Advancing Gender Equality in Vancouver Island’s Tourism Industry

In her capacity as Director of Sustainability at 4VI, Kyla collaborated with the Women of Recreation, Tourism, and Hospitality to examine the status of gender equity within Vancouver Island’s tourism sector. This study not only identified prevailing challenges but also proposed practical solutions to foster a more inclusive and equitable environment.

gContext

Despite comprising 46% of the tourism and hospitality workforce in the Vancouver Island region, women face significant gender disparities, with census data from 2021 highlighting their concentration in entry-level positions and underrepresentation in senior management roles. Advancing gender equality in Vancouver Island is therefore required. This study underscores the urgency of attracting, retaining, and developing women in the industry, especially amidst post-COVID-19 labor shortages.

Impacts

Gender inequality within the industry manifests in various ways, including burnout, limited flexibility in work arrangements, and inadequate support networks, leading to the departure of women from the workforce. Women also experience significant wage disparities compared to their male counterparts, hindering their advancement opportunities. Moreover, entrenched biases perpetuate gender barriers in decision-making processes, training initiatives, and promotions.

Solutions

Data and Reporting:

- Encourage businesses to adopt the 50-30 challenge, setting targets for gender representation in senior management.
- Invest in collecting and disaggregating labor participation data in the tourism industry, leveraging the Anti-Racism Data Act.
- Develop gender equality indicators to monitor progress by role, sector, and region.
- Fund research projects to identify reasons for women leaving the industry and to devise retention and development strategies.

Training and Education:

- - Promote internal or regional mentorship programs to support women’s retention and advancement.
  - Provide financial assistance for continuing education in tourism, addressing the reported lack of tuition reimbursement.
  - Explore micro-credentials and continuing education courses for workforce development.
  - Expand initiatives supporting women entrepreneurs in tourism through skill training and support.

Pay and Total Rewards:

- - - Conduct regular pay equity assessments, disaggregated by identity markers and roles.
    - Utilize third-party services for salary surveys to identify and rectify pay discrepancies.
    - Provide businesses with accessible tools and resources for implementing equitable pay practices.
    - Develop family-friendly policies and flexible work arrangements, as outlined in the gender equity checklist compiled by WORTH Association.

The study represents a pioneering effort in addressing gender inequality within Vancouver Island’s tourism industry. Its findings, shared with the Women of Hospitality Alliance and discussed with leaders across the industry, illuminate the pressing need for action from local to international levels on Sustainable Development Goal 5.

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