Human Rights and Anti-Trafficking
人权与反人口贩运

Human trafficking posters, which list potential indicators of human trafficking, can help reinforce training for associates, educate guests, and enable properties to comply with local laws. Follow the guidance below on best practices for use of human trafficking awareness posters.

• The posters below are optional and are available for properties to use at their discretion.
• Back-of-house posters should be displayed in associate common spaces and other readily accessible back-of-house areas. Examples include: locker rooms, cafeteria, elevators, and outside of Human Resources.
• Front-of-house posters should be displayed in public space areas that bring awareness to human trafficking but do not detract from the overall guest experience. Examples include:
  
• • Public Restrooms, such as the back of the door or near sinks and hand dryers
  • Fitness Center
  • Front Drive
  • Elevator Landings
  • Business Center
  • Pre-function Meeting Space, such as near charging stations
    
• Posters should be professionally printed on cardstock and/or framed with a minimum size of 8.5 inches x 11 inches.
• Posters should not be altered from original format or personalized to align with a specific brand or region unless mandated by state or local laws.
  

Posters that comply with the various state and local human trafficking awareness signage laws are available in the State-Specific Resources section and through ECPAT-USA’s Hotel Posters. For states and local jurisdictions that do not have specific signage requirements, any of the Marriott posters below can be used.

"Recognize and Respond" Posters

Marriott International developed four posters to complement the new “Recognize and Respond: Addressing Human Trafficking in the Hospitality Industry” training. Posters A, B, and C are intended for use in associate common areas and include common indicators in specific areas of hotels, including the lobby, guest rooms, and other public areas. Poster D is designed for public-use and includes common indicators and the anonymous National Human Trafficking Hotline for the U.S. and the Canadian Human Trafficking Hotline for Canada should guests see or suspect potential human trafficking. All posters can be downloaded and printed by the property, and the above guidance and best practices for human trafficking awareness posters should be followed.

Poster A	Poster B	Poster C	Poster D	Poster D - Canada
JPG	JPG	JPG	JPG	JPG
PDF | PDF - Bleed	PDF | PDF - Bleed	PDF | PDF - Bleed	PDF | PDF - Bleed	PDF | PDF - Bleed
PPT	PPT	PPT	PPT	PPT
Translated: Arabic | Chinese | French | Spanish	Translated: Arabic | Chinese | French | Spanish	Translated: Arabic | Chinese | French | Spanish	Translated: Arabic | Chinese | French | Spanish	n/a

Translated Posters

In 2018, the Global Safety and Security and Social Impact teams partnered to reinforce the many indicators for human trafficking by developing human trafficking awareness posters for property use and translating them into 16 languages to promote global awareness. In 2022, the Creative Services team updated the poster to match Marriott's new human trafficking awareness training, “Recognize and Respond: Addressing Human Trafficking in the Hospitality Industry," and continue to drive awareness. All posters can be downloaded and printed by the property, and the above guidance and best practices for human trafficking awareness posters should be followed.

"See the Signs" Posters

In 2019, Marriott International invited associates and properties to submit human trafficking posters that reinforce the potential indicators of human trafficking and drive further awareness. Marriott then partnered with three leading anti-trafficking organizations (A21, ECPAT-USA, and Polaris) to adapt the posters for use in public-facing areas of hotels. Posters A and B are intended for use in associate common areas and include common indicators that associates may observe throughout hotels. Posters C, D, and E are designed for public-use and include common indicators and the anonymous National Human Trafficking Hotline for the U.S. and the Canadian Human Trafficking Hotline for Canada should guests see or suspect potential human trafficking. All posters can be downloaded and printed by the property, and the above guidance and best practices for human trafficking awareness posters should be followed.

Poster A	Poster B	Poster C	Poster D	Poster E
JPG	JPG	-	-	-
PDF	PDF	PDF | PDF – Canada	PDF | PDF – Canada	PDF | PDF – Canada
PPT	PPT	-	-	-

In recent years, an increasing number of states and jurisdictions have passed laws requiring lodging facilities to combat human trafficking. Most of the laws have mandated or recommended human trafficking awareness signage in lodging facilities and/or human trafficking awareness training for individuals working in the lodging industry. This section will be continually updated as we become aware of new and relevant developments and does not represent an exhaustive list. As always, hotels should ensure they are following all applicable laws.

