Global D&I Officer DeShaun Wise Porter provides insights into Hilton’s successful inclusion strategy

WiHTL’s Founder & Chair Tea Colaianni talks to DeShaun Wise Porter, Global Diversity & Inclusion (D&I) Officer of Hilton, about how the international hotel chain is successfully creating an inclusive environment for its staff and customers.

In fact, in the last few days alone, Hilton has been crowned as the number one company in the US for excelling in diversity and inclusion (as reported); and voted by employees as the UK’s Best Place to Work.

QUESTION: What is your business/brand vision for D&I in the near future?

DeShaun Wise Porter: At Hilton, our vision is to fill the earth with the light and warmth of hospitality.  As part of that vision, we are committed to building an inclusive workforce that represents different cultures, backgrounds and viewpoints; which strategically positions us to deliver greater innovation and results. Our diversity data – which is shared internally and externally – drives accountability for gender and ethnic representation, while ensuring we are creating an inclusive environment.

QUESTION: How do you measure the positive impact that inclusive leadership has on your business and why is it important?

DeShaun Wise Porter: We recruit for, develop and strive to retain the best talent across the board, and being an inclusive leader is core to that assessment. Inclusive leaders enable all of our team members to bring their authentic selves to work; and that is the recipe for higher engagement and greater results. We consistently test the impact of our efforts through pulse and engagement surveys, along with anecdotal feedback.

QUESTION: What learning and understanding have you personally gained through implementing D&I policies in your business?

DeShaun Wise Porter: Policies as it pertains to safety, standardised annual training and local laws/regulations, ensuring these are clearly communicated, consistently reinforced and strictly adhered to is key. Otherwise, at the heart of D&I work is people; thus, I’ve found it best to not take a ‘one-size’ fits all approach. The idea is to dispel stereotypes, become aware of biases and create inclusive environments where all people can thrive; having the ability to tailor approaches when necessary can be helpful in meeting this goal.

QUESTION: What can Global D&I Officers do to move the dial?

DeShaun Wise Porter: Firstly, establish clear goals for all areas of the business; especially those responsible for attracting, developing and retaining talent. Second, drive accountability through metrics, scorecards and reviews. Third, stay committed to the work. It is not easy, but it is worth it.

FESTIVAL OF INCLUSION

Colaianni interviewed Porter ahead of WiHTL’s Festival of Inclusion (12-13 May 2021). Check out the recent interviews with Compass Group’s CEO Dominic Blakemore, the former Minister for Women & Equalities, Rt Hon Justine Greening; and easyJet’s Independent Non-Executive Director Moni Mannings, who will also be speaking at the upcoming WiHTL event; on industry-related D&I issues.