Our idea:

The first solution in terms of recruitment, already implemented in France, and making it possible to increase equal opportunities for all is a more objective recruitment where the emphasis is no longer on the availability that tends to rule out female candidates. The company should ensure that wages are maintained during maternity leave; provide six days of absence for parents of sick children and pay a childcare premium of $7 per day.

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With staggered working hours and weekends dedicated to work, catering professionals struggle to reconcile personal and professional life. The implementation of employee rotation systems, shift division and disconnection activity draws becomes an important asset in breaking these barriers. Hilton also needs to adjust its pregnancy and breastfeeding assignment plan to be more representative of reality. A policy to reduce the daily working hours for pregnant women and a non-medical absence permit is a good start.  

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Hilton is expected to showcase female role models in management positions whether through advertising, webinars or cooking workshops with renowned female chefs. Similar models are needed so that women can better visualize themselves in male-dominated positions. It is time for concrete actions to be taken to encourage women to hold management positions in catering.