Black Meetings and Tourism

May/June 2022

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B M & T ••• May/June 2022 ••• www.blackmeetingsandtourism.com 14 Welsh, 66, also points to the work of Melissa Cherry, for- mer COO of DI, and the CEO pledge the company imple- mented with her help in early 2020 in response to the tur- moil happening in the country at the time. That's when hundreds of CEOs signed a pledge to look at their respec- tive internal organizations to make sure their inclusion principles were in place. "Actually, 425 have signed the pledge," said Welsh. "That has led to other organizations becoming involved. There will be a report card. They will be held accountable. This is beyond a topic du jour. This is a continuum. It does not have a finish line." For Nicholas Wiggins, 40, the president of NCBMP, the biggest part of the DIP equation is parity. "The biggest part is in creating sce- narios where everyone has a fair seat at the table, where opportuni- ties are given to everyone equally," said Wiggins, a Washington, D.C. native. "When meeting planners negotiate to bring meetings to cities – treat them fairly." "Fair" is how Wiggins describes the industry's efforts. "We have had many strides for African Americans but we have a lot of opportunities out there we need to be given and taken advantage of," he said. "There need to be authentic leadership positions in CVBs – at CEO/president levels. I know of three in that position but we know there can be many more. We also know from studies and data that as the meeting industry rebounds, it will be Black meetings and conventions that bring cities back. We have to use our power to the fullest. While Wiggins admits the meetings industry is "incredi- bly diverse," it still lacks in certain areas. "When I'm doing business, I ask for businesses that are Black-owned or owned by people of color," said Wiggins. "I look for people who look like me at hotels or the convention centers. What I don't see is key leadership positions. It's about taking our- selves to the next level." Addressing the issues of diversity, inclusion, and parity is why NCBMP exists. "While it has become a phrase of the moment, I do see organizations willing to come to the table," said Wiggins, who became president of the organi- zation in November 2021. "I want to build and foster that network of trust. The success of our work will be seen in CEOs of hotels and CVBs. Not just talking, but putting steps into action. We want diversity, equity, and inclusion to be a top priority." Veranda Adkins of ABTP isn't feeling the love when it comes to agencies marketing directly to the Black commu- nity. "They don't go out of their way to make us feel we should be there," she said. "We need to see programs that are inclusive. We want to see some ads, and not just a butler serving a drink on the beach, and not just one person in the crowd with a bunch of white people." While she believes some "companies are doing a good job," she wants a more focused diversity commitment. "They need to reach out to us and ask us what they can do," she said. "I think they are try- ing, but they can always do more. Recognize that we are here. What is it that makes you say, it's OK to overlook us? Why is everybody in this room white? Give us the same opportunity you give every- body else. It's a long way off, but I'm hopeful it will happen." "We need to be included in the conversations," said Shawnta Harrison, co-founder, and CEO of the Association of Black Travel Professionals (ABTP). "There's no reason to exclude us." Prior to the George Floyd murder, Harrison isn't convinced the indus- try understood the importance of diversity, inclusion, and parity. "What happened was an awareness," said Harrison. "We have made sure we are at the forefront. We've had conver- sations the past year where certain companies said they wanted to include people of color in the decision-making but didn't know where the people of color were. Now we're receiving phone calls. We can now make recommendations." Harrison is encouraged by what she sees happening in the travel/hospitality industry. "We were discouraged a couple of years ago," she said. "Now, it's lighting a fire under some companies. Everyone we have reached out to has been very supportive. It's not just a buzzword anymore. They need to hear that this is an actual issue. Within three- to-five years, we won't have to have this conversation. I'm hoping we won't still be talking about diversity in the industry. There shouldn't be any more firsts." Jones, a 50-year travel industry veteran, isn't as opti- mistic. "No, it's here to stay," she said. "It may die down, but then something else will happen." "The biggest part is in creating scenarios where everyone has a fair seat at the table, where opportunities are given to everyone equally,"

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