Working out how to attract and support young entrants is a key challenge for the industry, says Travel Weekly’s Lucy Huxley
I wrote last week about the need for the industry to engage with the new Tourism Education and Skills Working Group set up to respond to government plans to defund Level 3 academic courses – including those focused on travel and tourism.
So it was heartening to hear speakers at our second Travel Weekly People Summit sounding so optimistic not just about the collaboration that has taken place so far, but also about the potential for the process to create an even better pathway into the sector.
The overall mood at the event was overwhelmingly positive, as we heard from a range of industry speakers and experts about topics including recruitment, retention and development.
But there was also a healthy dose of realism from panellists, presenters and delegates about the challenges that remain for our sector – including an ongoing need to create a more diverse workforce.
Other topics included evolving attitudes to flexible working and it was fascinating to hear how companies are taking different approaches and recognising there isn’t a one-size-fits-all policy.
Meanwhile, a key theme that arose time and again was the importance of developing a company culture to attract the best talent and retain and reward those you already employ.
As Hays Travel owner Dame Irene Hays told attendees, there is a generation of young people who have masses to offer but whose life experiences have been curtailed by the pandemic. Working out how to attract, support and develop that future talent will be one of the industry’s key challenges in the years to come.