Discover the January 2026 edition of the IFCA Magazine, brought to us by the Indian Federation of Culinary Associations.
To learn more about Worldchefs, click here.
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IFCA Magazine – January 2026
Tag: #ThisIsWorldchefs
More than half of the hospitality workforce are women, yet they remain hugely underrepresented in leadership roles. To fix the gender equity gap in our industry, we need systemic change.
The hospitality industry runs on talent, creativity, and care, and globally, women provide more than half of it. They make up over 50% of the hospitality and F&B workforce. Yet despite being the majority to help power the industry, women are significantly underrepresented in leadership and decision-making roles. This paradox is at the heart of hospitality’s gender gap; one that the industry can no longer afford to ignore.
In this article, we explore why gender disparity persists regardless of the critical role women play in the culinary world, and what that means for the industry in practical terms.
Leaving Talent on the Table: Today’s Hospitality Workforce
LABOR FORCE & LEADERSHIP GAP
In the hospitality industry, women hold one leadership position for every 10.3 men. Women make up just 33% of management positions in restaurants, and only 19% of chefs and head cooks are women. In the US, 79.3% of chefs identify as male, while 35.6% identify as female. 9.1% of corporate executive chefs are women, while 90.9% are men.
RECOGNITION GAP
Representation in awards and recognition also lags behind. Just 6% of Michelin-starred restaurants are led by women. In 2025, of the 22 new one-starred restaurants in the UK, only one was awarded to a female chef patron – Chef Emily Roux. The percentage of the World’s Best 100 restaurants with a female head chef scratches by at 6.5%. For every female-led Michelin-starred establishment, there are 16 run by men.
Leaving the stars aside, the 2024 State of Gender Equality in the Travel and Hospitality Industry report found that a staggering 63% of female respondents believe they must work harder for recognition and acceptance because of their gender compared to 22% of male respondents who feel the same. A 2022 study from MIT found that female employees are also less likely to be promoted than their male counterparts, despite outperforming them and being less likely to quit.
GENDER-BASED PAY GAP
The gender-based pay gap is persistent in the hospitality industry, and it’s moving in the wrong direction. A 2023 report found that the gender pay gap in hospitality increased from 4.2% to 5.2% over the previous year. According to Equality in Tourism, women in tourism earn approximately 14.7% less than men.
In the US, the average annual salary for chefs and head cooks in 2025 was $45k for men versus $35k for women. In Europe, a study published in 2025 found that the gender wage gap in hospitality management ranges from 5.1 % to 23.8%.
Invisible Labor, Not-So-Invisible Problems
In hospitality, some of the most essential leadership work is rarely listed on a job description. Culture building, conflict mediation, keeping a team calm under pressure, and so many more tasks, are the invisible backbone of a thriving kitchen team. Research shows that this invisible labor disproportionately falls on women, who are expected to absorb stress, maintain morale, and smooth interpersonal dynamics while their contributions remain undervalued. When structural systems fall short, women pick up the slack.
The qualities most associated with effective leadership today – emotional intelligence, adaptability, cross-functional collaboration, and long-term thinking – are the very qualities that have historically been feminized and dismissed as “soft skills.” Yet modern leadership science has made clear that these are high-impact competencies linked to stronger team performance, resilience, and innovation.
Studies show that purpose-driven women leaders consistently rely on empathy, calculated risk-taking, a bias toward action, and achievement orientation across their careers. They excel in both generating ideas and executing them, driven by a deep commitment to purpose and to the people around them. Broader organizational research echoes this: women leaders are more likely to demonstrate participative decision-making, ethical sensitivity, and collaborative leadership styles – traits that correlate with stronger organizational outcomes.
Despite this, what problems are still preventing women from rising to the top?
FALSE STEREOTYPES
A study published in the European Journal of Travel Research found that ingrained stereotypes and sexism continue to be a huge issue in the culinary field. False gender stereotypes, like being less resilient to stress, lacking in authority, or emotional sensitivity, negatively impact women’s career advancement, leaving many on the lower rungs of hospitality roles. What chefs wear can come under scrutiny, too, with something as simple as a sequined chef jacket causing a stir.
All too often, women in kitchens, even those in change, are overlooked in search of a male authority figure. The McKinsey’s 2024 Women in the Workplace study found that women leaders are 1.5x more likely than male leaders to have their judgment questioned, and are twice as likely to be called “too aggressive” when demonstrating the same assertiveness valued in their male counterparts.
THE “OLD BOY’S CLUB”
Studies also show that the “old boy’s club” continues to pose a problem for women working in the hospitality industry. It excludes women from informal and formal networks, making the glass ceiling further out of reach. With mentorship a key ingredient to a successful career, inclusive networking plays a critical role in helping women advance in the hospitality sector.
Deep Dive: A Data-Informed Look at Why Gender Disparity Is Bad Business
Women in Leadership: A Good Decision
Research has found that women in leadership improve decision-making. A 2023 study, conducted by the University of California and Copenhagen Business School and published in the Harvard Business Review, listened to board members from more than 200 publicly traded companies in the US and Europe.
The results? Women come to meetings better prepared, more willing to ask in-depth questions, more open to different points of view, and concerned with accountability and making the right choice as a group rather than worrying about how they might be perceived.
