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© 2019 Phocuswright Inc. All Rights Reserved.

Women’s Leadership Initiative May 2019


Our Purpose:

To share ideas and initiatives that work to raise visibility and create

action toward gender equity.


Compelling Findings for Gender Equity Globally

Source: Phocuswright Inc.

▪ According to the National Center for Women & Information Technology, having women in leadership positions is associated with better team dynamics, stronger financial performance and greater productivity.

▪ Deloitte's "Smashing IT's Glass Ceiling" makes a business case for gender-diverse teams in technology, citing improved operational and financial performance, increased innovation and more.

▪ According to the World Economic Forum's "The Future of Jobs Report 2018," by 2020 the most needed skills will be emotional intelligence, people management, complex problem-solving and critical thinking –skills frequently attributed to women.

▪ "Women Matter: The business and economic case for gender diversity" by McKinsey & Co., reveals that companies with strong female representation on executive committees perform better than those without women in the C-suite.


How does travel technology measure up?


Phocuswright LeadHERs Mentors & Panelists list from 2018

Rhonda Sloan, Global Head of Travel Communications, AIG Travel

Alix Arguelles, Vice President, Online Travel Group, Amadeus

Anthony Rader, Manager Sales Strategy, American Airlines

Julia Pirrung, Founder, AXUS

Erika Sanchez, Head of Global Supply and Managing Director,

CarRentals.com GmbH

Michelle Vincent, Industry Manager, Travel, Facebook

Seija Samoylenko, Business Development, Hopjump

Susan Billingsley, Vice President, Marketing, Intent Media Inc.

Christina Heggie, Investment Principal, Jetblue Ventures

Krista Pappas, Senior Vice President , Lola

Mitra Sorrells, Senior Editor, PhocusWire

Carol Hutzelman, Co-founder, Phocuswright

KP Phelan, CEO, Rome2rio

Traci Mercer, Senior Vice President, Global Lodging,

Ground & Sea, Sabre Corporation

Sylvia Weiler, Vice President of Audiences, Sojern

Helen Enriquez, VP, Product Development, Technology Solutions,

Ensemble Travel Group

Jenn Lee, VP of Sales and Marketing, Travel Planners International

Cara Whitehill, Chief Commercial Officer, Traxo

LouAnn Daggs Carter, Global Director, Strategic Initiatives, TripAdvisor

Dorothy Dowling, Chief Marketing Officer, Best Western Hotels & Resorts

Erika Moore, Vice President and General Manager U.S. Sales, Travelport

Eva Jenner, Vice President, Sales, Holland America Line

Siew Hoon Yeoh, Founder and Managing Director, WebInTravel


Charlotte Lamp Davies

Francesca Benati

Emma Wilson Gloria Guevara

Founder

A Bright Approach

SVP Online Travel

Amadeus

VP Marketing

Sabre CEO & President

World Travel & Tourism Council

Phocuswright Europe 2019 LeadHERs Mentors

Greg Land

IBM Global Industry Leader

Aviation, Hospitality and Travel Related Services

IBM


“It's a question of not so much pushing the boys out of the picture, but making the whole frame

bigger so that both men and women access the labor market, contribute to the economy, generate

growth, have jobs, and so on.”

Christine Lagarde Managing Director of the International Monetary Fund


The 4th Industrial Revolution!

And still a gender gap

Source: World Economic Forum


How many of you work in companies where there are

women in the C-Suite?


Correlation Between Women

in Leadership Positions

Better Team Dynamics

Higher Financial Performance

Higher Productivity

Source: National Center for Women & Information Technology 2018


Not a pretty picture


CEO

Middle

Senior

Junior

Where are the women in industry leadership?


“C-Suite looks like it is more welcoming to technology leaders. Women CIOs make up about 19%, as opposed to

CEOs at 6% and CFOs at about 12%.”

