Even though women make 50% of the workforce in hospitality, gender equality remains a myth in our sector. There is a significant gap in terms of rank, pay, role and general progression in women's leadership positions and female representation falls as women rise in their careers with only 5% going on to make the top job of CEO. Beyond the facts and figures, if we need to be on the frontlines of change, we really need to get a grasp on the biggest challenges the current CEO's face in fixing the problem. Because CEO's who think gender diversity isn't a problem only make it worse and simply hiring more women will not solve the problem.

Why is gender diversity at the top still a challenge? How are you driving change in your organizations from the very top? What are the biggest challenges you face as a CEO or C-Suite executive and what would you like to see more of - quotas, universal standards for measuring and monitoring, legal enforcements?

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Marcus Bernhardt
Marcus Bernhardt
Chief Executive Officer at Deutsche Hospitality

“The discourse on equal opportunities is very important for our society in general. In Germany, the share of women on the management boards of DAX 30 companies in Germany has risen from 0.5 percent in 2008 to almost 15 percent in 2020. Nevertheless, this shows that there is still plenty of room for improvement. Companies play an important role in terms of filling management positions as well as shaping the corporate culture they live by. Diversity management needs to strategically recognize, nurture, and leverage the personal talents and individual needs of employees.

We have committed ourselves to provide equal employment opportunities (EEO) to all applicants and employees and have also launched an initiative by introducing a quota for women in leading positions on the first and second management level. Flexible working time models ensure that family and career can go hand in hand. In terms of our corporate culture, we introduced guidelines for the use of gender-sensitive language within the DHfamily to promote diversity within our company and support our colleagues in communicating fairly and inclusively. Diversity is high on the agenda of many professionals and jobseekers, and we want to make sure that outstanding talent will always make it to the top at Deutsche Hospitality.

We have female role models in key management positions at Deutsche Hospitality but we, like many companies in our and other industries, still have a way to go. Legislation can speed up development. In my opinion, however, it is the ongoing cultural change within society and companies that fosters gender equality rather than legal enforcements. I am sure we will see the diversity we have at Deutsche Hospitality across all levels represented also at the top level very soon.”

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