Workplace culture can make or break a company. It’s the talent and individuals that contribute to a business who define its success from the beginning. According to Deloitte, 83% of executives and 84% of employees believe that having engaged and motivated employees is the most important part of a company’s success.
It is easy to promise your employees and audience that you strive for a diverse and inclusive work environment, but the execution of this promise is where many companies struggle. Creating a truly inclusive workplace goes beyond just making statements or setting policies; it requires continuous effort, commitment and a strategic approach.
In this article, I will share tried and tested initiatives and practices that will help your business achieve growing results while working to cultivate a more diverse and inclusive workplace environment. Implementing these strategies can transform your workplace culture and set your company up for long-term success.
Partner with Local Organizations to Diversify Your Candidate Pool
The foundation of every diverse workforce includes recruiting tactics that target individuals from different backgrounds, beliefs and identities. If you only list your open roles on LinkedIn, your candidate pool may be limited. That’s not to say LinkedIn isn’t a diverse community; however, this listing will only be available to candidates with internet access. Additionally, you might accidentally filter out potentially qualified candidates who may not have the traditional experience for the role but would otherwise be a great fit.
Partnering with local organizations can assist your recruiting and human resources teams by tapping into more diverse communities. For example, Henry Street Settlement is a reputable and seasoned not-for-profit agency with over 125 years of experience providing opportunities to New York City’s Lower East Side community with various programs. Organizations like this are crucial allies in building a diverse workforce.
When identifying these organizations in your neighborhood, look for agencies that provide the tools and resources to help members find good-paying jobs. Establishing partnerships with these organizations can significantly broaden the diversity of your candidate pool, ensuring you attract talented individuals who bring varied perspectives and experiences to your company.
Develop an Equity, Diversity & Inclusion (EDI) Committee
Next, your company will need to establish an EDI committee to implement equity, diversity and inclusion standards and hold all team members accountable. There are many ways to do this, but what I find works best is identifying key representatives from each of your properties or teams with different experience levels. Of course, it is important to ensure that this group represents many different voices and backgrounds within the brand.
With this committee in place, you must develop clear, concise goals and set actionable steps. What do you hope to achieve with this committee? What programs and training need to be put in place to meet your goals? Are there opportunities to present new policies to protect your diverse employees and hold your workforce accountable?
As a suggestion, if your brand does not already have an anti-racism, access and equity policy, you should develop one. This policy should be something all new hires review and commit to when joining the team. Additionally, the committee should regularly review and update this policy to ensure it remains relevant and effective.
Bring in External Experts
External experts can provide a different perspective and outlook. They can not only assess the current state of the workplace but also offer insightful advice based on their particular background and experience. They can advise and present your team with viable solutions and processes to nurture the environment you seek to develop.
For instance, bringing in a gender identity expert could help identify areas of growth that your team may not see. This expert could also contribute to the education aspect necessary for every EDI committee and teach the members how to properly navigate certain conversations tied to pronouns, gender identity and expression. This type of training is invaluable in fostering a respectful and inclusive workplace where all employees feel valued and understood.
Similarly, experts in cultural competency can offer training sessions that help employees understand and appreciate their colleagues’ diverse backgrounds. This training can include topics like cultural norms, communication styles and conflict resolution strategies, which are critical for creating a harmonious and productive work environment.
Anonymous Surveys
Creating a safe space for your current employees to share their opinions about the workplace is crucial. Conducting anonymous surveys encourages employees to freely express their feelings about their work environment.
Some people may find it difficult to approach leadership with their struggles or grievances. According to a study performed by MyPerfectResume, 86% of respondents fear human resources. In addition, 85% hesitated to approach HR representatives to discuss work-related issues.
Anonymity provides a buffer and allows employees to confidently express their feelings about their work environment and where things could improve. This, in turn, provides the EDI committee with unbiased insight into what employees are experiencing on a day-to-day basis.
The data collected from these surveys can be instrumental in identifying areas for improvement and developing targeted initiatives to address employee concerns. It also demonstrates to employees that their voices are heard and valued, significantly boosting morale and engagement.
Introduce Training to Educate Your Staff
Continued education is paramount to creating a diverse and inclusive workplace. This essentially helps your workforce navigate unique scenarios and learn to work with other team members with different gender identities or cultural backgrounds.
In particular, I’ve found that de-escalation training is extremely helpful for hospitality brands. This training provides employees with support mechanisms and tools for managing socially driven scenarios within the hotel. It is best when introduced to team members in their first weeks on the job so they are equipped to succeed from the beginning.
Another useful form of training is gender identity training. Diversity Builder is a wonderful partner for facilitating this training with your team. The ultimate goal of this program is to educate employees on verbiage and communication in relation to gender expression. This will empower your team members with confidence when interacting with guests and other employees.
Finally, cultural interviewing training presents your managers and leadership team with the opportunity to focus on how to get the most out of an interview and a candidate. Making both parties, the candidate and your employee, comfortable so that they may excel during the interview process. This ensures that all candidates feel the company’s culture from the very beginning. Setting your brand apart from other brands that the candidate may also be interviewing with.
Make Your Values Clear
The final and most important aspect of creating a diverse and inclusive workplace is making your brand values clear and concise. When you put your company’s values front and center, you attract prospective employees who share those same values. This also signals to all candidates that they are welcome. Be clear with your wording when developing a job description, and include the company’s goals and initiatives.
It’s also important to communicate these values consistently across all platforms, including your website, social media channels and internal communications. Regularly reinforcing these values ensures they are ingrained into the company culture and embraced by all employees.
Action, Action, Action
Again, it is easy to say you’re doing something. But as the old saying goes, actions speak louder than words. Organize internally, listen to employees at all levels, train your teams to foster the environment you want to create, call in experts to widen your perspective, and make your values known. The rest will fall into place.
- Consistent effort is required to make a real impact. Start by organizing internally and setting up structures that support diversity and inclusion initiatives. This includes forming committees, developing policies and creating action plans.
- Listening to employees at all levels is crucial.Use anonymous surveys, focus groups and one-on-one meetings to gather feedback and understand the challenges and needs of your workforce. This information will help you tailor your initiatives to address real issues and make meaningful improvements.
- Training is another critical component.Invest in ongoing education for your staff to ensure they have the knowledge and skills to navigate diverse and inclusive work environments. This includes cultural competency training, unconscious bias training and role-specific training to ensure all employees are equipped to succeed.
- Bringing in external experts can provide valuable insights and guidance.These experts can help assess your current practices, identify areas for improvement, and offer recommendations for creating a more inclusive workplace. They can also provide training and support for your employees, fostering a culture of respect and understanding.
- Making your values known is essential. Clearly communicate your commitment to diversity and inclusion through your branding, job descriptions and internal communications. Ensure all employees understand and embrace these values, and hold them accountable for upholding them in their daily work.
By taking these actions, you can create a diverse, inclusive workplace culture that supports all employees. This multifaceted approach will not only benefit your workforce but also contribute to the overall success and sustainability of your company. Consistent action can build a workplace culture that supports and celebrates diversity, leading to greater employee engagement, satisfaction, and success. Now it is your turn to take the first steps toward a more diverse and inclusive workplace!
Reprinted from the Hotel Business Review with permission from www.HotelExecutive.com.
Blythe Stoval
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