Kavitha Pravaker, Deloitte 2018


Recruiting Women


Easier in

Harder in

Industry Job family

No industry Personal care and service

Office and administrations

Basic & infrastructureConsumerEnergyFinancial services & investors healthInfo. & communication technologyMedia, entertainment & informationMobilityProfessional services

Hospitality and food-relatedArchitecture and engineering Installation and maintenanceConstruction and extractionCommunity, social and protective services


The two biggest drivers of representation are hiring and

promotions

McKinsey and LeanIn.org Women in the Workplace Study 2018


Industries’ rationales for hiring and

promoting women


Enhance innovation

Fairness and equality

Reflect gender of customer base

Enhance decision-making

Expand talent pool

Other


Industries’ barriers to hiring and

promoting women


Lack of female role models

Unconscious bias among managers

Lack of qualified incoming talent

Women’s confidence, aspirations

Lack of work-life balance

Other


in 2015

1. Complex Problem-Solving

2. Coordinating with Others

3. People Management

4. Critical Thinking

5. Negotiation

6. Quality Control

7. Service Orientation

8. Judgment and Decision Making

9. Active Listening

10. Creativity

Top 10 Skills


in 2020

1. Complex Problem-Solving

2. Critical Thinking

3. Creativity

4. People Management

5. Coordinating with Others

6. Emotional Intelligence

7. Judgment and Decision-Making

8. Service Orientation

9. Negotiation

10. Cognitive Flexibility


Phocuswright Survey Respondents

• October 2018

• Global respondents

• Company size extremely varied:

– 24% worked in companies with fewer than 50 people

– 19% in companies with 10K employees or more

• Majority in a management role

– 80% were manager, director or above, with 26% identifying themselves as executive leadership

• 67% female

• Age:

– 37% under 40

– 39% 41-49

– 24% 50 or above


Gender Parity

Question: As an industry, on a scale of 1-5, how would you rate the travel industry with respect to gender parity?

Base: N=123

Source: Phocuswright’s Gender Study 2018

10%

31%

30%

14%

9%

7%

poor - 1

2

adequate - 3

4

excellent - 5

I don’t know


“When only one person in ten in senior leadership is a woman,

nearly half of men and a third of women think that’s enough

to be “gender diverse.”

2017 McKinsey and Lean In study


Leadership Roles

Question: With respect to leadership roles in the travel industry, do you agree or disagree with the following statements?

Base: N=123


2%

11%

11%

11%

31%

37%

42%

22%

24%

15%

28%

22%

29%

7%

4%

3%

The travel industryprovides an environment

for a gender-neutral rise toleadership

There is a clear, availablepath for leadership

cultivation

Leadership opportunitiesare equally available to all

employees

Don’t know Stronglydisagree

Disagree Neither agreenor disagree

Agree Strongly agree


Rationale for Cultivating Leadership

Question: Which of the following rationale for cultivating leadership in the travel industry are most important? Select up to three.

Base: N=123


71%

51%

50%

50%

46%

11%

4%

Enhance information sources and diversity of thought

Provide an environment of fairness and equality

Create a business and competitive advantage

Expand talent pool

Enhance decision making

Reflect gender of customer base

Other (please specify)


There is a Clear Business Case For Diversity

Smashing IT’s glass ceiling: Perspectives from leading women CIOs

▪ There is truly business value and competitive advantage to focusing on this issue. If you look at it, there's tremendous research that says, "When you have women in leadership positions, you have higher productivity." The companies truly outperform other firms. There are better team dynamics. Overall, financial performance is also excellent in such situations.

▪ The research highlights the qualities that women CIOs bring to the table: the power of persuasion, the power of influence. The willingness to take risks are higher in women leaders and in women CIOs, persisting after a failure and/or the ability to go deep on topics. These were some of the things we took away in our overall findings in our research.

Source: ZDNet


Obstacles

Question: What are the biggest obstacles that people in the travel industry must overcome to rise to leadership positions? Select up to three.

Base: N=123


76%

52%

50%

46%

23%

5%

Absence of a plan (leadership track) to cultivate talent

Bias among management

Lack of sufficient management training

Lack of work-life balance

Insufficient skills



Soft Skills

Question: As technology continues to expand in every business, do you believe soft skills (e.g., leadership, innovation, creativity, teamwork, problem-solving, teamwork, flexibility, work ethic) are becoming more or less important to the travel industry?

Base: N=123


80%

13%

4%

2%

More important

No change

Less important

I don’t know


Important Skills in Industry

Question: What skills will be most important in the travel industry over the next three years? Select up to three.

Base: N=123


56%

49%

42%

40%

34%

22%

20%

15%

11%

4%

Complex problem-solving

Critical thinking

Creativity

People management

Judgment and decision-making

Coordinating with others

Active listening

Negotiation

Quality control



“76% of technology professionals strongly agree or agree that women possess a

distinct set of leadership traits that can help lead and build more diverse teams.”



