningly accurate, his bravery exemplary and his vision acute. He knows more than most and has the balls to say so. His admission that he works better when he thinks like a woman and has women around him is extraordinary and one that many chefs can Identify with but have not had the courage to say so.He sees the unique and special talents women bring to a kitchen and their simplistic and uncomplicated attitude to food that can enhance a working environment tenfold. 50/50 kitchens have to be our future, there can be no doubt now and applause and credit once again to truly inspirational Jamie Oliver. ‘It’s quite scary!’ Jamie Oliver says upscale restaurant kitchens are ‘flooded’ with drugs UK.NEWS.YAHOO.COM The celebrity chef spoke about the ‘aggressive’ and ‘male-driven’ kitchens he’d worked in previously

OMG...this is quite some case It's well worth reading... In essence, the case seemed fairly trivial, most of it could have been sorted at an earlier stage but it does go to show some of the very poor management decisions that we see all too often at Unichef. They didn't have the skill set, patience, or experience to sit down with this employee and thrash out the issues over a cuppa, Instead, it has been allowed to fester and now the result has been a Tribunal award of breathtaking amounts. The Employer" irrationally disregarded argument and evidence", surely then the next to be sacked should be the management team that oversaw this shoddy affair? Nursery chef unfairly dismissed after biscuit snub WWW.PERSONNELTODAY.COM Nursery chef dismissal: A worker was awarded £34,000 in compensation after issues with investigations and how his performance was handled.

At last...at long last,legislation finally getting through both houses on tipping of service staff and chefs.Now employees have the right to demand that the service charge and tips be given to them without ANY deductions. The Article quotes as saying that it doesn't happen"very much"..really?..then why legislate for it then ? The fact is it does happen and more often then people realise,especially when it comes to chefs or waiters leaving the business as some ( not all ) employers seem to think that they can "claw back" anything that may be owed to then though the service charge system? well now they cant and about time too !! Tipping legislation to become law after clearing House of Lords WWW.THECATERER.COM A bill that will prevent employers from making deductions from staff tips has cleared the House of Lords and will receive Royal Assent to become law.

The Dominic Raab Affair If your wondering what Ex minister Dominic Raab and Unichef have in common then read on? Since our conception in 2015 Unichef has constantly and consistently fought against bullying and harassment in UK kitchens. Last week when the Deputy Prime Minister resigned over bully allegations it signed a new chapter in workplace relations that will last for many years to come. Finally the issue of bullying now been clearly defined by a leading KC and that in itself has set a new precedent for what can now be defined as “Workplace Bullying” For years we have been warning chefs that this day would come, that there arrogance, shouting, bating, banter and sexist overtones amounted to dismissal and we have been proved right. That overbearing criticism, belittling of people and humiliation can all now be termed as “abuse of power” and that can lead to dismissal and even prosecution. Even as you read this we are involved in several serious cases where “abuse of power” by either a Head Chef or Sous Chef has been ignored and allowed to create an “atmosphere of fear” and intimidation. Even now in the 21st Century we have Chefs who believe that the can do and say whatever the like in “their” kitchen. Their time has come, their reckoning awaits and Unichef will punish all who abuse abuse and condone this vile and outdated behaviour in the workplace.

Almost 60 surge in pubs shutting for good this year WWW.THECATERER.COM The rate of pubs being demolished or redeveloped increased by almost 60 during the first three months of the year as energy bills continue to batter the sector.

It's Ironic that the reason we are posting this late on International Women’s Day is because we have been tied up with a serious case of Harassment? The case involved a young single mum who has been receiving the most disgusting treatment within the kitchen of a well-known 3 Rosette establishment. The Hotel, like so many others had taken its eye off the ball and had ignored its legal duty of care to its employees in its search for accolades and stars. The kitchen had become toxic with male chefs using sexist and violent behaviour towards this young woman. So bad had it become she ended up on the sick with stress and she sought help from The National Chefs Union. We acted immediately and warned the employers of the seriousness of the matter and their legal duty of care that we expected them to uphold. To their credit the hotel "fessed up" and admitted the faults and immediately remedied the matter with an investigation which resulted in a dismissal and a supportive system of care for its staff. So now all is well, and she will return to work soon. This young woman was incredibly brave, stood up to the harassment and was determined to seek the support she was entitled to from her employers, and she also had the courage and strength to seek support and compassion from Unichef which was able to bring the matter to a swift and amicable conclusion. Even on International Women's Day the National Chefs Union is still fighting for equality for our female colleagues and still fighting against the bias in the industry. So, on this day let us take pride in the work we have achieved but also acknowledge that we still have so much to do.

