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.
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Dollars of diversity tales 2018
- 2. THANK YOU!
- 4. 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
- 5. • ] 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.
- 6. 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-
- 7. DOLLARS OF DIVERSITY Diversity Defined The Bottom line What is holding us back Steps to incorporating diversity How to get started
- 8. DIVERSITY IS THE “ WHAT DIVERSITY DIVERSITY IS THE “WHAT” INCLUSION IS THE “HOW”
- 10. The problem with sameness: BENEFITS OF A DIVERSE TEAM: • INNOVATION • GREATER MARKET INSIGHT • DIVERSE CLIENTELE • ENHANCED CREATIVITY • ATTRACT & RETAIN A DIVERSE POOL OF TALENT.
- 11. THE BOTTOM LINE
- 12. 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
- 13. 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
- 14. 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
- 15. DIVERSITY WHAT IS HOLDING US BACK ?
- 16. Unconscious Bias
- 17. It takes 7 seconds to build a prejudice based on someone’s appearance
- 18. It takes 7 seconds to build a prejudice based on someone’s appearance Pastor Midwife Porn star Bounty Hunter
- 20. 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?
- 21. How can I utilize my privilege.
- 22. DIVERSITY STEPS TO EMBRACING DIVERSITY STEP ONE: CREATE AN INCLUSIVE ENVIRONMENT
- 23. Change the face of the industry: By changing the narrative
- 24. Leadership • Autocratic Leadership • Democratic Leadership • Quiet Leadership • Transformational Leadership But…Intercultural Management often left aside
- 25. AVOID TOKENISIM
- 26. MAKE SURE THAT ALL PEOPLE FEEL WELCOMED
- 27. STEP #3: INCORPORATE INCLUSIVETY PRACTICES EVERYDAYMAKE SURE EVERYONE IS COMFORTABLE
- 28. 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.
- 29. DIVERSITY STEP TWO: CREATE A CLEAR PATHWAY FOR ALL & PROVIDE THE TOOLS NEEDED TO GET THERE. STEPS TO EMBRACING DIVERSITY
- 30. 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.
- 31. The example of Beyond BarsAkademia Motor Skills Social Skills Life skills Cross discipline Ubuntu
- 33. Sasha Petraske Jonathan Downey
- 34. 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
- 37. DIVERSITY STEPS TO EMBRACING DIVERSITY STEP THREE: RECRUIT A DIVERSE STAFF
- 38. 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
- 39. Leverage upward mobility to attract diverse talent
- 40. Update your recruitment practices: • Move them up from within • Always be interviewing • Expand your network • Identify talent outside the industry
- 41. 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.
- 42. 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.
- 44. 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…”
- 45. 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.
- 46. • MULTIPLE GENDER: she/he/they will have these qualities • DISCRIMINATION: Include a line about your policy. MAKE SURE THEY ARE INCLUSIVE
- 47. DIVERSITY STEPS TO EMBRACING DIVERSITY STEP FOUR: START TODAY
- 48. 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
- 50. 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!
- 51. • THANK YOU! • elayne@duffontherocks.com • www.duffontherocks.com • #diversity • #TOTC • #dollarsofdiversity
Notas do Editor
- Studied the relationship between the level of diversity (share of women and a more mixed ethnic/racial composition Within leadership and a company’s financial performance Other statistics are even more significant. Mckinsey and company a corporate consulting firm Who is Mckinsey and company? The research is based on financial data and leadership demographics compiled from 366 corporations & thousands of executives –across Canada, EK, Latin America, America The analysis found a statistically significant relationship between a more diverse leadership team and better financial performance. HOW IT CAN EFFECT THE BOTTOM LINE
- Loved the creative and people side of the business so chose to jump behind the bar. 8 years behind different bars, learning technics and hospitality codes, i designed my way of working and serving people. Looking for a different approach to the industry, I opened Le Syndicat in 2014 as the very first cocktail bar pouring only French alcohols in idea to showcase the diversity France has to offer in term of spirits and liquors an to dust those forgotten . La Commune in 2016 is the first bar in France focusing on the concept of Punches, again to bring in Paris something new by using the old spirit mixer and giving it a modern twist. Cofounder, Le Syndicat(FRANCE) Long-time bartender Doh observed that younger patrons had no idea about France's historic role in making spirits and liqueurs, so in 2014 he cofounded the first cocktail bar using only French spirits. The wildly popular bar, with a tagline of "Organisation de Défense des Spiritueux ...
