In just a few short years, businesses that once celebrated diversity, equity and inclusion in their ranks have backed off from these goals—and not without reason. Since taking office in January, President Donald Trump has issued executive orders directing the Attorney General to identify private-sector businesses with “egregious and discriminatory” DEI programs and to identify what “regulatory action and sub-regulatory guidance” should affect these businesses.
This leaves hoteliers in a tight spot. Orders to investigate businesses that even appear to be discriminating in their hiring process could discourage managers from reaching out to diverse talent pools, which would not help ameliorate the sector’s ongoing labor shortage.
According to the American Hotel & Lodging Association, the lodging industry in the U.S. has more than 1 million open positions waiting to be filled. In a letter to members, the AHLA and the AHLA Foundation acknowledged the conundrum and emphasized that the association’s leaders are “having conversations with industry leaders and experts … about how businesses approach opportunity and access for current and future employees.
“AHLA and the AHLA Foundation remain steadfast in our commitment to ensuring the hotel industry is a place of access and opportunity for all,” the letter continued. “We know that our industry is stronger when individuals from all backgrounds, cultures and communities can build meaningful careers.”
Industry leaders have noted the benefits diversity brings to hospitality. During a February roundtable with media in New York City, Accor CEO Sébastien Bazin discussed his company’s international expansion into more than 100 countries, and how the business’ leaders collaborate with people across a range of cultures. “There's no fear,” he said. “It's just who we are as a very human-driven organization.” Acknowledging the current trend, he said the company has “to be careful” when discussing diversity, equity and inclusion. “Well, we're not moving away from it. Accor is super inclusive. Accor loves differences and diversity.”
In an op-ed for HotelManagement.net, David Kong, founder and principal of DEI Advisors and former president & CEO of BWH Hotel Group, recounted how top hotel CEOs at the ALIS Boardroom Outlook Panel are reframing DEI. “They emphasized shifting the focus from mandated quotas and corporate rhetoric to fostering genuinely inclusive cultures,” he wrote. “Major hotel companies are prioritizing mentorship, sponsorship and leadership development programs that benefit diverse talent without being perceived as preferential treatment. Education on bias training that encourages self-reflection rather than guilt or division is also crucial. When individuals understand how biases form and impact decision-making, they are more likely to support organic inclusivity.”
This article was originally published in the April edition of Hotel Management magazine. Subscribe here.