Beruflich Dokumente
Kultur Dokumente
WOMENSWORDS
FEBRUARY 2015
SUMMARY
SOPHIE STABILE
EDITORIAL: LETS AMPLIFY THE VOICE OF WOMEN
P.03
P.04
JULIE GRGOIRE
FOR WOMEN BY WOMEN
P.06
P.09
P.12
MALGORZATA MOREK
WOMEN AT ACCOR GENERATION IS
A REAL SUCCESS IN POLAND
P.15
CHRISTINE RUMBLE
WOMEN AT ACCOR GENERATION: A REGIONAL
INITIATIVE WITH LOCAL UNDERTAKINGS
P.17
LUCIANA NAKAMURA
AN EXEMPLARY CAREER WITH ACCOR IN BRAZIL
P.20
FABIENNE ZANFONI
ASSERTING THE STATUS OF WOMEN IN SPAIN
AND PORTUGAL
P.22
FRDRIQUE POGGI
DIVERSITY: A MUST AT ACCOR
P.24
EDITORIAL
Lets amplify
the voice of women.
Sophie Stabile,
Chief Financial Officer of
Accor and President of Women
at Accor Generation
Ever since it was created in 2012, Women at Accor Generation has been
working towards this aim through various lines of action. The rst is its
mentoring program, which now has 90 mentor-mentee pairs around the
world. Each mentor, male or female, supports and accompanies a mentee
at an important moment in her career. We also encourage the sharing of
experiences, the creation of networks and exchanges with womens networks
outside Accor. Lastly, we foster womens access to training, which is an
essential aspect of career development.
As well as our internal initiatives, we take an interest in the 50 million female
customers who stay in Accor hotels around the world. A work group initiated
by Women at Accor Generation has conducted a wide scale survey to
identify their needs and respond better to their expectations by adapting the
Groups service offer.
Today, we are proud to have a network that comprises 2,500 members, both
women and men, on all ve continents. We have nine regional leaders in eight
geographic regions so we can offer activities tailored to local issues. And we
are not stopping there! 2015 is beginning with a strong commitment coming
from Accor: the signing of the WEPs (Womens Empowerment Principles). This
program, an initiative of UN Women and the United Nations Global Compact,
denes seven principles that foster the empowerment of women in the workplace, the marketplace and the community. By adhering to these principles,
Accor is asserting its commitment to diversity and gender equality at an international level.
This year, we will include more men in our activities, we will step up the mentoring program, we will continue to support local initiatives and we will also
develop training courses. Our watchwords are action and audacity.
In this press kit, I invite you to read the testimonials of women who work for
Accor in various positions across different levels of the company. Here they
give their assessment of the place of women in the workplace, talk about their
achievements, the challenges that still await them, their desire to take action
in order to change things and the possibilities offered by Women at Accor
Generation to amplify the voice of women across frontiers
IS TEAM DIVERSITY
THE KEY TO GOOD
MANAGEMENT?
Caro van Eekelen, Accors only woman Chief Operating
Ofcer in Europe, is convinced that different genders,
ages and origins are the making of a strong team.
Every day, Caro van Eekelen observes that commitment
to diversity management helps enhance the companys
performance.
Dare to diversify
your experience!
You are the only female
regional COO in Europe and
as such illustrate the potential
of diversity.
How did you achieve this?
A lot of it has to do with temperament. Mine was shaped when I
worked for Disneyland Paris where
I changed jobs every two years.
When I returned after my second
maternity leave, I was astonished
when I was offered the job I had
held six years earlier. It was a real
step backwards! However, I dared to
turn the offer down and managed to
obtain another position. Also, when I
was a student I was very bad at languages. However, afterwards, when
I went to work in the Caribbean I had
to learn English and then French in
Paris in just a few months. Thats why
I rmly believe that we can always
achieve a lot more than we think. In
fact thats the message I communicate to my teams every day: dare to
diversify your experience! I have also
always believed in diversity within
a company. In fact, part of my job
involves working with teams made
up of people from very different
backgrounds. Obviously, my management team also comprises men
and women of different nationalities,
with a wide range of experiences
and degrees.
Her
CV
1987
School for Hospitality
Management in The Hague
1987-1992
Rooms Division Manager for
hotels opening in the Caribbean,
the Netherlands (Amsterdam),
France (Paris) and Ghana.
