Hospitality Diversity & Inclusion Initiatives

REIMAGINING TOURISM: A MANIFESTO FOR PEOPLE, PLACE & PLANET. This manifesto reflects a collective call for change, shaped by more than 2,000 tourism-focused comments and ideas we’ve been sharing here during the last couple of months. The old ways—obsessed with stats and quick wins—are failing communities and the environment. What if we built tourism on shared values and true collaboration with those most affected? These principles are a starting point, not a rulebook. Let’s shape a new future for tourism—side by side: 1. Governance & Power-Sharing - Communities co-lead tourism decisions - Free, prior & informed consent for all tourism development - Cultural IP rights protected and compensated - Local ownership mandated and supported 2. Safeguards for People & Planet - Community wellbeing and ecological capacity guide planning - Visitor caps & tourism-free zones to protect balance - Cross-sector collaboration: tourism + housing + climate + labor - Sacred and sensitive areas protected from exploitation 3. Economic Redistribution - Tourism taxes reinvested in local services - Local supply chains prioritized - Grants and training for community-led tourism ventures 4. Regenerative Experiences - Quality over quantity: fewer visitors, deeper impact - Slow, meaningful travel as the norm - Visitor education: impact, culture, and local etiquette 5. Monitoring & Accountability - Community-led oversight bodies - Transparent impact reporting - Worker protections and complaint mechanisms 6. Education & Future-Proofing - Local training in tourism leadership and enterprise - Heritage and environmental education in schools - Peer learning among destinations Tourism must serve the community—not the other way around. What if every destination valued dignity over dollars?

A few years ago, a recruiter went viral for noting that she'd extended an offer for exactly what a candidate asked for, even though it was well below the budget for the role, critiquing the candidate for not understanding the market and "knowing their worth" because recruiters can't be responsible for teaching people how to negotiate. And countless recruiters made their own posts patting themselves on the back sharing stories about how they told candidates to ask for more. Of course the issue is that those recruiters were still perpetuating inequitable hiring processes. Here's the truth: any time a candidate is able to negotiate to receive a better offer, there is inequity in the system. - What about the candidates who don't have as much insight into compensation for the role? - What about the candidates who don't get insight from the recruiter around the need to negotiate? - What about the candidates who are too desperate to risk losing an offer by asking for more? The most equitable way for employers to approach compensation is to: 1. Have a clear process for setting compensation based on objective criteria that can be implemented fairly and consistently. 2. Avoid negotiation other than in rare cases where there is new information that aligns with said criteria. 3. Be transparent about those practices so candidates understand how the company arrived at the number and why it's not negotiable. And none of that should be contingent upon a candidate asking for the right number. It's not a candidate's job to be an expert on compensation. Any time you find yourself saying things like "let's offer 100k, and then we can negotiate up to $110k if they push", you should really be leading with that $110k offer. And candidates, you should know that if if a company communicates their compensation and compensation philosophy with you up front, lets you know they won't negotiate since they are focused on equitable compensation and are leading with their best and final offer, that's a really good signal that they care about doing right by their employees from a compensation perspective.

Just because I can’t eat, doesn’t mean I dont want to be included. The festive period is around the corner, and it can be one of the most difficult times living with a feeding tube, as even more so than it usual, talk and gatherings of food heighten. So how do we promote inclusion for everyone around the table? 1. Access to facilities and private spaces: always provide access to a private space for somebody to disconnect or connect their tubes, which is clean and private and bathrooms with sanitatary bins. 2. Respectful curiosity and judgement free: never judge, stare, ask intrusive questions to anybody who may not be eating, eating something different, or has different food habits. Any questions should be asked respectfully and with the intent of inclusion not embarrassment. 3. Ask before laying a place at the table: some people like to have a place laid for them even if they are not eating, others do not. Some people will bring their own implements and food so always ask in advance what makes that person feel most comfortable. 4. Shift focus away from food and drink: ensure that games, conversations and activities are not just focused around the food and drink to be inclusive of fun for everyone. Where food is a central part of something, think of providing alternatives such as a table activities. 5. Ask about food and drink in advance: ask someone’s preferences about what they need well in advance to avoid making anyone feel uncomfortable for declining or not being able to join in. Remember most people with feeding tubes can still eat but usually specific or small amounts. 6. Welcome those bringing their own food: feeding tube users often have safe foods which don’t upset their stomachs, or a strict diet they must adhere to, so always welcome people brining their own food with them. 7. Respect allergies and triggers: always ask someone’s dietary requirements in advance, and take strict care with cross-contamination. Also be conscious of certain foods which might be triggering. 8. Reserve space at the end of the table/exit: if set places try and place someone with a tube at the end of the table or near facilities so they feel more able to get and down from the table. 9. Don’t forget our invite to events: just because we might not participate in the same way, doesn’t mean we don’t want to be included! #Disability #Disabled #FeedingTube #Food #Christmas Image description: The image is a black square graphic, across the top in white and bold writing it reads ‘How to: feeding tubes, inclusion at the table’. In the top right hand corner is a picture of Celia and Jamie, Jamie has a cream cake in his hand in front of Celia, she is leaning down with wide eyes to smell it. Underneath are nine yellow, pink and blue coloured boxes with heading text and little descriptive symbols using the headings from the points of this written text above. In the bottom right hand corner is the Disabled By Society logo in pink and white.

