Looking Ahead

Lessons from Covid-19 and how businesses can move forward

By integrating considerations about the future into current people policies, businesses in the HTL sector can guard against unintended consequences. In this section, we lay out some suggestions for leaders looking to prioritise diversity and inclusion in the next phases of Covid-19.

1. MAKE DIVERSITY AND INCLUSION A PRIORITY

Diversity of thought is a commercial imperative for businesses that want to succeed in the months and years ahead. Businesses that fail to prioritise diversity and inclusion – especially now – will suffer as they find themselves outrun by their more forward-thinking competitors. This practically manifests itself through both a commercial performance, and a ‘moral compass’ lens. Businesses will need creativity and greater insight as they rebuild their business models and re-orientate themselves to changing customer needs and behaviours – and, a diversity and plurality of thought will be critical to fully understand a diverse, and changing, customer base.

2. WHAT GETS MEASURED, GETS DONE

The lack of accurate, meaningful data has long been a barrier to achieving diversity in the HLT sector. Leaders should consider measuring exactly how gender and ethnic and racial representation has changed since the pandemic, and make collecting data from current employees a core priority.

3. CONSIDER THE IMPACT OF COVID-19 ON YOUR DECISION-MAKING PROCESS

Leaders may wish to examine how restructures have impacted teams who are still working. For example, has a change in gender or racial and ethnic representation increased the potential for unconscious bias or group think?

4. PRIORITISE PROTECTING ROLE MODELS

Businesses should consider whether they are doing enough to protect women and those from ethnic minority backgrounds employees who serve as role models for junior colleagues and potential candidates looking to enter the industry.

5. RESTRUCTURE WITH DIVERSITY AT FRONT OF MIND

A blocker to progress in creating diverse leadership teams in our sector is the slow rate at which senior leadership roles have historically churned. Over the coming months, many businesses in our sector will be forced to restructure to reflect their new trading reality. As companies rebuild teams and organisational structures, businesses should prioritise diversity and allow different, more diverse leaders to emerge.

6. EMBRACE FLEXIBLE WORKING

Covid-19 has shown that remote and flexible working models can be highly effective – even in a multi-site, operational environment. Companies in HTL should take this learning with them into the next phases of Covid-19, in order to foster inclusive working practices which allow for those with responsibilities such as childcare.

7. BECOME A PART OF THE WIHTL COLLABORATION COMMUNITY

By joining the WiHTL community – as an individual or corporation – you’ll be a part of their mission to positively impact 5 million women and people of colour across HTL by 2025. WiHTL Membership includes access to comprehensive educational webinar programmes, mentoring programmes, impactful reports and white papers, collaborative initiatives, steering groups and committees and much more.