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To understand the nature of the catering challenge is hard enough let alone accept it. But I accept this paper's title, believing that caterers must adjust attitudes as they face problems, including those of food, besetting our own country and the world. With my background, I naturally see catering education as a key element in attitude adjustment. Way back in 1964, I was associated with the South of Scotland Electricity Board in organizing a management workshop with the theme “Catering in the Technological Era”. Though this sparked off other conferences with similar titles and led eventually to a book, Catering Management in the Technological Age, much catering activity since has edged but slowly into that age. Our challenge is to get it moving.

For much of their history, wages councils have functioned in conditions in which public policy, as expressed in legislation, has favoured the development of voluntary collective bargaining. Since 1979 there has been a marked change of emphasis. The effect of the legislative framework and other factors on the development of voluntary collective bargaining is discussed. Some recent research findings on wage regulation in hotels are presented and the future prospects for collective bargaining in the hotel industry are considered.

The Minister of Labour after approving proposals submitted by the Hotel and Catering Industry Training Board for the imposition of a levy on employers in the hotel and catering industry and by virtue of the powers conferred on him by section 4 of the Industrial Training Act 1964 and of all other powers enabling him in that behalf hereby makes the following Order:—

The Secretary of State after approving proposals submitted by the Hotel and Catering Industry Training Board for the imposition of a further levy on employers in the hotel and catering industry and in exercise of her powers under section 4 of the Industrial Training Act 1964 and of all other powers enabling her in that behalf hereby makes the following Order :—

The 1995 Food Hygiene Regulations can be seen either as a problem for the hotel and catering industry or as an opportunity to put into place an acceptable hygiene model that is going to remove the confusion caused by the 1990s legislation. However, to achieve this, the proposals must be founded on scientific data and the Joint Hospitality Industries Congress must be prepared to take on the appropriate government body if it finds that its recommendations are being subjected to unacceptable modifications. It is also important for the hotel and catering industry to maintain a recognized forum to influence future legislation.

A few years ago, some forty years after the beginning of the first hotel and catering course in a United States University, almost simultaneously two such degree courses were established at British Universities — at the University of Strathclyde in Scotland and at the University of Surrey in England. This paper first describes the origin, background and structure of the two degrees. Secondly, it discusses briefly the concept of University education in this field.

One of the salient features of the economy in developed countries is the relative stability in the workforce engaged in manufacturing and the constant increase in the numbers employed in services. Increased production can often be achieved by improved technology but, despite many attempts at devising satisfactory systemised catering and some reduction of personal services offered when their full cost is realised, the hotel and catering industry finds itself constantly short of trained manpower.

The hotel and catering industry employs well over a million people in the UK and is expanding its labour force whilst the manufacturing industry, although recovering lost output, is still not expanding employment.

Reports a pilot study of part‐time youth employment among sixth‐formers in Greater Manchester and Cheshire which found that the vast majority of students worked in catering and retailing. Even though youth wages are no longer regulated by wages councils, and the recession could be expected to exert a downward pressure on pay, the pay levels found were significantly higher than the junior wages council minima that could have been expected to be in force in 1993. An overwhelming majority of the students were satisfied with their pay. For employers, the young constitute a relatively cheap and flexible labour source. Increasing numbers of students in sixth forms and higher education throughout the decade will apparently need to work, thus providing an interesting scenario for further research into youth pay and employment in the 1990s.

Summarizes the Commission for Racial Equality′s (CRE) formal investigation into recruitment and selection in the UK hotel industry. Explains why the Commission was interested in the hotel industry and discusses the importance of the hotel industry to the UK economy. The rationale for the research method which determined a sample of 117 hotels is proposed and a summary of the major findings is included. The results of the survey concluded that, in general, the UK hotel industry has taken few initiatives towards equality of opportunity and that suitably qualified ethnic minority applicants do not apply for careers in hotel management.