While we’ve made strides in creating more inclusive travel experiences and workplaces, it’s vital to recognise the work that still lies ahead.
My journey through the realms of travel, from marketing at the Saint Lucia Tourist Board to leading destination marketing at Travelport, has offered me valuable insights. I’ve seen the industry’s progress, but I’ve also witnessed where it falls short in providing truly inclusive and equitable experiences for both customers and colleagues.
These observations are particularly striking when compared with my recent experience in the financial services sector, where I’ve dedicated the past four years to advancing diversity, equity and inclusion (DEI) efforts. And it’s a tale of progress.
Many travel and tourism organisations have taken commendable steps towards inclusivity. They’ve embraced diversity in their marketing campaigns, showcasing the rich tapestry of travellers’ backgrounds and abilities.
Within their teams, diversity and inclusion initiatives have gained traction, with training programs and policies aimed at creating fair and inclusive workplaces.
Yet, let’s not forget that progress should never lull us into complacency. The shadows of discrimination still linger within our industry, and they must be confronted head-on.
Breaking barriers
The essence of travel is the promise of exploration, adventure and discovery, irrespective of who you are, yet we’re reminded this promise isn’t fulfilled for everyone. Discrimination continues to be an unwelcome companion for many travellers, echoing the exclusionary practices that still persist.
It’s high time we ensure no traveller, regardless of their identity, faces discrimination during their journey. This requires a collective commitment to creating inclusive travel experiences, where every individual is respected and valued.
In parallel, this transformation must extend to our workplaces. Inclusive organisations are not just more ethical; they are more innovative, productive and successful. It’s not enough to talk about diversity and inclusion – we must embody these values in every aspect of our work environments.
To achieve these customer and colleague objectives, organisations can consider these practical starting points:
- Leadership commitment – leadership must demonstrate unwavering commitment to diversity, equity and inclusion as an integral part of their business strategy
- Engaging DEI specialists – work with DEI specialists who can provide valuable guidance and strategies tailored to the unique needs of any specific organisation
- Investing in training – training staff on diversity, equity and inclusion is a fundamental step. It builds awareness and equips teams with the skills to foster an inclusive workplace and customer experience
- Participating in challenges and programs – initiatives like the Free 5-Day Kickstart Inclusion Challenge can jumpstart an organisation’s DEI journey.
Facing the reality
Recent studies, including comprehensive analysis conducted by PwC, underscore the pressing need for change in the UK travel sector. The numbers are stark reminders of the work that lies ahead.
According to the PwC report, just 6.5% of board positions in the travel industry are occupied by individuals from Black, Asian, and other Minority Ethnic groups, less than half of the UK split for this group, which accounted for 18% of the UK population in the 2021 census.
Such underrepresentation at the decision-making level is a clear indicator a more inclusive leadership composition is imperative.
For an industry that thrives on exploring the world, we must also embark on a journey of exploration within our own structures. Inclusion, after all, starts from the top.
