如何使更多的女性晋升为领导:福克斯世界旅行的教训
经过Marilee Crocker/
Fox World Travel, a male-owned company, was never on a mission to put more women into leadership roles. Yet today women make up half of the firm’s executive team and fill 74% of all leadership roles. Nearly two-thirds of the women in Fox leadership positions were promoted from within.
首席文化官奥德拉·梅德(Audra Mead)表示,当您投资员工的成长和发展,致力于消除妇女晋升的障碍,并接受将各种声音带到餐桌上的商业利益时,就会发生这种情况。
“It really was not a result of strategic planning. It’s truly organically fostered by our leadership team,” Mead said.
In 2021, WINit by GBTA acknowledged Fox’s positive track record facilitating upward mobility for women employees by presenting the firm with an achievement award for “creating a company culture for women to advance and succeed.”
Fox World Travel由Chip Juedes首席执行官和他的父亲David Juedes共同拥有。零售旅行卖家总部位于威斯康星州奥什科什(Oshkosh),成立于1960年,拥有220名员工,其中85%是妇女。它的业务组合为80%的公司,休闲时间15%,会议和激励措施为5%。
beplay客服spoke with Mead to learn more about Fox’s approach to filling leadership roles. Following is an edited version of our conversation.
为什么将妇女晋升为领导角色很重要?
Mead:Female leaders in positions of influence serve as great role models, which is critical to the career advancement of women.
我们认为,性别包容性会带来更大的组织成功。在商业讨论中拥有多种声音是无价的。它为组织在决策和战略规划方面的组织产生了更加多样化的愿景,并提供了更广泛,更清晰的情况。我相信这使我们更具创新性。
为什么在旅游业中将妇女提高到领导力很重要?
Mead:该行业内的大多数员工或员工都是女性。但是,当您查看领导职位时,这并不能反映这一点。
有什么障碍?
Mead:Culture is one of – societal barriers. It’s also barriers within one’s own [company] culture and not recognizing where the barriers exist to women who want career advancement.
We talk about flexibility, which should be table stakes at this point after the epidemic. That was a big barrier for many women who had a desire to move into leadership positions – flexibility wasn’t there; it wasn’t supported within the organization.
What has Fox World Travel done to advance women into leadership?
Mead:我们积极寻求内部人才寻求促销机会,鼓励同事走出舒适区,以增强和丰富自己的职业。
其中很多是继任计划 - 了解我们在内部拥有什么以及如何投资这些员工以进一步发展其职业。我们获得投资回报,因为我们保留了人才和知识向前发展。
首先,我们雇用了最佳的工作。这确实确保我们没有障碍或障碍供女性前进。
What else is important to your approach?
Mead:投入时间与英蒂的对话vidual employees: What is it they want? What do they fear? ‘I don’t want to go for that because of X, Y, Z.’
Let’s understand that and, if we can, eliminate those [obstacles] by providing internal support through our learning and development team. And by encouraging networking in and outside of our industry, finding mentors, and coaching.
让我们了解什么可以提升那些渴望在职业生涯中发展的女性。
关于与个人员工的对话更多。
Mead:We expect all our leaders to have one-on-one conversations with every one of their direct reports at least monthly. The conversation really needs to be happening all the time, because opportunities present themselves throughout the year.
重要的是要知道表现出色的人在哪里。我们需要在哪里投资?人们在寻找什么机会?尤其是现在,当保留至关重要时,这些对话非常重要。
是通过那些对话,‘您想要的是什么?您对领导职位有兴趣吗?’也许不是。
So, what kind of opportunities can be provided to them to see whether that’s something they want to do? Is it being a project leader, where they’re responsible for a team of people? Doing some research and creating SOPs, and standard operating procedures? Training new associates? How can we enrich their current position? What are the skill sets we need to hone before they are ready?
然后,当准备就绪时,伸出手。然后,我们让他们完成整个面试过程。
它不止于此。我们如何通过学习和发展团队继续投资于他们,也许参加某些会议,成为委员会的一部分?正是这种不断的对话,重点关注他们的需求,组织的需求以及如何匹配这些需求。
这些对话是否扩展到您的前线呼叫中心员工?
Mead:Yes. Those one-on-one touchpoints for engagement purposes are critical for every position.
A great example is that we’ve had two women grow from frontline support roles to positions on the Fox executive team over their 30 years at Fox. Since the first of this year, we’ve had three working supervisors promoted to manager positions – all three are women, all three were in support or agent/advisor type roles.
福克斯还剩下什么?
Mead:We can do a better job at career pathing, and career development, across all positions. We’re working on a plan for a more formal mentorship program and a stronger, deeper leadership development program.
您对较小旅行社的所有者有什么建议?
Mead:Recognize the barriers that need to be addressed. Have those conversations with individual associates. What do they want, and what can we provide? What are the barriers? That doesn’t cost anything – it’s time, but it is time so well spent.
您不必有很多钱就能找到免费的网络研讨会。组织中有一个强大的女性领导者会成为一名出色的导师或组织外的人吗?
And allowing this to be part of the conversation. That’s a big thing. Maybe organizations aren’t talking about the advancement of women, about diversity and promoting inclusiveness, because they don’t know how, or it’s taboo.
What can be learned from your example?
Mead:The takeaways would be to ensure that we are taking the opportunity to change the equation, to confront any persistent barriers to women’s advancement, both at the organizational and the individual level. It’s recognizing what counterproductive norms there are within an organization.
It’s encouraging women to have mentors and coaches, providing educational and training resources that are necessary for success, giving opportunities to excel, and acknowledging the leadership strengths of women.
然后促进环境,使妇女渴望进步学习和成长的机会,为她们铺平道路或帮助她们。它确实在自己的人民上投资,并认识到他们每个人都带来了什么。