In 2015 Unichef were the very first chef organisation to openly discuss Mental Health Issues (MHI) in our profession, before that so many suffered in silence. In order to create that safe space for discussion we needed to learn and embrace all that was being said to us. We knew as a Union that we could never fully understand what is like to suffer from such conditions but we also knew that we needed to care and support our fellow chefs. That culture of finding safe spaces become more and more an essential part of our work, and so too we learned about how to embrace more and more the various aspects of our chefs’ lives, from those that suffered with IBS, Strokes, Autism and Asthma. Over the years Unichef has reached out and embraced all aspects of the lives of working chefs. We never pretend to “understand” but we have learned to embrace, support and care, and we could not have done this without creating such safe spaces in which to openly discuss these important issues and having those chefs brave enough to come forward and help us to do that, without judgement or fear. Today we can now say that we are in such a position to bring forward that support and care for our LGBTQ+ community. Unichef is a Community Union and it must always reflect and support that community in all aspects of our working lives and the LGBTQ+ community within our profession needs that safe space too and once again Unichef is leading the way for others to follow. We know that there are many chefs who long for a more open attitude within catering and we must accept that our profession has failed so far in recognising and supporting LGBTQ+ chefs in their work. Today, with the wonderful help of Director Designate for Diversity and Inclusion Nicola Till we can now move forward and create that forum of support for gay Chefs in the UK.The British Culinary industry is far behind the rest of the world in its openness and embracement of LGBTQ+ issues and today we take a giant leap in doing just that. For the very first time that support system of care and compassion is there for the Chef LGBTQ+ community, we are there for you, ready and willing to listen and care. Once again Unichef,The National Chefs Union is breaking down walls, breaking down those barriers and stigmas that haunt our profession, today we reach out, today we are Proud,very Proud.

For those that wonder just what sort of future role Michelin and AA rosettes have post pandemic then this excellent article by Andy Lynes may begin to throw some light as to why many in the industry now believe as we do that the accreditations system in the UK is well outdated and is no longer fit for purpose (as if it ever was?) Pale male and stale Fixing hospitality awards' diversity problem WWW.THECATERER.COM Accolades in the hospitality sector are still stuck in the past with recognition still mainly going to white male chefs cooking European cuisine. Andy Lynes... Both of these accreditations have made chefs in the UK believe that somehow, they are a true reflection of the quality of cookery and that incredibly the public are culinary educated enough to understand the differences in the various levels. They have both been found guilty of taking the public for idiots and chefs for granted and now people are beginning to realise what we have been saying for many years. In this article, Andy has expertly opened up the growing debate as just how relevant these archaic institutions really are and the role, they have played in creating a sexist and elitist industry that has cared little for its employees and are both now struggling to survive and justify their existence. So too the many Chefs Associations that prosper the belief that only if you join their “club” will you ever achieve greatness in this profession. You too can have have a sash,a badge and say your some sort of culinary genius? That is of course if your white, male and don’t rock the boat, as many of these ( not all ) rely heavily on the white male dominance that Andy Lynes describes and that is at the root of much of our historical issues.Perpetrating white male dominance has proved to be the undoing of our industry.white males are leaving in droves,for better and safer industries yet these "guardians" of our profession still fail to see it. This well put together article clearly shows that it isn’t just Unichef that is questioning the system but now those within it are clearly saying that what we have had in the past has not resulted in giving us an industry that rewards chefs for their hard work, is well regulated and is forward thinking in employee welfare and that it is time to scrap both of these systems and start afresh. Finally people are realising that the price paid in achieving these indulgent accolades is no longer economically viable or even necessary in today's post pandemic catering industry and a better more inclusive and less elitist way of informing the public of the level of culinary talent needs to be evolved. In all honesty,if both the AA and Michelin Guides folded tomorrow,would it really matter ?

