Wanderful recently hosted an event called Moving Forward: An Anti-Racism Town Hall for the Travel Industry. With over 200 attendees present, our first Moving Forward was a huge success.

The event was constructed as a solutions-oriented dialogue for Black creators, allies, and brands to discuss actionable steps to foster anti-racism in the travel industry.

With three panel discussions and a series of breakouts, conversations focused on current problems and progressive solutions.


Want to catch the videos of our panel discussions? Watch them here.


Breakout Sessions to Discuss Action Steps

Breakout sessions were available for Black creators, for non-Black creator allies, and for industry representatives to discuss solutions and action steps that they can start taking personally and as a group.

Creating these spaces for each group to discuss problems and solutions allows for actionable conversations about race, without placing the burden on Black creators to educate their non-Black peers.

Below are the discussion questions from each breakout as well as the notes taken by session facilitators from each group’s discussion.

Breakout Sessions for Black Creators

Diversity

Question: Diversity on press trips, brand campaigns & employment by travel brands and companies. What does that look like? What does that mean?

  • Not being the only one, avoiding tokenism
  • Allies should extend a hand if someone is the only one
  • PR reps should ask for feedback every time as a standard to give people a voice and make room for improvement
  • Brands should have empathy and understand that we are vulnerable
  • People need to feel uncensored to speak how they truly feel no matter what the panel is
  • Diversity on a press trip means all nationalities and genders present. It means not just focusing on African Americans but paying attention to all who spend dollars at particular resorts.
  • White faces in predominately non-white spaces (Caribbean, Bali, Fiji) always display white couples or white presenting people, assuming that the money is there. Tourists are typically diverse when you are there, which is conflicting. It’s a missed opportunity.
  • In Brazil, one participant is the only Black person at her company. Trying to share content solutions and it is difficult.
  • Print and digital content – a lot of assumptions because of what is portrayed. The mission needs to be stated upfront. If you have a language translation on your website (inclusive).
  • Things need to be communicated through promotion items (accessibility).
  • Not to engage in tokenism.

Unity

Question: Unity amongst all creators, what are things you feel that Black and non-Black creators can do to help bridge this gap?

  • It will be difficult to have unity as long as white people who hold the power and privilege are afraid to lose their power. Most of the people in power benefit from the lack of diversity.
  • In collaborations, people have to let Black creators create content and allow us to have freedom.
  • Grant us access to your platforms.
  • Continuing to amplify Black voices.
  • We need to remind non-Black creators that it’s okay to mess up, and it may cause people to be triggered but it’s necessary and important to move forward. We have to let them know that it’s ok to make mistakes.
  • Collaboration was the main word. Collaboration on posts via social media would be huge. Acknowledging the dope creators that look different than you.
  • [Unity] doesn’t take advice from white content creators. That’s not how “I” travel. Their advice hit differently. Content creators of [color] bring things that they can’t speak to. There is a trust there inherently. This is a place that I can see myself, too. It’s not always the tourist traps. It’s the gems. You’re not going to just show me the sanitized version of the space. They are missing out on something.
  • There are so many layers. Being a Black person in Brazil has some differences in being Black in the US. My experience in tourism with US big international companies and brands is that they feel “diverse” enough for their multicultural relationships outside the country.
  • But if you don’t search for diversity, that invisibility exists, which makes creating content challenging.
  • More people who look like us that are traveling.
  • Working together.
  • The bookish community provides an example with their Weekend Reader. It works like this: I will do this review if you connect to these five other reviewers of color as well. It’s an early release with another content creator (like a buddy read) and follow train to make connections.

Pay Rates

Question: Diversity and equal pay in the travel industry amongst creators, what are things you feel that Black and non-Black creators can do to help bridge this gap?

