Driving Change to Diversity, Equity & Human Rights

Summer protests throughout the U.S. might have stymied business travel if Covid-19 had not done it first. Outrage following George Floyd's death on the streets of Minneapolis crystalized an equity and human rights movement that the U.S. has not seen since the Civil Rights protests of the 1960s. Derek Chauvin, a white former Minneapolis police officer, has been charged with second-degree murder for pressing his knee to Floyd's neck for more than eight minutes during an arrest in a restraint technique that since has been banned by the Minneapolis police force and others—and continuing the hold even as Floyd, a Black man, gasped for breath and said, "I can't breathe," as he died. The murder case is expected to go to trial next year.

The death, which was caught on cellphone video by a witness and distributed on social media, gave a voice and put a face on systemic racism in the United States. It reopened the communal wounds of other Black victims of alleged police brutality: Breonna Taylor in Louisville, Ky.; Eric Garner in New York; Michael Brown in Ferguson, Mo.; among many others. It also gave a rallying cry, ‘I Can't Breathe,' as a symbol of the Black experience in the U.S. 

Clear factions have formed around the issue, with Blue Lives Matter, representing violence against police, and Black Lives Matter movements both gaining momentum and clashing physically in cities across the U.S. and rhetorically on social media. 

In the business world, however, CEOs across industries including travel have voiced an awakened sensitivity to systemic racism, unconscious bias, social injustice and the obstacles these phenomena have placed in front of generations upon generations of Black Americans along with other minority groups.

American Airlines courted controversy when it allowed Black Lives Matter pins to be worn by employees until it could develop an official pin that would join a collection of cause- and faith-supporting pins that includes Christian, Jewish, LGBTQ, veteran causes and others. The airline held back official support for the Black Lives Matter movement itself. Delta went further, raising a Black Lives Matter flag at its headquarters in a show of solidarity. In a memo to employees, Delta CEO Ed Bastian cited employment statistics that revealed inequalities in the ranks of that company, and he pledged to do better: 

That is not a picture of equity, nor is it reflective of the world we serve. As your leader, I take ownership of that performance and am committed to correcting our course as we become a more just, equal and anti-racist company.

This effort will require intentionality from every member of the executive team and determination at every level of the company. Every Delta leader must take personal, vested ownership in solving for the burdens Black and Brown communities have been carrying for too long. Our progress will be measured, and we will be accountable for achieving these goals.

Other industry leaders voiced similar concerns, including Marriott International, which was rated No. 1 among DiversityInc's 2020 list of Top 50 Companies for Diversity & Inclusion. In a statement signed by executive chairman J.W. Marriott Jr., CEO Arne Sorenson and chief diversity officer David Rodriguez, the company wrote:

We believe that the lives of George Floyd, Ahmaud Arbery, Breonna Taylor, Rayshard Brooks and countless others matter and were lost to a society where pervasive racism exists. We believe that racism should be eradicated.

We believe in equality, justice and putting people first no matter what they look like, where they come from, what their abilities are or who they love.

We believe each person deserves to be recognized for who they are and respected for both our common humanity and the distinct qualities that make us unique. It is from those unique qualities that we draw strength as a company and as a society.

These are the types of statements travel managers may look for as they establish travel program partners beyond Covid-19. The newly formed Travel & Meetings Standards group, which formed over the summer to fill a leadership gap in the industry, created a Diversity, Inclusion & Equity committee to drive dialogue around these issues in the travel industry and to push for change in how companies source travel partners and what the expectations should be. 

The committee is advocating for more than people of color, but also for the LGBTQ community and gender equality issues, said committee co-chair Carol Fergus, who also is the global travel manager for Fidelity International. Yet her own awakening came after she saw the video of George Floyd's death and realized she had to get more involved. 

"I lifted up my head that morning and realized I never saw anyone like me at my work. Where are all the other Black travel managers? Black people sitting on advisory boards or Black sales directors? The way to change that is for people like myself to stand up and do what I am doing. Ask suppliers the questions, look at recruitment and training programs and look beyond the security manager and the front desk reception and the [server at the] café. 

"You have to look into offices and the sales teams and executives. Don't tell me the company is diverse until I can see those levels of the company." The same is true, she said, for women and other minorities. "Those executives can make the statements, but we have to measure how that plays out in reality." 

Like those travel CEOs, many corporate leaders are looking at their own employee ranks and those of their supply chain to drive change. They may be pushing their sourcing officers to meet these goals. 

That could mean broadening the net of candidates for travel partnerships, said Fergus, speaking in October on a BTN Innovate conference panel.

"We need to take the time to see those potential partners and figure out where they fit into the mix," she said. "It's not about awarding business just because they fit a certain profile, but opening up the search to those who might not obviously be a fit but then vetting them on a level playing field given what they bring to the table."