Skip the quota, cherish the winner!
Mother figure, Women quota, feminine leadership and so on. Women get a significant amount of attention in the public opinion; not sure how positive the radar always points. I relate to the article of the Dutch Financial papers about: ‘’Women should get more freedom to organize their job." and ‘’A women quota, the pros and cons.’’
Character first
Like many industries, the top posts within the hospitality branches are dominated by the species with the most testosterone. Should we make a change by putting a number on how many women have to be in the board? In my opinion, no. I question the effectiveness because both man and women should get their position based on character and achievements.
May the best one…
On the journey to climb the corporate ladder, your competition is always right by your side breathing in your neck. To reach the top there is only room for people with strength and perseverance. No matter the heartaches, pains, colour, age or gender, the winner will always strive forward. By constantly keeping up society’s rules, we forget what the purpose of the boardroom really is about: growth and continuity. It doesn’t matter who is in the board, as long as he, she or it is capable to bring the company forward.
The power of female intuition
Throughout history, women have been praised for their intuition—a deep, almost instinctual understanding of people and situations. This so-called "sixth sense" is not just a myth; it is a skill honed through centuries of social roles, particularly the role of a mother. Mothers are often attuned to the needs and emotions of their children, and this ability to read people extends naturally into the professional world. In recruitment, where understanding a candidate's true nature is crucial, this female intuition becomes a powerful asset. It’s no surprise that recruitment, a key part of the hospitality industry, is predominantly led by women.
Traditional views, modern impact, and inclusivity beyond male and female
While traditional views might have once confined women to specific roles, these very roles have endowed women with unique strengths that are now highly valued in leadership and management. Women’s capacity for empathy, emotional intelligence, and collaborative thinking are not just soft skills—they are critical for navigating the complex interpersonal dynamics of the workplace.
As we stepped into 2024, the importance of the conversation surrounding leadership and gender is growing. Inclusivity in leadership roles means embracing all gender identities, not just the binary view of male and female. Leadership potential knows no bounds when it comes to gender, and as recruiters, we must be conscious of how language and attitudes shape opportunities. Using terms like "it" in reference to non-binary or gender-diverse individuals is one small step toward creating a more inclusive environment. The future of leadership should be driven by talent, vision, and character, not limited by outdated gender norms. By acknowledging and celebrating all identities, we can build boardrooms that reflect the true diversity of our society, fostering innovation and growth for the entire company.
The pitfalls of superficial quotas
In an era where companies are eager to showcase their commitment to diversity, there's a growing trend of implementing politically correct practices that focus more on appearance than substance. Hiring women or non-binary individuals solely to meet numerical targets or to appease public opinion undermines the very essence of equality. Such approaches can lead to tokenism, where women or gender-fluid employees are placed in positions without the genuine support or resources needed to succeed. This not only hampers individual growth but also fails to drive meaningful organizational change. Authentic inclusion requires moving beyond mere numbers to foster environments where talent and merit prevail.
Balancing the scales
It is easy to talk about change, especially when the subject has been around for so many years. A balanced boardroom, one that isn’t preoccupied with rigid gender definitions but instead focused on the diversity of skills, insight, and perspectives, is where true progress happens. The benefits are clear. Diverse teams consistently outperform homogeneous ones, and this applies as much to gender diversity as it does to thought, background, and experience. The key isn’t to meet a quota but to cultivate a space where every individual can thrive based on their unique talents and leadership style.
At CourtesyMasters, our success in having a balanced boardroom is evidence that true inclusivity enhances decision-making, drives innovation, and leads to long-term success. However, we recognize that inclusivity is not just about numbers; it's about creating an environment where everyone—regardless of gender identity—feels they have a seat at the table. Only when we allow people to bring their authentic selves to their roles can we expect to see the best results.
The journey to true diversity in leadership may be complex, but it’s one worth taking. Instead of focusing on numbers or political correctness for the sake of appearance, we need to consider the actual impact of our leadership teams. Inclusivity, be it for women, men, or non-binary individuals, must be pursued because it benefits the company, not just because it looks good to the public eye.
