8 Key Habits of Highly Successful DEI Leaders
Every employee in the travel and tourism industry has the power to shape a more inclusive and equitable future. While simply stating "we value diversity" is a common practice, true leadership demands more. It requires consistent action and a commitment to creating inclusive environments where everyone feels valued and empowered.
By adopting the 8 Key Habits of Highly Successful DEI Leaders, you can become a catalyst for meaningful change within your organization. Let's explore these habits and the actionable steps you can take to champion diversity and inclusion in the travel and tourism industry.
1. Lifelong Learner
Travel and tourism involves interacting with diverse cultures, communities, and perspectives. Staying informed is key to maintaining relevance and inclusivity:
Regular learning: Attend DEI-focused tourism seminars, workshops, or webinars to explore inclusivity in customer service, hospitality, and destination marketing.
Seek diverse perspectives: Create platforms like focus groups with employees and travellers from varied backgrounds to understand their unique experiences.
Follow tourism DEI thought leaders: Engage with experts who specialise in cultural competence and inclusive travel practices.
2. Active Listener
To meet the needs of both employees and customers, prioritise listening:
Enhance listening skills: Pay attention to customer feedback, and paraphrase concerns to show understanding.
Encourage open communication: Establish channels for employees and customers to share their perspectives without fear of judgement.
Solicit regular feedback: Use anonymous surveys to identify gaps in customer satisfaction and employee engagement related to inclusion.
3. Champion Psychological Safety
Psychological safety fosters creativity, innovation, and trust—key components of a thriving tourism business:
Model openness: Share stories of lessons learned from mistakes to build trust with your team.
Value diverse ideas: During team brainstorming or customer interactions, celebrate differing viewpoints that can enrich the tourism experience.
Encourage risk-taking: Reward team members who bring innovative ideas to improve customer inclusivity or accessibility.
4. Data-Driven Decision Making
Utilising data ensures that DEI initiatives in travel and tourism are effective and targeted:
Identify gaps: Analyse guest demographics, booking patterns, and employee retention rates to spot underrepresented groups.
Measure progress: Track success metrics like accessibility improvements or increased bookings from diverse market segments.
Accountability: Report on DEI advancements to stakeholders and employees, highlighting the impact on both travellers and teams.
5. Accountability Across Teams
In tourism, every department—from marketing to operations—has a role to play in fostering DEI:
Set clear goals: For example, establish specific targets for hiring underrepresented groups or promoting women in leadership roles.
Provide training: Offer sessions on cultural sensitivity for frontline employees interacting with international guests.
Incorporate DEI into evaluations: Make inclusive leadership a key metric in performance reviews.
6. Empowerment Over Performance
Focus on creating an environment where employees and guests feel valued:
Opportunities for growth: Develop mentorship programmes to support underrepresented employees in progressing to leadership roles.
Celebrate beyond metrics: Highlight innovative guest services ideas, especially those that enhance accessibility or cultural inclusion.
Diverse leadership styles: Embrace leadership approaches that reflect varied cultural norms and practices.
7. Humility and Transparency
In the travel and tourism industry, where reputation is paramount, humility builds trust:
Acknowledge biases: Whether designing tours or hiring, recognise and work to overcome unconscious biases.
Transparency: Share your organisation’s DEI milestones, challenges, and ongoing initiatives with staff and the public.
Learn from missteps: For example, if a destination marketing campaign unintentionally excludes certain demographics, address it openly and improve.
8. Allyship in Action
Tourism requires collective support for inclusion:
Build ally networks: Identify team members passionate about DEI and empower them to advocate for inclusivity in their roles.
Provide resources: Offer training on accommodating travellers with disabilities or respecting cultural traditions.
Recognise efforts: Highlight employees who create memorable, inclusive guest experiences.
Lead the Change in Travel and Tourism
DEI leadership is not just a role—it’s a commitment to creating transformative travel experiences and empowering teams to thrive.
Ready to take your DEI impact to the next level?
Here's how you can join the movement:
Unlock Exclusive Resources: Become a member and gain access to content, valuable resources, and exclusive events designed to propel you forward in the inclusive travel space.
Connect with the Community: Join our vibrant free private LinkedIn group. Network with like-minded professionals, share ideas, and stay informed about the latest industry trends.
Stay Informed, Stay Inspired: Subscribe to our monthly newsletter. Get a selection of essential DEI (Diversity, Equity, and Inclusion) themes, practical tips, and exclusive content delivered straight to your inbox.
Ready to make a difference? Let's shape a more inclusive future for travel together!
