ALS


only around five per cent provide any gender-specific travel safety training or pre-trip advice,” she says. “Many companies only deal with issues when, say, there’s sexual assault during a work trip. Some don’t know how to deal effectively with harassment in the office, let alone when it happens on business travel.” For Chris Hellawell, head of account management at Diversity


Travel, travel management departments and providers are not as diverse as they could be. “It’s a problem that we as a sector should all do more to tackle. There’s always room for improvement, particularly when it comes to addressing internal issues such as discrimination in the workplace and gender pay gaps. Diversity imbalances within the travel industry may have a limited impact on client experience.”


WHO IS RESPONSIBLE?


Another obstacle to change is the uncertainty surrounding who should take responsibility for the issue of diversity: is it human resources, diversity and inclusion specialists, travel risk mitigators or travel managers?


“In an age where we strive for equality, some managers are nervous about homing in on certain groups and the subject feels very controversial,” states Pearson. “In addition, some old school travel managers are focused mainly on compliance and how they can reduce travel spend, so they tend not to invest so much time and effort in duty-of-care products.”


When it comes to addressing these problems, the consensus is that it’s all about data. While many large organsations are now


buyingbusinesstravel.com


Do buyers have a duty to address equality in their corporate travel programmes?


2018


SEPTEMBER/OCTOBER


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