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Dollars of diversity tales 2018

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A best practice seminar on how to create a inclusive work environment for your staff and the customers, recruit and keep a diverse staff, simple steps and out of the box ideas.

Published in: Leadership & Management
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Dollars of diversity tales 2018

  1. 1. DOLLARS OF DIVERSITY #totc2018 #dollarsofdiversity
  2. 2. THANK YOU!
  3. 3. STEPHANIE SIMBO @bbakademia Former waitress & bartender in Paris and London WSET and Authentic Caribbean Rum graduate Author of “Gastronogeek” Founder of Beyond Bars a work program to rehabilitate former incarcerated woman
  4. 4. • ] CHARLES HARDWICK @drinkmak 25 year industry veteran Legend in the fine dining industry Worked at some of NYC Iconic bars including Odeon &Pravda Honored by his peers and written about numerous times in famous publications Founder drinkmärkt beverage consulting currently tending bar at the legendary Office part of the Aviary in NYC.
  5. 5. HANNAH LANFEAR 17 years Industry Veteran Managed & trained esteemed bar teams such as Milk & Honey, Bungalow 8, Boisdale Global Brand Ambassador Writer Founder of the Mixing Class– passing her knowledge in the form of WSET courses to others-
  6. 6. DOLLARS OF DIVERSITY Diversity Defined The Bottom line What is holding us back Steps to incorporating diversity How to get started
  7. 7. DIVERSITY IS THE “ WHAT DIVERSITY DIVERSITY IS THE “WHAT” INCLUSION IS THE “HOW”
  8. 8. DIVERSITY THE BOTTOM LINE
  9. 9. The problem with sameness: BENEFITS OF A DIVERSE TEAM: • INNOVATION • GREATER MARKET INSIGHT • DIVERSE CLIENTELE • ENHANCED CREATIVITY • ATTRACT & RETAIN A DIVERSE POOL OF TALENT.
  10. 10. THE BOTTOM LINE
  11. 11. 0 0.5 1 1.5 2 2.5 3 3.5 4 4.5 Gender Ethnicity Non-diverse Likelihood of Financial Performance above National Industry Median Median Revenue 15% 35% -25% GENDER ETHNICITY NON-DIVERSE
  12. 12. Millennials are the fastest growing sector of the employment market The most important criteria in employment for millennials was found to be personal development, even more important than monetary gain
  13. 13. The Centre of Hospitality Research, USA estimates the cost of losing a single front line employee at: $5864 • 3% Loss of productivity pre-departure • 20% Recruiting • 11% Selection • 14% Orientation and Training • 52% Productivity Loss
  14. 14. DIVERSITY WHAT IS HOLDING US BACK ?
  15. 15. Unconscious Bias
  16. 16. It takes 7 seconds to build a prejudice based on someone’s appearance
  17. 17. It takes 7 seconds to build a prejudice based on someone’s appearance Pastor Midwife Porn star Bounty Hunter
  18. 18. How privileged are you? I have never been discriminated because of my skin color? I have never been the only person of my race in one room? I have never lied about my sexuality? I never had to come out? I never had to worry about making rent? I have never felt unsafe because of my gender? I have never been denied an opportunity because of gender, race or sexual orientation?
  19. 19. How can I utilize my privilege.
  20. 20. DIVERSITY STEPS TO EMBRACING DIVERSITY STEP ONE: CREATE AN INCLUSIVE ENVIRONMENT
  21. 21. Change the face of the industry: By changing the narrative
  22. 22. Leadership • Autocratic Leadership • Democratic Leadership • Quiet Leadership • Transformational Leadership But…Intercultural Management often left aside
  23. 23. AVOID TOKENISIM
  24. 24. MAKE SURE THAT ALL PEOPLE FEEL WELCOMED
  25. 25. STEP #3: INCORPORATE INCLUSIVETY PRACTICES EVERYDAYMAKE SURE EVERYONE IS COMFORTABLE
  26. 26. INCORPORATE INCLUSIVITY PRACTICES EVERYDAY • HEARD: Give your staff a safe place to communicate their desires & problems • VALUED: • Make sure every employee feels challenged • RESPECT: • Embrace everyone’s differences equally • reward them publicly for their success. • Give them ability to contribute • CREATE A CLEAR PATHWAY: • Make sure every employee know that all are able to work their way up & the steps to do it.
