Trigon Hotels, Ireland: A best practice in promoting gender equality and EDI

Trigon Hotels employs 300 employees to run three properties in Cork, Ireland, and has been in business since 2009. Their services include accommodation, dining and conference facilities for both leisure and corporate guests.

Context

In 2019, Tigon formalised its commitment to diversity and inclusion by developing various policies to support EDI practices to better reflect the diverse backgrounds of its employees and guests. The organisation recognised that the need for change was the initial step in building a team that feels valued, which in turn enhances the quality of service provided to guests.

The first EDI initiative was the ‘Females in the Workplace’ program, addressing menopause and fertility support. Aiming to normalise these topics, Trigon provided training for managers across all levels to promote an understanding of the unique challenges women face. This program includes paid leave for employees experiencing menopause or fertility difficulties. Another EDI policy is the ‘Gender Identity and Expression’ which creates a welcoming environment for employees of all genders. By actively supporting employees from the LGBTIQ+ community, Trigon seeks to create an environment where everyone feels safe to express their true selves. Trigon collaborates with Ability@Work, a foundation dedicated to helping individuals with disabilities secure employment. This partnership has successfully enabled Trigon to integrate six employees with disabilities into the accommodation and restaurant departments. Lastly, Trigon has implemented ‘JAM cards,’ which stands for ‘Just a Minute,’ making it the first hotel group in Ireland to adopt this initiative. Cards are available at reception for employees or guests with visible and invisible disabilities such as dyslexia, depression, or various intellectual disabilities. Trigon has trained its staff to offer immediate assistance to anyone who shows them.

 

Implementation

Trigon compiled a report on workforce diversity, examining the distribution of gender and nationalities across all hotels and levels within the organisation. This report also assessed the company’s EDI policies to identify gaps that needed to be addressed. A holistic approach was then adopted to incorporate EDI policies throughout the entire career path of Trigon’s employees. This began with integrating EDI practices in recruitment and pre-boarding, followed by developing onboarding training and ongoing education. Trigon continues to collect data to assess the impact of diversity on employee engagement and productivity, using reports and employee feedback. For additional guidance in maintaining an inclusive culture, Trigon has partnered with the Irish Centre for Diversity, successfully obtaining Silver Investors in Diversity accreditation this year.

 

Enabling Factors

The key enablers of Trigon’s initiatives are the comprehensive trainings and policies that empower employees to embrace an EDI culture. By establishing these policies and reinforcing them through training, Trigon cultivates company-wide commitment. An example is the company’s pioneering fertility and menopause training sessions which have been rolled out by Trigon’s directors to other hotels. Another enabling factor is the company’s ‘Change Makers.’ This employee group, composed of individuals from diverse nationalities, roles, and age groups, meets monthly to explore how the hotel can further integrate inclusivity. The goal is to involve employees in the culture and the decision making process.

 

Barriers

The main barrier has been resistance to change. Trigon’s journey toward embedding inclusivity has required significant training and effort, progressing gradually to help employees fully embrace and value these principles.

 

Impact on the Organisation

The impact of Trigon’s EDI practices has been measured since their implementation. A gender balance across all company levels has been achieved. Reports also indicate incremental increases in employee engagement, motivation, and retention rates. Additionally, guests have expressed appreciation for these policies, recognising the company’s commitment to the well-being of all stakeholders. Trigon has also won the award for Best Place to Work in the Irish hospitality sector for its EDI initiatives.

 

Quotes

‘We wanted to enact and inspire change by welcoming all genders, nationalities and people with disabilities.’

‘We wanted to get the message across that we accept employees for who they are and want them to feel safe to be their true selves.’

‘We wanted to normalise subjects such as menopause or fertility issues by making managers aware of what women go through.’

 

Lessons Learned

Trigon recognises that a one-size-fits-all approach is ineffective, as each individual is unique, which is essential for providing personalised service. While rules and regulations are necessary, it is equally important to adapt management styles to suit each employee’s circumstances.

 

Future Plans

The company plans to continue to evaluate the impact of its EDI practices to inform the development of additional training and policies that enhance inclusivity. The company also aims to create a manual that instructs employees on engaging with diverse stakeholders, stimulating a respectful culture where everyone feels included. This manual will be shared externally and serve as the foundation for new training programs. A key component of this manual involves selecting a department with high turnover to implement various management styles and monitor employee satisfaction and retention. Should these metrics improve, the successful strategies will be applied across other departments

 

Links with UN Sustainable Development Goals

 

Read the full EDI report here.