Having Much-Needed Courageous Conversations on Diversity and Social Justice

Along with the COVID-19 pandemic, 2020 will be remembered as a year in which the struggle against racial injustice was at the forefront, with people from all backgrounds calling for change. This is due to the persistence and perseverance of Americans who for years have been standing up (or, in some cases, kneeling down) for what is right and just in the face of widespread ignorance, apathy and hate.

I recognize that MGM Resorts, along with many other institutions in our country, can do better when it comes to standing up for our intrinsic rights and values. This requires a willingness to have real conversations that bring light to painful truths and a determination to overturn the status quo and to lead change.

This work is long overdue. As the recently appointed CEO of MGM Resorts, I am committed to making people a core pillar of our business strategy and advancing progress on diversity and inclusion as a key priority. And, with the leadership of our Chief People, Inclusion, and Sustainability Officer, Jyoti Chopra, we intend to build on the current moment to ensure that real and lasting change is achieved. From the sustained pressure being generated by ongoing protests, to the growing expectations on the part of activist shareholders that companies address systemic racism and provide more to communities than just profits, it is clear that the focus on social issues is urgent, and we will act to catalyze meaningful change.

It was in this spirit that MGM recently launched its courageous conversations cohort program – a series of open forums whereby Jyoti and I meet with groups of diverse employees and discuss where and how MGM can improve inclusion of diverse populations within leadership and across the workforce.

The first of these forums was held in late July with a cohort of 30 Black employees from all levels of management within the company, including those working here in Las Vegas and from each of our regional properties throughout the United States. Jyoti facilitated the conversation, and I, along with MGM Resorts Board Members, Rose McKinney-James and Secretary Alexis Herman, listened and engaged with the group. In order for it to be effective, it was important that everyone was comfortable sharing honest and direct feedback about their experience as Black employees at MGM.  I am extremely grateful to every participant for having the courage to share.

The cohort identified several key areas of focus which will be addressed by various teams throughout the company.   

One area of concern centered around the lack of Black representation at certain levels within the company. In response, MGM’s talent management team will work with leadership to identify ways in which to help high-performing Black employees advance within their career paths and to broaden our sources of Black recruitment.

Another area of focus relates to the need for increasing awareness among employees at all levels of the company of implicit bias. We are looking at ways to better formalize and improve implicit bias training and inclusion education across the company, especially in high-impact areas.

MGM has long sought to increase the number of Black-owned vendors with whom we work. But, while our goals are appropriately placed, the cohort identified a lack of buy-in from many department leads, who don’t always understand the importance of achieving these goals when establishing relationships with outside vendors. As a result, methods to establish greater accountability around these goals will be pursued.

These areas of focus and the work to address them are not set in stone. Teams have been assigned to develop action plans, and the courageous conversation cohort will continually monitor and manage their progress. Adjustments may be necessary to ensure real and meaningful impact is pursued and achieved.

Our Courageous Conversation program is still in a nascent phase, but I look forward to many more conversations and check-ins with our Black employees, as well as those representing women, Hispanic and Latino, LGBTQ, Asian and other diverse populations. We are focused on continually discovering new and important ways to eliminate bias and create a more diverse and inclusive workplace for all.

This is a period of major systemic change for our country and society and for each of us as individuals. We must reflect about the world we envision for future generations. As the CEO and President of MGM Resorts, I’m committed to  our company’s role in creating a better and brighter future that embraces humanity.

Bill