Women in Hospitality, Travel and Leisure 2020 Review 2019 Edition

Collaborating to achieve Diversity and Inclusion


Our research, in partnership with The MBS Group and PwC, is based on diversity data and interviews with CEOs, Chairs and Human Resources Directors of over 120 companies across the sector.

Our analysis shows that the sector is making great strides towards the Hampton-Alexander target of 33% women in the FTSE 350 leadership teams by the end of 2020 - the targets WiH2020 was formed to help the industry achieve.

We outline below some of the most interesting data.

Encouraging Progress

32% Women on Boards at FTSE 100 Hospitality, Travel and Leisure companies

No all-male FTSE 350 Hospitality, Travel and Leisure Boards

39% Female NEDs in the FTSE 350

36% Female Direct Reports (into Executive Committee across the whole sector)

Requiring Improvement

While the overall trends for Diversity at Board and in senior leadership roles are improving, this is not reflected in the key roles of CEO, Chair and CFO where progress has been poor.


Tea Colaianni, Chair of WIH2020, said:

“The FTSE 100 is one of the strongest performing groups of the hospitality, travel and leisure sector for gender diversity and the improvements they have made mean they are just shy of meeting the 33% target for women on boards.

However, there is a widening gap between those who are performing well and those who are not. Currently, only a quarter of companies are at target for both board and executive committee/direct report measures.

The report also sheds light on a number of never seen before collaboration initiatives across the sector such as Comeback to HTL, the ground-breaking first ever cross industry returners programme.”


Looking beyond Gender : BAME

For the first time this year, we have looked beyond gender and shed light on the lack of ethnic diversity amongst the sector's senior leaders. The ethnic diversity data presents a bleak picture with only 3% BAME people in leadership positions across the Hospitality, Travel and Leisure.

Many companies were unable to provide accurate data on ethnic diversity, as they simply don't know it themselves.

To download the report, please click on the image below

Elysia McCaffery

Deputy Head of Government Equality Office (GEO) and Head of Gender

“With only 2 years to go to meet the Hampton-Alexander Review targets, FTSE 250 companies need to up their game to achieve 33% women in senior leadership roles. That is why the work of the Women in Hospitality, Travel and Leisure 2020 campaign, with its ambition to achieve this target for its sector, is so vitally important.


I urge all companies, no matter what size or sector, no matter what their starting position is, to support, and engage with this work, to collaborate and share ideas and good practice – everyone has a role to play.


The work of WiH2020 supports companies to understand their issues and take effective action. Such as making sure that women get operational experience early on in their careers – often crucial in securing top jobs later on - and helpfully providing career planning tips. The sector must build on the momentum highlighted in the WiH2020 (2019 edition) report - demonstrate that it’s not only a UK leader, but a world leader on this agenda.”

Publications

WiH2020 Women in Hospitality, Travel and Leisure 2020

2018 Edition

How to recruit women for the 21st century - toolkit and annual report

January 2019

PwC Gender Pay Report

January 2019 update

Hampton-Alexander Review 2018

November 2018

Women in the Workplace 2018

A study conducted by McKinsey in partnership with LeanIn.Org.

2020 Women on Boards

Gender Diversity Index

Personnel Today - Building the business case for returnships

November 2018

PwC Gender Pay Gap Reporting

Hospitality, Travel and Leisure

May 2018

GEO The Pipeline Effect

A toolkit for enabling gender parity beyond middle management

August 2017

Ethnicity Pay Gap Report

Survey Response Report

A short document from PwC summarising the initial findings of the survey.

A full report with detailed analysis and commentary will be available in the new year.