International Women’s Day 2024
International Women’s Day offers an opportunity to celebrate and campaign for a gender-equal world, free of bias, stereotypes and discrimination.
Global Travel Management has a proud history of working towards inclusion and diversity. Our company’s first employee was female. That employee was also our first Director. And, this year, that Director has been named as the Travel Businesswoman of the Year.
In order to mark International Women’s Day, we have asked a number of influential, well-respected women in leadership roles in the travel industry to share their views, experience and advice.
Through these women’s experiences, we hope we can celebrate achievement and work towards gender parity.
Natalie Pawley is a Director of Global Travel Management and was its first employee and first Director when the company was launched in 1997. Natalie was recently named as Travel Businesswoman of the Year for 2024 in the UK travel awards.
Can you share a pivotal moment in your career that empowered you as a woman in this industry?
For me, the most pivotal moment in my career is when I swapped full-time employment elsewhere to the role as Director and first employee of Global Travel Management. Setting aside the normal thoughts and doubts anyone might have when taking such a leap, I decided that the only way to determine whether I could do it… was to do it.
Sometimes, things seem to be impossible, right up to the point when you do them. That’s a mantra I like to repeat, often.
In your opinion, what advancements still need to be made for women to achieve equal representation in leadership roles within the travel sector?
While we’ve made strides, there is still work to be done to achieve equal representation of women in leadership roles within the travel sector. Initiatives focused on mentorship, leadership development programmes and creating a more inclusive work culture are crucial. Additionally, addressing unconscious biases and promoting transparent hiring and promotion processes will contribute significantly to breaking down barriers for women in the industry.
Have you observed any shifts in attitudes towards women in the travel industry throughout your career?
Over the years, I have witnessed positive shifts in attitudes towards women in the travel industry. There is a growing recognition of the unique skills and perspectives that women bring to the table and many companies are actively working towards creating a more inclusive environment. However, it’s essential to remain vigilant and continue advocating for equal opportunities to ensure sustained progress.
However, let’s look at it from the opposite end of the telescope. I have been named Travel Businesswoman of the Year this year. I am very pleased and flattered to receive the accolade, and this type of award is a good way to recognise women in the industry. But, where’s the equivalent award for men?
What advice would you give to young women aspiring to leadership positions in the travel industry?
To young women aspiring to leadership positions in the travel industry, I would offer the following advice:
– Be Confident: Believe in your abilities and don’t hesitate to voice your opinions.
– Build a Network: Establish meaningful connections with mentors, colleagues, and industry professionals. Networking can open doors and provide valuable guidance.
– Continuous Learning: Stay updated on industry trends and invest in your professional development. Knowledge is a powerful tool.
– Embrace Challenges: View challenges as opportunities for growth. Don’t shy away from taking on new responsibilities or stepping out of your comfort zone.
Which woman or women would you like to give a shout out to as having helped your career develop?
Every. Single. Female. Colleague. Ever.
Julia Lo Bue-Said became CEO of the Advantage Travel Partnership six years ago, having previously held the role of Managing Director since July 2013.
Can you share a pivotal moment in your career that empowered you as a woman in this industry?
I can’t recall a pivotal moment, but I can honestly say reflecting on my own career that I believe empowerment comes with confidence and conviction. Knowing that you do not need to have all the answers, being comfortable with feeling uncomfortable and this only happens with experience.
In your opinion, what advancements still need to be made for women to achieve equal representation in leadership roles within the travel sector?
I think the conversation needs to shift from what, to why not. Equal representation can only be achieved if there are open and honest conversations about what barriers women are facing and a reality check on how these barriers can be broken down. Companies also need to lead by example and embed DE&I through their value proposition. It’s something we really care about at Advantage, and I speak to my own senior team about it regularly to ensure we continue to lead by example in this area and call things out as they need to be. We are learning all the time how to achieve equal representation and not just on gender and recognising everyone is unique.
