March 30, 2023 • 10 mins
Creating a diversity, equity, and inclusion or a DEI strategy for hiring hotel employees is essential to building a strong team and creating a positive workplace culture.
I’m going to share the steps for creating your DEI strategy.
A DEI strategy ensures that all individuals are treated fairly and that their unique experiences and backgrounds are valued.
Continue reading, watching, or listening and I’ll explore the steps for creating a DEI strategy for hiring hospitality property employees …
⇒ TO WATCH, READ OR LISTEN TO THIS EPISODE ON KEYSTONE HOSPITALITY PROPERTY DEVELOPMENT:
https://keystonehpd.com/from-hiring-to-retention-how-a-dei-strategy-can-transform-your-hotel-workforce-336
“The Guide to Owning & Operating a Hospitality Property – Successfully” course.
https://KeystoneHPD.com/Course
Get your copy of the “How to Improve Your Hospitality Properties Success” e-book?
https://keystonehpd.com/how-to-improve-your-hospitality-propertys-success
Get Your INNsider Tips
https://KeystoneHPD.com/INNsider-Tips
Join one of your private groups
https://keystonehpd.com/private-groups
Say hi on social
Facebook: https://www.facebook.com/KeystoneHPD
Twitter: https://twitter.com/KeystoneHPD
LinkedIn: https://www.linkedin.com/company/keystone-hospitality-development
Listen to The Hospitality Property School PODCAST here
https://www.keystonehpd.com/hospitality-property-school-podcasts
YouTube
https://youtu.be/T9TYzPYTTvY
A Division of Keystone Hospitality Property Development
I’m going to share the steps for creating your DEI strategy.
A DEI strategy ensures that all individuals are treated fairly and that their unique experiences and backgrounds are valued.
Continue reading, watching, or listening and I’ll explore the steps for creating a DEI strategy for hiring hospitality property employees …
⇒ TO WATCH, READ OR LISTEN TO THIS EPISODE ON KEYSTONE HOSPITALITY PROPERTY DEVELOPMENT:
https://keystonehpd.com/from-hiring-to-retention-how-a-dei-strategy-can-transform-your-hotel-workforce-336
“The Guide to Owning & Operating a Hospitality Property – Successfully” course.
https://KeystoneHPD.com/Course
Get your copy of the “How to Improve Your Hospitality Properties Success” e-book?
https://keystonehpd.com/how-to-improve-your-hospitality-propertys-success
Get Your INNsider Tips
https://KeystoneHPD.com/INNsider-Tips
Join one of your private groups
https://keystonehpd.com/private-groups
Say hi on social
Facebook: https://www.facebook.com/KeystoneHPD
Twitter: https://twitter.com/KeystoneHPD
LinkedIn: https://www.linkedin.com/company/keystone-hospitality-development
Listen to The Hospitality Property School PODCAST here
https://www.keystonehpd.com/hospitality-property-school-podcasts
YouTube
https://youtu.be/T9TYzPYTTvY
A Division of Keystone Hospitality Property Development
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
(00:00):
Creating a diversity equity an inclusion ord EI strategy for hiring your hotel employees
is essential to building a strong teamand creating a positive workplace culture. I'm
going to share the steps for creatingyour d EI strategy. Welcome to another
(00:27):
edition of Hospitality Property School. I'myour instructor, Jerry McPherson. A DI
strategy ensures that all individuals are treatedfairly and that their unique experiences and backgrounds
are valued. Continue reading, watching, or listening, and I'll explore the
steps for creating a DI strategy fora hiring hospitality property employees right after word
(00:51):
from our sponsor. How do Iopen a hotel resort in bed and breakfast
or vacation mental Or how do Igrow my hotel resort in bed and breakfast
or vacation rental business? Or whatchanges do I have to make at my
property post COVID nineteen. If youhave ever asked yourself any of these questions,
(01:15):
I'll be happy to answer. Butbefore I do, let me ask
you a couple of questions. Doesthe idea of being your own boss in
the hospitality property industry sound appealing?Is the thought of sharing your corner of
the world with guests intriguing. Haveyou ever thought of opening or growing a
hotel, resort in bed and breakfastor vacation rental, but are not sure
(01:38):
where to start. Are you worriedabout whether guests will return and keep returning
to your property after COVID? Ifyou've answered yes to any of these questions,
this course is for you. Thiscourse is designed to get you started
and grow your business as a hospitalityproperty owner or manager with more than just
(02:00):
quick fixed tactics, but instead helpyou develop successful long term operation methods.
