Diversity at Marriott and Hyatt

Diversity matters to every one of us. The hospitality industry makes us unique in that we are able to appeal to each and every person in one way or another. In the lodging segment of the hospitality industry we come in contact with a wide variety of people every single day. Diversity is defined as "recognizing, appreciating, valuing, and utilizing the unique talents and contributions of all individuals” (Webster, 1999) regardless of age, career experience, color, communication style, culture, disability, educational level or background, employee status, ethnicity, family status, function, gender, language, management style, marital status, national origin, organizational level, parental status, physical appearance, race, regional origin, religion, sexual orientation, thinking style, speed of learning and comprehension, etc. Diversity is important to the success of any business. It is important to incorporate an excellent and thriving diversity program in a business. This paper will focus on two large hotel brands, Marriott and Hilton. Both of these hotel brands have excellent diversity programs. Through exploration of the brands, this paper will find out the similarities and differences. This paper will also explore what the American Hotel and Lodging Association is doing with diversity. Hilton Hotels Corporation has incorporated a great diversity program. Hilton takes pride in the diversity of their work force. “More than half of the Hilton Family Hotels workforce are minorities and women” (hiltonworldwide1.hilton.com). Diversity in Hilton Corporation starts from conception of the brand. Conrad Hilton had a vision that hospitality would reach everyone around the world. His philosophy is that “It has been, and continues to be our responsibility to fill the earth with the light and warmth of hospitality” (hiltonworldwide1.hilton.com). This philosophy is just the beginning of the diversity initiatives Hilton has incorporated. The Hilton family