- DIVERSITY IS SO MANY THINGS, WE CAN BE DIVERSE IN OUR CULTURE BACKGROUND, ECONOMICS, RELIGION, GENDER, SKIN TONE, SEXUAL ORIENTATION, HAIR COLOR AND THE LIST GOES ON AN ON. AND WHAT IS GREAT ABOUT IT IS THAT EACH OF THESE DIFFERENCES BRINGS A VARIETY OF STYLES, PERSPECTIVES, VALUES AND BELIEFS THAT ARE ASSETS TO THE GROUPS AND ORGANIZATIONS IN WHICH THEY INTERACT. . We all know that diversity is the right thing to do, we live in a diverse culture, serve diverse audiences and the place that we work within should reflect that. IF DIVERSITY IS THE WHAT, THEN INCLUSION IS THE HOW When a culture commits to diversity it also commits to inclusion Enables us to strive to have all people represented and included within your business and in society to ensure that employees and guest feel welcomed, valued, not only for their abilities but also for their their unique qualities and perspectives.
- ONE QUESTION PER SLIDE- MAYBE HAVE PEOPLE RAISE THEIR HAND
- The problem with sameness Studies show that sameness does not benefit the business for the long run. Socially diverse groups are more innovative then their homogeneous counterparts. When people of different (gender, race, sexual orientation) they bring with them different information, opinions and perspectives. With this mix of backgrounds brings a mix of perspectives, including: By having a diverse workforce it allows our business to REFLECT THE CULTURE WE LIVE AND OPERATE WITHIN
- Studied the relationship between the level of diversity (share of women and a more mixed ethnic/racial composition Within leadership and a company’s financial performance Other statistics are even more significant. Mckinsey and company a corporate consulting firm Who is Mckinsey and company? The research is based on financial data and leadership demographics compiled from 366 corporations & thousands of executives –across Canada, EK, Latin America, America The analysis found a statistically significant relationship between a more diverse leadership team and better financial performance. HOW IT CAN EFFECT THE BOTTOM LINE
- IF DIVERSITY IS THE WHAT, THEN INCLUSION IS THE HOW When a culture commits to diversity it also commits to inclusion Enables us to strive to have all people represented and included within your business and in society to ensure that employees and guest feel welcomed, valued, not only for their abilities but also for their their unique qualities and perspectives.
- IF DIVERSITY IS THE WHAT, THEN INCLUSION IS THE HOW When a culture commits to diversity it also commits to inclusion Enables us to strive to have all people represented and included within your business and in society to ensure that employees and guest feel welcomed, valued, not only for their abilities but also for their their unique qualities and perspectives.
- ONE QUESTION PER SLIDE- MAYBE HAVE PEOPLE RAISE THEIR HAND
- Research suggests that we instinctively categorize people and things using easily observed criteria such as age, weight, skin colour, and gender. But we also classify people according to educational level, disability, sexuality, accent, social status, and job title, automatically assigning presumed traits to anyone we subconsciously put in those groups. The "advantage" of this system is that it saves us time and effort processing information about people, allowing us to spend more of our mental resources on other tasks. The clear disadvantage is that it can lead us to make assumptions about them and take action based on those biases. This results in a tendency to rely on stereotypes, even if we don't consciously believe in them.
- We are going to give each of you to 1 minute to decide what job you think each Of this person has: Then I will call on you and have you call out your 4 answers. Then will let you know what each of this person does.
- We are going to give each of you to 1 minute to decide what job you think each Of this person has: Then I will call on you and have you call out your 4 answers. Then will let you know what each of this person does.
