Top ways to incorporate diversity, inclusion and equality at work
How can you ensure everyone feels welcome? Find out how businesses are weaving diversity, equality and inclusion into their sustainable travel strategies.
Whether it’s a team member at their desk, a client enjoying their holiday or a local welcoming tourists to their area, people’s experiences of a travel organisation are often shaped by its approach to diversity, equality and inclusion.
Anthony Daniels, UK general manager at Hurtigruten Group, says a fair, forward-thinking approach is not only the right thing to do, but also helps businesses reach their goals.
He explains: “Our mission is to build the undisputed global leader in sustainable and inspirational adventure travel. To achieve this, we believe in building a culture that is committed to embracing and encouraging diversity, equality and inclusivity.”
Daniels is clear that for this culture to thrive and to reach as many colleagues and customers as possible, businesses need to form “meaningful partnerships across the industry”. He cites the group’s Black Traveller Advisory Board, which launched in March and includes six black travel professionals from outside Hurtigruten, who focus on increasing the visibility and inclusivity of black travellers at Hurtigruten and in the wider expedition cruising industry.
In November the brand took 10 underprivileged young people to Antarctica with the #WeTwo Foundation, and staff also contribute to allyship programmes, such as Women in Travel. “Across all these initiatives our aim is to drive change within the entire industry,” Daniels adds.
ENGAGING TRAVELLERS
Sara King, general manager of purpose at Intrepid, says the right approach makes products better for customers, explaining: “Striving to be the best when it comes to diversity, equity and inclusion not only helps to improve lives for the communities we work with but makes the travel industry a more inclusive and safe space for our customers.”
Last year Intrepid created its Ethical Marketing Policy, with an action plan and measurable goals showing how it would be more inclusive in its marketing. Progress updates are shared on Intrepid’s blog and social media channels. “We believe change only happens when you measure, commit, deliver and report,” King adds.
The business’s blog also features posts from customers, which King says “gives a voice to our underrepresented or minority travellers”. Popular posts have included “what it’s like getting around Turkey as a plus-size traveller”, and “six queer-friendly destinations for LGBTQIA+ travellers”.
WORKING WITH LOCALS
Daniels and King also highlight the importance of respecting and supporting indigenous communities, cultures and traditions. Hurtigruten supports local community projects through the Hurtigruten Foundation, and works with local suppliers when sourcing excursions and ingredients. Daniels says: “This approach further educates our guests about other cultures on their expedition whilst making their voyage more sustainable.”
Clients travelling with G Touring brands Travelsphere and Just You are invited to visit community tourism enterprises led by women, youth and indigenous and rural communities, supported by the non-profit organisation Planeterra Foundation. They include Sthree Cafe in Kandy, Sri Lanka, which helps local women increase their income and gain new skills. Those visiting the Grand Canyon in the US are taken to a food truck, which aims to connect the Navajo Nation indigenous-owned business with the tourism industry.
Sales director Sarah Weetman says this community-focused tourism creates economic opportunities, protects destinations and celebrates cultures, helping them to prosper. “It ensures the ripple effects of tourism are endless. By helping these enterprises thrive, they can then invest in their economies, education, healthcare and the environment,” she adds.
G Touring’s mission statement is “Changing People’s Lives Through Travel” and Weetman explains: “We want to create genuine lasting change through what we do each and every day. Our customers, more than ever, want their travel experiences to be so much more than just a holiday away.”
Australian-owned Intrepid has a wide-ranging Reconciliation Action Plan that focuses on strengthening relationships between Aboriginal and Torres Strait Islander peoples and non-Indigenous people. The Intrepid Foundation also partners with local projects and organisations suggested by staff and tour leaders.
Empowering women in destinations is another key goal for Intrepid. It offers a range of Women’s Expeditions that allow female travellers to meet local women in counties including Iran, Peru and Jordan, in environments that aren’t considered suitable for mixed-gender groups, such as beauty salons. In 2021 it launched Women in Travel Intrepid Urban Adventures in London, supporting three women starting their own day tour business, including a walking tour of Ethiopian food in west London.
Intrepid is also keenly focused on gender equality across its team, and has set goals including increasing the number of female porters and tour leaders it works with, supporting suppliers to reduce gender inequality and reporting on the gender pay gap.
Hurtigruten’s Daniels acknowledges that “there is still more to do” for the travel industry across diversity, inclusion and equality, adding: “We need to keep pushing for representation across the industry. We know this isn’t something we can do alone, we need everyone in our industry to work together, to encourage open and honest conversation about how we can all create real change.”
For more guidance on how to sell sustainable travel, visit ttgmedia.com/sustainabletravelheroes
Access for one and all
Abta members can access free training to understand more about accessible tourism and customers’ requirements. Senior sustainability manager Carol Rose says: “Being aware of the accessibility needs of all of your customers is not just a legal requirement, but also demonstrates the holistic reach of responsible travel and tourism and how it caters to the needs of people and communities.”
Rose’s advice includes:
- Put your access policy into practice in recruitment processes, which ensures all new staff are aware of your position
- Review your access policy regularly and update it using your own business experiences
- Write an access statement – this is a description of a business’s facilities and services to inform people with access needs
- All staff have legal responsibilities, so ensure your staff are well trained and understand why access is so important
- All staff should be given disability awareness training as part of induction training, and at regular intervals throughout their careers
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