  • Bottom line: share your rates!
  • Transparency as to what rates are being paid in general. It will hold brands accountable. Calling out a brand based on their lack of pay for Black creators. Having a standard for each campaign and no one going below it.
  • Transparency of what white content creators are getting paid. Allyship will be great in this area. (We have some examples in the entertainment industry.)
  • Some don’t negotiate to get their foot in the door. They’re afraid to lose the opportunity.
  • Tourism boards don’t do a great job getting back to people.
  • Perhaps engaging in a sharing the mic initiative, similar to the one started by Bozoma Saint John, Luvvie Ajayi Jones, Glennon Doyle, and Stacey Bendet. (Reference)

Professional Development

Question: As a Black creator, what can we do to raise our level of excellence? (ie education, community, under-promising/over-delivering, investing in your own brand so that you stand out to brands and travel companies, etc?)

  • First we must define what excellence is. Having things done on time and in a professional manner is key. Paying attention to our counterparts and making our content better. Utilizing platforms like Wanderful and Unplugged IQ.
  • Professional (logo, website, setting up business, etc.), consistency.
  • Question is problematic – standards of whiteness.
  • Do what makes you feel good and happy.

Resources and Tools

Question: As we talk about raising our level of excellence, improving our education, joining supporting communities, etc, what are examples of these types of resources that you are a part of, have participated in and feel should be added to a list of tools and resources for us to help each other elevate our brands and businesses?

  • Influencer page @influencerpaygap and Female Travel Bloggers group on Facebook
  • Our group didn’t have any resources outside of Wanderful and Unplugged IQ

Moving Forward

Question: Not all topics about how to begin to heal and move forward so that we can truly have diversity in travel can be discussed in just one day. This will be an ongoing process which will include actionable steps to be taken, tracking progress, sharing results and continuing to hold ourselves, non-Black creators and brands accountable. Is there a topic or issue that was not addressed today that you feel should be added to our future town hall meetings?

  • Would like to see sessions for how people who aren’t influencers can get involved.
  • Putting together a travel guide of hotels that African Americans have experienced.
  • Making photos more appealing on IG. Open access to resources. Canva
  • You can pick and choose the things/platforms that make sense with your brand.
  • Private FB groups (Female Travel Bloggers, Influencer Pay, and Female Content Creators), share resources, collaboration (within and across industry).
  • How do we make sure that we do not have a secondary hierarchy (tokenism) within the Black content creator group? It doesn’t change anything if we have a lot of people. Holding brands accountable.
  • Open conversation
  • Next town hall could be moving forward: how do we navigate and successfully dismantle the various systems of oppression. How to be a better ally. Small things that can be done to help the situation. Actionable steps and resources.
  • Black Lives Matter — reframing the movement beyond the current wave
  • Let’s celebrate…let’s make room to enjoy each other’s awesomeness. Let’s talk about the work but also having a counter to the conversation.

Share your thoughts at our next Moving Forward event. Register here.


Breakout Sessions for Non-Black Creators

Vision

Question: What is our vision? What kind of travel industry do we want to see? What outcome are we aiming for here?

  • We want to see the travel industry the way we see travel in real life. Not a sea of white faces with the occasional token Black traveler. We get it — white blonde women travel. But 63 billion dollars says that Black people travel and spend a LOT of money on it so why aren’t we seeing them in the representation of the industry?
  • We want to see more locals representing their destinations, not just white travelers representing those destinations.
  • Representation and diversity. Adds to our experience in life. Diverse and inclusive industry. Not having any of our -isms interfere with our ability to travel. To be able to go places and enjoy them and not have to be uncomfortable.
  • An industry where we all celebrate each other.
  • Where we all advocate for each other.
  • Seeking proof that places are safe for everyone.
  • Holding brands accountable when they say they’re open/accepting…how? Where are the receipts? Not just slapping a photo on their homepage?

Diversity

Question Diversity on press trips, brand campaigns & employment by travel brands and companies. What does that look like? What does that mean?

