This is a business issue, not a women’s issue. - Helena Morrissey, CEO of Newton Investment Management

The Wider Challenge

Hospitality

Presents

Specific

Challenges for

Women in

leadership

Promoting a diverse

and

inclusive culture

EVP / Our Promise Women in Leadership Diversity & Inclusion

What does diversity and inclusion mean?

Diversity is the mix Inclusion is getting the mix to work well together

16% of the senior leadership

positions at Rezidor are

currently held by women.

30%

Our Objective…

Women in Leadership

2 - Active, personalised and meaningful development plans

1 - More flexible approach to working conditions 3 - More flexible approach to

mobility

• Start initial Circle in their areas with 10-12 people

• Encourage and support initial Circle members to start their own local Circles

• Together with AVP & AHRD, be the driving force behind creating the culture change in their respective Areas

• Actively partake in PR both internally and externally continuing to promote the many excellent things already done within the organisation

• Act as a support and sounding board for women at any level in their area

The Role of WiL Champions

Verena Forstinger Markus Conzelmann

General Manager General Manager

Radisson Blu Style Hotel Radisson Blu Hotel

Vienna Lucerne

Call us, we are only Call us, we are only

a phone call away! a phone call away!

Tel: +43 676 880 20 3200 Tel: +41 79 332 1102

WIL CHAMPIONS AREA CENTRAL EUROPE

Male

Female

D, A, CH

South - eastern Europe, Poland

Q5 How far in your career would you like to progress?

Survey 15.03 Why not become a woumen in senior leadership

Question 1/ Reasons that prevent you from the position GM and higher

DACH 240 Pax SEE POL 138 Pax Total 378 Pax Interpretaion and outcome of 378 Pax DACHSEEPOL

High personal pressure 92 12.8% 49 11.8% 141 12.4% Personel confidence 321 28.3%

mainly mail oriented busienss 36 5.0% 27 6.5% 63 5.6% working conditions 298 26.3%

Less or even no willingness for moblity 51 7.1% 35 8.5% 86 7.6% Family reasons 242 21.3%

Poor opportunities for child's care 84 11.7% 37 8.9% 121 10.7%

to old 11 1.5% 7 1.7% 18 1.6%

missed opportunity for personal career development by direct manager 23 3.2% 29 7.0% 52 4.6% Age DACH 26-35 145 60.40%

Size of Hotel (too small) 5 0.7% 13 3.1% 18 1.6% Age SEEPOL 26-35 72 52.20%

Focus on family 79 11.0% 42 10.1% 121 10.7% Total 217 57.4

no ambition-satisfied with current position (HOD level is enough) 48 6.7% 20 4.8% 68 6.0% Special

Working hours 97 13.5% 51 12.3% 148 13.1% DACH age of 16-25 20%

Parttime not possible 51 7.1% 13 3.1% 64 5.6% SEEPOL age of 40+ 20%

Not to have the guts to be capable and act as a leader 39 5.4% 39 9.4% 78 6.9%

Responsiblity is too high 65 9.0% 37 8.9% 102 9.0% Total is in partnership 283 75%

other 39 5.4% 15 3.6% 54 4.8% Total singles 95 25%

720 100% 414 100.0% 1134 100.0%

Question 2 / Which of the opportunities would give positiv support DACH 240 Pax SEE POL 138 Pax Total 378 Pax Interpretaion and outcome of 378 Pax DACHSEEPOL

Flexible working hours 113 15.7% 64 15.5% 177 15.6% Development mentoring planing 529 46.6%

Child's care program 82 11.4% 59 14.3% 141 12.4% working conditions 423 37.3%

Parttime / homeoffice 109 15.1% 52 12.6% 161 14.2% Family support 179 15.8%

Job sharing between GM and EAM 66 9.2% 19 4.6% 85 7.5%

Person in charge of family affairs at ASO/ CSO 10 1.4% 8 1.9% 18 1.6%

Special career planning for woumen in senior level positions (GM and above) 107 14.9% 60 14.5% 167 14.7% No Kids DACHSEE 183 76%

Coaching / mentoring for female leaders by top management of the company 106 14.7% 83 20.0% 189 16.7% No Kids SEEPOL 73 53%

Special development plans for women focus personality and self esteem 113 15.7% 60 14.5% 173 15.3% TOTAL 256 67%

other 14 1.9% 9 2.2% 23 2.0% Total 1 Kid 70 19%

720 100.0% 414 1134 100.0% Total 2 Kids 43 11%

Role Models @ Rezidor

Henrieke Patkovic, Director of Sales & Marketing, Radisson Blu Hotel Lucerne works on a 70% basis and also from home. Her parents moved from Germany to Switzerland to support her with the kids.

TIME TO DIVE

Markus Conzelmann, General Manager, Radisson Blu Hotel Lucerne. Markus enjoys every single minute with his two sons and is minding them every second day.

Simona Affentranger, HR Manager, does job sharing on a 60% basis together with another Mummy. Her husband, Luzi Seiler, F&D Manager, works on a 90% basis and also from home. He takes care of the son one day per week.

ONE BIG FAMILY

Verena Forstinger, General Manager, Radisson Blu Style Hotel, Vienna. “My partner and I have been working in leading positions since more than 15 years. Delivering top results is always our aim and we spend much time at work. However it has always been important for us, to find the right work-life balance. Therefore we have organized ourselves, to spend regular quality time together in our house in the countryside of Salzburg, where we enjoy nature and regular invitations of our friends for barbeque in our garden. This empowers us and gives us the energy that we need to be successful in our daily leadership roles.”

UNWIND IN

THE

COUNTRYSIDE

NEXT STEPS –

THE JOURNEY CONTINUES

* checklist by country to bring WIL into live and to

cope with generational changes

* parttime work

* home office

* job sharing

* necessary technology

* childs care

* special training to create more self esteem

ANY CHANGE IN ANY DIMENSION NEEDS

CHANGE OF OUR MINDSET!

WE „WIL“ MAKE IT HAPPEN AND CREATE A

MORE ATTRACTIVE, DIVERSIVE AND MORE

HUMAN ENVIRONMENT FOR US, OUR

EMPLOYEES AND FAMILIES!

NEW TECHNOLOGY „WIL“ GIVE SUPPORT,

BUT WE HAVE TO MAKE IT HAPPEN!

THANK YOU FOR YOUR

SUPPORT!