NAACP Opportunity and Diversity Report Card: Hotel and Resort Industry 2012
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In 1996 the NAACP as part of their Economic Reciprocity Initiative launched its first Consumer Choice Guides. These guides annually reviewed 5 different industries with 10 different corporations in each industry. This report was released annually until 2008. Building off of this tradition today we launch our new Opportunity and Diversity Report Card focused on the Hotel and Resort Industry.
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NAACP Opportunity and Diversity Report Card: Hotel and Resort Industry 2012
- 1. Acknowledgements “To be a poor man is hard, but to be a poor race in a land of dollars is the very bottom of hardships.” W.E.B. Dubois 0
- 2. The NAACP Opportunity and Diversity Report Card: Hotel and Resort Industry 2012
- 3. Racial Economic Inequality: Past and Present The NAACP Economic Programs aims to educate around the realities and histories of racial economic inequality, recommend practical solutions and mobilize individual and community action. 2
- 4. The Racial Wealth Divide 3
- 5. Three-fold Goal • Evaluate the leading corporation’s diversity-related performance in workforce demographics, employment of Evaluate minority vendors, and franchise/ownership. • Identify areas of weakness within the corporation as we compare their reported numbers to the national industry Identify average. • Create pathways to opportunities and remove barriers Create 4
- 6. Industry Averages Relative to Population African Americans People of Color Governing Body 8% 13% Workforce Diversity Top Management 4% 19% Mid/Lower Management 9% 31% Highly Skilled 12% 46% Semi-skilled 17% 47% Unskilled 19% 63% Employee Transition New Hires 17% 56% Promotions 12% 36% Supplier Diversity 1% 6% Property Ownership/Mgt. 2% 17% 5
- 7. The Hotel Report Grades Leading Hotels Hilton Hyatt Marriott Starwood Wyndham AA POC AA POC AA POC AA POC AA POC Governing Body F D C F A+ A+ C B A A+ Workforce Diversity Top Management D F F F C F F C C F Mid/Lower Management C C C B C C D D F D Highly Skilled C A D C B A D C F F Semi-Skilled C B D C B B C B D D Unskilled B A+ C A+ B A+ B A+ C A+ Employee Transition New Hires B C C F B C C B B D Promotions C A+ C B A A+ C A+ F F Supplier Diversity C C C B C B C D B A Property Ownership & Management B A+ C C B B D B F A+ OVERALL GRADE C+ C B C C 6
- 8. Example of Section D of the EEO-1 Report Job WORKFORCE DATA/NUMBER OF EMPLOYEES Race/Ethnicity Categories Total Male Female (A – N) White Black or Hispanic Native Asian America Two or White Black or Hispanic Native Asian America Two or (Not African or Latino Hawaiian (Not n Indian more (Not African or Latino Hawaiia (Not n Indian more Hispanic or American and Other Hispanic or races Hispanic America n and Hispanic or races Latino) (Not Pacific or Alaskan (Not or n (Not Other or Alaskan (Not Hispanic or Islander Latino) Native Hispanic Latino) Hispanic Pacific Latino) Native Hispanic Latino) (Not (Not or or Islander (Not or Hispanic Hispanic Latino) Latino) (Not Hispanic Latino) or Latino) or Hispanic or Latino) or Latino) Latino) A B C D E F G H I J K L M N O Officials and Managers (1) Professionals (2) Technicians (3) Sales Workers (4) Office, Clerical and Administrative Support (5) Craft Workers (6) Operatives (7) Laborers and Helpers (8) Service Workers (9) Total (1 – 9) Total from Previous 7 Report
Editor's Notes
- This report took the efforts of many individuals and assistance from various partner organizations. So first want to acknowledge those who have helped to make this report possible. First lets have the staff of Economic Programs for the NAACP stand.Next I want to recognize Michael Sumner from MWM Consulting. Michael was our primary consultant for the research and analysis of this report.The Economic Development Committee of the NAACP board has been of great support to this work and lets recognize the chair of this committee who has joined us for this release Chairman Leonard James III. The NAACP would also like to thank the hotels that volunteered to participate in this effort: Hilton WorldwideHyatt Hotels CorporationMarriott International, Inc.Starwood Hotels and Resorts Worldwide, Inc.Wyndham Hotel Group Finally the NAACP thanks Michael Roberts, Chairman & CEO, The Roberts Company; Greg DeShields, Managing Director, Business Development, Temple University; Andy Ingram, President & CEO, National Association of Black Hotel Owners, Operators & Developers; the Latino Hotel & Restaurant Association; and the Asian American Hotel Owners Association.
