Who are the employees in your organization? What are your unique life experiences and perspectives? If your company tends to hire people from similar backgrounds, you may not get the variety of prospects you need to run your business and make your people successful.
The construction and cleaning services industry recognizes the value of a diverse workforce. Find out what construction service providers, manufacturers, dealers and other industries are doing to attract and promote women, minorities and people with disabilities for their businesses. Find out how these workers bring a new perspective to the industry and empower companies to compete in a fairer global society.
Let women go back to work
When schools and daycare centers closed at the beginning of the coronavirus pandemic, many women had to quit their jobs to look after their children and help them with distance learning. According to the U.S. Census, between March and April 2020, 3.5 million mothers living with school-age children (nearly 1 in 2, or 45%) left active employment, took either paid or unpaid vacation, lost their jobs, or that Working life completely leaving office. Although many women are finally back in work, in January 2021 there are more than 18.5 million women who are actively working with their school-age children, 1.6 million fewer than in January 2020.
According to a report by the National Center for Women's Rights, women have lost a total of more than 5.4 million jobs since February 2020. In December alone, women accounted for 100% of job losses, while men saw 16,000 jobs increase.
Regardless of whether women leave work voluntarily or reluctantly, it can be difficult to find a job once they return. Organizations like Women Back to Work help companies that value diversity and inclusion to recruit women with technical and other backgrounds who are ready to return to work.
Sodexo, a leader in hospitality and facilities management, has partnered with Women Back to Work to give job seekers access to hundreds of executive positions within the company, said Stephanie Payne, senior vice president and chief human resources officer, Sodexo North. America. . Payne stated that Sodexo is committed to establishing a culture of inclusion. Women make up 60% of Sodexo's Board of Directors, 32% of the Executive Committee and 36% of the 1,600 senior executives.
"In the midst of the economic downturn, many organizations were tempted to take a back seat to critical issues, including gender equality and inclusion," Payne said. "That is a mistake, however, and our job as one of the largest employers in the world is to continue promoting a culture of inclusion."
Sodexo carried out an internal study on the relationship between a gender-equitable work culture and employee performance. After examining women at all management levels in 70 companies around the world who represent 50,000 team members, the study found that gender-balanced teams of 40 to 60% women achieve better financial results and retain more employees.
Women help women
Bringing women to the doorstep is only the first step towards gender diversity in a company. It is important to accompany them and offer them opportunities for advancement in the company. The ISSA's Hygieia network provides the programs, tools and support to enable all women in the cleaning industry to accelerate their careers and reach their full potential.
"From a hiring perspective, especially when hiring young professionals for your company, diversity is very important to you; it fits their values and they will look for companies that have this as part of their policy, "said Laura Craven, vice president of Imperial Dade, a distributor of cleaning, maintenance and paper products who is co-president of Hygieia. Network .
Many women start their careers in the cleaning industry in positions like Environmental Services (EVS), but the challenge is getting them into leadership positions, added Linda Silverman, Co-President of Hygieia, President of Maintex Inc, a manufacturer and distributor of chemicals , add. of cleaning products. , Paper products and maintenance materials.
"The diversity of the workforce leads to better collaboration and decision-making," he said. "Women usually work collaboratively and pay close attention to details. Since we are in a much more global society than ever before, these qualities help a business. "
Pairing entry-level women with senior people who can stand up for them will guide junior professionals and help them thrive in their careers, Craven said.
"On my first day at work, a woman named Meredith Reuben, who worked in the cleaning business, called me and offered her wisdom and knowledge and said I could ask her advice," recalls Craven, who has been in the for 26 years Industry has been operating for years. . "I've been fortunate throughout my career to have managers who wanted to see my success. As a woman, I never had the feeling that I couldn't get very far.
Silverman has been in the cleaning industry for 40 years and works in a family business. "I was probably a pioneer as a leading woman in our industry, and when I was doing industry groups, I was generally the only woman in the room. Fortunately that has changed, "he said. "I'm always interested in learning and growing, and I always want to give back to the industry that has been good for me personally and professionally. Hygieia was a great way to give back and help the industry keep moving towards diversity.
Including workers of all abilities
Hiring people with different physical and learning skills is another way to bring diversity to your company. Jennifer Sheehy, Deputy Assistant Secretary for the Office of Disability Employment Policy ( ODEP ) at the Department of Labor reminds employers that disabilities vary widely , such as obvious physical impairments such as reduced mobility, visual or hearing impairment. Other different conditions are learning, intellectual, or developmental disorders such as dyslexia, Down's syndrome, or autism. Less obvious disabilities are anxiety and depression.
"With that in mind, people with disabilities offer as diverse skills and experiences as any qualified person," Sheehy said. "And as with all skilled workers, it is important to effectively match the skills to the needs of the workforce. "
The arrangements required for hiring workers with disabilities are beneficial to employers as well as employees. "Because of their lived experience, people with disabilities often bring creativity, innovation and problem-solving skills to the table," Sheehy said. "Other benefits reported by companies employing people with disabilities include improved productivity and overall work ethic. "
RELATED HISTORY: Hiring Disabled Workers
A 2018 report, Getting to Equal: The Disability Inclusion Advantage , found that companies that incorporate disability into their workforce significantly outperform their peers. After examining 45 companies, the report found that companies that implemented and supported disability integration strategies and practices achieved, on average: 28% more sales, double net sales, and 30% better performance in terms of economic margins. These companies are also twice as likely to generate total return for shareholders as their competitors.
Some companies may have reservations about hiring disabled workers due to the cost of equipment and accommodation in the workplace. Sheehy said these adjustments could range from reducing the height of a shelf of supplies and implementing a counting or measuring aid to flexible working hours for taking medical appointments.
