Charlotte Whitton was quite a trailblazer in Ottawa during the 1950s. She was the first female mayor of a major Canadian city, overcoming several odds, which once made her remark, “Whatever women do, they must do twice as well as men to be thought half as good. Luckily, this is not difficult.”
Things have changed dramatically in the past 70 years. Women have risen to several positions of power across industries. However, despite gaining much ground, there exists a perception that they have to work harder as compared to their male peers. Singer Dua Lipa recently admitted that female artistes are often forced to work “twice as hard” if they ever want to be “taken seriously” within Hollywood.
Sita Lekshmi, General Manager of ibis Kochi City Centre, however, feels that the hospitality industry is well-tempered from these gender issues. In a career spanning almost 14 years in the industry, she never felt the need to give evidence of her work competence, merely on basis of her womanhood.
At the same time, she does not deny the possibility that during the selection process, some job roles could look at a woman having to give proof of competence with history and data. “Relating gender to the designation or job description is commonly seen even today. However, conscious efforts are being made by most companies to transform this thought process,” she pointed out.
PROVING THIER WORTH
In a recent study, sociologists Elizabeth Gorman of the University of Virginia and Julie Kmec of Washington State University tried to understand whether women were subjected to stricter work performance standards, sometimes subconsciously. They compared data between men and women holding the same job with similar education and skills, while shouldering the same burdens at home.
Unsurprisingly, they found that the woman is likely to feel that she must work harder. Does this mean there is a tenuous association between gender and required work effort, with women having to continually prove that they are worthy of their position or job? Lekshmi doesn’t think so. “Constantly striving to do your best and proving your potential is associated with the growth of your business and self-development.
When I say my business, I am talking about the business unit or hotel that I work in,” she noted. She opined that irrespective of gender, everyone has to prove that they are worthy of their position or job role. “This has nothing to with the person but to do with the suitability of their personality to the nature of the job and the desired outcome. It is also one reason why one must constantly try to evolve as a person. This contributes to the overall development of their teams and the business,” she pointed out.
LOOKING TOO CLOSELY
In certain industries, a slim chance could exist that men are judged more on their potential, while women are evaluated on their performance. Of course, this is a highly debatable subject, which cannot be generalised across sectors or organisations. Nonetheless, Lekshmi agreed that globally the world has a long way to go before these things change.
Relating gender to certain designations or job descriptions is commonly seen even today.
She gave the example of American political heavyweights, Kamala Harris and former Vice President, Mike Pence. “I don’t think anyone questions Pence’s potential. However, during the presidential campaign, when it came to Harris, even the international media did an in-depth analysis of a VP’s role, the kind of candidate Harris could be and the potential pitfalls of a female leader,” Lekshmi pointed out. This, according to her, is proof enough to show that Harris was judged not on the basis of her past performance, but her gender.
“The impact of her vice presidency will be evaluated and scrutinised because of the gender and race characteristics involved. I have given this larger-than-life example because this issue is wide-spread and is so common that it has always considered ‘normal’. Only a cultural paradigm shift can change this mindset,” Lekshmi stated. This mindset could be one reason why women professionals often get stuck at mid-level positions more often than their male colleagues.
Strangely, the responsibilities associated with gender dynamics in the 1980s and 2021 have not transformed much even in many progressive or financially stable families. Motherhood and associated familial needs often act as hurdles for the contemporary woman professional, putting her behind their male peers.
Lekshmi knows of high-potential star-performing women who postponed their plans to have a child due to fear of lagging in their careers. The flip side of the coin comprises high performers who decide to have a start a family and leave their jobs. “I hope for a middle path where companies and colleagues are trained in compassion and support for a mother-to-be and new moms. Thus, the organisations can become the most sought-after place to work irrespective of one’s life’s decisions. Such a support system will only enhance an individual’s performance and in turn benefiting the company with loyalty and growth,” she hoped.
ROLLING WITH THE FLOW
Hotels can handle many gender parity issues, especially at property level, by keeping regional realities in perspective. A firm believer of opportunities being given to anyone who desires it, Lekshmi is glad to be associated with a hospitality group like Accor, which has always adopted a gender-equal stance.
Talking about ibis Kochi City Centre, she said that the property would create platforms of opportunities for women to explore the field of hospitality. This will start with training female students as associates and helping them graduate to supervisors and managers, by continuously engaging and empowering them. Lekshmi plans to ensure that they stay inspired and motivated and give back to their teams and communities as they grow.
Ultimately, she opined that success is a result of the daily work one puts in consistently over a while. It knows no shortcuts, so any credit for success will always be gender-agnostic.
