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WOMEN IN THE
BOARDROOM IN
THE TOURISM INDUSTRY
JULY 2013
WOMEN IN THE TOURISM INDUSTRY ARE UNDER-REPRESENTED
AT EXECUTIVE LEVELS OF THE TOP TOURISM COMPANIES
WORLDWIDE DESPITE THE FACT THAT WOMEN MAKE UP THE
MAJORITY OF THE TOURISM WORKFORCE IN MOST COUNTRIES.
OUR SURVEY OF 78 COMPANIES ACROSS FOUR KEY SECTORS
OF THE TOURISM INDUSTRY FOUND THAT ONLY 15.8% OF ALL
BOARD MEMBERS ARE WOMEN (SEE FIGURE 1). IN MORE THAN A
QUARTER OF THE COMPANIES SURVEYED, THERE WAS NOT
A SINGLE FEMALE BOARD MEMBER.
2 SUN, SAND AND CEILINGS: WOMEN IN THE BOARDROOM IN THE TOURISM INDUSTRY.
WHAT IS THE PROBLEM?
Women make up 55.5% of the companies, women make up 15.8% of
tourism industry labour force all board members - 99 women out of
worldwide. While a small number a total of 526 positions, as shown in
of countries, such as Egypt and Figures 3 and 4. There is also a wide
UAE, have an extremely low female variation of female representation on
participation in tourism employment, the boards of tourism companies. In
in most countries women comprise 21 of the companies and professional
more than half the tourism associations surveyed there was not a
workforce (85.63% in Lithuania, for single female board member.
example). i However, these high levels
of participation are not reflected
in executive decision-making.
Worldwide, women are under-
represented in senior management
positions and over-represented in
lower-skilled occupations. In the
UK, for example, women make up
53.6% of the tourism workforce, 8.6%
higher than the proportion of women
employees in the national workforceii.
However, as shown in Figure 2, in the
16 UK tour operators identified in our
FIGURE 2: UK TOUR OPERATORS
research, women occupied just under
12% of the seats on their boards.
It is interesting to note that while
10
consumer-facing industries in general
tend to have the highest number of 11.8%
women on their boards, this trend is
not reflected in the consumer-facing
tourism industry.
Our survey of 78 companies was
across four key sectors of the tourism
industry (where information was 75
publicly available): international
88.2%
tour operators (30); carriers: airlines
520 and cruise ships (19);
93 hotel groups
84.8% (20); and international
15.2% professional
associations and certification
TOTAL MEN TOTAL
bodies (9). Of theseWOMEN
leading tourism TOTAL MEN TOTAL WOMEN
4 SUN, SAND AND CEILINGS: WOMEN IN THE BOARDROOM IN THE TOURISM INDUSTRY.
75
88.2%
520 93
84.8% 15.2%
TOTAL MEN TOTAL WOMEN TOTAL MEN TOTAL WOMEN
141
87.6%
6 SUN, SAND AND CEILINGS: WOMEN IN THE BOARDROOM IN THE TOURISM INDUSTRY.
WHY DOES models and mentors; higher staff
turnover; poor decision-making
THIS MATTER? processes; a lack of collaboration
and team work; and old-fashioned
Women are increasingly central to work practices. The business case
economic development (in the UK, for more women on boards has
for example, they comprise nearly four key dimensions: improving
half the working population) and to performance; accessing the widest
consumer decision-making. By 2025, talent pool; being more responsive
women in the UK are expected to own to the market; and achieving better
60% of all personal wealth and there corporate governance.viii A proven
are now more female millionaires link exists between the presence of
between the ages of 18 and 44 than women in corporate management
male.v Moreover, in tourism, women teams and companies’ organisational
are the key household decision- and financial performance, suggesting
makers and influence up to 80% of that the companies where women are
buying decisions.vi Tourism companies most strongly represented at board
miss out by retaining male-biased or top management level are also
boards and failing to represent the the companies that perform best.ix
majority of their consumer base Research on female leadership shows
in executive decision-making. In a that behaviours more often applied
survey of senior executives in the by women reinforce a company’s
hotel industry, 79% of respondents organisational performance
agreed that “the presence of female through several dimensions, and
workers improves the quality of will be critical to meet the expected
our overall workforce”. Some 85% challenges companies will face over
agreed that “women greatly improve the coming years.x
the talent pool from which we can
In this context, tourism companies
recruit internationally”. However,
are failing to reflect and understand
due to the lack of training and career
their industry’s customer base. By
advancement offered to women in
not reflecting the gender diversity
the industry, many women feel little
of its workforce on company boards,
loyalty to their employers.vii
the tourism industry is missing out
Extensive research demonstrates on vital aspects of dynamic, modern
how low levels of gender diversity on business practices.
