CULINARY INDUSTRY DIVERSITY
As it is within these important points our work needs to continue.
- There is a need for more African-American chefs, writers, bloggers, sommeliers and cicerones in the spotlight, where young people can be inspired by their success.
- African-American chefs in particular need to learn to market themselves.
- All too often chefs do not have the big budgets required to hire public relation firms to put them out in front of the public, so learning creative ways to get their name out is important.
- We should encourage ownership as an opportunity to become leaders in our industry and create jobs for other minorities.
As organizations invest more in communications for linking professionals with students of color in will enhance their education and provide career opportunities for advancement.
The mission should be to modernize the mentoring tools.
Creating connections that will lead to support systems and new ways of conceiving the way we learn, and the way we work, and how we integrate those things.
Open technology particularly Web 2.0 can contribute to leveling the playing field and increase the organizations professional services for mobile mentoring to a more diverse professional workforce. This could assist those who are looking for direction, advice and leadership while they are still in High School – or dropping out because they have no direction.
The needed succession planning tools could contribute to making sure the industry has well trained professionals who lead students that want to enter the hospitality industry/culinary arts and perhaps want to become educators.
WORLD CLASS CONTENT
The certification programs of today have world class content. As does the recent NRAEF Food and Beverage Service Competency Model shown on the Competency Model Clearinghouse website.
A BETTER WAY TO MANAGE KNOWLEDGE TRANSFER
Organizations working together providing membership with collaborative transparent communication tools to automate the competency certification, accreditation and assessing process.
The benefits could increase the member’s participation and success with coaching students with a mobile application with real-time steps, performance path plans and teaching real life skills. Most importantly replicating what works in those communities that need the most help.
Most organizations have standards and career development content & best practices, although may not have the technology to manage them.
Industry communications can be augmented to enhance the Apprenticeship programs in America when working with private social networks and within support teams, workgroups, and partnerships.
Ways to create and market our professional portfolios as a mechanism to communicate within these groups.
Ways to enhance the communications between organizations with ad-hoc work requirements that are managed by support teams to assist us in time of need.
The purpose is to mentor those who are transitioning from high school to industry jobs, and from life changing experiences to better conditions – to prospective employers, and throughout our careers.
Together we can have a well diverse workforce leading our industry!
I believe it starts with working with Today’s Students — Tomorrow’s Leaders!
As a registered ACF apprentice cook in 1977-78. I was signed up by Robert H. Nelson, CEC, CCE, AAC and mentored by Chef Larry Farhat at the Spring Lake Country Club and Mr. Jim Singerling, CCM, HAAC, HBOT.
It was the same year that Chef Ferdinand E. Metz, CMC, W GMC, AAC, HOF, Dr. L.J. Minor, Chef Louis I. Szathmary and Lt. Gen. John D. McLaughlin were successful working with the Department of Labor in elevating the status of Chef from the “Services” to the “Professional” category.
#We Are Chefs
To learn more visit the  portfolios below:
- WORKFORCE DEVELOPMENT
- MODERN MENTORING
- PRIVATE SOCIAL NETWORKS
- LEADERSHIP AND DEVELOPING DIVERSITY
- HOW IT WORKS
- HOW TO MAKE AN IMPACT
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