Bias is Expensive
Inclusive environments equals better performance. Research shows that the firms with higher gender diversity in upper management are more likely to achieve better financial and sustainability performance. Inclusive, gender-diverse workplaces drive measurable performance gains and are significantly more likely to outperform less inclusive peers, with higher productivity, increased innovation, stronger employee retention, and nearly 63% greater profitability and productivity.
Side Dish: How do men and women see these barriers differently? A recent study offers insights.
A recent study by EHL Insights found substantial differences in the way male and female hospitality managers understand research-backed factors related to women’s career advancement. While women (and substantial data) report that opportunities have stagnated, men perceive that women’s opportunities to reach top management levels have greatly improved.
While men still hold much of the decision-making power, how will anything change if they don’t see the not-so-invisible problem?
On the Line: Lessons from Women Who Lead
Let’s hear from female voices on the line. What have they learned from their experience in leadership?
WHAT WE NEED: I was the first woman in the Nordics to be president of their chef association. I have been fighting and I thought at times “Oh, I don’t want to do this anymore.” It has been tough. When I started [my career], I must be honest, [Worldchefs] was an old gentlemen’s club. It’s different now. We still need to have more of a mix on the board, a mix of age, women and men, experiences–more voices. Everyone is important. Women and men, we think differently, so the mix is important.
HER ADVICE: It only takes one idiot in the room to try to break you down, so have good mentors, people who you can trust, and then ignore the idiots. You must trust yourself and have a mentor. Call me, I’m going to help. We are stronger together.
WHAT WE NEED: We need to speak up. Because if it’s not just your colleague today, it could be your daughter or your wife next month.
HER ADVICE: We need to focus more on mentorship. That is incredibly vital for career growth.
WHAT WE NEED: We need to stop treating gender equity as a “women’s issue” and start treating it as a leadership and governance standard. That means transparent pathways to senior roles, fair recognition of contribution, and leadership cultures that value both results and people. There isn’t one “correct” way to manage; it depends on the situation, the culture, and the people in front of you and women should not have to lead like men to be taken seriously. In a global chefs’ association, cross-cultural intelligence matters: respect is built through tone and intent. Most importantly, leadership is never about one person. It is about the team you build and the trust you earn.
HER ADVICE: Find mentors and sponsors who could actively advocate for you and create opportunities, not just offer guidance. And when you can, do the same for someone else. Don’t wait to be “ready”; take the seat, do the work, and build credibility through consistency. Be firm when the situation requires it, but don’t confuse toughness with effectiveness. Stay curious, learn, and adapt to today’s realities and never forget that real leadership is measured by the people you develop and bring along with you.
WHAT WE NEED: The biggest challenge is breaking down the ‘old boys’ club’ mentality in the industry.
HER ADVICE: The mentorship experience [is] transformative.
WHAT WE NEED: The workplace is really responsible for creating that positive culture. Getting rid of harassment in workplaces. It’s about creating stronger mentorship with senior chefs and junior chefs and getting rid of that divide.
HER ADVICE: I definitely have to thank all the mentors I’ve had previously to make up the chef I am today and the person I am today. The mentors that have guided me through these competitions made me want to also mentor future generations.
Young Chef Constantina Papaioannou
She will compete at the Finals during the 2026 Worldchefs Congress & Expo in Wales this May.
WHAT WE NEED: The industry is in need of many other female chefs and leaders. Growing up I was very lucky to have various female mentors around me such as my grandmother who inspired me to keep going and follow my dream.
HER ADVICE: My advice to other female chefs is to always believe in yourself and keep trying to achieve your goals.
Breaking the Demi-Glace Ceiling: Systemic Change or Bust
Dig into the history of the culinary profession and you’ll find it’s riddled with the same story. We know the Auguste Escoffiers, and the Rosa Lewises and Marthe Distels of the world are forgotten. Search for related articles and you will come up with thousands, hundreds of thousands, of related writing.
The pandemic undid years of progress towards gender parity in leadership. While brands including Marriott, Hilton and Accor have pledged to increase female representation in leadership roles, according to the 2025 Women in the Workplace study, only half of companies are prioritizing women’s career advancement, part of a multi-year trend in declining commitment to gender diversity.
Despite the challenges faced, women aren’t going to stop at the demi-glace ceiling. They’re taking their chefs’ knives to it, from smashing stereotypes in corporate kitchens to owning their own businesses. In the US, one-half of restaurant businesses are owned by women and 49% of restaurant firms are at least 50% owned by women, according to recent data from the National Restaurant Association. Women entrepreneurs in culinary are hungry for change, and they aren’t waiting for someone else to make it happen.
Mentorship & networking are key
Many women in hospitality attribute their achievements to mentorship. Look no further than the women profiled above for evidence of the impact a support network can have on navigating challenges and seizing new opportunities. In a global survey, 71% of businesswomen said their mentor was influential in their career advancement. Women with mentors are promoted five times more often and are 33% more likely to be seen as strong performers in the workplace.
Then there is this statistic: Men apply for jobs when they meet 60% of the qualifications, while women wait until they meet 100%. Mentorship can help address this, providing women with the right kind of support to ensure they go after what they deserve.
Access to strong professional networks is overall one of the most powerful accelerators of women’s career growth in hospitality. Mentorship, in particular, gives women the guidance, visibility, and confidence needed to navigate structural barriers. When women are connected to peers and seasoned leaders who champion their development, they are far more likely to advance. Expanding these networks and ensuring women have real pathways into them is essential for progress.