- In 1996 the NAACP as part of their Economic Reciprocity Initiative launched its first Consumer Choice Guides. These guides annually reviewed 5 different industries with 10 different corporations in each industry. This report was released annually until 2008. Building off of this tradition today we launch our new Opportunity and Diversity Report Card focused on the Hotel and Resort Industry.
- The Opportunity and Diversity Report Card is part of the NAACP Economic Programs efforts to educate around the realities and histories of racial economic inequality, recommend practical solutions and mobilize individual and community action.
- Today there is much talk about the great challenges facing the US economy but racial economic inequality is most often left out of this discussion. As the country rapidly becomes a majority minority nation it is imperative that the serious racial economic divide that has worsened over the last few years become a more acknowledged threat to this country’s economic future. We hope that our ongoing work on the need for great corporate diversity and inclusion helps bring attention to the national challenge of racial economic inequality.
- Our Opportunity and Diversity Report Card focus on one industry at a time and concentrates on the top five corporation in this industry. Starting in 2013 we will release two report cards a year. Future report cards will focus on banking, the automotive industry, telecommunications, general merchandising, health and energy. The goals of this report card are to 1. evaluate the leading corporation’s diversity-related performance in workforce demographics, employment of minority vendors, and franchise/ownership. 2. identify areas of weakness within the corporation as we compare their reported number to the national industry average. 3. create pathways to opportunities and remove barriers. In order to best achieve these goals we will spend the next 3 years engaging these corporations looking for means to advance diversity and inclusion in their corporation so hopefully when we grade this industry again we can see significant advances in their practices.
- Before we look at the grades of the specific hotels, it is important to look at what the averages are industry wide for racial diversity and inclusion. The percentage of working age African Americans in the population is 12% and 36% for people of color as a whole. As you can see industry wide African Americans are least included in the important areas of supplier diversity, property ownership/management and top management. People of color as a whole are least included in supplier diversity, governing body, and property ownership / management. One area of opportunity that we see in the industry wide numbers is the large gap of inclusion between mid/lower management numbers and top management. There is work to be done industry wide and we believe that by engaging the leading corporations in the industry we can effect change throughout the hotel and lodging industry.
- As you can most of the hotels received an overall grade of C with Marriot getting the highest overall grade a B. Corporations grades were based on the industry wide benchmarks shown on the previous slide. So if a corporation had a level of inclusion equal to that of the industry average they received a C anything below that the corporation would receive a D or an F and of course a B or an A for grades higher than that. Using the low industry benchmarks for diversity and inclusion allowed us to highlight who was taking a lead within the industry and who was behind. With the limited data we had access to we see that the leading corporations in the industry are following the low industry averages in diversity and inclusion. You can also see that in the sub category of top management most of the leading hotel and lodging corporations are actually behind the industry averages. The NAACP looks forward to working with each of these corporations in ensuring that the leading hotel and lodging corporations also become leaders in diversity and inclusion.
- Bens Call to ActionThe Equal Employment Opportunity Commission was created with the passage of the 1964 Civil Rights Act. Section VII of the 64 civil rights act focused on ending discrimination in employment. The EEO1 survey is a primary tool used by the commission to monitor for racially discriminatory practices in employment.