Ms. Grace Nderitu is the Chief Executive Officer, Eco-Tourism Kenya. She urges women to embrace the use of technology, which will enable them to work remotely from any part of the world.

How did you start off your career, and who inspired you? My first employment was in the medical administration section, at the Aga Khan University Hospital. However, 15 years ago, I decided to make a complete career change and went back to school to study tourism.  I found Ecotourism, which was one of the course units to be quite fascinating.

The degree program required an examinable industry attachment, and that is how I found myself at Ecotourism Kenya. Through the mentorship and inspiration of the team leader then, Ms. Judy Kepher-Gona, who I look up to even to-date, I have excelled within the organization.

As a female leader, what has been the biggest barrier to  Growth in your career? As female leaders in tourism, the imposter syndrome sometimes gets on our way.  As much as we know we are sufficiently qualified and have a string of achievements in our wake, we still suffer the pressures of trying too much, but feeling inadequate.  

Do women in your profession have a hard time getting jobs or promotions? The tourism industry is perhaps one of the many that is highly dominated by women.  We have a growing number of women taking up leadership positions, both in the corporate and the business space. Having said that, we still have a relatively small number of women managers in camps and lodges, especially women of child bearing age. 

How can women achieve an equal future in a Covid-19 World? Covid-19 has brought the opportunity to work remotely and therefore women should embrace the use of technology and be able to juggle between work and looking after their young ones.  Going forward, they may not need to leave their houses to go to work but can still earn an income.  Bringing up children and making progress in one’s career are both equally important to women. Covid-19 has ensured that women do not have to choose one at the expense of the other.

Career advice to young women entering your profession during Covid-19 world? Young women entering the tourism industry in this Covid era may not be subjected to the 8am – 5pm working arrangement.  They are therefore required to be versatile, and to also demonstrate how they can infuse their technological knowhow, to the benefit of the organization.  Thanks to Covid-19, the young women can now work remotely from any part of the world.  They should therefore cast their nets wider for jobs in the international space, as we are now truly a Global Village.

One recommendation for HR leaders to help promote women in the Covid-19 era at the workplace? HR leaders may have to review their employment manuals in terms of place of work, and working time.  Perhaps it’s time we embraced hourly pay.  This way, women with desk jobs in tourism and hospitality industry, have an opportunity to work from out of town, city or country; and still take care of their families.

OTHER RELATED WOMEN INSPIRING STORIES

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Ms. Pauline Nduva is the Operations Manager, Diani Sea Resort. She says as the industry gradually re-opens, there are opportunities for women in both employment and entrepreneurship.

How did you start off your career, and who inspired you? My journey started with an inspiration from my aunt who worked at JKIA as a Public Health Officer, and loved to travel. This was the drive to my joining Kenya Utalii College in 1991.

As a female leader, what has been the biggest barrier to growth in your career? My biggest barrier has been the requirement to balance between raising my daughter and pursuing career goals. Gender discrimination in some instances, has also been a hindrance to growth.

Do women in your profession have a hard time getting jobs or promotions during the Covid-19 era? Industry is still in the process of reopening; hence, I would not be able to quantify. However, even in the pre-Covid-19 era, women had to work twice as hard as men to get recognition in their jobs.

How can women achieve an equal future in a Covid-19 World? Provision of a stimulus fund for women owned enterprises and organizational policies that grant women equal opportunities.

Any career opportunities for women post Covid-19? As the industry gradually re-opens, there will be opportunities both in employment and in entrepreneurship.

Career advice to young women entering your profession during the Covid-19 world? I advise them to focus on the bigger picture; grab available opportunities without going for high salaries and quick promotions, since every organization is currently cutting down on costs.

One recommendation for HR leaders to help promote women in the Covid-19 era at the workplace? HR leaders should grant opportunities on merit and objectively. They should also assist women who may be going through different forms of abuse, due to the effects of Covid-19.

Read Other Women Inspiring Stories Here

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Dr. Joan Gathungu is focused on inspiring young lives. She is a firm believer in holistic learning to prepare the young ones to function anywhere globally and conquer the social, political, economic and cultural set ups they find themselves in. She is a  believer that learning is the cornerstone of all solutions, and a practitioner of fun learning for impact

How did you start off your career, and who inspired you? I started off as an untrained teacher. My parents were teachers; it was always the way to go. The urge to impact thousands of young lives was in itself a big push.