I will cover Series one Hospitality PropertyOrganizational Structure, Series number two, Steps
to hiring exceptional hospitality property staff,Series three, Marketing Strategy four Hospitality Properties,
(02:23):
Series four Guest Expectations in the hospitalityproperty industry. Do you want to
take your hospitality property to the nextlevel? Don't hesitate? Sign up now.
Before the break, I said Iwould explore the steps for creating ADEI
(02:43):
strategy for hiring hospitality property employees.Define your d EI goals. Before creating
a d EI strategy, it's essentialto define your goals. This includes identifying
specific areas of diversity, equity,and inclusion that are important to your property.
For example, you may want tofocus on increasing the number of women
(03:07):
or people of color in leadership positions, or you may want to create a
more inclusive workplace culture that values allemployees. The goal of DI training is
to help employees recognize and overcome theirunconscious bias and to create a more inclusive
and respectable workplace culture. DI trainingcan cover a range of topics including diversity
(03:32):
understanding and valuing the differences in race, gender, age, culture, religion,
and other identities. Equity promoting fairnessand equal opportunities for all employees,
regardless of their background. Inclusion,creating a sense of belonging and making everyone
feel welcome and valued in the workplace. Unconscious bias. Identifying and addressing unconscious
(03:59):
biaseness that can affect hiring, promotion, and decision making in the workplace.
Microaggressions. Understanding and avoiding subtle formsof discrimination that can make people feel marginalized
or exclude it. DI training candeliver in a variety of formats, including
(04:19):
workshops, seminars, online courses,and coaching sessions. It can be targeted
to specific groups such as managers,employees, or delivered to an higher organization.
D EI training is becoming increasingly importantas companies recognize the value of diversity,
(04:40):
equity, and inclusion in creating amore productive and engaging workforce. It
helps companies attract and retain top talent, improve team collaboration and innovation, and
enhance the organization's reputation as a sociallyresponsible employer. Assess your current hiring practices.
(05:03):
Assessing your current hiring practices is essentialto identifying areas where d EI can
be improved. This includes evaluating jobdescriptions, candidate sourcing methods, interview processes,
and selection criteria. Additionally, it'simportant to assess the diversity of your
(05:24):
current workforce to determine if there areany gaps that need to be addressed.
Develop DI training. Developing d EItraining for hiring managers and recruiters is essential
to ensuring that all individuals are treatedfairly and that unconscious bias is minimized.
This training should focus on identifying andaddressing bias in the hiring process, as
(05:48):
well as providing education on DI conceptsand best practices. Expand your candidate sourcing
methods. Expanding your candidate sourcing methodcan help increase the diversity of your application
pool. This includes posting job openingson diverse job boards, I, tending
(06:09):
diversity job fairs, partnering with communityorganizations. Additionally, it's important to ensure
that your job descriptions and marketing materialsare inclusive and free of bias. Are
these making sense so far? Letme know by leaving a short comment.
Use blind screening. Using blind screeningmethods such as removing identifying information from resumes
(06:33):
or using online assessments can minimize unconsciousbias in the selection process. Blind screening
ensures that candidates are evaluated solely ontheir qualifications and experience, rather than their
gender, race, or personal characteristics. Established dimetrics. Establishing d eimetrics is
(06:58):
essential to measuring the success of yourd EI strategy. This includes tracking the
diversity of your applicant pool, thediversity of your hiring pool, and the
retention rates of diverse employees. Thismetric can help identify areas where the d
EI strategy is working in areas whereimprovements can be made. Maintain accountability.
(07:24):
Maintaining accountability is essential to ensuring yourd EI strategy is effective. This includes
holding hiring managers and recruiters accountable forfollowing di best practices, regularly evaluating the
effectiveness of the d EI strategy,and making the necessary changes to improve the
strategy. If you are a memberof the Hospitality Property School Group. As
(07:49):
a bonus, I'm going to sharea checklist of key components that can be
included in a d EI strategy.In conclusion, creating a DEI strategy for
hiring hospitality property employees requires a comprehensiveand proactive approach. By defining your d
(08:09):
EI goals, assessing your current hiringpractices, developing d EI training, expanding
your candidate sourcing methods, using blindscreening, establishing DEI metrics, and maintaining
accountability properties can create a more diversive, equitable, and inclusive workplace. A
(08:30):
d EI strategy ensures that all individualsare treated fairly and that their unique experiences
and backgrounds are valued, leading toa stronger team and a positive workplace culture.
