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Actions for large organisations

This segment presents a range of actions and steps to implement them which should act as a starting point when larger organisations are considering how to make meaningful EDI improvements. Approximate time frames are included to provide additional context, however timescales will depend on your specific circumstances. Initial suggestions have also been made to consider which areas of the business might need to have overall responsibility for each of the action points.

Larger organisations typically have a greater capacity to invest in EDI than their smaller counterparts. They are also subject to more regulatory and industry pressures, and are more likely to be held to account by their clients and customers to demonstrate the ways in which they are tackling EDI concerns. 

Because of their size and available resources, larger organisations can create positive change by supporting micro-enterprises and smaller organisations that comprise the majority of businesses in this sector. 

Foundational - consider this action a priority and critical to success

Enhanced - this will help take your organisation's EDI to the next level

An action plan table for large organisations within the Hospitality industry

Action

 Steps to implementation Suggested responsibility Approximate timeframe required Foundational or Enhanced
Commitment and collaboration Learn about EDI and how it applies to your sector Executives / Leadership Ongoing

Foundational
  Collect data on the diversity of your workforce. HR Team / EDI Lead Annually

Foundational
  Embed EDI into your business plan as a strategic priority Executives / Leadership / EDI Lead 1 - 3 months

Foundational
  Engage with other industry organisations and trade unions about EDI Executives / EDI Lead Ongoing

Foundational
  Publish pay gap reports HR Manager / EDI Lead Annually Foundational
  Incorporate an EDI shadow board  Executive Team / Leadership  Annually Enhanced
Engagement and recruitment Build a plan or strategy to attract and recruit diverse talent, particularly for mid-level and senior positions Recruitment Team Quarterly

Foundational
  Follow inclusive recruitment best practices Recruitment Team / EDI Lead Consistently

Foundational
  Ensure all interns and staff are paid at least the London Living Wage (LLW) Recruitment Team Consistently

Foundational
  Review zero-hour contracts and related policies. Replace with a guaranteed minimum number of hours Recruitment Team Annually Foundational
  Build a diverse talent pipeline through school and university engagement Recruitment Team Consistently Foundational
  Use a contextual recruitment system to broaden access by taking into account your job candidate’s background Recruitment Team Consistently Enhanced
Retention and progression Organise regular check-ins with employees relating to wellbeing and personal development, ask if they have any ‘reasonable adjustment’ requirements Head of HR / Line Management Quarterly

Foundational
  Support staff to upskill and progress in the organisation, with targeted support for underrepresented groups Leadership Quarterly Foundational
  Raise awareness amongst groups underrepresented in senior positions of the various career paths available in hospitality, and any relevant support Marketing Team / Recruitment Team Annually Foundational
  Review your promotions process to eliminate bias (conscious or unconscious), with a focus on barriers applicable to underrepresented groups Board members / HR Team Quarterly Foundational
  Publish your pay scales internally and externally Leadership Quarterly Foundational
  Set up mentoring arrangements for employees from underrepresented groups Leadership / HR Team Quarterly Enhanced
Building an inclusive culture Review your employee policies annually to ensure they reflect EDI best practice  HR Team / EDI Lead Consistently Foundational
  Have clear policies and processes for handling inappropriate customers and clients  Head of HR Consistently Foundational
  Ensure your employees have access to (internal or external) HR Leadership  Consistently

Foundational
  Discuss EDI and upskill your organisation on EDI best practice Learning and Development Team / EDI Lead Quarterly Foundational
  Ensure your team and social events are inclusive HR Team  Consistently

Foundational
  Support your employees to set up an Employee Resource Group (ERG) and report findings/suggestions to senior leaders and managers

HR Team/ EDI Lead

 Quarterly Enhanced
Suppliers Incorporate EDI as part of your contract requirements for procurement Procurement Team / EDI Lead Consistently Foundational
  Make a proactive effort to seek out and work with diverse suppliers Procurement Team / EDI Lead Consistently

Foundational
  Encourage existing suppliers to improve diversity in their organisations Procurement Team / EDI Lead Consistently Enhanced
  Supplier diversity outreach - include tips on your website for how to do business with your organisation  Procurement Team / EDI Lead Consistently Enhanced