Chopra also introduced MGM’s People Philosophy; the four components of the philosophy are to demonstrate empathy and a caring approach, welcome and encourage multi-directional and real-time feedback, adopt an outside-in approach and build change endurance.
Though the philosophy is designed to permeate MGM culture for years to come, it takes on a special significance during the coronavirus pandemic, where companies including MGM have laid off or furloughed thousands of employees.
“Managing through the crisis has led us to move to a more dynamic, real time model in areas like workforce management and planning,” Chopra told Gaming America. “What’s important is to continually review, refine, and refresh against the operating environment.”
Chopra, who joined MGM in November 2019, is tasked with implementing a caring and inclusive culture that delivers strong guest engagement and hits shareholder goals.
MGM plans to do this by growing gender equity in the company and reducing inequalities.
“An important part of our work in diversity and inclusion has centered around advocacy and active listening,” Chopra said. “In particularly in the wake of the killing of George Floyd and the social unrest that we’ve seen in the United States, we as a management and leadership team at MGM Resorts thought it was really important to be connected to our colleagues, to actively listen to their concerns and hear what was on the top of minds of our colleagues and employees.”
Chopra said that over 70% of the workforce is diverse, but that diversity does not extend far enough to the upper management of the company.
As part of a path to increase senior diversity, MGM has launched a one-year leadership development program for 52 potential top leaders.
“It’s being sponsored by Bill Hornbuckle and this cohort is meeting on a regular basis,” Chopra said. “That’s one example of how MGM is investing in talent and future development of our leaders.”
