corporate diversity . What hasn ’ t changed is finding ways to keep mid-career women from having the existential crisis of trying to find a true work-life balance . Most women still carry a heavier burden outside of work than their male colleagues . The numbers don ’ t lie , and we know that finding ways to help associates navigate the changes in their lives will lead to a more engaged , productive , profitable , and happy team . |
Allison Reid
Arlie Sisson , SVP , global head of digital , Hyatt Hotels Corp .: According to the 2023 Women in Hospitality report from the AHLA Foundation and Pennsylvania State University , 58 % of the hospitality workforce was female in 2022 , but when it comes to leadership positions , women comprised only 19 % of C-suite roles . Challenges of gender parity inevitably take time , but it starts with recognizing and supporting women at every stage of their careers . Quite unique to hospitality is the extent to which our industry incubates and promotes from within . Whether you start out in housekeeping or as a corporate intern , there ’ s a real , attainable
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opportunity to grow . I ’ m an example of this : I started at a property front desk to where I am today . Janine Williams , founder & CEO , Impulsify : Women in technology represent approximately 26 % of the technology workforce , which on the surface sounds abysmal , but when you consider only 16 % of female college students opt for STEM programs ( science , technology , engineering and mathematics ), I would challenge that the overwhelming reason for the disparity is because only a small minority of women pursue careers in technology . I don ’ t believe the shortage of women is because they are being deprived of the opportunity by Neanderthal men who think women have no place , but perhaps by their own lack of interest in the field . When there is a disproportionate lack of female graduates pursuing an industry , there is naturally a lack of representation in the workforce . Jennifer Rausch , chief people officer , Sonesta : There have been several factors influencing the great improvements we ’ ve seen in hiring and advancing women in hospitality . We take great pride in the diversity of our workforce : Fifty-one percent of our leadership positions are held by women and 55 % of our leaders come from non-white backgrounds . Jennifer Hiblum , GM , Arlo Wynwood : There has been a noticeable increase in the number of women taking |
on leadership roles within hotels , including GM positions , like mine . This progress is encouraging and indicative of a shift toward greater gender diversity and inclusivity in the hospitality sector . However , despite these advancements , there are still areas that require improvement . One key aspect is the need for continued support and mentorship programs specifically tailored to women in hospitality . While more women are entering the industry , many still face unique challenges and barriers to advancement , such as unconscious bias and lack of access to networking opportunities . There is also the need for greater representation of women in top executive positions within hotel management companies and industry associations . Having more women in these influential roles can help drive systemic changes and promote gender equality throughout the industry . Julienne Smith , chief development officer , Americas , IHG : It ’ s been refreshing to see more women entering hospitality across all roles and sectors in recent years and , more specifically , a larger presence in leadership positions . Though we have made great strides in promoting and welcoming gender diversity and inclusion , there is still room to do more in providing women with the opportunities they need to grow and thrive . Leading hotel and hospitality companies can continue to |
Julienne Smith
drive this change internally by prioritizing more inclusive workplace cultures , providing leadership development opportunities and advocating for policies that promote gender equality . Externally , we also can support industry organizations that work to address and overcome systemic barriers that impede progress for women , such as She Has a Deal , AHLA ’ s ForWard and Women in Hospitality Leadership Alliance . Julie Richter , CFO , Concord Hospitality : In my field of real estate finance , I am in contact with very talented women on a regular basis — from bankers to brand representatives to attorneys . It is much less often that I go to a business dinner where the waiter approaches the table with his greeting of “ good evening gentlemen and lady .”
Julie Richter
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May / June 2024 hotelsmag . com 47 |