Research by the Job Accommodation Network shows that most workplace accommodations are free. For those at a cost, the price is typically $ 500, which pays off in lower insurance and training costs, as well as increased productivity and work ethic.
A visually impaired employee in Outlook Nebraska touches a magnified screen to operate the rewinder that makes the association's tissue products.
Build a vision of diversity
According to Eric Stueckrath, president and CEO of Outlook Nebraska, a blind person can work as effectively as a person with full eyesight, according to Eric Stueckrath, president and CEO of Outlook Nebraska, an Omaha-based nonprofit employer for the blind and visually impaired. Outlook Nebraska operates a manufacturing and processing facility that produces more than 35 tissue and paper towel products.
"For example, if an industry can use a standard 10-inch touchscreen or fingertip-sized buttons, we use 70-inch touchscreens and buttons the size of workers' hands instead of their fingers," said Stueckrath. "We use teams that speak and interact better with people. "
Outlook Nebraska is hiring visually impaired people to work in departments within its organization. "There is no department or level in our business that blind people are not involved, from sales and production to shipping and receiving to human resources," he said. "Our goal is to help blind people to be more independent and self-employed and to have the wages they deserve in their hands."
The organization not only trains its employees in technological skills, but also in skills for independent living so that its employees are balanced and lead a strong professional and social life. While the organization's primary focus is on employing a traditionally underemployed population, it has also focused on making high quality, sustainable paper products that it sells to the federal government. The organization diversified and worked with Detroit-based wholesaler and distributor Caracal to sell its products in the commercial market.
"Given that Outlook Nebraska can do a high level of manufacturing and sales while creating jobs for the underemployed, it was natural for us to work with them," said Don Roberts, President and CEO of Caracal. "You offer a first-class product and we know your corporate culture well because we sell to the federal government. With the new brand we are creating, we plan to supply paper products to public or private universities, hospitals and Fortune 500 companies.
Stueckrath attributes the company's success to the different perspectives and experiences of its employees. Outlook has established a Workplace Quality Committee, composed of employees who meet regularly without a guide to reflect on and make suggestions about improvements in the workplace in terms of safety, efficiency, and employer incentives.
"They are empowered to offer leadership solutions based on what they know," he said. "Unfortunately, it's easy for us to bubble up people thinking that they can't or shouldn't do something. That is why it is so exciting to bring so many facets of diversity in our workplace into problem solving and product development.
SSC Services for Education has launched a training program to help nurses transition to specialized professions. (Image courtesy SSC Services for Education)
Create different solutions to serve schools.
K-12 schools, colleges, and universities can be good examples of diversity through their multicultural teachers and students and their focus on global studies. The goal of SSC Services for Education, which supplies more than 150 education customers in 27 states with childcare, plant operation and site management, is to offer just as diverse solutions for the maintenance of school facilities and school grounds.
Vallen Emery, Division Vice President, SSC Services for Education, believes the real value of diversity lies in the variety of answers it can offer businesses and customers.
"When a lot of people think of diversity, they think of color, black and white, they think of gender, men and women," said Emery, who heads the PVC Diversity and Inclusion Council. But the main value of diversity is in the thought processes. When you get diversity in thought processes, you get different opportunities to solve problems, which will make your company more successful and competitive in the workplace.
The Council for Diversity and Inclusion endeavors to recruit and recruit people with a focus on its three pillars: people, culture and community. Emery stated that the company is committed to recruiting candidates from various organizations and universities. The aim is to find professionally happy employees who want to develop further in the company.
"If someone thinks they can bring their real person to work and don't have to hide them, they are more likely to stay with the company," he said, adding that the stability of the workers is essential to the uninterrupted implementation of the program. Business success and employee growth.
SPC doesn't just hire a variety of employees; He also wants them to develop professionally. The company has launched a training program to help janitors transition into specialized jobs. For example, Dora Lara, an immigrant from Mexico, worked at SSC for 10 years, first as a primary caregiver, then switched to general maintenance with the goal of becoming a plumber. He has started an apprenticeship with an SSC supervisor and is training to become a licensed plumber.
Marlene Esme Bárcenas, also a Mexican immigrant who worked for SPC for 10 years, started out as a Senior Nanny before pursuing her interest in HVAC work. After practical experience, he was able to complete a training program at Texas A&M University in Corpus Christi, in which he follows an SSC supervisor.
"These opportunities are life-changing events for workers and create another excitement in the company," said Emery. They get the workers out of daily cleaning, tear and mow the grass and take them on a career for life. "
Diversity never happens
Although cleaning companies have made great strides in implementing a culture of diversity, they realize that their job is far from over.
"I think our next challenge is to make sure people feel they belong," said Craven of Imperial Dade.
OEDP's Sheehy believes the reluctance to hire disabled workers could be due to a lack of understanding and misconception about the opportunities for people with disabilities.
"This is still perhaps the biggest problem we have to solve," he said. "Employers can take steps to integrate people with disabilities or to retain employees who are disabled due to injury or illness. Ultimately, there is nothing better for improving understanding than simply having people with disabilities on your team.
"The reality is that if you stop challenging leaders and the company as a whole on issues of diversity and inclusion, you take a step back very quickly," said Payne of Sodexo. She revealed that the company recently demonstrated its commitment to advancing the careers of its diverse workforce by launching a $ 10 million scholarship initiative that empowers frontline workers and their families to be historically black To attend colleges.
"Although we have made significant strides on diversity and inclusion, we recognize that the work will never be finished as we continue to respond to new societal challenges and injustices," he said.
SSC's Emery said that while conversations about diversity can be difficult in the workplace, they need to be made known.
"The challenge is the shame of bringing it up, but it's the right thing, especially when you look at current events and play the role of social media," he said. "In my opinion, you have to put it on the table and have real conversations."
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