Diversity Analysis Report: Marriott and Hilton Hotels

This report provides a comprehensive analysis of diversity policies within the hospitality industry, specifically focusing on Marriott International and Hilton Hotels. It examines their approaches to diversity, inclusion, and equity, including policies related to LGBTI inclusion, age-based diversity, gender equity, family obligations, disability, and migrant workers. The report delves into the importance and benefits of organizational diversity, the aims and objectives of these policies, and the relevant legislation. It also reviews grievance and harassment policies, recruitment strategies, and the dissemination of diversity policies to staff and the public. Through a comparative analysis, the report offers recommendations for improving diversity policies, particularly for Novotel Melbourne, focusing on grievance and harassment management and fostering respect in the workplace. The report aims to provide insights and recommendations for fostering a more inclusive and equitable environment within the hospitality sector.

Running head: DIVERSITY ANALYSIS REPORT
Diversity Analysis Report
Name of the University:
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Authors Note:

2DIVERSITY ANALYSIS REPORT
Executive Summary
Diversity is defined by Marriott International and Hilton Hotels as the company’s initiative
towards maintaining wellbeing of its employees and focused on such diversity and inclusion
approach the company embraces differences within its core values and strategic business
objectives. The report reveals that both the company’s approach to workplace inclusion and
global diversity is deeply rooted within a company’s culture along with its core values. Based on
the diversity analysis of the companies, in handling such grievances the Novotel Melbourne is
recommended to develop a policy in grievance and harassment management that can encompass
global equal opportunity statement ensuring that the employees of the company are treated with
high dignity and respect.

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Table of Contents
1. Introduction..................................................................................................................................5
2. Diversity Meaning in Novotel Melbourne, Marriott International and Hilton Hotels................5
3. Importance of Organisational Diversity......................................................................................6
4. Benefits of Organisational Diversity...........................................................................................6
5. Diversity Policies Indicating Clear Aim and Objectives.............................................................7
6. Value in Setting Outcomes and Specific Diversity Targets........................................................7
7. Current Legislation Related with Each Policy and Diversity Programs Available in Marriott
International and Hilton Hotels.......................................................................................................8
7.1. LGBTI...................................................................................................................................8
7.2. Age-based diversity..............................................................................................................8
7.3. Gender equity........................................................................................................................8
7.4. Family obligations................................................................................................................9
7.5. Disability...............................................................................................................................9
7.6. Aboriginal and Torres Strait Islander peoples....................................................................10
7.7. Migrant workers..................................................................................................................10
9. Grievance and Harassment Policy.............................................................................................10
10. Recruitment Policy..................................................................................................................11
11. Diversity Policy Disseminated to Staff and the Public............................................................11
12. Review of Policies...................................................................................................................12

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13. Internal and External Forums Used to Measure Policy Achievements...................................12
14. Answer to Evaluation Question...............................................................................................12
15. Recommendations....................................................................................................................13
16. Conclusion...............................................................................................................................13
References......................................................................................................................................15

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1. Introduction
Diversity management in defined as organisational actions in an approach of promoting
employees inclusion from distinct backgrounds in to a common organisational structure.
Effective diversity management policies have be demonstrated to support creative thinking
process along with innovation (Couture, Karen and Kathleen 2017). The objective of the report is
to analyse two competitor diversity policies in order to develop a series of recommendations.
Considering same, the report will be focussed on analysing the diversify policies developed by
Marriott International and Hilton Hotels along with evaluating the programs available to these
two companies regarding age-based diversity, gender equity, family obligations, disability and
for the migrant workers. Based on such analysis recommendations will be provided to the
selected Novotel Melbourne being a Director of Human Resources in facilitating them to handle
employee grievances along with encouraging respect for personal differences in workplace.
2. Diversity Meaning in Novotel Melbourne, Marriott International and Hilton Hotels
Marriott International hotel defines diversify as the company’s initiative towards
maintaining wellbeing of its employees and focused on such diversity and inclusion approach the
company embraces differences within its core values and strategic business objectives. Hilton
Hotels defines its corporate diversity as creating an inclusive workplace surrounding which
supports the retention, recruitment along with advancement of employees (Gajjar, Trishna, and
Fevzi 2018). Novotel Melbourne consider diversity as their commitment towards working in
collaboration with the local surroundings in creating opportunities, valuing differences and
fostering positive wellbeing among local communities.

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3. Importance of Organisational Diversity
As the companies namely, Novotel Melbourne, Marriott International and Hilton Hotels
operate within the hospitality industry, maintaining organisational diversity is considered
important for them that can facilitate these companies in actively engaging in developing a
diverse along with inclusive workforce, guest, and owner along with supplier base (Gajjar, and
Fevzi Okumus 2018). Organisational diversity maintenance is vital for these hotels in operating
their hospitality business as it is a global consumer related industry. Diversity policies
development are necessary as it can allow to develop positive organisational culture and can
support staff retainment particularly, where the employees speak multiple languages and fluent
in customs of several cultures.
4. Benefits of Organisational Diversity
Organisational diversity policies development in Novotel Melbourne and it competitor
hotels like Marriott International and Hilton Hotels are deemed to have several benefits that
includes building a strong corporate culture that can encourage the team members to remain
associated with the company over the long run. Workplace diversity policies can also facilitate in
maintaining a positive reputation among the clientele (Gehrels, Sjoerd and Javed 2016).
Moreover, following specified workplace diversity guidelines can also support in promoting
equal employment opportunities regardless of their sexual orientation, age, creed or race.
Following such diversity policies among the workforce are deemed to offer competitive
advantages over the business rivals.