We take no pleasure that any good hardworking Restaurant needs to close and that chefs will be disbursed into other jobs and sectors, but this is surely the now the defunct model of chefs spending fortunes on the latest equipment, gadgets, plates in order to achieve the once converted Michelin Star. Casamia in Bristol has announced that It will close this year with its Chef Zac Hitchman quoted as saying "losing just a few covers per service is often the difference between making a profit and making a loss". The idea of any business is that you make a product that someone wants to buy in the numbers that will make you a sustainable business. When you are working on plates that cast more than the food, you’re serving then that business model needs to project in a modern buoyant economic environment. For many years now we have criticised the Michelin model, the often-unstoppable thirst for that accreditation that is seemingly given out more and more without a set of ethics that the customer and owners can adhere to. The massive cost financially and on those that work within that sector. Once again Michelin is tarnished, and sadly this will not be the last closure. The pandemic should have taught us more and we should now learn this stark message that this level of fine dining is only for those that exclusively dine in that type of restaurant on a regular basis and can easily afford it . It is not and never will be the food of the masses and the more Michelins we have on every street corner the worse the situation will become. We must ask ourselves is this the result of the economic crisis or simply that Michelin dining has become overpriced and devalued by the amount of television programmes and celebrity chefs pushing food that only a few can afford. In reality many need to double their already high prices in order to keep that star but few can do that and the choice between losing the start and fighting for survival is becoming a daily choice. Once Michelin was special, the height of culinary art and gastronomic achievement, now there’s simply too many, too much choice in a market that is diminishing rapidly. Once they were kings but now everyone can see that the Michelin bubble is bursting and only the VERY best will survive.

“Private Chef Giants La Belle Assiette to sponsor The National Chefs Union” Unichef, The National Chefs Union, are delighted to announce that Europe’s premiere Private Chef Hire and Home Dining experience La Belle Assiette have agreed to sponsor Unichef for 2022. This special and unique agreement will focus on the substantial wellbeing and rewards opportunity’s enjoyed by both LBA chefs and Unichef members. As Executive Director of Unichef explains: “for the first time a company has enlisted the services of a union to promote its in house benefits whilst at the same time allowing all of its chefs to Join a Union free of charge, it is totally visionary and inspiring” This is the very first time a company employing freelance chefs have ever enlisted the support of a National Union and LBA Chief Executive Guillaume Cussac explains just why this partnership is so special, he says this: "We are very pleased to support Unichef and all of the amazing work they do for the Chef industry. As the UK's leading private Chef company, Chef wellbeing is key and at the heart of what we do; supporting Unichef just made a lot of sense"

It's really hard to believe but bullying and harassment still goes on in our kitchens today,even with many headline storey's and constant press attention,its almost as if Chefs seemed to think they are on another planet? Well, that's actually more closer to the truth than you think? It is difficult to fully understand in a short time, but there are two thesis papers and a great article that will help you understand the demographics that help create the toxic environment currently seen in kitchens. The first is by Prof Wendy Bloisi: Academia.edu | Log In WWW.ACADEMIA.EDU Academia.edu is a place to share and follow research. This examines the cultural reasons why chefs can bully, that historic abuse breeds more abuse and that commercial kitchens can be an extension of the chefs homelife, or social life. That in essence they often bring their issues and social values to work. If they are brought up in a gang or street culture they often seek that same comfort in their workplace. In reality male dominated kitchens are very much an extension of the school playground where girls are excluded and the hierarchal system of inclusion takes place, the toughest survive and the weakest are bullied. Catering by and large is not an academic profession, Chefs are mostly kids off the street who will never amount to anything else through poor education and social deprivation, that includes both me and Gordon Ramsay, we are just kids off council estates who have a talent to cook. The second is more recent and is from Cardiff University. It examines the long held mystery of the “closed” culture within kitchens and just why chefs seen to believe they can do anything they want within their own domain. The often isolated chef/chefs are never really included in the general work scene of many establishments hence the phrases “ back of house” and “front of house” which again isolates chefs into their own community and own world. The thesis examines this “parallel universe” that chefs sink into, believing that what they say and do is completely acceptable in their world. Working in isolated environments enables culture of bullying among elite chefs, research finds - News - Cardiff University WWW.CARDIFF.AC.UK Separation from mainstream society paves way for verbal assaults and physical attacks An interesting article also by David Simpson ( 2008 ) looks at the “Gordon Ramsay Effect” and is really very much at the heart of what is happening today and I will talk more about this with you, but essentially what Ramsay did in glorifying abuse still affects those chefs who idolised him and were groomed into believing that kitchen had to be aggressive in order to function correctly. Featured paper: Bullying in the kitchen WWW.CABI.ORG Abusive work practices reviewed in new paper So, if you put all three together and then realise that our industry is largely un-unionised and poorly policed the you begin to understand just why this is still going on and why it is such a hot topic.

