At Marriott International, Inc., 86 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 2218 employee surveys, with a 90% confidence level and a margin of error of ± 1.73. It was published on Sep 6, 2018. 106733 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
90%
 
When I look at what we accomplish, I feel a sense of pride.
90%
 
I'm proud to tell others I work here.
89%
 
People here are given a lot of responsibility.
89%
 
People celebrate special events around here.
89%
 

What They Do

We asked Marriott International, Inc. to explain what they do. Here is what they had to say.

We are the largest global lodging company based in Bethesda, Maryland with more than 6,700 properties in 130 countries and territories. We operate and franchise hotels and license vacation ownership resorts under 30 brands.

About this Company

Website: www.marriott.com Industry: Hospitality
US Headquarters: Bethesda, Maryland, 20817 US Sites: 867
Major Locations: New York CIty, New York; Washington, DC, District of Columbia; Orlando, Florida; Chicago, Illinois; Nashville, Tennessee US Employees: 133,238
US Revenues: $18,054 million Worldwide Revenues: $22,894 million
Employees Worldwide: 416,000 Corporate Structure: Public
Stock Symbol: MAR Founded: 1927

Associates volunteer at Food & Friends

Perks and Programs

We asked Marriott International, Inc. to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • TakeCare Culture: Built on Marriott’s core value of Putting People First, TakeCare is the company’s holistic approach to associate wellbeing and Happiness. The reach of TakeCare is magnified by the grassroots efforts of over 12,000 TakeCare Champion volunteers at our hotels and other locations around the world who are passionate about wellbeing, relationship building and community. TakeCare Champions lead by example and play a key role in supporting local TakeCare efforts and creating a culture of health and wellbeing.
  • Parental Leave and Adoption Assistance: Effective January 1, 2019, Marriott will offer industry-leading paid Parental Leave that includes 8 fully paid weeks for all birth and adoptive moms and dads. Full-time and part-time associates, who work a minimum number of hours, are eligible. Birth moms will continue to receive an additional 7 weeks of partial pay for a total of 15 weeks of leave benefits. We will also increase the financial assistance to help with adoption fees to $12,000.
  • TakeCare Relief Fund: Marriott’s TakeCare Relief Fund provides monetary assistance to associates who are victims of hurricanes and other natural disasters, as well as other personal hardships. This past year, more than 2,600 grants for over $5 million were distributed.
  • Diversity & Inclusion Leader: Marriott has one of the most diverse U.S. workforces with 65% minorities and 54% women. In 2019, Marriott will celebrate the 30-year anniversary of establishing the industry’s first formal diversity and inclusion program, and the 20-year anniversary of the launch of our Women’s Leadership Development Initiative to focus on developing a strong pipeline of women leaders, providing opportunities for women to network and build mentoring relationships, and promoting work-life effectiveness. A board-level Committee for Excellence drives global diversity and inclusion efforts and monitors progress with a Diversity Excellence Scorecard. The Global Diversity and Inclusion Council led by President and CEO Arne Sorenson advances Marriott’s progress and ensures the integration of a diversity and inclusion focus across all aspects of our global business strategy. Having achieved gender representation parity for our CEO’s team, we established a new goal: By 2025, we will achieve the same for Marriott’s entire global leadership team.
  • Global Career Growth Initiative: In 2018, Marriott launched a new Global Career Growth Initiative focused on hourly associates. A great source of pride at Marriott is seeing people begin in entry-level positions, achieve success and grow their careers. In fact, more than 50 percent of our general managers started with the company in hourly positions. To do more to support hourly associates as they plan and prepare for career growth, we have launched a multi-year initiative to provide more and better career development resources for non-management associates.
  • Global Voyage Leadership Development Program: Recent college graduates have an opportunity to immerse into the Marriott culture over 12 to 18 months and gain exposure to hands-on discipline-specific training; custom technology to access program curricula; a social media platform to connect with other Voyagers around the world; executive speaker series where they can interact with global leaders; and a virtual hotel simulator that enables Voyagers to manage a hotel and compete globally. Additionally, the Voyage Mentor Program connects Voyagers with Marriott mentors from around the world via 1:1 meetings or group roundtable discussions. Thousands of Voyagers have been hired into the program from more than 55 countries. As Voyagers graduate, many move into entry-level management positions within Marriott. On our YouTube channel, we’ve posted 14 “A Day in the Life of a Voyager” and “Voyager Voice” videos.
  • Hotel Discounts: On a space-available basis, Marriott associates and certain family members have access to discounted Explore Associate Room Rates. Associates may also provide a discounted Friends and Family Rate to any friend or family member. Associates with 25 years or more of service enjoy Quarter Century Club lifetime complimentary rooms at participating Marriott properties, even after they leave the company.
  • Marriott Awards of Excellence: Every year, Marriott honors the “best of the best,” a group of associates nominated by their colleagues for outstanding customer service, corporate citizenship, culture, wellbeing, or diversity and inclusion efforts. Flown in from around the globe, honorees are treated to a red carpet welcome and an evening of celebration and praise featuring Marriott senior leadership and hundreds of colleagues. Their heartwarming stories exemplify the core values of Marriott and are featured along with photos and videos on our website: https://www.marriott.com/culture-and-values/awards-of-excellence.mi.
  • Associate Appreciation Week: For the past 20 years, Marriott has marked the anniversary of its founding, May 20, by setting aside a week to express appreciation to our global family of associates. Associate Appreciation Week provides the opportunity to thank associates for all they do every day to embody our enduring core values: Put People First, Pursue Excellence, Embrace Change, Act With Integrity and Serve Our World. At Marriott locations around the world, managers and associates show their appreciation to their teams, their co-workers and their communities through a variety of engaging and fun activities. Special themed days during the week include: TakeCare Wellbeing Day, UNITY Day and Spirit To Serve Our Communities Day. Please visit our Twitter, Instagram and Facebook platforms for photos.
  • Hiring Our Heroes: In 2018, Marriott entered a new veteran partnership with Hiring Our Heroes that includes offering a 12-week fellowship program for service members who are transitioning to the civilian workforce. As a host company, Marriott provides hands-on training and education, mentorship, challenging projects that enable fellows to build skillsets and illustrate their value, and access and exposure to company executives. Our careers microsite for veteran job seekers highlights Marriott’s alignment with military culture and values. The site includes a Military Translator tool that enables veteran job seekers to find Marriott jobs that align with their military experience. This past year, we launched new branding and vet imagery on the site.

