Hiring with a more inclusive perspective widens the talent pool and reflects our customers, says Women in Travel CIC’s Alessandra Alonso
Like many of us, I spent some of the festive and new year’s period reflecting on what to do better in 2023 – as an individual and as founder and MD of Women in Travel CIC. I hesitate to call it making my New Year’s Resolutions, because somehow that term has become synonymous with good intentions over commitment! But it’s a useful exercise to take a pause and think about what we learned in 2022, and what we take forward from that.
One thing that heartened me last year was how the conversations about diverse recruitment (and sustainability, for the two are inextricably linked) became increasingly mainstream. WTM was a good barometer for this – not just the debate I took part in, but the many times over that week I heard both these topics spoken about as being ‘business imperatives’. For an organisation like ours that has been championing diversity, equity and inclusion for years, and that sees first-hand the huge value it brings to both individuals and businesses, this is truly encouraging. At the start of 2023 I was also encouraged by this year’s new year’s honours list. However controversial as a legacy to the empire, it is good to know that 45% of recipients at CBE level and above were women – the highest ever at senior level and up from 35.9% the year before. Female recipients in the list includes the travel industry’s very own Alison Cryer and Lynette Harrington as MBEs and fellow social entrepreneur Alice Williams, founder of women empowerment focussed Luminary Bakery.
Many businesses are thankfully recognising the benefits of a more diverse workforce, or have been forced to look at a broader spectrum of talent by the current recruitment challenges. Few people would now question the business case for diversity, as multiple studies have shown that it increases productivity, innovation, creativity and decision-making processes. Most importantly however, it encourages employers and colleagues to reflect the wider spectrum of customers seeking their services and confront and re-evaluate their own beliefs. By addressing these and establishing more open communication, we can bring about lasting, systemic change. This is all becoming more understood, but one thing I am constantly asked is “How do we turn intent into impact?”
Women in Travel CIC connects diverse, underserved female talent to employers, tapping into an otherwise invisible pool, that cannot be accessed through usual recruitment avenues. Not only do we provide access to motivated and engaged women, but we also deliver the wrap around care needed to ensure that employers feel supported when exploring less familiar talent and our female candidates feel positive about accessing work. And what they lack in confidence and travel specific experience, they make up in qualities such as resilience, determination and loyalty, which set them apart. Hiring with a more diverse and inclusive perspective can offer our industry a viable solution to counteract talent scarcity and an opportunity to reflect our diverse customer base. So let’s work to ensure that DEI is central to all our strategies in 2023.