Undertaking equity, diversity, & inclusion (EDI) initiatives is essential for hospitality businesses looking to stay competitive, with research finding those that adapt with the times are more likely to stay successful and profitable, according to Nathan Nalla, founder of inclusive culture organisation Be the Riot.
Speaking at MCA’s Pub Conference last week, Nalla told delegates there is a strong business case to be made for prioritising EDI.
“Many businesses are facing challenges and closing their doors,” he said. “Those with links to innovation and people with better experiences within the organisation are staying successful, and also have people more likely to stick around.
“There are reasons based on a business case but it’s also the right thing to do.”
An EDI policy not only eases recruitment processes by helping prevent bias in hiring, but also helps retention in a difficult recruiting environment, Nalla said.
“Pubs are all about community, connection, socialising, and bringing people together…it’s important to create an environment where everyone feels welcome.”
Research has further found the people with disabilities are frequently unable to access, or face extreme difficulty accessing hospitality venues, he revealed.
Surveys have also shown a significant proportion of ethnic minority employees have faced discrimination in hospitality workplaces, while some women believe the pub is a male-oriented space.
Delegates in the room also responded to a series of questions from Nalla, which indicated many organisations have an EDI approach but not always with a clear policy or procedure.
“Lines get blurred and behaviours can get swept under the rug when there’s no clear policy in place,” he added. “Lots of organisations have policies, but need to evaluate their impact with specific objectives to track progress.”
Developing an EDI plan, taking a zero tolerance approach, and reviewing approaches to recruitment and accessibility are key to moving the dial, according to Nalla.
Be the Riot provides workshops around inclusive leadership, anti-racism, and other forms of inclusion, while helping organisations develop a strategy and practical tools to improve workplace culture.
