For an industry that thrives on diversity in the United States, such as the hospitality and restaurant industry, inclusion in their executive ranks to helm the functioning of restaurant chains and keep a safe, inclusive and welcoming culture is challenged with it comes to. On the surface, the travel and tourism industry is leading the way when it comes to gender diversity, with women representing 50% of employees across the sector. However the upper executive level is a whole another story. Female representation falls to 40% at mid-level management and 33% at senior executive level, and the level above, senior management and the C suite is impenetrable by inclusion and diversity.
As per reports, 19 percent women fill up C level roles in leading forms and only a 5 percent women are CEOs. While restaurants make up the most diverse workforce in the nation, that diversity rarely reaches management and C-suite positions. According to a 2014 survey by the Multicultural Foodservice & Hospitality Alliance (MFHA), ethnic and racial minorities account for half of all hourly employees, while women account for 52 percent. But as per the pattern observed these numbers are discouraging and drop down further for senior level executive and management roles. Minorities and women comprise only 31 percent and 29 percent, respectively, of all general manager positions. At the corporate level, minority representation is even sparser: Only 8 percent of corporate executives are minorities.
The board at the higher ranks consists of mostly white males. It has been observed once someone representing a minority or a woman reaches that high up the ladder, they can definitely bring about change. But it is getting significantly difficult to climb that ladder. Achieving higher rates of gender diversity on the board and at C-level will require deep cultural shifts within organizations but also clear rules forcing the industry to create a roadmap to improve their diversity and inclusion quotient over a fixed period.
