Diversity in the workplace is quickly becoming one of the more important factors that determine the quality of a company.

The initiatives that organizations put in place go a long way in ensuring their employees feel comfortable at work.

Loblaw Companies Limited has made the list of Canada's Top 100 Employers four years in a row, and has also won Best Employer for New Canadians and Canada's Best Diversity Employers three years in a row. These competitions recognizes companies that demonstrate outstanding efforts at attracting and retaining employees.

Part of the act of retaining employees is ensuring the internal environment is diverse and welcoming of people from a variety of backgrounds, with different interests.

Peter McLaughlin, Executive Vice President of Emerging Business and Chair of the Inclusion Council at Loblaw says, We respect each other; it is part of the way that we do business. We have made it a priority to reflect our nation's evolving diversity in the products we sell, the people we hire, and the culture we create in our organization.

In order to cultivate an environment that is both inclusive and diverse, the company employs a combination of colleague driven and corporate initiatives.

Janine Tamboli, Manager of Diversity and Inclusion says these initiatives are important because staff members with different backgrounds bring unique ideas and solutions to the table every day.

Respect for colleagues and customers are key to keeping our business strong and growing, and we fundamentally believe it's the right thing to do, she says. Creating this environment also helps us make Loblaw a great place to work, improves colleague engagement and fosters pride in our organization.

One of the company's internal initiatives is called the Diversity Champion Program. Its goal is to create a more inclusive Loblaw by driving colleague ideas and actions.  Diversity Champions form a network of employees that work together on business projects that convey the importance of inclusion at the company.

According to a 2008 article published by RAND Corporation, to be effective, research suggests that diversity practices need to be implemented at all levels and in all aspects of the organization. Without properly designed and articulated initiatives, diversity objectives and leadership involvement will be wasted.

Loblaw's Inclusion Council is comprised of senior executives, charged with developing strategies to promote a diverse and inclusive culture and measure the success of these initiatives.  Our Council members are leaders who have a line of sight to the overall business, can set the inclusion strategy appropriately and help to ensure that it gets executed across the business, says Tamboli.

The RAND article also states that a key to retaining a diverse group of employees is to provide effective mentoring and support programs, a diversity-friendly environment, and plenty of promotion opportunities to retain more diverse employees.

Informal, employee-driven celebrations of diversity happen frequently at Loblaw and have, over time, culminated in numerous employee groups, centered on language, gender or religion. 

Reflection rooms allow all employees to reflect, pray, or meditate at their leisure throughout the day. These rooms have been added to a number of Loblaw's offices, corporate stores and distribution centres across Canada. 

Tamboli says it allows colleagues to bring their whole selves to work, which is key for an inclusive and respectful workplace.

Not only does it send a message to these colleagues that they are valued individuals, but also gives them peace of mind, allows them to step away from their desks and clear their minds, and creates a comfortable working environment, she says.

We consistently strive to make our workplace a more welcoming and inclusive place for people of different orientations, ethnicities, ages, abilities, and skills because we believe that respecting each other is central to making Loblaw a great place work, says McLaughlin.

[Image: Margan Zajdowicz]