Diversity Management Analysis and Strategies: Hilton Hotel Report

This report examines the diversity management practices within the Hilton Hotel, exploring its impact on the organization. The report begins by highlighting the benefits of diversity management, such as brand building, increased creativity, and improved problem-solving, while also acknowledging the hotel's commitment to the Equality Act 2010. It then addresses the negative aspects, including communication barriers and resistance to change. The core of the report proposes several strategies for improving diversity management, including active manager participation in brainstorming sessions, continuous assessment of diversity implementation, managing employee resistance through inclusion, appointing diverse leaders, and providing diversity training to employees. The report emphasizes the importance of fostering an inclusive environment and ensuring equal treatment for all employees to enhance the hotel's operational efficiency and brand reputation.

Running head: DIVERSITY MANAGEMENT
Diversity Management
Name of the Student
Name of the University
Author note

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Table of Contents
Answer to Question 1......................................................................................................................2
Answer to Question 2......................................................................................................................4

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Answer to Question 1
Hilton Hotel helps in facilitating the homely atmosphere that helps in inviting individuals
in their hotel. The respective hotel provides air-conditioned and spacious rooms that help them in
attracting large number of tourists in comparison to other hotels. Diversity management is the
particular strategy that helps in diversity progress of the workplace. The on-going process
unleashes the different talents along with capabilities to create an environment that is inclusive in
nature (Schermerhorn et al., 2014).
Diversity Management is the key factor in facilitating cultural exchange on a global level.
There are different benefits of the diversity management in Hilton Hotel wherein diversity within
a company makes the hotel in building stronger brand and this helped them in gaining proper
reputation and brand. The diversity in the respective hotel helped them in increasing the
creativity, this helps in solving the issues, and this helps in encouraging the development and
growth.
Positive aspects of diversity management in Hilton Hotel
Hilton Hotel has different positive aspects of the diversity management that is applied by
them in the hotel. They follow the equality act 2010 in an effective manner that helps them in
maintaining equality in the workplace. They do not discriminate the employees in the workplace
wherein they encourages personal growth and development in the workplace. The diversified
Hilton hotel helps in creating customer loyalty to the respective company wherein it is a great
advantage for the entire company (Guillaume et al., 2017).

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Hilton hotel helps in optimizing the ability of the hotel in such a manner that this will
help in meeting the different requirements in the workplace. For instance- An employee who is
part of specific region or culture who works in the restaurant and the specific business is
conducted and is a great advantage for the entire hotel. This helped the respective hotel in
building strong brand that brings the diverse talents together to deliver the better results in the
entire competitive market.
Negative aspects of diversity management in Hilton Hotel
Furthermore, there are different negative aspects of the diversity management in Hilton
Hotel are relating to the resistance of the employees who are opposing the higher management
officials for including the change in the relationships in the workplace. Furthermore, there are
communication barriers that are affecting the external and internal process of communication in
the respective hotel (Harvey & Allard 2015). The increased costs are other factor that is negative
aspect of diversity management in Hilton hotel. There are different direct and indirect costs
included in the management of the Hilton hotel that is incurring such costs (Barak, 2016).
The employees in the workplace are not included during decision making relating to the
managing decisions in the workplace. The higher officials in the respective Hilton hotel are not
fair in treating employees in an effective manner. The fairness is not adopted by Hilton hotel and
this is not a proper measure taken by them (Cascio, 2018). All the employees in the organization
are important assets and they should be valued as they bring profits in the business operated by
the company.

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Answer to Question 2
Strategies to be implemented by the Hilton group to improve their diversity management
skills the given section suggests certain recommendations that can be taken by the Hilton Group
of Hotels to improve their diversity management:
1. The managers of the organization need to make sure that they take active participation in
the brainstorming sessions, which will take place regarding management of the
employees in the organization. In the meetings, they need to make sure that the staff also
contributes to the meetings and give their idea (Harvey & Allard, 2015). As the topic is
regarding the diversity of the staff, the staff will be in the best position to implement
plans for the organization. Hence, it is the duty of the managers at Hilton, to make sure
that there takes place enough brain storming sessions in order to ensure that the rights of
all the employees are retained.
2. Assessment of diversity-Hilton group needs to make sure that it continuously assesses the
organization to find any remains or aspects where the diversity techniques are not being
implemented carefully. If there exists any discrimination in any department of the
organization, then that is a proof that the organization has not been implementing its duty
towards the employees seriously. Continuous assessment shall enable the hotel to make
sure that the loopholes are identified (Madera, 2013). The assessment will also help the
company to understand their improvement areas and make their implementation plans
more successful.
3. Managing resistance- Very often the hotel must be facing problems from the various staff
that have been in the organization since a long period. Those employees have a certain
manner in which they work and they would not like it if anything were changed. Hence,

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they tend to oppose to the management`s decision. This resistance among the employees
can be removed with the help of inclusion plans. During the formulation process, if all
the employees are included and involved, the employees can foster an environment of
unity and help in solving the challenges faced by the Hilton group with respect to
diversity management.
4. One of the most relevant strategies that can be undertaken by Hilton Group of hotels is to
appoint a diverse range of leaders in the organization. Once, there exists diversity among
the leaders in the organization, all the members of the organization will look up to them
and will get to view them from a new point of view (Cole & Salimath, 2013). Even the
leaders can understand the diversity problems from a personal point of view and will be
more successful in forming management plans with respect to diversity.
5. Diversity training- Training has been extremely successful in changing the procedures
adopted by the people. Hence, it will be beneficial for the organization to provide
diversity training to the employees. All the employees at Hilton, need to be sensitive
about one another and all cultures, races, genders and backgrounds should be equally
treated and respect (Rice, 2015). Once they are provided with adequate training on
diversity issues, they will become more tolerant towards one another. Once the
employees understand this, the hotel chain will function in an efficient manner.

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References
Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Cascio, W. (2018). Managing human resources. McGraw-Hill Education.
Cole, B. M., & Salimath, M. S. (2013). Diversity identity management: An organizational
perspective. Journal of business ethics, 116(1), 151-161.
Guillaume, Y. R., Dawson, J. F., Otaye‐Ebede, L., Woods, S. A., & West, M. A. (2017).
Harnessing demographic differences in organizations: What moderates the effects of
workplace diversity?. Journal of Organizational Behavior, 38(2), 276-303.
Harvey, C. P., & Allard, M. (2015). Understanding and managing diversity: Readings, cases,
and exercises. Pearson.
Harvey, C. P., & Allard, M. (2015). Understanding and managing diversity: Readings, cases, and
exercises. Pearson
Madera, J. M. (2013). Best practices in diversity management in customer service organizations:
an investigation of top companies cited by Diversity Inc. Cornell Hospitality
Quarterly, 54(2), 124-135
Rice, M. F. (2015). Diversity and public administration. ME Sharpe.
Schermerhorn, J., Davidson, P., Poole, D., Woods, P., Simon, A., & McBarron, E.
(2014). Management: Foundations and Applications (2nd Asia-Pacific Edition). John
Wiley & Sons

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