Actions for micro-enterprises

This segment presents a range of actions and steps to implement them that should act as a starting point for micro-enterprises considering how to make meaningful EDI improvements. Approximate time frames are included to provide additional context, however timescales will depend on your specific circumstances. The actions for micro-enterprises are different from those for small, medium and larger organisations as they are dual-focused:

first, there are actions for micro-enterprises to consider embedding so that EDI is ‘baked into’ the business from the very start, and
secondly, we highlight to micro-enterprises what help is available to them so that a more diverse range of micro-enterprises can thrive.

There are thousands of micro-businesses in the hospitality sector, from small-scale cafes, restaurants and bars to events planning and catering businesses. We understand that, for many, EDI can seem like a low priority focus, however there are many benefits to considering it, from accessing a wide pool of talented individuals for collaboration and support, to incorporating EDI effectively as your business grows.

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 micro-enterprises within the Hospitality industry
Action	Steps to implementation	Approximate timeframe required	Foundational or Enhanced
Commitment and collaboration	Learn about EDI and how it applies to your sector	Ongoing	Foundational
	Collect data on the diversity of your workforce	Annually	Foundational
	Embed EDI into your business plan as a strategic priority	1 - 3 months	Foundational
	Engage with other industry organisations and trade unions about EDI in order to access advice and support	Ongoing	Enhanced
Engagement and recruitment	Build a strategy to attract and retain diverse talent, such as using minority-focused recruiters for senior positions	Consistently	Foundational
	Follow inclusive recruitment best practices	Consistently	Foundational
	Ensure all interns and staff are paid at least the London Living Wage (LLW)	Consistently	Foundational
	Review use of zero-hours contracts and work towards guaranteed minimum hours	Once	Foundational
	Build a diverse talent pipeline through school and university engagement	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	Monthly	Foundational
	Raise awareness amongst groups underrepresented in senior positions of the various career paths available in hospitality, and any relevant support	Consistently	Enhanced
	Publish your pay scales on job adverts. Where possible, publish internally as well	Quarterly	Enhanced
Building an inclusive culture	Have clear policies and processes for handling inappropriate customers and clients	Consistently	Foundational
	Ensure your employees have access to (internal or external) HR	Ongoing	Foundational
	Collaborate with your employees to build your culture	Consistently	Foundational
	Ensure your team and social events are inclusive	Consistently	Enhanced
Suppliers	Make a proactive effort to seek out and work with diverse suppliers	Consistently	Enhanced

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Actions for micro-enterprises

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