Hilton’s Chief Human Resources Officer Matt Schuyler. Credit: Hilton

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Leader Perspectives: Hilton’s Chief Human Resources Officer Matt Schuyler on Building a Winning Workplace Culture

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Each year, Women&rsquo;s History Month serves as a powerful reminder that every one of us has a role to play in creating a more equal future. Despite the uncertainty around the world today, we continue to stay committed to tackling important global issues, particularly those affecting women. Human trafficking &ndash; an issue that disproportionately impacts women &ndash; is one area where we&rsquo;ve made significant strides to advance equality for thousands of people around the world. In 2015, we conducted an internal human rights impact assessment. It identified human trafficking and modern slavery for sexual exploitation and labor sourcing as potential risks. This led us to focus on mitigating potential risks in hotel operations, supply chain and hotel development. Based on this assessment and informed by the U.N. Guiding Principles for Business and Human Rights, we launched our global human rights strategy. What followed included updates to Hilton&rsquo;s outsourcing agency contracts and a mandatory audit program covering topics ranging from recruitment to working conditions. In 2018, Hilton developed the hospitality industry&rsquo;s first tailored training to identify &ldquo;Key Risks of Modern Slavery in Labor Sourcing.&rdquo; Based on best practices from other industries and adapted to the hospitality sector, Hilton used case-based scenarios to create impactful training material. To accelerate the industry&rsquo;s ability to enact positive change at scale, Hilton donated the training to the International Tourism Partnership. This training was made available to the entire industry free of charge on International Human Rights Day in 2019, and is already being used by at least 14 travel and tourism organizations, including eight hotel brands, to better equip their legal, human resources and procurement teams to identify and address risks within their recruitment practices. Hilton&rsquo;s EVP and General Counsel Kristin Campbell asked SVP Hilton Supply Management Anu Saxena, SVP &amp; Chief Risk Officer Denis McCarthy, VP Legal Compliance &amp; Privacy Mark Ehrlich, and Director Human Rights Caroline Meledo to discuss Hilton&rsquo;s efforts to further human rights. Kristin Campbell: What is Hilton&rsquo;s approach to human rights? Caroline Meledo: As a business of people serving people, it&rsquo;s only normal that respect for human rights is the cornerstone of who we are and what we do. In 2018, we launched our <a href="https://cr.hilton.com/toward2030/" target="_blank" rel="noopener noreferrer">2030 Goals</a> to redefine sustainable travel. This includes a commitment to embedding human rights due diligence across our supply chain, including operations, development and construction, and in our communities. We&rsquo;ve developed industry-leading policies, trainings and initiatives to drive this agenda forward. That being said, there are 40.3 million people in modern slavery. The challenge is much bigger than Hilton. That&rsquo;s why Hilton joined forces with industry partners and expert organizations to move the needle, including the International Tourism Partnership, the World Travel and Tourism Council, the American Hotel and Lodging Association, and the leading NGO, Vital Voices. Kristin Campbell: What is Hilton&rsquo;s Safety &amp; Security team doing to help prevent human trafficking? Denis McCarthy:&nbsp;Respecting human rights is a core part of our mission. We condemn all forms of human trafficking and commercial exploitation, including the sexual exploitation of men, women or children. At Hilton, our Risk and Corporate Responsibility teams have partnered across our operations and we have mapped all hotels and pipeline countries against 11 external human rights indices for both operations and supply chain to ensure we are living up to our commitment. We supplement this with internal data collected via our internal Global Enterprise Risk Survey. Our Global Risk Intelligence team also utilizes a social media monitoring platform that identifies possible human trafficking situations based on keyword scraping and commercial ads. In 