Making your events more accessible for blind & visually impaired people really isn’t as hard as you think. Here are my top tips. 1. Provide precise venue information. Include things like clear drop off and pick up point information, what the key features of the building are, a rough description of where the toilets are, describe where the reception desk is, and let us know in advance if you’ll need a Personal Emergency Evacuation Plan completed. Bonus points for using a service like Euan's Guide or AccessAble to provide specialist access information. 2. Provide as much event information as possible. Share all key details in advance, ideally by email in an accessible format. Include timings, speaker names, attendee names, a brief agenda, and any known accessibility considerations. It helps us plan travel, support, and energy levels and it also helps us know who’s attending so when we’re surprised with a “Hey Robbie!” we can narrow it down to who it might be. 3. Food information is key. It sounds simple, but make sure menus are firstly available, then accessible - even for buffets. Relying on a fellow attendee to tell me something “looks chickeney” gives me the absolute fear. Include dietary details in an electronic format we can read with a screen reader, and avoid handwritten or printed-only menus. Tell us how food will be served so we can prepare (for example, buffet vs plated service). 4. Ask about adjustments - don’t assume you’ll know what someone needs. Just ask the question when people register. Keep it open and inclusive, such as “Do you have any access requirements you’d like us to be aware of?” 5. Provide complimentary +1 places as an adjustment - if someone needs a guide, PA, or support worker to attend with them, they shouldn’t be charged double. It’s an inclusion basic that makes a big difference. 6. Finally, provide training to your staff and event volunteers. Organisations like The Guide Dogs for the Blind Association and RNIB can help you here with things like sighted guide training. And most importantly - don’t wait until someone asks before you do this. It won’t help just blind people, it’ll help everyone. Think about this list - is there anything on here that genuine would help you as a sighted person? Build accessibility in from the start and everyone benefits. #DisabilityInclusion #Disability #DisabilityEmployment #Adjustments #DiversityAndInclusion #Content

A friend told me she works at a disability-inclusive workplace. I challenged her: 'How can you prove it?' Here’s what I learned. When my friend proudly claimed her workplace was disability-inclusive, I wasn’t convinced. “Prove it,” I said. She paused, surprised. It made me think—what does true inclusion look like? It’s about the entire experience, from the hiring process to daily interactions, to growth opportunities. So, we made a checklist. A real test to see if a workplace is truly inclusive or just using the term as a buzzword. Disability inclusion goes beyond appearances. It’s about more than just meeting accessibility standards; it’s about creating an environment where every person feels empowered, respected, and able to thrive. Here’s the checklist we came up with: ➠ Accessible Hiring Process: Does your company ensure that every interview and assessment process is fully accessible? ➠ Accommodations Without Judgment: Can employees freely use assistive devices without facing stigma? ➠ Supportive Language: Is there a culture that respects person-first or identity-based language? ➠ Active Allies: Are there colleagues who openly advocate for disability inclusion? ➠ Celebration and Recognition: Does the organization celebrate Disability Pride Month and Neurodiversity Day with full participation? ➠ Real Benefits: Are health benefits disability-affirming and comprehensive? ➠ Accessible Communication: Are plain language, captions, and sign language regularly used? Think about your own workplace. Can it pass this test? Does it go beyond checking boxes to genuinely support all employees? If you’re not sure, start asking questions. Start conversations. P.S. What else would you add to this checklist? Let’s expand this together and ensure all workplaces are truly inclusive. Share your thoughts!

They call it a “global” conference. But the visa rejections and who’s actually in the room tell a different story. Behind banners of “Inclusion” and “Equity,” these events often remain closed to the very people most affected by the issues at hand. Invitations are sent. But borders, budgets, and bureaucracy say "not you". And when someone from the Global South does make it through? They often arrive to a conversation already shaped by someone else’s language, someone else’s framework, someone else’s agenda. This piece isn’t just a critique. It’s a call to redesign what “global” really means. Here are 7 practical solutions surfaced by the LinkedIn community to truly open the doors to so-called “global” events. ✅ 1. Extend the Planning Cycle Give participants, especially from the Global South, enough lead time to secure visas, funding, and logistical support. ✅ 2. Host in Visa-Accessible Countries Choose locations with wider visa-free or visa-on-arrival access (e.g. Jamaica, Thailand, Kenya, South Africa, Indonesia). ✅ 3. Design Hybrid Models That Don’t Sideline Ensure virtual participants have equal voice through quality tech, time-zone-aware scheduling, and real engagement. ✅4. Fund Participation, Not Just Travel Offer holistic support: visa fees, translation, caregiving costs, internet data, and accommodation. Being “invited” doesn’t mean being “able to come.” Read the article for the remaining three solutions on how we can redesign global events to be truly inclusive by design, not exception. 📌 Save this post. 🔔 Follow me for content on inclusive practices #GlobalConferences #DevelopmentInclusion #DecolonisingDevelopment

