How business leaders can spur workplace change
The spotlight on inequality is driving increased dialogue and inspiring change on social and cultural levels, and the same is true of the business community.
According to the U.S. Senate Committee on Small Business and Entrepreneurship, just 18% of businesses in the U.S. are minority-owned, even though minorities make up almost 40% of the population. However, a study conducted by The UPS Store, Inc. shows small businesses and their customers are also doing their part to promote inclusion and diversity.
Among small business owners with employees, 47% are actively trying to increase the diversity of their workforce, according to the survey. This momentum is particularly evident among younger small business owners, ages 18-45 (58%).
Business leaders can continue promoting this effort by intro
ducing practices such as:
Communicating clearly about expectations
Set a policy of zero tolerance for discriminatory behavior and communicate it clearly throughout your business. Conduct a thorough audit of your typical communication channels to ensure your message is clear and consistent so there is no confusion about your expectations. This can include emails, signage and orientation materials. It’s important to recognize this won’t be a one-and-done exercise. Commit to issuing periodic reminders to reinforce your expectation for an inclusive culture.
Leading by example
Once your expectations have been defined, it’s up to you to demonstrate how they should be followed. This means taking stock of your business and any areas where you may not be upholding these standards. Ask for input from trusted advisors. You might even consider an audit by a third party to identify any discrepancies. Chances are, you’ll find at least one or two areas for improvement. Take swift and decisive action to make necessary changes, whether it means updating policies, modifying recruitment practices or other adjustments.
Creating programs that support minorities
One way businesses can turn intent into action is to create programs specifically designed to encourage minority participation. When it comes to inclusive ownership, franchising is leading compared to other industries, with nearly one-third (30.8%) of franchises being minority-owned compared to 18.8% of non-franchised businesses, according to an International Franchise Association study. One example is The UPS Store Minority Incentive Program, which provides eligible participants nearly $15,000 off the franchise fee for their first center.
This program, which applies to Asian, Black, Hispanic/ Latino and Native American franchisee candidates, is both an opportunity for aspiring entrepreneurs and a solution meant to help consumers support minority-owned businesses. In addition, these new franchise owners will open a new store design with a focus on modern, tech-forward and open concept features. To learn more about the program and apply, visit theupsstorefranchise.com.*
Making training relevant for your business
The concept of diversity training isn’t new for many businesses, but it may be time to reassess your approach. Reciting a list of generic best practices to a senior leadership team does not constitute as training. Instead, consider creating a training session (or better yet, a series) that addresses the unique nuances of your business and culture. Work to incorporate principles of inclusion that relate to specific scenarios your staff may encounter and involve everyone at each level of the organization in the training.
Eliminating practices that exclude certain groups
Many traditional business practices completely overlook the good that can be gained from a more inclusive approach. In some cases, such as creating a time-off policy that accommodates holidays across different cultures, the benefits are in the form of employee morale. In other cases, such as flexible schedules for working parents, it may be the difference between successfully hiring the best candidate versus settling on someone who may not be the best fit for the position.