- Most of us are unaware that we have it. Gender, skin color, ethnicity or economic background. It can lead to lack of empathy We must recognize our own so we can help others have a voice. Privilege test: How privilege are you? So we are going to ask a few questions and we want to you raise your hands if this applies to you. https://www.buzzfeed.com/regajha/how-privileged-are-you?utm_term=.opEQoJk4W#.qg8y8DENv
- Privilege test: How privilege are you? So we are going to ask a few questions and we want to you raise your hands if this applies to you. https://www.buzzfeed.com/regajha/how-privileged-are-you?utm_term=.opEQoJk4W#.qg8y8DENv
- Do your homework 2. Recognize the benefits of your privilege Show your support both publicly and privately Know the difference between guilt and inaction Be clear on why you’re involved Privilege test https://www.buzzfeed.com/regajha/how-privileged-are-you?utm_term=.opEQoJk4W#.qg8y8DENv
- ONE QUESTION PER SLIDE- MAYBE HAVE PEOPLE RAISE THEIR HAND
- How do we get people of different ethnicities to see our industry differently? Evaluating biases and responding accordingly: Reaching sub-group (Ex: Causing a stir as consultant) Representation matters (publications, events, ads) need to have the world represented not only a certain type of population A recent Nielsen study commissioned by the Brewers Association found that while black drinkers compose 11.2% of the US population, they consume only 3.7% of the country’s craft beer. While some macros and the malt liquor category — which has an uncomfortable but profitable history capitalizing on the low-income dollar — have appealed directly to black drinkers, craft brewers for the most part have not Be aware of the tone used for job advert/cocktails menu etc… Cocktail Lover- Color Issue- Are we holding ourselves back or is the industry? There is nobody like me working there or in leadership This can lead people to believe that they cannot be successful there
- First you need to make the decision to do it and this begins with leadership ( Elayne) There are several different styles of leadership in the corporate world. Each uses its own particular way to motivate employees. However a dimension is often forgotten: Culture. In all those types of leadership (All valid), the employees are seen as a group and not as individuals working together. Which often leads to incomprehension/ misunderstandings or even resignations in mass. How culture can help management be more efficient?
- Hannah – to speak about Tokenism - why this How important it is to create a culture. Hannah- Can speak about reaching Transgender and LGBq
- The whole panel to discuss: How important it is to create a culture and create a inclusive environment for all. Hannah- Can speak about reaching Transgender and LGBq
- Use this slide to lead into the next: Welcomed: Make sure all guest and employees fee welcomed all the time For example if you holding a tasting or receiving an education – make sure all are invited. Cocktail menu tasting- Do they want to be part of it, do they have anything to contribute. VALUEDMake sure every employee feels challenged Gradually increase the importance of their assignments Create a clear pathway to the top “ I can’t see it so I don’t believe it” Provide Education/Mentorship Clear pathway: make sure employees know that all are able to work their way up the ladder Provide a clear pathway, so they what imitative they they can take on their own i.e. Dear Irving RESPECTED Embrace everyone’s differences equally Reward them publicly for their success Give them ability to contribute to important decisions Give them constructive feedback Heard: Laura Green- give people a safe space so they communicate their desires and – Make sure you address any problems they have right away. Do they have an idea for the menu, or team building exercise or a new spirit - Give people a chance. Have a moderator so nobody dominates the conversation
- Starting with a reflection-
- 5 pillars method of education -> In dealing with multi-faceted issues such as a lack of diversity, genetically modified foods and restricted access to education, interdisciplinary perspectives are vitally necessary. BBA differentiate ourselves by offering a complete but "out of the box" way of educating our students, namely The Social Bespoke Experience Method (SBE). Most of the usual training programmes in schools are offered in blocks, which (ideally) enables them to touch recipients at different levels and allows trainees to acquire a new set of skills and gain cognitive skills such as problem-solving, decision making or emotional self-regulation. All of it deeply entrenched within African Tribal Culture and military ADD A SLIDE: TO DISCUSS WHAT LIFE SKILLS AND SOCIAL SKILLS YOU NEED TO TEACH PEOPLE
