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Actions for small organisations

This segment presents a range of actions and steps to implement them that should act as a starting point when small 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. 

As organisations grow, the imperative to consider EDI does too. We have decided to move away from the traditional categorisation of small organisations as fewer than 50 employees, as many of the actions we have suggested here are also appropriate for businesses with 50-99 employees. 
 

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 small organisation 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. If possible, publish pay-gap reports 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 Annually

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 zero-hour contracts and related policies. Replace with a guaranteed minimum number of 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
  Support staff to upskill and progress in the organisation, with targeted support for underrepresented groups Quarterly Foundational
  Publish your pay scales internally and externally Annually Foundational
  Raise awareness amongst groups underrepresented in senior positions of the various career paths available in hospitality, and any relevant support Consistently

Enhanced
  Set up mentoring arrangements for employees from underrepresented groups Annually 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
  Discuss EDI and upskill your organisation on EDI best practice Monthly Enhanced
Suppliers Make a proactive effort to seek out and work with diverse suppliers Consistently

Enhanced