Vivek M.

Senior Manager, People Success Partner

Earlier this year, I attended Out&Equal’s APAC forum. It was a great opportunity to learn more about building inclusive communities and fostering a welcoming company culture.

One key takeaway I had was that we all have an opportunity to make a difference. No matter your job title or level, your actions can help welcome and celebrate the diversity of those around you. 

Creating a more inclusive and equitable society begins with fostering change within our workplaces, and people managers play a crucial role in driving this transformation. As leaders, they have the power to influence practices, and the overall work environment. 

Here are some ways I think people managers can actively contribute to building a more inclusive and equitable workplace:

• Cultivate an Inclusive Culture: Lead by example and promote a culture of respect and inclusion. Encourage open dialogue, where employees feel safe to express their perspectives, concerns, and ideas without fear of judgment.
• Address Microaggressions: Be vigilant about identifying and addressing microaggressions in the workplace. When managers intervene and correct such behaviors, it sends a clear message that such actions are not tolerated.
• Offer Equal Opportunities: Ensure that all employees have equal access to growth opportunities, promotions, and challenging assignments. Monitor performance evaluations to prevent bias from affecting career advancement.
• Encourage involvement in Employee Resource Groups (ERGs): Support the formation of ERGs that represent various communities. ERGs offer a platform for employees to connect, share experiences, and provide feedback to management.
• Celebrate Diversity: Recognize and celebrate the diversity within the organization. Acknowledge and value cultural, religious, and other significant events that are meaningful to employees.
• Accountability and Transparency: Managers should be accountable for promoting an inclusive environment. Encourage regular feedback from employees and be transparent about the organization's DEI efforts.
• Continuously Educate and Reemphasize: Stay informed about DEI best practices and emerging trends. Engage in ongoing education to enhance your understanding and skills as an inclusive leader and explore ways to look at including DEI in every step of decision making.
• Measure Progress: Establish metrics to assess progress in diversity and inclusion initiatives. Regularly review and analyze the data to identify areas for improvement.

By implementing these strategies, people managers can drive positive change and contribute to the creation of a workplace at Toast where all employees feel valued, respected, and empowered to thrive. Taking individual responsibility and continuing these conversations are essential steps in creating a more inclusive and equitable society, starting from within our organizations and from the top