Inclusive Ennismore aims to create an inclusive community, where we celebrate difference, welcome diversity of thought and where people are accepted for who they are.
Amongst the many challenges and changes we have all faced, 2020 also highlighted the deep-rooted inequalities present in our society and the importance, perhaps more than ever, of kindness and tolerance. Every day, many people around the world are faced with discrimination or prejudice or are marginalised, because of their race, sexuality, gender or religious beliefs.
Events last year – including the brutal killing of George Floyd – served as a painful reminder of how far we as a society still need to go in the fight against racism and discrimination. Like many others this summer, we responded with a message of solidarity, financial support for US charities and a promise to do more; to act and make changes to fight injustice and to openly stand against all forms of racism and prejudice.
We listened to our team on how they’re feeling and how we could do better. We formed a Global Inclusion Council – which includes members of our team from across all the Ennismore family of brands as well as external consultants – who worked hard on creating a roadmap to show how we will stand up.
This is our plan. Together we can do this. We are all in it together.
Inclusive Ennismore: by everyone, for everyone
We will attract the best diverse talent across all levels by challenging our existing recruitment processes to ensure they are inclusive, anti-racist and unbiased.
- Collect and track diversity data throughout the candidate experience, allowing us to understand where and how we need to improve to attract and hire from a more diverse pool of candidates
- Create an internal jobs board giving everyone a fair opportunity to apply and be considered
- Review our job adverts to remove any biased language and references to a “Culture Fit” and to add our new Inclusive Ennismore statement
- Actively seek diverse candidates via our existing channels and diversify the recruitment channels and the partners we use
- Create a set of D&I questions and scenarios to be asked by hiring managers at interviews to ensure we attract those who understand the importance of what we’re trying to do and who reflect our values
We will encourage dialogue and support our team in their on-going learning of all aspects of diversity & inclusion, whilst creating safe spaces to ask questions.
- Team members to attend sessions including What is D&I, How to Speak Up, Unconscious Bias, Understanding Difference and Banter, Bullying & Micro-aggressions over the next year
- Managers to attend leadership learning sessions over the next year, covering topics such as dealing with conflict, fair performance reviews, communicating inclusively and how to check-in
- Create opportunities for self-learning with a new online resource library and access to external webinars hosted by Inclusive Employers
We will develop and nurture an inclusive and anti-racist culture through our behaviours, actions and policies, which gives everyone a voice.
- Update The Ennismore Way – our team guide to how we bring our values to life through behaviours – to include our new Inclusion & Anti-Racism statement
- Create a new Leadership Inclusive Charter – making it clear that supporting our pledge is the responsibility of all leaders and managers, which they will be asked to sign
- Create safe spaces for our teams to speak up, including through hosting quarterly Inclusion Circles
- Create an Inclusion Resolution Process to ensure team members can raise concerns without any fear of negative consequences
- Add Diversity & Inclusion targets in all manager KPOs
- Conduct a review of our internal People policies, with an inclusion and anti-racist lens
- Carry out periodic Ethnicity & Gender Pay Gap audits
As well as our team, we will increase the diversity of the content we produce and the partners, suppliers and creatives we work with.
- Conduct annual audits of our team and vendors to understand the representation and inform our targets to increase diversity (click here to see our current team demographics and targets)
- Ensure we have diverse representation in all of our external creative content with a key focus on our websites and social channels
- Build a diverse group of Hox Friends & Working From_ founding members – reflecting the cities we call home – that will help to build our neighbourhood connections and broaden the pool of talent we work with including artists, creatives, influencers
- Broaden the diversity of the influencers we include in our Hox influencer programme
- Use our Hox Gallery spaces to support and promote diverse artists, with a focus on elevating Black artists to account for at least 50% of our collaborations 2021 and 2022
We will celebrate and support the diversity of our teams and the communities we call home, whilst partnering with local charities to do more.
- Create and support Employee Resource Groups – which brings together those who share a common identity and their allies – to build supportive internal communities
- Create a Global Celebration Calendar, marking the important moments for us to collectively celebrate as a team and business
- Develop relationships with a broader network of local charities and community projects – including those who support diverse groups of people – to support through donations and team volunteering support
The actions and goals above outline Ennismore’s commitment to being an inclusive and anti-racist employer and hospitality group. Some actions will be implemented on a group-wide basis, whilst others are brand specific or will be implemented across our businesses at different stages.
We’ll hold ourselves accountable by annually by holding a D&I survey; publishing our team demographics online and regularly reviewing & updating our actions & goals.
In October 2020, we held a Diversity & Inclusion survey to understand the demographic of our current team members. The global completion rate of the survey was 64%. The graphs below illustrate our current team demographics across three areas of representation – gender, race & sexuality.