Empowering women in the hotel industry by advancing diversity, equity, and inclusion, ET HospitalityWorld
Last month, during my vacation at a prominent timeshare company, I had the opportunity to meet the hotel’s General Manager. Engaging in discussions relevant to our roles in the hospitality industry, one notable topic emerged—the imperative to enhance the representation of women within the organisation. The GM informed me that, as part of their organisational policy, they were mandated to maintain a workforce composed of at least 20 percent women. This revelation excited me, especially given my background in researching the career aspirations of women in the hospitality and tourism industry.
Further underscoring the importance of gender diversity in the hotel industry, a recent conversation with the principal of a leading hotel management college in Mumbai echoed the need for more women in the field. In fact, a government tourism development corporation is actively assigning resorts to be managed exclusively by all women teams. Facilitating this initiative, the principal connected me with the Managing Director of the corporation, who was looking for women resort managers. I promptly shared information about Indian Women in Hospitality (IWH) to provide interested individuals, contemplating a career change or seeking new opportunities, with valuable insights. These instances serve as clear evidence of the pressing need for increased female participation in the growth narrative of the Indian hotel industry. Beyond gender, there is a broader call to embrace diversity and inclusion in all their forms.
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The hotel industry, known for its dynamic and vibrant nature, plays a crucial role in the global economy. As businesses strive to create inclusive environments, the emphasis on diversity, equity, and inclusion has gained prominence. One specific area that requires our attention is the underrepresentation of women in the hotel industry. There is a need for encouraging diversity in the sector, particularly by employing and retaining more women, and how it contributes to organizational success.
While the hotel industry is recognised for its diverse workforce, gender disparities persist. Women remain underrepresented in leadership roles, facing challenges such as unequal pay, limited career progression, and a lack of representation in decision-making positions. To ensure true diversity, equity, and inclusion, hotel businesses must actively address these disparities. Research consistently demonstrates that diverse teams contribute to enhanced innovation, increased productivity, and improved financial performance. In the hotel industry, where customer satisfaction is paramount, diverse perspectives bring a competitive edge. By employing and retaining more women, hotels can tap into a broader talent pool, resulting in a workforce that mirrors the diverse needs of their clientele.
Some measures that will help DEI at workplaces are:
Encouraging an inclusive culture to attract and retain women in the hotel industry, organisations must focus on creating an inclusive culture. This involves implementing policies that support work life balance, flexible scheduling, and equal opportunities for career advancement. Additionally, providing mentorship programs and facilitating leadership training can empower women to take on leadership roles within the organisation.
Enforcing equal pay and career progression by addressing the gender pay gap is a critical component of promoting equity in the hotel industry. Organisations should conduct regular audits to identify and rectify any disparities from the roadmap planned. Also, providing clear pathways for career progression and mentorship opportunities ensures that women have the support and guidance needed to advance in their careers while handling responsibilities on the home front. Supporting work life balance by recognising the unique challenges that women often face in balancing work and family responsibilities is vital. Offering family friendly policies, such as parental leave, childcare support, and flexible work arrangements when needed, contributes to a more inclusive and supportive work environment.
Implementing diversity training helps create a culture of inclusion, organisations should implement diversity training programs. These programs should raise awareness about unconscious bias, promote cultural competence, and emphasise the importance of respecting diverse perspectives. By encouraging a culture of understanding, hotels can create an environment where everyone feels valued and appreciated. The hotel industry must continue to prioritise diversity, equity, and inclusion. By actively seeking to employ and retain more women, organisations can harness the benefits of diverse perspectives and contribute to a more inclusive and innovative workplace. Ultimately, a commitment to DEI not only aligns with ethical principles but also serves as a strategic imperative for the success and longevity of hotel businesses in an ever evolving and dynamic global landscape.
These are truly my thoughts and wish for a more inclusive and progressive hotel industry. It’s one of the best industries to work in, giving ample opportunities to grow holistically. It needs to strengthen that culture and make it sustainable.
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