Implementing diversity throughout your cultural attraction can feel like an overwhelming task. Where does an organization start when there is truly so much to do? Given this, it makes sense that many businesses begin by focusing on just one element of their bigger diversity, equity, inclusion and access (DEIA) agenda.
Perhaps you’ve made great headway in improving diversity within your hiring efforts and have also made specific space for it within your employee culture. Maybe your focus has been on enhancing diversity efforts for your guests and making their experience at your attraction more inclusive. Possibly, you’ve prioritized leaning into working with partners who are a direct reflection of the local community in which you do business within.
All of these elements make for a more diverse cultural attraction, and regardless of where you’re at, kudos for getting started. Let’s dive deeper into these three key focus areas to find additional ways to implement DEIA initiatives into every aspect of a cultural attraction to ensure your organization is set up to succeed in the future.
Creating a More Inclusive Employee Culture
Oftentimes, diversity efforts start with a business’s recruiting and hiring practices. Starting from the inside out can be a great place to begin as these standards can be implemented internally so that your culture and employees are a reflection of the equity and inclusive values your company is trying to embody.
Here are three ways to improve diversity within recruiting and hiring:
- Evaluate areas of strengths and weaknesses: If you’re unsure of exactly where to start, assess your current status and make goals around your inclusion journey with key stakeholders throughout the business.
- Recruit with diversity in mind: Expand your recruiting reach to make sure you are opening up opportunities at your organization to a diverse audience. This can be done through partnerships with local organizations and…