It’s easy for an employer to say that it values a diverse workforce; it’s another thing to show that. By earning a perfect scores in the annual Human Rights Campaign’s Corporate Equality Index survey, Diageo (www.diageo.com) has demonstrated its commitment to creating an inclusive workplace for gay, lesbian, bisexual, and transgender (GLBT) employees.
“Diageo not only talks the talk, it walks the walk when it comes to inclusiveness,” says Neil Tallantire, who is senior vice president of innovation for the company and leads its Rainbow Network, an employee resource group (ERG) for GLBT employees.
“The incredible support from the highest levels of the company has helped energize Diageo’s Rainbow Network. It is great to see the passion of our members as well as the response from all employees to the group’s efforts, whether it is a Diageo float in a local Gay Pride parade or an activity that supports our sales team’s efforts with gay-owned and operated accounts,” he says.
Ivan Menezes, president and CEO of Diageo North America, says “Diageo is committed to maintaining an inclusive workplace.”
“We want to be known as an organization where our employees know they can confidently bring their true selves to work every day.”
Instilling that sense of worth is vital to the company’s culture. “We want our employees to look forward to coming to Diageo when their alarm clock goes off—excited about the new challenges of the day. You don’t want someone to hit the ‘snooze’ [button] because they dread coming to a place that does not realize the value they can contribute to the organization,” says Diageo Human Resources Director, Diversity & Early Career, Danielle M. Robinson, Ph.D.
“Nor do we want people to check their real life at the front door to fit in. Each individual’s life experience contributes to our overall diversity of Diageo. Inclusion is important because people that feel they have a voice at the table … are more engaged employees, which will ultimately result in a more productive workforce.”
Rainbow Network Mission
The global spirits, wine, and beer company, whose North American headquarters is located in Norwalk, Connecticut, formed the Rainbow Network in 2007. It was one of the first ERGs to be introduced at Diageo and is one of its most active.
“The group’s main mission is to ensure Diageo is an employer that respects, values, and embraces the talents and contributions of all Diageo GLBT employees, and also values the greater GLBT community,” says Robinson. “The Rainbow Network acts as a mentoring, advocacy, and support resource for all Diageo GLBT employees, as well as for straight allies including employees with GLBT children and other family members. The ERG also acts as an outreach organization to enhance Diageo’s position as a GLBT-friendly and supportive company and employer.”
Robinson says it is important to offer employee resource groups such as the Rainbow Network. “We truly believe that employee resource groups are the fuel behind accelerating and embedding the inclusion and diversity mindset further in the organization,” she explains.
Other Inclusive Benefits
The company’s nondiscrimination policy covering sexual orientation and gender identity, diversity training, and domestic-partner benefits further demonstrates its commitment to an inclusive workplace.
Benefits are available to an employee’s partner or spouse of the same or opposite sex, according to Robinson. “Domestic partner benefits are viewed as an inexpensive option to attract and retain the best employees, and to promote fairness and equality in the workplace, and it aligns with our inclusive workplace.”
She adds, “If we want to attract the best talent, then we need to provide benefits that will accommodate everyone’s needs.”
Diageo’s efforts have helped the company build a diverse workforce, increase awareness among mangers about the importance of a diverse and inclusive workforce, and raise its corporate brand awareness in the multicultural community. This, in turn, has helped with recruitment, according to Robinson.
Leadership Buy-In Essential
Human Resources can “help start the conversation” about creating an inclusive environment, “but the leaders in the business need to own it,” she says. “… If you don’t have your leadership supporting the message in their words and behaviors, it is doomed to fail for sure.”
Maintaining an inclusive workplace is an ongoing, organizationwide effort. “Maintaining is really up to all employees at all levels,” Robinson says. “It needs to be reinforced at every opportunity and understood that any behavior outside of … [the company’s] values is unacceptable.”