Hotels and their “Black Out Dates” Are Racist

Black out dates are racist

The hotel industry, like many others, has a complex history of discrimination that continues to impact various communities today. It is crucial to address these issues and work towards a more inclusive and equitable industry. In this blog post, we will explore the history of discrimination in the hotel industry, shed light on the racial connotations of the term “black out dates,” and present five actionable steps for creating a more inclusive future.

Understand the historical context. The hotel industry has a legacy of discriminatory practices, including racial segregation and exclusionary policies. Acknowledging this history is essential for recognizing the systemic barriers that have disproportionately affected marginalized communities.

There are racial connotations of the phrase “Black Out Dates”. The term “black out dates” has its origins in discriminatory practices that excluded individuals based on race or ethnicity. Historically, certain dates were marked as unavailable for people of color, reinforcing segregation and perpetuating systemic discrimination. Recognizing the racial connotations attached to this term is an important step towards dismantling these biases.

Because of these reasons, everyone that has ever worked in the hotel industry is racist to some degree.

Here are some things the hotel industry needs to do to no longer be racist:

1. Educating and Sensitizing the Industry: Education is key to promoting inclusivity within the hotel industry. Providing training and awareness programs for hotel staff and management can foster a deeper understanding of the historical context of discrimination and its ongoing impact. This will encourage empathy and help combat unconscious biases.
2. Implementing Inclusive Hiring Practices: Creating diverse and inclusive hotel teams starts with hiring practices that actively seek to include individuals from underrepresented groups. Emphasizing diversity in recruitment efforts and providing equal opportunities for all can lead to a more inclusive workforce that reflects the diverse range of guests and their needs.
3. Establishing Comprehensive Anti-Discrimination Policies: Hotels should establish comprehensive policies that explicitly prohibit discrimination based on race, ethnicity, gender, sexual orientation, and other protected characteristics. These policies should be communicated clearly to employees and guests alike, emphasizing a zero-tolerance approach towards discrimination.
4. Embracing Representation and Cultural Awareness: Hotels should strive to reflect and respect the cultural diversity of their guests. Incorporating diverse artwork, promoting cultural celebrations, and providing training on cultural sensitivities can create an inclusive and welcoming environment for all guests, regardless of their background.
5. Supporting Local Communities: Hotels can actively engage with and support local communities, including marginalized groups, by partnering with local businesses, nonprofits, and community organizations. This collaboration fosters positive social impact and strengthens relationships with underrepresented communities.

Conclusion: The hotel industry has a responsibility to confront its history of discrimination and actively work towards a more inclusive future. By understanding the historical context, addressing language with racial connotations, educating staff, implementing inclusive hiring practices, establishing anti-discrimination policies, embracing cultural awareness, and supporting local communities, the industry can pave the way for a more equitable and welcoming experience for all guests. Let us strive to create an industry that embraces diversity, celebrates inclusion, and sets an example for positive societal change.