2018, we launched our country due diligence process, including human rights risk analysis. And, all hotel-based Team Members are required to receive training on how to identify and report signs of human trafficking. Hotels are also required to report any safety incident on property via our industry-leading incident alert mobile app, Hilton AlertSense. Alerts are managed and triaged by our Crisis Management and Safety and Security teams and we share all our best practices with our industry peers through the AHLA Hotel Security Working Group to ensure all Team Members and travelers are protected. Kristin Campbell: What is Hilton doing to drive respect for human rights in our supply chain? Anu Saxena: Hilton Supply Management is committed to respecting the welfare of everyone that contributes to our excellence in hospitality. Of course, that includes our vast global supply chain. To keep that promise of excellence, our Responsible Sourcing Policy lays out the conduct and standards that are expected of all Hilton suppliers. This policy outlines a strict prohibition of child, forced, and trafficked labor. As a priority, we have been laser-focused on our labor agencies. First, we strengthened our contracts and conducted in-depth audits to make sure those agencies treat their employees properly. Now we&rsquo;re expanding our approach to sourcing goods, with an emphasis on higher-risk categories like textiles, produce, fish and meat. As a best practice, we have already begun requiring our suppliers to submit third party labor audits of their factories as part of our regular sourcing process. And our dedication does not end with Hilton as a business. We are determined to impact the hospitality industry. As part of our commitment, we co-created and launched the International Tourism Partnership (ITP) Forced Labor Principles, which we shared across our enterprise and supplier community. Kristin Campbell: How does Hilton ensure human rights are respected during the construction phase of building hotels? Mark Ehrlich: We don&rsquo;t own our hotels or manage the construction companies involved in building our hotels. However, it&rsquo;s Hilton&rsquo;s name and brand that is attached to those operations. We feel a responsibility to ensure that we are providing our owners and business partners with tools to identify and manage human rights risk within their construction supply chains. We conduct country-level due diligence, including human rights due diligence for all new countries of operation to identify risks and develop mitigation plans from the construction phase through opening and ongoing operations. And where those mitigation plans intersect with areas that we don&rsquo;t directly control, we use our brand standards to implement country-level requirements, such as mandatory training for construction contractors in high risk jurisdictions. These are not human rights risks that Hilton alone can solve. We need to work with the hospitality and travel industry to make an impact. We work through entities like the International Tourism Partnership (ITP) to develop industry standards and build leverage with the construction industry toward the shared goal of providing proper welfare standards for all construction workers. Read more about <a href="https://stories-editor.hilton.com/wp-content/uploads/2019/12/Hilton-HuRi-Journey.pdf">Hilton&rsquo;s Human Rights journey</a> and <a href="https://cr.hilton.com/social-impact/#human-rights" target="_blank" rel="noopener noreferrer">achievements</a>, as well as our commitment to women including our recent pledge to <a href="/corporate/news/hilton-shows-commitment-to-women-at-makers">achieve gender parity</a> &ndash; equal representation of women and men &ndash; at a global leadership group level and board of directors by 2025, our&nbsp;<a href="/corporate/news/hilton-expands-family-benefits-parental-leave">expanded parental leave benefits</a>&nbsp;and&nbsp;<a href="/corporate/news/hilton-introduces-new-benefit-for-working-moms">partnership with Milk Stork</a>. To learn more about joining the&nbsp;<a href="/corporate/news/hiltons-inclusive-culture-recognized-by-fortunes-best-workplaces-for-women-us-list">#1 Best Workplace for Women</a>&nbsp;by Great Place to Work&reg;&nbsp;and Fortune visit&nbsp;<a href="https://jobs.hilton.com/us/en" target="_blank" rel="noopener noreferrer">jobs.hilton.com</a>. &nbsp;