Have you observed any shifts in attitudes towards women in the travel industry throughout your career?
Yes, I’ve seen huge changes for women throughout my career – a female having a seat at the table of an exec board no longer raises eyebrows and being a working parent isn’t frowned upon when they need to leave work early for a school pick up. I do think we have moved on and I see more women owning their story. There are many senior women in the travel industry and many more coming up through the ranks. I would like to think that women are getting the opportunities they rightly deserve in our industry – and if they are not, then that’s a concern and I would be firmly pointing the finger at the leadership in any business if that’s not the case.
What advice would you give to young women aspiring to leadership positions in the travel industry?
Look and learn. Network as much as you can. A supportive environment and culture are important for anyone looking to develop key leadership skills. Be brave, make mistakes and always surround yourself with people better than you. Embrace who you are; businesses need diverse thinkers. Look at companies that embrace diversity and equal representation and those that don’t and consider what type of business culture you aspire to be part of.
Which woman or women would you like to give a shout out to as having helped your career develop?
I have been very fortunate to have worked with some amazing women and continue to do so. So many have influenced my career and too many to mention. I have many female friends and colleagues across the industry who inspire me daily and who I know I can count on when I’m having a moment.
Dani Ives is the Commercial Manager of the Focus Travel Partnership, with more than fifteen years’ experience in the business travel sector.
Can you share a pivotal moment in your career that empowered you as a woman in this industry?
In 2021 I was shortlisted for ‘Rising Star’ at the Business Travel People Awards, when the category announcement came around, I didn’t win or get highly commended, but the next thing I knew they had announced a new category ‘The Shining Star’ which I won and had been created with me in mind! The judges felt that I had already risen, being a 31year old woman, that was a really special moment for me.
In your opinion, what advancements still need to be made for women to achieve equal representation in leadership roles within the travel sector?
I see more and more woman in leadership roles now within the travel industry and it has come a long way in in the 15 years I have been in the industry, but it often seems that woman rise to management level but rarely CEO or MD levels. I also think promoting and encouraging woman of childbearing age is key, not giving someone a deserved promotion or a new role because she ‘might go off on maternity’ is wrong and sadly does still happen.
I also think that there are lots of ‘on stage’ talks and discussions and articles about empowering woman, but the follow up and action is key. It shouldn’t be just a tick box exercise it should be implemented and put into everyday practise.
Have you observed any shifts in attitudes towards women in the travel industry throughout your career?
I came into the industry when it was very male dominated, it was mainly men in senior leadership teams, but there has been some real powerhouse women who have paved the wave for the rest of us. Without these women, I am certain that I wouldn’t be in the position I am today.
What advice would you give to young women aspiring to leadership positions in the travel industry?
I would give this advice to anyone; listen and keeping listening. Find out what’s going on around you and get involved, don’t be afraid to ask questions and don’t be afraid to take on a new challenge even if it scares you, challenge the status quo. Ask for help where you need and just be yourself. People can tell if you aren’t being your authentic self. Reach out to other woman in the industry and make them your mentors. As long as you are being challenged, you are constantly learning, growing your network and experience.
Which woman or women would you like to give a shout out to as having helped your career develop?
Wow- there are so many! But the pivotal one has to be Focus ex-CEO Abby Penston. I joined Focus just as it split away from its previous parent company and 3 months before the pandemic! Abby pushed me so far out of comfort zone but was always there to help as well. She let me get on with my role, but also had my back whenever I needed it. Under her leadership, I took on more and more variety of roles within Focus, all with her guidance and most importantly her support. She challenged and therefore changed me, she gave me a wider perspective on not only the Business Travel industry but life as well.
Bev Fearis is the award-winning Editor of the award-winning, bi-monthly publication, The Business Travel Magazine.
Can you share a pivotal moment in your career that empowered you as a woman in this industry?