As a female leader, what has been the biggest barrier to growth in your career? My biggest challenge……. actually became my biggest drive. Family, the centrality of family, the commitment to building a strong foundation and the God given unique mom role just drives me.

Do women in your profession have a hard time getting jobs or promotions during the Covid-19 era? Covid-19 has affected us all in terms of opportunities for self-employment, employment, training and upward mobility. It has, however, been a season of the birth of new possibilities and opportunities… entrepreneurship, technology, societal focus, just to mention a few.

How can women achieve an equal future in a Covid-19 World? God gave each one of us an opportunity, based on where we are. The starting point is where you are today. Some of us require further training, others to reorient, get strong mentors, and yet others, just personal strategic plans. Each woman must reflect on her prevailing circumstances, identify opportunities that come with Covid-19, and tap into them.

Any career opportunities for women post Covid-19? Yes, quite a number. Remote working opportunities, online jobs such as sales, virtual assistants and many more. Covid-19 related support industries such as preparation of supplements, cleaning  and sanitizing, take away foods and many more. Others include caring for the elderly and the ill in homes and homeschooling opportunities.

Read Related Article: Great Hoteliers Inspired Me To The Top

Career advice to young women entering your profession during the Covid-19 world? Exercise caution, Covid-19 is real. Covid-19 is not a death sentence, it comes with multiple opportunities, just tap into them. Remember, there is life after Covid-19, go for skills and networks to position yourself appropriately. For young women, self believe, hard work and continuous learning are key!

One recommendation for HR leaders to help promote women in the Covid-19 era at the workplace? Psycho-social support for all staff members. Understand that women face unique challenges as homemakers and caregivers. It is, therefore, necessary to flex their jobs, allow remote working opportunities, and continuously train all staff. Covid-19 preparedness through facilities and training is the cornerstone.

Run programmes for all staff that allow more understanding of the roles that gender places on each member of staff.

Change of attitude in post-Covid is key, as life can change in a day. Therefore, embrace life and guide staff to embrace preparedness especially in financial, retirement and even any other form of exit.

Inspiring Stories About Tourism & Hospitality Women Leaders

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Ann Peggy Ashira is the General Manager, PrideInn Paradise Beach Resort, Convention Centre & Spa. She laments that people who thrive by dimming other people’s light are the biggest barrier to growth.

How did you start off your career, and who inspired you? The circumstances I grew up in never allowed me to dream but rather, live one day at a time. After KCSE, I stayed home for four years with little hope. I started off by decorating zebras and giraffes in a village curio shop and later moved to a petrol station within the same locality, as a pump attendant. One of my regular customers then, Mr. Munene (I hope this article helps me trace him, to just say thank you), a Food & Beverage lecturer at the Machakos Technical Training Institute, got impressed by my communication etiquette and my good customer service. He wondered why l was not in school, asked for my academic testimonials and got me enrolled in the college without asking for anything.

The College fee challenges that followed, is a story for another day but through God’s provision, I completed a 3-year food and beverage Management course. My industrial attachment was in Nyali Beach Hotel which was then run by Block Hotels. Here, I met great hoteliers who inspired me to rise. Top in that list is my Mentor to-date, Mr. Mohammed Hersi, who was then the Food & Beverage (F&B) Manager and has recently been listed among the top 25 Corporate Leaders in Kenya 2020. He is also the recent winner of the Most Influential Digital Leader during the African Digital Leadership Awards held in January 2021.  I owe my fast growth path to Ms. Sarah Olukhale, the then restaurant Manager who interviewed and recommended me for waitress job.

One fine day in December 2004, I was allocated to serve the then Sarova Hotels Managing Director, Mr. Sandy Vohra (God bless his soul). He immediately proposed to Mr. Hersi to reconsider my waitress position to instead tap and nurture my leadership potential.

Mr. Hersi promoted me to the specialty Seafood Restaurant supervisor position after serving as a waitress for only three months. I worked under this great hotelier for six years moving from Waitress to Restaurant Supervisor to Restaurant Manager, then Outlets Manager, Assistant F&B Manager, and finally F&B Manager.

l undertook an online course in Food Service Management with Cornell University School of Hotel Administration in 2014. I was geared for growth and following in the footsteps of Mr. Hersi. I further travelled to New York for the Good Manufacturing Practices (GMP) course. I pride in Food and Beverage as my Forte’, and I have nurtured national and international excellent and high ranking food and beverage professionals.

Together with Mr. Hersi, we worked hard towards transforming the customers’ food and beverage experience at the resort. One memorable event organized by Oriflame propelled me to the next growth level. We gave flawless service of a four-course meal for 2,400 guests. Mr. Hersi later gave me his blessing to leave Sarova Hotels on a double pay to become a fully accomplished F&B Manager at Leisure Lodge Golf Resort. 

After two years, I became an Operations Manager at the Leopard Beach Resort and Spa and two years later, made the grand entry to my first general Manager position; at the Indian Ocean Beach Resort, thanks to Ms. Mary Mukindia who took me through a 3-hour interview and chose me among experienced gentlemen.   I have held this position for the last 5 years.

My very deep and heartfelt appreciation goes to my current boss; the founder and Managing Director of the PrideInn Group of Hotels Mr. Hasnain Noorani. The most dynamic entrepreneur of our times, very futuristic, a risk taker, innovator, marketer and motivator. Owning a total of 8 hotels since 2001, such growth is not a walk in the park. It takes boldness, tenacity and unmatched fortitude. Mr. Noorani took me through the most rigorous interview ever; 6 times (4 verbal ones and 2 PowerPoint presentations). I got the job on the 6^th interview, after three days stay as a mystery guest in the Resort and demonstrating to him what I would do to transform guest experience. Hats off to you Sir! You trusted a woman to head your flagship property which has a 240-room capacity, a 2,500 Beach Convention Centre, the only themed Aqua Park Resort in East and Central Africa, and the only 5-Star Resort in Mombasa County. What an honor!

From this vantage point, I am the only female General Manager running a 5-Star Resort in the country; by and large, within East Africa. I have earned recognition by CEO Global as Kenya’s most influential Woman in Tourism 2019 and in addition, a Continental winner of the same award in 2020.

Mr. Noorani has given me tremendous support and together we have made remarkable achievements. We have built a very young and vibrant management team and I can confidently say there is a solid succession plan and continuity as we look into opening many more hotels across key Counties and beyond the borders. Any young and ambitious woman out there must know there is a special man in this country, one who strongly values and believes in Women Leadership.

As a female leader, what has been the biggest barrier to growth in your career? I will quote a Comedian and Author, David Sedaris who said, “I haven’t got the slightest idea how to change people, but I keep a long list of prospective candidates just in case I should ever figure it out.” My biggest barrier to growth is people I have met in leadership, who feel the only way to shine is by dimming other people’s light. They use many words to let you know that you must slow-down and do things their way. I have met people who are afraid of looking bad; or have job insecurity and therefore, refuse to develop other leaders. I have been suffocated to mediocrity by people who cannot come to terms with the fact that I was a better leader or had better potential than them. I have faced tailor-made draconian rules that were only meant to deter growth and development. On the contrary, instead of discouragement, my very worst experiences as a leader only stirred me up to support fellow women to tap, nurture and enhance their potential. In addition, I developed a very strong intolerance for mediocrity and I therefore pick toxic people before they can inject rot to the organization. I have encountered people who are highly allergic to success but in such circumstances the Pareto rule has been a savior. I thus focus 80 per cent of my energy and time on the 20 per cent very positive and actively engaged people, who drive the overall success of the organization.

Read Related Article: Why Women Are Better Placed To Lead

Do women in your profession have a hard time getting jobs or promotions during the Covid-19 era? Mmmmh, Not quite…. opportunities are available for any woman who has cut their own niche in the employment market. The only limitation to promotions and growth is mediocrity and complacency. Investors and employers are looking for good managers and they know the 21^st Century female manager will do a much better job. In addition, with many businesses still on their recovery path from the pandemic effects, the female manager remains the best bet for she can swiftly formulate necessary strategies and possesses the womb to birth recovery, through her eye for detail and a hands-on approach

How can women achieve an equal future in a Covid-19 World? Women must overcome the myopic focus on things and positions previously believed to suit only men. We are created in the image of God and therefore the female expression of God’s image must function optimally and change the world. The need for an eye for detail in business, passion for excellence and zero tolerance to mediocrity can perfectly be met by women…Go for it woman!!!

Any career opportunities for women post Covid-19? Plenty of them!  In some of my most challenging interviews I went through, I men on the queue; no woman should shy off from trying. I believe whatever is available for men, is for women too. We must rise and demystify the notion that a man stands a better chance to become a CEO than a woman. I am sought after every other month, to take up new challenges and this time even globally. There is no limitation to growth, COVID or no COVID, life goes on. Let the woman arise and take her place.

Career advice to young women entering your profession during the Covid-19 world? The experiences and challenges that allowed me to break through the leadership barriers should help others break through theirs as well. Never allow yourself to get done with learning, once you do that you are through with yourself ………seek a voice, a reason for tough business decisions, even when you feel you are 100 per cent sure. It minimizes risks and makes you see things from different perspectives. Get a mentor whose goal is to see you better than themselves in every way. Do not accept any hindrance to growth and do not sign into ego management; any decision that is meant to massage someone’s ego and put you down, for it will kill you faster than the business. Jump out as fast as you can, but do not burn bridges. Your ambition should be for the course, followed by self.

One recommendation for HR leaders to help promote women in the Covid-19 era at the workplace? The CEO who spotted me for my first General Manager position taught me the need to allow staff to make mistakes as they learn. HR leaders do cross references and record previous personal vendetta with insecure bosses as a reason to deny a woman an opportunity. Please go beyond this and give a deeper ear to the candidate. Recruit for attitude and performance track record, allow the probation period to tell you most of the other things you hear from others. The world of a woman in leadership is a tough one. Give her a chance and see your business propelled to heights of profitability through transformation. Women are home makers and company builders.

Read Other Inspiring Stories About Other Women Leaders In The Hospitality & Tourism Industry

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Learn, read books, network and be at the front line in advancing your career. Tabitha Areba is a Communication and Marketing professional, currently working as a Communication and Marketing Manager at Kenya Utalii College. She calls on women in pursuit of entrepreneurship excellence to  identify their passion and a niche, master the niche, look for business opportunities and ensure that customers are well satisfied with their services to consequently attract referrals

How did you start off your career, and who inspired you? My journey had a very interesting beginning. I had a passion for nursing but missed the opportunity because I did not meet the requirements. I was just one point away from my dream career, as per the Kenya Certificate of Secondary Education grading. The selection criteria in Kenya is such that they give you what you qualify for, not what you aspire to do. That is how I ended up as a communication professional. But I love every bit of it. I still wonder what life would have been like if I was a nurse

As a female leader, what has been the biggest barrier to growth in your career? Lack of consistency and shifting goals every now and then. I have always had a plan and a well articulated career path, but sometimes I step back and let the job market and other life circumstances determine the implementation of my career plan. Employment has a way of confining professionals to comfort, and goals shift based on work load, institutional culture and sometimes family

Do women in your profession have a hard time getting jobs or promotions during the Covid-19 era? Covid-19 has brought in a new dynamic, in a number of professions both locally and internationally. Institutions are struggling, the economy has taken a beating too. Some companies have closed down, and those that were planning to open shop may not do so due to the harsh environment. Media houses are scaling down, digitizing operations are as well scaling down on manpower. Getting jobs in this era has become very hard. Aspiring for a promotion is being overly ambitious.

How can women achieve an equal future in a Covid-19 World? Women should always move with the trend. Learn, read books, network and be at the frontline in advancing your career.

Read Related Article Here: There Is Absolutely Great Talent In Women

Any career opportunities for women post Covid-19? Those in the communication and marketing profession should explore opportunities in the digital space. There are lots of businesses thriving online, and this includes consultancies on assisting businesses to achieve maximum results on their digital platforms, blogging, photography and videography the list is endless. This requires women to identify a niche, master the niche, look for business opportunities and ensure that customers are well satisfied with your service. That way, your business will automatically boom as a result of referrals.

Career advice to young women entering your profession during the Covid-19 world? Perform to world class levels and you will be the most sought after career lady in your space.