  • Again, let’s move past the sea of white faces and see representation on these trips AND on the teams of the companies that are putting on these trips and campaigns to reflect the actual travel space. This means not just the one token Black person to say your trip is diverse.
  • Non-Black creators should have a travel code of conduct or a business code of conduct for themselves. Ex. before I work with this brand I need to ask these questions:
    • Is there accurate representation and a diverse group of travelers included on this press trip/brand campaign?
    • Is everyone being paid fairly (same following metrics = same pay)?
  • Refer Black creators you know.
  • Be clear to the destination that you are going to accurately depict the destination so if there have been racial injustices, those will be mentioned.
  • Packing lists, gear posts, anything to do with affiliate marketing — we need to do an audit and make sure we are only promoting brands and travel companies that are in support of the movement and have made statements and are taking action in being better and moving the travel industry forward.
  • Not just having the same influencers over and over.
  • Transparency! Who are you inviting? And then we use our power.
  • Us educating them.
  • Shared some templates for things we can say to brands.

Goals and Challenges

Question: What types of goals should we be setting for ourselves, and what kinds of challenges do we face in achieving these goals?

  • Putting pressure on brands and travel companies — asking them direct questions about their plans for diversity within their company. Be willing to leave money on the table.
  • White travelers/creators need to step up here — Black travelers and creators have been fighting for way too long. They are tired, we have fresh legs, so let’s get to work.
  • Amplify Black voices/start an interview series focusing on Black creators and how to support their business endeavors.
  • Research the history of the places we are visiting. Racist past? Present? Need to be more aware of this and how we can tell the REAL stories of these places and not just the fluff.
  • Also need to be more aware of different perspectives of different destinations. We could have the most incredible experience ever in a certain country, but a Black traveler could experience this place in a very negative way due to poor treatment and racism. Share other perspectives on a blog — here’s my experience but also before you go here’s the perspective of several Black travelers who traveled here. Share their stories and experiences, too, so it’s not just a whitewashed perspective. Extra research — adding journalism.
  • Power in language (colonized writing). Goal: learning about how my words impact people — how we speak about indigenous communities. How are we describing?
    • Ex. “The indigenous people of Canada” — that is actually really problematic as it shows possessiveness.
    • LANGUAGE IS SO POWERFUL
    • Goal: Take classes, learn, do the work to be a better writer and notice these biases in your writing.
  • Conduct a self audit and create a web page to outline values — Here’s how I will foster anti-racism and create a more inclusive travel space. Be public about my values.
  • Create an accountability checklist: writing down what you’re looking for and why it matters as a reminder is a baseline going forward. Have I thought about 1, 2, 3, 4?
  • LONG TERM PLAN/ LONGEVITY: One challenge of all this is burnout/overwhelm. Need to make short, medium, and long term goals to pace ourselves and create an action plan for the long-haul, not try to do it all right now and burn out.
  • Track progress the same way we track SEO — make anti-racism and inclusivity part of our strategy.
  • Larger publications — press them for guidebooks with not just white perspectives.
  • RESEARCH Black-owned businesses (hotels, restaurants, tour companies) be aware of the places we are recommending. (Example: Not a single Black-owned business on the business list of Pittsburgh so she did the research and created one herself.)
  • In our content creation, doing more research, getting into the reality and history of the places we’re visiting. Our content doesn’t necessarily need to be all light and fluffy. Looking at our stories through a racial equity lens.
  • Holding travel publications accountable — a petition to Fodors signed by freelance writers, saying they won’t write for them unless they meet our list of demands (hire a racial equity firm, resignation of two editors).
  • Looking at photos of publication editorial teams, being vocal about that, and refusing to write for them unless they change.
  • Hosting those voices on your platform (blog / podcast / instagram / etc)
  • Highlight Black-owned businesses in our work.
  • What KPIs can you set to really see those results?

Brand Partnerships

Question: If a brand that I am currently partnered with is not supporting Black creators or pushing diverse campaigns, in general, what can I do to encourage or even pressure them to do so? And if they continue to choose not to integrate diversity and inclusion into their campaigns, what can I/ should I do?

