Tomorrow is 3.8 International Women's Day, and today, women in the workplace face multiple challenges to reconcile work and family.
Today, Xiaoyue wants to talk to you about the topic of women in the hotel industry, hoping to inspire and encourage you.
The Ministry of Human Resources and Social Security and nine other departments jointly issued the "Notice on Further Regulating Recruitment Behavior and Promoting Women's Employment", which requires that the recruitment process must not be limited by gender, women must not be asked about marriage and childbirth, pregnancy tests must not be used as entry physical examination items, and birth restrictions must not be used as employment conditions.
In the workplace, women often face gender-biased discrimination and work/life imbalances, however, we live in an era of increasing gender equality, inclusion and diversity, encouraging women around the world to drive change in the work environment.
Over the next decade, a billion women around the world will enter the workforce. Hospitality and tourism is one of the fastest growing industries in the world, and women are already playing an important role in the industry, which will play an unprecedented role in the future of hospitality and tourism.
The proportion of women in management positions in the hospitality industry is increasing, but this is still an imbalance compared to their male counterparts.
According to this women's research report, these are a few points you might want to know.
01 Group Manager
While women account for 67 percent of hospitality management students, only 11 percent of executive management students are women.
The ratio of women to president level in the survey data was 1:8.2.
At the level of supervisors and managers in hotel operations, women account for half of them.
In terms of job promotion, the ratio of female CEOs to men is 1:21.
In hotels, half of the positions in human, administrative, sales, marketing and revenue management are women, and although they make up the majority of law and accounting courses in college and have traditionally occupied most positions in accounting, women still do not come close to senior management positions in law and accounting.
This is due to the slow attrition of upper echelons, but it also indicates bias.
02 Operations Management
In the operations department, the ratio of female managers to men is 1:2, and the ratio of directors to directors is 1:3, and the higher the level, the greater the proportion.
In human resources, this is the opposite.
03 Human resources
In HR, the ratio of women to men at the manager level is 5.6:1.
Judging from the current jobs that women and men are currently engaged in, there are indeed obvious areas of gender occupational advantage, women are mainly engaged in business related to customers and finance, of which administrative/logistical/secretarial, sales, finance/accounting/auditing, and human resources are the "four major positions" for women.
04 Sales & Marketing
In the marketing and sales worlds, the ratio of women to vice president rank to men is 1:1.4.
Negotiation is a key selling skill, and women can show a better advantage in this regard.
05 Revenue management
Revenue management is a relatively new field. For the most part, women make up most manager positions, but when it comes to executive vice presidents/senior vice presidents/CEOs, the ratio of women to men is 1:1.7.
The data prove that women are less likely to be promoted in the field of profit and loss liability.
However, according to a study by life insurance company Allianz's "Women, Money and Power", 51 percent of women control the financial situation of their families and 37 percent of married women are the primary breadwinners of their families.
According to the BMO Wealth Institute, women now control 51 percent of U.S. personal wealth.
Women are considered financial managers at the individual level, but do not have the opportunity to take on financial responsibility at work.
What should a hotel group do?
McKinsey research shows that if companies continue to hire and promote female managers at current rates, the number of women in management will increase by only one percentage point over the next decade.
If companies start hiring and promoting women and men at the same rate, management will be more equal with 48 percent of women and 52 percent of men in the same decade.
1. Enterprises should fully recognize the importance of female employees for the long-term development of enterprises and the construction of organizational diversity, fully affirm the value of female employees, establish a scientific talent selection and promotion system, and ensure the equal promotion rights and opportunities of female employees;
2. The enterprise formulates the "living water plan", establishes the post rotation system, and starts the employee assistance plan to meet the needs of the development of the enterprise, and improve the comprehensive quality and working ability of the employees, and alleviate the burnout and fatigue of the employees;
3. Enterprises should set up female management mentor programs to promote the career development of women within the enterprise.
Call on "workplace mentors" to go to society more, walk among women, actively speak out, transmit positive energy, and exert the power of role models;
4. Enterprises set up special benefits for working parents, such as providing flexible working hours and work places for pregnant and lactating women, and setting up family activity days or nursing leave for working parents, so that working parents can better balance work and family.
What should female employees do?
1. Willing to learn and keep learning
At a young age, make a list of your hobbies and talents, have a goal in mind, and dare to step out of your comfort zone.
The path to the goal may change, but the end goal must remain firm.
No matter what role you're in, from intern to manager or above, excel, create a competitive advantage, and exceed expectations.
The early days of our careers were a golden age.
Use it to take opportunities to learn about business and industry, learn new abilities, connect with people, attend workshops or simply participate in tasks with other teams to improve your skills.
An important piece of advice is to think like a decision maker.
When you do this, others will feel that you are such a person, so be a person who can control the situation, have a solution, and have the confidence to execute.
Taking ownership of a project, big or small, sets you apart from your peers and helps you move to the next stage faster.
More importantly, if you want something, go for it.
Nothing is on the plate.
This shows that you are eager to learn and have the motivation to succeed.
2. Hone your talents
When you grow in an organization, you are more inclined to demonstrate your understanding of the business, strategic thinking, and decision-making skills.
In addition, women have keen intuition and high emotional intelligence.
These intrinsic qualities can help you work well with others and prove your worth.
Use your strengths to help others succeed: Team success ultimately translates into your personal and professional growth.
3. Be goal-oriented, but also flexible
Never forget your goals.
It may sound old-fashioned, but knowing your goals for the next three to five years will only help you work toward that goal from the start.
In addition to being confident in what you're doing, it's also important to stay ahead.
Showcase your project and thank the team that helped you succeed for their contributions. This will push your team beyond the goal and gradually develop a sense of trust in you as a leader.
Humility is important: be willing to learn from others.
Remember, everyone's strengths are different, and learn to combine them.
4. Build a stronger team
The higher you climb the ladder of the company, the less important it is, what matters is the stage you set for others.
Selfless and inspiring.
Inspire and bring others along the journey of your life.
Sometimes, we weaken our potential – can I do it?
Can I juggle work and family?
What if I have children?
It's important to know what you want to accomplish and make a plan to make it happen using existing resources.
It's also helpful to be flexible with your plans.
This may require learning new skills or doing different things.
The ability to adapt to new circumstances should not be a worrying factor.
In fact, you're your own driver and the only one who knows what you really want to achieve.
Finally, there's no substitute for hard work, planning, self-confidence, a trustworthy, motivated team and support system that can help you reach new heights in your career.