USA 
United KingdomKelly Costanza
Chief People Officer at CAVA
Kelly Costanza, CPO says CAVA's “broad appeal to many people and walks of life" is one of the greatest strengths the business offers in both its cuisine and its culture...
Kelly Costanza
Chief People Officer at CAVA
Kelly Costanza, CPO says CAVA's “broad appeal to many people and walks of life" is one of the greatest strengths the business offers in both its cuisine and its culture...
Fast casual restaurant chain CAVA was built on the Mediterranean heritage of its founders: where food equals connection, and everyone is welcome at the table. Today, says Kelly Costanza, Chief People Officer, one of the greatest strengths the business offers in both its cuisine and its culture is its “broad appeal to many people and walks of life.”
In an exclusive interview with HR Grapevine, Costanza discusses the importance of diversity to CAVA’s culture and reveals how she continues to sustain momentum for DEI within her business to create a more engaging experience for staff and an outstanding experience for diners, even in the face of fatigue and other challenges.
We view DEI through this lens of human connection and generosity and know that to deliver on our mission of bringing heart, health, and humanity to food, we need to bring heart, health, and humanity to our Team Members.
When I joined CAVA in May 2020, we had recently acquired the Zoës Kitchen restaurant brand and were working to bring two disparate cultures together. The COVID-19 pandemic was challenging human connections, and the country would soon experience a social justice reckoning. We responded to those challenges by being very purposeful about our culture and worked to create an environment where Team Members could be their whole selves and where we listen and learn from one another.
It has made a huge impact on our team, helped us hire diverse talent, and supported us in delivering a great guest experience.
‘Diversity Cultivation’ is a key competency, and creating and nurturing an inclusive, connected culture is threaded through all seven CAVA competencies. We offer year-round instructor-led and on-demand training on those competencies so that Team Members across all levels in the organization can build upon their behaviors
Giving the team a glimpse into the lived experiences of their colleagues is an incredibly powerful way to build understanding and allyship
Through the Diversity Cultivation competency, we intentionally seek to reduce barriers and leverage the capabilities and insights of all Team Members, building a more inclusive organization and advancing the stories of underrepresented groups. Courses cover a wide range of DEI topics, including valuing differences, contributing to an inclusive culture, unconscious bias, and managing a multigenerational team.
Allies in Motion (AIM) is CAVA’s ERG, founded on the belief that anyone can be an ally, and everyone can use an ally. AIM focuses on human connection, uplifting underrepresented voices, and supporting Team Members in their active allyship journeys. Every month, we offer resources and programming focused on one to two themes, such as LGBTQIA+ Pride Month, Asian American & Pacific Islander Heritage Month, Allyship & Religion, and Family Traditions & Structures.
We typically bring in external speakers, host interactive workshops and listening sessions, coordinate volunteer opportunities, and hear from team members who generously share their unique personal stories. These are powerful, vulnerable moments that help all of us gain a deeper awareness of each other's experiences, learn more about communities we may not personally belong to, and build bridges of understanding and respect.
Through the Diversity Cultivation competency, we intentionally seek to reduce barriers and leverage the capabilities and insights of all team members, building a more inclusive organization and advancing the stories of underrepresented groups
AIM hosted its first meeting in 2021, and in the years since the group has become synonymous with our culture. It has been very well received by tenured and new employees, and we use their feedback to make sure the program serves our Team Members well, positively impacts their lives, and has societal and cultural relevance. Because we’re focused on learning from and connecting with one another, AIM continues to thrive.
I am so proud of the people on our team and how they bring their passion, creativity, and thoughtfulness into managing AIM. Their work with AIM is rewarding and energizing, and we check in on them often and make sure they have the support they need. We also gather feedback from the enterprise on what they would like to see us stop, start, or continue with AIM so that our efforts are a real reflection of the team member’s voice.
Since we created AIM, designed and nurtured a culture guided by our mission, values, and competencies (MVC), and launched our holistic employee value proposition, our enterprise-wide employee engagement survey scores in all DEI categories have consistently been in the top quartile.
We’ve learned that the impact of team members sharing their personal stories is unmatched, on a personal level and company-wide. Giving the team a glimpse into the lived experiences of their colleagues is an incredibly powerful way to build understanding and allyship. This simple practice is a cornerstone of CAVA’s culture and truly makes us more empathetic and connected.
Looking ahead, we’re excited to evolve our AIM group with even more informative and culturally relevant programming and new instructor-led courses for our Diversity Cultivation competency. As the business and our team members evolve, so too will our work to create a supportive, inclusive, and people-centered environment.
