Check out this interview with Kara and Theo of Athens very own Daily Groceries Co-op:

1. From your perspective, what strategy for increasing diversity and inclusion at Daily has been the most successful?

Rethinking our hiring process. When posting positions, we not only post them online, but try to post physical copies at different spots around town. We keep a stack of job descriptions and applications with us at tablings; having them at the West Broad Farmers Market during market season was really effective for us. At the end of 2019, in collaboration with a group of employees and Jo Barnes, we rewrote our Employment Application to make it more welcoming and transparent.

For interviews, we also diversified the types of questions we asked. We now have a handbook filled with interview questions from a wide range of sources. We’ve also consulted with Jo Barnes on new interview questions that are open-ended and give applicants the chance to expand on nontraditional work experience.

We work to make sure that our employees know that we do not tolerate harassment or discrimination from any internal or external customers. Our front end staff in particular can be vulnerable since they interact with so many different people every day. Our management team encourages them to be vocal with any concerns they have about behaviors they observe or experience, and then we follow-up with those involved.

We rewrote our appearance policy to make it more abstract and less stringent. This was a big passion of mine. We put not only expression but responsibility and accountability in their hands. We want people to be able to be their whole selves at work.

Daily still has plenty of room to grow in this area, but I’m happy with the ongoing conversations we’re having about these issues.

2. What advice would you give to an Athens business owner looking to increase diversity in their workforce and clientele?

Be unconventional with your hiring practices. Ask open-ended questions. Use language that is inclusive and purposeful in job descriptions. Flexibility with transportation access and availability is so worthwhile, especially in a town like Athens. Make sure people know they have a seat at the table.

And in building your team, consistently emphasize and model clear, direct, and open communication. Check in with all staff regularly, in group huddles and also one-on-one. Allow people to be their whole selves at work. Emphasize accountability to each other.

3. Imagine Athens 5 years from now. What do you hope for in your vision of this town?

We imagine a town where no one goes hungry because of lack of income or food accessibility. One where Athens is accessible to all the folks who build their lives here. Where everyone feels welcome in public life and public places.

Interview by Kimberly Osborne