Change Starts Here

We have a strong foundation of action to build upon, but we know we must do more.


Institutional racism, systemic injustice, racial inequality, and police brutality against the Black community—today, yesterday, and throughout centuries past—cannot and must not continue. The outrage and grief we are all expressing over the callous and unjust deaths of George Floyd, Breonna Taylor, Ahmaud Arbery, and so many others, lay bare the daily injustices borne by the Black community and force us to reckon with a broken system that continues to oppress.


Since opening our doors more than 60 years ago, we have worked to foster environments where all individuals feel welcome in our hotels. Inclusion and diversity are at the core of our purpose—to care for people so they can be their best—so we must be deeply involved in actions that fight racial injustice and inequality.


As a company that stands with the Black community and with all people who suffer from discrimination and prejudice, we continue to uphold our vision of a world of understanding and care through our words and actions—but even more importantly, we call upon ourselves to do better and be better. Change starts here.


We are immediately taking the following actions, in the following areas: who we employ and develop, who we support, and who we buy from and work with.


Who We Employ, Develop, and Advance

Hyatt has made significant strides in building strong Diversity Business Resource Groups, launching our Global Inclusion & Diversity Council, training our People Managers on how to lead inclusively, and driving inclusion and diversity into our talent management practices. There is still more to do.

  • We are committed to focusing on hiring, promoting, and retaining diverse talent to increase representation of women and people of color. We will be particularly focused on ensuring our leadership better reflects the rest of the organization and the communities in which we operate—this will require us to work to ensure equity in our own internal processes.
  • We will continue the work to ensure a level playing field for career growth for all colleagues, through ensuring compliance with our Internal Recruiting & Hiring Guidelines and requiring a diverse slate of candidates for all leadership roles.
  • We will audit our hiring and promotion processes to ensure they are delivering diverse candidates in the selection process and continue to link achievement of our inclusion and diversity goals to compensation for leaders at Hyatt.


Who We Support

We have a long history of focusing on providing opportunities to Opportunity Youth in underprivileged communities and have invested millions of dollars in helping to promote and support expanded job opportunities as part of our RiseHY program.


The economic impact of COVID-19 on our industry has been a significant setback on this journey, but no matter the current economic circumstances for our industry, we remain committed to expanding our work.


Specifically, Hyatt is committing to invest $1 million in addition to other RiseHY investments in the following areas:

  • We will magnify our long-term focus on helping Opportunity Youth prepare for and secure good jobs, especially for the Black members of our communities who suffer some of the highest rates of unemployment.
  • We will invest in our Chicagoland hometown community by supporting organizations committed to strengthening the support network for underserved populations, with a special focus on members of the Black population and young people in those communities.
  • We will invest in initiatives that support Black- and other minority-owned businesses with a philanthropic focus on our hometown, Chicago.


Who We Buy From and Partner With

We know that economic inequality is at the root of systemic injustice. Black- and minority-owned businesses are more likely to be disproportionately impacted by COVID-19. We see an opportunity to help rebuild these businesses as we rebuild our own.

  • We are focused on expanding our purchasing with minority-owned businesses, and especially those that are Black-owned.
  • We commit to partnering with organizations to significantly increase the inclusion of diverse suppliers in our supply chain opportunities, evaluate strategic investments in diverse businesses, and provide subject-matter expertise to help businesses navigate these unprecedented business circumstances.


We pledge these commitments to our colleagues, guests, customers, hotel owners and communities around the world to fight systemic racism and achieve equality together.



Inclusion & Diversity Framework

As a global leader in hospitality, Hyatt knows that inclusion & diversity significantly enhances the quality of products and services we provide to our guests and colleagues.  We value and encourage diverse viewpoints and leverage them to guide and outperform the competition.

As an organization, we provide authentic hospitality by making a difference in the lives of the people we touch every day. To care for people so they can be their best.

Hyatt builds and sustains a culture where everyone is embraced and valued for who they are so they can be their best. This enables Hyatt to provide authentic hospitality that cares for and engages every guest and every colleague.

We believe the more globally inclusive we are, in terms of culture, race, ethnic origin, gender, sexual orientation, age, abilities, perspectives and styles of thinking, the stronger, more culturally invested and valued Hyatt will be globally as we continue to care for people to be their best.

People are the Key Driver

  • For our workforce, we recruit, retain and develop high performing, talented and engaged colleagues with diverse backgrounds and perspectives. 
  • In our workplace, we educate, advocate and communicate in order to foster an inclusive, engaging culture and work environment. 
  • In the marketplace, we’re the preferred global brand in markets we serve by building valued partnerships with our diverse customers, suppliers, investors, shareholders, and developers.



Vision, Mission, Business Relevance & Approach

By embedding the Inclusion & Diversity strategy into the global business strategy, we continue to leverage and maintain strong leadership support, a compelling business relevance and action plans that lead to attraction, engagement, retention and advancement for colleagues.

With continued efforts of Inclusion & Diversity embed into talent acquisition, benefits, communications, leadership, performance management, workforce planning, and other ongoing HR processes. Through this, we create a sustainable strategy that points the way for Inclusion & Diversity to add value to the business, talent, operational strategies and objectives.



Path to Cross Cultural Competence

Diversity is the “mix” of differences

Diversity without inclusion leads to conflict.  Inclusion without diversity may create harmony, but since everyone is alike, the organization will not be able to reach its full creative or innovative potential.

Inclusion is “making the mix work”

Inclusion creates a work environment in which all employees feel valued and cared for because of the different attributes they bring. Therefore, they are motivated and have opportunities to achieve their fullest towards business goals.

Cultural Competence is the skills needed to achieve inclusion

Focusing on both Inclusion & Diversity will help Hyatt have a business advantage.  Starting with tolerance and sensitivity and developing to full cross cultural competence, employees gain the ability to discern and take into account one’s own and others’ world views with empathy to be able to seize opportunities, make decisions and resolve conflicts in ways that optimize cultural differences for better, longer lasting, and more creative solutions and to outperform the competition.


Commitment to Our Framework

Put simply, companies that make diversity and inclusion an essential part of their business strategy are able to continually improve performance, productivity and customer satisfaction in the local and global marketplaces. Our I&D Framework is not only good for building our business in the local community; it’s also good for our global bottom line.

Approximately 20 years ago, Hyatt began building a comprehensive plan to advance diversity and inclusion as a core value of our U.S. operations. The effort expanded and grew, eventually becoming a key part of our identity as a growing global company, something that has been recognized through the years with countless awards and accolades.

We challenged our leaders at all levels to lead by example by strengthening their understanding of diversity and inclusion through training, recruiting and following best practices. We held managers accountable to make sure they were continually advancing our goals, as well as bringing our employees, guests, suppliers and developers into the fold.

Now Hyatt is rolling these efforts into a fully realized framework for our company worldwide.