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Equity, Diversity & Inclusion

2 | Advancing

Corporate Office

Minimise negative impacts and initiate positive impacts


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.

Equity, Diversity & Inclusion - PDF Checklist

Download checklist

Click the link below to access a PDF checklist to use offline.

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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.

3 | Accelerating - Neutralise negative impacts and build robust positive impacts

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.