Without question, one of the major issues we face in modern British Cookery is the myth that has grown over recent years that all chefs must adhere to the now perceived look that has been portrayed by media, film and social media that British chefs should be male, white and (preferably) tattooed? We now have a "look" as to what people think a British chef should look like?? This way of thinking is now ingrained into British cookery and is a cancer that has spread to many of those companies and institutions that have a social responsibility to uphold standards for the future. But now those very guardians of the faith have become so indoctrinated by this perception that they portray this image as a flag or even some sort of masonic “badge of honour”, they do it without even realising the harm they do and this is the definition of Institutional Sexism. When a company, employer or culinary institution promotes a vision of a Male Only profession, either through their websites, leaflets, doctrine, media posts or even the very make up of their organisation, then those looking on can only presume that the belief of that organisation, kitchen or company is what it is portraying and that those organisations only ever want to promote male white chefs, as this is their true ( but often unconscious ) intent. When those responsible ( very often white men) are in charge of the content and spiritual guidance of those establishments and sanction such clear and decisive messages then that organisation, by definition, becomes inherently and institutionally sexist. Although at this point I must make it clear that often these actions are often by way of habit and not always conscious decision making. When that organisation, promotes without equality, without attention to gender recognition then that organisation is Institutionally sexist and when that organisation organises ,promotes and sets about programs where the dominant sex is male, the organisers are male, the judges and competitors are male and the eventual winner or recipient of the award is male then that organisation can and should be regarded as Institutionally sexist. When an institution or company fails to set internal targets for female and ethnic inclusion then that too is seen as Institutional, it is cultural within their system, and is therefore systemic. Institutional Sexism is disease within British cookery. It bears no allegiance to our heritage and bears no resemblance to society. A society that has by and large grown to promote equality and inclusion within every walk of life yet, so many kitchens, companies and Institutions within catering are oblivious to modern thinking. In many ways we are still in the 70's but don't realise it? Whilst those in charge of such organisations continue to believe that only white men can cook, and that white men must always be in charge of our culinary future then those men need to wake up and see what lies ahead. This profession cannot and must not be led by those with such archaic ideologies. Such ideologies effect the very make up of our profession and stifle creative talent. The time for change is coming quickly, we cannot simply go on ignoring the immense talent that we have in the UK just because they do not fit the stereotypical chef image. #allchefsallowed

Unichef endorses #Fairkitchens The National Chefs Union, Unichef has agreed to fully endorse the movement #Fair Kitchens and its new online Leadership Training. The movement co-foundered by Unilever in 2018, is an international movement aiming to make staff happiness as important as diner satisfaction and will acknowledge fair pay, fair hours and fair conditions within that establishment. The movement, which seeks to improve the wellbeing of hospitality and foodservice workers, now has more than 22,000 community members learning from each other and creating resilient businesses in the process. It has recently launched free online leadership training in interpersonal skills called ‘Leading a Fair Kitchen’. Unichef will be supporting the movement with regular updates, information and guiding chefs towards the Leadership Training. The long-term ambition is to create a point of preference, with ‘Fair Kitchens’ recognised by potential team members as good places to work and by diners as assurance of a quality dining experience that doesn’t compromise staff wellbeing. Executive Director Brian Mcelderry writes” Fair Kitchens will, for the first time, give a clear guideline to those employers who seek to give their workforce better pay, hours and conditions and will give customers a true indication of how staff are supported within each establishment, and hopefully this will become the future for all of our kitchens. Click either of the images below to visit the Fair Kitchens website.

The news that the government has set up a “task force” that has zero shop floor representation has been met with dismay and anger. The new Hospitality committee comprises of the Business Minister Paul Scully and Business Executives who all have a vested interest in seeing the industry return to prosperity. They have been seconded to ensure that the government’s 22 point plan for recovery is supported, implemented and encouraged within the industry. However the very point that they intend to do this without recourse to any Union or representative body is quite beyond belief and belies the very attitude that is ripping our industry apart. That those who oversee a “them and us” vision of our future should take a long hard look in the mirror as few of them can truly hold their hand up when they are asked if all of their workforce are secure in their employment, happy and feel safe and protected. Never could we have envisioned that the very cause of much the deep concerns in the industry are now in the very hands of those who have in recent years overseen much of the abuse of its workforce fueled by mass immigration and poor expansion planning. The National Chefs Union has now written to those MP’s that supported the call for our own Hospitality Minister earlier this year and have demanded an urgent review of the Council, its role and the lack of diverse representation. This appalling lack of sensitivity and respect shows contempt for the very people that they employ. This “let them eat cake” attitude has to stop and its has to stop at the very top if we are to achieve a better future for those that we seek to employ. That they do not seek engagement with the workforce through their representatives shows an unwillingness to accept the worker empowerment that is sweeping across our industry and a fear of those that seek change.