  • Ask to see numbers, ask about their plans to have a more diverse team and representation in their media and marketing. Tell them that you only work with brands that align with your core values.
  • Specifically point them to the Black Travel Alliance.
  • Provide data and back it up — besides it being the right and ethical thing to do, here are some numbers for you ($63 billion stat!!). Data driven change.
  • If we’re not seeing results/action being taken towards change we can:
    • Decide not to work with them and tell them why
    • OR instead of a quick cutoff “NO”, use it as an opportunity to educate, talk about, provide specific recommendations and be a part of the change. Provide a list of Black creators that may align with the brand, take on the role of educating.
    • If they are completely resistant to bettering themselves and the industry, be ready to leave money on the table.
  • Keep working with them and be a voice for change while you’re in there. Not walking away, but giving feedback along the way. Sticking with it.
  • Scheduling conversations with brands — having talking points ready, having resources you can look back at, having all the info in front of you when you have these convos.

Resources and Intentions

Question: What are three things I intend to do to foster anti-racism moving forward? What are some communities, organizations, books, movies and resources that you have found that other non-Blacks & allies should know of to become more aware, educated and involved?

  • White privilege and fragility is real. Don’t get complacent. We HAVE to keep pushing forward and be ACTIVELY ANTI RACIST.
  • Normalize diversity in the travel industry, because in the real word that is the reality. If you’re only following white inspiration, why is that? Seek out diverse creators and broaden your network. Not just because they are Black, but because they are amazing photographers, brilliant storytellers, have the best tips for outdoor travel, etc.
  • Wanderful is an incredible place/WITS I have learned so much about diversity and inclusion through this community and have expanded my worldview tenfold.
  • CRITICAL to keep educating yourself on the racial injustice in the USA and around the world with books, movies, podcasts, shows, etc.
  • Focus on learning and also unlearning biases.
    • Watch movies, read books, listen to podcasts not only to learn about racism and learn about Black oppression but to #DIVERSIFYYOURLIFE by adding shows and movies with Black protagonists as the leads.
    • Talking to other white friends and family members — keep the conversations going and hold them accountable, too.
    • Just as important to consume media and entertainment — not just to learn about the injustices that Black people face and have been facing for centuries — but movies with Black protagonists and Black stories in general. For example Juanita, Nappily Ever After, Dear White People, etc. Start making it a point to diversify your entertainment & media. (Humanize people outside of your bubble — that’s where change happens, too.)
  • If you’re attending conferences and Black speakers are ONLY speaking about inclusion and diversity, that is a problem. Why aren’t they talking about ALL topics like White counterparts are? SEO, Marketing, Entrepreneurship, etc. Make sure to bring this up to the conference organizers so they can do better in the future.
  • We had a whole conversation about American exceptionalism and how breaking out of the “we’re the best” mentality is challenging for folks. The process is hard and messy and hurts, but is important.

Resources Shared During a Non-Black Creators Session:

Moving Forward

Not all topics about how to begin to heal and move forward so that we can truly have diversity in travel can be discussed in just one day. This will be an ongoing process which will include actionable steps to be taken, tracking progress, sharing results and continuing to hold ourselves and brands accountable. Is there a topic or issue that was not addressed today that you feel should be added to our future town hall meetings?

  • Have a 101 starter class — Explain BIPOC, Black vs African-American, etc (language). Maybe break down microaggressions, overt vs covert racism. For anyone who is just joining the conversation for the first time.
  • Create a mini-lesson or 101 on language we can use with brands on how can we push our industry partners — those conversations are hard — is there a way to not leave money on the table and to educate our partners instead? Maybe a guidance/training on that (workshop) for top points, etc.
  • Look at specific examples *Success stories and failure stories when reaching out to brands/speaking up.

Are you a non-Black creator ally? Register for our next Moving Forward event.


