Dudley sees educating oneself as the first step towards taking an active stance against any social injustice, such as racism, which she says is rampant in the industry.

“It is far too easy for one to state that they don’t believe in the existence of an issue simply because it has not been experienced personally,” she points out. “To dismiss a peer or neighbour’s feelings, experiences and traumas as over-exaggeration or imaginings is a clear indication of how we value the well-being of others. Racism is very prevalent in our industry and we need to acknowledge its existence in order to open minds and allow for sustainable change.”

In order to have greater representation across the industry, she says sales teams, business development managers, executive teams and boards need to display more diversity.

“The marketing and messaging that is sent internally and externally should be inclusive and genuine. This includes tourism boards and brand managers. Consumers want to feel valued, represented, and safe. I am personally tired of the narration that suggests we are not a significant segment of the travel industry,” she says. “Qualitative and quantitative data is available that clearly identifies that BIPOC are major consumers in the tourism industry, yet we are extremely unrepresented. The talent pool is too vast for me to believe that I can still find back of house staff filled with minorities and have senior management be comprised predominantly of white men and on the rare occasion, a woman.”

As a travel designer and certified destination wedding planner, when she visits properties and off-site venues in the destinations she sells, Dudley says she looks at the photos of the management team and is almost always disappointed.

“When I delve further and ask about their career paths, I see a common distressing theme: The assistant manager or supervisor has been in that position for 10 years and is a valued and respected team member. While the GM position has constant turn-over, populated by a steady stream of candidates from outside of the country. That’s just the Caribbean — a small portion of the world. Take a closer look at other destinations or even here at home and take notes,” she reflects. “The situation regarding representation can be improved but it will take bold moves and dedicated change-makers willing to expand and collaborate to break through a system that is so deeply rooted in our consciousness.”

As Black travellers have only been offered the freedom to “move about the world” seemingly freely in the late 20th century, she says this more recent history of expanded travel brings some misconceptions. (Take a look at The Green Book for context and understanding of the times before 1960.)

“People assume black consumers have lower budgets to spend on travel. The world dismisses our spending power. They assume we don’t have ‘good credit’ or available funds. People assume that those of us who travel are rich or celebrities. Many assume that black travellers only take cruises. Many assume that we are not interested in the adventure travel segment. Some people assume that we don’t even have passports. They assume we aren’t interested in volunteering trips,” she says. “Contrary to popular belief, black travellers are journeying to all corners of the globe. They are coming back home and encouraging a friend or relative to save up, pack their bags, and begin their journeys.”

She says recruitment and career development will help drive more inclusivity within the industry.

“We need to create environments where our workplaces reflect reality. The talent, knowledge and experience is out there waiting for an opportunity to interview or even intern to show the industry what they are made of,” she says. “Countries across the globe have study abroad programs. Historically Black Colleges and Universities all across the US have accredited and highly-rated hospitality and tourism programs. In Canada, our college and university diversity and inclusion departments should find more opportunities to showcase quality Black, Indigenous, and other students of colour at their institutions and partner with potential employers. In turn, marketing on all levels needs to follow suit with the commitments and bold statements we have been witnessing on social media. It is one thing to say you are an ally. It is another to actually live by your new bond to work towards an inclusive community. Other industries reach back and recruit on campuses for diversity. We need to broaden our reach. These action need to consist of a  true and sincere spirit that will lend to open-mindedness, genuine partnerships universal growth.”

Looking forward, she hopes to see more representation in destination wedding promotion or a cruise advert.

“Can I see a black family #lethawaiihappen? I want to hear success stories about BIPOC graduates who did not give up their undergraduate dreams due to lack of opportunity, development, exclusion or promotion,” she says. “And it would be a wonderful day when I finally see some representation and respect on the black communities’ financial contributions to the growth and stability of our global travel and tourism economy.”

During this time, Dudley says those in leadership roles in the travel industry need to step up and encourage the change first by broadening their own narrow-mindedness with new ideas and experiences that can only be found when they expand their network of connections past the colour of one’s skin. 

“Leadership should also support and foster environments where we do not have to fear repercussions when we speak out, defend ourselves/others and reveal our truths,” she adds. “Mark Twain said: ‘Travel is fatal to prejudice, bigotry, and narrow-mindedness, and many of our people need it sorely on these accounts. Broad, wholesome, charitable views of men and things cannot be acquired by vegetating in one little corner of the earth all one’s lifetime.’”