Kristi
DIVERSITY & INCLUSION
MEIA Virtual Learning Session Wednesday, April 7 th
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CW
Today, more then ever before there is an emerging importance to:
• Reaffirm our company's commitment towards Diversity & Inclusion
• Raise awareness of how we define and integrate Diversity as a part of our business success
• Ensure our leaders are well prepared to create inclusive cultures amongst teams
• Strengthen Inclusive leadership behaviors
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The business impact of diversity and inclusion
Kapil
Teams with inclusive leaders are…
20% more likely to say they make better decisions 29% more likely to report behaving collaboratively
30% more likely to feel that their innovative potential is unleashed
v Talent Acquisition and retention 86% say a company's commitment to workplace diversity affects their decision to work there 42% Less likely to leave their job within a year
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Kapil
D&I matters now more then ever
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Dirk
Todays Agenda :
1. Our Shangri-La Commitment
2 . Defining Diversity and Inclusion
3. Embracing A Culture of D&I
4 . Being An Inclusive Leader
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D & I , I T S W H O W E A R E
Dirk
As a part of our long-term business success, we aim to attract, retain and develop talented people from diverse backgrounds and experiences.
We strive to provide fair and inclusive workplaces where all colleagues are treated with courtesy and respect.
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Dirk
We must set our to do three things. To look after our hotel staff, to look after our guests, to look after our stakeholders.
Founder, Robert Kuok
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Dirk
We will remain committed to demonstrating our utmost care and respect for our people by realizing their individual potentia l and ensuring our colleagues feel valued because of the different attributes they bring that contribute to our business success.
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Our Ethical Conduct
Dirk
Our Shangri-La Group Code of Conduct and Ethics sets out the shared values — humility, courtesy, sincerity, respect and helpfulness — and high standards of behavior that we expect every employee to uphold.
These expectations are outlined ensure the equal opportunity and respect for all our colleagues that help build diversity and inclusion across our Shangri-La Group.
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Dirk
I n c l u s i v e & R e s p e c t f u l C o l l e a g u e E n g a g eme n t s
E q u a l Emp l o yme n t Op p o r t u n i t i e s
Z e r o - To l e r a n c e o f Emp l o yme n t D i s c r i m i n a t i o n
We embrace diversity in our workplace, while striving to eliminate all forms of discrimination. Employees must avoid any form of employment discrimination or harassment based on:
We do not condone any form of harassment or behavior that may embarrass or cause our colleagues or guests to feel uncomfortable. The Group prohibits any form of harassment irrespective of whether this occurs within or outside the workplace.
•
Employment decisions including:
1. Hiring 2. Promotions 3. Remuneration
6. Disability 7. Marital status 8. Sexual orientation 9. Family status 10. Any other personal characteristic protected by law.
4. Training 5. Transfers
1. Gender 2. Race
•
3. Ethnicity 4. Religion 5. Nationality
must be made on fair and equitable grounds based on merit and what is in the best interest of the Group.
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Kristi *Sketch Video
INCLUSION
BELONGING
EQUITY
DIVERSITY
A cultural and environmental feeling of belonging and sense of uniqueness
The experience of being treated and feeling like a full member of a community.
Fair treatment for all, while striving to eliminate inequities and barriers
Full spectrum of human demographic differences and beliefs.
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Kristi
DIVERSITY
Full spectrum of human demographic differences and beliefs.
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By The Numbers: Workplace Diversity in MEIA
Kristi
In the context of the workplace, diversity equals representation
38
2%
14%
Our workforce population represents over 38 nationalities
We have 65 employed PWDs, which represents an average of 2% of our workforce
14% of the workforce in leadership positions are female
DIVERSITY IS THE FIRST STEP TO INCLUSION
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*Data from Q4 2020 MEIA survey
Leading The Way: Building Diversity
Kristi
ATTRACTING DIVERSITY • Articulate the value of diversity in recruitment messaging • Use diverse recruiting channels • Review job descriptions
• Include expectations of individual diversity commitments in interview
HIRING DIVERSITY • Know where you are and where you want to be • Advancement of highs-potentials
RETAINING DIVERSITY • Encourage individuals to bring their authentic selves to work • Celebrate achievements of diverse efforts • Socialize diversity stats within hotel
• Promote cognitive diversity by facilitating group thinking
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Fear of being different
Of employees in one study reported feeling pressure to mute some aspect of their identities at work – and that this significantly undermined their sense of self.
