1. Why are we still talking about women in the workplace in 2025?
Despite the fact that great strides have been made across industries in terms of female representation, this is not the case at the highest level. In hospitality, the industry I represent, this is especially true. Until there is more balanced representation at the very top, engaging in dialogue and taking active steps remains a priority.
2. What’s holding women back from top leadership roles in hospitality?
The reasons are complex and multifaceted, and often simply the result of legacy systems or archaic mentalities. There’s a lack of mentorship and female role models, the so-called “boy’s club”, challenges around work-life balance, and gender bias. But what’s more important is to focus on creating a more inclusive culture to unlock the potential of every individual.
3. How do cross-cultural dynamics affect women’s advancement across Africa?
There’s no single “African culture,” and so the dynamics vary from region to region. Africa is not easy for a woman, with things like culture and political situations playing a key role. Safety is also a concern. But with the right support and team, advancement is possible.
4. What steps can close the gap between female representation and leadership?
It starts with engaging, critical dialogue and active efforts, and quite simply, the realisation that it matters. Mentorship of women has the potential to play a crucial role in advancing women in the workplace.
5. How does gender diversity at the top impact business success in hospitality?
Inclusion and representation are the foundation of sustainable success in the hospitality sector. A diverse workforce allows for better collaboration and viewpoints, with cohesive decisions being made (inclusive decision-making).
6. What barriers have you faced on your path to leadership?
Sometimes the biggest barriers we face are the self-imposed mental ones. I’m talking about imposter syndrome, limiting beliefs, and doubting our own abilities.
7. How can companies move from tokenism to real inclusion, and what’s the role of mentorship in advancing women?
Companies need to build, and believe in, a culture of diversity and inclusion. Professional development plans for all team members and ensuring mentorship is part of their plan are also crucial.
8. How can male allies better support women in leadership?
By promoting women in the rooms they are not (yet) in.
9. What would a truly inclusive hospitality industry look like in 5 years?
A culture that is diverse and inclusive, with more women in senior management roles and C-Suite roles.
10. What advice do you have for young women in hospitality?
It’s a tough industry! Be prepared to work your way up, embrace all aspects of the industry, good, bad, and the ugly.But if you are prepared to immerse yourself fully, the rewards will far outweigh the challenges. And then you need to be ready to get your hands dirty, often literally. The better you understand the intricacies of the industry, the heartbeat of a hotel, or the pressure to deliver an exceptional guest experience day in and day out, the better suited you are to a position of management and/or leadership.
11. What does meaningful Women’s Month, and beyond action, look like to you?
It’s crucial to keep the conversation going about how to actively cultivate a collaborative culture and to put measures and initiatives in place that ensure a more inclusive and equitable environment for all.
The nuances of cross-cultural interactions, combined with persistent systemic inequalities, necessitate an ongoing dialogue to truly unlock the potential of every individual. Beyond mere representation, fostering a culture where diverse perspectives are not just welcomed but actively sought and valued is the essence of exceptional hospitality. It’s about connection, empathy, and understanding. These are qualities that are amplified by a diverse workforce and the edge in a competitive landscape.
