Having a diverse workforce does not automatically lead to an inclusive company culture.
Sophie Dekkers, UK country manager for easyJet, told delegates at the TTG Diversity & Inclusion in Travel conference that companies must also strive to create workplaces where all employees feel comfortable being themselves.
“Diversity without inclusion isn’t enough; it’s important to create a psychologically safe environment where people can be themselves,” she insisted.
She underlined the importance of using data to convince senior leadership that diversity and inclusion in the workplace generates better employee retention and productivity and enables more successful talent attraction, so contributing to the company’s bottom line.
“If you want the finance guys to listen, you’ve got to get some numbers up,” she advised.
She also insisted people must “call out” colleagues who are unaware of the way their language and behaviour impacts others, such as mispronouncing names or excluding people from a meeting or email.
“Small behaviours can make a difference,” she said.
Nine ways to increase diversity and inclusion
EasyJet’s Sophie Dekkers described the following successful initiatives undertaken by the airline: