…Progress, Pitfalls & the Pipeline Problem
Female leadership has moved to the top of the agenda for companies across Hospitality and Operational Real Estate. In industries built on people and experiences, diverse leadership is no longer just about fairness – it is a driver of innovation, resilience, and growth. Yet progress remains uneven, and the pipeline problem is real. As a trusted Executive Search Partner, LHC International helps organisations tackle these challenges head‑on.
Where We Stand
- In Hospitality, women now hold 25 % of all C‑suite roles – though many are in HR or sales/marketing rather than operations or investment leadership (HotelDive).
- In the UK, less than one‑third of executive teams in Real Estate include women (Savills, 2025)
- Across industries, women now hold 29 % of C‑suite positions in 2024, up from 17 % in 2015 (McKinsey, 2024).
- The “broken rung” persists: for every 100 men promoted to manager, just 81 women make the same step (McKinsey, 2024)
These trends illustrate the fragile gains for women, especially Senior Executives, in Hospitality and Operational Real Estate Leadership.
Where Momentum Exists
- Mentorship and sponsorship programmes are gaining traction. Marriott International, for example, runs dedicated leadership development, sponsorship and mentoring initiatives – including its long‑standing Women’s Leadership Development Initiative, which has helped achieve 47 % women at global VP+ level and 57 % women among CEO direct reports, with a goal of gender parity by 2025 (Women Leading Travel & Hospitality / Marriott).
- Events and leadership accolades, such as Women Leading Travel & Hospitality’s Top Women lists, highlight female executives making an impact in Hospitality at the highest level (Women Leading Travel & Hospitality, 2025)
- Catalyst’s CEO Champions for Change companies demonstrate sustained – or increased – commitment to DEI despite broader retractions; 79 % maintained or raised inclusion budgets (Catalyst, 2025).
Together these examples show how focused effort enables female talent to ascend – but not yet at scale.
What Still Holds Us Back
- The broken pipeline: Women remain underrepresented in first-level management. This single step has a multiplier effect, limiting the pool of future leaders (McKinsey, 2024).
- Burnout and retention risks: Senior women face higher turnover rates, particularly in demanding operational roles.
- Structural barriers: Inflexible working models, biased promotion criteria, and pay transparency gaps slow progress.
- Representation gaps: Female executives are still underrepresented in revenue-driving and technical functions – roles that often lead to CEO and board-level positions.
The Pipeline Problem: Strategic Impact
For Hospitality and Operational Real Estate, leadership diversity directly impacts strategy:
- Diverse leadership teams outperform less diverse peers in innovation and customer satisfaction.
- ESG‑driven investors are placing greater weight on leadership diversity as a criterion for capital allocation.
- Employer branding and talent attraction increasingly hinge on authentic diversity commitments.
Solving the pipeline problem is not only about fairness – it is about competitiveness. Partnering with an experienced Executive Search Partner like LHC International can help identify underrepresented talent, create balanced shortlists, and support succession strategies that strengthen the leadership pipeline. We leverage a global network and deep industry expertise to match transformative leaders with the right opportunities.
Conclusion
Progress in female leadership is real, but fragile. Without deliberate action, momentum stalls, and the leadership pipeline remains leaky. For organisations seeking to future‑proof their leadership teams, now is the time to invest in pipeline strategies and unbiased search processes.
LHC International is your trusted Executive Search Partner, delivering insight, access, and bespoke advisory to strengthen leadership pipelines.
