'Women will not achieve meaningful change without allies'
Equality is a conflicting notion. You can have equal rights yet still be treated unfairly. I’m relieved most of us call out that distinction today, because although equality sounds fair, it is only by affording equitable opportunity that we lay the ground for true impartiality.
Equality is giving everyone a shoe. Equity is giving everyone a shoe that fits.
While we have seen positive movement and industry engagement thanks to TTG, AWTE, Women in Travel, everywoman and others, we still have a long way to go. The stark reality is that women in travel earn almost 15% less than their male counterparts, while fewer than 40% are in managerial roles – falling, shockingly, to 8% at board level.
And if we look deeper into women from ethnic and minority backgrounds, the figures are even more pitiful.
Diversity, equity and inclusion rarely feature on leadership agendas, with just 15% of companies reporting DEI being raised regularly at board meetings or probably because those boards are not representative of the diversity that exists within our wider communities. If the same people continue to talk to each other, we’ll continue to get the same results.
And it’s not just about opening the door and letting women pull up a chair. It takes a village to effect change, it demands buy-in from the top down at all levels. Women, and all those who are underrepresented, will not achieve meaningful change without allies.
Real collaboration will be key to success. As our allies become our biggest advocates, we not only have a seat at the table, but our voices are heard. And if leaders drive genuine, authentic action, with accountability at every level, we will all find a shoe that fits.
Jo Rzymowska is founder of Jovolution Ltd and is a non-executive director of Hays Travel. She is a former managing director EMEA of Celebrity Cruises.
'This problem is not exclusive to travel, but it plays out here'
Do women have equal opportunity to progress in travel? In theory, yes; in practice, no. For years, women have been told we can pursue our careers to the very highest level and have the same opportunity to succeed as our male counterparts.
Unfortunately, infrastructure in the UK doesn’t support this. Caring responsibilities, managing the household and domestic activities still fall disproportionately on the woman. According to research, a staggering 75% of unpaid work is done by women. Women spend between three and six hours on unpaid work per day compared to men’s 30 minutes to two hours.
During the pandemic women were not only 24% more likely to lose their jobs due to insecure contracts and lower level positions, but also to be burnt out by homeschooling and running the house while holding down jobs.
This problem isn’t exclusive to the travel industry, but it certainly plays out here. Our workforce is largely female (55% or more) – mostly at junior level, with numbers decreasing rapidly further up the ladder. The top 10 highest paid senior positions are still held by men, therefore the gender pay gap is still high– as much as 60% in aviation.
This is is why Women in Travel CIC’s male allyship programme is so vital in the journey towards better DEI. Encouragingly, Expedia’s new incoming CEO is the fabulous Ariane Gorin, but she will still be in the minority.
Some of the changes needed are bigger than our industry, but greater flexibility and a rethinking of career pathways are needed to truly reach equal opportunity for women in our sector.
Alessandra Alonso is founder and managing director of Women in Travel CIC.
'I've learned it's essential allyship is a two-way relationship'
While I do believe the situation is improving, there is much more to be done when it comes to women having access to equal and fair opportunities in the travel industry.
Male allyship, while it may feel slightly counterintuitive, is a productive way to avoid the isolation some women feel in workplace and the boardroom. Creating strong working relationships with those who can support you in the workplace, and throughout your career, is invaluable.
However, it’s essential this is a two-way relationship. It’s not, or shouldn’t be about, having to feel like you need to fight for every inch. Having a supportive ally to back your corner, both privately and publicly, is a great asset.
My own personal experience of this comes in the form of allyship to Vicky Billing, Riviera Travel's head of trade and partnerships, and Roxy Ilbury, our channels marketing manager. These relationships are very much a two-way street where ideas and opinions can be aired and discussed in the right way.
We all have different approaches and points of view, that when combined and applied in the right way can produce fantastic outcomes. Diversity is key and we need women in our leadership teams to ensure every travel business continues to flourish.
There are some wonderful and talented female figureheads in travel that make fantastic role models, which hopefully serves as inspiration to women across the sector. There are also brilliant organisations that promote women and diversity, so my advice is to seek them out and be part of the growing voice of women leaders.
Dream big, achieve big and surround yourself with supportive peers.
Stuart Milan is Riviera Travel's trading director. He is the latest recipient of the Association of Women Travel Executives' Ambassador Award, which recognises male allyship.
'There’s a growing acknowledgment gender diversity drives innovation and business success'
The opportunity for those who identify as women to advance in our industry can vary based on sector, region and company culture. Historically, gender disparities have always existed in the industry, challenging women’s progress in terms of equal pay, leadership representation and realising their ambitions.
However, in recent years, we have seen significant strides in addressing these issues and promoting gender equality.
Many companies have introduced mentorship programmes, diversity training and guidance targeting gender bias. Moreover, there’s a growing acknowledgment of how gender diversity drives innovation and business success.
But obstacles persist for women’s progression, such as systemic biases, stereotypes and cultural norms affecting hiring and promotion. Plus women – especially in under-represented groups – encounter challenges related to work-life balance, unconscious bias and access to networking.
Nevertheless, there are inspiring stories of women reaching leadership roles and making significant contributions to the industry. Organisations like AWTE and Women in Travel CIC empower women through mentorship programmes, creating events to place those women onto platforms where they can inspire others.
While progress has indeed been made, more efforts are needed to ensure equal opportunities for women to thrive. Continued action on gender disparities and diversity will be crucial for creating an inclusive workplace for the future.
Lindsay Garvey-Jones is Holiday Extras' national retail manager.