  27. 27. DIVERSITY STEP TWO: CREATE A CLEAR PATHWAY FOR ALL & PROVIDE THE TOOLS NEEDED TO GET THERE. STEPS TO EMBRACING DIVERSITY
  28. 28. BEYOND BARS INSTITUTE The example of BBA Beyond Bars Institute (NPO) is 6 months into-work programme for female former-inmates following the SBE (Social Bespoke Experience) It leads to pre-employment hospitality training (WSET & SETA Accredited) and guaranteed work placement.
  29. 29. The example of Beyond BarsAkademia Motor Skills Social Skills Life skills Cross discipline Ubuntu
  30. 30. EDUCATION RESEARCH CONSULTANCY
  31. 31. Sasha Petraske Jonathan Downey
  32. 32. Swift Happiness Forgets Original Sin High Water Nine Lives Hunter S Satans Whiskers Silk Stockings Sager and Wilde S & W Paradise Row Mint Gun Club Bad Sports The Gunmakers The Hemingway Hops & Glory Mother Kelly’s Trailer Happiness W1 Milk & Honey The Player EC1 Sosho East Rooms
  33. 33. DIVERSITY STEPS TO EMBRACING DIVERSITY STEP THREE: RECRUIT A DIVERSE STAFF
  34. 34. DIVERSITY IS A CIRCLE NOT A SQUARE Is not a box that you check. It is not a limiting space It does not have corners that you turn It’s a growing and evolving circular process It is a platform It is continuous
  35. 35. Leverage upward mobility to attract diverse talent
  36. 36. Update your recruitment practices: • Move them up from within • Always be interviewing • Expand your network • Identify talent outside the industry
  37. 37. HIGHLIGHT YOUR GOALS Encourage people of different education & experiences to apply. Let them know that you are willing to grow people who put in the effort.
  38. 38. HIGHLIGHT YOUR GOALS Dear Future Colleague, • Firstly, welcome to our team! We are excited to bring you on board to grow with us professionally and personally • The single most important goal of our philosophy is to deliver our special brand of hospitality, what we call ‘Empathetic Hospitality’ and this revolves around an incredible team of dedicated people.
  39. 39. UTILIZE ENCOURAGING LANGUAGE
  40. 40. MAKE SURE YOUR JOB DESCRIPTION IS FREE OF GENDER LANGUAGE INSTEAD OF THIS ASSERTIVE INDEPENDENT AGGRESSIVE ANALYCTICAL USE THIS DEDICATED RESPONSIBLE CONSCIENTIOUS SOCIABLE familiarity with.” “Bonus points for” “working knowledge of” “comfortable with…”
  41. 41. HIGHLIGHT YOUR DIVERSITY POLICY YOU MUST BE APPRECIATIVE OF DIVERSITY. If you’ve issues with ethnicity, sexual orientation, age or religious beliefs you will simply not be hired. We have a diverse team based on inclusivity and equality. Everyone is included; NO ONE IS EXCLUDED. THIS ALSO APPLIES TO OUR GUESTS, and we expect you to provide the same level of service for an A-list celebrity as we give to an unknown guest walking in for the first time.
  42. 42. • MULTIPLE GENDER: she/he/they will have these qualities • DISCRIMINATION: Include a line about your policy. MAKE SURE THEY ARE INCLUSIVE
  43. 43. DIVERSITY STEPS TO EMBRACING DIVERSITY STEP FOUR: START TODAY
  44. 44. HOW CAN I BEGIN? 1: Consider what you want to achieve and what the benefits would be 2: Undertake an inclusion review of your workplace 3: Decide where work is needed and create an action plan 4: Communicate clearly the plan with your staff and put the plan into action 5: Review, monitor and evaluate the plan’s impact and use what you find to plan future action
  45. 45. DOLLARS OF DIVERSITY
  46. 46. STARTWITH ONETHING: Make the decision to incorporate diversity Keep listening, learning and continuing the conversation. If you are willing to do the hard work now you and your team will be the successful ones in the future!
  47. 47. • THANK YOU! • elayne@duffontherocks.com • www.duffontherocks.com • #diversity • #TOTC • #dollarsofdiversity

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