Ms. Divya Dabral: A Dynamic Leader in Hospitality and Human Resources
Ms. Divya Dabral is a passionate hospitality professional and human resources leader. She began her career as a Graduate Management Associate at Le Meridien Mahabaleshwar Resort & Spa in 2014, after earning a Bachelor of Arts (B.A.) Hons. in Culinary Arts from the Institute of Hotel Management, Aurangabad.
She continued her journey with Starwood Hotels & Resorts Worldwide, Inc., working at The Westin Hyderabad Mindspace and JW Marriott Jaipur Resort & Spa. She later had a brief tenure as HR Manager with Radisson Hotel Group in Noida, Uttar Pradesh.
In 2021, she returned to the Marriott Bonvoy portfolio as HR Manager at JW Marriott Bengaluru Prestige Golfshire Resort & Spa. She was later promoted and transferred as Assistant Director of Human Resources at Sheraton Grand Bengaluru Whitefield Hotel & Convention Center and The Artiste Kochi, a Tribute Portfolio Hotel. Recently, she was elevated to the position of Director, leading the multi-property human resources division.
In your experience, what are the main barriers preventing women from advancing into senior management roles in hospitality?
Despite advancement in the hospitality sector, various barriers continue to deter women from reaching senior management positions. One of the principal obstacles is work-life balance since most women experience challenges balancing professional commitments with domestic and personal obligations. Stereotypes and unconscious bias also affect women significantly, with women frequently being ignored or undervalued for leadership jobs because of societal prejudices deeply ingrained within people. In addition, there is a lack of sponsorship and mentorship, and women find themselves without the support and guidance they need to move forward in their jobs. Lastly, limited representation in decision-making positions results in fewer chances for women to shape critical organizational decisions, which reduces their chances of moving up into senior management ranks.
How does your hotel or organization support women in leadership positions? Are there mentorship or sponsorship programs available?
In assessing how an organization or hotel aids women in leadership, there are several important areas to look at. Seek out mentorship and sponsorship initiatives, where women can receive direction and be offered chances to move up in their careers. Leadership development programs are also important, as they work towards giving women the skills and tools they need for executive positions. In addition, policies of diversity and inclusion show the organization’s dedication to providing a nurturing and embracing setting for women. Work policies that are flexible assist women in juggling professional and personal roles, leading to career longevity. Networking and industry support provide beneficial forums for women to network, exchange information, and build their careers. Lastly, equal opportunity in promotion guarantees women an equal opportunity for advancement like that of their male counterparts, affirming an equal and equitable work environment.
What initiatives does your hotel have in place to ensure gender equality and empowerment for women employees?
When assessing or implementing gender equality programs in Sheraton Grand Bengaluru Whitefield Hotel, some fundamental programs are essential to empowering female employees. Career development and leadership programs are about equipping women with the aptitudes and opportunities to excel into high-level positions. Leadership development programs provide formal assistance through mentorship, training, and networking, enabling women to advance their careers. Diversity and inclusion policies foster an environment of gender equality where all employees are respected and valued. Flexible work policies enable women to manage their personal and professional lives, enhancing job satisfaction and retention. Finally, industry partnerships and community engagement activities enable women to link with larger professional networks, as well as promote the company’s role in advancing gender equality in the larger community.
Are there specific policies to support work-life balance for women in hospitality, such as flexible work hours, maternity benefits, or childcare support?
There has been a significant trend towards increased gender inclusiveness in Sheraton Grand Bengaluru Whitefield hotel management over the years, with some important changes at the forefront. Flexible work arrangements have become more common, enabling employees to better balance their work and personal lives. Maternity and parental benefits have been improved, helping parents balance family and career obligations. Childcare assistance has also been added by most organizations to help working parents so that they can access quality care while they are working. Additionally, emphasis on mental health and wellness programs, helping employees to cope with stress and stay healthy, has been increasing. Last but not least, an emphasis on career development and integration of work and life has allowed women to continue their careers without compromising individual happiness, fostering a more collaborative and welcoming climate for hotel management.
Have you implemented any anti-harassment or safety measures to create a secure work environment for women employees?
Yes, in Sheraton Grand Bengaluru Whitefield Hotel, I have implemented anti-harassment and safety measures to create a secure work environment for women employees. Some of the most effective initiatives include Anti-Harassment Policies, Reporting Mechanisms and Training & Awareness, which include workshops and seminars.
How does your hotel support skill development and career growth for women employees at different levels?
Sheraton Grand Bengaluru Whitefield Hotel prioritizes skill development and career growth for women employees at all levels through structured programs and initiatives. Some key strategies include career advancement programs for the associates, skill building workshops, Networking opportunities and Employee wellness programs.
Are there any training programs specifically designed to upskill and empower women in hospitality?
Yes, we have multiple training programs which are specially designed to empower women in hospitality, this includes Industry-Specific Training Programs, Hospitality management training, Leadership development programs, Soft skills training, Women-Focused Initiatives, Empowering Women in Hospitality, Hospitality Women’s Leadership Forum.
Inclusion & Representation
Do you think the hospitality industry adequately represents women in executive leadership roles? If not, what more can be done?
Women comprise a significant portion of the hospitality workforce, yet they hold only 12% of executive leadership positions, with underrepresentation in key areas like operations, finance, and revenue management. Several barriers hinder their advancement, including a lack of mentorship and sponsorship, unconscious biases and stereotypes influencing hiring and promotion decisions, and the industry’s demanding work schedules and expectations, which can make work-life balance challenging for women with family responsibilities.
How does your hotel ensure diverse hiring practices and inclusive work environments?
Our hotel ensures diverse hiring practices and inclusive work environments through several initiatives. We craft inclusive job descriptions, assemble diverse interview panels, and implement blind hiring practices to reduce unconscious bias. Partnerships with diverse organizations expand our candidate pool. Once hired, employees participate in regular diversity and inclusion training, promoting a culture of respect and empathy. Employee resource groups provide a platform for diverse employees to connect and support one another, fostering an inclusive work environment.
What advice would you give to young women aspiring to build careers in the hospitality industry?
To succeed in hospitality, young women should be open-minded and seek new challenges. Mentorship and networking are key to building relationships and opportunities. Developing transferable skills and staying updated on industry trends is essential.
Building resilience and self-advocacy help overcome challenges. Setting clear goals and taking calculated risks drive leadership and career advancement. Leading by example inspires others and creates opportunities for success
What role do male allies play in fostering gender equality in hospitality workplaces?
Male allies play a crucial role in fostering gender equality by amplifying women’s voices and challenging biases. They can support women’s career advancement through guidance, mentorship, and opportunities. Male allies can also promote diversity and inclusion initiatives, encouraging a culture of inclusivity and respect. By doing so, they help create a workplace where everyone feels valued and supported.
Also Read
Strategic Leadership: Overcoming Gender Barriers with Diplomacy and Resilience
Watch on Youtube
