West Monroe Partners strikes partnership with the Ellevate Network

03 April 2017 Consultancy.uk

The representation of women across global business continues to be relatively poor – which has been shown to be detrimental to business performances globally. The consulting industry too suffers from a gender parity gap, with the sector, in particular in the higher ranks, still dominated by men. To support women within its firm, West Monroe Partners has partnered with the Ellevate Network.

The Ellevate Network is a global organisation focused on improving female representation at the top of the business world. The organisation sees women as holding the potential to create considerable value for businesses; several studies show that diversity may be able to create considerable benefit to the US and UK economy, the quality of products offered by businesses as well as to the global economy. The organisation works as a global network, made up of professionals from a wide set of backgrounds and industries, whose one common belief is “that investing in themselves and in other women is good business.”

The organisations offers a way to network with other women across the business world, learn from other members through a number of initiatives, and by investment in the initiative and its support of women friendly employers across the globe.

West Monroe Partners joins Ellevate Network

West Monroe Partners has announced the company’s partnership with the Ellevate Network. The partnership is focused on “building the next generation of women leaders” within the North American business and technology consulting firm. Women remain underrepresented within the consulting industry, accounting for around 25% of the workforce as a whole.

Through the partnership offers the firm’s female staff with access to Ellevate Network’s events, library resources, mentoring network, among others. Through these resources the firm’s women will be able to develop independent cross industry networks, develop business relationships, and deepen their skillsets.

Remarking on the one year partnership, Susan Stelter, Chief People Officer at West Monroe Partners and the executive sponsor of the partnership with Ellevate, says, “Ellevate brings a network of highly engaged and talented women to the table—many women we feel we could share experiences with. This partnership is one of the ways we help build the next generation of female leaders in the firm, and provides opportunities for women to network with other executives in their local community.”

Kevin McCarty, CEO of West Monroe Partners adds, “At West Monroe, we want to empower employees as much as possible, and this partnership is offering another set of opportunities to do that. We want to do our part in advancing female representation in the industry – much to the benefit of our firm and our clients.”


Women remain underrepresented in UK's hospitality industry leadership

12 April 2019 Consultancy.uk

Female engagement at the top level of the UK hospitality industry is still lagging, with the vast majority of decision-making roles continue to be held by men. Only 7% of the industry’s FTSE 350 CEOs are women; however, the pay gap in hospitality and leisure is far better than in other industries, at a median of approximately 7%.

The hospitality, travel and leisure (HTL) sector is one of the UK’s largest employers, with 3.2 million people working in its segments. Despite a poor 2018 in terms of tightening consumer spending, the industry is still one of the top sectors in terms of economic activity, hitting £130 billion last year – besting the UK’s automotive, pharmaceutical and aeronautical sectors’ combined activities.

While the industry is one of the country’s largest employers, it still faces considerable issues around diversity at the top. New analysis from PwC has explored the matter, as well what initiatives the industry has engaged to open up its top ranks to a more diverse background.

Female representation at board level for UK companies and HTLs

According to a survey of CEOs, Chairs or HR Directors of over 100 of the most significant leisure businesses across the UK, the hospitality industry has a relatively male-dominated top level. This lags behind the FTSE 100, where companies have female board level representation at 32.2%. Meanwhile, the figure for the combined executive committee and direct reports stands at 28%. This is well above FTSE 250 levels, where female board level representation stands at 22.4% and executive committee & direct reports stand at 27.8%.

For the hospitality industry as a whole, board level representation came in at 23.6%, with FTSE 350 for the industry performing slightly better at 25.1%, while non-listed companies performed considerably worse at 18.2%. The firm notes that the figures hide that while some companies are making strides to improve equality, others are not moving forward – with the positive result reflecting more often the good work of some, while others are not taking the issue seriously in their agenda setting.

Blind spot

The study states, however, that while the overall numbers are relatively strong, the industry has a number of acute weaknesses. These include CEO numbers, with only 7% of HTL FTSE 350 companies helmed by women and 11% of non-listed companies led by female CEOs. Meanwhile, female chairs at FTSE 350 companies for the sector stand at zero. In terms of wider diversity representation, only 1 in 33 leaders at industry companies is from a BAME background.

Pay gap for HTL and hospitality

The report noted discrepancies between FTSE 100 companies and FTSE 250 in terms of improving the number of women at executive level. The majority have met the Hampton-Alexander Review target of 33% women at board level, up from around 25% in 2016. However, the remaining ~40% are not on target, and are unlikely to meet the target by 2020. A similar trend is noted when it comes to executive committee and direct reporting numbers.

Jon Terry, Diversity & Inclusion Consulting Leader at PwC, said, "To make real progress in diversity and inclusion, businesses need to elevate it onto the CEO’s agenda and align diversity & inclusion strategy to the fundamentals of the business."

Tracking progress FTSE 250 level

However, one area where hospitality travel and leisure companies are outperforming other companies in the wider UK economy, is the mean and median pay gap between men and women. PwC found that the median of the wider UK economy comes is approximately 14% – with upper quartile companies noted for a gap of low 20%, and lower quartile companies noted for differences of around 2%.

The median pay gap for HTL comes in at well below 7%, with the median close to parity. There are considerable differences, however, with hospitality at 7%, while travel comes in considerably higher, at 22%. The latter figure reflects fewer women in higher paid pilot and technical positions within the industry.