Women continue to grow in prominence and numbers as leaders in hospitality, but the industry still has a long way in fostering their professional growth.
To continue thriving in hospitality, women need like-minded allies to amplify their voices so that they can earn the recognition they deserve. This requires more than skill, knowledge and a refusal to give up. It also is dependent on women finding the right environment in which to evolve and advance their careers.
Fortunately, there are more organizations than ever before that are devoted to growing women’s presence in hospitality. With the aid of organizations dedicated solely to this mission, such as the Castell Project, and internal efforts within hotel companies and management groups, women are stepping up to lead more hotels and organizations.
The majority of hospitality jobs across the industry are filled by women, but still only a fraction of those positions involve leadership roles, and that isn’t going to change overnight. It’s important for female leaders to practice discernment when choosing an organization that is willing to magnify their voices.
1. Investigate Organizations With Diverse Cultures
Every company wants to be known as a leader in diversity, but few out there can walk the walk. This is one of the most important messages a company can send, and the manner in which it is delivered is a key indicator of how authentic the organization is at its core. Considering how challenging it is to change an organization from within, women are encouraged to choose leadership groups that support their interests from the outset. Women leaders need the support to be able to stand on their own within an organization, rather than simply fitting into traditional roles set aside for them.
The clearest litmus test as to a company’s true feelings on diversity can be done from the comfort of your own home. Sure, you can check to see whether or not women are present in the upper echelons of its leadership, but there are other key indicators of diversity as well.
For example, who is included in diversity-focused announcements released by the company? Who is featured prominently on the company website? These may seem like surface-level concerns, but the way a company presents itself to consumers is vitally important to acknowledge the direction its leaders are taking.
2. Find Ways To Enter the Conversation
Companies love to tout that they are “listening,” no matter who they are talking to. Customers, employees, shareholders and more have all been assured that leaders are “listening” to their needs and desires, and while it may be true, it’s always important to verify the veracity of claims such as these — particularly regarding internal communications.
For companies to thrive, leaders must be able to freely express ideas without the fear of being shot down. The industry is full of organizations that foster women’s success, and it’s important they include these sentiments in both internal and external messaging. Hotel leaders in a position to add to others’ voices should do so whenever possible, as positive reinforcement such as this often ripples throughout a leadership group in beneficial ways.
Hotel companies have learned about the benefit of unique perspectives, particularly throughout the industry’s recovery from the pandemic. Companies that continue to show they are a well of positive reinforcement will benefit from continued innovation as new trends emerge.
3. Celebrate Your Wins
Women are simply not trained to take credit for their ideas in the same way men are. Instead, women are taught to collaborate, share in the success and work as a group. This is an invaluable mindset for successfully building an organization, but it’s important for female leaders to remember to celebrate their wins as often as they share the stage.
Women are no less capable than men in leadership positions, but they often fail to apply for awards, recognition or even new positions despite possessing the experience or credentials to get the job done. In fact, a Harvard Business Review article found that men are willing to apply for a job even if they feel they only meet 60 percent of the listed qualifications, while women only apply to jobs when they feel they are 100 percent qualified. This discrepancy may speak to the lack of confidence women feel during the job search process and the uphill battle women face when seeking recognition for their successes, but it also indicates that women are already capable of so much more. The women who find leaders, men or women, who are willing to grow their presence will remain in control of their personal growth.
Like all leaders in hospitality, women must remember that their core values are on the line when choosing which organization to dedicate themselves to.
There are more opportunities than ever for women in hospitality leadership roles to ask themselves what they want, and whether or not their current environment is right for their continued growth. Women have already earned their place at the upper echelons of hotel leadership — it’s time for the rest of the industry to find the courage to amplify their voices.
Wendy Stevens is chief operating officer of Maverick Hotels and Restaurants.
The opinions expressed in this column do not necessarily reflect the opinions of Hotel News Now or CoStar Group and its affiliated companies. Bloggers published on this site are given the freedom to express views that may be controversial, but our goal is to provoke thought and constructive discussion within our reader community. Please feel free to contact an editor with any questions or concern.