ADVANCING OUR PURPOSE OF CARE:
Diversity, Equity and Inclusion at Hyatt
A MESSAGE FROM HYATT'S LEADERSHIP
Over the past six decades, while expanding to almost 70 countries on six continents, Hyatt has embraced the unique experiences and perspectives of its colleagues and guests and celebrated the diversity of the communities in which it operates. Our purpose is to care for people so they can be their best, and that means providing a truly inclusive experience and making a difference in the lives of everyone we touch.
From the Hotel of Hope - the only hotel in Atlanta to welcome Rev. Dr. Martin Luther King, Jr. and the Southern Christian Leadership Conference in 1967 - through our efforts today, we recognize that we have an opportunity and obligation to support actions that contribute to a more diverse, equitable and inclusive society where our colleagues and guests feel welcome, always.
We know there is more to be done and we remain focused on actions that support our vision of a world of understanding and care. At the heart of these efforts is our belief that systemic change comes through deliberate communication of who we are, what is important to us as an organization and the actions we are taking to drive change. That is why we are pleased to share Hyatt's first Diversity, Equity & Inclusion (DE&I) report and public disclosure of our workforce data, as well as our commitment to sharing our workforce data with you annually going forward.
Throughout this report, you will learn more about the progress Hyatt has made to date in advancing our purpose of care, and our path forward as part of our Change Starts Here commitment to advance DE&I both within our organization and beyond.
In everything we do, we lead with empathy and care. We believe in a world where diverse viewpoints are celebrated, where each person feels valued regardless of their background or innate characteristics and where true inclusion brings understanding and belonging. This is the Hyatt World of Care.
We look forward to sharing this journey with you.
Sincerely,
Mark | Malaika |
Hoplamazian | Myers |
President, CEO and | Chief Human |
Co-Chair of the Global | Resources Officer |
DE&I Council |
OUR PURPOSE
We care for people so they can be their best.
OUR VISION
A world of understanding and care.
OUR MISSION
To deliver distinctive experiences for our guests.
OUR CORE VALUES
Respect, integrity, humility, empathy, creativity and fun.
At the core of our purpose - to care for people so they can be their best - is a fundamental promise to care for all. Since first opening our doors in 1957, we have worked to foster environments where all individuals feel welcome in our hotels and that they belong.
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OUR DIVERSITY, EQUITY AND INCLUSION JOURNEY
We have a long history of focusing on DE&I actions and we are committed to holding ourselves accountable for continued change across our business.
"As a purpose-driven |
1998
2000
2004
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2 0 1 5
2 0 1 7
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2020
2 0 2 1
Established Hyatt Diversity & Inclusion Council in the Americas
Began focus on minority representation in our supply chain
Achieved 100% ranking on the Human Rights Campaign Foundation's Corporate Equality Index for the first time - and have maintained that ranking for 17 years and counting
Launched Women@Hyatt and HyPride Diversity Business Resource Groups
Introduced Domestic Partner/Same Sex Partner benefits and gender reassignment as a covered benefit
Announced first global DE&I leadership role
Added 5 more Diversity Business Resource Groups: Asian-Pacific Islander, B.L.A.C.K., disABILITIES, Latino and Veterans
Linked executive annual incentives to DE&I progress
Signed pledge with the CEO Act!on for Diversity & Inclusion™ Initiative Signed UN LGBTI Standards of Conduct for Business
Launched Hyatt's Global Diversity, Equity & Inclusion Council
Launched RiseHY, a global program to create career opportunities for Opportunity Youth
Banned hate groups from convening at our hotels
Launched Leading Inclusively workshop for all managers and shared inclusion case study at Global Leader Summit
Created Emerging Leaders Program with focus on growing female leaders in ASPAC and EAME/SWA
Introduced Change Starts Here platform and commitments Linked long-term executive compensation to DE&I progress
Launched World of Care, our global Environmental, Social and Governance (ESG) platform, which includes a commitment to increased communication and accountability around DE&I
Publicly shared DE&I workforce data for the first time, with a commitment to annual disclosure
Required incentive-eligible colleagues to create a measurable individual goal focused on DE&I
organization rooted in care, |
Hyatt is deeply committed to |
creating an inclusive culture |
where all colleagues and |
guests feel welcome and |
like they belong. There is a |
tremendous opportunity to |
make travel a more inclusive |
experience for all individuals. |
Over the years, we have |
integrated our purpose - |
to care for people so they |
can be their best - into |
everything we do, which has |
been critical in advancing |
our commitment to DE&I. We |
have focused on bringing |
diverse perspectives and |
underrepresented voices to |
strengthen our organization. |
At Hyatt, we see this as a |
ripple effect - colleagues |
must be able to bring |
their true and authentic |
selves to work each day |
so they can care for |
our guests and provide |
welcoming environments. |
If we apply this concept |
of a ripple effect, we can |
drive widespread change |
together. |
Our hope is that our |
actions and initiatives will |
resonate more broadly into |
communities and other |
organizations." |
Tyronne |
Stoudemire, |
Global Vice President of DE&I |
and Co-Chair of the Global DE&I |
Council |
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OUR DIVERSITY, EQUITY AND INCLUSION
REPRESENTATION TODAY
We are committed to increased communication and accountability around DE&I, acknowledging that we have work to do. As such, we have built on our existing practice of tying annual incentives to DE&I progress and announced in 2020 we are linking executive stock compensation via our Performance Share Unit Plan to achievement of
our goals. Hyatt's Performance Share Unit Plan is a key component of the executive team and group president's compensation. All incentive-eligible colleagues have measurable individual goals focused on DE&I.
