Many companies in the hotel industry claim they practice diversity in their hiring practices. When questioned about how many Black people they employ, most companies can back up their hiring outcomes with data.
That’s all well and good, but what’s missing in most employment demographics is a measurement of how inclusive the company is not only in its rank-and-file but also across all levels of leadership.
A new study that measures inclusivity reveals what we really all know: The hotel industry in America has few Black people in senior leadership roles. And even the most “woke” companies dramatically fail in providing opportunities for Blacks to move up the ranks.
The good news is as the hospitality industry begins a comeback from the economic crisis caused by the coronavirus pandemic, companies have an opportunity to mend their ways and revise their hiring and promotion practices to leverage the diversity they’re so eager to claim.
In this episode – a continuation of our coverage of racism, diversity and inclusion in the hotel industry – we talk to experts who are on the front lines of gender and racial equality in business. We highlight two new studies that could very well pave the way for a change in how hospitality businesses bring back and reposition their workforces as the U.S. economy emerges from the COVID-19 pandemic amid an historic re-awakening on Black lives and civil rights.
Resources and Links
Rainer Jenss of Nyack, New York, founded the Family Travel Association seven years ago to help parents and caregivers introduce children to the world through travel, whether that’s a yearlong trip around the world that Jenss and his family took or a weekend getaway to a nearby destination. To help the travel industry gauge what parents want when they take their kids on vacation, FTA conducts an annual study. The U.S. Family Travel Survey 2021 reveals the shift in mindset the COVID-19 pandemic has created in families planning a trip over the next 12 months. Hoteliers use can use the information to generate business and boost their strategies to recover and sustain business now and other the coming months.
Whether they’re new to the concept or they’ve worked in lodging for years, women are an emerging force in hotel development, investment and ownership. Several industry leaders are making significant strides in building programs that encourage and support women interested in becoming hotel owners and investors. This report examines new projects and updates the status of existing efforts by industry leaders to recruit women as owners and help them hurdle barriers such as critical access to capital.