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Kristi
INCLUSION
BELONGING
DIVERSITY
A cultural and environmental feeling of belonging and sense of uniqueness
The experience of being treated and feeling like a full member of a community
Full spectrum of human demographic differences and beliefs.
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Kristi
Word Cloud Interaction on Menti
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“I feel proud to be a part of this team.”
Kristi
“I’m excited to show up each day and give it my all.”
“At my hotel, there is equal treatment and opportunities for all.”
Confidence . Inspiration
Value . Belonging
Fairness . Respect
E l ement s Of Inc lus ion
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Inclusive leadership and team performance
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Kristi
Word Cloud Interaction on Menti
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“I’m excited to show up each day and give it my all.”
“At my hotel, there is equal treatment and opportunities for all.”
“I feel proud to be a part of this team.”
Kristi
TREATING PEOPLE AND GROUPS FAIRLY
PERSONALIZING INDIVIDUALS
ENCOURAGE DIVERSITY OF THINKING
Self regulation of bias to avoid influence of decision making
Take time to understand new or different perspectives
Ensure everyones voice is heard
Empower team members
Employs transparent and consistent processes
Builds Cultural Intelligence
Desire for continued learning
Provide clear explanations
Confidence . Inspiration
Value . Belonging
Fairness . Respect
Leading The Way: Inclusion and Belonging
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Kristi *Sketch Video
INCLUSION
BELONGING
EQUITY
DIVERSITY
A cultural and environmental feeling of belonging and sense of uniqueness
The experience of being treated and feeling like a full member of a community.
Fair treatment for all, while striving to eliminate inequities and barriers
Full spectrum of human demographic differences and beliefs.
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Kristi
Inclusion from the inside out
Respects differences and seeks out and listens to different perspectives. All people are welcome and belong.
Gives each other the benefit of the doubt when we experience being offended or excluded and offer feedback directly and privately.
Acknowledge and seek to understand my conscious and unconscious biases.
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Leading The Way : Developing a Culture of D&I
Kristi
AUTHENTICITY
ACCOUNTABILITY
AWARENESS
Hold yourself and others accountable for creating an inclusive environment Intentionally create the conditions where everyone feels valued and safe
Look inwards first
Show up as your real self
Be aware of who you’re relying on and who you might be inadvertently excluding.
When leaders are true to who they are, they make it okay for the people they work with to be more open as well
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MEIA Colleague Inclusion Survey
Dirk
We want to assess the cultural and environmental feeling of belonging through a colleague survey to further demonstrate our commitment in building inclusion amongst teams.
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MEIA Colleague Inclusion Survey
Dirk
Survey Details
Online survey will be distributed to all colleagues across MEIA region and filled out anonymously.
Survey questions:
Following colleague data to be collected: 1. Job grade 2. Gender
1. My leader ensures team members speak up and are heard 2. My leader makes it safe to propose novel ideas 3. My leader takes advice and implements feedback
3. Nationality 4. Hotel Code
4. My leader provides actionable feedback 5. My leader shares credit for team success 6. I feel welcomed and included within my team 7. I feel free to express my views and opinions 8. I feel my ideas are heard and recognized
Colleagues will be asked to answer the survey questions by reflecting on their direct reporting manager(s)
Rating scale: strongly disagree, disagree, agree, strongly agree
2 nd survey to be conducted in 6 months time
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E-Learning Course on Shangri-La Academy Online
Dirk
LIVE IN MEIA ON APRIL 11 TH
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Takeaways
Next Steps
Resources
• D&I remains a part of our long, term business success- providing a fair and inclusive workplace where our diverse talents thrive
• D&I e-learning course 1. for colleagues 2. for leaders
• WATCH: The Three A’s of Inclusion: Awareness, Authenticity, and Accountability – Harvard Business Webinar
• MEIA Colleague Inclusion Survey
• Diversity without inclusion is not enough
• READ: Recognizing
• Building Awareness: Inclusive Leadership Self Assessment
Microaggressions and the Messages They Send- UCLA Diversity & Faculty Development • READ: The diversity and inclusion revolution: Eight powerful truths Deloitte Review, issue 22
• Inclusions starts fundamental awareness and practices for making all individuals feel valued
• Leadership Teams to continue the dialogue and engagements of D&I at hotels
• Acknowledge and seek to understand personal bias
• Commit to breaking barriers for marginalized groups
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Kristi
DIVERSITY & INCLUSION
MEIA Virtual Learning Session
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