To be honest, there’s been no pivotal moment because I don’t feel like I’ve been treated any differently from my male colleagues throughout my career in travel journalism and there hasn’t been a time when I’ve felt less empowered as a woman. Saying that, I was freelance for many years, including when my son was pre-school age, so I was able to work from home and juggle my working hours with his Dad. I didn’t have to deal with a daily commute, nursery drop-offs and asking to leave the office when he was sick, like so many other working women. I also didn’t have to deal with the high cost of childcare.
In your opinion, what advancements still need to be made for women to achieve equal representation in leadership roles within the travel sector?
I think the move to more flexible working hours and home working will help working women with children, and will allow more of them to progress their careers into leadership roles. But there is still more that needs to be done to help mothers – and fathers too. I also wish there was a ‘golf’ equivalent in business – something that’s outdoors, fun, sociable and doesn’t involve eating and drinking, but which appeals equally to everyone. Of course, golf isn’t just exclusively for men, but it tends to appeal more to men and it’s great for networking. I sometimes feel I’m missing out when I hear male colleagues talking about golf days and who they were chatting to over a game. At The Business Travel Magazine we’re thinking of organising industry networking walks, perhaps even where people can bring along their dogs, or even their families, to find a way to bring business travel professionals together in an informal, healthy and fun way. Speaking to industry colleagues, I think there’s an appetite for it.
Have you observed any shifts in attitudes towards women in the travel industry throughout your career?
I first worked in the business travel industry in the late 1990s and then came back into it when I joined The Business Travel Magazine in 2020. I noticed a massive difference at my first BTA overseas conference. Back in the 1990s, there was only one female CEO/owner among the TMC members. Wives and partners would join members at the conference but during the day they would go out on shopping or spa trips while the ‘men’ talked business. They were then allowed to join the evening events. As a female journalist, in my 20s, it felt very much like an old boys network. It was amazing to see how much things had changed when I attended the BTA conference in Liverpool in 2021 and see women on the Board.
What advice would you give to young women aspiring to leadership positions in the travel industry?
I would give them the same advice as I would give to young men – work hard, make friends, learn from those around you but don’t be afraid to question the way things are done. Also, make sure your efforts and achievements are recognised, whether that’s through an email to your line manager, a post on LinkedIn or by entering an industry award. Don’t be shy!
Which woman or women would you like to give a shout out to as having helped your career develop?
I would like to give a shout out to my Publisher, Kirsty Hicks, who from the start has championed me and supported me in my current role. I joined in the pandemic, which was obviously a tricky time, and it was a while before we were able to meet properly in person. The first time was when we presented the People Awards, virtually – but live – in a film studio in Leicestershire, with social distancing. I was really nervous – of Covid and the filming – but Kirsty admitted she was too and it made me feel totally at ease. We both ended up really enjoying it. It helped me overcome my fear of public speaking.
We’re a small team and we work hard but we also have fun, as friends, which is what it’s all about.
Elkie Nicholas founded Trees4Travel, the award-winning environmental ‘Tech For Good’ company and the supplier behind the GTM Carbon Offset Programme, through which Global Travel Management customers make positive contributions to the world’s environment by planting trees.
Can you share a pivotal moment in your career that empowered you as a woman in this industry?
I cannot tell you the sheer joy and overwhelming feeling of pride I experienced after winning ‘’Sustainability Champion’’ at the Business Travel People Awards in 2022 and then more recently another award for sustainability at The Resilience Councils A World for Travel Summit – recognition of this kind, especially when you are a start-up is very empowering as you can imagine!
In your opinion, what advancements still need to be made for women to achieve equal representation in leadership roles within the travel sector?
To achieve greater gender balance in leadership roles, the key is about creating a work environment where a woman can feel confident to be herself and then be included in the decision making. A place where she can speak out on issues that affect her and where she can achieve a work, life balance. I believe mentorship and training programs are also extremely valuable so women can thrive and truly fulfil their potential. Personally, my situation is quite unique, in that I am the co-founder of a travel tech company, and we are a husband-and-wife team, we complement one another very well and appreciate the way we look at things in totally different ways, we’ve also been together for quite a few years, so I guess that helps too.
