Hilton Worldwide Workforce Diversity - Strategy to Ensure Workforce Diversity Within Hilton Worldwide

Strategy to Ensure Workforce Diversity within Hilton Worldwide

Jennifer Patterson

Ottawa University

Dr. Kayong Holston

November 1, 2015

Strategy to Ensure Workforce Diversity within Hilton Worldwide

Abstract:

Workplace diversity refers to the variety of differences between team members in the workplace. Diversity includes race, gender, ethnic group, age, personality, education, background and more. For a wide variety of team members to function effectively within Hilton, human resources professionals need to have a strategy to ensure workforce diversity. Diversity at Hilton will increase significantly in the coming years if this strategy is followed through.

Keywords:

Diversity, Talent Acquisition Center, Vision, Accountability, Human Resources Management.

Introduction:

I have created a five part strategy to ensure workforce diversity within Hilton Worldwide. The first step is to create a diversity vision and statement that is known. The second step of my strategy is to have an educational class so that all team members understand the benefits of having a diverse workforce. The third part is to improve the way the Talent Acquisition Center (TAC) does their recruiting by educating the recruiters, diversifying our marketing and adding partnerships with diversity groups. The final step is to have accountability by measurements and evaluations of diversity. This strategy will still keep Human Resource cost down but bring diversity up. “Diversity unlocks innovation by creating an environment where “outside the box” ideas are heard. When minorities form a critical mass and leaders value differences, all employees can find senior people to go to bat for compelling ideas and can persuade those in charge of budgets to deploy resources to develop those ideas”(Hewlett,2013). Hilton can create an environment where “outside the box” ideas are heard by following this strategy.

Christopher J. Nassetta, President and CEO of Hilton Worldwide stated, "Diversity is our future, is part of our legacy, and is fundamental to our success." Our diversity vision should be to make diversity part of our legacy, to develop culture, talent and marketplace strategies to create a work environment of inclusiveness. Hilton’s statements should be we will achieve and maintain this status by living our core values; attracting the best and brightest talent; and valuing and leveraging the diversity of our Team Members, Guests, Suppliers, Partners and Owners (Hilton, Diversity and Inclusion). I searched to find a diversity page for Hilton but there should be a clear and concise diversity statement and vision on the main page located near Hilton’s overall vision. To have a successful diversity initiative, employees should view the diversity vision as important as the overall vision then there will be more involvement from team members. Hilton must view employee participation as a necessary part of the diversity initiative, in order to develop and maintain effective diversity policies.

The second step of my strategy is to have all team members in Hilton understand the importance of diversity in the workplace by having a training class that teaches what diversity is and the direction we will be taking to diversify Hilton as a part of our legacy. The purpose would be to create an environment within Hilton that has a commitment to incorporate diversity policies into every aspect of the Hiltons functions. Leaving the training all attendees would understand the benefits of having generationally, racially and ethnically diverse workforce. Hilton has team members and guests to satisfy all over the world making diversity more than a moral imperative; it is a global necessity. To keep human resource costs down this class can be added on to the beginning of our quarterly team member meetings.

 “To attract and retain women, as well as persons with disabilities, companies are making available to them alternative career paths, extended leaves, flexible scheduling, flextime, job sharing, and opportunities to telework. In addition, many companies now offer the same benefits to same-sex couples as to heterosexual couples”( Cascio, 2016,p.140). The next part of my strategy is to make a diverse group of people want to work at Hilton. Women, persons with disabilities and the LGBT community are all members of diversity that Hilton would want to attract and retain as workers. Hilton will be extending its maternity leave to a paid ten weeks off for all mothers giving birth starting January 2016. This is a step in the right direction to promote women in the work place. Hilton will get testimonials on how mothers feel about the change of policy. Hilton should start a flex staffing program for employees interested in taking career breaks but wishing to remain at the company. This would allow mothers to stay home with their children while they are young but go back when they are ready to commit to working full time again. Hilton should also start having opportunities to have flextime, job sharing, and opportunities to telework.   Hilton can join partnerships with Women in Technology, Women’s Business Enterprise National Council, and more women group to encourage women to join the workforce at Hilton. Hilton can also provide training on gender equality to management.