Breakout Sessions for Travel Brands/Industry

Vision

Question: What is our vision? What kind of travel industry do we want to see? What outcome are we aiming for here?

  • Travel should be accessible, democratized, and should be representative of all folks and abilities. Travelers should feel comfortable traveling, welcomed, never fearing for their safety.
  • This means actively changing:
    • The way destinations are marketed. Travel as “aspirational” cuts out a huge part of the world.
    • Representation: how we represent travel, travelers, places — the way it looks and sounds needs to be more inclusive.
    • The travel products and services we offer — changing the way they look, the experience folks have when using them. They should answer a diverse set of needs.
  • An industry where small, diverse businesses are given a voice. Shifting where dollars go — there’s so much power amongst certain large organizations, companies, and destinations, so smaller businesses operators cannot compete.
  • An industry where travel brands have radically shifted their DNA — from the top down: hire BIPOC folks for roles at all levels and job functions.
  • Pay equity — whether that’s freelancers, or the folks that make up our employee base at these companies.
  • We don’t know: We’ve never seen it, we’re co-creating it together.
  • Telling diverse, full stories:
    • Really incorporating diverse experiences and stories they’re trying to tell — not just performative.
    • Really delve into immersive experiences and stories.
    • Making sure stories have a fuller perspective — telling the full picture, the full story.
    • Value: Recognizing and understanding the VALUE of different perspectives.
    • Exotification: It’s built into every facet of travel. Dismantling exotification — wholeness of the stories.
  • Intersectionality:
    • Sustainable tourism
    • Halal, latinx, etc
    • Intersections of topics and issues (sustainability, diversity, etc)
  • Having the uncomfortable conversations:
    • Within content — creating spaces to talk about the REALITY behind products (slavery, death).
    • As a facilitator within your organization — folks don’t know how to engage
    • Don’t be obsessed with jumping over dialogue and to solutions
  • Not being solutions obsessed
  • More diverse representation: Within all levels and facets of the hospitality industry.

Speaking Up

Question: We have heard a lot about brands and non-Blacks being uncomfortable about talking about racism, the problems being addressed by the Black community and being the first to come up with solutions. Why do you think this is? What has personally held you back from speaking up prior today?

  • “I might get fired for what I just said.” Folks are scared to speak up in environments where there’s mostly white, male leadership. Fear of being perceived as radical in more conservative organizations.
  • Overwhelmed, not knowing where to start.
  • Fear of saying the wrong thing — not having the right vocabulary or experience to speak intelligently or appropriately on the topics.
  • Fear of not having the resources for action.
  • Haven’t reflected on our upbringing — faced our own privilege. Haven’t done the work to be able to speak up.
  • Superlative nature of oppression:
    • Black people aren’t allowed to be mediocre, you have to be the best of the best.
    • Superlative nature of oppression for people to stand up and speak — it had to be super wrong for people to speak up.
    • Floodgates open now because it had to be SO bad for people to care.
  • Lack of diversity that already exists in positions of power:
    • Board meetings — being the ONE person to speak up in rooms of all old white men who refuse to take action and a stand.
    • People in power balking at the idea of racism.
    • White people in leadership are stifling conversations in every industry across the board.
    • Screaming into the wind effect.
  • Fear of retribution:
    • Getting fired or boxed out of conversations and progress for speaking out.
    • Scalability of business: Also fear of that stifling business growth — impedethe ability to scale — “we’ll lose customers” mentality
    • Model minority:
      • Folks are taught to not speak up out of fear that they’ll be forced out and away from society.
      • Companies firing for speaking up and speaking out.
      • Retribution
  • Fear of saying it wrong.
  • Causification of racism — seeing racism as a “cause” you have to “choose”
    • ”Wanting to “OTHER” the blatantly racist people. Forgetting that everyone’s a part of the system.
    • Haven’t HAD to in the past — “I don’t have to.”
    • Unwillingness to do the personal work.
  • Folks don’t know what they don’t know, and culture of individualism:
    • Think it’s enough to just be “Nonracist”
    • =/= anti-racist – folks don’t realize that there’s an action and intentionality that comes with that.
  • ALWAYS HAVING A DIVERSITY CONSULTANT
  • Individualism: Lack of intention — otherfication