boards impedes business success. In
a wide-ranging consultation for the
Davies Review on Women on Boards,
for example, companies outlined
a number of significant problems
caused by a lack of gender diversity:
too few senior women to act as role
8 SUN, SAND AND CEILINGS: WOMEN IN THE BOARDROOM IN THE TOURISM INDUSTRY.
WHAT IS BEING DONE highly influential International Centre
for Women Leaders at Cranfield
ABOUT THIS? University, for example, quotas are not
considered to be the solution; rather, it
A range of initiatives has been believes that it is necessary for chairs
implemented to increase gender of boards to “understand the benefits
balance on corporate boards. The most of gender diversity and commit to
radical example is Norway’s quota achieving it”.
system, where in 2002 the government
A number of less radical approaches
set a target of 40% of women on
to increasing women’s representation
boards of private listed companies by
also exist. The “comply or explain”
2005. When companies were slow in
system – implemented in Finland,
complying, a final deadline of January
Denmark, the Netherlands and Sweden
2008 was imposed, and companies
– requires companies to comply with a
were threatened with fines and closure.
range of measures or justify not doing
By 2009, all companies had achieved
so. Other countries – such as the USA
40% representation. Following the
and Poland - have included gender
success of Norway’s approach, several
diversity in corporate governance codes.
other countries have followed suit
The current UK approach is generally
and legislated for quotas for female
referred to as a “voluntary” approach,
representation, some with and some
in which targets of 25% female
without sanctions for non-compliance.
representation for all FTSE 100 boards
These include Spain, Iceland, France,
by 2015 were set by the government
Malaysia, the Philippines, Kenya, Hong
in 2011. However, there are no specific
Kong and the United Arab Emirates.
sanctions for non-compliance, and this
A target system is currently being
is broadly considered to be the least
debated in a number of countries,
radical approach to tackling gender
including Germany. At the European
imbalance. Nevertheless, in the two
level, a proposed EU Directive is being
years since the publication of the
developed that would impose a target
Davies Report on Women on Boards,
of 40% women board members by 2020
the proportion of female representation
for all listed companies with a turnover
on boards has increased by 4.8% for
of €50 million.
FTSE 100 companies and 5.4% for the
Yet, while target systems have largely FTSE 250. This means that women have
been successful at achieving women’s made up roughly a third of all new
participation in boards, this approach board appointments during this period.
has also been criticised. For example, Only 6% of FTSE 100 boards now have
in Norway the increase in board no female members, compared with
representation has not been matched 21% in 2010. For the FTSE 250, all-male
by an increase in female executive boards now represent 26.8% of the
directors, and no Norwegian company total, compared with 52.4% in 2011.
has a female chief executive. At the
10 SUN, SAND AND CEILINGS: WOMEN IN THE BOARDROOM IN THE TOURISM INDUSTRY.
EQUALITY IN TOURISM IS A NEW, INDEPENDENT, NON-PROFIT WOMEN’S
NETWORK DEDICATED TO ENSURING THAT WOMEN HAVE AN EQUAL
VOICE IN TOURISM AND AN EQUAL SHARE IN ITS BENEFITS. WE BELIEVE
THAT QUESTIONS OF GENDER DISCRIMINATION HAVE BEEN LARGELY
OMITTED FROM THE THEORY AND PRACTICE OF TOURISM AND THAT
GREATER GENDER EQUALITY IS AN ESSENTIAL COMPONENT OF A
SUSTAINABLE TOURIST INDUSTRY.
WE SEEK TO ADDRESS THE PROBLEM BY PROVIDING SPECIALIST ADVICE,
RESEARCH, TRAINING AND CAPACITY-BUILDING USING OUR GLOBAL
NETWORK OF EXPERTS.
FOR MORE INFORMATION AND TO WORK WITH US, PLEASE SEE
EQUALITYINTOURISM.ORG.
12 SUN, SAND AND CEILINGS: WOMEN IN THE BOARDROOM IN THE TOURISM INDUSTRY.
© 2013 EQUALITY IN TOURISM 13