Have you observed any shifts in attitudes towards women in the travel industry throughout your career?
Yes, but primarily in recent years and what’s really exciting is that there is more and more recognition of the amazing contributions women make in the travel sector. What I’ve also noticed is the sheer number of support groups that are out there to help women advance in our industry, such as the Women in Travel CIC, UNWTO Women, GBTA WINit, Thrive-Women in Travel and there are many more!
What advice would you give to young women aspiring to leadership positions in the travel industry?
If you aspire to be a leader in the travel industry, then first and foremost learn about sustainability. You’ll need to be courageous, there is huge change and transition required to build a more ethical, regenerative, and equitable industry. This has started and will take time but requires leaders with a new mindset who embrace purpose in the core of their business. I always use the UN Sustainable Development Goals as my North Star, guiding me to help advance the positive changes we need.
I would also suggest asking a senior leader to reverse mentor you so that you can learn and grow together. This is a great process, accepting that there are always skill gaps and opportunities to learn on both sides, exchanging knowledge and understanding, providing more perspective in decision- making.
Which woman or women would you like to give a shout out to as having helped your career develop?
As Trees4Travel is an environmental ‘tech for good’ company that not only educates but also helps travellers reduce their impact, I follow many women scientists and sustainability leaders on social media from all around the world. I have learnt so much from them over the last few years while developing the company. They are my mentors of all different ages and different backgrounds, from Dr Jane Goodall Conservationist to Sophie Kianni the youngest UN Advisor, Katherine Hayhoe and Kate Marvel – climate scientists, and thanks also of course to Greta Thunberg and Clover Hogan – climate activists.
However, my biggest inspiration and shout out must go to Kenya’s Wangari Maathai, also known as ‘’The Woman of Trees’’ a Nobel Peace Prize winner, environmentalist, and human rights activist. She founded the Green Belt Movement in 1977, which mobilised Kenyans, particularly women, to plant more than 30 million trees, and inspired the United Nations to launch a campaign that led to the planting of 11 billion trees worldwide. More than 900,000 Kenyan women benefited from her tree-planting campaigns by selling seedlings for reforestation, it offered a way to empower women, providing them and their children a better-quality life through the restoration of their environment.
Andrea-Caulfield-Smith is the Director of B2B global partnerships at payments giant Visa, having gained a wealth of experience in senior roles at American Express, easyJet and the Institute of Travel Management. Andrea will be taking up the role of Managing Director of Global Business Travel at the Advantage Travel Partnership in April.
Can you share a pivotal moment in your career that empowered you as a woman in this industry?
There have been a few. However the one which stands out for me, was being promoted to Head of Business Development at easyJet. This was a high profile role for easyJet, as my objective was to grow our market share of business customers, whilst competing with scheduled carriers offering loyalty and rebates. Being promoted into this role meant the airline believed in my capability as a leader, allowing me to develop a strong team who would saturate the industry with the ‘why easyJet’ proposition. Throughout my tenure, my strong internal and external networks were pivotal to my success (and still are!), supporting and challenging me and my hypothesis, to ensure I had considered all the scenarios.
I always apply the founders mentality mindset to everything I do, and by using this as my foundation during this role, I ensured any changes I proposed to the business, made commercial, strategic and operational sense, with the customer at the heart of everything I did. The icing on the cake was being awarded Airline of the Year at the Business Travel Awards, which was recognition for my teams’ hard work.
As I prepare to step into the role at Advantage Travel Partnership as MD Global Business Travel, I am excited to be collaborating with members and suppliers to further strengthen our collective businesses across an industry sector I am extremely passionate about.
In your opinion, what advancements still need to be made for women to achieve equal representation in leadership roles within the travel sector?