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5. Diversity Policies Indicating Clear Aim and Objectives
Diversity policies in organisations indicate clear aim and objectives as observed in case
of Marriott International and Hilton Hotels. For instance, diversity policies in Marriott
International indicates clear organisational aim and objectives of maintaining a diverse
workforce through that directs the company on acting on values like inclusiveness and
collaboration (Gehrels 2016). On the other hand, diversity policies in Hilton Hotels support the
company in defining its organisational objectives for attaining better business performance.
Diversity objectives such as gender equality and policies on migrant workers also directs
company’s utilisation of skills for improving their operations that further facilitates in attaining
common corporate goals.
6. Value in Setting Outcomes and Specific Diversity Targets
Marriott International has integrated its organisational values in its approach of setting
outcomes along with specific diversity targets. The company’s approach to workplace inclusion
and global diversity is deeply rooted within a company’s culture along with its core values. The
culture of the company is also best represented by its most significant core values of “putting
people first” that can enhance sustainable business growth. Hilton Hotels has also developed
effective organisational value in setting specific diversity targets for ensuring effective
performance of its workers (Hilton 2019). The company has leveraged its core values to position
global diversity and inclusion as a major business priority as it works with its associates and
suppliers.

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7. Current Legislation Related with Each Policy and Diversity Programs Available in
Marriott International and Hilton Hotels
7.1. LGBTI
LGBT inclusion is considered as the top priority by Marriott International in their
diversity policy where the hotel group. Following such legislation the group indicates
commitment towards maintaining LGBT equality along with focussing on their inclusion,
acceptance and growth in the workplace. On the other hand, Hilton Hotel group follows this
regulation through including diversity policies on offering equal same-gender partner benefits
along with developing their inclusion strategies in the workplace (Maruiel 2017). In addition, the
hotel group also considers following LGBT legislative policies through offering these employees
with benefits of non-discriminated employment as well as immigration equality.
7.2. Age-based diversity
Age-based diversity policy and legislations of Hilton Hotels consider non-recruitment of
employees under the legal age group that is under 15 years of age (Hilton 2019). Moreover, age
diversity legislative laws followed by the hotel group also encompass recruiting and retaining
young employees for developing innovative solutions on government’s complex technological
challenges. Marriott International’s age based diversity policy legislation follows maintaining a
mandatory retirement age of 72 and also considers following laws of minimum age provisions of
applicable regulations and laws of employment (Kathleen 2018).
7.3. Gender equity
Gender equity diversity policies and legislations of Marriott International includes
developing a diverse employee group including women, lesbian, gay, bisexual along with

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transgender people. The legislative laws under this policy are also focussed on making them feel
respected where their contributions are valued. Hilton Hotels have gender equity policies and
related legislations on respectfully hiring and retaining diverse workforce including employees
of all genders such as lesbian, gay, transgender, queer and friends (Daniela 2016). The hotel
group also follows the legislative laws on offering them with equal opportunities on professional
development.
7.4. Family obligations
For maintaining high workplace diversity, Marriott International follows certain family
obligations based legislative laws where the hotel group offers several benefits to its employees
in the form of better health care benefits fir employees and their families and offering them with
other insurance benefits (Donald Lee 2018). Following family obligations legislative policy,
Hilton Hotels group offers several health as well as hotel accommodation benefits to employees
and their family along with offering medical coverage for their family. However, both the
companies are observed to face issues related with following the family obligation laws where
the employees are raising concerns regarding commitment of these hotels in offering extensive
family care benefits.
7.5. Disability
The disability diversity policy and related legislative laws are maintained by Hilton
Hotels where the general ethos under this policy is in relation with disabled employees and
guests. Policies and legislative laws on disability diversity ensure that the physical barriers to
access within the hotel group are removed (Sucher, Worarak, and Cheung 2015). Disability
diversity policies in Marriott International currently follows the legislation of hiring and offering

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growth opportunities in the workplace for employees with disabilities along with encouraging
employee engagement across these diverse employee groups.
7.6. Aboriginal and Torres Strait Islander peoples
Following the legislative laws of maintaining workplace diversify, Marriott International
has follows this policy in collaboration with its diversity partners like “The Canadian Aboriginal
and Minority Supplier Council”. Under this legislation the hotel group hires employees in an
attempt to promote and facilitate their procurement opportunities (Craig 2016). Workplace
diversity legislative laws followed by Hilton Hotels do not include recruitment policies for
aboriginals and Torres Strait Islander people currently.
7.7. Migrant workers
Legislative laws and diversity policies on migrant workers in Hilton Hotels includes
recruiting immigrants with minimal corporate experiences and navigating them the way to their
promotion in the company. On the other hand, legislative laws followed by Marriott International
for workforce diversity includes developing standard practices for their recruitment along with
offering along ling term career commitment as these employees belong from poorer nations and
low end workforce spectrum.
9. Grievance and Harassment Policy
Grievance and harassment policy of Marriott International has well-defined guidelines on
prohibiting sexual harassment along with other harassment, discrimination and retaliation forms.
This policy of the company also includes training for non-management and management
employees in harassment prevention within 90 days of hiring. In case of Hilton Hotels has a
general policy in grievance and harassment management that includes global equal opportunity

