Why Hospitality Industry Culture Must Change to Combat Human Trafficking

The hotel industry, especially hotel chains, has become embroiled in numerous legal battles related to human trafficking. The Independent reports that there are currently 42 active lawsuits in the US concerning this issue. These legal actions assert that hotels either turned a blind eye to trafficking activities or even profited from them. To confirm, sex trafficking survivors claim hotel staff ignored clear signs of trafficking and sometimes even actively assisted in criminal activities.

A transformation in the corporate culture is necessary to tackle this problem at its core. In this blog post, we will examine how this culture contributes to the perpetuation of human trafficking. Let’s also discuss what changes are necessary to create a safer environment for vulnerable individuals.

The Problem with Corporate Silence

The hospitality industry’s corporate culture has traditionally emphasized maximizing profits and ensuring customer satisfaction. These practices continue often at the expense of corporate social responsibility. This focus on profits has frequently caused hotel chains to overlook or disregard signs of human trafficking. 

Corporate Culture and the Neglect of Human Rights

Plaintiffs in the lawsuit against hotels for human trafficking claim that hotel chains neglected their responsibility. They also point out that authorities fail to implement measures to prevent trafficking, like training staff to recognize warning signs.

An extensively documented case involving Wyndham Hotels highlights the role of trafficking in the hospitality industry. The New Yorker and Berkeley Journalism’s Investigative Reporting Program uncovered details shedding light on the issue. A survivor of trafficking described how staff, including managers, either turned a blind eye to or actively enabled trafficking activities. 

In such instances, a corporate culture that prioritizes avoiding “problems” and preserving revenue streams can neglect real human issues. This is particularly evident when corporate structures are disconnected from operational realities.

Moreover, sustainability and corporate social responsibility initiatives focus on environmental impact and profitability, leaving human rights issues like trafficking under-addressed. 

The “bottom-line” mentality can overshadow efforts to create an ethical corporate culture that prioritizes the safety of individuals over profits. This was particularly evident during the COVID-19 pandemic. During that period, hospitality companies faced financial pressures. It led to cutting corners in areas, such as employee training on trafficking awareness and response strategies.

Lack of Training and Incentive to Act

An essential part of the problem is the absence of awareness for staff to identify and respond to human trafficking. Employees are usually inadequately trained to identify trafficking indicators. Even when aware of trafficking, staff may hesitate to report incidents due to fear of retaliation and upsetting high-paying guests.

Some cases, like the suits against Red Roof, also suggest that hotel workers were directly involved. One of the prominent instances occurred in Atlanta. Plaintiffs testified that hotel staff took bribes from traffickers and acted as lookouts, warning them when police were nearby.

Employee Accountability and Legal Obligations

Some employees were even accused of aiding in maintaining an environment that allowed traffickers to operate freely. In these cases, trafficking was described as being so pervasive that staff believed reporting it to higher management was unnecessary. The reason is that it was already widely known. 

Corporate cultures that do not prioritize employee accountability in these circumstances contribute to a widespread attitude of “it’s not my concern.” Many employees are unaware of their legal and ethical obligation to report suspicious activities. Additionally, they are not equipped to do so effectively. 

For instance, the Trafficking Victims Protection Act (TVPA) imposes legal liability on businesses that knowingly profit from human trafficking. However, numerous hotel chains must implement training programs that comply with this law. What’s more, some hotels fail to establish clear procedures for addressing suspected trafficking. Consequently, employees may lack both the awareness and the confidence to intervene in trafficking situations.

Building a Culture of Accountability

Corporate responsibility must go beyond avoiding legal action. It should be based on genuine care for guest safety and human rights. A change in mindset is essential. Hotel leaders and managers prioritize preventing human trafficking as much as they prioritize financial success.

In the hospitality industry, this requires creating a culture of ethical oversight. Preventing human trafficking should be a core company principle, according to the Sustainable Hospitality Alliance. To accomplish this, senior executives must play an active role in implementing anti-trafficking measures. By aligning business operations with social responsibility, hotel chains can ensure they no longer contribute to human trafficking.

According to TorHoerman Law, there are many ongoing legal cases. It includes those involving Marriott, Hilton, and Wyndham, illustrating how corporate neglect enables human trafficking to thrive. To avoid future legal challenges, hotel chains must incorporate ethical decision-making into their corporate framework.

FAQs

1. Why are hotel chains frequently associated with human trafficking?

Traffickers often utilize hotels due to the significant level of anonymity they offer. Many hotel chains operate on a franchise model, where individual properties are managed independently of the corporate headquarters. Hotel staff frequently come across trafficked individuals but may lack the necessary training or assistance to take action.

2. How can hotel employees receive improved training to prevent trafficking?

Thorough training programs should educate employees on identifying the indicators of trafficking. This includes unusual behavior, regular guests without luggage, or the restricted movement of specific individuals. Moreover, role-playing or scenario-based exercises can help staff practice responding to real-life situations.

3. What legal responsibilities do hotels have in combatting trafficking?

Under the Trafficking Victims Protection Act, hotels can face legal consequences if they knowingly benefit from trafficking. Hotels also have legal responsibilities under labor laws to ensure that their staff and contracted laborers are not victims of trafficking. In some regions, specific laws require hotels to display anti-trafficking awareness materials.

The corporate culture of the hospitality industry needs to prioritize the safety and dignity of people over financial gains. Human trafficking remains a serious problem in hotels. It is crucial for major chains to take the lead in addressing this issue. Implementing thorough training, promoting accountability, and adopting a zero-tolerance stance on trafficking can be the solution.

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