1992-2006
Various management positions
with Disneyland Resort Paris
2006-2007
Creation de CVE, a hospitality
management consultancy firm
2007-2009
Chief Operating Officer Adagio
City ApartHotels
2009
Managing Director, Accor
the Netherlands
2012
Senior Vice President Novotel
& Suite Novotel UK, Ireland
and Benelux
2014
Chief Operating Officer
Hotel Services Benelux
JULIE GRGOIRE
AND MGALLERY: FOR
WOMEN BY WOMEN
Sometimes its the small details that make you feel as
comfortable in a hotel as you would at home. However,
these small details still continue to be devised for men
by men. With the Inspired by her offer, Julie Grgoire,
Accors Senior Vice President France Luxury and
Upscale intends to adapt the services offered in
MGallery hotels to the expectations of female guests.
JULIE GRGOIRE
Specific expectations
Julie Grgoire is one of these
frequent women travelers and often
goes on business trips. She cannot
The Inspired by Her offer has already been rolled out in all the MGallery hotels in France.
JULIE GRGOIRE
An attentive welcome
Early in 2014, the Lyon Carlton, the
Grand Hotel de Cabourg, the Grand
Hotel Roi Ren in Aix-en-Provence,
and the Baltimore in Paris were the
rst to adopt this program. Before
assigning a female guest her room,
these hoteliers are particularly
An evolving concept
Within just a few months, the Inspired
by her approach demonstrated its
relevance since 95% of the customers
that use its services say they are
very satised, explains a delighted
Julie Grgoire. They especially
appreciated details being able
to order the bathroom beauty
products and the womens press
that is available for them so
they can take a break from their
dossiers at breakfast. Now that the
pilot phase has been approved, the
offer is currently being rolled out in
all the brands hotels. Other services
could also be added to ensure that
women are even better looked
after.
I had to demonstrate
that I was capable of
changing and adapting.
Monika Stadler
Her
CV
SHEILA
MITCHELL
1976
Front Office Manager,
Novotel Bradford
(United Kingdom)
1986-1996
Director of Sales & Marketing
for Novotel New York Time
Square (United States)
1996
General Manager of
the Novotel Wolverhampton
(United Kingdom)
October 2012
General Manager of the Novotel
London Blackfriars
(United Kingdom)
since its opening
2013
Received a Bernache Award
in the Performance category
for her entire career.
10
I joined Women at
Accor Generation to help
women at all levels.
Sheila Mitchell
imagined that the manager could
be a woman! Its true that at the time
I was one of a minority. With time,
I have learnt to impose myself and
realized that we were all, both men
and women, on a level pegging.
Her
CV
MONIKA
STADLER
1982
Head Housekeeper at Novotel
Wien Airport (Austria)
1984-1991
Assistant to the General
Manager of the Mercure Wien
Zentrum (Austria)
1994-1996
General Manager Mercure Wien
Zentrum and Mercure Wien City
1999-2001
Head of Loyalty Programs and
Partnerships, Accor Hotels
Germany, in Munich (Germany)
2001-2003
Head of Novotel Worldwide
Integration, Accor SA Paris-Evry
Paris (France)
2009-2011
General Manager of MGallery
Hotel Am Konzerthaus,
in Vienna (Austria)
2011-2012
Director of Brand Operations
MGallery, Novotel, Suitenovotel,
Mercure (14 hotels) in Austria
2014
Vice President of Upscale
brands, in Switzerland and
Austria (45 hotels)
11
WOMEN
GENERAL MANAGERS
IN MALE TERRITORY
Nicola Hochgruber and Laetitia Nyop, the General
Managers of hotels in Abu Dhabi and Lom, talk about
their day-to-day lives in jobs that are usually held
by men in these parts of the world.
12
13
14
WOMEN AT ACCOR
GENERATION IS A REAL
SUCCESS IN POLAND
Malgorzata Morek, Head of Franchise Development
Poland and the Baltic States, devotes a lot of energy to
Women at Accor Generations activities in Poland. In
this interview, she discusses past and future projects that
have helped make Women at Accor Generation Poland
a showcase for the network.
