“A female-led” business – what do those words mean? What do they stand for? What do they highlight to others? 

It’s easy to skim past them as you read a longer tale but the reality is “female-led” is a tale in itself – set out by those willing to overcome the under-representation and unique challenges faced by women in any industry and become leaders… setting an example for all and lifting others as they climb.

Abbie Hart oversees our luxury and lifestyle division “Luxe” and as a female – leader knows all too well how poignant those words are. Abbie’s career has taken her on a path of entrepreneurship, Founder of The Female Hospitality Network, 10 years of experience in hospitality recruitment & events planning and a distinct expertise in hotels, awarded concepts & the Michelin world. PHEW, that’s a journey… 

Abbie shares 3 questions and answers to think about when navigating your own path from “female in hospitality” to “leader in hospitality”…

Do I fall into the “think manager, think male” mindset? 

It’s an oldie but a (not so much) goldie, I think this “cliche” was prevalent in the 1970s… it still rings true today… if you find yourself instantly associating (typically) masculine characteristics with management it’s time to re-adjust your understanding of what skills managers need in hospitality… 

• Does serving others make you happy? 
• Can you manage and thrive with a busy schedule? 
• Do you love a challenge? 
• Are you a people person? 
• Are you living your purpose?
• Is showing empathy your nature?
• Will multi-taking become something you do without thinking?

If you answer yes to all of the above, YOUR characteristics make a leader and you already have what it takes to start your journey. You know in your soul you are meant for more, go with it!

My advice would be not to let anything hold you back. Be true to who you are. I often think about the study completed by The Government Equalities Office who found men apply for a role when they’re 52% qualified whereas women apply when they’re 56% qualified… apply for the role, you got this… not all skills can be categorised by a checklist.

How can I be seen, heard & recognised as a female-leader? 

I am in regular conversations with female – leaders such as Jessica Southworth, Director of Sales for Hotel Football, Shauna Ainsworth, HR Manager – UK North for INNSiDE By Melia and Laura Kelly, Head of Talent and Culture of GG Hospitality and they can all be seen in my call list. They are all inspirations to me, and in my opinion, are true examples of women pathing the way and making the change in our industry.

It’s a shame how easy it is to believe we lack female leaders in our industry. I suppose we do, the data says so… but my reality is different…  I spend so much time being inspired by like-minded women. I then find myself asking “why do we lack female-leaders?” is it because we’re underrepresented? We don’t shout loud enough? We’re too busy managing work, home-life and everything in between to be seen, to be heard? Or are our employers not offering the flexibility for us to succeed as we blend who we are as women with careers and mothers? 

Whatever the answer, we can overcome it together. Connect with others, attend networking, share thoughts and comments on social media. Build your own ecosystem of like-minded leaders the more you surround yourself with inspirational people the easier your journey will be and the more we collaboratively raise our heads and voices, the more we can inspire others to do the same.

Where do I start with juggling family life & career progression?

As a single Mum, I ask myself this question a lot and I often come to the same conclusion… It’s about blending it all together as best you can. It’s not always easy, in fact sometimes it is f*cking hard, but it’s worth it every minute on both sides. I need my purpose, for me that is my career- it makes me a better parent!

The internal conflict generated from managing work and family is REAL, and with that comes ‘mum’ guilt on both sides. It won’t come as a surprise, but there’s still a pattern, where men see a greater share in shifts and hours in comparison to women across the majority of hospitality sub-sectors…

I read an article in Bdaily recently where they highlighted female workers in the hospitality industry have been working an average of 19 hours a month fewer than their male counterparts, resulting in a difference in annual earnings of £2,166 for those on the minimum wage. According to the Deputy data, if women in hotels were to work the same hours as men across a 12-month period from April, they would earn £3,501 more… 

The numbers don’t lie and it’s a harsh reality but what I’ve found is that it’s okay to split your time and your personality to fulfil the demanding roles that you have at work and home. We deserve it all. Do not let anyone tell you differently.  This time should be based on the time you have available and not time you have to find…

If you’re struggling to complete a certain amount of hours, due to external factors, and therefore failing to fulfil your salary expectations, I would suggest you broach the subject with your employer. They need calling out, it is 2023 and surely we can do more to support women who birth human beings. 

When’s the best time to start the convo? I would say, during your interview stages, it’s never too late… isn’t doesn’t have to be as straight-forward as asking them “can you accommodate my desired hours around other responsibilities to ensure I still earn my desired income” ..? Although it can be..  it can also look a little bit like the below: 

• Asking them to talk through family friendly practices;
  • Supplemented childcare
  • Paid sick days for your children 
  • Unique shift patterns to accommodate child care and education 
• Get a clear understanding development opportunities and clear progression routes whilst being transparent about other responsibilities 
• Ask them to share transparency about gender equality measures
• What support networks and mentoring is available

It’s okay to put your all in at work without compromising on the needs of your family – quality employers (we work with a lot of them) will recognise this and welcome conversations to help you thrive, ensuring your earning potential can match anyone else’s. Working with you to overcome the many visible and invisible barriers to women’s career development. This requires conscious initiatives from all stakeholders and can often be solved by starting the conversation no matter what stage of your career you’re currently at. . 

I really hope this helps; although you have to take your career journey alone, remember, we’re all in this together. I would love to hear from you if you have any thoughts or any tips from your journey, every story matters and should be heard…