Hcareers recently published the results of two surveys we conducted on Diversity and The Hospitality Industry. In the survey of Hcareers’ audience, 65.5 percent of respondents reported that they believe the hospitality industry is more diverse than other industries. However, those who identify as Black or African American are three times more likely to view the hospitality industry as less diverse compared to their White or Hispanic counterparts.
Yet, diversity in upper management lags. According to the Bureau of Labor Statistics 2020 Current Population Survey, about 80.9 percent of hospitality management positions are held by White workers, compared with the seven percent held by Black or African American workers.
The industry, however, recognizes the need to build a more inclusive industry. In fact, all of the major hotel brands now feature a section for Diversity and Inclusion on their websites, offering a detailed overview as to how they are working to create more diverse teams and management.
Some hotel brands are even gaining recognition for their efforts to bring more diversity and inclusions into their workplaces. Diversityinc.com named Marriott International and Hilton to the number one and two positions respectively on its 2020 list of the Top 50 Companies for Diversity.
Marriott International’s Diversity and Inclusion policies are all encompassing. On the corporate level, the brand develops multicultural tools and resources that help managers further understand and build awareness about culture differences while also engaging with organizations that support and provide opportunities for veterans and people with disabilities. Globally, Marriott International also works with local organizations in regions where Marriott has a presence in order to provide opportunities and advantages to vulnerable and disadvantaged segments of society. For example, JW Marriott Hotels partnered with Vital Voices to advance opportunities for women in Mexico and worldwide through mentoring. The company also works with partners such as the Black Culinary Alliance, the National Association of Black Hotel Owners, Operators and Developers and The Canadian Aboriginal and Minority Supplier Council to further bring opportunity to a cross section of global society.
Hilton’s position on diversity and inclusion is so extensive that the brand publishes an entire brochure on it. Read up on the Hilton Executive Inclusion Council (EIC), headed by President and CEO Chris Nassetta and other senior Hilton leaders who oversee all of the company’s diversity and inclusion programs and initiatives. Also in the brochure are Hilton’s set targets for recruitment and senior leadership representation as well as external recruitment goals. Also in the brochure is a visual representation of Hilton’s diversity and inclusion efforts over the last 10 years in addition to Hilton’s detailed definition of diversity and inclusion.
InterContinental Hotel Group (IHG) also publishes a dedicated diversity and inclusion brochure complete with information on the company’s Diversity and Inclusion Board and global committees, the brand’s diversity and inclusion “framework,” responsible business targets, employee networks for women, LGBTQ community members, African Americans and Baby Boomers and Gen Xers, plus mentoring initiatives and future leaders program.
Hyatt’s inclusion and diversity initiatives are clearly laid out on its website. Meet the members of the brand’s global diversity and inclusion council as well as details of its Diversity Resource Business Groups. Designed to increase recruitment and referrals from women, Pacific-Islanders, Black, Latino and Asian employees as well as employees with disabilities and veterans, these groups are also intended to increase mentoring opportunities for these groups as well as physical and financial wellness opportunities. Guidelines for the company’s supplier diversity program can also be found on this portion of the website.
Choice Hotels also proudly publicizes its Diversity and Inclusion efforts on its website. The brand’s dedicated Diversity page outlines the work of its Board of Directors’ Diversity Committee and the company’s Diversity Advisory Council. Job candidates should also look at the Employee Resource Groups listed on this section of the website to learn more about how the company brings together its African American and Hispanic employees, LGBTQ associates, women, young professionals, working parents, employees with disabilities, veterans and Asian American staff.
Accor also sets forth its diversity priorities on its website, summarizing its “Diversity ambition” into four categories: gender diversity and equality; the integration of people with disabilities; employees from a broad range of ethnic, social and cultural origins; and multi-generational synergy. Best practices designed with these objectives in mind are rolled out at the operational level by a diversity and inclusion governance structure that meets regularly. Details of Accor’s Diversity and Inclusion Commitment and specifically the brand’s efforts to combat discrimination and promote diversity and inclusion, create opportunities for everyone as well as effective governance, offer diversity training, and reflect diversity in the brand’s products and services, can be found in its brochure on the same topic.
Creating a culture of diversity and inclusion is just one aspect of Wyndham Hotels and Resorts’ commitment to social responsibility. According to the company’s 2020 Social Responsibility Report, the company has achieved 100 percent gender pay equity comparing the median compensation of women versus men at the executive level and for employees below the executive management level globally, the company has achieved 95 percent gender pay equity in 2019. The report also highlights the company’s affinity groups for team members, offering a meeting place for multigenerational team members, women, LGBTQ staff, Hispanic and African American employees and women, too.