More than anything, we need to address the structural barriers holding women back. As long as the systems shaping career progression remain biased, women will continue to do the work without receiving the power, recognition, or opportunity that matches their contribution. Addressing these structural barriers means redesigning how we hire, promote, mentor, and value leadership itself. It requires shifting from relying on the invisible labor of women to building cultures where emotional intelligence, collaboration, and inclusive leadership are recognized as strategic assets, not gendered expectations.
When the industry embraces structures that support women’s advancement, it’ll do more than correct an imbalance. We need more women to unlock the full creative and economic potential of the global hospitality workforce.
Despite the figures and the major work still left to overcome regarding gender, there is so much inspiring action from individuals and organizations committed to closing the gender gap in hospitality. With passion and persistence, women won’t be stopped. Where they don’t have a seat at the table, they’re setting their own.
Check out the resources below for more.
More Women!
Looking for more on women in the industry? Keep reading:
Building a More Inclusive Future in the Culinary Industry
While the kitchen has long been perceived as a male-dominated space, the tides are shifting, and together we are building a better, more inclusive future.
Discover the dedication, resilience, talent, and innovation of women shaping our industry today.
Why Mentorship Matters Now More Than Ever in the Culinary World
Mentorship could be a key piece of the puzzle to solving the gender gap, making sure that the industry doesn’t leave talent on the table when it comes to hiring for leadership roles.
Read our recent article to learn more.
Empowering Women in the Culinary Industry
In an exclusive interview, Chef Zana Alvarado of SA Chefs highlights key action points to address gender disparities in the culinary world and support equity in a male-dominated industry.
Additional Resources
- James Beard Women’s Entrepreneurial Leadership program
- Women’s Foodservice Forum
- Women in Hospitality Leadership Alliance
- 10 women in F&B and their commitments to empowerment
- WiRL 2025 Year in Review: Celebrating the Women Shaping the Future of Restaurants
- The 2025 Power List: Women in foodservice
Have a resource or women-led initiative to share? Get in touch.
Network at Worldchefs Congress 2026
Find your next mentor at Worldchefs Congress in May. In addition to connecting directly with industry experts and experienced professionals, you’ll hear from several female leaders, including:
- Sian Wyn Owen, the Executive Head Chef of The River Cafe, one of London’s most iconic Michelin-starred Italian restaurants. Sian is a regular guest on Ruth Rogers’ podcast Ruthie’s Table 4.
- Chef Shonah Chalmers CCC, B.A.Sc., WCCE, the Chair of the Worldchefs Feed the Planet and Sustainability & Inclusivity Committee. A culinary educator and sustainability advocate, Shonah is known for championing regenerative and locally sourced “hero ingredients” in modern recipe development.
- Rosalyn Ediger, the founder and CEO of The Culinary Diplomacy Foundation of Canada. In addition to this role, since 2017 Rosalyn has been a passionate Culinary Arts Instructor at her alma mater, Southern Alberta Institute of Technology.
And so many more.
Register now to join the international chef community for Worldchefs Congress & Expo 2026, taking place 16 -19 May 2026 in Newport, Wales.
Photo credits and captions
Featured image: Competitor at the 2025 Global Chefs Challenge European Grand Prix semi-finals.
Written by Clare Crowe Worldchefs Editor.
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Gulf Gourmet Magazine – February 2026
In the February 2026 edition of Gulf Gourmet Magazine, meet Chef Nabhan Abdulrahman, and get inspired by stories on food waste, recognition, the art of giving, and more.
To learn more about Worldchefs, click here.
About the Emirates Culinary Guild (ECG)
An Overview of the Emirates Culinary Guild
The Emirates Culinary Guild (ECG) is the association of professional chefs of the UAE. It is a non-profit-making organisation, organised by volunteers dedicated solely to the advancement of culinary art in the UAE.
The World Association of Chefs Societies (Worldchefs) (www.worldchefs.org) is the 105-nation fellowship of the world’s various professional chefs’ organisations.
The ECG received its charter into Worldchefs at a ceremony in Stavanger, Norway on June 28, 1994, during the Worldchefs 26th World Congress. Worldchefs endorses the ECG as the authorized professional culinary association for the UAE. The ECG, thereby, has an international culinary focus and multi-national support for the staging of its various competitions, seminars and events.
The aims of the ECG, broadly, are:
- To encourage and inspire young chefs through training and competition.
- To enhance internationally the culinary prestige of the UAE.
- To encourage UAE nationals to consider a career within the hospitality industry.
Social media plays a large part in the Guilds self-promotion and the Gulf Gourmet magazine drive awareness around the globe.
Follow these links for more information on the Emirates Culinary Guild:
www.emiratesculinaryguild.net/, www.facebook.com/Emirates-Culinary-Guild-763644223697376/timeline/, www.facebook.com/gulfgourmet?fref=ts
Membership of the ECG is open to all of those professionally and solely involved in the preparation of food.
Anyone interested in the ECG please find their contact below.
The Emirates Culinary Guild
PO Box 454922 – Dubai – UAE
Tel: + 971 56 8014089.
E-mail: emiratesculinaryguild@gmail.com
See below for recipe
Bean, Barley, and Lentil Stew with Sausage – Recipe
Adapted by ERICH GLAVICA
Ingredients
- 400 g dried mixed legumes and grains (beans, lentils, barley)
- 2 Kranjska sausages
- 100 g bacon
- 2 medium onions
- 2 cloves of garlic
- 3 medium carrots
- 200 ml tomato purée
- fresh parsley
- bay leaf
- salt, pepper
- 1 tablespoon pork lard
Instructions
- Soak the dried mixture of beans, lentils, and barley in water overnight.