One recommendation for HR leaders to help promote women in the Covid-19 era at the workplace? Introduce flex work schedules. HR leaders should develop policies that promote maximum productivity, while at the same time ensuring that women grow professionally and get time to take care of other family needs. We are operating in a new normal, where working from home has become a part of the labour market. HR leaders should prepare their workforce for such arrangements; but ensure that corporations do not lose out on all deliverables.

Read Other Women Inspiring Stories Here

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Judith Atieno Oketch is the Human Resource and Administration Manager at Kenya Utalii College. She believes that women have unique traits, which they can use to make right decisions amid difficulties.

How did you start off your career, and who inspired you? I started off as a Personal/Executive Assistant after a 3-year intensive Diploma course in secretarial Studies at the Kenya Polytechnic.  My roles then included Secretarial, administration, communication/PR and human resource activities.  I have since changed careers and moved through a long but interesting and challenging career path. I have over 15 years’ experience in both Human Resources Management and Administration; having worked in dynamic organizations in both commercial and service sectors of the Public Service. 

In my initial engagements, I worked closely with two very resourceful managers and both trained me on practical management and leadership acumen.  Hardly two years into service, one of them spotted my potential and talent in people management and guided me into a career choice which changed my career path.  My interactions, interpersonal relations with people, conflict management, public relations and negotiation skills stood out.   I had a choice to go into Communication/PR or Human Resource Management (HRM).  However, he guided me into making a choice for HRM, a decision I have no regrets to date. 

Throughout my career path, I have worked with many inspirational managers and leaders who have mentored me within and beyond my occupation. A number of them have been my immediate bosses, while others, more senior including CEOs; giving me daily inspiration and knowledge to sharpen and shape my career.

My mother has also been the push in my development throughout life.  She is a true fighter for the girl-child and is a firm believer in doing good to others, “as good returns good”.  I have proven this as true from my experiences in life. “Doing good to others” has been my motto in life, hence my inspiration to work with people.  Just being there for others, be they at the workplace or home, makes me whole.

As a female leader, what has been the biggest barrier to growth in your career? I have faced no serious barriers to growth in my career, though slow progression at the beginning may have been a minor barrier.  However, with the right experience, qualifications, mentorship, and determination, one can attain their highest achievement.

This has worked well for me especially after attaining the necessary experience and qualifications in addition to the right skills and competencies. I am yet to achieve my highest achievement and self-actualization though but am already on my way there. 

Challenges are there, particularly in our patriarchal society with male dominance in leadership positions due to the pre-existing and systemic barriers to women’s involvement at the top. However, affirmative action policies are lessening this challenge by the day, and clearly, women have begun to seriously take up their roles as expected within the male-dominated arena.  The male gender is also beginning to realize the talent in women and a number of them are currently supporting women in top leadership. The future, therefore, continues to be bright for women in leadership and I have hope especially now that the world is putting in place systems, laws, and regulations to address gender parity in all spheres.

Do women in your profession have a hard time getting jobs or promotions during the Covid-19 era? Covid-19 has impacted the workplace in various ways.  With several organisations closing shop, many women have lost jobs and sources of employment.  A number of employers are not able to sustain employment costs hence majority have undertaken layoffs, downsizing, and/or rightsizing to sustain their costs.  Some have even undertaken forced leave or unpaid leave on employees to cut costs in the short term. 

Due to decreased revenues, employee costs have essentially been reduced and activities such as recruitment and promotions have therefore been suspended by a majority of employers in the short and medium-term.  Women have particularly been affected and primarily those who are pregnant, on maternity leave, breastfeeding, and more so, those on seasonal/casual employment terms; as opposed to men who are ever readily available.  This is particularly so, in the hospitality industry and the informal sector. Women continue to bear the brunt of unpaid work as mothers and have to balance between full-time employment, childcare, and schooling responsibilities; during the Covid-19 era.

Firms That Give Women Opportunities Excel

How can women achieve an equal future in a Covid-19 World?Affirmative action provides for non-discrimination on gender and provides equal opportunities for either gender, with increased employment opportunities for women and minority communities.

These opportunities include participation in making policies and decisions on matters Covid-19; at local, national, and global levels.  Women’s rights and pandemic preparedness should be upheld in policy decisions, coupled with aggressive awareness and sensitization campaigns, to avoid neglect and discrimination.

