Equity, Diversity & Inclusion
2 | Advancing
Corporate Office
Minimise negative impacts and initiate positive impacts
Outcomes
By the end of this stage you will have achieved the following outcomes from the Pathway Framework:
Embedding equity, diversity and inclusion (EDI) across workforce.
- The organisation offers employment opportunities, including in management positions, without discrimination by gender, race, religion, disability or in other ways.
- The proportion of employees drawn from diversity groups is monitored and is commensurate with local demographics.
- Internal promotion includes members of diversity groups.
- EDI training for employees conducted.
- At least one initiative that contributes to reducing inequalities has been implemented.
- Strategy to support people with disabilities in skill development and employment has been implemented.
- Recruitment, hiring practices and training are inclusive and accessible to under-represented talent groups.
Setting up for success
Take ownership
Identify owners across all key organisational teams
Implement a Sustainability Monitoring System (SMS) if not done already
Include senior leadership to make sure there is ownership and buy-in from the top-level
Engage stakeholders
Review and engage stakeholders previously mapped, and identify any additional key external stakeholders in the value chain to engage with on Human Rights, Labour practices and EDI
Find other brands and management companies you can learn from
Establish a feedback mechanism for key stakeholders to comment on sustainability initiatives
Check whether there are any local, regional or national plans that could be aligned to support wider efforts
Understand impact & dependencies
1. Gather data to gain a deeper understanding of gender and disability representation
2. Assess impact of actions taken to promote gender and diversity inclusion
3. Gain an understanding of gender and disability representation in supply chain
4. Review global and country legislations that support representation and inclusion of gender and people with disabilities
Set targets
5. Review and strengthen company, property level gender and disability-specific targets, and data collection targets from franchised hotels
6. For clear alignment discuss and agree on definitions, guidance and measurement metrics for EDI targets with regional, country or property leads
Take action
7. Review available guidance and resources to conduct hotel-level gender or disability audit (internal or external)
8. Develop your progress plan for action and resources required
9. Delegate targets to all relevant departments / functions
10. Orient all teams on business objectives and action plan for gender and disability inclusion
11. Take on board franchised hotels and provide support for data collection
12. Determine financial and non-financial resources needed, create a business case and gather required resources
13. Update brand standards (and standard operating procedures, if set at corporate level) to better support EDI efforts
14. Engage with customers and enable them to make more sustainable choices
Reviewing & Reporting Progress
Monitor & Report
Conduct an external audit on key environmental and social data
Review progress by comparing against previous performance and industry benchmarks where available (such as CHSB). Repeat on a regular basis (e.g. monthly/quarterly)
Review benefits seen through actions
Review challenges encountered along the way and plan solutions to implement
Update leadership on progress
Create a revolving fund to reinvest savings from efficiency measures into new sustainability initiatives, if not done already
Inform corporate customers and investors of performance and activities by including information in communications and meetings
Publicly report progress against company targets on an annual basis
Share your case studies with us!
As hospitality companies progress towards Net Positive Hospitality, the Sustainable Hospitality Alliance is keen to share good news and best practice from across the industry. Our Net Positive case studies are shared across our website and LinkedIn, acting as a positive space to celebrate these actions, achievements, and commitments.
We invite hotels to get involved by sending case studies to press@sustainablehospitalityalliance.org and / or tagging @Net Positive Hospitality and @Sustainable Hospitality Alliance within LinkedIn posts relating to environmental sustainability or social responsibility.
Download checklist
Click the link below to access a PDF checklist to use offline.
View our accompanying factsheets
Test the outcomes of ESG solutions
The Net Positive Hospitality Simulation brings the Pathway to life, helping users understand the impacts of their decisions, test sustainability actions and create a tailored sustainability action plan.
Ready to move onto the next stage?
Once you have completed Equity, Diversity & Inclusion – 2 | Advancing, you are ready to move on to 3 | Accelerating.
