LEADERSHIP: BREAK THE BIAS

BREAK THE BIAS

TO MARK INTERNATIONAL WOMEN’S DAY IN MARCH, RUTH HOGAN SPOKE TO SEVERAL LEADERS IN THE HOTEL INDUSTRY ABOUT THEIR OWN CAREER JOURNEYS, ADVICE FOR THOSE STARTING OUT, AND THEIR VIEWS ON HOW TO PROMOTE GENDER EQUITY.

SHAIZEEN CONTRACTOR

Senior Commercial Director, Australasia, Hilton Hotels

When I first started my career in hospitality and revenue management, I would often see surprise from my colleagues when I was introduced as the Revenuelead for the business. An automatic reaction, expecting a man to manage the numbers and not awoman. It didn’t take long however for them to realise that I was capable and had the credentials to do the job and I rarely got resistance then after.

I have always been offered career opportunities – not because of my gender but because my leaders believed that I was the best person for the role. Having two kids and juggling a complex role that involves travel has never been easy, but I have always had the support of the company I worked for and the support of my leaders.

My role as a female leader is to help other female team members achieve their full potential, assist them in building their own confidence and show them that they do not have to make a choice between “working” or “staying at home”.

LEANNE HARWOOD

SVP Managing Director – JAPAC, IHG Hotels and Resort, President, Accommodation Association

SVP Managing Director – JAPAC, IHG Hotels and Resorts Freeing the world of bias, stereotypes and discrimination should be the focus of every one of us, every day.

What’s needed is real conversations, real action andreal change – “deeds not words”. Our industry is notperfect, but we have made great strides. The pay gap inthe Accommodation and Food Service Sector is 6%. Whilethat’s an improvement from 13% just a year ago, femalesmake up 53% of the workforce so clearly the story shouldbe vastly better.

The [Accommodation] Association’s big call out this year is to ensure that the face of our sector is more representative of those working in it and the wider community.

Our Panel Pledge captures our determination to have more representative conversations and conferences –an all-in approach and an ever-vigilant lens to make sure that we are all actively promoting and supporting those who haven’t traditionally had the privilege of the spotlight. It might be uncomfortable at times to challenge the status quo but we are proud to issue the challenge of inclusion and diversity as a starting point.

KIM MAHAFFY

General Manager, Pier One Sydney Harbour

It is well documented that men tend to apply for a job when they meet just 60% of the criteria, whereas women will only apply when they meet 100%. And while it is perfectly natural for most people to feel a lack of confidence when starting in a new role, women have a higher tendency to not feel “good enough” which can lead to undervaluing themselves and feeling like they don’t belong. I have found great help in reflecting on my successes and, as much as it felt awkward to “blow my own trumpet” to start with, I now have much more confidence and much less self-doubt.

However, my career at Marriott International has definitely enabled me to take on a General Manager position with confidence and allowed me to really believe in myself. I was one of Marriott’s first female General Managers in Australia, and I am very much a part of the senior management team. In the last 12 months, we’re seeing more and more female General Managers at our Marriott properties – including females being made first time GMs after rising through the ranks via Marriott’sinternal training and development program.

AMANDA HOOLIHAN

Director of Revenue Management (NT, QLD, SA, TAS, VIC, WA & NZ), TFE Hotels

As a mum myself, I know the challenges that mothers face when it comes to juggling a career and a family (hello, mum guilt!). While I am lucky enough to have a wonderfully supportive husband who shares those responsibilities with me,I know that this is not necessarily the norm. I also know there is no way that I would be able to do the frequent travel and hours that I do without that strong support network, and I feel that balancing the home and career without that support would be an enormous hurdle for women trying to grow their careers.

The truly great female leaders that I have had the honour to work with have a few things in common — they are terrific listeners; they are empathetic, and they are great communicators. They really hear what their teams are saying and create actionable change through relationships and empathy.