Making Changes

Question: We have heard the issues presented by Black creators and If this COVID-19 pandemic has taught us one thing, it has taught us that a wave of flexibility, creativity and innovation can happen overnight and traditional protocols, procedures can be suddenly expedited. Decisions can be made on the fly. Funds and budgets that are normally deemed complicated can become accessible in a crisis. This pandemic has shown us that when there is a sense of urgency or pressure, brands and businesses can and will move mountains to keep themselves afloat. With all of these changes taking place now, what are the top 5 things that Brands and travel companies can do to foster-anti racism, diversity, equal pay and all of the other issues being addressed in your companies and what solutions should all brands and travel companies be adopting going forward?

  • Companies: Shift our DNA. Establish a baseline for where we are at, give ourselves a scorecard. Measuring where we stand now, setting goals, making a plan, publishing that, holding ourselves accountable.
  • This includes: Integrating EDI goals at the highest level, so it’s not an afterthought. It’s part of our company strategy, our priorities. When faced with roadblocks, make a case to leadership that doing better, in terms of diversity and equity as a company, creates a healthier business.
  • Build a roadmap: What can I implement now/what can I implement down the line. Take small steps.
  • Immediately strategize an action inclusive hiring recruitment practice. This includes:
    • Stepping outside of our networks. When we’re hiring it’s ‘easy’ to find that candidate that is inside your network. Doing the work to ensure we’re not perpetuating sameness.
    • Making sure to hire for roles at all levels, especially leadership.
  • Immediately audit the way the brand “shows up.” The way our platforms look and sound. Action an overhaul to make sure photography, illustration, words, voices are inclusive and diverse. This includes those with disabilities.
  • Work to reroute funds to communities of color and marginalized communities in the tourism industry. Travel trade needs to be held accountable.
  • Connect and listen.
  • Use white allyship to have uncomfortable conversations.
  • Exposure:
    • EXPOSING them to spaces they haven’t been in: Creative community, the richness of the content and quality speaks for itself.
    • Asking the right questions: They should be asking who else they should be connected with.
  • Be respectful: Think about how to enter the Black spaces in a respectful way.
    • Build relationships: White people NEED to go to spaces like Audacity Fest — relationships are how you build things — NOT tokenizing. Sit in the back, observe, let Black people have the podium.
    • Responsibility: What does it do to the nature of the community you’re entering?
      • Commercialization? Intimacy?
      • Being white in Black spaces — how does that work?
      • HOW NOT to take over the spaces they enter.
  • Co-creation, not tokenization — no right answer but it needs to be a top priority.
  • Recognizing it’s messy: When you have relationships, you realize that not all Black people think the same way.
  • White people:
    • Need to NOT speak for Black people.
    • Need to NOT tokenize Black people.
    • Need to be WATCHED AND held accountable on finding the right line to walk when speaking.
  • HIRING:
    • Don’t just bring people on for the sake of bringing people on.
    • Black people have other skills than talking about their race.
  • What next?
    • 1:1 conversations with colleagues
  • Humility: ASK WITH A TRUE DESIRE TO LEARN
    • Learning how to communicate for real. REAL conscious conversations.
  • Our hope: These conversations need to continue.

Concerns and Hesitations

Question: What hesitations do you have and what things are you worried about that may be barriers to you being able to foster anti-racism, increase diversity, equal pay and more at your company?

