Tackling Anti-Blackness in Hospitality and Tourism – A Call To Action
Recent events and global protests launched as a result of the murder of George Floyd have forced many of us to re-evaluate our institutions and the ways white supremacy has created systemic limitations for Black Canadians. Even more pronounced is the question about what can we do to break down these social and systemic barriers. This is my open letter and call to action to the leaders and executives in the hospitality and tourism industry.
While many organizations have answered the call for gender equality, they are less open to considering how anti-racism and anti-oppression can be implemented in industries. The key here is that anti-racism must be part of the culture of hospitality and tourism. The hospitality and tourism industry needs to practice anti-racism and must be intentional about the ways it considers diversity and inclusion.
It is no longer enough to hire one or two Black employees and say that you are diverse. Rather, the significant question here is: How do you make Black employees feel like they belong? Are they thought of as important and integral decision makers in your workplace? This is the question organizations need to ask themselves and then act on it accordingly.
A significant way of tackling racism within your organizations is to develop a culture of belonging. Our industries need to value the contributions of Black and other racialized employees and need to make those people feel like they belong. More significant in this is that organizations need to advocate for them and ensure that they are not alone in the fight for creating equitable workplaces.
As someone who has worked in the industry for over 10 years and has experienced racism from leaders and colleagues, it is evident that the industry has not done a good job in making me feel like I belong. It is time for a change and a shift in culture. As mobilization is happening globally, our industry has the chance, and the moral responsibility, to be at the forefront of these discussions and implement actionable change. In order for this change to happen, leaders, employers and employees must unlearn white supremacy, white privilege and create safe spaces for all employees.
As we prepare to reopen the industry, it is important that anti-racism training initiatives are implemented in organizational mandates and strategic plans. In addition, intentional hiring practices geared at more racialized folks are necessary and complaints/concerns about racism in the workplace must be prioritized in the workplace and taken seriously. Here are a few ways that you can show your allyship:
Be aware of racism and discrimination within your own organizations.
While most of the information we read about is in the United States, this is also a Canadian problem. Educate yourself on the Canadian context.
Acknowledge the impact that racism has on your BIPOC employees’ mental health.
Attend conferences/webinars focused on anti-racism and anti-oppression.
Have open and honest conversations about racism.
Implement training initiatives surrounding anti-racism and anti-oppression.
Openly advocate for your BIPOC employees.
Do the research! It is no longer the responsibility of your racialized employees, colleagues and leaders to educate you about anti-racism.
Support organizations already doing the work of anti-racism training. Invite them and pay them equitable wages for their knowledge.
Create mandatory sessions about anti-racism with executive members of your organization.
As your BIPOC employees and colleagues return to work, it is important that they see their organizations putting action behind their words. I encourage everyone to do the research and really do the work that needs to be done in order for there to be a culture shift in our industry. It is time to pick a side. Racism, discrimination and systemic bias should not be tolerated whether it is from a colleague, leader or a guest. This needs to be the stance that we all take moving forward.
As a black woman in the hospitality industry, I will not be silenced and neither should you. Let us be the change that we want to see in the industry. Commit to take action and stand with your BIPOC teammates in hospitality and tourism. Change starts with us and the time for change is now!