As Executive Vice President of Travel Distribution at Amadeus, I am heading one of the largest business units of a leading, global tech company, and I have been reflecting on my experience as a female leader in a traditionally male dominated business area. While I’m proud of how far the industry has diversified over the course of my career, as a female leader, I’m also keenly aware of the work that still needs to be done.
The business case for inclusion is well-documented: diverse teams drive innovation, improve decision-making, and deliver better financial results. Companies are increasingly recognizing the importance of championing diverse leadership. As a global leader in travel technology with thousands of colleagues, at Amadeus we know our people drive our core value. We’re actively working to create an inclusive workplace culture for all where diversity is recognized as a strength and source of innovation.
A clear mandate for change
In a recent survey we conducted to explore attitudes to work from 2,200 technology professionals around the world, respondents reported a growing awareness of the importance of diversity. Some 79% of professionals now consider a company’s commitment to an inclusive workplace to be critical when evaluating potential employers. Younger professionals aged 18-34 are more likely to feel this way than older professionals aged 55+ (81 versus 66%).
This mindset shift indicates momentum gathering around the inclusive practices that strengthen employee journeys and the bottom line and an increasing desire for change, particularly among younger professionals. Achieving this requires addressing several structural and operational biases that continue to hold women back from entering leadership positions.
Rethinking networking
Throughout my career, I’ve learned that building the right relationships is invaluable. Networking has provided me with the chance to broaden my perspective, opening the door to new opportunities and personal growth. While I acknowledge that traditional networking models such as conferences, after-hours events, or overnight stays can pose a challenge for some women, it is indeed an evolving landscape that increasingly offers inclusive ways to connect and collaborate.
I’ve found that rewarding connections often emerge from interactions focused on mutual value creation. When I transitioned to commercial positions in the Americas, it was these genuine, trust-based relationships that propelled my career forward. Networking isn’t just about exchanging business cards; it’s about building relationships where knowledge, support and opportunities flow both ways.
Today, we have an opportunity to rethink how we design networking to ensure it is inclusive and accessible. We can create a culture where networking becomes a tool for empowerment and collective growth across genders.
Reciprocal mentorship
Building relationships with mentors in the workplace is a powerful tool when it comes to career growth and one that has been instrumental in my own journey. My mentors helped me envision and pursue possibilities I might not have considered otherwise, such as supporting my transition into engineering-related roles – a move that significantly shaped my career trajectory.
Mentors hold you accountable, help you identify your areas for improvement and can help you expand your professional network. Mentoring helps businesses foster a workplace for all while developing and nurturing high-potential leaders. Yet, according to a DDI study, 63% of women have never had a formal mentor. But women also need sponsors that advocate and speak for them at decision making fora, not only mentoring.
In my own experience, I’ve learned that effective mentorship is reciprocal. It requires active listening, genuine appreciation, and a commitment to paying it forward. In my current role, I strive to be accessible to anyone who believes I can support their development, regardless of their position within the organization. This approach helps create a culture where knowledge flows freely and everyone’s potential for growth is recognized.
Embracing change
Perhaps the most personal barrier I’ve encountered – and one I believe many women face – is the hesitation to step outside our comfort zones. My journey from finance to technology wasn’t pre-planned. When the opportunity presented itself, I took it, but the move required a complete mind shift and change to the way I worked.
The openness and continuous learning delivered by a move like this hasn’t just benefited my career; it’s helped me create more inclusive and innovative environments for others. By approaching each new challenge with a willingness to learn and understand different perspectives, we can build workplaces where everyone can thrive.
As an industry, we must work together to create environments where women feel empowered to share ideas, take risks, and pursue leadership positions.
Most importantly, those of us who have reached leadership positions, both women and men, must remember our responsibility to build ladders rather than pull them up behind us. By sharing our experiences, offering support, and actively working to remove barriers, we can create a tech industry where leadership diversity isn’t the exception but the norm.