COMPENSATION BY THE NUMBERS

$11688 Maximum match of employee’s 401(k)/403b contribution77% Company-paid health coverage for employees
70% Company-paid health coverage for dependents 77% Company-paid health coverage for part-timers
30 hours Weekly hours required for part-timers to receive health insurance $5,250 Average Tuition Reimbursement
TakeCare Champions celebrate TakeCare Wellbeing Day

WORK-LIFE BALANCE BY THE NUMBERS

25 days Paid time off after one year of full-time employment 18 days Paid time off after one year of part-time employment
17 days Paid sick days after one year of full-time employment 10 days Paid sick days after one year of part-time employment
18 Days Paid time off as of first day of full-time employment 10 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (15% use it)
  • Telecommute option (5% use it)
  • Job sharing (1% use it)
  • Compressed work weeks (8% use it)
  • Subsidized On- or Off-site Fitness (70% have access)
  • Medical facilities (at some locations)
  • Onsite Amenities (TakeCare Champions, TakeCare wellbeing challenges, mindfulness walks, healthy food in associate cafes, healthy cooking sessions, Treadmill meeting rooms and individual treadmill desks, bike desks, fitness classes, chair massages, nap pods, car sharing program, ride-share commuting program, free parking, preferred parking for hybrid vehicles, farmer's market, meditation rooms, Pilates studio, cancer screening (breast, prostate and skin), cholesterol tests, BP screening, flu shots, biometric screening, diabetes screening, nutrition consultations, Weight Watchers, blood drives, health fairs, CPR training, ergonomic work station evaluation and seminars, Body Mass Index (BMI) measurement, dry cleaning, convenience/gift shop, post office, credit union, etc. (Some onsite perks vary by location.))

FAMILY CARE BY THE NUMBERS

70 days Job-protected maternity leave (including FMLA/STD) 10 days Fully-paid maternity leave (does not include personal vacation or paid time off)
9 days Average length of maternity leave new mothers take70 days Job-protected paternity leave (including FMLA)
10 days Fully-paid paternity leave (does not include personal vacation or paid time off)8 days Average length of paternity leave new fathers take
$5,000 Adoption benefit70 days Job-protected parental leave for adoptive parents (including FMLA)
10 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. Not all employees are eligible for parental leave benefits.