- The next day, drain the water, place the legumes and grains in a large pot, and bring them to a boil. Drain again. In fresh water, add 2–3 bay leaves to reduce potential bloating. If desired, add a piece of smoked meat or a few slices of bacon. Cook for about 30–40 minutes, until the beans are tender. Drain the legumes.
- In another (larger) pot over medium heat, melt the lard and sauté the finely chopped onion until translucent. Add sliced carrots, minced garlic, Kranjska sausage cut into rounds, and diced bacon. Sauté for a few minutes, then add the tomato purée.
- Cook for about ten minutes, then add the pre-cooked beans, lentils, and barley. Pour in enough water or stock to cover the legumes and vegetables. Season with salt and pepper, and cook until the carrots and onions are completely soft.
- If desired, you can add a roux (zaprška), although this stew is thick enough on its own. Like most hearty stews, it tastes even better the next day.
For more recipes, visit www.worldchefs.org/news.
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Arkansas Cheese Dip
See below for recipe
History of Arkansas Cheese Dip
A Cheese dip has always been more than a side dish in Arkansas. In the Natural State, it’s a comfort, a calling, and for many, a core memory.
Before it landed on fast-casual menus, late-night cravings, and TikTok tables, cheese dip was already bubbling away in a dirt floor restaurant in Hot Springs, Arkansas. What started as a humble house blend of melted cheese and spice has grown into something much bigger: a shared tradition, a source of pride, and arguably—though we’ll save that debate for another day—a contender for one of America’s great regional foods.
The story begins in 1935, when Blackie Donnelly opened Mexico Chiquito in Hot Springs. Alongside his enchiladas, he served a golden, molten cheese dip that quickly became a sensation. When Donnely later expanded to North Little Rock, cheese dip went with him, and before long other restaurants across the state followed suit. Families even began recreating it at home, each with their own spin.
When anyone claims to be the first or the best at something, they open themselves up to debate. Texans claim their chile con queso came first, but Arkansans argue our version is the original. They can undoubtedly be considered cousins. Queso is chunkier and spicier, while Arkansas cheese dip is all about a silky texture that can be scooped, drizzled or poured.
What does and doesn’t belong in cheese dip is also often debated. Donnelly’s recipe is still a closely guarded secret, but most agree it started with processed yellow cheese that was thinned with milk and lightly seasoned. Served warm in small bowls with baskets of tortilla chips, it was simple but irresistible. The desire for more of the cheesy dipped people to start recreating it at home. Cooks took to melting blocks of cheese on the stovetop and adding garlic, cumin, chili powder, or even a can of Ro-Tel. Some kept it mild, others cranked up the heat with jalapeños. Some swear by yellow American cheese, while others use white American. However it was made, the joy was the same: a bubbling bowl of cheese dip at the center of the table.
Cheese dip isn’t just a snack in Arkansas; it’s part of our culture. Nearly every restaurant serves it, it fuels Razorback watch parties, and it’s the dish Arkansans love to debate as much as sports.
That pride has stretched far beyond state lines. Cheese dip has been featured in documentaries, covered in national newspapers, and even went head-to-head against Texas queso in a 2016 blind taste test on Capitol Hill. Arkansas won, confirming what locals already knew: the best cheese dip starts right here.
Since 2010, Little Rock has hosted the World Cheese Dip Championship, where pros and home cooks compete for bragging rights. Visitors taste their way through the entries, judges pick winners, and proceeds benefit Harmony Health Clinic, a free medical and dental clinic in the city. Originally held in the fall, the event has recently teamed up with the Foam Fest Craft Beer Festival in June, bringing Arkansans together for the classic combination of beer and cheese dip.
Arkansas Cheese Dip – Recipe
RECIPE Adapted by JOHN COLETTA
Yields 20 servings
Ingredients
- 90g. Butter; Unsalted; Small Dice
- 50g. Flour; All-Purpose; Sifted
- 500ml. Milk; Whole; Pasteurized
- 15g. Butter; Unsalted; Small Dice
- 200g. Onion; Yellow or White; Peeled; Finely Minced
- 60g. Poblano Chile; Finely Minced
- 45g. Jalapeño Chile; Finely Minced
- 200g. Tomatoes; Fresh; Cored; Small Diced
- 250g. Cheese; Velveeta; Large Diced
- 250g. Cheese; Monterey Jack; Shredded
- 200g. Green Chiles; Finely Minced
- 5g. Cumin; Ground
- 3g. Salt; Sea; Fine Grind
- 2g. Chili Powder
- 2g. Garlic Powder
- 1g. Pepper; Black; Fine Grind
- 0.25g. Pepper; Cayenne
- 5g. Cilantro; Fresh; Leaves Only
- 200g. Tortilla Chips; Crisp
Instructions
- Place the butter in a heavy bottom skillet and onto a low flame. Whisk in flour, stir with a wooden spoon, cook, until fragrant, about 1 minute.
- Gradually add in milk, whisking constantly, until smooth and combined. Remove from heat; set aside.