A lot more should be done by institutions through corporate social responsibility activities to women at the grassroots levels; For instance, provision of sanitary towels, clean water, face masks, soap/detergents, screening facilities, PPEs, toilets, education on mask usage, and disposal, provision of visual posters and SMS alerts on Covid-19 information. These will give women equal opportunities, knowledge, and the ability to run their daily activities without interruptions.

Further, it is necessary that women-led businesses receive financial support for this will translate into direct family support thus reducing the gender-based-violence, which studies indicate has recently increased. 

Cash transfers especially for old women (aged 70 and above) can help sustain their livelihood.  The Government should also ensure that these funds reach the relevant recipients in good time and that medical care and projects such as “Linda Mama”, and the free primary and secondary education are fully embraced.

Work environment improvement is also key, especially provision of equal pay for equal work, equal opportunities for either gender, friendly childcare facilities for lactating mothers, involvement and engagement of women in policy and decision making at the workplace, and embracing women leaders, among others.  Policies on diversity, national cohesion, gender mainstreaming, alcohol and drug abuse, HIV/AIDS, disability, and other government rules and regulations should be enforced and embraced

Any career opportunities for women post Covid-19? Covid-19 has opened career opportunities for women in various fields.  These include the internet arena which has made the entire world a global market where all can buy and sell wares.  Women with enough sensitization and education are beginning to embrace this market and are now able to market, advertise, sell and buy services and products online.  They are further able to access every single market, interact with mentors and mentees, enroll for online classes in various fields, seek medical care, talk to counselors, and receive enough knowledge to chart their future. 

A lot more women are also using social media to exchange and share knowledge and do business in various professions in the formal and informal sectors. However, a lot more needs to be done in the online arena for positive usage as these tools have also negatively affected family setups with a spiral effect to women who are the primary caregivers. 

Informal businesses have also grown particularly in the areas of PPEs with women able to stitch and supply masks, sell vegetables and fruits from the comfort of their cars along the roadsides. This has created businesses and side hustles even for those already in employment. 

Women have taken advantage of the Government-sponsored loans through the Women Fund(s) including loans from Non-Governmental Organizations and many of them are now able to enroll in informal education on business-related programmes to manage and grow their businesses. 

Career advice to young women entering your profession during the Covid-19 world? The workplace has undergone a paradigm shift.  The management of human resources has taken a different turn to a new normal from recruitment, maintaining, retention, and separation of employees.  A number of staff are now working from home and remote environments. Employers are now more keen on short-term contracts as opposed to permanent employment. ICT is playing a central role in HR functionalities such as recruitment, training, and separation. There has been an increase of HR costs as a result of increased awareness creation efforts, medical costs and expansion of working facilities to accommodate workers. Employers are putting in place flexi-time work schedules; vibrant e-communication through social media and online meetings, training, seminars and interviews, as well as other employee support programs.

Young women entering the profession must therefore embrace ICT and knowledge management to wade through this era. It will be necessary to redesign work in conformity with the new normal, for ease in employee engagement and evaluation.  This may therefore call for human resource policy reviews, to establish policies that are more flexible and open to diversity and inclusivity. 

It may further be necessary to embrace entrepreneurial thinking in the work environment, thus requiring employees to be more strategically creative and innovative. This will help institutions to remain afloat, be sustainable, and survive the adverse effects which have seen many businesses close shop.

Constant knowledge of emerging issues on HR management, continuous professional education, and interactions with peers from various industries are a must in managing the workforce. 

One recommendation for HR leaders to help promote women in the Covid-19 era at the workplace. Leverage on ICT programs to become relevant and productive whether working from home, remotely or at the workplace. The working location may soon become irrelevant. It is therefore important to invest in developing both professional as well as general ICT skills.

Read Related Women Inspiring Stories Here

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Jacinta Nzioka-Mbithi is the National Coordinator / CEO, Kenya National Convention Bureau. She gives re-assurance that there are still lots of career opportunities for women in this Covid-19 era due to their ability to easily multitask and to take new challenges head-on.

How did you start off your career, and who inspired you?

