Dispelling the myths about equity, diversity and inclusion in hospitality

As my fourth year as chief executive and founder of Be Inclusive Hospitality draws to a close, I’ve been reflecting on some of the most common questions I’m asked about equity, diversity and inclusion (EDI).

These questions come from partners, peers and the wider hospitality network. It struck me that if so many are asking similar things, sharing these reflections more broadly could be valuable.

At Be Inclusive Hospitality, we take pride in delivering impactful EDI educational tools and resources. This year, we’ve supported dozens of regional and national hospitality operators on their journey towards greater equity and inclusion.

We are on a mission to make hospitality more equitable and inclusive for all.

As with any complex topic, misunderstandings and misconceptions often arise. My aim here is to dispel some myths, share insights and leave you with considerations to take into 2025.

While I recognise the challenges ahead, I firmly believe that without people, there is no hospitality industry. Our mission to improve experiences and company culture will not only help us weather the storm, but also strengthen the sector for the future.

Myth: Hospitality is already diverse and inclusive

Reality: While hospitality is technically diverse when measured by metrics, inclusion and equity are evident through the representation of ethnic minorities, women and other protected groups at all levels of the hierarchy – not just in lower-paid roles.

Myth: We want to be more diverse and inclusive, but when we advertise, we do not attract diverse candidates

Reality: Start by focusing on inclusion and equity rather than diversity. When inclusion and belonging are embedded within your organisation, make it known publicly. In doing this, you will attract diverse talent not only to join, but to stay. Diversity should never be the starting point – focus on building the right foundation first.

Myth: Implementing EDI will be costly and time-consuming

Reality: There is no quick fix, and both budget and resource are required. That said, EDI initiatives deliver tangible business benefits, such as improved employee satisfaction, retention and engagement. There are also many low-cost, high-impact actions that can be taken, for example, implementing feedback tools, such as employee engagement surveys.