Just saying! with Delia Cannings

Let’s celebrate inclusive workplaces.

Every individual should feel they ‘belong’ and be empowered to achieve their full potential

Although I started writing this article while we were all looking forward to at least a little holiday break, it was impossible of course not to also think about just how many of you were still facing one of the busiest times of the year at work.

The hospitality industry, of which we are a significant part of a wider cleaning industry, is a very diverse environment in which to work. And one of its greatest assets and strengths is the diversity of staff in our sector. Historically hospitality services have been successful at promoting and delivering Equality, Diversity and Inclusion (EDI) in the workplace, recognising it is an essential aspect of good people management. Creating working environments and cultures where every individual can feel safe, experience a sense of belonging, and be empowered to achieve their full potential. Perhaps we should take some time and reflect on the value of the staff in our workforce teams.

Creating a diverse and inclusive workplace has several business advantages including staff retention, productivity and engagement. However the consequences of getting it wrong can be high and ultimately can end up in tribunal, which has the potential to cause reputational damage to both business and brand.

Legal frameworks vary across different countries. In the UK the Equality Act 2010 provides legal protection for nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. An effective and robust EDI strategy should go beyond legal compliance and take an approach that will add value to an organisation, contribute to the wellbeing and equality of outcomes and impact on all employees. There are additional things that could be considered such as accents, caring responsibilities, culture, visible and invisible disability, mental health, neurodiversity, physical appearance, political opinion, family status and socio-economic circumstances, all part of our personal characteristics and experiences.

Currently UK hotels and restaurants take a lead in workforce diversity. Most recently I read an article, of which there are some elements I would like to share with you as we should celebrate the industry’s ambition and success in this area.

In an interview, Kyle Eaton at money. co.uk examined how diversity is redefining the hospitality sector and establishing new norms. It stated: ‘In the bustling landscape of the UK’s hospitality sector, hotels and restaurants are not merely places of leisure and sustenance; they are also vanguards of workplace diversity.’ Of course, Brexit and changes in legislation have presented both challenges and opportunities for us, including high turnover rates and a shortage of experienced workers from diverse backgrounds. But hospitality can attract a broad base talent pool for entry-level roles, which helps provide an opportunity in removing barriers to inclusion.

This not only enriches the workforce diversity but also can improve the customer experience by creating a workforce that can relate to a diverse customer base, thus enhancing brand loyalty and competitive edge.

One key advantage is the flexible work patterns which attract a broader range of applications presenting a broader range of talent. Enabling hospitality to develop from within and evidence career paths and tangible opportunities for a fulfilling career.

Looking ahead, Eaton discussed the potential long-term impacts if the trend towards increasing diversity continues within the hospitality industry: “Enhanced innovation, improved customer relations, and better economic performance are some of the benefits that can be anticipated.”

‘A commitment to diversity could lead to improved customer experiences, through a wider range of dishes tailored to different cultures and dietary requirements, alongside more inclusive marketing strategies.’

It is therefore essential that training in all aspects of EDI is provided to retain and maintain a positive and inclusive environment. Plus, the visibility of EDI for the workforce is key if we are to remain as a champion for EDI and setting a standard for other industries to aspire to.

Wishing you all a happy, healthy 2025!

Delia