Issue link: https://digital.copcomm.com/i/34521
cent of all African-Americans over the age of 16 are employed in the Leisure and Hospitality industry. That translates to over 1.5millionAfrican-Americans ifmymath is correct. No longer can the industry blame it on a lack of educa- tion or qualifications. Today, 24 percent of African- Americans in the workforce have at least a Bachelor’s Degree, and hospitality schools are churning out solid num- bers of Black graduates. In addition to Hall, we queried a few industry profes- sionals on the buy and supply side to get their general obser- vations on diversity and as it affects their careers or their ability to perform in their current position. On the question does supplier diversity influence your decisions when selecting sites for your event, Rosa L. McArthur, CMP, President of Meeting Planners Plus says, “the diversity of the supplier is very important to me…It does not always influence my decision, but it is an important factor. So often we hear that our suppliers value diver- sity and even have a diversity pro- gram in place…rarely do we have an opportunity to interface with people of color when doing busi- ness with their company.” “Usually the sales department is ROSA L. MCARTHUR my first line of contact with suppli- ers. However, rarely do I find at the level of Director of Sales or Senior Sales Manager much diversity.” Pat Norman, CMP from the National Medical Association, explains “I can’t say that diversity is the final decision, but it is the first when I start to look for opinions to present to my board. I like doing business with friends…the final decision is always rate, space and date.” Charlotte Haymore, president of PAT NORMAN the Travel Professionals of Color s a y s , “Diversity of the supplier does most often influence my decision when select- ing sites for events because diversi- ty sends the message of inclusive- ness for both my agency and my clients.” Is the situation at some suppliers improving, absolutely — but all too often I hear comments from meet- ing planners frustrated by interac- tions with suppliers who don’t understand the business or culture of the groups the meet- ing planner represents. In other words, the supplier didn’t CHARLOTTE HAYMORE do their homework. A few years ago a meeting planner representing a promi- nent and distinguished African-American organization of high caliber, affluent members shared with me a rather dis- gusting story. This hotel hired a freelance sales team of African-Americans to court a group because they had no people of color in management, an omission this group would have certainly noticed. Several meeting planners who wish to remain anony- mous have told me they haven’t had this particular experi- ence, but that “lack of caring” attitude still persists among some suppliers. African-American meeting planners have sharpened their skills over the years to identify those who try to dis- guise their oneness. Peggy Riley, director of Multicultural Sales at the Louisville CVB says, “Major conventions, such as the National Urban League and the NAACP request information on diversity in their RFP…I have been asked many times by planners about the diversity of the Louisville Hospitality Community, as well as the city in general.” Another tool in our arsenal is the power of the purse. Hall says we should “encourage African- Americans and other diverse conventions, meetings, and businesses to support other businesses owned by people of color. Many conventions have the purchasing power to set a standard when it comes to vendors and suppliers.” A persistent problem brought to our attention is one PEGGY RILEY we’ve addressed continually. During tough economic times, or any drop in business such as September 11, 2001 or our current economic meltdown, suppliers rollout the red carpet to attract African-American business. Once the economy improves the opportunities to get a good deal evaporate faster than a pot of boiling water — that’s just plain old cap- italism at work. But what bothers most meeting planners is that the sup- pliers who craved their business during bad times won’t even return their calls during good times even when that group is prepared to pay a slightly higher price. African-Americans on the supply side face equally daunting challenges on the diversity front. Some have been placed in the position of being the “one” or “the only” and expected to carry the water for all people of color. The dynamic is not lost on those in this position, yet they figure out a way to positively impact their respective organizations and advance. Mike Gunn, vice president of Sales at the Greater BirminghamCVBsays he feels blessed.“The organization I work for has always been committed to diversity…I have taken positions in the workforce to fulfill that even balance of diversity needed for that particular organization or com- pany. This opens other doors by giving me the experience Black Meetings & Tourism May/June 2011: www.blackmeetingsandtourism.com 21