EQDI6018 | Equality and Diversity | Different Human Resource Policies
Write a management report on managing diversity strategy to the CEO/Managing Director of their chosen company/organisation.
Task:
Your investigation should include the following factors:
Answer:
Introduction:
Marriot International Inc. is one of the world’s largest lodging hospitality providers which has more than 6500 properties in 127 countries and has an annual turnover of $22 billion. It has its headquarters in Bethesda, Maryland outside of Washington D.C. A global company of more than 90 years, Marriott is headed by a family leadership (Marriott.com 2018). However, to maintain and administer such a large organization, a strong human resource infrastructure is required. Moreover, the organization also requires to have strong policies and frameworks for the running of the organization. The purpose of this discussion is to look into the various human resource policies of the organization. The discussion will also focus on the various strategies and policies of the Marriott International and discuss their effect on the development of the organization.
Findings and Analysis:
Equality and Diversity:
Equality is a broadly used term which has different implications in different perspectives. Equality in workplace allows everyone the right to be different at the workplace. The equality in workplace dismisses the discrimination based on culture or colour and gives everyone the freedom to value their own beliefs and ideas.
Diversity is a broader definition of equality which represents a work culture which values the identity of diverse individuals. It represents the culturally diverse workforce that is present in an organization. The inclusion of different values and culturally different individuals benefits the society and the organization. The diverse workforce means that the organization encourages different ideas, skills and resources and hires talents from a wider society. This helps the organization to capture broader market and a good reputation in the society.
Workforce Composition:
Marriott International Inc. has a very supportive and inclusive work environmen
t which makes sure that the associates working in the company achieve a high amount of job satisfaction and thus lead to a higher retention of employees. Marriott currently employs over 206,116 associates worldwide (Marriott.com 2018). The male associates comprise about 48% of the workforce while the female associates comprise about 52% of the workforce. The workforce further comprises of 91% full time associates and 9% of them are part time employees. Moreover, the company has recently hired about 59238 employees globally (Marriott.com 2018). The huge number of workforce as can be seen from the data requires a strong human resource management system for attraction, recruitment and retention.
Recruitment policies:
Diversity and Inclusion policies are key aspects of human resource management system that can be adopted by an organization for its development. The policies ensure that the hiring process of the organization has a broad view while selecting candidates and hire a variety of people from different cultures and ethnicities (Deane 2013). The recruitment policy should not compartmentalize its opportunities for only a section of people and include everyone who are eligible. These policies help in the overall development of the organization due to several factors. Inclusion of diverse culture propels universal acceptance of the organization and gives the organization to venture into new markets. Diversity helps in the inclusion of talents and fill the gaps of the organization. Moreover, interaction of different cultures and backgrounds help in the exchange of ideas which contribute to the development of the company. Moreover, the organizational infrastructure can provide opportunities to different people and develop a high-performance work structure inspired by a global participation.
Marriott being one of the largest hospitality providers of the world and having business around the globe has been encouraging diversity and inclusion in their organization since a long time dating back to 1927 (Marriott.com 2018). Marriott considers diversity and inclusion policies as their fundamental business ethics and gives immense importance to the development of strategic business goals in accordance with those. The company that prioritising the values of others and their well-being is the main objective of the organization and this type of positive outlook towards the betterment of the society creates the cultural heritage of the organization.
Marriott maintains a motto of UNITY and Family which aims at developing a diverse unified workforce and it looks forward to support the recruitment, retention and the sustainable development of the individuals as a family (Marriott.com 2018). This helps the Marriott International to work and expand in the global markets, where they encourage to work with local communities and develop a positive environment of well-being.
Development of Human Resources:
Marriott is one of the prime leaders in the hospitality sector which thrives on one of the growing industries of the world, which is travel and tourism. In order to enhance the business growth Marriott has developed policies to enhance human resources. Marriott has always promoted employment opportunities and has taken up the challenge to reduce unemployment and underemployment which are caused on the basis of lack of proper training, inequality and diversity.
Marriott has partnered with different non-profit organizations all over the world to properly train the youth and assist them to build their career in the hospitality industry. Their focus is not only on the youth but their programs also include the diverse populations, disable individuals, women and refugees.
Marriott has taken a long time strategic plan to counter these problems and at the same time expand its own business to different cultural locations around the world. It has surveyed that everyday millions of youth are facing unemployment globally, while at the same time the hospitality sector requires more talented youth with the increasing demand in the global travel and tourism sector. Marriott uses these two problems to develop strategic policies by which it ensures proper training and development for the unemployed youth and provides them with good career opportunities in the Marriott hospitality industry. This is how Marriott plans and addresses the global issue of unemployment and ensures a better future for the youth.
Moreover, Marriott also has a strict policy of promoting diversity and inclusion in its human resource policies. The vision of the organization clearly states that it the people and their talent which is the primary concern of the organization when they recruit (Marriott.com 2018). The ethnicity or the cultural background of the people does not matter in terms of recruitment. The long term strategic policy of the organization creates opportunity for the different people in different cultural locations by inclusion of partners, associates, guests and suppliers. This allows them to successfully operate in different locations and learn different cultural values.
