Operations -4%
pay gap between men and women working at the same job level at Accor in 2017, this was reduced to -2.2% in 2019. Accor
countries that had set up binding legislative gender quotas, such as France, Germany, Italy and Belgium, showed more impressive progress than those with soft measures. They saw a 27% increase in women on boards over ten years, as opposed to 15% for those with soft measures. Anne-Sophie Beraud, VP of diversity and inclusion at Accor, believes that concrete objectives within companies can support the progress of women into senior and executive positions. The group has committed to having at least 35% women as hotel managers by the end of 2021, 40% of women in Senior Leadership and 30% of women on the Executive Committees by 2022. “Sometimes it is not attainable to reach the same level in different countries, and commitments must be aligned with local needs, these acts of mobilisation must continue in order to create an equal future,” she says.
Setting better targets
Before hotel groups can measure and improve, however, they must know what needs fixing. “If you don’t know what you’re doing, whether it’s working or not working, and whether progress is meaningful, you can’t make any changes. You need to be tracking the right sorts of data and the right metrics,” Khowala
says.She hopes FiveEightTen can step in to help. By aggregating data on all inclusivity, diversity and
ADA Cosmetics ........................61
www.ada-cosmetics.com
Agilysis ...................................42
www.agilysis.com
Barilla .....................................62
www.barillafoodservice.com
Deutsche Hospitality ....................4
www.deutschehospitality.com
EHMA .....................................15
www.ehma.com
EquipHotel Paris ......................IBC
www.equiphotel.com
Heyward Group .......................23
www.heyward.group
HITEC ......................................46
www.hftp.org
70
equity measures, including gender, the idea is that the platform can give hotel firms a snapshot of how they deliver on targets and help them track their progress over time. Accor is already using data collection to improve their understanding of gender gaps and assess gender specific disparities. In 2019, for example, to help close the gender pay gap, they analysed base salary and target total cash, covering 35 countries and 5,300 employees. “Thanks to these analyses, based on an annual base salary for a full-time activity, the pay gap between men and women working at the same job level at Accor was reduced to -2.2 % in 2019, compared with -3.1% in 2018 and -4% in 2017,” Beraud says. Kerten is also trying to set better internal targets, rather than relying on the usual KPIs that have been there for “a gazillion years”. “If we can [improve in this area], it means the time and effort can be spent on making the next moves towards, say, building communities,” Knippenburg hopes. “By this we mean things like bringing leading female entrepreneurs together in Jordan or connecting female food entrepreneurs in Italy. These things are super difficult to measure and it’s something we’re working hard on.” At Kerten, ESG is at the heart of the business, an approach Khowala hopes becomes more widespread. In her words: “Groups need to treat gender equality as if business survival depends on it.” ●
HOSPA ......................................7
www.hospa.org
International Hotel Technology Forum ....................30
www.arena-international.com/ihtf21
Independent Hotel Show ...........19
www.independenthotelshow.nl
Infor ........................................45
www.infor.com/hospitality
Integrated Systems Europe.........37
www.iseurope.org
Ireckonu ..................................44
https://ireckonu.com
Kemitron ..................................58
www.kemitron.com
MEIKO ....................................67
www.meiko.info/en
Prosciutto di Parma ...................65
www.prosciuttodiparma.com
Radisson Collection................OBC
www.radissonhotels.com/collection
Radisson Individuals .................29
www.radissonhotels.com/individuals
Siemens Smart Infrastructure .....24
www.siemens.com
TigerTMS .................................33
www.tigertms.com/solutions/iportal/
VDA Group .............................41
www.vdagroup.com
Hotel Management International /
www.hmi-online.com
Nomadix .................................39
www.nomadix.com
Percipient................................ IFC
https://percipient.co.uk
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