The Big Question: Do women have equal opportunity to progress in travel?

Do women have equal opportunity to progress in travel? In theory, yes; in practice, no. For years, women have been told we can pursue our careers to the very highest level and have the same opportunity to succeed as our male counterparts.

Unfortunately, infrastructure in the UK doesn’t support this. Caring responsibilities, managing the household and domestic activities still fall disproportionately on the woman. According to research, a staggering 75% of unpaid work is done by women. Women spend between three and six hours on unpaid work per day compared to men’s 30 minutes to two hours.

During the pandemic women were not only 24% more likely to lose their jobs due to insecure contracts and lower level positions, but also to be burnt out by homeschooling and running the house while holding down jobs.

This problem isn’t exclusive to the travel industry, but it certainly plays out here. Our workforce is largely female (55% or more) – mostly at junior level, with numbers decreasing rapidly further up the ladder. The top 10 highest paid senior positions are still held by men, therefore the gender pay gap is still high– as much as 60% in aviation.

This is is why Women in Travel CIC’s male allyship programme is so vital in the journey towards better DEI. Encouragingly, Expedia’s new incoming CEO is the fabulous Ariane Gorin, but she will still be in the minority.

Some of the changes needed are bigger than our industry, but greater flexibility and a rethinking of career pathways are needed to truly reach equal opportunity for women in our sector.

Alessandra Alonso is founder and managing director of Women in Travel CIC.

The opportunity for those who identify as women to advance in our industry can vary based on sector, region and company culture. Historically, gender disparities have always existed in the industry, challenging women’s progress in terms of equal pay, leadership representation and realising their ambitions.

However, in recent years, we have seen significant strides in addressing these issues and promoting gender equality.

Many companies have introduced mentorship programmes, diversity training and guidance targeting gender bias. Moreover, there’s a growing acknowledgment of how gender diversity drives innovation and business success.

But obstacles persist for women’s progression, such as systemic biases, stereotypes and cultural norms affecting hiring and promotion. Plus women – especially in under-represented groups – encounter challenges related to work-life balance, unconscious bias and access to networking.

Nevertheless, there are inspiring stories of women reaching leadership roles and making significant contributions to the industry. Organisations like AWTE and Women in Travel CIC empower women through mentorship programmes, creating events to place those women onto platforms where they can inspire others.

While progress has indeed been made, more efforts are needed to ensure equal opportunities for women to thrive. Continued action on gender disparities and diversity will be crucial for creating an inclusive workplace for the future.

Lindsay Garvey-Jones is Holiday Extras' national retail manager.

The Big Question is a monthly feature from TTG taking on some of the burning issues facing travel through expert commentary, insight and debate. While it's not designed to be adversarial, it won't flinch from placing a spotlight on some often uncomfortable topics travel – like it or not – will one day have to reckon with.

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