I was inspired into tourism by my uncle who worked as a Mountain Guide on Mt. Kilimanjaro. He would come home with guests and share spectacular photos and videos that would keep you yearning to visit and get to see for yourself. The mountain’s beautiful rain forest, snow-covered peaks, the shira plateau, the colobus monkeys and the zebra- colored rocks among others. One time, he took my parents for a tour to climb the mountain and they talk about that experience to date.

I developed great interest in tourism and pursued a degree course in Tourism Management. I got to know about Kenya Tourism Board upon its inception and by then, I was an intern at the Kenya Wildlife Service. It sounded exciting and I kept in touch till I completed my studies and eventually joined the organization as a volunteer and later got employed in 1999.

As a female leader, what has been the biggest barrier to growth in your career?

I may not call them barriers, but rather, challenges. Earlier on in life as a young mother, wife, and career woman, it was tough to balance and find time to self-develop, network and grow. My job also entailed a lot of local and international travel, away from my workstation. God’s grace has been sufficient for I have been able to successfully focus on both fields, giving me a sense of self-satisfaction.

Do women in your profession have a hard time getting jobs or promotions during the Covid-19 era?

I think the Covid-19 era has been tough for all; not just locally but internationally as well. Women, especially those who had established Small and Medium-sized Enterprises (SME) in tourism have been forced to lay off staff, if not a complete shut-down. In Government, we have had to work from home and this has consequently slowed down some programmes.  However, women have an advantage for they can easily multitask and take head-on new challenges to create opportunities and in fact, majority have innovated and re-engineered their businesses to suit the current situation.

How can women achieve an equal future in a Covid-19 world?

Women require to be given equal consideration for the stimulus programmes, as well as, in re-training to adapt to the new norm. They should further innovate and focus on new opportunities and niches. 

Related Story: The Secret Behind Success For Women

Any career opportunities for women post Covid-19?

Lots of opportunities. Digital presence in tourism is a big opportunity. I have seen Micro, Small and Medium-sized Enterprises as well as Tour Operators focus on marketing their products on these platforms and adequately sustain their businesses. Just like in any other business, women must also find a niche.  Those in academia and policy-making, have an opportunity to grow in the areas of consultancy and coaching; since they are up to speed with trends and can support business re-engineering.

Career advice to young women entering your profession during the Covid-19 world?

There is never a good time to start anything. The pandemic should therefore not be a discouragement to any woman interested ingetting into tourism business. Let your passion drive you into the industry to self-develop, while bearing in mind that this service sector is about relationships, and your attitude to service delivery.  

One recommendation for HR leaders to help promote women in the Covid-19 era at the workplace?

Corporate that have focused on giving women equal opportunities in leadership have succeeded. Just focus on diversity (gender, race and also age) as it brings out the best of the mix.  Make your work environment friendly to women, lets learn that flex hours are the way to go because we have learnt to work from home. Therefore, push for performance and not necessarily presence at the workplace; where possible. 

Read Other Amazing Inspiring Women Related Stories Here

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Joan Okeyo is incharge of Quality Assurance at Kenya Utalii College. She believes that women have unique traits which they use to make right decisions amid difficulties.

How did you start off your career, and who inspired you? When I was in High School my favorite subject was geography. It was during this subject that I had the chance to dream and “visit” all the famous destinations in the world using the school atlas. I wondered all the time when I would be able to turn my dreams into actual travel. I got hooked to a famous magazine known as “National Geographic”. From it, I learnt a lot about many countries. By the time I completed high school (Form 6), I was ready to travel, both locally and internationally. That informed my decision to pursue the Tour Guiding and Administration course in Kenya Utalii College. I graduated 30 years ago with a Diploma in Tour Guiding and Administration and proceeded to work as a Tour Guide, both locally and in the East African region.

As a female leader, what has been the biggest barrier to growth in your career? Motherhood and family. These are inevitable in a woman’s life. As a tour guide, I was left out of important assignments a number of times because I was either pregnant, or had a sick child. Sometimes, it was outright discrimination. For example, that a mission to track Gorillas in Rwanda needed a man to lead the team (even if the woman in the team was more qualified!)

Do women in your profession have a hard time getting jobs or promotions during the Covid-19 era? In my initial profession (Tour Guiding), it was very hard for women to be hired. For those who had jobs, getting assigned duties was an uphill task. It was alleged that women have too much “excess baggage”. With Covid-19, there are no jobs for tour guides, whether male or female. The tourism industry has taken a slump.

