offer development and access to employment
and community outreach programs. Marriott has
established partnerships with key organizations
representing women’s interests to support the
development and recruitment of women, such as
Catalyst, National Association of Female Executives
Women’s Business Enterprise National Council,
Women Presidents’ Educational Organization
National Society of Minority & Women Owned Law
Firms, and WEConnect International.
· Emerging Leader Program (ELP) is
Marriott’s signature 12-month inclusive leadership
development program. The goal of ELP is to ensure
the development of our bench strength talent – our
high-performing front-line leaders, senior leaders,
and other managers who have demonstrated the
ability to excel to higher levels of responsibility.
· Voyage Global Leadership Development
Program is Marriott’s award-winning, entry-level
leadership development program. The goal of
Voyage is to attract and develop top talent to ensure
a diverse future pipeline of Marriott leaders.
· Executive Pathway Program (EPP) was
designed to develop talent for full service general
manager roles.
· Women in Leadership and Learning is a
four-day program developed by Shambaugh
Leadership that helps Marriott women leaders
assess and determine leadership and business
challenges, develop successful leadership
profiles, identify development expectations, define
the impact of cultural issues, and create measures
of success.
LS
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Marriott International, Inc.
Putting people first has always been the
cornerstone of Marriott’s success. Since
Marriott’s founding in 1927, Marriott’s core
value of putting people first and their deep
commitment to diversity, equity and inclusion have
guided how they interact with people and how
they do business every day. This is the foundation
that sustains Marriott’s “TakeCare culture” and
business success.
“Especially during one of the most challenging
periods our industry has ever faced, nothing is more
important to us than the wellbeing of our associates
and customers,” said David A. Rodriguez, Executive
Vice President and Global Chief Human Resources
Officer, Marriott International. “Our associates are
the heart of vibrant Marriott community that for
more than 94 years has been founded upon respect
and kindness, inclusive opportunity and the pursuit
of excellence.”
Marriott’s goal this past year has been simple:
Live our TakeCare culture to do the very best we can
– especially for our associates – and we will get
through this together.
Marriott has been recognized externally for
their diversity, equity and inclusion leadership,
including becoming the first hospitality company
to be inducted into the prestigious DiversityInc Hall
of Fame in 2021 following being named #1 to the
list in 2020. The company supports diversity,
equity and inclusion in several ways.
· Accountability Starts at the Top
Nearly two decades ago – we established a
board of directors-level Committee (Inclusion and
Social Impact Committee) focused on advancing inclusive
opportunities, with accountability metrics at
the highest levels of the organization.
· Accelerate Leadership Diversification
Marriott set a corporate goal of achieving
gender parity by 2025 for the women in executive
positions– and in June 2021, Marriott announced it
would be accelerating efforts and pledged to achieve
global gender parity for women in executive
positions by 2023. It also announced the
establishment of a new objective to increase the
representation of people of color in executive
positions in the United States from 20.5 percent to
25 percent by 2025.
· 20+ Years of Women’s Leadership
Development Initiative
In 1989, Marriott launched the Women’s
Leadership Development Initiative to develop a
strong pipeline of women leaders, provide
opportunities and forums for women to network
and build mentoring relationships, and promote
work-life integration.
· Diversity and Inclusion Council members
represent the broad scope of diversity and play a
critical role in driving Marriott’s diversity, equity and
inclusion strategy. The Councils help attract, develop
and retain diverse talent through planning and
participating in leadership conferences for women and
people of color, Evenings of Engagement networking
events, campus events and classroom presentations.
· Talent Network Teams (TNTs) support
the power of collaboration and cross-discipline
teamwork to drive innovation at Marriott. TNTs bring
diverse associates together to solve business
challenges, promote collaboration and strengthen
relationships through informal networking.
· Diversity and Inclusion Talent Council
was established in 2020 and is comprised of
cross-discipline senior leaders to help drive
outcomes in achieving our diverse recruitment and
talent strategy.
· Serve360 Empower Through Opportunity
Marriott’s sustainability and social impact
platform include portfolio-wide next-generation goals
that will guide company efforts through 2025.
Marriott’s Serve 360 platform is guided by four
“coordinates,” each with dedicated focus areas and
ambitious goals. One of the coordinates is Empower
Through Opportunity which involves partnering
with leading nonprofits to ensure workplace
readiness and access to opportunity with our
business—including our supply chain—focusing
on youth, diverse populations, women, people with
disabilities, veterans and refugees.
· Partnerships with Hispanic-focused
Associations
Marriott continues to have long-standing
partnerships with Hispanic-focused associations who
28 www.latinastyle.com LATINAStyle V ol. 27, No. 4, 2021