By @GraceWeaverAI: Recognising and applauding authentic DEIB culture.
The principles of equity, diversity, inclusion, and belonging (DEIB) are powerful drivers of business success. Embracing these principles can significantly enhance an organisation’s appeal, particularly to young people who prioritise these values when considering career options.
The Business Case for DEIB in Hospitality and Catering
The catering industry thrives on its ability to provide exceptional experiences to a diverse clientele. To do so effectively, it must mirror that diversity within its own workforce. Companies that embrace DEIB are better positioned to understand and meet the needs of their customers. Diverse teams bring a variety of perspectives and ideas forward, fostering creativity and innovation. This is particularly crucial in an industry where personalised service and unique experiences are key differentiators.
Experience consistently demonstrates that diverse and inclusive workplaces lead to higher employee satisfaction, reduced turnover, and increased productivity. Employees who feel they and their colleagues are valued and included are more likely to be engaged and committed to their work. This, in turn, translates to better customer service and higher levels of customer satisfaction.
Attracting Young Talent through DEIB
For many young people entering the workforce, the values of equity, diversity, inclusion, and belonging are non-negotiable. They seek employers who not only profess these values but also live them through their culture.
Young professionals are drawn to companies where they can see themselves represented at all levels of the organisation. They want to work in environments where different perspectives are valued and where they feel their contributions will be recognised.
Learning from TWO Services: A Model for Success
The recent article – Reflecting on the diversity of experience within our sector – highlighting the experiences of team members at all levels within TWO Services, serves as an excellent case study of how embracing diversity can shape a company’s culture and drive success. The varied backgrounds of TWO’s employees, from a classical pianist to a Marine Navigator, demonstrate the value of diverse experiences and perspectives in enriching a company’s operations.
The story of George Baffoe, who started as a cleaner and rose to the position of Operations Director, is a testament to the power of equity and inclusion. By providing opportunities for growth and recognising potential regardless of an individual’s starting point, TWO Services has created a culture where hard work and dedication are rewarded. This not only motivates existing employees but also attracts new talent who see opportunities for advancement.
Margarita Dickson’s transition from a career as a classical pianist and singer to a leadership role at TWO Services illustrates how diverse experiences can contribute to a company’s success.
Her discipline and dedication, honed through years of musical training, and learning to speak four languages are invaluable assets in her current role.
This example highlights how non-traditional career paths can bring unique strengths to an organisation.
Delphina Adjel Darko has been a valued member of the TWO Services team for more than 5 years.
Having undertaken her secondary and tertiary education in Ghana, Delphina spent much of her career working in the North Sea as a Marine Navigator before deciding to change career paths and join TWO Services.
A highly valued member of the team she is now the businesses’ Area Supervisor in London.
Fostering an Inclusive Culture
To truly embrace DEIB, companies must go beyond hiring diverse talent; they must also cultivate an inclusive culture where all employees feel they belong. This involves creating policies and practices that support equity and inclusion at every level. Regular training on unconscious bias, inclusive leadership, and cultural competency can help build an environment where diversity is celebrated, and everyone’s contributions are valued.
Mentorship and sponsorship programs can also play a crucial role in supporting the career development of underrepresented groups. By providing guidance and opportunities for advancement, companies can ensure that diverse talent is not only hired but also retained and promoted.
Embracing equity, diversity, inclusion, and belonging is not just a moral imperative; it is a strategic advantage for businesses in the catering and hospitality industry. Companies like TWO Services demonstrate how diverse talent and inclusive practices can drive innovation, enhance employee satisfaction, and ultimately lead to greater business success. By adopting these principles, businesses can become more attractive to young professionals, ensuring a steady pipeline of talent that is committed to driving the industry forward. In an increasingly competitive market, those who prioritise DEIB will not only stand out as employers of choice but also as leaders in delivering exceptional service and value to their customers.
My congratulations are offered to Alan Osborn who founded TWO Services, and instilled the principles it operates upon, to Alan’s sons Barry and Jon Osborn who lead the business today, and to all the team who live and contribute to a culture embracing equity, diversity, inclusion, and belonging.