Do you currently implement a d EIstrategy at your property? Let me
know in the comments. Okay.We cover more in all aspects of operating
(08:54):
a hospitality property in the Guide toOwning and Operating a Hospitality Property successfully course
Take advantage. You can find moreinformation at Keystone hpd dot com slash course.
You're going to have access to thisepisode for as long as you'd like,
but if you would like to seeall the bonuses you want to have
(09:16):
access to as a member of theHospitality Property School group, check out a
short video in this episode post shownotes. In our next episode, I'll
be talking about how to attract thebest employees. If you haven't done so
yet, sign up for Insider Tipssay I to usn't social and join one
(09:37):
of our groups, and make sureyou get your free copy of the How
to Improve your Hospitality Property Success.All of the links can be found in
the show notes. Now. Ifyou liked this, let me know in
the comment section below, and ifyou're going to implement any of these procedures.
You can support this free podcast byleaving us a review and giving us
(09:58):
a five star rating wherever you happento be listening to it. Every review
it helps more people find a podcastat no cost to you. If you
know someone who might benefit from this, please feel free to share it.
Be sure to subscribe. Thank youso much for your attention, and let's
continue to work together to put headsin your beds. Until next time,
(10:20):
have a fun day
Creating a diversity equity an inclusion ord EI strategy for hiring your hotel employees
is essential to building a strong teamand creating a positive workplace culture. I'm
going to share the steps for creatingyour d EI strategy. Welcome to another
(00:27):
edition of Hospitality Property School. I'myour instructor, Jerry McPherson. A DI
strategy ensures that all individuals are treatedfairly and that their unique experiences and backgrounds
are valued. Continue reading, watching, or listening, and I'll explore the
steps for creating a DI strategy fora hiring hospitality property employees right after word
(00:51):
from our sponsor. How do Iopen a hotel resort in bed and breakfast
or vacation mental Or how do Igrow my hotel resort in bed and breakfast
or vacation rental business? Or whatchanges do I have to make at my
property post COVID nineteen. If youhave ever asked yourself any of these questions,
(01:15):
I'll be happy to answer. Butbefore I do, let me ask
you a couple of questions. Doesthe idea of being your own boss in
the hospitality property industry sound appealing?Is the thought of sharing your corner of
the world with guests intriguing. Haveyou ever thought of opening or growing a
hotel, resort in bed and breakfastor vacation rental, but are not sure
(01:38):
where to start. Are you worriedabout whether guests will return and keep returning
to your property after COVID? Ifyou've answered yes to any of these questions,
this course is for you. Thiscourse is designed to get you started
and grow your business as a hospitalityproperty owner or manager with more than just
(02:00):
quick fixed tactics, but instead helpyou develop successful long term operation methods.
I will cover Series one Hospitality PropertyOrganizational Structure, Series number two, Steps
to hiring exceptional hospitality property staff,Series three, Marketing Strategy four Hospitality Properties,
(02:23):
Series four Guest Expectations in the hospitalityproperty industry. Do you want to
take your hospitality property to the nextlevel? Don't hesitate? Sign up now.
Before the break, I said Iwould explore the steps for creating ADEI
(02:43):
strategy for hiring hospitality property employees.Define your d EI goals. Before creating
a d EI strategy, it's essentialto define your goals. This includes identifying
specific areas of diversity, equity,and inclusion that are important to your property.
For example, you may want tofocus on increasing the number of women
(03:07):
or people of color in leadership positions, or you may want to create a
more inclusive workplace culture that values allemployees. The goal of DI training is
to help employees recognize and overcome theirunconscious bias and to create a more inclusive
and respectable workplace culture. DI trainingcan cover a range of topics including diversity
(03:32):
understanding and valuing the differences in race, gender, age, culture, religion,
and other identities. Equity promoting fairnessand equal opportunities for all employees,
regardless of their background. Inclusion,creating a sense of belonging and making everyone
feel welcome and valued in the workplace. Unconscious bias. Identifying and addressing unconscious
(03:59):
biaseness that can affect hiring, promotion, and decision making in the workplace.