- Melt butter in a large heavy bottom saucepan over a medium flame. Add onion, poblano, and jalapeño; cook, stirring often, until onions are translucent, 4 to 5 minutes. Stir in tomatoes, and cook, stirring often, until onions have softened and tomatoes have broken down slightly, about 3 minutes. Add the Velveeta cheese, Monterey Jack cheese, green chiles to the saucepan. Cook over medium heat, stirring constantly, until melted and smooth, about 5 minutes.
- Remove from heat, and stir in cumin, salt, chili powder, garlic powder, black pepper, and cayenne pepper.
- Transfer the Arkansas Cheese dip to an appropriate serving vessel. Garnish with cilantro, and serve hot with tortilla chips.
For more recipes, visit www.worldchefs.org/news.
On February 6, chefs from Yangon and Ngapali Beach came together to support two charity schools in East Dagon, Myanmar, reaching 70 students at one school and 121 students at another.
Thanks to the generous donation of Chef Myo Sandar Htun and her family, students received traditional school bags filled with essential stationery items, including exercise books, rulers, erasers, sharpeners, pencils, and ballpoint pens.
The donation took place on the same day as the students’ exams. After finishing their exams in the morning, the children were surprised with their new school bags. From kindergarten to middle school, students proudly explored their new supplies, comparing colors and even trading items with friends to choose their favorites.
A Collective Effort by Myanmar’s Culinary Community
This meaningful initiative was made possible through the efforts of:
- Yangon Chefs: Kyaw Kyaw and Ye Nanda Khin
- Ngapali: Ma Khin Khin Myo
- Myanmar Chefs Association (MCA): Ma Khet Khet, Chef Kyaw Kyaw Tan, and Chef Kaung Myat
Special thanks to Chef Myo Sandar Htun and her family for their continued support of the Myanmar Chefs Association (MCA) and Worldchefs Social Responsibility initiatives from 2021–2026.
Gratitude also goes to all generous donors who contributed school bags, as well as Andreas and Markus for their stationery donations.
Supporting Education, Supporting Communities
For many years, the Myanmar Chefs Association has supported ongoing educational initiatives across the country. Since 2025 alone, more than 8,000 students have received support through the donation of traditional Myanmar-made school bags, including Kachin, Arakan, and Shan styles.
All items are locally made in Myanmar, helping to:
- Sustain local jobs and income
- Strengthen food security for families
- Reduce CO₂ emissions by avoiding long-distance foreign aid transport
- Make school support more accessible, affordable, and sustainable
Through these initiatives, MCA chefs continue to align with global goals and Worldchefs’ commitment to social responsibility, ensuring that children across Myanmar receive support in education, health, and food security.
Together, these efforts help ensure that communities remain hopeful and resilient.
Chefs Association of Pakistan (CAP), in strategic partnership with the College of Tourism & Hotel Management (COTHM), successfully concluded the Pakistan International Culinary Championship (PICC) 2026 – Season 8, held from February 9–12, 2026. Endorsed by Worldchefs, the four-day championship emerged as one of the largest and most dynamic culinary gatherings in the region, setting new benchmarks for excellence, participation, and professional standards.
A Championship of Global Standards
With more than 5,000 participants competing across 30+ categories and vying for 15 prestigious titles, PICC 2026 demonstrated Pakistan’s growing strength on the international culinary stage. Culinary arts students, professional chefs, and international teams competed in a spirit of skill, discipline, and innovation—reflecting the true essence of competitive gastronomy.
Worldchefs Vice President Uwe Micheel led the championship as Head of Jury, ensuring rigorous adherence to global competition standards, while Chef Muhammad Raees served as Assistant Head of Jury. The presence of internationally aligned judging standards reaffirmed PICC’s credibility as a world-class culinary competition.
Strong Institutional Backing
The championship was held in collaboration with the Prime Minister’s Youth Programme and the National Vocational & Technical Training Commission (NAVTTC), reinforcing its core objective: youth empowerment through skill development aligned with international benchmarks.
The event received remarkable institutional and diplomatic support from distinguished national leaders and industry representatives, underlining the growing recognition of culinary arts as a strategic sector for youth development, economic growth, and cultural diplomacy.
Industry Partnership & Professional Execution
PICC 2026 was presented by National Foods and powered by Coca-Cola, Cheezious, K&N’s, and Nestlé Professional. Conducted in association Young’s Food, Haier, Rose Petal Professional, Ambassador Commercial Kitchen Equipment, and Blue Band, the event maintained full hygiene compliance, reinforcing international standards of food safety and professionalism.
Thought Leadership & Industry Dialogue
On the sidelines of PICC 2026, two impactful panel discussions were also convened, adding an important intellectual dimension to the championship. The first session, titled “The Future of Pakistani Cuisine on the Global Stage,” explored strategies for positioning Pakistan’s rich culinary heritage in international markets. The second discussion, “Future of Pakistani Chefs & International Cuisines in Pakistan,” focused on evolving industry trends, global mobility for chefs, cross-cultural culinary exchange, and the growing presence of international cuisines within Pakistan’s hospitality sector.
“Senses in the Kitchen”: A Defining Moment
One of the most inspiring highlights of PICC 2026 was the “Senses in the Kitchen” segment, where 25 visually impaired chefs competed across multiple categories. The segment celebrated resilience, talent, and inclusivity—sending a powerful global message about equal opportunity in culinary arts.
A Vision for Pakistan’s Culinary Future
CAP Founder & President Ahmad Shafiq expressed gratitude to Worldchefs for its continued support and emphasized that PICC 2026 aims to position Pakistani cuisine prominently on the global culinary map while training youth according to Worldchefs standards.