  • In smaller, conservative companies, fears that folks are still digging out from COVID — if you speak up, you’re deemed difficult.
  • Those tied to larger companies — find extreme barriers to access leadership and decision-makers.
  • The conversation gets dominated by what is often white, male leadership. Women don’t feel empowered to speak up.
  • The fear of hearing “That’s not your job” — to have these discussions.
  • Putting steps in place that we can’t hold ourselves accountable for.
  • That action will be superficial:
    • Really easy for people to get caught up with the flashy actions (unconscious bias, etc)
    • STRUCTURAL changes that need to be made to make change LASTING.
  • Complexity of entering new spaces:
    • Freelancing, moving jobs, etc.
    • What does it look like to build a board of allies in new spaces?
    • Fear of reprisal in a new place.
  • People you’re afraid of losing:
    • Customers — you don’t want those people anyway.
    • Friends and family members — it’s going to be really hard — “there are lives at stake and there’s no nuance to the conversation”

Resources and Intentions

Question: What are three things I intend to do to foster anti-racism moving forward? What are some communities, organizations, books, movies and resources that you have found that your staff should know of to become more aware, educated and involved?

  • “Diversify our lives” — This statement really resonated.
  • The stories we engage with:
    • Make an effort to watch/read stories about the Black experience.
    • Prioritize listening to podcasts from voices that don’t sound anything like mine. Podcast — voices that become part of your life. The Nod / Code Switch.
  • The conversations we have:
    • Engage in difficult conversations with family, friends.
    • If you’re a parent, put in the time to educate kids on systemic racism.
    • Show kids films, read them books from Black writers, filmmakers, musicians, etc.
  • The histories we were taught:
    • Educate ourselves. Challenge what we’ve been taught. Find new outlets to learn about the history of places. Example brought up by group: Black Gotham — re-learning the history of New York.
  • More resources:
  • Tourism industry is a bridge:
    • Bridges of culture — need to be a really strong bridge
  • Starts with self:
    • Trauma-informed communication
    • Relationship to your own your body — decolonization
    • Recognize the shaky foundations we’ve built our senses of self on, address those, and move forward differently.
  • Replicating this event within our companies
  • Having the conversations, doing the work: It’s what’s required of us
  • Educating ourselves and putting thoughts in action
  • Small steps in your sphere of influence:
    • Leaving a job? Leave a list behind of Black people who can do the job well to replace you.
    • IDENTIFYING privileges that exist for some groups but not others.
  • Importance of representation:
    • Having a Black person in your space can broaden your perspective tremendously — the power of one.
  • Travel doesn’t exist in a vacuum: Healing in history, redlining, etc. Reckoning with the complex histories of the spaces you represent and promote.

Moving Forward

Question: Not all topics about how to begin to heal and move forward so that we can truly have diversity in travel can be discussed in just one day. This will be an ongoing process which will include actionable steps to be taken, tracking progress, sharing results and continuing to hold all brands accountable. Is there a topic or issue that was not addressed today that you feel should be added to our future town hall meetings?

  • This was a great foundation for the start of the discussion. We covered all the topics that are top of mind for all of us right now.
  • Next time: It would be great to incorporate working sessions — providing a space for those who may not have the infrastructure in place at their companies, or simply don’t have the structure as a company for solo entrepreneurs, to work through these problems, together, in a working session environment.
  • Conversations about redlining and what community looks like.
  • Not always having to jump to solutions: It’s something folks do when they feel uncomfortable.
  • More conversations!

Want to join our next Moving Forward event? Register here.

Wanderful Team
We are the Wanderful Team, helping connect women travelers everywhere. Join our international membership community of globally-minded women to connect, learn, share, and celebrate! Visit sheswanderful.com/join

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4 Comments

  1. […] Pay rates are part of the discussion around diversity in travel. Learn about Wanderful’s Moving Forward events […]

  2. […] Related: Notes from the first Moving Forward event […]

  3. […] the notes from our breakout sessions during the first Moving Forward […]

  4. […] the full notes from facilitators of the breakout sessions. Or you can review these key takeaways and apply them to your action […]

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