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seasoned CCO , we get her takes on the biggest trends and topics currently facing and impacting the hotel industry .
HOTELS : How much improvement has there been in the hiring and advancement of women within the hospitality industry ? What needs to improve ? Goshow : This is a
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straightforward question that necessitates a very complex response . I do see improvement ; I am living proof of that . Many prominent hospitality brands have made meaningful strides in their female leadership quotient across multiple disciplines , including Marriott and Accor , which lead the way with women comprising 40 % and more than 50 % of their core leadership teams , respectively . Most importantly , these brands are creating momentum for change throughout the industry . I recently attended an industry event where 80 % of chief commercial officers in attendance were female .
Our industry has typically demonstrated a reasonable gender balance at the DOSM and VP S & M levels . With the growing interdependence between sales , marketing and revenue strategy driven in part by consumer buying behaviors and technological advancement , we have witnessed the evolution of women into the role of a chief commercial officer .
I have long believed we should hire candidates based solely on their capability to successfully perform a role regardless of gender , race or religion . On this basis , I do not support positive discrimination programs that force quotas . Simply put , each person sitting at the table of a boardroom should be there based on merit , contribution and ability to add value . There is no pride to be found in a “ forced
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appointment ,” and , frankly , doing so only undermines those who have ascended through sheer hard work and genuine achievement .
We must acknowledge basic human facts . Some genuine differences existing between men and women can influence and interrupt both their availability to participate in the workforce at a senior level and their opportunities for advancement . Ultimately , it ’ s a numbers game . If we don ’ t have female players in the talent pool to hire from , the composition of our C-suite will continue to be challenged .
HOTELS : You lay out some striking examples and reasons for what potentially is holding women down and out of higher achievement in the workforce . What are they ? Goshow : ➊ Men can ’ t procreate . And so , the first blow to our population of hospitality talent is felt . Moreover , significantly more women than men will choose to withdraw from the workplace following their maternity leave to raise their children . According to an article published by the Mayo Clinic in January 2021 , more than 50 % of women return to work after their maternity leave , which implies that just under 50 % don ’ t .
➋ Menopause derailment issues are real . The 2023 research conducted by the Korn Ferry Institute explored
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Kristie Goshow , CCO , KSL Resorts
the magnitude of menopausal impact on the female workforce , stating that approximately one in four women has quit her job or is considering it , and 44 % of those women are senior leaders or senior executives . While this statement is not specific to hospitality , it is indicative .
➌ Ageism across genders is not equal . Aging male leaders are perceived to bring wisdom , confidence and clarity . Aging female leaders are perceived to offer less relevant value and be more challenging to manage . In short , women are judged differently from men at every age .
A Bureau of U . S . Labor Statistics report showed that women make up 51.2 % of the hospitality workforce , but only 30 % of the sector ’ s leaders . It should not surprise anyone .
HOTELS : Traditional roles for women in hospitality have been in areas such as marketing , design , HR or housekeeping . Other areas such as development carry “ old boys ” mentalities . How can recruiters and boards be more inclusive and cognizant across disciplines outside
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Oct / Nov 2024 hotelsmag . com 59 |