MAY 2019 • FOGHORN 17 FOGHORNFOCUS: HUMAN RESOURCES LEARN MORE! There are many excellent sources of information with helpful tips and guidance for building a strong corporate culture that embraces diversity and inclusion. Here are just a few resources: https://images.forbes.com/forbesinsights/ StudyPDFs/Innovation_Through_Diversity.pdf https://www.shrm.org/resourcesandtools/ tools-and-samples/how-to-guides/pages/how- to-develop-a-diversity-and-inclusion-initiative. aspx https://www.forbes.com/sites/ shereeatcheson/2018/09/25/embracing- diversity-and-fostering-inclusion-is-good-for-your- business/#4fa3ca0772b1 https://hbr.org/2017/02/diversity-doesnt- stick-without-inclusion https://www.eeoc.gov/eeoc/newsroom/ release/8-3-15.cfm Thrustmaster’s complete hybrid propulsion systems for ferries and excursion vessels reduces fuel consumption and cuts carbon emissions. The engines clock fewer operating hours and run at their most efficient operating load, running cleaner and extending maintenance intervals. Propulsion motors are in pods below the hull, saving space and eliminating noise in the vessel. Thrustmaster’s hybrid propulsion systems are completely integrated systems with generators, power distribution, frequency inverters, azimuth thrusters, stored energy and automated power management. Made in the USA and protected by Thrustmaster’s patented technology. Learn more at www.Thrustmaster.net Thrustmaster’s complete hybrid propulsion systems for ferries and excursion vessels reduces fuel consumption and cuts carbon emissions. The engines clock fewer operating hours and run at their most efficient operating load, running cleaner and extending maintenance intervals. Propulsion motors are LEADING THE WAY LEADING THE WAY At Entertainment Cruises, Svendsen says that ongoing education is the building block to shaping a companywide commitment towards D&I. “You can’t ‘train’ someone to accept diversity and inclusion,” Svendsen explained. “But you can educate.” Nearly three years ago, the vessel operation embarked on D&I journey that began with a summit of employees. “Each one shared examples of what diversity meant to them,” Svendsen reported. “Each person has a different opinion, experience and understanding of what ‘diversity’ and ‘inclusion’ means. And, that’s good! It is different for everyone. To reach a level of understanding, it must be personal.” But, one summit isn’t enough, says Svendsen. “This is a process, the fabric of the organization that comes from the top and filters through every employee. That cannot happen once a year, it has to occur every day. Svendsen explained that the education begins when new employees join and continues through monthly meetings and corporate communications distributed companywide. He also stressed that everyone in the organization must be treated with respect in order for them to be the best version of themselves on the job, even in difficult situations. Finally, Svendsen advised managers to express compassion for their employees and guests, and to listen with intensity to everyone so they feel included and valued. n