Microaggressions. Understanding and avoiding subtle formsof discrimination that can make people feel marginalized
or exclude it. DI training candeliver in a variety of formats, including
(04:19):
workshops, seminars, online courses,and coaching sessions. It can be targeted
to specific groups such as managers,employees, or delivered to an higher organization.
D EI training is becoming increasingly importantas companies recognize the value of diversity,
(04:40):
equity, and inclusion in creating amore productive and engaging workforce. It
helps companies attract and retain top talent, improve team collaboration and innovation, and
enhance the organization's reputation as a sociallyresponsible employer. Assess your current hiring practices.
(05:03):
Assessing your current hiring practices is essentialto identifying areas where d EI can
be improved. This includes evaluating jobdescriptions, candidate sourcing methods, interview processes,
and selection criteria. Additionally, it'simportant to assess the diversity of your
(05:24):
current workforce to determine if there areany gaps that need to be addressed.
Develop DI training. Developing d EItraining for hiring managers and recruiters is essential
to ensuring that all individuals are treatedfairly and that unconscious bias is minimized.
This training should focus on identifying andaddressing bias in the hiring process, as
(05:48):
well as providing education on DI conceptsand best practices. Expand your candidate sourcing
methods. Expanding your candidate sourcing methodcan help increase the diversity of your application
pool. This includes posting job openingson diverse job boards, I, tending
(06:09):
diversity job fairs, partnering with communityorganizations. Additionally, it's important to ensure
that your job descriptions and marketing materialsare inclusive and free of bias. Are
these making sense so far? Letme know by leaving a short comment.
Use blind screening. Using blind screeningmethods such as removing identifying information from resumes
(06:33):
or using online assessments can minimize unconsciousbias in the selection process. Blind screening
ensures that candidates are evaluated solely ontheir qualifications and experience, rather than their
gender, race, or personal characteristics. Established dimetrics. Establishing d eimetrics is
(06:58):
essential to measuring the success of yourd EI strategy. This includes tracking the
diversity of your applicant pool, thediversity of your hiring pool, and the
retention rates of diverse employees. Thismetric can help identify areas where the d
EI strategy is working in areas whereimprovements can be made. Maintain accountability.
(07:24):
Maintaining accountability is essential to ensuring yourd EI strategy is effective. This includes
holding hiring managers and recruiters accountable forfollowing di best practices, regularly evaluating the
effectiveness of the d EI strategy,and making the necessary changes to improve the
strategy. If you are a memberof the Hospitality Property School Group. As
(07:49):
a bonus, I'm going to sharea checklist of key components that can be
included in a d EI strategy.In conclusion, creating a DEI strategy for
hiring hospitality property employees requires a comprehensiveand proactive approach. By defining your d
(08:09):
EI goals, assessing your current hiringpractices, developing d EI training, expanding
your candidate sourcing methods, using blindscreening, establishing DEI metrics, and maintaining
accountability properties can create a more diversive, equitable, and inclusive workplace. A
(08:30):
d EI strategy ensures that all individualsare treated fairly and that their unique experiences
and backgrounds are valued, leading toa stronger team and a positive workplace culture.
Do you currently implement a d EIstrategy at your property? Let me
know in the comments. Okay.We cover more in all aspects of operating
(08:54):
a hospitality property in the Guide toOwning and Operating a Hospitality Property successfully course
Take advantage. You can find moreinformation at Keystone hpd dot com slash course.
You're going to have access to thisepisode for as long as you'd like,
but if you would like to seeall the bonuses you want to have
(09:16):
access to as a member of theHospitality Property School group, check out a
short video in this episode post shownotes. In our next episode, I'll
be talking about how to attract thebest employees. If you haven't done so
yet, sign up for Insider Tipssay I to usn't social and join one
(09:37):
of our groups, and make sureyou get your free copy of the How
to Improve your Hospitality Property Success.All of the links can be found in
the show notes. Now. Ifyou liked this, let me know in
the comment section below, and ifyou're going to implement any of these procedures.
You can support this free podcast byleaving us a review and giving us
(09:58):
a five star rating wherever you happento be listening to it. Every review
it helps more people find a podcastat no cost to you. If you
know someone who might benefit from this, please feel free to share it.
Be sure to subscribe. Thank youso much for your attention, and let's
continue to work together to put headsin your beds. Until next time,
(10:20):
have a fun day
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