Note for Franchised Hotels: The information regarding current legal requirements is intended for managed hotels. It is being provided to Franchisees for informational purposes only with the visibility into the direction Marriott has provided to managed hotels. These current legal requirements are not intended, nor should be construed, as providing legal advice to Franchisees, and each Franchisee should independently consult with their respective leadership teams and legal counsel for specific guidance.

Review the Human Trafficking State Resources table or select the state link below for additional information.

For more information, see ECPAT-USA’s Unpacking Human Trafficking Reports.

Ethical recruitment means hiring workers lawfully and in a fair and transparent manner that respects and protects their rights. Key principles of ethical recruitment include: prohibition of recruitment fees to jobseekers; freedom of movement (e.g., labor recruiters do not hold passwords, identity documents, work permits, bank books, bank cards, or other personal property, and employment contracts provide termination procedures, clearly defined working hours and free time, and freedom to leave workplace or accommodations during free time); transparency of terms and conditions of employment; confidentiality and data protection; and access to remedy.

In 2017, Marriott updated its Human Rights Policy Statement to include a “no fees” recruitment policy, meaning that we do not ask for money or charge fees to applicants as part of the recruitment process. Recruitment fees refer to any fees or costs incurred in the recruitment process in order for workers to secure employment, such as fees for referral and placement, interview arrangement, mandatory medical exams, credential confirmation, reference checks, and document submission for government clearances. Marriott’s Global Procurement Supplier Conduct Guidelines also state our expectation that suppliers not charge recruitment fees as part of the application process or use fraudulent recruitment practices.

Marriott recognizes that some individuals may try to exploit and fraudulently recruit potential employees on behalf of our company. In an effort to raise awareness of and prevent recruitment scams, we have developed guidance for jobseekers and a list of approved Marriott e-mail domains. Marriott managed hotels do not require payment of a fee to be considered for employment. We also do not accept job applications via email or fax.

Additional resources on ethical recruitment include:

• Establishing Ethical Recruitment Practices in the Hospitality Industry
• Global Employment Principles
• Internal Guidance on the Recruitment Scams (PDF)
• IRIS Standard for Ethical Recruitment
  
• Technical Guidelines for Protecting Yourself from Recruiting Scams
  

Human Rights and Anti-Trafficking Volunteer Opportunities

Around the world, hotels and associates show their commitment to doing good through community engagement and volunteerism programs. These efforts can can also help uphold our commitment to respect human rights and combat human trafficking, an important step toward our Serve 360 goal of contributing 15 million hours of volunteer service by 2025. This document (PDF) will help you educate, fundraise, support, and raise awareness of human rights issues in your community.

The Code of Conduct for the Protection of Children from Sexual Exploitation in Travel and Tourism

Also known as “The Code,” The Code of Conduct for the Protection of Children from Sexual Exploitation in Travel and Tourism is a multi-stakeholder initiative, supported by ECPAT, with the mission to provide awareness, tools and support to the travel and tourism industry to prevent the sexual exploitation of children. The Code is a voluntary set of criteria that members commit to, to keep children safe. In 2018, Marriott signed The Code, and in 2020, Marriott was recognized as a Top Member for our efforts to comprehensively implement all the criteria of The Code and integrate child protection practices into all aspects of our business. The six criteria of The Code include:

• Establish a policy and procedures against sexual exploitation of children.
• Include a clause in contracts throughout the value chain stating a common repudiation and zero tolerance policy of sexual exploitation of children.
• Support, collaborate and engage stakeholders in the prevention of sexual exploitation of children.
• Train employees in children’s rights, the prevention of sexual exploitation and how to report suspected cases.
• Provide information to travelers on children’s rights, the prevention of sexual exploitation of children and how to report suspected cases.
• Report annually on the implementation of the six criteria of The Code.

Principles on Forced Labor for the Hospitality Industry

Forced labor is work that is performed involuntarily and under the threat of penalty, which occurs when people are forced or coerced to work through violence or intimidation, or via debt, retention of identity papers, or threats of reporting to immigration authorities. According to the International Labour Organization, an estaimated 25 million people in the world are in situations of forced labor. In 2017, Marriott and the Sustainable Hospitality Alliance (previously known as the International Tourism Partnership) launched the Principles on Forced Labor for the Hospitality Industry, which have helped to prioritize action to address the primary drivers of forced labor within the hotel industry. The Forced Labor Principles include:

• Every worker should have freedom of movement. The ability of workers to move freely should not be restricted by their employer through abuse, threats and practices such as unlawful retention of passport and valuable possessions.
• No worker should pay for a job. Fees and costs associated with recruitment and obtaining employment should not be paid by workers
• No worker should be indebted or coerced to work. Workers should work voluntarily, be informed of their employment terms and conditions in advance without misrepresentation, and be paid regularly as agreed and in accordance with any applicable laws and regulations.
  

