“Many of our recruitment programs are rooted in strategic partnerships with
organizations that sponsor diverse groups and college and youth programs,”
says Durham. “Marriott has long-standing partnerships with Hispanic-focused
associations who offer development and access to employment and community
outreach programs.”
Marriott has fostered partnerships with national advocacy groups and
professional associations, as well as helped launch initiatives that advocate for
business and supplier partnerships. These strategic partnerships are key to
Marriott’s success and to staying connected with the communities where they
do business.
Within the Hispanic community, Marriott is active with the Hispanic
Chamber of Commerce and strongly supports UnidosUS, National Hispanic
Corporate Council (NHCC), Prospanica, NAF, the Hispanic Organization for
Leadership & Action, Hispanic Association on Corporate Responsibility (HACR),
LATINA Style and Latino Hotel & Restaurant Association.
Recruitment efforts include Marriott’s award-winning Voyage Global
Leadership Development Program. This 12-month program features hands-on
discipline-specific training, immersion in hotel operations through mini-rotations
across departments, innovative technology to access program curricula, a social
media platform to connect with other Voyagers, interaction with global leaders
through an executive leadership speaker series, a global mentoring program,
and the ability for Voyagers to engage with a unique virtual hotel simulator.
Marriott leaders are responsible for identifying high-potential managers and
encouraging their participation in leadership development programs. Numerous
programs target high-potential candidates, provides exposure and enables
further evaluation of their potential. All programs have strong mentoring
components. A few examples are highlighted below.
The Emerging Leader Program (ELP) is an inclusive leadership
development program and one of the most successful programs for Latinas.
Emerging Leader Program (ELP), launched in 2014, is a key pillar of Marriott’s
Americas Diversity and Inclusion strategy. This 12-month development program
provides participants with customized, cross-discipline, cross-brand leadership
development experiences, while also building Marriott’s diverse leadership
pipeline. To date, over 1,500 leaders have completed or are currently enrolled
in this program. Since the program’s inception in 2014, 60 percent of all
participants have been promoted at least once. Of all participants since 2014, 98
percent have been promoted or have taken strategic developmental moves.
Following ELP graduation, participants mentor the next cohort. They also
engage on special projects, and assignments.
Since 1989, Marriott’s Women’s Leadership Development Initiative has
focused on leadership development, networking and mentoring, and responsive
workplace policies. In honor of International Women’s Day (IWD) on March 8,
Marriott celebrates achievements toward gender equality and women’s
empowerment around the world.
The Global Women’s Chef Council is designed to determine better
mentoring initiatives for women chefs, while providing more career opportunities
and membership in industry associations. Talent Network Teams (TNTs) were
introduced several years ago to bring associates together to ideate, collaborate
and build relationships.
“Marriott’s people-first culture and our TakeCare commitment provides
Opportunity, Community and Purpose for each and every one of our associates,”
says Durham. “TakeCare is Marriott’s signature cultural engagement program
designed to empower associates to be champions of our core values and
culture and live their best lives. This is what makes Marriott International one of
the world’s best places to work.”
“Sprint has a robust outreach program to ensure we are
recruiting the best talent by partnering with our Employee
Resource Groups (ERGs) and community leaders across the
country,” states Nelly Pitocco, Vice President, Product and Solution Engineering,
Sprint.
Sprint has several programs in place to support the leadership and
development of Latinas. One of the programs is called VP Unplugged which
gives executives an opportunity to work in small groups on business
projects and efforts to support the company. The meetings are held monthly
and include all VPs in the company.
“These programs allow our executives to not only learn some
significant leadership and development skills, but it also gives them
an opportunity to apply these skills to their day-to-day roles and
responsibilities,” states Pitocco. “As a result, our Latina executives have
led projects and company efforts in the Network, Product, Human
Resources, Digital and other business units that help Sprint support our
customers, our partners and next generation products.”
Another important program for Sprint employees and the
development of their Latina executives is Own Your Element, Sprint’s
executive women’s leadership conference held in June 2019. This event
was specifically held for women executives (Director and above) to give
them an opportunity to learn from six amazing guest speakers, sharpen
their leadership skills and network with their peers.
Today, opportunities to engage in the community and create powerful
partnerships occur naturally through the standard recruiting process and in
partnership with Sprint’s ERGs. Sprint Talent Acquisition encourages team
members, hiring managers and all Sprint partners that have the chance to
participate in outreach related activities.
In addition, Sprint is currently partnering with the Denver Hispanic
Chamber of Commerce to help fill Care positions in Englewood. “We are
chamber members and post our positions on their website,” she says. “We
are also placing recruitment ads on Spanish radio in the Denver area.”
In the Kansas City area, Sprint has partnered with several companies
to support outreach programs that would help promote Kansas City/Sprint
as a Great Place to Work. The efforts include hosting listening sessions with
their Employee Resource Groups. LS
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12 LATINAStyle www.latinastyle.com Vol. 25, No. 4, 2019
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