With record-breaking participation, strong governmental backing, and industry collaboration, PICC 2026 has firmly established itself as one of the most significant culinary championships in the region—celebrating excellence, inclusivity, and the future of gastronomy.
To view more photos, click here.
Read the below message from Peter Tischhauser, Worldchefs’ Culture Cuisine & Heritage Food Committee Chair, about his visit to India for the World Culinary Heritage Conference.
My recent visit to India for the World Culinary Heritage Conference was more than a professional engagement, it was a deeply grounding experience that reinforced why culture, cuisine, and heritage are inseparable.
India is a country where history is not confined to museums or textbooks; it lives in everyday life, in markets, kitchens, and family tables. This was perhaps most powerfully felt during our visit to the Taj Mahal. Standing before a structure that has endured for centuries, crafted with precision, patience, and profound respect for tradition, I was struck by how closely it mirrors the story of food. Like great architecture, great cuisine is built over time… refined, preserved, and passed down through generations.
Throughout the conference, there was a strong and recurring emphasis on mastering the fundamentals: understanding ingredients, respecting spices, and recognizing their purpose, balance, and nutritional value. These principles are timeless. They are the same foundations that underpin heritage recipes across cultures, whether in India, Australia, or elsewhere in the world. Food, at its best, tells the story of a place and its people.
One of the most meaningful discussions centred on the responsibility we share as chefs to pass this knowledge forward. Preserving culinary heritage is about identity. When young chefs learn the stories behind traditional dishes — often taught in the same way a grandmother teaches a family recipe — they gain more than technique. They gain connection, pride, and a sense of belonging within their culinary culture.
This industry has given me the opportunity to travel, to learn, and to form lasting friendships across borders. Giving back through mentorship and advocacy for heritage cuisine is both a privilege and a responsibility I take seriously. Seeing chefs around the world now reintroducing traditional dishes, using regional products and time-honored methods, is an encouraging sign that cultural cuisine is not being lost, but rediscovered.
India reminded me that when we honor the past, whether through architecture, food, or shared traditions, we strengthen the future of our craft.
China Cuisine Association Shares Spring Festival Culture with the World through Intangible Culinary Heritage
On February 10, at the invitation of the Permanent Delegation of China to UNESCO, the China Cuisine Association traveled to UNESCO Headquarters in Paris, France, to participate in the 2026 Spring Festival Temple Fair. Featuring intangible cultural heritage (ICH) delicacies and time-honored Chinese brands from seven provinces—Beijing, Liaoning, Zhejiang, Hubei, Guangdong, Sichuan, and Shanxi—covering ten cities, the event showcased the culinary philosophy and cultural significance embodied in the Spring Festival, a world-recognized intangible cultural heritage.
UNESCO Director-General Khaled El-Enany, Deputy Director-General Xing Qu, President of the General Conference Khondker M. Talha, Chairperson of the Executive Board Nasser Bin Hamad Al Hinzab, along with Yang Xinyu, Permanent Delegate of China to UNESCO, and Yang Liu, President of the China Cuisine Association, attended the event.
In his remarks, the Director-General emphasized that the Year of the Horse symbolizes courage and progress, reflecting the spirit of forging ahead in the face of challenges. The inscription of the Spring Festival on the Representative List of the Intangible Cultural Heritage of Humanity not only highlights the global influence of Chinese culture, but also injects new momentum into exchanges and mutual learning among civilizations. In today’s increasingly uncertain international environment, such a spirit of perseverance and advancement is particularly vital. UNESCO stands ready to further strengthen cooperation with China on this occasion.
Yang Xinyu, Permanent Delegate of China to UNESCO, noted in her speech that holding the Spring Festival celebration in the form of a temple fair at UNESCO Headquarters allowed guests to experience traditional Chinese festive customs firsthand. These traditions, passed down through generations, demonstrate the profound historical heritage and contemporary relevance of Chinese culture.
At the event, regional flavors complemented one another, each expressing both local characteristics and auspicious New Year symbolism. Taizhou’s honey-glazed roasted rice cake, crispy outside and soft inside, conveyed wishes for “rising higher year after year.” Yangzhou’s soup dumplings, with delicate wrappers and savory fillings, embodied the light and refined elegance of Huaiyang cuisine. Shantou’s steamed mackerel rice dish highlighted the beauty of natural flavors through simplicity. Hubei’s honey-glazed lotus root, tender and sweet, symbolized reunion and good fortune. In the Sichuan exhibition area, sweet-skinned duck offered rich, aromatic sweetness, while Qiaojiao beef soup delivered a mellow and flavorful broth. Shenyang’s guobaorou (sweet and sour crispy beef) was crispy on the outside and tender within, with a bright sweet-sour taste. Beijing’s traditional fried pastries, Youxiang, added a crisp and fragrant touch. Together, these vibrant dishes conveyed the everyday warmth, seasonal wisdom, and cultural meanings embedded in Chinese New Year cuisine.
President Yang Liu stated that “Spring Festival — the Social Practices of the Chinese People in Celebration of the Traditional New Year” was inscribed on UNESCO’s Representative List of the Intangible Cultural Heritage of Humanity in December 2024. Presenting Spring Festival culture through cuisine at UNESCO Headquarters was not only a showcase of culinary craftsmanship, but also a vivid practice of dialogue and mutual learning among civilizations.
