DRY January may seem an odd time to consider a career in the pub trade – but a new trend is seeing a rise in women taking the reins.
The number of boozers in England and Wales has fallen below 39,000 for the first time, with 34 shutting each month on average, data company Altus Group says.
But there is also a growing recognition of the vital role pubs play in our culture.
Research from property portal Zoopla found a quarter of house buyers want a home near a good pub.
And boozers are increasingly touted by mental health experts as a “third place” — somewhere that’s not work or home — to connect with friends.
Many of the nation’s most successful pubs are now run by women.
While around ten per cent of new venues are launched by females, the number who are publicans and managers has risen by 133 per cent, from 9,000 to 21,000, over the last four years.
Around one in three publicans in the UK is a woman — but pub chains are urging more to join the trade.
Leading the charge is Admiral Taverns, with more than half the firm’s pubs run by females.
Former mortgage adviser Annie Kane decided it was time to get her own house in order, and switched careers to pull pints as a pub landlady.
Now Annie, 56, from Airdrie, North Lanarkshire, runs two boozers on the same street in Glasgow for Admiral Taverns.
She said: “I feel that, as women, we are good at gaining respect from customers and bringing people together.
“We can be softer and, in some cases, better at listening to customers.
“We’re also great at running the pub ourselves, of course.
“To women thinking about coming into the industry, I would say that different pubs are right for different people.
“So think about what pub would work for you.
“A local, community-based pub is perfect because your customers become your friends, you get invited to their milestone moments and they become like your extended family.”
Admiral’s head of recruitment, Ceri Radford, said: “Pubs are vital social hubs, one of the most important community facilities we have left.”
The chain has more than 1,400 boozers across the country, including 205 run under its Proper Pubs division, which supports premises run by community members.
You do not have to be an expert to run a Proper Pubs establishment.
The firm takes care of lots of the details, while giving a percentage of the weekly net turnover to the manager to pay themselves and staff.
It is a simpler way for new starters to get established.
The Fuller’s pub chain hosts regular networking groups for female general managers to collaborate and learn from each other, while the Stonegate pub group has set up a female mentoring programme.
Also backing the move for more female publicans is trade magazine the Morning Advertiser.
Last year, it ran an #EmbraceEquity campaign day highlighting the role female publicans play in their communities.
Ceri added: ““We’re always on the lookout for new licensees who want to take on local pubs and create an inclusive, social hub for their community.
“We look forward to hearing from people who are interested.”
DO you need to work for a big corporation to climb the career ladder?
Or should you opt for one of the many smaller firms that make up over 96 per cent of all UK businesses?
Charlie O’Brien, of Breathe HR, shares her expert advice on what six key things to consider . . .
1. YOUR EXPERIENCE OR SKILLS GAPS: Careers are long, so there is plenty of time to work for all sizes of firms.
Think what you want to learn.
If you are yet to be exposed to multiple areas of a business, have diverse responsibilities and a direct impact on a firm’s growth, an SME (small and medium-sized enterprise) might be a good fit.
If you want to gain the recognition and network of a prestigious brand, consider a big company.
2. LEARNING STYLE: A big firm will likely have formal training programmes and mentor schemes.
This could appeal if you learn best in a structured environment.
SMEs can offer hands-on learning – great if you prefer to be thrown in at the deep end.
3: PREFERRED WORK ENVIRONMENT: A big company requires structure, hierarchy and clear processes.
It can provide stability and support from managers.
But it can be bureaucratic.
A smaller firm might have a flatter structure, so employees have greater access to leadership opportunities and decisions are made faster.
But employees can feel less supported because managers juggle multiple responsibilities.
4: APPETITE FOR RISK: Traditionally, a bigger company will offer greater financial stability, job security and good benefits.
The smaller and newer the company, the higher the risk.
Early-stage venture-backed start-ups can be very risky, but they can offer big rewards if successful.
5: IDEAL WORK-LIFE BALANCE: In a bigger company, responsibility for projects often tends to be shared across a larger team.
In smaller firms, employees may take on more responsibility.
Consider your life stage and how much you can give to work.
6: CHALLENGE YOURSELF: You define your success, not your employer.
No matter where you work, make the most of the opportunities available.
No organisation will hand you success on a plate.
CARE UK has vacancies for carers, activities co-ordinators and registered nurses.
Find out more at careuk.com/careers.
WITH snow blanketing much of the country, employees are urged to check that their workplaces are warm enough.
Health and safety regulations state that temperatures should not fall below 16C, or 13C for physically demanding tasks, training provider Skillcast advises.
If your office or factory is colder than this, employers must provide extra heating.
Vivek Dodd at Skillcast said: “Employers must conduct risk assessments tailored to weather-related hazards.”
He added that outdoor workers face health risks after long periods exposed to ice, snow and freezing temperatures, and that office staff should work remotely if travel is dangerous.
GYM chain Virgin Active is recruiting baristas, childcare staff and kitchen team members.
Search at careers.virginactive.co.uk/jobs/home.
ETHNIC minority workers are almost twice as likely to have a pay rise or promotion axed due to the current economic troubles.
A study from People Like Us found 23 per cent of white workers suffered this, compared to 40 per cent of other groups.
The report also suggests non-white employees work an average of 6.95 extra unpaid hours each week, compared to 6.27 hours for white employees.
Sheeraz Gulsher, who is co-founder of campaign group People Like Us, said: “It’s clear that ethnic minority workers are consistently on the back foot when it comes to pay and representation. This effect has been felt more harshly due to the current economic climate.
“We’re asking the Government to introduce mandatory ethnicity pay-gap reporting without delay as it will provide businesses with evidence to help them level the playing field.”