- \women in hospitality Hannah’s story through hospitality Talk about Cornwall being gay is not an option Touch about how it is not always heard as woman No education Hospitality – was a family
- As a woman coming to London- you got a clearer voice and how education 2nd – bar she worked in She got there was 2 other female bartender- they were senior bartender Jonathan – had other woman working in establlishments She is going to talk about the pathway: Each role had a test, a pay raise, and it gives your achance to eevalaute 3 trial shifts - junior bartender, 1 year to be a bartender, senior and then head bartender 3 years before she made it into the head bartender Their education program - he hired sasha and dale degroff to educate the team Knock down
- Jonathan downey- one of the most influential thing he did was to invest in his team. Education will always pay you back He brought sasha and Dale- over and this influence everyone This is great example of all the bars and bartenders that came his program
- HANNAH TO TELL US WHAT THE SURVEY WAS FOR AND WHAT SHE DISCOVERED. Research into Offering into education -- to give people of color and
- Charles to discuss Charles: Create clear paths from everyone Informing them of the opportunity Identifying potential Provide Mentorship Ask for referrals
- Stephanie- has points to discuss Recognize that not everybody got to the same place in their career the same way Remember that everybody's story is different
- - Don’t list
- Certain requirements have no wriggle room- i.e. German Customer support – most speak german . But for skills and experience that will help a candidate stand-out, but aren’t truly require, instead used word like; Job descriptions that contain growth oriented language which emphasizes learning and hard work, tend to result in faster hiring and in more woman hires. In contrast , language that describes definitive, often superlative, traits dscourage both genders from applying and was more likely to result in hiring a man. Diversity strategy firm Paradigm and Textio conducted a stuy . The study distinguishes between two type of mindsets: Those with a fix mindset see talents and abilities as black and white- you either have them or you don’t – and those with a growth mindset. The latter describes people who look at a job description and think talents and abiltieis can be learned and developed. Jobs postings with fixed mindset phrases filled 11 times more slowly thean those with growth terms.
- Stephanie- Interview to play the lego game to bring out personalities has worked with people
- 1: inclusivity? Diversity? Gender equality? 2: When reviewing inclusion and equality in your organisation, you should consider the following areas: The demographics of your organisation and customer base. Your formal policies and procedures. Informal or unwritten working practices. Arrangements for staff consultation and participation. 3: Once the issue/lack of issue spotted put together a clear pathway of skillset needed to reach the next steps for employees. E.g: involve your employees in the process/ promote various culture…etc 4 & 5: Clear guidelines/ personality assessment/ exit interviews/ Reward talent and achievement rather than stereotypical indicators of success/ Mentorship of Junior staff by senior staff/ All these are winners
- To conclude- If there is one thing I want everybody is to remember “ Diversisty is the what and Inclusion is the how “ In order to make people feel included we need to allow to them to be able to have a voice and be able to safely speak out. This means even the “White Guys”. We must stop attaking people when they have different opions to ours, we must recognize our own unconscious bias and that we not be allowing other people the opportunity to have their own views based on their background on the topic.
- To conclude- If there is one thing I want everybody is to remember “ Diversisty is the what and Inclusion is the how “ In order to make people feel included we need to allow to them to be able to have a voice and be able to safely speak out. This means even the “White Guys”. We must stop attaking people when they have different opions to ours, we must recognize our own unconscious bias and that we not be allowing other people the opportunity to have their own views based on their background on the topic.
- To conclude- If there is one thing I want everybody is to remember “ Diversisty is the what and Inclusion is the how “ In order to make people feel included we need to allow to them to be able to have a voice and be able to safely speak out. This means even the “White Guys”. We must stop attaking people when they have different opions to ours, we must recognize our own unconscious bias and that we not be allowing other people the opportunity to have their own views based on their background on the topic.