The event brought together more than 500 participants, including senior UNESCO officials, permanent representatives from various countries, and distinguished guests from different sectors, to celebrate the traditional Chinese Lunar New Year. Through immersive tasting experiences and interactive exchanges, Director-General Khaled El-Enany and other attendees experienced the vibrant vitality of Chinese culinary culture and appreciated the inclusiveness and rich diversity of Chinese civilization. The values of reunion and blessing embodied in the Spring Festival transcend cultural differences and resonate broadly across civilizations.
Using food as a bridge to connect civilizations and flavor as a medium to promote dialogue and mutual learning, this Spring Festival temple fair enabled the world to perceive a China that is credible, lovable, and respectable amid the warmth of everyday life and human connection. It also provided a sustainable pathway for the international expression of Chinese culinary culture. The China Cuisine Association will continue to deepen the exploration of intangible cultural heritage culinary resources and expand international exchanges and cooperation, promoting the enduring vitality of China’s outstanding traditional culture on a broader global stage.
Mentorship: the secret ingredient to industry success?
When you read a chef’s bio, it usually includes who they worked for. If they’ve been lucky, it might read something like this:
Tom Phillips trained at The Ritz in London, before moving on to Simon Rogan’s L’Enclume in the Lake District and Thomas Keller’s Per Se in New York. He later returned to London to join Restaurant Story, working alongside chef patron Tom Sellers.
Meet Tom and hear more about his career journey “From Newport to the Bocuse d’Or Stage” at Worldchefs Congress & Expo this May.
While this might not be immediately read as mentor-protégé relationships, the value is clear. Where a chef worked and for whom is a big part of how their skills are perceived. For some, it’s like a badge of honor. A well-known mentor can signal potential, legitimize a chef in the eyes of colleagues and consumers, and inspire culinary professionals to aspire to excellence in an effort to be a part of a shared legacy.
A big-name mentor in your bio might get you noticed, but the benefits run a lot deeper than PR. In this article, we’ll explore why mentorship matters now more than ever in the culinary world.
An Underrated Resource for Today’s Hospitality Landscape
Mentoring is an underrated resource and an under-recognized skillset. According to recent data, 76% of people think mentors are important, but only 37% actually have one.
You can be a great chef but not know a thing about how to inspire someone or guide them towards a long-term perspective on career. It takes time to cultivate skills to mentor and manage people, and the willingness to continue to learn from protégés, too. According to the latest data from Deloitte, many managers only spend 13% of their time developing the people who work for them, and more than one-third (36%) are not sufficiently prepared to be people managers, suggesting that more learning and development is needed across each stage of a person’s career.
Mentoring represents one of many skills that are increasingly expected by today’s hospitality landscape. Culinary professionals need to be multifaceted to respond to an evolving industry, one changed by the pandemic and shifting generational expectations. From small businesses to large commercial kitchens, chefs need to demonstrate strong managerial and leadership skills, as well as operational and administrative skills. Success also often depends on being savvy when it comes to social media, culinary arts tourism, and the latest culinary trends. With so many things to consider in building a successful career, culinary professionals need diverse guidance.
While the culinary arts has traditionally been rooted in vocational training and hands-on apprenticeship, across the globe, industry leaders, educators, and employers report that traditional technical training alone is insufficient to meet these shifting demands.
The need for meaningful and intentional mentorship is stronger than ever, a kind of mentorship to strengthen career development by offering specific expertise, insights, and opportunities, whether near or far.
Deep Dive: A Data-Informed Look at Why Mentorship Matters Now More Than Ever
Mentorship delivers clear strategic value, for employers, mentors, and mentees alike. It’s no wonder why 98% of Fortune 500 companies invest in structured mentorship programs and report higher engagement, stronger pathways for leadership development, and higher retention rates as a result.
Especially now, with automation and AI quickly reshaping day-to-day activities, both employers and customers are searching for connection and adaptive, human-centric skills. Mentorship can help to keep a balance in check by creating opportunities for dialogue around new technologies, approaches, and ways of working. By bridging tradition and innovation and helping to connect perspectives across generations, cultures, and specializations, mentorship can be a key driver for growth, for both the industry and its individuals.
Strengthening Team Culture and Employee Retention
Studies show workplaces with structured mentorship see higher retention rates for mentees (72%) and mentors (69%) compared to other employees. Especially for the new generation of workers, a focus on learning is essential. In a 2025 survey from Deloitte, when asked the strongest reasons for choosing to work for their current employer, Gen Z put learning and development in the top three, with specific mention of wanting greater guidance, inspiration, and mentorship from their managers.
Mentorship also can also be a part of efforts to address mental health in the kitchen. Mental wellness is an increasingly visible challenge for chefs worldwide, and the value of mentor relationships shows up in this area as well. Studies show 45% of employees feel uncomfortable discussing mental health concerns with their managers. Mentorship builds trust and provides emotional scaffolding, reminding chefs that they are not alone and that their contributions are valued. Data shows that 89% of employees with mentors say colleagues value their work, versus 75% without mentors. All this from knowing someone has their back.
Side Dish: Gen Z’s Career Expectations
86% of Gen Z and 84% of millennials consider mentorship from experienced colleagues to be a key tool for career growth.
9 in 10 Gen Zs (89%) and millennials (92%) consider a sense of purpose to be important to their job satisfaction and well-being.