Marriott plays a huge role to promote gender equality in the society. There are many parts of the world where gender equality is still a far-fetched word and efforts to promote them is a general global issue. Marriott promotes gender equality by partnering with different non-profit organizations and help the women to develop the required skills to create opportunities for the women in the hospitality industry. Moreover, Marriott also supports women to take up business and own hotels. They provide support by encouraging women franchisee and supporting women-owned business (Marriott.com 2018). These type of strategic planning helps Marriott to develop and promote women equality in their workforce and also globally.
The human resource program of the Marriott has a special strategic planning for the people with disabilities. Marriott believes that they can make a difference in the world by providing jobs to people with disabilities which can provide them with a moral boost. The organization has a strategic plan regarding this. They work in collaboration with the Marriott Foundation for People with Disabilities’ Bridges from School to Work in order to develop the required skills for the disabled persons (Marriott.com 2018). Proper training provides the disabled persons with job opportunities in the hospitality sector and their inclusion in the work force provides them with the morale boost and helps them to lead a better life. This type of beneficiary work is part of the strategic plans of the Marriott to enhance their human resource framework.
Analysis of Human Resource policies:
Marriott has one of the most diverse workforces in the world and its success lies in the differences of the workforce. This is a strategic business policy maintained by the organization. This has resulted in Marriott’s achievement of the World’s Best Multinational Workplaces (Marriott.com 2018). The recruitment policy of the Marriott includes the following policies.
- Empowering diversity and promoting inclusion.
- Developing methods to understand different cultures and bridge the gap of the cultural differences.
- Tie up with partner organizations who support inclusion programs from different communities.
- Empowering a workforce strengthened by multicultural recruitments (marriott.com 2018).
Specific policy:
Marriott international encourages the inclusion of women in the workforce. The organization programs look forward to providing more opportunities to women. The Marriott also encourages the inclusion of disabled young men for fulfilling their vision of providing career opportunities to any talented individual without any biasness and for the empowerment of the society. This has let Marriott to strengthen their policies of recruitment and maintain its reputation as an employer of choice. This also help them achieve longer employee retention globally.
Measurable Policy:
Marriott has partnered with different organizations globally to achieve a status to of providing opportunity to a global population of youth and veterans. Annual reports by third party organizations who do survey on the different global workplaces has constantly reflected Marriott’s success as the perfect place for work. A global report by Great Places to Work has named Marriott as one the best places to work by awarding it with the title of World’s Best Multinational Workplaces (Marriott.com 2018). This is based on the survey of the organization by inspecting the different locations in which the organization operates. The Marriott believes that their work is not done yet, and their success is not their final achievement. This drives them to work even more hard to develop better policies regarding management of the global human resources.
Achievable Policy:
Marriott has developed an achievable global inclusion policy which lets the organization develop a sustainable partnership model all around the globe. Marriott believes that a large number of globally diverse partners can help it to run their business successfully all around the world. This program was launched by the Marriott back in 2005, to encourage people from diverse cultures to come to the hotel business and make the potential investors for the organization’s successful expansion into different cultural regions around the globe (Marriott.com 2018).
These types of meetings are held by Marriott twice a year as Ownership Educational Summit in order to promote hotel ownership and educate new investors about the potentials of the hospitality industry and the benefits of a Marriott franchisee in the global scenario (Marriott.com 2018). Marriott has successfully achieved good responses from this policy and has created a globally diverse network of hotel owners who work with Marriott and has led to their expansion globally. The achievement of the organization lies in the 800 plus independent hotel owners who are now the franchisee of the Marriott hospitality framework. Moreover, the organization aims at creating a network of 1500 plus hotels under this franchisee program by 2020 (Marriott.com 2018).
Result focused policies:
Marriott focuses on the creation of jobs and promotion of youth engagement in the hospitality sector. One of these policies includes the partnership of Marriott with National Academy Foundation. Marriott has actively participated in the Clinton Global Initiative in order to assist 10000 students in 3 years and has committed 30000 volunteer hours for the development of the future of these youth for their inclusion in the hospitality sector (Marriott.com 2018). The Marriott has also opened the Marriott Hotel Port-au-Prince to generate 200 jobs for the local community. These types of policies has let Marriott achieve their desired results regarding their vision of developing a globally diverse human resource infrastructure for the benefits of the society. Herein lies the corporate responsibility of a global organization like Marriott.
Time bound policy:
Marriott is specific in formulating policies. It takes small steps during specific periods of time, setting up achievable targets for its development. Several of its recruitment policies has varied in different countries during specific time periods. In China, Marriott has voluntarily assisted 100 colleges to help develop 20000 training opportunities for the development of the human resource among the youth during a time period of four years (Marriott.com 2018). Marriott has also voluntarily developed sustainable environmental plans to enhance environmental development by planting 7000 trees.