We need to see more females being comfortable in applying for more senior roles across our industry, even when it is a stretch in their skill, capability or knowledge.
There is a stated fact that when a female considers applying for a role, they feel they need 100% of the attributes written within the job description to even consider an application. Men consider that having 60% of the attributes is enough to apply.
Equally, there needs to be an environment in which individual differences and capabilities are valued and contribute to business success. As we know, an inclusive culture can support inclusivity and combat unconscious bias.
Have you observed any shifts in attitudes towards women in the travel industry throughout your career?
More generally, I love the diversity of people choosing travel as their career path. We have a great industry and it is attracting people who may have never considered a career in travel before because of limitations (for example cabin crew) meaning they can now do their dream job. Our industry now has flexibility and inclusivity built into its core, so as a result means we are encouraging a new generation into our industry, which is super exciting.
What advice would you give to young women aspiring to leadership positions in the travel industry?
Be strong, be brave and be bold. You are the future of our industry and your voice is important for us to hear to drive change, innovation and evolution. Develop a strong group of supporters who will help guide and lift you through your career, people who will always pressure test your thinking and settle your nerves at times when imposter syndrome happens (and it happens to all of us). Also, build a strong network of colleagues across the industry and apply the curious mind through your interactions to help your understanding of what they do (and why?). Never be afraid to speak up and there are no bad or stupid questions.
I would also say be accountable and always bring your whole and true self. A quote I love is ‘I am different from you and like you I am different’. There is a reason we are who we are and we all bring our own skills, experience and strengths. We are all part of a team and together we drive success.
Lastly, identify a mentor, who can help you on your journey with advice and guidance that will help you excel and achieve your ambitions.
Which woman or women would you like to give a shout out to as having helped your career develop?
Our industry is filled with amazing women who continue to inspire me each and every day.
There are a few ladies who I would like to personally thank who have (and continue) to support me on my career journey. They are – Caroline Strachan, Suzanne Horner, Sophie Dekkers and Julia Lo Bue-Said.
Kelly Packington is Global Travel Management’s Operations Director, running teams of experienced business travel consultants to ensure all Global Travel Management customers’ travel plans are delivered, efficiently and effectively. Kelly and her team epitomise Global Travel Management’s aspiration to deliver effortless business travel.
Can you share a pivotal moment in your career that empowered you as a woman in this industry?
A pivotal moment in my career came at the time of the Icelandic ash cloud crisis.
My team – almost exclusively female – handled the entire process of rebooking and repatriating business travellers around the world. We dropped everything and worked to get every traveller safely home to their families.
It wasn’t until some time later that I properly understood the motive behind the work: my colleagues and I were desperate to get people to safety, to be at home with their loved ones. It was at that point that I knew that what motivates people most is their relationships.
In your opinion, what advancements still need to be made for women to achieve equal representation in leadership roles within the travel sector?
Progress continues to be made. But there needs to be more opportunity to accommodate women who typically have conflicting priorities.
Have you observed any shifts in attitudes towards women in the travel industry throughout your career?
Over the years, I have observed a positive shift in attitudes towards women in the travel industry.
There is a growing recognition of the valuable contributions that women bring to the sector, both in terms of leadership and innovation. Companies are increasingly embracing diversity and acknowledging the importance of creating an inclusive work environment that celebrates the strengths of all employees, regardless of gender.
What advice would you give to young women aspiring to leadership positions in the travel industry?
My advice to young women aspiring to leadership positions in the travel industry is to be confident in their abilities, seek out mentors and never shy away from taking on challenging opportunities.
ABC: Always Be Challenging
Which woman or women would you like to give a shout out to as having helped your career develop?
I would like to give a shout out to Natalie Pawley, a seasoned professional and very well respected colleague who has been a guiding force throughout my career. Her leadership, mentorship, and advocacy for women in the workplace have played a significant role in shaping my trajectory.
Her commitment to fostering talent and breaking down barriers has been instrumental in my own development and success.
