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Leigh Taylor
senior in college interning on Wall Street in a real estate and hospitality investment banking group of a major bank . There were virtually no senior women . It was even tougher back then than it is now . If you ’ re a recruiter or hiring manager , don ’ t underestimate female applicants ’ grit and determination to be successful within an old boys ’ club or doubt their areas of interest , whether they are a 20-yearold starting as an analyst or a seasoned 55-year-old joining the Board of a publicly traded company . It ’ s easy to assume that someone won ’ t pass the team ’ s “ fit ” test . Those nuanced and passive decisions probably happen more often than proactive gender bias in hiring decisions . In my experience , doing a killer job and not trying too hard to “ be one of the boys ” was the recipe for success and great relationships . Patel , Red Roof : Resolving this issue requires collaboration . We , as an industry , are used to working as a team to be effective , but those in hiring positions must form diverse panels to avoid favoring biases or creating unfair
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judgements for hospitality to become more inclusive . Red Roof supports this cause , such as the SHE Leads conference , where women business owners learn about mentorship programs and opportunities for growth . The more we share stories of successful women thriving in our industry , the more powerful women we will attract to this space . Uber , ESA : Several things can be done to further support the hiring and development of women in all areas of the hospitality industry . This includes rotational training in high school and college hospitality programs that encourage less traditional roles as part of their coursework . There is tremendous value in experiencing a range of onproperty operational roles and learning about the financial elements of operating , owning , buying or selling a hotel before ascending to a leadership position . Mumtaz Ahmed , Rosewood : Unfortunately , there is unconscious bias when it comes to recruiting that is just now coming to the surface . It has perpetuated our reality of certain roles or departments being occupied by majority men or women and others being more gender inclusive . The best way to diversify traditionally male-dominated areas is to enable and empower female co-workers to grow . When women start to break the glass ceiling , they tend to bring other women along with them . At Rosewood , we are lucky to be |
led by a female CEO , who has surrounded herself with equally powerful women . Dinger , My Place Hotels : This is an area where women can make significant strides by challenging stereotypes and pursuing opportunities to be considered for these positions . You can ’ t expect to be considered if your interest is not made known . In my view , the skills necessary for success in development are not gender specific . By positioning ourselves to understand the business thoroughly , leveraging available resources and actively pursuing growth opportunities , we can confidently pursue and will excel in these positions . You ’ ve got to be confident and go for it ! Patel , Ridgemont Hospitality : Recruiters and boards can begin their search for candidates for higher positions by disregarding preconceived notions about who should be included in the candidate pool . They should seek individuals , regardless of gender , who excel in their current roles , demonstrate motivation and have proven their ability to learn and adapt to challenges .
Sophie Richard
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Richard , M & L Hospitality : It is time for companies to recognize that gender and age are irrelevant to skills and dedication . I believe that balanced gendered organizations will always have a cutting edge as each person will bring different sensibilities , which greatly strengthens the overall group . Brainstorming sessions in a diverse group bring incredible results . If higher level recruitment and organizations could see and experience this , there would be no going back .
Tina Burnett
Burnett , G6 Hospitality : An inclusive workforce is critical and boards must recognize and understand the importance of having different perspectives represented at the table . It ’ s also important to pause and question : Why aren ’ t women as prevalent in areas like operations as they are in marketing ? What steps can be taken to change that ? Women are natural innovators who make fantastic leaders and can grow a flourishing business from the ground up . And , while being “ emotional ” has historically been coined a weakness in leadership , many overlook the emotional strength it takes in fostering much deeper connections with
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May / June 2024 hotelsmag . com 51 |