​An inclusive workplace offers financial benefits too

Let’s not sugarcoat it: Industries that demand long working hours and high quality from their employees can struggle with punishing cultures – and the restaurant industry is no exception. But in recent years, social justice movements have changed what kind of behavior employees will tolerate in their workplaces. Younger employees, often prime candidates for restaurant roles, are especially willing to demand that their employers provide a respectful culture – or they will leave for different jobs. At a time when employees have their choice of employers, it’s in the best interest of restaurants to take positive action with regard to culture – and not just because it’s the right thing to do. According to Gartner research cited in a report from US Foods, 75 percent of companies with inclusive cultures exceed their financial goals. Deloitte research found that 78 percent of workers believe that diversity and inclusion offer a competitive advantage. On the surface, it sounds like a no-brainer: Employees who feel included are happier in their jobs. They are more apt to reflect that positivity onto guests and stay in their roles for longer periods. Restaurants who employ people with diverse backgrounds and views are better able to understand the increasingly diverse population of guests they serve, which helps them forge better connections with (and sales from) their guests. But achieving a more sensitive culture requires a business to develop and follow clear policies about diversity and inclusion, as well as to commit to infusing the business with more inclusive values at every level. The US Foods report advises that operators start by ensuring they are complying with state and federal obligations to provide a workplace that’s free from harassment and hostility. Then consider how well the diversity of your staff relates to your guests and reflects their diversity. Ensure your policies are in writing and communicated through training so that people can be (and are) held accountable for poor behavior. Finally, conduct regular sensitivity checks to ensure you’re not missing tensions lurking under the surface. Give staff a safe space to voice concerns and then follow up to address them. You will set yourself on a course to build employee loyalty.

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