The travel industry is increasingly prioritizing diversity, equity and inclusion. Below are profiles of several leaders and organizations making meaningful progress.
Photo: © INTERNOVA TRAVEL GROUP
Kathy Christianson serves as vice president of Human Resources and leads DEI efforts at Internova Travel Group, a global travel services company with more than 100,000 travel advisors. In 2020, Internova conducted a DEI assessment to evaluate employees’ perceptions of diversity, equity and inclusion across its U.S. workforce, followed by an international assessment in 2022. Those assessments prompted each operating division to form DEI committees and develop targeted action plans to address gaps.
To advance awareness and skills, the company implemented DEI training for all employees. To promote equity, Internova brought in compensation specialists to ensure annual talent reviews and to identify and address pay disparities. The company’s efforts have been recognized internally and externally: Christianson notes that the Women of Internova employee resource group received a Silver Magellan Award from Travel Weekly, while the Everyone Belongs newsletter earned a Gold Award.
Following the 2020 murder of George Floyd, citizenM Hotels launched a focused diversity and inclusion effort. The hotel chain’s Diversity and Inclusion Committee established a forum where employees can share experiences and concerns, and it works to identify challenges and implement action plans. The committee also provides interactive education and training to foster inclusivity. Practical initiatives include gender-neutral uniforms and enhanced diversity-focused recruitment. Manu Newkirk, chairman of the Diversity Committee, emphasizes that while progress has been made, further work remains.
PHOTO: © UNIWORLD BOUTIQUE RIVER CRUISES
Uniworld Boutique River Cruises has made recruitment and employee engagement central to its DEI strategy. Shirnett Fleet, chief marketing officer and DEI lead, explains that Uniworld has expanded targeted recruitment partnerships with organizations that serve underrepresented communities. In 2019 the company launched Employee Resource Groups focused on BIPOC, Pride, Disability, Parent and Women’s communities. These groups have strengthened engagement and retention and inspired employees to deliver more inclusive and thoughtful guest experiences.
At Family Destinations Guide, human resources director Bonnie Whitfield transformed DEI from an afterthought into an organizational priority after taking the role in 2019. In 2020, the company adopted DEI standards from the nonprofit Travel Unity, which emphasize management and workforce practices, visitor experience and community impact. Operating as a remote company, Family Destinations Guide now hires offshore staff from multiple countries, reflecting a broader commitment to building an inclusive culture that better understands and serves diverse travelers.
Across the travel sector, companies are moving beyond statements and toward structured programs that assess needs, engage employees and create measurable plans. Common themes include forming dedicated DEI committees, implementing training and resource groups, improving recruitment pipelines, and addressing pay equity. These efforts demonstrate that advancing diversity, equity and inclusion requires ongoing attention, transparent accountability and a willingness to adapt policies and practices to serve both employees and guests more equitably.