DALLAS, Jan. 10, 2024 – In support of National Human Trafficking Prevention Month, G6 Hospitality, the parent company of Motel 6 and Studio 6, is renewing and expanding its long-standing efforts to combat human trafficking and raise awareness around the widespread issue.

This month, G6 Hospitality will launch a new version of its best-in-class training, “The Room Next Door,” a comprehensive program the company developed to help hotel teams identify the signs of human trafficking in the lodging industry. The training, required at every Motel 6 and Studio 6 location, is aimed at building awareness of the signs and response protocol for human trafficking.

The company is also renewing ongoing partnerships with law enforcement agencies and survivor advocate organizations in 2024, including:

  • AHLA Foundation: G6 Hospitality is a longtime partner of AHLA and the AHLA Foundation. G6 was an inaugural donor to the AHLA Foundation “No Room for Trafficking” (NRFT) Survivor Fund. Farah Bhayani, G6 Hospitality General Counsel and Chief Compliance Officer, co-chairs the advisory council that champions the hotel industry’s unified efforts to support human trafficking survivors, including how NRFT Survivor Fund grants are distributed to organizations that focus on survivor support.
  • New Friends New Life: The company partners with this survivor-focused organization that provides access to education, job training, interim financial assistance and mental health support for survivors of human trafficking and exploitation. Adam Cannon, G6 Hospitality Chief Brand Officer, is a member of the organization’s Board of Directors.
  • It’s A Penalty: The company is continuing its support for the seventh annual campaign around the “Big Game” this February in Las Vegas. The partnership will work to raise awareness and prevent human trafficking in the Las Vegas community through a variety of initiatives and events.
  • National Center for Missing and Exploited Children (NCMEC): G6 Hospitality continues to partner with NCMEC to send Amber Alerts through its property management system directly to hotel teams. 2023 was the inaugural year of the program, and it has already proven to be successful in raising awareness of missing children.
  • Marinus Analytics LLC: G6 Hospitality leverages Marinus’ Traffic Jam software reporting, which data mines and identifies advertisements for adult services at hotels.

“G6 Hospitality remains committed to combatting human trafficking across the country and has a zero-tolerance policy against it,” said Julie Arrowsmith, CEO of G6 Hospitality. “Our expanded anti-human trafficking program will ensure that our team members, franchisees and hotel teams are educated advocates who can help the industry move toward eradicating human trafficking.”

For more information on G6 Hospitality’s anti-human trafficking efforts, please visit www.g6hospitality.com.


About G6 Hospitality LLC
G6 Hospitality franchises nearly 1,500 economy lodging locations under the Motel 6 and Studio 6 brands in the United States and Canada. In 2022, Motel 6 was named the “Best Budget-Friendly Hotel Brand” in USA TODAY’s 10Best Readers’ Choice Awards. The Company was named a 2023 “Best for Vets” employer by Military Times and a Top Military Friendly® Employer for 2024. For more information, please visit http://www.g6hospitality.com/.

We recognize the importance of supporting our team members in all aspects of their wellbeing, from physical to mental to financial.

We respect, value and actively celebrate diversity. We strive to create an environment where the guests, franchise owners, team members, suppliers and partners who walk through our doors feel included and are treated equitably. 

Diversity in the Workplace: G6 Hospitality recognizes the importance of building a diverse workforce, with targeted efforts to further increase representation across our organization and at leadership levels.

To ensure all feel welcome at our properties, we implemented a G6 Values Hotline for guests to voice any concerns that may relate to diversity and inclusion. All reports are then investigated by our corporate office within 24-hours.

The success of our business is dependent on the trust and confidence we earn from our Team Members, guests, vendors and partners.  We launched our first compliance manual in the form of a Code of Conduct in 2019.  Our Code of Conduct ensures integrity remains at the heart of everything we do.  Additional policies and procedures are trained on and acknowledged annually, including:

  • Anti-Corruption Policy. Our success is also based on the quality of the services we provide to our guests and never on unethical or illegal behavior. We do not tolerate acts of bribery or corruption.  Our Anti-Corruption policy underscores our commitment to complying with laws and regulations where we conduct business around topics such as bribery, extortion and retaliation.
  • Diversity, Anti-Harassment and Anti-Retaliation Policies. G6 Hospitality strives to create an environment where all who walk through our doors feel included and are treated equitably. We do not tolerate any form of discrimination or harassment based on race, religion, color, national origin, gender, sexual orientation, disability, age or any other characteristic protected by applicable law and we prohibit retaliation against anyone who reports a concern or participates in an investigation. Our comprehensive diversity policy outlines our philosophy on diversity and belonging as well as our key focus areas.
  • Conflicts of Interest Statement: We expect all team members to conduct themselves with the highest level of integrity in all dealings with other team members, guests, suppliers, vendors, contractors, and any others doing business with G6. We avoid conflicts or the appearance of a conflict between our company’s interests and our personal interests.  We ensure that our business decisions are based on merit and fair treatment and avoid conflicts of interest.

As part of our Compliance Program, we recognize that strong compliance and ethics education coupled with leadership support can have a significant and positive impact on the way our team members act.  In 2020 we began “Compliance Corner” which provides short engaging videos, articles and messages from leaders as a monthly resource on compliance and risk topics for our team members. We believe that effecting change and culture in an organization isn’t a one-time training event, and we employ strategies to embed ethics into our daily culture.

There is nothing more important to G6 than the safety and well-being of our guests, our team members, and the communities in which we operate. G6 implements a variety of practices that help to prevent human trafficking through enhanced safety and security procedures; employee and franchise education, training and response; and partnerships and advocacy.

Our commitment to anti-trafficking efforts is made clear through our comprehensive awareness, training and response program. During 2020, G6 updated its training materials and program to ensure it was compliant with evolving legislation on anti-trafficking efforts as well as continued to remain relevant for G6 team members and contained updated information on G6’s approach to anti-trafficking efforts, including how to spot the signs of and help prevent human trafficking. Motel 6 trains all staff—from the General Manager through the most junior housekeepers—to be the “eyes and ears” and to alert the property’s General Manager, local police and the G6 Hotline upon observing any signs of suspected human trafficking or prostitution.

Room Next Door continued to be offered through G6’s online learning management system. All G6 Hospitality team members at owned and managed hotels are required to take this training annually, and franchise owners are required to provide this training to their hotel team members.