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DEI in the Face of Anti-DEI: Hospitality Leaders Keep It Real
- Emily Goldfischer
- Sep 19
- 5 min read
As DEI programs face rollbacks across industries, the question came up at the Independent Hotel Show Miami: can hospitality afford to step back too? The resounding answer from our panel of powerhouse women: absolutely not. In hotels, diversity, equity, and inclusion aren’t optional...they’re in our DNA.
Moderated by me, Emily Goldfischer, founder and editor-in-chief of hertelier, the conversation went beyond “DEI 101” to ask the tougher question: how do we sustain real inclusion when the climate feels more hostile than ever?
I was joined by an incredible lineup of women who are living this work every day:
Sonia Fong – Vice President, Sales & Marketing, MDM Hotel Group
Aka Ali-Kerr – Director of Human Resources, Andaz Miami Beach
Jeeah Brown – Founder & Chief Brand Manager, Black House Brands
Together, they shared stories, strategies, and truths about leadership, belonging, and why in hospitality, inclusion is not optional—it’s survival.
Beyond Policy: DEI as the Fabric of Culture
As Aka Ali-Kerr put it: “DEI has to be more than a policy or system. It has to be the fabric that ties your culture together.”
She stressed that political headwinds shouldn’t dictate how hotels treat their most valuable asset—their people. Whether we call it DEI or something else, the principle remains the same: people want to feel safe, included, and seen.
“Hospitality is all-embracing,” she said. “You wouldn’t want to check into a hotel where no one looks like you. Inclusion is our DNA.”
Sonia Fong built on this, reminding leaders that inclusion is created through daily actions, not just mission statements: “It’s the little things we do every day that build confidence and trust. When associates feel protected and supported, the positive impact is immediate.”
Getting Comfortable Being Uncomfortable
Aka also shared her lived experience of walking into rooms where she’s questioned—sometimes literally—about belonging. “How did you get here? Are you supposed to be here?” she recalled.
Her answer: “I’ve gotten comfortable being uncomfortable. I am supposed to be here.”
Rather than shrinking back, she reframed her difference as power: “I’m the only one, which makes me unique. I embrace that.” In her view, the true beauty of hospitality lies in diversity itself: “When you go to a hotel, it’s the diversity of people you see—whether in staff or guests—that makes it memorable."
Resilience, Relationships, and the Power of Allies
For Jeeah Brown, sustaining DEI in a tough climate comes down to resilience and relationships. As an entrepreneur and founder of Black House Brands, she’s seen how fear can creep into business communities when policies shift or headlines turn negative.
“I’ve always understood that fear,” she said, “but I’ve also always believed we’ve been here before—and we can overcome again.” For Jeeah, progress happens when people lean into connection, support each other more fiercely, and keep building despite setbacks.
She was also clear that no one advances alone: “Allies are everything. You can’t do this by yourself. I’ve had situations where I needed someone who didn’t look like me to bust the door open—and then I walked through it.”
Beyond her own business, Jeeah is active with Black Women in Hospitality, where she’s working to build community and visibility for women of color in the industry. “I have a big vision for that organization, and I know how I want to contribute,” she said. “When you have a vision and communicate it clearly, you’ll find people who want to help you get there."
Leadership as a Daily Practice
Sonia reminded the audience that inclusion doesn’t live in lofty strategies, but in the everyday behaviors of leaders. “It’s not an easy task,” she said. “It’s the little things we do every day that build confidence and trust.”
She emphasized that leaders carry both responsibility and accountability: “When associates feel protected and supported, the positive impact for the organization is immediate.”
For Sonia, resilience is a key leadership quality in this climate. “We can’t allow outside noise to impact how we treat people inside our organizations,” she said. “Our job is to protect our associates and create environments where they feel safe and valued.”
She also pointed out that today’s workforce is mobile and values-driven: “Employees now have options. If a company doesn’t align with their core values, they’ll walk away. That makes inclusive leadership not just the right thing to do—but a business imperative.”
Meeting Pushback with Data and Determination
Aka Ali-Kerr knows that pushback is part of leadership—but so is finding a way through it. She shared a story about trying to convince her GM to approve an out-of-cycle pay raise. At first, the idea was dismissed as “too HR.”
“So I came back with numbers,” Aka explained. “I looked at the cost of living in Miami Beach, calculated turnover rates, and showed the financial impact on GOP if we lost this talent.”
When she presented the spreadsheet, her GM was surprised: “HR doesn’t do Excel.”
“I said, ‘This HR does,’” Aka laughed. The data changed the conversation—and the raise was approved.
Her lesson: meet people where they are. “If someone responds to data, bring data. If they respond to stories, bring stories. The key is not focusing on yourself, but on how to make your case land with the person across the table.”
Why Micro-Behaviors Matter More Than Ever
The panel emphasized the ripple effect of small, intentional actions:
Invite quieter team members into discussions.
Acknowledge contributions publicly.
Don’t assume you know what people want—ask them.
As Aka put it: “You can call it DEI, or LNOP, or anything else—it doesn’t matter. What matters is creating belonging. People want to know their knowledge is valuable. That’s inclusion.”
Closing Pearls of Wisdom
To wrap, each panelist offered a final thought:
Sonia: “Always lead with kindness and compassion. Every step forward, and even every step back, is still progress.”
Aka: “DEI and culture are not driven by strategy—they’re driven by behavior. You control how you treat people.”
Jeeah: “Don’t be afraid to be the only one. Do it scared. Someone is waiting for your light to shine.”
And I’ll add one more piece of advice I’ve heard again and again in hertelier interviews: be accountable for your own career journey. Set goals, communicate your aspirations clearly to your manager, and take ownership of the path you want to carve. That combination of personal responsibility and organizational accountability is what will keep moving hospitality forward.
The Big Picture
This panel drove home what makes hospitality unique: our business is rooted in people and relationships. While the political winds may shift, the industry’s responsibility to create inclusive, welcoming environments does not.
As Sonia, Aka, and Jeeah reminded us, sustaining DEI is not about acronyms or checklists. It is about behaviors, daily leadership, and the courage to keep showing up, even when it is hard.
And for individuals, it is also about accountability. Set your goals, communicate your career aspirations, and take ownership of your path. When leaders model inclusion and individuals own their journeys, hospitality not only survives, it thrives.
And maybe, just maybe, if we keep doing that, one day we won’t need to keep having this same conversation in a few years time!!
Huge thanks to Sonia, Aka, and Jeeah for their honesty, courage, and leadership—and to everyone at the Independent Hotel Show Miami who joined us for this powerful session. Hospitality thrives on diversity. Let’s make sure our workplaces reflect it.