Important Skills in Organization

Question: What skills will be most important in your organization over the next three years? Select up to three.

Base: N=123


47%

46%

40%

40%

34%

23%

13%

10%

36%

2%

Complex problem-solving

People management

Critical thinking

Judgment and decision-making

Creativity

Active listening

Quality control

Negotiation

Coordinating with others



Business Skills Ranking

Question: In evaluating your personal business skills, rank the following in terms of importance for succeeding in the travel industry.

Base: N=123


47%

29%

24%

31%

28%

41%

22%

42%

36%

Willingness to take risks

Power of persuasion

Persistence after failure

1 - Most Important

2

3 - Least Important


“Qualities that women CIOs bring to the table… power of persuasion, power of influence, willingness to take risks, persisting after failure,

willingness to go deep on topics.”



Initiatives to Increase Diversity

Question: Which of the following initiatives has your organization instituted to increase diversity? Select all that apply.

Base: N=123


35%

33%

32%

31%

27%

Diversity or unconscious bias training

Equity in pay scale program

Gender/race-neutral resume review

Establishing employee resource groups



“Increasing belonging is powerful, compelling and complex to operationalize. By continuing to build a diverse and

inclusive team around the world, we can help individuals shift and shape their trajectory to realize their full potential."

Melissa Thomas-Hunt, Airbnb’s Head of Diversity and Belonging


Mentoring/Leadership Program

Question: Does your organization have a formal mentoring/leadership program or initiative?

Base: N=123


27%

60%

13%

Yes

No

I don’t know


“In a world and industry ruled by technology, the important conversation

is diversity in perspectives.”

Siew Hoon Yeoh


Charlotte Lamp Davies

Francesca Benati

Emma Wilson Gloria Guevara

Founder

A Bright Approach

SVP Online Travel

Amadeus

VP Marketing

Sabre President & CEO

World Travel & Tourism Council

Phocuswright Europe 2019 LeadHERs Mentors

Greg Land



IBM


Why this topic is important to you?

What are some initiatives you have been involved in?


Women’s Leadership Initiatives: Gloria & WTTC▪ First female President & CEO of WTTC

▪ Former Secretary of Tourism for Mexico

▪ Board Member for HSBC Mexico & Playa Hotels

▪ 15+ years' experience mentoring women, and benefitted as a mentee earlier in her career

▪ Actively supports equal opportunities and pay, as well as equal assessment and performance measurements

▪ 70% of WTTC’s Senior Leadership team is female and WTTC Staff comprises 75% women

▪ WTTC conducting research on Women in G20 Countries to influence policy changes that offer greater opportunities to women

▪ Judge for IATA’s 2019 Diversity & Inclusion Awards

▪ Member of Steering & Organizing Committees and Panelist at Kellogg Global Women’s Summit 2018, participated in Women’s Forum in Paris and G7 Women’s Forum in Toronto


Women’s Leadership Initiatives: Francesca & Amadeus

▪ Advocate for flexible working environment using technology to remove the barriers that used to limit the potential of women in the workplace

▪ Mentoring women of all ages

▪ Regular review our selection processes for bias to ensure job offers are gender-neutral

▪ Close monitoring of remuneration processes for gender bias.

▪ Cross-mentoring programs

▪ Amadeus Women’s Network, employee-led resource groups operating at many of our offices

▪ Encouraging girls and young women to pursue careers in STEM fields through our support of Inspiring Girls in Spain

▪ Code First: Girls conference in London


Women’s Leadership Initiatives: Greg & IBM

▪ 25+ years supporting and participating in diversity and inclusion initiatives across the Travel Industry

▪ Women@IBM Career initiative, https://careers.ibm.com/page/show/Women

▪ IBM Be Equal initiative, https://www.ibm.com/thought-leadership/beequal/

1. Make Gender equality in leadership a business priority

2. Make leaders accountable for results

3. Create a culture of inclusion; pledge to #BeEqual

▪ Currently mentor three women managers at IBM as part of these programs

Greg Land



https://protect-us.mimecast.com/s/oZVUCYErA8cD93xqi06HN_?domain=careers.ibm.com

https://protect-us.mimecast.com/s/yc6tCZ6vB1H7jMNLijPWfa?domain=ibm.com


Women’s Leadership Initiatives: Greg & IBM

▪ IBM iX Everywoman in Travel Awards to celebrate inspirational women at all stages of their career and uncover role models to help encourage more women and young girls to consider a career in the travel industry

