Editor's Choice Fintech Trending

Calls for greater inclusion in all travel companies is championed by industry leaders

New whitepaper shows lack of clear leadership track holds back women from senior level jobs

Fifty-four per cent of women make up the global tourism workforce compared to thirty-nine per cent in the broader economy and yet many still struggle to follow a clear leadership track to senior positions and so remain in lower-level employment. In travel, specifically, the overall percentage of women in executive roles in commercial, general management, or financial leadership positions – excluding human resource – drops to just 20.7%. As another International Women’s day is celebrated across all industries and countries, five leading travel companies spell out how to make long-lasting changes to create a diverse and inclusive workplace in any organization.

Melissa Maher, chief inclusion officer of Expedia Group, comments “With one in ten people working in travel, our industry has an opportunity to ensure our workforce reflects the diverse customers, partners and communities we serve. I spend a lot of time in discussion with a range of people both inside and outside of our organization, and this is a topic that people are really passionate about.”

The “Gender Diversity in the Travel Industry” whitepaper co-authored by PhocusWire and Expedia Group with insights from American Airlines, Avis Budget Group, HEI Hotels and Resorts and Marriott International, illustrate how companies can create a culture of inclusivity that enhances both the experience of employees but also has a positive impact on business performance.

Comprehensive diversity and inclusion (D&I) research shows the many advantages that a diverse workforce brings. In addition, companies with higher D&I show 19% higher revenue due to innovation and are 35% more likely to have above-median financial returns.

The “Gender Diversity in the Travel Industry” whitepaper identifies some key areas for companies to work on:

●  Provide a plan for leadership growth – form councils within the company to directly address growth bias, and mentor diverse candidates for leadership positions

●  Put bias aside – Preventing bias is absolutely crucial. Companies need to implement scalable Unconscious Bias training, and take active steps to reduce bias through natural language processing.

●  Be a better ally – an ally takes action for the equality of marginalized groups: they mentor, call out inappropriate behavior and use inclusive language

●  Individuals first – start at the individual level: make sure every individual feels included and embraced to drive greater employee satisfaction

● Recruit with D&I in mind: recruit broadly and leverage gender balancing tools like Textio to remove gender language and bias in job descriptions

Maher concludes, “D&I is a journey that requires constant listening, learning, and implementation of policies and programs that foster inclusion and belonging. At Expedia Group, we are deeply committed to an inclusive culture, as we know it is key to making us a stronger and smarter company.”

Please download the “Gender Diversity in the Travel Industry” white paper here.


Related posts

The Arab Financial Inclusion Innovation Prize 2021 Winners Include Stryve and Mozare3

Francis Bignell

Crypto Ratings Council Nudging Regulators to Step Up

Mark Walker

New Initiative to Advance Suptech for Financial Supervisors and Regulators in Low Income Countries

Polly Jean Harrison