Travel companies have been warned to avoid “tick-box exercises” in relation to staff wellbeing to boost recruitment and retention efforts.
Inspire Europe managing director Lisa Henning said her business had carried out a full assessment and implemented a number of practical changes to support staff, but she claimed many travel company bosses were “talking the talk but not walking the walk” on the subject.
Henning stressed it was vital that issues such as diversity, inclusion and mental health were properly addressed by senior staff.
“It’s very important all of this comes from the top – from the bosses and shareholders. It’s pointless doing all this if we are not aligned,” she said.
“Some initiatives in the industry are done as tick-box exercises; people talk the talk but don’t walk the walk.
“It is still a huge challenge and, from an industry point of view, more companies have to get on board.”
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At Inspire Europe, a staff survey on wellbeing has resulted in inhouse training on diversity and inclusion for all senior managers.
Henning said: “What’s come to light is we need to invest in training. We realised our diversity, inclusion and equality policy was not where it needed to be so we’re in the process of making it much wider.”
The survey has also led to a return to more traditional recruitment methods to attract older employees, with the Chester-based firm placing job advertisements in local newspapers and community publications.
Henning added: “We have some work to do when it comes to the older generation. We want to attract more older staff. At the moment 99% of our recruitment is online. We did a poll asking customers where they look for a job; some prefer to look at the job section in a local newspaper.”
The tour operator and homeworking agency introduced a wellness programme to support its 55 head office and call centre staff with physical, mental and financial wellbeing last year and is running employee events every month.
Earlier this year, the company introduced benefits including more annual leave, up from 22 to 25 days a year, and enhanced sickness, maternity, paternity, family, adoption and bereavement leave policies.
Henning noted the moves were already helping with recruitment and staff loyalty and retention.