Strategic Development:
Strategic plans and objectives are the key planning structures that are used by the organizations for developing long term policies for the development of the organization. However, there are difference between strategic plans and strategic objectives. Strategic objectives provide the different structures for the development of the strategic plans (Huczynski, Buchanan and Huczynski 2013). The strategic objectives are small stepping stones that the organization sets to achieve a larger purpose in the long run. They are directly related to the organization’s vision and mission and helps in the better understanding of the policies that are to be developed to achieve the purpose of the organization.
The strategic objectives are the planning fragments that the Marriott can use to develop a sustainable human resource system and achieve the company’s vision of building a globally diverse workforce. Firstly, Marriott should focus on the employment of professionals who have a diverse cultural background so that they can create a better relationship with the customers from different cultural backgrounds. Secondly, the organization can develop an inclusive training module in different parts of the world to encourage the youth and help them with new job opportunities in the hospitality sector for the development of the globally diverse workforce. Thirdly, the organization should learn to amalgamate policies of recruitment which can include people from different backgrounds. It can encourage women empowerment by hiring more women and make a workforce devoid of gender biasness. Lastly Marriott can develop methods to encourage the sharing of knowledge and talents via its global inclusion framework to develop a more culturally strong workforce which can find solutions to different problems faced by the organization.
All the above discussed methods are different strategic objectives which the organization can use to develop a global human resource strategy by which it can plan and carry out different programs and schedules in different parts of the world. This can help the organization achieve a long term solution for the problems that they can face regarding their vision of creating a policy which promotes diversity and inclusion all over the world in their work places.
Recommendations and Conclusion:
The above discussion does an in depth analysis of the human resource policies of the Marriott International Inc. It explores the facts that how one of the largest hospitality groups of the world promote the aspects of equality and diversity in their work force. It has been seen that Diversity and Inclusion are two of the main factors that the organization encourages during its recruitment process. It explores the different communities it works in and tries to include people from all sectors of life in its work force. The company focuses on the talent of the people instead of discriminating on the basis of their gender or culture. In doing so it encourages the communities’ active participation in the workforce of the organization and this leads to creation of job opportunities and reduce unemployment. It also helps the organization meet its demand of employees for the rising tourism and hospitality business. The organization also promotes training and education in the communities to help the youth gain the proper skills required for the job in the hospitality sector. The organization also promotes women empowerment and encourages women to take part in the business and actively develop their careers. Hence, it can be concluded from the above discussion that the company follows a proper diversity and inclusion policy which also promotes equality and diversity in the community. Its policies are highly beneficial and promote the development of the community. The human resource management is highly sustainable and nurtures the society for future development.
References:
Deane, B.R., 2013. Diversity at work: The practice of inclusion (Vol. 33). John Wiley & Sons.
Huczynski, A., Buchanan, D.A. and Huczynski, A.A., 2013. Organizational behaviour (p. 82). London: Pearson.
Marriott.com 2018. About Marriott Hotels | Marriott Corporate Business Information. [online] www.marriott.com. Available at: https://www.marriott.com/marriott/aboutmarriott.mi [Accessed 13 Jul. 2018].
Marriott.com 2018. Core Values and Heritage | Marriott International Corporate Values. [online] www.marriott.com. Available at: https://www.marriott.com/culture-and-values/core-values.mi [Accessed 13 Jul. 2018].
Marriott.com 2018. Corporate Diversity in the Workplace | Marriott. [online] www.marriott.com. Available at: https://www.marriott.com/diversity/corporate-diversity.mi [Accessed 13 Jul. 2018].
Marriott.com 2018. Cultural Diversity in the Workplace | Marriott. [online] www.marriott.com. Available at: https://www.marriott.com/diversity/cultural-diversity.mi [Accessed 13 Jul. 2018].
Marriott.com 2018. Diversity and Inclusion Programs & Initiatives | Marriott. [online] www.marriott.com. Available at: https://www.marriott.com/diversity/diversity-and-inclusion.mi [Accessed 13 Jul. 2018].
Marriott.com 2018. Empower - csr-marriott. [online] csr-marriott. Available at: https://serve360.marriott.com/empower/ [Accessed 13 Jul. 2018].
Marriott.com 2018. Marriott International Hotel Development. [online] Marriott Hotels Development. Available at: https://hotel-development.marriott.com/?stop_mobi=yes [Accessed 13 Jul. 2018].
Marriott.com 2018. Nurture - csr-marriott. [online] csr-marriott. Available at: https://serve360.marriott.com/nurture/ [Accessed 13 Jul. 2018].
Marriott.com 2018. Partners in Diversity & Inclusion. [online] www.marriott.com. Available at: https://www.marriott.com/diversity/partners-in-diversity.mi [Accessed 13 Jul. 2018].
Marriott.gcs-web.com, I. 2018. Investor Relations | Marriott International. [online] Marriott International. Available at: https://marriott.gcs-web.com/ [Accessed 13 Jul. 2018].
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