Customised Employment at Sofitel

Presented by Mei-Lin Ng, Director of Talent & Culture at Sofitel Adelaide, and

Lesley Lens, Executive Housekeeper

Motivation for Involvement

• Inclusion & Equality – Every individual, regardless of their background, abilities, or circumstances, deserves a fair opportunity to engage and contribute meaningfully to society. This principle emphasises the importance of recognising the inherent value of each person and creating an environment where everyone can participate fully, ensuring that no one is left behind. By fostering inclusion, we not only enrich our communities but also empower individuals to realise their potential and share their unique perspectives.

• Inclusive employment practices help break down barriers of inequality – By actively promoting inclusive employment practices, organisations can dismantle the systemic barriers that have historically marginalized certain groups. This involves creating recruitment processes that are accessible, providing training and development opportunities tailored to diverse needs, and fostering a workplace culture that celebrates diversity. When organisations put everyone’s talents to use, they not only enhance their workforce but also contribute to a more equitable society where diverse voices are heard and valued.

• People crave belonging – The fundamental human desire for connection and belonging drives individuals to seek out communities where they feel accepted and valued. This need extends beyond personal relationships; it encompasses the workplace as well, where employees yearn to belong to a team or organisation that recognises and appreciates their contributions. Creating a sense of belonging within the workplace fosters loyalty, boosts employee engagement, and enhances overall productivity, as individuals are more likely to invest themselves in an environment where they feel at home.

• Improved work culture – When employees feel valued and included, the work culture transforms into one that promotes positivity, collaboration, and mutual respect. This improved morale is crucial for fostering a supportive environment where team members can openly share ideas and feedback. Enhanced collaboration across teams leads to more effective communication, reduces misunderstandings, and cultivates a sense of camaraderie that drives the organisation forward. In this atmosphere, employees are more motivated to contribute their best work, leading to higher overall performance.

• Increased innovation – Diversity serves as a powerful catalyst for creativity and innovation. When individuals from different backgrounds, cultures, and experiences come together, they bring a wealth of varying perspectives to the table. This rich tapestry of ideas fosters an environment where innovative problem-solving can flourish, as teams can approach challenges from multiple angles and develop creative solutions that may not have emerged in a more homogenous group. Embracing diversity not only enhances creativity but also positions organisations to adapt more effectively to changing markets and customer needs.

• Wider talent pool  – By committing to inclusive practices, organizations can tap into a wider talent pool that is eager to learn, grow, and succeed within a structured environment. This broader access to diverse talent allows companies to attract individuals with a wide range of skills, experiences, and perspectives, enriching the workplace and driving innovation. Furthermore, a diverse workforce is better equipped to understand and meet the needs of a diverse customer base, ultimately leading to improved business outcomes and a stronger competitive edge in the marketplace.

Overcoming Challenges

• Perception and stigma - Misconceptions surrounding the capabilities and potential of individuals with cognitive disability often lead to significant barriers in their integration into various settings, particularly in the workplace. These misconceptions can stem from a lack of understanding or exposure to cognitive disabilities, resulting in stereotypes that unfairly characterise these individuals as less competent or incapable of fulfilling job responsibilities. Furthermore, there can be uncertainty regarding how to effectively accommodate their unique needs, which may lead to avoidance or exclusion rather than inclusion. This stigma not only affects the self-esteem and confidence of individuals with cognitive impairments but also limits their opportunities for professional growth and social engagement. Addressing these perceptions through education and awareness initiatives is crucial for fostering an inclusive environment where everyone can thrive.

  
  

• Lack of adequate workplace accommodations – To create a truly inclusive workplace, it is essential to implement suggested adjustments that cater to the specific challenges faced by individuals with cognitive disability. These adjustments may include:

  • Simplified instructions - Providing clear, concise, and straightforward instructions can help eliminate confusion and ensure that tasks are understood. This can involve using visual aids or written guidelines that outline processes step-by-step.