▪ 2019 Nominations are currently open

▪ Nominations close on June 24, 2019

▪ Judging in September and Awards Ceremony November 13 in London

▪ To nominate, go to https://www.everywoman.com/events-awards/2019-ibm-ix-everywoman-travel-awards

Greg Land



https://protect-us.mimecast.com/s/mgfKC1wElLc6ZpYoUpvxYd?domain=everywoman.com


Women’s Leadership Initiatives: Emma & Sabre

▪ Global marketing leader combining airline and technology experience

▪ Member of Sabre’s Women’s Exchange, Sponsor of Young Professionals Council and further Sabre diversity initiatives.

▪ Mentor to several young Sabre leaders across regions and external industry partners

▪ Member of Level, WINiT and Women at Work


Women’s Leadership Initiatives: Charlotte

▪ Senior management roles for 20+ years leading sales and marketing teams of up to 30 staff across several continents

▪ Advocacy for equality and equal pay in the workplace through podcasts and in articles published globally

▪ Currently mentor a number of young women (four different nationalities)

▪ Serve on several advisory boards facilitating conversations around equality and equal pay

▪ Highly-visible involvement in international events (moderation, speaking) ensuring the program incorporates topics of equality and equal pay where appropriate


Our Purpose:

To share ideas and initiatives that work to raise visibility and create

action toward gender equity.


Siew Hoon YeohFounder and Managing Director at WiT

Phocuswright LeadHERMentor 2019

How leadership in travel will evolve in 2019 as we become more aware of gender diversity and embrace diversity in perspectives?

How leadership is really about individuals caring enough about something to do something about it.


Colleen CoulterHead of Travel at Facebook


Active Listening as a core skill beyond complex problem solving, critical thinking and creativity.

Studies have shown that active listening can improve working relationships and boost communication skills. And, activelistening helps increase your awareness of your own biases so that you can interrupt them before they influence decision-making.

Can active-listening help leaders to guide talented people into roles where they can thrive?


Kirsteene PhelanInterim CEO at Rome2Rio


How much longer will we lessen the importance of crucial business skills by arbitrarily relegating them to buckets labeled "hard" or "soft"?


Erika MooreVice President and General Manager U.S. Sales, Travelport


We often forget that men play a critical role in the empowerment of women.

Take ownership of projects and think like a decision‐maker. You are perceived as you act ‐ so be someone who can take control of situations, has a solution and executes with confidence.

The higher you move up the corporate ladder, the less it is about you, and the more it is about the stage you build for others to shine.


Krista PappasSenior Vice President Business Development at Lola.com


76% of respondents to the Phocuswright survey cited the “absence of a plan to cultivate talent” as the number one obstacle preventing employees, especially women, to rise to leadership positions.

1. Make it a priority and measure progress regularly2. Expand your candidate pipeline3. Create a system to retain and empower female leaders


“Great things are not done by impulse, but by a series of small things brought together.”

Vincent Van Gogh


Lara OcónCustomer Success Director at Immfly

Anna JiménezSenior Manager Strategic Partnerships at Kayak

Sara PastorManaging Director Destinations at Adara

Co-founders of Women in e-Travel


• Women in e-Travel was born from this idea that women need to start “leaning in”, as Sheryl Sandberg put it, to increase their visibility within the digital travel sector, and this way contribute to gender equality in our wide-ranging industry.

• We are passionate about all things travel and digital. We work at OTAs, comparison sites, transportation sector, online departments of hotel chains and even in the higher education sector.

• We came together hoping to encourage a more balanced presence of women in the online travel sector. We believe women need to start participating more in events, trade shows, and even meetings. To make this happen, we have created this community to support and inspire women to do so.

• We know networking can sometimes be uncomfortable for many of us, so to ensure an atmosphere of trust where we can all share and support each other, we are an invite-only community.


Table Talk

What kinds of initiatives, programs or philosophies does your organization support for women’s leadership or advancement (mentorships, meet-ups,

career development, etc.)?

What types of leadership paths are available within your organization?

What can you do today? Now? When you go back to your office?


“If gender parity is truly important to your company, then it’s time to put your money where your mouth is.

Don’t just talk about the changes you want to make, or make a token investment in a single program, event or initiative.

You have to keep. Working. At it. Day in, day out.”

Krista Pappas, Senior Vice President Business Development, Lola.com


Thank you!

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