How to achieve the equality and inclusivity in work environment

The following publication is part of a series of 7 pieces prepared by Glion's IHB Masters students during a one-day workshop aiming at highlighting the potential of the hospitality industry to contribute to the achievement of the UN SDGs by 2030. All figures, data and initiatives are fictitious and were created by students in the context of an immersive and transformative learning experience where students generated ideas and propositions that transcend the conventional thanks to the simulation of a professional conference taking place in 2030.

Learn more about the workshop at Glion here.

This piece focuses on SDGs 5 and 10, Gender equality and Reduced inequalities. Students view the following objectives to be achievable by 2030 in the hospitality industry: women in management positions increase by 25% and a minimum of 35% boost for diversity and inclusion for minority groups. Students emphasised the importance of intentional policies not only among hotel groups but also in hospitality schools with the creation of the WIL (Woman in Leadership) program at Glion where researchers and professionals would collaborate to support women leadership.

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The SDG Conference 2030 has concluded successfully today with more than 20 amazing speakers with 8 panel discussions, together with nearly 100 dedicated attendees and students in the hospitality industry.

Throughout our half-day agenda, 8 amazing panel discussions have been completed, covering our achievable goals regarding 17 sustainable development goals and how different stakeholders in the hospitality industry have taken actions to obtain such objectives.

As we are all aware, gender diversity in the workplace is becoming increasingly important for a variety of reasons. Not only does it play a role in prospective workers' decisions about whether or not to apply for a job with a given company, but there are also a number of other advantages for businesses that make efforts to increase gender diversity in the workplace.

In the panel about gender equality and reducing inequalities, we proudly presented the goals that have been achieved with regards to equality: Up until now, on average, women in managerial roles has increased by 25% and a boost of minimum 35% for diversity and inclusion for minor groups.

We were pleased to welcome 4 speakers:

Ms. Bethina - CEO of Jumeirah kicked off our panel discussion by sharing some insights about remarkable figures that Jumeirah has achieved in the past years with efforts to gradually eradicate inequalities in the workplace. Ms. Bethina elaborated on the metrics her company employs to assess the value of initiatives like leadership development and mentorship. This could open doors for many people, especially women, to advance their careers to higher ranks. Additionally, a worldwide initiative to provide child care for women in positions of power has been initiated.

After that, Mr. Yuhan He - CSR Director continued by giving us some valuable information about the various measures being taken to further the company's goals. He claimed the hotel's environmental efforts over the past five years had shown positive results. The gender pay gap at the hotel was reduced to less than 5%, and the average salary across all demographics (race, religion, age) was also brought closer to the norm. Further, every year for the past decade they have won the prize for best hospitality organization culture. They also pushed a number of office regulars to improve the hotel's internal stability and foster a more welcoming, varied, and productive workplace. The company's motto is "Different Us can serve Different customers," which was established on the principle that "the impact of different minds would give inspiration," leading to the formation of a consensus based on mutual regard. For example, respect on living habits, respect on religions, respect on recognition. Additionally, ten years ago, they made a commitment to diversity by adopting a policy that required a minority population composition of at least 20%. Also, so that everyone on the team could work without undue stress, they established a division known as a working assistant to help them with any issues or concerns they might have.

Following up, we have Ms. Sindy - the Hotel School Dean of Glion shared about the Women in Leadership (WIL) Initiative that is implemented successfully in Glion. In her role as dean of a hotel school, she established an academic center to support studies of women in the workplace in the field. The center is staffed by five researchers drawn from the faculty and guest speakers at the hotel school, and it serves as a resource for students interested in conducting their own studies on women in the workplace. Since 2024, she has worked together with other institutions and the industry to host yearly conferences at which researchers and industry leaders are invited to present their thoughts. She also included the idea of WIL into her leadership classes to help students become more aware of its existence. She thinks that every one of her students, regardless of gender, is a future leader in their field and deserves to be heard and given the tools they need to make a difference. Then, in collaboration with the hotel sector, she offered three initiatives aimed at empowering women in the workplace and preparing them to advocate for equal pay, promotion opportunities, and other benefits. Furthermore, she established a WIL committee to help students apply classroom ideas in real-world settings through activities such as case studies and role playing. The alumni community strongly backs the committees, and the committees themselves serve as a conduit for the alumni to be reached for advice, guidance, and the exchange of useful experiences. She believes that this program would pave the way for greater chances for aspiring young women in the hotel industry and foster a community of mutual support among them.

And finally, Ms. Muna Alturkistani - Government representative in Saudi Arabia discussed equitable policies and practices. She explained how legal frameworks, training and education, regular monitoring and reporting as well as partnership and collaboration can help promote equality and inclusivity in the hospitality industry.

A big thank you to all our speakers for joining us and discussing valuable SDG goals!

*Article by Thu Tra and Theresia Jessica

About Glion Institute of Higher Education

Founded in 1962, Glion Institute of Higher Education is a Swiss institution offering bachelor's and master's degrees in hospitality, luxury and finance to an international student body across three campuses in Switzerland and London, UK.

Glion is ranked among the world's top five higher education institutions for hospitality and leisure management, and in the top three number for employer reputation since its entry in the ranking in 2018. (QS World University Rankings by Subject, 2022).

Part of Sommet Education, worldwide leader in hospitality education, Glion is accredited by the New England Commission of Higher Education (NECHE).

For more information, visit glion.edu.