This week we released Journeys for All: An Expedia Group Study on Inclusion in Travel. Our new research identifies shared travel challenges and opportunities of underserved groups, including Black, Latino, LGBTQIA+, and travelers with disabilities. This study is a good framework for us, as an industry, to create more inclusive travel experiences. The findings reiterate what we’ve long known to be true: embedding inclusive practices across our products and services does more than enhance brand appeal and loyalty – it creates growth opportunities. Companies who take the time to meet these needs stand to gain the most. We invite you to discover how together we can drive change: https://lnkd.in/ej-pj9CW

Many teams believe they’re being inclusive when they say, “We kept accessibility in mind from the start." But good intentions aren’t the same as meaningful inclusion. I’ve been doing accessibility and inclusive design work for 25 years. Over the last decade, I’ve focused more deeply on what true disability inclusion really means—especially when it comes to power in the design relationship. Again and again, I’ve seen the same pattern: there are levels to inclusion. And only one of them truly shifts power. Here’s how that journey tends to unfold... ranked from least to most inclusive: Level 1: “We kept accessibility in mind.” You didn’t include disabled people. You included the idea of them. This is empathy without participation, and honestly... it’s not enough. Level 2: “We tested with disabled people just before launch.” There’s progress here—real people were involved. But testing at the end only lets you ask: “Do you accept what we built?” It’s too late for meaningful change. This is just late-stage validation. Level 3: “We tested early AND at the end.” Now there’s room for impact. People with disabilities had a chance to shape the work before it was finished. Their feedback could actually change the outcome—and that matters. Level 4: “We included disabled people throughout the process.” Even better. You've moved from on from a "testing" mindset. You brought people in during idea generation, design, development, and launch. You did research. You listened. You adjusted. That’s inclusion in action. Level 5: “We co-created the solution.” ✅ This is the gold standard. You didn’t just include people—you gave them power. They helped shape the goals, question the methods, and guide the direction. It wasn’t just "your" product. It was "ours" -- co-created together. Your greatest power is to give that power away. Inclusive design means shared decisions—not just shared feedback. If you’re not sure where to start, ask yourself: 👉 Where in our process do disabled people have the power to shape what we build? And if the answer is “nowhere”—it’s time to change that. #InclusiveDesign #Accessibility #DesignLeadership #CoCreation #DisabilityInclusion #UXDesign #ProductDesign

Poverty is not a tourist attraction. 😭🥵What even breaks my heart more is that the little boy had to wash his hands. As storytellers, travelers, and global citizens, we must recognize the fine line between raising awareness and exploiting dignity. Communities facing hardship are not spectacles for consumption. They are human beings with dreams, resilience, and a right to tell their own stories on their own terms. True impact comes when we shift from poverty tourism to partnership. Instead of taking pictures of suffering, let’s invest in local businesses, support grassroots initiatives, and amplify voices from within communities. Instead of dropping in for an experience, let’s build long-term relationships that lead to empowerment and transformation. Storytelling should never strip away dignity. Tourism should never commodify struggle. Development should never be about “saving” but about standing alongside. It’s time we replace curiosity with compassion, and pity with purpose. #DignityInStorytelling #EthicalTourism #SocialImpact #GlobalResponsibility

If You're Struggling With Workplace Inclusion, Try This...   → Neurodiversity Integration Framework   Last week, I audited a Fortune 500 company's workspace. What I discovered was shocking. Their "inclusive" office was actually excluding 15% of their talent pool.   The bright fluorescent lights. The open office chaos. The rigid 9-5 schedule.   All of these were silent barriers keeping neurodivergent employees from performing at their best.   Here's what we implemented:   1.   Sensory Zones - Created dedicated quiet spaces - Installed adjustable lighting - Provided noise-canceling equipment   2.   Communication Flexibility - Introduced written and verbal instruction options - Implemented structured feedback systems - Added visual aids for complex processes     3.   Adaptive Scheduling - Flexible work hours - Remote work options - Designated decompression areas   Living with cerebral palsy taught me this:   When you design for accessibility, you create excellence for everyone. The most successful companies aren't just accepting differences - they're leveraging them.   The India Autism Center has been pioneering this transformation, offering guidance to companies ready to embrace change.   The question isn't whether to create autism-friendly workplaces.   It's why haven't we done it sooner?   #asksumit   #iac