Responsible Sourcing

Marriott is committed to integrating leading environmental and social practices into our supply chain and collaborating with like-minded suppliers to reduce the negative environmental and social impacts of business activities by focusing on responsible and local sourcing. We maintain a large global supply chain comprised of numerous procurement and use a hybrid procurement structure to make goods and services available at the best combination of price, quality, and service and work with diverse and local vendors when possible. Some procurement is managed by Marriott’s central procurement groups. Other procurement occurs at the local hotel level, where hotels, whether franchised or managed, are responsible for their own independent supply chains.

Marriott’s Global Procurement Supplier Conduct Guidelines are intended to promote the highest standards for human rights throughout our supply chain. They are attached to all newly negotiated contracts administered by the central procurement groups. We also strongly encourage hotels to attach them to contracts administered at the hotel level.

All associates with procurement and purchasing responsibilities are required to complete procurement training, “Procurement 101: An Introduction to the World of Marriott International,” which includes information on human rights, via DLZ.

Additional resources on responsible sourcing include:

• Global Procurement Supplier Conduct Guidelines
• Risks of Modern Slavery in Labor Sourcing
• Source Responsibly
  

Future in Training (FiT) Curriculum

As victims escape their trafficking situations, securing employment and establishing economic independence is critical their journeys to recovery and self-sufficiency. However, survivors face many barriers in their search for employment, and access to quality educational and employment opportunities is often limited. Marriott  partnered with the Global Fund to End Modern Slavery (GFEMS) to develop the “Futures in Training – Hospitality” curriculum that provides training and resources for survivors seeking careers in the hospitality sector. The seven-module curriculum, part of a broader GFEMS career readiness toolkit for survivors, covers topics, including hospitality, presentation skills, teamwork, personal presentation, time management, relationship management, and applications and interviews. Marriott and GFEMS are currently piloting the curriculum with the University of Maryland SAFE Center in College Park, MD and Sanctuary for Families in New York, NY. 

If your property hires or is interested in hiring survivors of human trafficking and other trauma, consider the Global Business Coaliting Against Human Trafficking trauma-informed company training (Youtube.com) and other resources for survivor empowerment and employment. 

Human Trafficking Awareness Talking Points

Human Trafficking Awareness Talking Points (PDF)

As Marriott International is increasingly recognized as the industry leader in combatting human trafficking, many executives and market leaders are being asked to speak internally or present to industry and stakeholder groups on the topic. Use these talking points to express Marriott’s commitment to human rights and highlight our key anti-trafficking initiatives. The Social Impact team reviews and updates this document quarterly to reflect updated data and new information. 

If you are asked to speak about our efforts by a member of the press/media, be in touch with Marriott’s Social Impact team. If you are asked to testify before a government/policy making body, be in touch with Marriott’s Government Affairs team.

Human Trafficking Awareness Training Impact

As of December 2022, one million Marriott associates at managed and franchised properties have completed Human Trafficking Awareness Training, an important step toward our Serve 360 goal of having all on-property associates trained by 2025.

• Read this message from Tony Capuano on the importance of this milestone. 
• Watch this video to learn more about how associates have put their learnings into action.
• Download this one-pager (JPG) for an overview of the wide reach of the training.

Associates who have completed the course are encouraged to download and share this badge (JPG) on social media to continue raising awareness for the training.

In January 2023, Marriott International established a new Global Property Network Standard to block websites with child sexual abuse material (CSAM) from guest internet network access, in partnership with the Internet Watch Foundation (IWF) and Cisco. IWF maintains a list of webpages that contain pictures and videos of child sexual abuse, which it shares with Marriott to block access. Then, Marriott uses a specialized technology from Cisco that proactively blocks requests to access webpages on IWF’s list before a connection is ever established. Together, this solution helps Marriott prevent CSAM from being accessed on the property networks at Marriott-branded hotels.