{"id":5076,"date":"2022-11-18T14:58:29","date_gmt":"2022-11-18T14:58:29","guid":{"rendered":"https:\/\/uniofglos.blog\/eventsglos\/?p=5076"},"modified":"2022-11-30T08:53:09","modified_gmt":"2022-11-30T08:53:09","slug":"a-girls-guide-to-dealing-with-inequality-in-the-workplace","status":"publish","type":"post","link":"https:\/\/uniofglos.blog\/eventsglos\/2022\/11\/18\/a-girls-guide-to-dealing-with-inequality-in-the-workplace\/","title":{"rendered":"A Girls Guide To Dealing With Inequality In The Workplace"},"content":{"rendered":"\n
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Made with Canva <\/figcaption><\/figure>\n\n\n\n

The events and hospitality industry are mainly run by women \u2013 so why is there still clear gender inequality in 2022?<\/em> <\/p>\n\n\n\n

How Is It a Problem Today?<\/strong><\/p>\n\n\n\n

Gender inequality remains a big problem for women in the events industry. This is particularly true with issues such as the gender pay gap and the difficulties with progression for women in the industry. In 2020, the amount of women globally that held senior hospitality management positions was 29%<\/a> . This shows how difficult it is for women to reach senior positions and break through the glass ceiling. Women are often prevented from this progression by invisible pressures such as having families, which can lead to them being mentally sorted by management into junior positions. This is usually because it is perceived that their job will not be a priority over starting and looking after a family. For every 100 men promoted<\/a> in the workplace, only 86 women are, which shows how gender inequality still needs to be addressed in the industry. <\/p>\n\n\n

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Made with Canva<\/a> <\/figcaption><\/figure><\/div>\n\n\n

How Has it Been Improved?<\/strong><\/p>\n\n\n\n

Throughout the events, tourism, and hospitality (T.H.E) industry some things have been changed to help improve how women are treated in business. 52% of companies<\/a> in 2020 reduced their mean pay gap. This means that over half of hospitality companies have taken steps to ensure women are paid the same amount as their male colleagues. Women account for 79.5% of T.H.E workforce,<\/a> however, this does not equivalate to the number of women in senior management. Further development of how women are paid and treated in a work environment should be taken for women to feel they are respected and receive the same opportunities as their colleagues.<\/p>\n\n\n\n

Why Are These Improvements Not Enough?<\/strong> <\/p>\n\n\n\n

These improvements are still not enough. The gender-pay gap issues and opportunities presented to women have improved, but it is still unsatisfactory. There has been significant improvement in female representation at the non-executive director level<\/a> but that cannot be said for representation of women at the senior and executive-level. The United Nations World Tourism Organisation collaborated with organisations to produce statistics on gender-inequality in the industry, and the report found that in only 47 out of the 1,045 firms<\/a> the CEO position was held by a women. This shows that women have come a long way in receiving the same opportunities as men in the industry, but it is still clear how far they are from achieving gender equality. <\/p>\n\n\n\n

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Fawcett Society Twitter<\/a> <\/figcaption><\/figure>\n\n\n\n

Overcoming the Issues:<\/strong><\/p>\n\n\n\n

Overcoming gender inequality in the workplace will take commitment by both companies and individuals. A large part of what companies can do to help is to recognise the existence of the barriers in place that stop women progressing and the pay differences they experience. Once it is acknowledged, conversations can begin within the organisation on how these issues can be managed. This could be though training around unconscious bias, reviewing the promotion and recruitment strategies in place and mentoring within the organisation to support women to reach their goals. <\/p>\n\n\n\n

What Can Women Do Themselves to Deal with Workplace Inequality?<\/strong><\/p>\n\n\n\n

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