Working at a hotel may have all the perks and benefits that come by rarely to workers from other industries.
However, at the Marriott hotel chain, its HR leader places more value on making its 140,000 associates in the Asia-Pacific feel part of the organisation without any prejudices as they expand the headcount according to its accelerated regional growth plan.
Citing a recent study, Regan Taikitsadaporn, Chief HR Officer at Marriott International (Asia-Pacific) told Chief of Staff Asia that Generation Z and Millennial employees feel the importance of being their “authentic selves” at the workplace.
“Therefore, the imperative to prioritise diversity, equity, and inclusion has never been more pressing,” he says.
To respond to this, Marriott introduced Associate Resource Groups (ARGs) into its global business to drive a sense of community amongst women, gay, lesbian, and minority sexuality staff, younger professionals, and more.
“Marriott funds and senior executives sponsor the ARGs to enhance opportunities for associates who identify with the group, the allies who support them, or associates wanting new perspectives,” Taikitsadaporn says.
In the Asia-Pacific region, the Marriott’s Women Ambassador Network promotes and inspires women in leadership, with over 40% of management positions and nearly 100 female general managers in the region.
Marriott has already achieved gender representation parity for the executive leadership team in the headquarters and aims to do so globally by the end of this year, two years ahead of its original goal.
“Beyond workplace culture, we incorporate DEI into our hiring efforts,” Taikitsadaporn says. “Across the region, our hotels support different groups from people with disabilities, refugees, senior citizens, and returning mothers with equal opportunities through training, work opportunities, and flexible work arrangements.”
DEI initiatives may be the best way to go for a global workforce, but it prompted a question about the differences between work cultures in the Asia-Pacific region and others globally.
Taikitsadaporn based his reply on recent research by consultancy firm PwC. It found that Asia-Pacific workers value fair pay and increasingly seek work that provides a sense of fulfillment and meaning.
“This fully aligns with Marriott International’s core values. Since our beginning, we have always believed in putting people first, relentlessly pursuing excellence, embracing change, acting with integrity, and serving the world,” Taikitsadaporn says.
He adds that Marriott adapts and localises these global core values to ensure regional relevance and resonance. “For example, our associates in Asia tend to be younger, and when combined with our rapid unit growth, we facilitate our focus on talent planning and career development programs to help our associates grow their careers with us.”
