Gillian Dalziel, CSR programme manager Learning for Life at Diageo

The hospitality industry is a cornerstone of economic growth and social interaction, offering various career paths for individuals with diverse skill sets and passions. Yet, despite the abundance of opportunities, one big challenge is the prevalence of gender bias and unequal representation at leadership levels for individuals seeking a career in hospitality.

In the UK and Scotland, the industry plays a pivotal role in employing women, with around 60% of the workforce in the UK being female and 54% in Scotland. However, this representation dwindles significantly at senior management levels, with only 11% of senior roles in the UK and 36% of managerial and proprietor roles in Scotland held by women, underscoring the need for greater gender diversity and inclusion initiatives.

As programme manager for Diageo’s Learning for Life programme, I have witnessed both the progress made and the challenges that remain in achieving gender equality in hospitality. While the industry is taking commendable steps towards gender equality, a pressing need remains to empower women to ascend to leadership roles.

Delivered in partnership with hospitality charity Springboard, the Learning for Life programme is committed to preparing women for successful careers in this sector and last year 53% of our graduates were female. Our recent all-female workshops in Glasgow and Nottingham exemplifies this commitment, focusing on equipping women with the skills, confidence, and networks they need to thrive. This initiative is part of our broader goal to address the skills shortage in hospitality and promote the sector as a viable, long-term career option.

Several factors contribute to the imbalance in leadership roles. Coupled with persistent gender stereotypes and a masculinised organisational culture that continues to plague the industry, the “ideal worker” notion, tends to favour masculine traits, further sidelining women.

The industry’s demanding and irregular hours also pose significant challenges for women juggling caregiving responsibilities and there remain limited opportunities for networking, mentoring, and sponsorship, which are crucial for career advancement.

To move the dial on gender equality in 2025, the hospitality industry must adopt a multi-faceted approach to address these issues. By implementing family friendly policies and flexible working hours we can help women manage their dual responsibilities. Another essential part to foster trust and fairness is to have transparency in recruitment, promotion and pay equity. Establishing robust mentoring and support networks can guide and encourage women to pursue leadership roles. Additionally, regular training to address unconscious bias and promote an inclusive culture is vital for progress across the sector.

The benefits of having women in leadership roles are well-documented. Studies have shown that companies with women in leadership positions see increased productivity and better financial performance as women often bring different perspectives and insights, enhance collaboration, inspire commitment, and improve organisational fairness.

Having women in leadership creates a positive feedback loop by dissolving stereotypes, promoting true equality, and inspiring others, thereby establishing a pipeline for future generations.

The time for systemic change is now. By advocating for and implementing systemic changes, we can accelerate the pace of gender equality in hospitality, setting an example for other industries. Diageo’s Learning for Life programme and The Springboard Charity are committed to this cause. Through continued effort and dedication, we can create a future where women are not just present in the hospitality industry but are leading it.