The global hospitality industry is struggling with a shortage of skilled professionals. At the same time, nearly half of all culinary school graduates entering the labor market are women, yet their representation on the work floor and in top-tier kitchens is much lower.

During the Baltic Gastro Summit 2026, Maria Canabal, founder of the Parabere Forum—an organization dedicated to women in the sector—made a passionate plea for more inclusive kitchens. Her message to chefs and restaurateurs is clear: those who successfully attract and retain female talent not only expand their workforce but also strengthen their business results.

From culinary school to workplace dropout

Women in gastronomy are anything but new. As early as 1933, Eugénie Brazier became the first chef in the world to earn three Michelin stars for two different restaurants.

Yet, today's restaurant kitchens look very different. According to Canabal, there is plenty of talent, but many women ultimately do not end up in professional kitchens. Globally, 48% of culinary school graduates are women; in France, that figure is as high as 53%. In the workfield, that share drops to 38% of professional cooks, and in the top segment, only 18% remains.

Why women drop out

Canabal points to several factors contributing to this exodus. According to her, a major cause lies within the traditional kitchen structure. Many professional kitchens are historically organized around Auguste Escoffier’s military brigade system, which places a heavy emphasis on hierarchy, discipline, and command. As a result, qualities like collaboration, empathy, and coaching are often given less room to thrive.

In addition, social patterns play a role. Group dynamics and a culture where women must constantly prove themselves make it harder for them to succeed in the sector. Canabal also highlights sexual harassment as a structural issue within the hospitality industry. Combined with a significant gender pay gap, she believes this directly drives talent away.

Equality is good for business

For chefs and entrepreneurs, this issue is about more than just equality; it is about business continuity. Following the COVID-19 pandemic, a large portion of employees left the hospitality sector. Meanwhile, almost everyone remains on the lookout for qualified staff. According to Canabal, restaurants simply cannot afford to fail at appealing to or retaining a large group of potential professionals: women.

Furthermore, research shows that teams with a balanced gender distribution are more innovative and treat one another with more respect. This translates into lower turnover, higher engagement, and ultimately reduced recruitment and training costs. Diversity can also bring fresh perspectives to menu development. Different backgrounds, experiences, and taste preferences lead to new ideas more frequently than teams consisting of largely similar profiles.

The numbers behind the gender gap

  1. 93% of home cooking worldwide is done by women.

  2. 48% of culinary graduates worldwide are women.

  3. 38% of professional cooks are women.

  4. Only 18% of top-tier chefs are women.

  5. Globally, women earn an average of  28% less for the exact same work.

  6. At major hospitality events, the share of female speakers ranges between

  7. 5% and 33%

  8. .Only a small percentage of prestigious culinary awards go to women.

  9. Teams with a balanced gender ratio prove to be approximately 40% more innovative

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What can chefs do today?

According to Canabal, change does not start with policies on paper, but with daily choices on the kitchen floor.

1. Make respect part of your kitchen standard

Intervene immediately in the event of unwanted behavior, sexist remarks, or exclusion. The brigade culture is defined by what leaders accept and what they correct.

2. Measure what is happening

Don’t just monitor food costs, revenue, and staff scheduling, but look closely at career progression, compensation, and turnover. Data exposes where improvement is needed.

3. Provide basic amenities

Properly fitting workwear, safe workspaces, and proper changing facilities seem obvious, but prove to be far from universal.

4. Rethink scheduling

An increasing number of restaurants are experimenting with adjusted opening hours, weekend closures, or more flexible shift patterns. This makes the sector more appealing to a broader group of professionals.

5. Actively invest in talent development

Consciously look for diverse candidates and utilize experienced staff members as mentors. Craftsmanship in the hospitality industry is passed down from generation to generation; ensure that this knowledge transfer reaches everyone.