Home' Hotel Management : HM OCTOBER 2016 Contents Leadership (CCL). In the last 12 months, the two day
program has now been attended by over 60 participants
and since completing the course, 33% of those
participants have already been promoted or transferred.
"We are thrilled with outcomes to date," said Hilton's
Regional Director of Marketing and Public Relations for
Australasia, Deborah Gold.
"Two of our recent General Manager appointments
have been women and it is especially pleasing to see
how our existing leadership team have embraced this
opportunity to bring about gender equity.
"While the tide is changing and more women are
being elevated into leadership roles, there is still much
work to be done. We need to ensure that as women
continue their upward trajectory in our organisation, we
continue to appreciate the unique qualities and abilities
they bring to the workplace.
"What we have seen through the Women in
Leadership program is that our participants are beginning
to understand the importance of building their network
with other female leaders, the significance of this cannot
be understated. It this through these networks that our
female leaders expand their knowledge and learn from the
success of others," she said.
Hutton said Hilton has some long-term goals for the
Women in Leadership program.
"As with any of our development programs, we need to
ensure that the outcomes are embedded into our culture
over the long term," he said.
"Together with the Women in Leadership working
group we have now articulated our long term goals; to
recognise the value women talent bring, to take a long-
term view of women talent, to purposely foster a culture
conducive to women, to develop learning programs and
opportunities for promotion and to commit to and build
an inclusive workforce," Hutton said.
Gold said over the last 12 months "we have learnt that
women can still feel reluctant to speak up and we have
learnt that men can feel they need to be careful about
what they say and do in front of women".
"We have learnt that women may feel reluctant to
participate in female only leadership courses for fear of
discrimination and this is precisely why our Women in
Leadership course really matters," she said.
"Through leadership training our participants are
given the confidence they need to challenge their thinking
and progress in their careers"
Todd said Hilton was well on its way to achieving its
gender equity goals.
"Hilton in Australasia now boasts 20% female general
managers, 32% female directors and 32% of its heads of
department are female," he said. "We have some way to
go but we are well on our way." n
As a global leader in hospitality, Hilton has an unwavering commitment to
delivering exceptional customer experiences across every one of its 4700 hotels
across the globe. With over 160,000 team members taking up this challenge,
Hilton is renowned for its team member development programs which allow for
each and every team member to achieve their personal and career goals in the company.
In early 2014, Hilton recognised that women and men have differing development
needs in order to progress to leadership positions, and from this the global Women in
Leadership program was developed.
Locally in Australasia, the statistics showed a similar pattern, according to Hilton's
Vice President of Operations in Australasia, Paul Hutton.
"We quickly recognised there was a need to address women taking up leadership positions
across Australasia. Whilst our overall gender split of team members is 50% female, 50% male,
in 2014 only 11% of our General Managers across the region were female," he said.
As a result of the gender imbalance in the leadership team, Hilton in Australasia put
together a working group of both male and female leaders to address this discrepancy.
The working group set to articulate to all team members the benefits to the organisation
of addressing the imbalance.
Hilton's Senior Director of Human Resources for Australasia, Richard Todd, who
led the working group, said: "When thinking about the imbalance we wanted to address
two outcomes. The first being women have the right to equal reward, status and access to
opportunity and secondly, the business case which shows that women represent an equal
talent pool in hotels and there is a clear commercial logic to foster this talent for the
benefit of our customers and our company."
The working group then went on to develop a comprehensive development program
for Hilton's high-potential female team members.
The first step in this process was to identify the skills that the female team members
needed to progress their careers. These skills were identified through surveys and structured
one-on-one conversations. The outcome clearly showing that leadership competency skills
as well as technical skills, outside their area of expertise, were the driving factors that stopped
these high potential team members from progressing to the next level in their careers.
"The results of the survey really surprised us. They challenged our pre-conceived ideas
that family related commitments were stopping these team members from taking the
next step in their career," Todd said.
"What the survey really showed us was that factors within our control, such as skills
training, a better understanding of their long-term career paths and our ability to provide
employment support for partners when transferring to a new location was what was really
required to drive change," he said.
Hilton then set about developing a Women in Leadership program that covered
the required leadership and technical skills in conjunction with the Centre for Creative
"Hilton in Australasia now boasts
20% female general managers,
32% female directors and 32% of its
heads of department are female."
RICHARD TODD, Hilton's Senior
Director of Human Resources
Hilton stars: Paul Hutton, Deborah Gold and Richard Todd
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