FAMILY CARE PROGRAMS

  • On-site or near-site backup childcare center
  • Lactation room(s)
  • Paid sick leave to care for a child or relative

HEALTH INSURANCE COVERS

  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

8 hours Paid time off to volunteer $44,725,691 Philanthropic donations in last year
Chief Global Communications & Public Affairs Officer and Chief Global Officer, Global Operations Leads environmental impact team Third-Party Conducted Environmental impact audit
135 LEED certified building(s) Yes Sustainable commuting program
Yes Renewable energy program Yes Recycling program
Yes Locally-sourced food program

Diversity

  • EVP and Global Chief Human Resources Officer oversees diversity and inclusion practices
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Disabled employees; Speakers of English as a second language
  • 2600 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity

 

Workforce Diversity

 
Associates showcase their Marriott Core Values T-shirts in Atlanta

DEMOGRAPHICS

 
TakeCare mosaic of Mr. Marriott and CEO Arne Sorenson created from thousands of #Associate Appreciation Week photos from associates across the globe

How to Get Hired

We asked Marriott International, Inc. for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

We seek associates who have values aligned with Marriott’s: Put People First, Pursue Excellence, Embrace Change, Act With Integrity and Serve Our World. We are team-oriented and characteristics such as trust, loyalty and dependability are important. Our associates must excel at quickly establishing relationships and relating to the individual needs, concerns and interests of guests.   In his LinkedIn blog, Marriott President and CEO Arne Sorenson wrote, “Hiring the right talent is one of the most critical aspects of our business. … When I’m looking to hire, I look for someone with a passion for the job. We can train you to work at the front desk, but we can’t train you to be empathetic or to smile. … Even for jobs that are not customer-facing, whether in the back of the house or in our headquarters, a genuine interest in your work is essential for me as an employer.”

What can prospective employees do to get your attention?

Prospective associates can get our attention at recruitment events and by connecting with us online through various features such as:   “Stay in Touch” enables visitors to our mobile and desktop careers’ sites, and other social media channels, to opt-in to receive job updates and alerts from Marriott based on their geography and job preferences. Users receive alerts for new jobs that may be a fit for them and useful information to help them through the job search process. We also help connect them with our social media channels.   “Connect With Us” is a section on our careers site with quick links to the many social networks users can visit to experience Marriott career journeys, connect with our talent recruiting teams, network with our Talent Community Crew, and get up-to-the-minute company information on recruiting and career events. The quick links include Facebook, Twitter, Instagram, LinkedIn, Snapchat and “Stay in Touch.” 

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

The company is especially seeking candidates for positions in operations, culinary and administration. In culinary, for example, Marriott continues to focus on providing exceptional, creative and relevant food and beverage experiences for our customers. A main component of this is attracting and selecting associates who bring enthusiasm, customer-focused service and an entrepreneurial spirit to how they work. In the U.S. and globally, we are seeking exceptional talent to contribute and lead in our property culinary, restaurant and bars experiences.

What should interested candidates do to find out more and get started?

Visit our careers site to learn about Marriott’s culture, history, and commitment to diversity and inclusion. Read stories and watch videos on Marriott.com about our associates, especially Awards of Excellence honorees. Visit our Heart of the House site at http://stories.marriott.com/ with stories recognizing our associates. Check out MC, Marriott’s Career Concierge Chatbot on Facebook and Marriott.com/careers Subscribe to Marriott Careers on YouTube to view videos highlighting Marriott’s culture and career opportunities. Follow Marriott International, J.W. Marriott, Jr., Arne Sorenson, David Rodriguez and Overheard@Marriott on LinkedIn; Marriott Careers on Twitter, Instagram and Snapchat. Become a fan of Marriott Jobs and Careers on Facebook and interact with our Talent Community Crew. Visit http://yourspace.marriott.com to view thousands of workplace photos submitted by associates. Visit our hotels – walk around, have lunch, stay for a while; and while you are there, talk with our associates.

hiring Outlook

10 Average applicants per opening 700,367 Total job applicants
21% New hires by employee referrals 32% Openings filled by current employees
17% Voluntary turnover for full-time employees 25% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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