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Hilton’s EVP and General Counsel Kristin Campbell says International Women’s Day is a powerful reminder of our role in creating a more equal future.

Hilton marks womens history month

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For the second consecutive year, Hilton joins some of the biggest names from business and entertainment at the MAKERS Conference in Los Angeles. The event will explore ways to accelerate women&rsquo;s equality, and to further strengthen Hilton&rsquo;s commitment to this important matter, the company has announced a pledge to achieve gender parity &ndash; equal representation of women and men &ndash; at a global leadership group level and board of directors by 2025. Ahead of this year&rsquo;s conference, Patricia Page-Champion, SVP Global Commercial Director and new Women&rsquo;s Team Member Resource Group lead, shares more about Hilton&rsquo;s commitment to women. Why is the MAKERS pledge important to Hilton? Hilton was the first hospitality company to enter into a partnership with MAKERS, a platform dedicated to inspiring change and driving the advancement of women in business. At last year&rsquo;s conference, we made a bold company pledge to support this important agenda and create an environment where all our women can thrive. From our amazing housekeepers and on property heroes to our corporate executives, we are committed to investing in programs that support them at every stage of their career, helping to achieve gender parity &ndash; equal representation of women and men - at our leadership levels. Why do you think Hilton is a fantastic place to work if you are a woman? The key to our continued success is inclusion, and it&rsquo;s crucial that we continue to find ways to empower women to build the career they want with us &ndash; and to support those around them too. As well as flexible working patterns for our Team Members, we also provide a wide range of world-class training and development opportunities to support each Team Member&rsquo;s growth, ranging from graduate programs to virtual 1:1 coaching and featuring partnerships with some of the most respected names in education. We have a range of different programs designed to help the individual career paths, aspirations and needs of the men and women in our organization, regardless of background or role. Are you doing anything specifically at the leadership and development level? We are committed to supporting and promoting more women into senior leadership positions across the business. Although great strides have been made &ndash; and workplace equality and inclusion have never been higher on the agenda &ndash; achieving total parity in a global business is a journey and one that we will remain focused on. In terms of development opportunities, our leaders at the SVP and VP level are matched with an Executive Committee mentor for career growth, networking, sponsorship and development opportunities. We recently launched our Executive Development Program, which is an intensive 1-year program to develop future executives, with a focus on building a strong pipeline of gender and ethnically diverse talent across our enterprise. What are you looking ahead to? Hilton was recognized as the <a href="/corporate/news/hiltons-inclusive-culture-recognized-by-fortunes-best-workplaces-for-women-us-list">#1 Best Workplace for Women in the U.S.</a> and the <a href="https://www.greatplacetowork.co.uk/awards/uks-best-workplaces-for-women/uks-best-workplaces-for-women-2019/" target="_blank" rel="noopener noreferrer">#2 Best Workplace for Women in the UK</a> last year, which stands us in great stead, but there is no finish line to this journey. There is always more to do as the world evolves which is why we&rsquo;re excited to launch this new pledge and mobilize against it. On this journey we are committed to transforming the way we think, to being open and honest. &nbsp;If we see something that&rsquo;s not right, we will address it, and work together to make our workplace culture even better than it is today. Last year we signed the Women in Hospitality 2020 charter in the UK, a ten-point plan that highlights our commitment to driving this agenda forwards. As part of this, I joined the WiHTL2020 advisory board. Together with other businesses across the hospitality and leisure industries, the board will look at how to tackle some of the key challenges still facing our industry. <hr /> Interested in learning more about our commitment to women? Hear from <a href="/corporate/news/hilton-joins-prestigious-makers-organization-strengthening-commitment-to-women-">Hilton&rsquo;s Chief Talent Officer and MAKERS Board Member Laura Fuentes</a> or read more about our <a href="/corporate/news/hilton-expands-family-benefits-parental-leave">expanded parental leave benefits</a> and <a href="/corporate/news/hilton-introduces-new-benefit-for-working-moms">partnership with Milk Stork</a>. To learn more about joining the <a href="/corporate/news/hiltons-inclusive-culture-recognized-by-fortunes-best-workplaces-for-women-us-list">#1 Best Workplace for Women</a> by Great Place to Work&reg; and Fortune visit <a href="https://jobs.hilton.com/us/en" target="_blank" rel="noopener noreferrer">jobs.hilton.com</a>.

Hilton appeared at the MAKERS Conference and pledged to achieve gender parity at a global leadership group level and board of directors by 2025.