How can women achieve an equal future in a Covid-19 World?
In the recent past, women have made great strides in moving to male dominated territories and breaking the glass ceiling. Amazingly, countries that were led by women managed to bring Covid-19 pandemic under control quickly. I believe that consideration of women for leadership positions will now gain momentum, for their capabilities have been proven.

Any career opportunities for women post Covid-19? Women will still be required to go the extra mile in life. Luckily, we have several examples of women who have crashed the glass ceiling; and shown the world that what a man can do, a woman can do it better, despite demands from family life and work. We must emulate the good example of Vice President Khamala Harris, a family lady and the holder of the second highest office in the USA.

Career advice to young women entering your profession during the Covid-19 world? Covid-19 has shown us that women have the ability to make difficult decisions but with empathy and compassion. Examples abound of women leaders who have succeeded in minimizing the impact of the pandemic in their countries. I thus encourage young women to forge ahead and build their careers. They should believe in themselves, and know that as women, we have unique traits that enable us to make right decisions amid difficult situations.

One recommendation for HR leaders to help promote women in the Covid-19 era at the workplace? HR leaders should know that women leaders are now better placed to lead. They are resilient and are better prepared to steer through unforeseen difficult situations. They are empathetic, compassionate and good listeners. They are thus able to inspire their followers and convince them to make certain sacrifices necessary to achieve desired organizational goals.

The Secret Behind Success For Women

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By Tabitha Areba – Communication & Marketing Manager at Kenya Utalii College. Peak performance, whether on a professional, business or personal level will always require strategic direction. In the career world, this is referred to as mentorship.  Professionals in all careers and industries including those in hospitality and tourism require mentorship if they aspire to reach the highest level of growth.

As an individual, you have to understand your area of expertise really well in order to chart a way forward. Supervisors play a key role in mentorship, but it has to start with your passion and willingness to learn and implement new ideas in your day to day duties, especially in your organization or business. However, you need not confine yourself to the organisation’s needs only. Look at the bigger picture, and place yourself at a position that requires bigger challenges and set even bigger goals, then draw a path towards achieving that.

Here’s a 3-point guide on key steps in mentorship for career growth

1. Continuous learning

It is always said that; “the beautiful thing about learning is that no one can take it away from you.” While studying the world around your profession, always ask yourself, “What knowledge or skills will help me be more effective?”  This is a key question as you work towards a promotion or a better job. In the world of hospitality, look for relevant skills that will be sought after by businesses in that industry. The current Covid-19 era has presented new dynamics and since workforce has been identified as key in the revival of the industry, having the right skill can lead to big gains.

Your mentor is key in answering the question on the most effective skill to acquire, especially if this is your boss or a senior in your profession. You can also check on recent researches from authentic research firms. Establish the skills that you wish to advance, list them down in an order of priority. Begin your learning, starting with the skills that will give you the highest boost.

Here is the registration link to “The 1st Women in Hospitality and Tourism webinar that will feature Top leaders in the industry who will share unique career advice on what it takes to reach the top in Hospitality and Tourism”. https://zoom.us/meeting/register/tJMtceitrj8oGtAyLngslfoN4Jf7U9f-f69A

Develop a career plan

Career goals will help you chart a pathway and have a clear mind about where you want to go. In developing a career plan, ensure that you have a career advisor. But before then, develop a list of your career options looking at your skills, interests and available opportunities. Do a comparison by looking at the most promising career options and ask yourself if this matches with the most important items in your skills list. Choose the career path that is best for you and set SMART goals (Specific, Measurable, Achievable, Relevant and Time bound.)

• Ask for feedback

It is very difficult for any individual to assess their performance without the help of a third party. Asking for feedback and regular review sessions is a sure way of knowing whether you are on the right path. Regular review sessions are key as they give you clear information on your day to day performance and discussions on possible growth opportunities. Feedback can come in different forms, both negative and positive. Have your goals in mind as you ask for feedback, and be sure to focus on the goal as much as possible.

Tabitha Areba is the Communication and Marketing Manager at Kenya Utalii College. Email: tareba@utalii.ac.ke

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