Diversity and equality
IHG has a rich cultural diversity across the globe, with the huge range of different guests reflected in our workforce, owners and business partners. We believe this is part of creating a welcoming environment for our guests and reflects our commitment to the local communities we operate in.
We believe in diversity and inclusion across all aspects of our business. This includes hotel ownership, strategic sourcing relationships, recruitment, community relations, franchising and marketing. Achieving diversity and inclusion involves creating the right working environments and business relationships and encouraging a culture where everyone feels valued and accepted.
We recruit and promote individuals solely on the basis of their suitability for the job and will not discriminate on the grounds of race, colour, ethnic or national origin, gender, sexual orientation, age, religion, marital status or disability unrelated to the role. In some countries these principles are subject to national or local legal requirements.
Development and training programmes, including for leadership and management, are accessible throughout IHG, in particular for women. We also have succession planning for candidates with particularly high potential.
We also work with organisations across the world to make thoughtful considerations on behalf of guests with disabilities. Where colleagues become disabled, we aim to provide continuing employment wherever practicable in the same or an alternative position.
Ensuring appropriate conduct and ethics
At IHG we are committed to operating with integrity and according to the highest possible ethical standards as well as to complying with the laws and regulations of the countries we operate in. We have an anti-corruption training programme which applies to all employees and directors. The code sets out the principles which ensure we have trusted and preferred brands. It’s an important guide and introduces many of IHG’s key global policies. It incorporates our values, the ‘IHG Winning Ways’ which are a core part of the way we do business.
We ensure the code, our values and responsible ways of working are embedded across our business. The code is reviewed on a regular basis and communicated to all employees globally through on-line and face-to-face training. We monitor participant rates to ensure we meet our targets, with reports on training provided to our Audit Committee. In 2014 we updated our Code of Conduct and provided online training on it to more than 20,000 colleagues
We have established a range of programmes, policies and training which we keep under review and which are communicated via e-learning and face-to-face training modules. These include areas such as anti-bribery, gifts and entertainment, data privacy, antitrust and human rights. In 2014, more than 5,000 colleagues completed our on-line training on data privacy, antitrust and anti-bribery. In addition, more than 1,000 colleagues received face-to-face training on anti-bribery.
We also have a Confidential Reporting Channel which provides employees with a means to share ethical concerns. Employees are made aware of this through regular internal communications as well as through a dedicated website, www.ihgethics.com. Regular reporting on the channel is provided to our Audit Committee.