Hilton Shows Commitment to Women at MAKERS

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This is a milestone year for <a href="http://www.hiltonworldwide.com" target="_blank" rel="noopener noreferrer">Hilton</a> in many ways. Not only does Hilton celebrate its 100th anniversary in 2019, the company also landed the #1 ranking on Fortune&rsquo;s list of the 100 Best Companies to Work For in the U.S. We asked Hilton&rsquo;s Chief Human Resources Officer, Matt Schuyler, to share his thoughts on these milestones and how the company has built a great workplace culture for all Team Members. Congratulations on being named the best company to work for in the U.S. What are some of the factors that led to this recognition? Matt: We are proud and honored to be #1 on this prestigious list &ndash; the first hospitality company to do so in the history of this ranking. When Conrad Hilton founded this company a century ago, he had a vision to spread the light and warmth of hospitality around the world. That remains our vision today and is delivered through our 408,000 incredible Team Members. We want to create the very best working environment for them and help them build a career with us. So we&rsquo;ve been very deliberate about creating programs that make Hilton the best possible place to work for all, including our industry-leading Team Member travel program, global learning platforms, a warm and modern back of house (or as we call it &ldquo;heart of house&rdquo;), and other world-class benefits. Can you tell us more about some of these programs? Matt: We&rsquo;ve created a number of programs and initiatives under the banner of &lsquo;Thrive at Hilton&rdquo; that allow Team Members to thrive, no matter what their aspirations are personally or professionally. &ldquo;Thrive at Hilton&rdquo; is designed to allow Team Members to focus on what is important to them as individuals rather than prescribing a one-size-fits-all solution. It results in Team Members who are more engaged in their work and with their teams. For some, it might mean more flexibility to work around their children&rsquo;s schedules or adoption assistance to help start a family; for others, it might mean pursuing their GED equivalency or strengthening their leadership skills through development courses and programs, or it could mean taking time off to travel using our Go Hilton program that provides access to discounted room rates at one of Hilton&rsquo;s more than 5,700 properties around the world. How do you demonstrate the value of these programs to the business? Matt: The simple answer is when you hire great people and give them a great working environment, they will deliver great service to your guests. Team Members are at the core of our business. They are the cultural ambassadors who deliver on our mission to be the most hospitable company in the world. And so it is important to us to invest in them. When we put our effort into people, programs, and practices, the outcome is less attrition, a more engaged workforce and a superior guest experience. Hilton was also recently recognized as one of DiversityInc&rsquo;s 2019 Top 50 Companies for Diversity and the #1 Best Workplace for Diversity by Great Place to Work and FORTUNE. What does this recognition mean to you? Matt: We were thrilled to achieve top spots on both of these reputable lists. Over the last century, Hilton has opened its doors to more than 3 billion guests and 10 million Team Members whose diverse backgrounds and beliefs make up the fabric of Hilton. The journey to foster a welcoming, respectful, and inclusive environment for all Team Members and guests is one that we are committed to for the long-term. This recognition is positive reinforcement that we are on the right track. What are some of the ways Hilton is thinking outside the box when it comes to the Team Member experience? Matt: Team Members are the heart and soul of Hilton. We invest considerable time and energy in helping Team Members thrive. One example of where we&rsquo;ve done that very well is with our Team Member wardrobes. When you think about what our Team Members do at hotels, many of the roles are physically demanding &ndash; they&rsquo;re on their feet and covering large distances over the course of a day, cleaning rooms, climbing into small spaces as engineers, or working outside maintaining gardens. We worked with Under Amour to create a more innovative option made of performance-grade fabrics that are more durable, more breathable, and have pockets where they need them. This has been successful not just because of the quality of the clothing, but because our Team Members look and feel good about how they show up to work. Finally, what are you excited about as Hilton looks to its second century? Matt: In our next century, we are excited to continue pioneering new ways of working around the world. We want Team Members to learn, grow, and develop with us and have some fun while they&rsquo;re here. Advancements in technology will certainly help us along the way, but most importantly, we want to maintain that human touch with our guests &ndash; the friendly, reliable, and memorable encounters with Team Members that bring guests back to stay with us.

Hilton’s Chief Human Resources Officer Matt Schuyler discusses the importance of helping Team Members thrive

Hilton’s Chief Human Resources Officer Matt Schuyler on Hilton Culture

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Hilton (NYSE: HLT) is a leading global hospitality company with a <a href="https://www.hilton.com/en/corporate/">portfolio</a> of 18 world-class brands comprising nearly 6,900 properties and nearly 1.1 million rooms, in 122 countries and territories. Dedicated to fulfilling its founding vision to fill the earth with the light and warmth of hospitality, Hilton has welcomed more than 3 billion guests in its more than 100-year history, earned a top spot on Fortune's 100 Best Companies to Work For list and been recognized as a global leader on the Dow Jones Sustainability Indices for five consecutive years. Hilton has introduced several industry-leading technology enhancements to improve the guest experience, including Digital Key Share, automated complimentary room upgrades and the ability to book confirmed connecting rooms. Through the award-winning guest loyalty program Hilton Honors, the nearly 133 million members who book directly with Hilton can earn Points for hotel stays and experiences money can't buy. With the free <a href="https://www.hilton.com/en/p/hilton-honors-mobile-app/">Hilton Honors app</a>, guests can book their stay, select their room, check in, unlock their door with a Digital Key and check out, all from their smartphone. Visit <a href="https://stories.hilton.com/">stories.hilton.com</a> for more information, and connect with Hilton on <a href="https://www.facebook.com/hiltonnewsroom">Facebook</a>,  <a href="https://twitter.com/hiltonnewsroom">Twitter</a>,  <a href="https://www.linkedin.com/company/hilton/">LinkedIn</a>,  <a href="https://www.instagram.com/hiltonnewsroom/">Instagram</a> and <a href="https://www.youtube.com/hiltonnewsroom">YouTube</a>.

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