GLOBAL FEATURE
diversity and equity . All employees , without exception , are respected and valued members of the workplace culture .
Without DEI , it can be difficult , nearing impossible , for retailers to attract and retain the industry ’ s top talent . Employees perceive a tangible investment in DEI as an investment in them . Developing an authentic vision for DEI and pursuing measurable actions will translate not only to a retailer ’ s employees but also to its customer base .
Diversity , equity and inclusion
Diversity , equity and inclusion ( DEI ) is no longer a nice-to-have but a can ’ t-succeed-without criterion . How does advocating for and following through on diversity , equity and inclusion programs promote employee engagement for retailers ?
Valued employees are proven to be engaged and productive employees . “ If you want to show people are valued , look at the experience they ’ re having . Are you providing equal opportunities for people to be valued ? And are you showing that you value different people across different spectrums ?” Culture Amp ’ s Hamman told Inside Retail .
Employees define being valued as perceiving that their hard and soft skills are contributing to the success of the retailer . Moreover , employees feel valued when they can see that their individual qualities and traits are considered an asset .
DEI has become an acronym that employers throw around sometimes without understanding the full weight of the term . It encompasses people of different ages , races , ethnicities , abilities , disabilities , genders , religions , cultures and sexual orientations . Here ’ s how the leading experts in the industry define and measure DEI :
• Diversity : An understanding that every employee is unique and differences including beliefs , abilities , preferences , backgrounds , values and identities are not only accepted but embraced .
• Equity : The offering of both rights and opportunities fairly . Diverse needs are taken into account so that fair access to support and advancements is common practice .
• Inclusion : A natural extension of successfully integrated
Hiring practices : Diversity starts with the hiring process . There are multiple methods retailers can use to ensure they are set up to employ from a diverse range of backgrounds . Retailers should advertise for new roles across a range of job boards to avoid attracting a narrow pool of candidates . Job applications can be blind to avoid prejudice – removing distinct features like name , age and nationality . Creating a diverse interview panel to reduce unconscious bias is also key .
Parental leave : Parental leave , maternity leave and flexible working arrangements can be great equalisers for employees with children . Progressive approaches to parental leave that include all genders with a supported infrastructure and career progression plan is the next evolution of maternity leave .
Women ’ s health : The pay gap and lack of representation in leadership roles are not the only disadvantages women in the workforce face . Women may require extra support through various life stages , including reproductive health from their menstrual years to post-partum to menopause . Employers can accommodate diverse health requirements with flexible work arrangements to support job satisfaction and productivity .
A diverse workforce , given equitable opportunities and an inclusive culture , provides numerous benefits to retailers : improved employee satisfaction ; broader customer reach ; better creativity and innovation ; greater customer experience ; and ultimately fairer social norms . ►
August 2024 www . insideretail . asia 23