LISA RANGITUTIA

Director of Commercial – Australia, New Zealand, South Pacific (ANZSP), IHG Hotels and Resorts

I hope that every woman out there has at least one great human in their professional lives that will tell them: ‘you can do it, you are good enough for that promotion, you can ask for more money and flexibility, and your family does come first’. I’d also love to see everyone getting the invite to golf days, sporting events and Friday night drinks at the pub – without the assumption that it's only for a particular group. We have an important part to play in ensuring gender bias in the workplace does not go unchecked.

RENAE TRIMBLE

Chief Commercial Officer, Accor Pacific

Many companies talk about gender equality, diversity, and inclusion, but only a small percentage put meaningful programs in place to ensure their vision becomes a reality.I am proud to work for an organisation who is truly leading the way in this space. In my view it takes time and investment to build a culture with values of inclusivity and equality. It is the responsibility of everyone in the organisation and should be an ongoing conversation. Employers must nurture a listening culture to understand what is going on with their teams, take action and bring positive change.

The world of hospitality is vibrant, lively, and always interesting. There is such enormous scope within the hospitality industry for various career paths. I am an example of this. I started in a sales role and am now leading Accor’s Pacific Commercial team. For those who show initiative and work hard, there is limitless opportunity for rapid career advancement. And don’t let anyone tell you that you can’t do something – it is better to try and fail than fail to try.

NICOLE DOWNS

Group Director of People and Performance, Ovolo Hotels

I believe the last several decades have been a period of incredibly progressive change and growth for women in our field. I believe the contribution of women has surpassed many expectations, with representation in top management positions.

I don’t believe I have faced any barriers due to mygender. I have always worked hard to attain personaland career development. I stumbled, progressed,developed, learnt lessons, and been challenged byboth male and female leaders in my time. This hasmade me who I am today: authentic, collaborativeand always only wanting to give back to people andtry and make a difference in someone’s life.

Entrepreneurial, brave and smart women whotake risks and have passion for what they do andgive back to the communities are truly my heroesand deserve to be celebrated and recognised fortheir spirit and dedication.

KARI HUNTER

Senior Director, Strategy, Sales and Marketing, Choice Hotels Asia-Pacific

Don’t put a cap on your own potential, and don’t let anyone else limit what’s possible for you. We all face imposter syndrome at some point, but don’t allow doubt to create your own roadblocks. If you can’t see other women in the roles you aspire to, that doesn’t mean it's not possible. It means the opportunity to be first is there for you. Find a way to make your dreams happen.

KELLIE EUSTACE

Area General Manager North and Central Queensland, Rydges Hotels and Resorts

My continued career developmentand success within Event is due inpart to the support of my peers and colleagues, regardless of gender. I have not experienced barriers in my career due to my gender.

My mum and sister are strong, resilient women who continue to inspire me. Even in retirement my mum is volunteering for a charity here in Cairns, she doesn’t stop! Professionally our CEO, Jane Hastings has led our company through our toughest trading environment yet, I have never felt more supported.

KATE HARPER

Asset Manager, Hotels, Salter Brothers

Our part of the industry (hotel investment) is quite male-oriented, so from early onI have naturally formed close bonds with and surrounded myself with like-minded women I have met along the way, many of whom are now leaders in the industry. They have been a great support network. I’ve always tried to observe styles I admire in other women and take on board what I can for my own leadership style. Now I try to support others in the industry by giving them the best advice I can, taking into account what I have learnt along the way and always providing an ear to listen when it’s needed.

I’m a big believer in whoever is right for the job being given the opportunity –whether they are male or female. I also believe that there should be no difference in what two people who are doing the same job are paid. I do think that bias is common, but as time goes on and more women take on big roles with great success, it is proof that female representation at higher levels is good for business. It brings with it the great benefit of diversity of thinking and experience, which is a huge win for organisations who truly embrace it. Critical to this, is giving women, and men in fact, the flexibility to do their job in a way that suits their life and commitments outside of work. If this means adjusting the traditional ‘9 to 5’ working hours, then we should be looking at ways to embrace this.