Recruitment and Retention of African-American Managers

Abstract

Fewer than 10 percent of the management positions in the restaurant and lodging industries are occupied by African-Americans, and of those positions that are, most are at the low and middle levels rather than at the top levels of management. This qualitative study of seven U.S. top-level African-American general managers describes the challenges, shortcomings, and opportunities involved in recruitment, retention, and promotion in today's lodging companies. Companies should promote themselves more to high-school and college students, especially through visits, internships, scholarships, and active year-round recruitment-especially at campuses with a historically black enrollment. The public image of the industry should be one of being open to black managers and as a place where merit-based promotion is possible. Mentoring systems are invaluable to newly hired black managers, more so in some geographic regions than in others. Those black managers who prove themselves effective, competent, and talented should be rewarded with fast-track career opportunities leading to GM, executive, and other top-level positions. Companies must display a willingness to attract, keep, and promote talented black managers through sincere recruitment, ample compensation and unlimited advancement opportunities.