One of the biggest issues we have in modern catering is what to do when conflict occurs within the pressures of a busy kitchen. These issues are very often the result of either the internal “self-drive” of the chef or chefs involved and, or the external pressures of time, standards and fatigue, and very often all these combine to create that “perfect storm”, Sadly, these days many young and inexperienced managers who have not proceeded through the ranks of Hospitality do not know how to deflect these situations in order to carry on with the day’s work and inevitably end up losing a chef, either for that day or even permanently. Without doubt the answer lies within the hands of the unit manager or Head Chef to be experienced and strong to be able to control and motivate their employees. Recruitment and selection play such a big part also. Many Head chefs and managers concentrate on the practical side of an applicant but few seek to know the inner person they are interviewing. Few ask for their views on bullying and discrimination or their attitudes to women in kitchens, yet much of the future conflict can be avoided by more careful selection of candidates. If we focus more on the merits of the person and not solely on their cooking ability then we should be able to see the potential for conflict at that stage. Personal references and careful scrutiny of candidates at this stage avoid the potential for conflict. Kitchen conflicts are often about personalities, with experience and careful man management these occasions need be rare.As new Chefs are so often interviewed by the Head Chef or Manager, they are rarely introduced to the team or brigade for their reactions, yet the team itself should have a major say in who they bring into their workplace environment, should they not? This is a “people” business, yet our ability at times to understand and develop our senses about the people who we employ and work with can be quite shocking. When conflict occurs, we should question ourselves in asking could we, as Managers, chefs and colleagues have done more to avoid that incident, were we as much to blame?. The National Chefs Union works tirelessly with many employers to educate our colleagues that the great majority of conflicts are solvable and that they often move forward through development and motivational leadership. We must understand that nobody wishes these conflicts to occur and that there is normally a reason behind such incidents, we just need the will and experience to seek those reasons and prevent them from happening in the first place.

Recent events have shown to the media and outside world that a shocking environment exist inside of many UK kitchens. Yet within the industry none of this is of any surprise, such is the now systemic nature of workplace abuse within our sector. Everyone is puzzled as to how and why this would be in a modern working environment but to analyse the matter one must appreciate the demographics of the workforce and the cultural changes that had enabled these vile practices to exist and thrive. Professor Wendy Bloisi’s ground-breaking research into the background of bullying in commercial kitchens has acted as our Union’s bible for many years. In her thesis she explains that social and economic factors bear heavily on the mainly un- academic platform of hospitality employees and namely chefs in kitchens who are mostly kids off the street who have a talent to cook but little else. Chefs are by and large are often seen as unskilled and problematic. https://www.research.manchester.ac.uk/portal/files/54526643/FULL_TEXT.PDF Those factors are born out when Chefs then bring their cultural ideologies and traits into an un-policed workplace where they are “safe” to bully and intimidate within their own peer group, without fear of retaliation, discipline or indeed prosecution. If we then subscribe to the now widely held social belief that “abuse breeds abuse” whether it be in the home, marriage or school, then also that must apply to the workplace also, and some kitchens in particular, which can be no more than a “playground” for bully’s. All of this has been ingrained into our workplace over the last 10-15 years by the “glorification” of kitchen abuse by chefs such as Gordon Ramsey and programs such as Hell’s Kitchen and the F Word. Ramsey himself came from an abusive background and strict culinary teaching and so that has perpetuated into his work. Those who idolise him copy his actions and believe that to be correct, normal and even "cool" and so it goes on, from generation to generation. Chef Ramsey may well be a reformed character but the damage has been done and will last for many years to come. This “gladiatorial” display of bullying, played out in front of millions, is now the main factor in just why “bullying and harassment has become systemic within UK kitchens. Many factors play there part in people who abuse such as lack of confidence, and self-esteem bit also those who bully and intimidate may have autistic traits and are often acting out a defense mechanism which is their way of self-protection. Both Chefs, and the wider public have now accepted this as how kitchens are ran and is without doubt the disease that has crept up upon us and has led to the now “normalisation” of abuse and harassment that we see today. Change can only be affected by constant education of our peers, our employers, the media, and most importantly, our students coming into the industry. Abuse is a plague within our sector that has to be stamped out by all who work within it. We are all part of a precious and special profession, a profession that cares for our clients but fails to care for those that work within it. We can do better and we must do better. We must learn from the past mistakes of others and make a conscious decision that as “professionals” we are sometimes not as professional as we should be and look to other professions that show us a better example of how to treat our colleagues.