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statement ensuring that the employees of the company are treated with high dignity and respect.
The company’s policy considers prompt and through investigation on any harassment or
grievance complaints shared internally or externally in the workplace (Madera 2019).
10. Recruitment Policy
The recruitment policy of Marriott International is focused on hiring suitable and friendly
candidates those love to serve instead of hiring a technically sound employee having less
enthusiasm of serving people. This policy also complies with several guidelines related with
work-life balance, training, career growth and work environment while recruiting suitable
employees (Madera, Mary and Jack 2017). On the other hand, the recruitment policy of Hilton
Hotels is completely focused on copying with the employment and labor laws in all the countries
in which it operates. The policy also complies with the guideline of not employing individuals
under the lawful employment age and also complies with the wage and compensation needs.
11. Diversity Policy Disseminated to Staff and the Public
The diversity policies developed by Marriott International are disseminated to its staff
and the general public through yearly publishing its “Marriott Sustainability and Social Impact”
report. The report publishes effectiveness of its new diversity policies each year and also
maintains robust public policy agenda along with employee inclusion policies (Marriott 2019).
On the other hand, Hilton Hotels has developed its diversity policies that are effectively
disseminated among its staff and public. The company publishes reports on “Code of Conducts”
and “Diversity and Inclusion Brochure” which circulates important information regarding
amendments n its diversity polices to both the employees and common public.

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12. Review of Policies
Effectiveness of the diversity policies developed by Hilton Hotels is reviewed annually
by the Board of Directors. The hotel group also has a “Quarterly Diversity Dashboard” that
encompass updates on major diversity metrics and progress associated with inclusive culture,
talent along with marketplace initiatives that is further reviewed by EIC members. On the other
hand, Marriott International’s board of Directors committee monitors the progress of the hotel
group’s global diversity and inclusion through performing yearly self-evaluation (Morozova et
al. 2017).
13. Internal and External Forums Used to Measure Policy Achievements
“World Economic Forum” is an external forum that has recognised the diversity
accomplishments of Marriott International as the hotel group achieved record-setting employee
engagement in contrast to external benchmarks (Marriott 2019). Internal forums like the “Policy
Committee” has recognized the achievement of the hotel group for being “Fortunes Best
Company to Work” over 20 years. In Hilton Hotels, internal forums like “Hilton Executive
Inclusion Council” have recognized the accomplishment of the hotel group for being listed on
Fortune’s best workplace for diversity list. Extol forums like Forbes has recognized the hotel
group as “America’s Best Employers for Diversity” (Hilton 2019).
14. Answer to Evaluation Question
Being the Human Resource Director of selected Novotel Melbourne, it has been realised
that the hotel has employees from various cultural backgrounds with distinct thoughts that might
lead to personal prejudices. It has been observed that employee grievances are taking place in the
form of extra allocation of duties to employees. The employees feel that they are treated unfairly.

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Considering the diversity polices implemented by its two major competitors, effective
recommendations are provided in managing the personal prejudices and encourage the
employees in the hotel to maintain respect for personal prejudices within the workplace. In
handling such grievances the hotel is recommended to develop a policy in grievance and
harassment management that can encompass global equal opportunity statement ensuring that the
employees of the company are treated with high dignity and respect. The company’s policy must
also take into account prompt and through investigation on any harassment or grievance
complaints shared internally or externally in the workplace.
15. Recommendations
In making the diversity policy effective for Novotel Melbourne recommendations are
provided to develop innovative policies that can address personal prejudices on family
obligations employee programs like child care, retirement program, maternity benefits, paid
vacations and effective pension plans. Moreover, Novotel Melbourne is also recommended to
strengthen its aboriginal employee recruitment and development policies along with maintaining
recruitment and career development policies for supporting gender, age-based, grievance
handling and employee disability causes. This can be done through partnering with aboriginal
development councils for hiring aboriginal employees and training them necessary skills and
competencies for their career development in the workplace.
16. Conclusion
The objective of the report was to analyse two competitor diversity policies in order to
develop a series of recommendations. It has been revealed that as both the companies namely,
Marriott International and Hilton Hotels operate within the hospitality industry, maintaining

14DIVERSITY ANALYSIS REPORT
organisational diversity is considered important for them that can facilitate these companies in
actively engaging in developing a diverse along with inclusive workforce, guest, and owner
along with supplier base. Based on the diversity analysis of both the hotels, Novotel Melbourne
is recommended to manage the personal prejudices and encourage the employees in the hotel to
maintain respect for personal prejudices within the workplace.

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