What practical steps can travel companies take to facilitate racial diversity in the workplace? Juliet Turnbull, founder and chief executive of 2to3days and Tea Colaianni, founder and chair of WiHTL offer their insights
Business leaders are speaking out about racial inequality and social justice in the wake of the tragic death of George Floyd and the resulting global protests. Increasingly, consumers and employees expect businesses to not only have a point of view or show solidarity but to take tangible and meaningful action towards change.
As one social media post stated: “Thank you for the public statements, now show me a picture of your executive board”.
So, what can the travel industry do to attract, develop and retain talent from diverse backgrounds? It will take more than simply running some unconscious bias training or moving to “blind CVs”, but there are many practical things companies can do to make a difference.
Diversity in travel consultant Martinique Lewis explains the importance of employment in helping achieve racial diversity: "Having representation internally is critical to your business growth externally. Without a diverse team it’s impossible to say diversity and inclusion are top of mind.
"Actionable steps include hiring someone full-time as the designated D&I employee. Can’t afford that? Hire a consultant. When you recruit, recruit from universities that have a diverse population. Attend BAME and diversity panels at the travel shows you attend. Nothing changes if nothing changes – to be a industry leader means to do what’s right, even if it’s not popular."