  • Offering more frequent check-ins - Regularly scheduled meetings or check-ins can provide individuals with the opportunity to ask questions, seek clarification, and receive feedback on their performance, which can enhance their confidence and productivity.

  • Breaking down tasks into smaller, manageable steps - Dividing larger projects into smaller, more achievable tasks can help individuals focus on one element at a time, reducing feelings of being overwhelmed and increasing the likelihood of successful completion.

  • A buddy system - Pairing individuals with cognitive disability with supportive colleagues can foster a sense of camaraderie and provide them with a reliable resource for guidance and assistance in navigating workplace challenges.

  • Flexible scheduling - Allowing for flexible work hours can accommodate individuals who may need additional time to complete tasks or who may benefit from working during their peak productivity hours, ultimately enhancing their performance and job satisfaction.

•  Need for training and awareness – It is imperative for organisations to invest in comprehensive training and awareness programs designed to educate managers and staff about cognitive disability. Such programs should aim to dispel myths, promote understanding, and provide practical strategies for creating a supportive environment. By fostering an atmosphere of acceptance and inclusivity, organisations can empower all employees to contribute their unique skills and perspectives. Training should also emphasise the importance of empathy and communication, enabling staff to engage effectively with colleagues who have cognitive disability. Ultimately, a commitment to ongoing education and awareness can lead to a more cohesive and productive workplace where diversity is celebrated and valued.

Customised Employment

Create “support” roles

Establish dedicated support roles to boost organisational efficiency and employee satisfaction. Tailor roles like administrative support, technical assistance, or customer service to assist departments, streamline operations, and empower employees to focus on core tasks, fostering a collaborative atmosphere.

Create simplified, easy to read job descriptions

Craft job descriptions that are straightforward and accessible, using clear language and bullet points. Include key responsibilities, required skills, and growth opportunities to attract diverse candidates and reflect organisational transparency and inclusivity.

Don’t limit to “one-size-fits-all” roles

Embrace flexible role definitions to accommodate individual differences and unique skills. Create bespoke roles aligning with organisational needs and workforce talents, fostering ownership, satisfaction, and retention.

Be open to suggestions and different tasks depending on the candidate

Encourage open dialogue with candidates about potential tasks and roles. This collaborative approach uncovers hidden talents, enriches the workplace, and leads to a more engaged workforce.

Identify strengths and nurture

Implement regular assessments to recognise and nurture employee strengths. Offer tailored development opportunities and mentorship to enhance performance and build a loyal workforce committed to organisational goals.

Have a pathway to success and progression

Establish clear career advancement pathways, outlining required skills and offering training programs. A transparent growth framework empowers employees to pursue career goals, benefiting both the individual and the organisation.

Support and Success

• Onboarded three new employees since mid-October 2024 through a comprehensive orientation process that includes training and a buddy system.

• Maintain a knowledgeable DES provider who understands our business, ensuring tailored support services. Their industry insights and resources align with our strategic goals, leading to effective partnerships and better outcomes for the organisation and employees.

• Engage key support workers (e.g., job coaches) who are vital for team success. Involving them in meetings ensures alignment with objectives and equips them to provide necessary assistance, identifying challenges early and promoting employee growth and satisfaction.

• Adopt an open mind and patience in workforce integration and development. This mindset allows adaptation to evolving needs, fostering a supportive environment where employees can adjust and thrive, enhancing performance and workplace culture.

• Explore support options beyond wage subsidies to enhance engagement and retention. Complement financial incentives with professional development, mental health support, and flexible work arrangements to address diverse workforce needs, increasing satisfaction and loyalty.

• Continuously review strategies and practices to identify improvements. Collect employee feedback and analyse metrics to assess onboarding, support services, and the workplace environment, guiding informed decisions to enhance practices and experiences.

• Regularly communicate with new and existing employees to maintain transparency. Check-ins build relationships, provide opportunities for feedback, and ensure all employees feel supported, contributing to a dynamic and productive workplace.