Welcome to Our Site
Motivating The Hospitality Industry
If you’ve ever smacked into an invisible barrier to your career progression in the hospitality industry then—like many other women and minorities—you have first hand experience of the, so called, “glass ceiling.” The purpose of this website is to motivate and empower women just like you to shatter the glass ceiling, take on more challenging hospitality projects and become all that you are fully entitled to become.
To quote a Cornell University study: “Research shows that gender and racial bias at senior levels of corporate management centers around informal culture, selection and recruitment practices, task assignment, performance evaluation and salary decisions.
Monitoring for equal access and opportunity at the higher levels of corporations is usually not considered a corporate responsibility or part of planning for developmental programs and policies.” If we stand together as an industry we can change that culture, change those recruitment practices and take our rightful place alongside our male colleagues.
Thinking Like A Leader
As motivational speaker Dr Steve Bedwell has observed: “To shatter the glass ceiling in your organization, you must also shatter the glass ceiling in your own mind.” Dr. Bedwell continued by explaining that numerous, peer-reviewed studies have demonstrated, so called, stereotype threat. For example, Asian American women perform better when focused on their Asian identity than when focused on their female identity. Pause and ponder these findings for a moment. You can learn more about Dr. Bedwell's leadership ideas here: leadership speaker.
As Laura Reed, the owner of Great Conferences (a company dedicated to finding the right motivational speakers for their hospitality clients) points out: "It’s important to remember that, while the glass ceiling is very real, we sometimes exacerbate our problems by being too quick to avoid conflict and too quick to settle for less than we deserve." Laura is right, and Jane Rogers agrees: "We sometimes exacerbate the very real challenges we face. Jane, one of the leading retailers of Halloween Costumes in the United Kingdom, continues: "Are you less than stellar when you give a presentation? Are you reticent to speak out in business meetings when you know you have a great idea?"
So how do we shatter the glass ceiling in our own mind? Well, to quote Guy Kawasaki: "Simple and to the point is always the best way to get your point across." So, on this website, you'll find articles that get straight to the point. Articles that are chock-a-block with strategies and tactics for developing the kind of executive presence that greatly increases your chances of advancement. Use these ideas to get noticed and promoted. And then cascade them down throughout your hospitality organization, so you can embed yourself in a culture of success. Using these ideas you can motivate your staff and leave a lasting legacy.
Leverage Corporate Initiatives
The good news is that there are exceptional initiatives designed to motivate women and empower minorities as they advance though the ranks of corporate life. For example, women in hospitality gives full marks to AT&T for their ongoing mentoring program. It’s called the Women of Color Business Growth Initiative. AT&T’s stated objective is to help female business owners who are part of minority groups. The participants have been introduced to tools for streamlining their business operations, such as leveraging private sector and government resources. The overall goal of the teaching—which was delivered in various formats, including formal classes, executive coaching and webinars.
AT&T implemented the mentoring program in response to the Center of Women's Business Research's study of women of color businesses. A shocking 2008 study of the businesses of women of color has revealed that the growth these business initiatives lags far behind small business growth in other demographics.
There are countless other studies that highlight the workplace discrimination that still exists for women and minorities. For example, the American Association of University Women Educational Foundation reported that even after "controlling for hours, occupation, parenthood and other factors normally associated with pay, college-educated women still earn less than their male peers.” My goal is for you to find that this website is an oasis of information in a dessert of discrimination. So let's change the hospitality industry together, one step at a time.