In an industry where the customer reigns supreme, diversity and inclusion can give your business a massive competitive edge – connecting more closely with customers, becoming a magnet for prized talent and ultimately boosting your bottom line.
Drawing on a far-reaching survey of businesses from across the travel industry, a new report produced by PwC in partnership with TTG Media looks behind the PR to see how far travel has really come and what more needs to be done to make diversity and inclusion a reality.
How far has the industry come?
The survey was designed to gauge maturity of travel businesses across four key dimensions of diversity and inclusion (see graphic). The result is a progress evaluation from simplistic to leading in each of the four dimensions:
| Dimension | 1. Diversity and inclusion strategy |
2. Leadership and tone from the top |
3. HR processes |
4. Other diversity and inclusion initiatives |
|---|---|---|---|---|
Gauging the extent to which formal strategies and policies are in place, associated metrics are published and individuals are identified as being responsible. |
Gauging the relative passion for and direct involvement of the leadership team in promoting diversity and inclusion, and building them into the management of the business. |
Gauging the extent to which key HR policies such as recruitment and career progression programmes for under-represented groups are in place.
|
Includes networks for under-represented groups, awareness training in areas such as unconscious bias and involvement in industry campaigns. |
* This includes a range of different firms in the travel sector such as recruitment, training and PR
How does travel compare to other industries?
Travel is a long way behind the 70% par rating for other industries surveyed by PwC. Behind the average scores, there is a wide gulf in the ratings, with a number of travel companies scoring ‘advanced’ across the board and others ‘simplistic’. With the travel industry lagging behind other sectors, the need for a rethink of attitudes to diversity and inclusion and action to tackle barriers is becoming ever more pressing.
How can your organisation accelerate progress?
The experience of companies making the most progress highlights the importance of ensuring that diversity and inclusion get the same direction and accountability that would be applied to any other strategic priority. In practice, this comes down to five key pillars for accelerating change.
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