Promoting Skills Transfer
Mentorship is at the heart of craft, with one person’s mastery becoming the next person’s foundation. According to the Harvard Business Review (HBR), global research shows structured mentoring accelerates skill development by 30% or more. In a study by the HBR, across 19 countries, 84% of workers said that mentors helped them achieve competence in their roles faster.
It’s also a two-way exchange. Seasoned chefs can share their insights and offer actionable guidance to their mentees. Mentees in exchange bring new perspectives and skills to the table, challenging their predecessors with fresh questions, ideas, and innovations.
And mentorship isn’t just for young chefs. It can benefit chefs at every point in their career. Beyond age and traditional kitchen hierarchy, mentorship promotes mutual learning across generations, cultures, and disciplines. Peer-to-peer mentoring has its place, too, with more experienced colleagues helping others to grow confidence, and encourage collaboration.
Fostering Inclusive Leadership Development
Mentorship is also one of the most effective tools for advancing diversity, equity, and inclusion in the workplace, which leads to many more gains. Research has shown that mentorship programs can increase minority representation in management positions more effectively than many standalone diversity initiatives, with studies reporting improvements in leadership representation for underrepresented employees when mentoring is part of the strategy. What’s more, the data shows that when employees feel represented, innovation improves by an astonishing 83%.
A recent survey by the Gallup Center on Black Voices found that employees with a mentor are 1) more than twice as likely as those without to strongly agree that their organization provides a clear plan for their career development, 2) twice as likely to strongly agree that they have had opportunities to learn and grow at work in the last year, 3) twice as likely to be engaged, and 4) 98% more likely to strongly agree that they would recommend their organization as a great place to work.
For women, mentorship has huge potential, too. A recent study from MIT found that female employees are less likely to be promoted than their male counterparts, despite outperforming them and being less likely to quit. Research also shows that women are less likely to self-promote. In a DDI Women in the Workplace Global Research study, a survey from 19 different countries found that 63% of women have never had a formal mentor.
Despite women making up more than half of the restaurant and foodservice workforce (52.6% in 2022, according to DataUSA), their representation sharply declines as seniority rises. Only 21.6% (down from 22.6% in 2022) of head chefs and cooks identified as women in 2024, revealing a persistent gender gap in leadership. Meanwhile, half of students at the Culinary Institute of America are female. Women occupy only 6.3% of the head chef positions at prominent U.S. restaurant groups, whereas women CEOs run 11% of Fortune 500 companies in 2025, having made significant gains since 2018. As Fortune 500 companies continue to invest in structured mentorship programs, their strategy could be an important model to address gender representation in professional kitchens.
Mentorship could be a key piece of the puzzle to solving the gender gap, making sure that the industry doesn’t leave talent on the table when it comes to hiring for leadership roles. Across the culinary world, mentorship can help to ensure that chefs of all backgrounds and at all points in their career can rise with confidence and clarity.
Mentorship is Legacy and a Long-Term Strategy
Worldchefs and its members are not just looking to help create great chefs. Our community is here to foster leaders for a better culinary industry and food system at large. Going beyond technical skills, mentorship is about more than just imparting culinary expertise. By modeling and inspiring leadership qualities, mentorship also helps to ensure that we develop the strategic, professional, and personal competencies necessary to navigate today’s complex hospitality environment and beyond.
Through this support, we create a cycle of mentees who grow to become mentors, and an industry culture of learning and development. Mentorship is a legacy of leadership, one that branches out into the past, present, and future.
So, if a chef has been lucky, their bio might read something like this:
Marco Pierre White is a renowned chef, restaurateur and TV personality. A leading figure in the UK restaurant scene for over 25 years, he has been influential in the culinary careers of many including Gordon Ramsay and Heston Blumenthal. Marco’s rise to culinary acclaim began at 19, when he moved to London to study classical French cuisine under Albert and Michel Roux at Le Gavroche. He later honed his craft with Raymond Blanc and Pierre Koffmann, masters of French cooking technique.
Chef, Restaurateur, and TV Personality
Meet Marco and hear more about his career journey at Worldchefs Congress & Expo this May.
Mentorship in Action
WFF Young Chefs Programme
The World Food Forum (WFF)’s Young Chefs Programme equips chefs aged 18-35 with skills, knowledge and networks to take a leading role in transforming agrifood systems through culinary practices.
Each participant will be paired with a mentor from the Worldchefs network to drive local food systems projects.
Young Chefs Clubs
Young Chefs Clubs connect emerging culinary professionals within a global network, providing mentorship and leadership development through friendship, cuisine, and cultural exchange.
A toolkit is also currently being developed for rollout to national chef associations, offering guidance to launch and manage a mentorship program for young chefs.
To learn more about starting a Young Chefs Club, contact the Worldchefs office.
Billy Gallagher Young Chefs Forum
At Worldchefs Congress & Expo, the Billy Gallagher Young Chefs Forum Program provides young up-and-coming chefs proper training, guidance, and learning opportunities.
At Worldchefs Congress 2026, the exciting young chefs program includes a trip to Cardiff Market, a foraging experience, face-to-face sessions with Michelin-starred chefs, and more.
Interested in being matched with a mentor — or becoming one? Get in touch with us.
Photo credits and captions
Cover image: Billy Gallagher Young Chefs Forum at the 2024 Worldchefs Congress & Expo.
Written by Worldchefs Editor.