DIVERSITY AND INCLUSION IS GOOD FOR BUSINESS CONTINUED FROM PAGE 42
may be able to employ this more easily than smaller
companies, consider engaging in workforce planning to
forecast entry-level and frontline skill and competency
needs. You could also expand key performance indicators
(KPIs) for supervisors and managers to include talent-
related metrics such as diversity, employee engagement
and retention. In addition, it is critical to build company-
wide buy-in for Opportunity Employment practices,
whether through training, internal communications or
community-oriented events.
l Reduce Barriers to Accessing Entry-Level and
Frontline Roles
How we hire can affect who we hire. To address this,
reduce bias (implicit or otherwise) in job description
language. Focus on gender-neutral terms and avoid
references or slang which could unintentionally alienate
certain candidates. Spas also can consider eliminating
degree requirements that are unnecessary to undertake a
particular job. That way the focus is on skills instead of
the credential.
l Make a Commitment to Inclusion and Respect
Recruiting and hiring diverse candidates is only half the
battle. It is just as important to foster an inclusive work
environment. You can do this by introducing diversity and
inclusion training and sexual harassment training for all
employees, by giving employees the opportunity to voice
feedback and ideas for improvement, and by cultivating a
diverse senior leadership team. You can foster a more
inclusive culture by connecting frontline and entry-level
workers to your company’s mission and purpose, whether
through the onboarding process or internal mentorship
programs or, even more simply, leading by example.
The Path Forward for the Spa Industry
Building a more diverse workforce takes time but is worth
the effort. Diversity is not just about doing social good: it
is about creating businesses which reflect the world in
which we live. Better performance, more revenue and
more innovation ultimately follow when we focus on
diversity and inclusion. As the spa industry faces an
ongoing talent gap, a renewed focus on diversity will help
businesses across the country find the qualified talent
they need and achieve improved business outcomes. n
GRADS OF LIFE IS A NATIONAL NON-PROFIT which leverages market demand for Opportunity Talent to help
transform employer perceptions and hiring practices. Grads of Life places an innovative focus on the demand side
of the talent marketplace, harnessing the power of the private sector to build an employer-led movement to
create pathways to employment for Opportunity Talent nationwide. Opportunity Talent are individuals from
traditionally untapped talent pools—such as Opportunity Youth (16-24-year-olds who are neither in school nor
working), individuals with disabilities, veterans, formerly incarcerated individuals—who seek economic stability
through employment.
ELYSE ROSENBLUM is the founder and principal of Grads of Life, where she leads and implements the
organization’s strategy to drive employer demand for Opportunity Talent. She was scheduled to speak
at the 2020 ISPA Talent Symposium before the event’s cancellation.
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