89.8% | 84.3% | ||||
79.6% | |||||
GLOBAL | U.S. | ||||
COLLEAGUES: | COLLEAGUES: | ||||
99,944 | 34,486 | ||||
10.2% | 20.4% | 15.7% | |||
Global | Global | Global | Global | U.S. | U.S. |
Full-Time | Part-Time | Non-Management | Management | Non-Management | Management |
Colleagues | Colleagues | Colleagues | Colleagues | ||
RACE/ETHNICITY | GENDER |
3.2% | 1.3% Undisclosed | |||||
12.9% | Multiracial | 0.5% Native American | ||||
Black/African | ||||||
American | ||||||
19.5% | RACE/ETHNICITY | 34.8% White | ||||
Asian/Pacific | U.S. WORKFORCE | |||||
Islander | ||||||
27.8% | Global Colleagues | U.S. Colleagues | ||||
55.2% Male | 48.0% Male | |||||
Hispanic/Latinx | 44.1% Female | 51.8% Female | ||||
63.8% POC Colleagues | 37.5% POC Managers | 38.5% | Female Leaders (U.S.) | |||
22.3% POC Leaders | 47.5% POC Entry-Level | 55.2% | Female Managers (U.S) | |||
Managers | 50.3% Female Entry-Level Managers (U.S.) | |||||
2.6% Undisclosed
2.0% Multiracial
4.4% Black/African | 0.4% Native American | |
American | ||
7.7% Asian/Pacific | ||
Islander | ||
7.9% | ||
Hispanic/ | ||
Latinx | U.S. LEADERS | |
75.0% White |
2.3% Multiracial | |
1.6% Undisclosed | |
6.6% Black/African | 0.3% Native American |
American |
13.5% Asian/
Pacific Islander
U.S. MANAGERS
14.8%
Hispanic/ Latinx
60.9% White
3.3% Multiracial
1.6% Undisclosed
10.1% Black/0.4% Native American
African American
13.2% | |
Asian/ | |
Pacific | U.S. ENTRY |
Islander | |
LEVEL MANAGERS | |
20.5% | |
Hispanic/ | |
Latinx | |
50.9% White |
POC (people of color) include those who identify as Black/African American, Asian/Pacific Islander, Hispanic/Latinx, Native American or multiracial. All data as of December 31, 2020.
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OUR CHANGE STARTS HERE 2025 COMMITMENTS & GOALS
In 2020, we launched our Change Starts Here commitment with actionable goals to accelerate our DE&I efforts by 2025 across three key areas.
WHO WE EMPLOY, DEVELOP & ADVANCE
- We are committed to hiring, promoting and retaining diverse talent.
- We will focus on ensuring our leadership better reflects our broader company and communities.
- We will continue to ensure a level playing field for career growth for all colleagues, through our Internal Recruiting & Hiring Guidelines and requiring diverse candidates for all posted leadership roles.
- We will audit our hiring and promotion processes to ensure we are delivering diverse candidates in the selection process.
- We will continue to link achievement of our DE&I goals to executive compensation.
WHO WE SUPPORT
The Hyatt Hotels Foundation is committing to make financial contributions totaling $1M USD in support of strengthening Black communities in
the U.S.
We are also committing to:
- Magnifying our long-term focus on helping Opportunity Youth prepare for and secure good jobs.
- Investing in our Chicago hometown by supporting organizations committed to strengthening underserved populations, with a focus on the Black population.
-
Investing in initiatives that support Black- and minority- owned businesses with
a philanthropic focus on Chicago.
WHO WE BUY FROM
- WORK WITH
- We commit to working with organizations to significantly increase our spend with diverse suppliers and vendors in our supply chain, evaluate investments in diverse businesses and provide resources to help diverse businesses.
- We are focused on expanding our purchasing with minority- owned businesses, especially those that are Black-owned.
2025 GOAL:
Double representation for Women and POC groups respectively in key leadership roles, which includes doubling the representation of Black Leaders.
2025 GOALS:
Achieve 45% Black RiseHY hires over the duration of 2021-2025, U.S. only.
Make financial contributions totaling $1M USD in support of strengthening Black communities in the U.S. through the Hyatt Hotels Foundation.
Provide 1,000 hours of probono or volunteer support in Black communites in Chicago.
2025 GOAL:
Achieve 10% of Black spend as a percentage of all minority- and women-owned supplier spend.
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Hyatt Hotels Corporation published this content on 14 July 2021 and is solely responsible for the information contained therein. Distributed by Public, unedited and unaltered, on 15 July 2021 05:20:02 UTC.