In a 2019 survey1, PWC concluded that the travel industry is behind most industries in terms of its DEI practices. The good news is that after the exodus of talent out of travel due to the recent COVID pandemic, and with significant labour shortages worldwide as the industry recovers, developing DEI programmes has become an imperative at many travel companies who want to attract a wider talent pool and retain staff.
Here are examples of what some travel companies are doing:
- IHG2 has assigned every member of their executive team a DEI-focused goal, committed to gender parity at group leadership levels, and rolled out an inclusion training programme.
- United Airlines3 has committed to having a pilot workforce that is 50% women and people of colour by 2030.
- Virgin Atlantic4 has refined its hiring practices to ensure it attracts a diverse pipeline of candidates.
- Expedia5 has several voluntary Inclusion Business Groups supporting different communities including women, racial and ethnic minorities, LGBTQ+ employees, and others.
Why is DEI important in travel?
First, DEI is the right thing to do. Everyone deserves to feel welcome and included when they travel, regardless of their race, ethnicity, age, gender, gender identity, sexual orientation, disability, religion, or other factors. A diverse workforce and an inclusive customer base can also lead to a wider hiring pool and revenue base, and increased innovation and profitability. Additionally, travel companies can help to protect the environment and local communities from the impact of travel, by being more inclusive of local communities in decision-making and conservation efforts and providing equal access to the benefits generated by travel and tourism.
How can travel companies become more diverse, equitable, and inclusive?
Here are a few examples of what travel companies can do:
- Hire and promote a diverse workforce.Travel companies need to make a conscious effort to hire and promote people from all backgrounds. This means removing barriers to entry for marginalised groups. It also means ensuring leadership and decision-making roles within the organisation reflect a diverse range of backgrounds, genders, ethnicities, and experiences.
- Provide regular training to staff. Cover topics like cultural sensitivity, unconscious bias, and micro-aggressions to foster a more inclusive and understanding work environment.
- Make travel more accessible to everyone.Travel companies need to make their products and services more accessible to people with disabilities, people from low-income backgrounds, and people from marginalised groups. This may involve offering more affordable travel options, more accessibility features, and more inclusive marketing.
- Partner local communities and educate travellers on social and environmental issues.
What can travellers do to support DEI in the travel industry?
- Choose travel companies that are committed to DEI. When booking travel, travellers should research the company's DEI policies and practices and look for companies that have a diverse workforce, offer inclusive products and services, and support local communities.
- Support Local and Minority-Owned Businesses. Instead of only frequenting well-known tourist spots or chains, make a conscious effort to support local artisans, restaurants, and shops. This directly benefits the community and encourages economic equity. Also, check for destinations and accommodations that are known to be LGBTQ+ friendly. Websites like Purple Roofs or TAG Approved provide lists of businesses that are welcoming and affirming.
- Be a respectful and inclusive traveller.When traveling, travellers should be respectful of the local culture and customs. Travellers should also be mindful of their impact on the environment and local communities.
- Speak out against discrimination and bias. If travellers experience or witness discrimination or bias while traveling, speak out against it. Report incidents to the travel company or to the appropriate authorities. Holding businesses accountable can lead to positive change.
What is Key Travel doing on the DEI front?
Key Travel is an international travel management company that is exclusively dedicated to reducing the cost, complexity, risk, and carbon-impact of travel for non-profit organisations so that they can deploy more of their resources on delivering their missions. Key Travel recognises that DEI is integral to our brand, reputation, and business sustainability. To deliver on our vision to have a diverse, equal and inclusive organisational culture, we have the following commitments and supporting initiatives:
- We formalised our DEI approach into an official DEI policy covering all aspects of employment. This includes expected behavioural norms and our commitment to promote a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued. It is a mandatory employment requirement for employees to have read our DEI policy. We also have an active programme to train all staff about their DEI rights and responsibilities.
- We established a procedure for reporting any incident in breach of our DEI principles. We have committed to investigate all reports of non-compliance and to protect those making a complaint in good faith from any victimisation.
- We are an equal opportunity employer with a commitment to fair labour practices.
- We are committed to fair hiring and remuneration practices and make opportunities for development and progress available to all staff. We are committed to twice-yearly performance appraisals and personal development reviews for every colleague irrespective of role or level.
- To assist us in fighting unconscious bias, we reviewed all company documentation. Job descriptions to remove all forms of language which could unintentionally convey non-inclusiveness.
- We have launched a programme of direct colleague and company support to local communities. Through volunteering and fundraising, Key Travel is supporting Village by Village (VbV), a charity whose mission is to reduce the needless suffering and deaths of children living in poverty in remote rural African villages. Colleagues are also encouraged to participate in one company-paid full day of volunteering per year in their local communities.
- We annually review our progress on our DEI commitments. In the latest update, for example, 63% of our workforce is female, 37% male and 64% of our senior managers are female versus 36% male. The % of our workforce who identifies as non-white from those who gave ethnicity information (90% of total) is 41%. 3% of our workforce identifies as having a mental or physical disability. In our latest annual employee engagement survey, 96% of respondents agreed or strongly agreed that: “People in my team treat one another with dignity and respect”. 94% of respondents agreed or strongly agreed that “Key Travel offers a diverse and inclusive environment where I am comfortable to be myself”. Our Diversity & Inclusion rating on Glassdoor is 4.5 out of 5, which is also our highest ranked category.
Conclusion
While the travel industry has lagged other industries in its DEI practices, change is afoot. Travel companies are prioritising DEI not just as an ethical imperative but also as a source of competitive advantage. Key Travel recognises DEI as being at the heart of its business and has a number of DEI initiatives under way. We want our workplace both in the office and at home to foster a sense of belonging for all colleagues and the ability to feel seen, supported, and proud.
2IHG: Employee listening is key to inclusion | UNLEASH
4https://careersuk.virgin-atlantic.com/diversity-equity-and-inclusion