Issue link: https://digital.copcomm.com/i/1468083
tality and travel industries are stepping up when it comes to diversity, inclusion, and parity, but the question remains - is it a priority, and is it enough? "Inclusion is a word we all use, but we're not included," said Ingraham, the founder, president, and CEO of NAB- HOOD. "Include me, not only when it's convenient or you're under the gun. When you look at most companies you will see the reflection of America. "We have one African American and that's it. It's about being included. Am I just here for the party, but not the dinner or discus- sion afterward?" Ingraham believes diversity must be "quantified and tied into some sort of action. You are talking about chang- ing the whole DNA of an individual who doesn't believe we are all equal and should have the same opportunities," he said. If DIP programs are going to be successful, Ingraham said it has to come from the top. "The leaders have to make that commitment," he said. "They can't just direct it, they have to be part of it. For their part, NABHOOD is conducting workshops around the country. They are educating African Americans on the hotel business, ownership and investment, execu- tive-level employment, supply, and diversity. They also created a job bank. "There will be no excuse that you can't find a person of color," said Ingraham, a mar- ried father of four. "African Americans spend billions annually. We have to be more conscious about where we spend. We have been left out of the economic puzzle for too long. Hitting their economic purse gets their atten- tion." Jones of TPOC believes that when it comes to DIP, the travel/hospitality industry "has decided it is time for them to show people of color in their ads and marketing materi- al." "Ever since George Floyd, I think the industry is doing a better job," said Jones who recently moved from Denver to Savannah, GA. "Before that, diversity, inclusion, and parity was a buzz phrase," said Jones, who, with her hus- band, owns CB Jones Travel and Events. "They didn't do a lot to attract some associations as they should have, but after Floyd they got serious. It was necessary to approach us – to the point of becoming corporate members. They need to put more of us at the decision table. They need to hear our voice – not just our opinions - so true decisions can be made." An optimist, Don Welsh of DI believes the industry is pressing forward with its "pledge" to change. "There's been a commitment by our industry to DEI and I think they're the best intentions," he said. "It came to light as an organization about how imbalanced it is especially at the senior level. Just look around the room. It's a wake-up call." For the last three years, Welsh said DI, has implemented a DEI campaign, helmed by three "really dedicated volun- teer" co-chairs of DI's EDI task force - Al Hutchinson, CEO of Visit Baltimore; John Percy, the CEO of Visit Niagara; and Kellie Henderson at SearchWide Global. In addition, DI recently hired Sophia Hock as its chief diversity officer. "She has hit the ground running," said Welsh. "We have been building a database that will allow for destinations to talk about how well they're doing against a company's objectives. They can bench- mark. You can make verbal commitments but the reality is, that this database is metrics-driven. What gets meas- ured, gets done." B M & T ••• May/Junel 2022 ••• www.blackmeetingsandtourism.com 13