15
MALGORZATA MOREK
Her
CV
Start as a receptionist
in Chicago (United States)
16
WOMEN AT ACCOR
GENERATION: A REGIONAL
INITIATIVE WITH LOCAL
UNDERTAKINGS
The problems of diversity and gender equality in the workplace are not felt in the same way all over the world. These
issues can sometimes vary signicantly from one country to
another. Christine Rumble, Accors Vice President Learning
and Talent Development Asia Pacic experiences this on a
daily basis. Her response is to proactively promote talents,
especially female talents, through her position and through
Women at Accor Generation (WAAG).
17
CHRISTINE RUMBLE
Her
CV
1991
First job in a resort (Australia)
From 1993 to 2005
Different operational positions
in Australia
and New Zealand
2006
First position with Accor
as General Manager, ibis
Wollongong (Australia)
2007
Regional Human Resources
Manager in New South Wales
(Australia)
2009
Awarded with the National
Tourism Legend Award by
Tourism Training Australia
2010
Accor Silver Bernache,
Innovation category
2014
Vice President Learning
and Talent Development Accor
Asia Pacific
A contraction of Web and seminar. These interactive online meetings are designed to enable collaborative
work or remote learning
18
CHRISTINE RUMBLE
In
Australia
Context
Difculties in having your children
looked after due to expensive child
care arrangements and waiting lists.
Women at Accor Generations initiative
In collaboration with the Australian
HR team a exible work policy was
put in place which looks at options
of varying hours per day allowing
both men and women to work from
home.
Early results
Both women and men can benet
from this policy so that family responsibilities are shared evenly. Mothers can
now return to work quickly.
In
Indonesia
Context
There needs to be more women hired
as General Managers in our hotels.
Women at Accor Generations initiative
Quarterly meetings with female
leaders who share about career
success to show that it is possible to
climb the ladder.
Early results
Over the past 12 months we have
seen the number of women taking
on management positions in hotels
increased from 8 to 13.
Over
1000
members
19
nationalities
represented
60
mentoring
partners in 2014 and
45
to come in 2015
In
Thailand
Context
Women are willing to nd the right
balance between professional and
private life.
WOMEN
AT ACCOR
GENERATION
ASIA PACIFIC
KEY FIGURES
In
India
Context
Women only represent 11% of
Accors hotel staff in this country:
most of them view the hospitality
sector as an unsafe environment.
Women at Accor Generations initiative
Against this preconception, to
vgive talks in universities and to dialogue with parents of worried young
women. Also to offer Self Defense
classes to reassure women.
nationalities
represented on
the Women at Accor Generation
Asia Pacific Committee
In 2014,
Accor appointed it
rst woman
regional manager
in Asia and the
rst woman
to hold a position as
a Hotel N2 in India
19
AN EXEMPLARY CAREER
WITH ACCOR IN BRAZIL
Before taking up her current position as Operations
Manager at the Pullman So Paulo International Airport,
Luciana Nakamura Furstenau climbed the corporate
ladder by working at ibis and then Mercure. This 35-year
old Brazilian has had an exemplary career and has
managed to nd her place in a business environment
that still very masculine.
20
LUCIANA NAKAMURA
Her
dened what is acceptable and I
have also learnt to be better organised, she explains. Last year Accor
helped her to develop her potential
by approving her participation in the
IHMP (International Hospitality Management Program). This international
course aims to develop and improve
management skills alongside other
international managers. Though the
preparation required for this course
meant Luciana had to make some sacrices, she is now delighted to have
completed it. I was able to go to Paris three times in nine months, which
was an enriching experience, she
explains. With Accors support and her
husbands, Luciana certainly intends
to add more chapters to her Brazilian
success story.
CV
1999
First job with ibis
2007
Guest Relation Supervisor for
Mercure Grand Hotel (Brazil)
2009
Front Desk Manager,
participated in the rebranding
of the hotel as a Pullman
establishment
2013
Operations Manager at Pullman
So Paulo International Airport
(Brazil)
2014
Participated in Accors talent
training program, IHMP
(International Hospitality
Management Program)
21
22
FABIENNE ZANFONI
Her
CV
Joined
Accors Consolidation
Department in 2001,
in France
23
DIVERSITY:
A MUST AT ACCOR
To guarantee the inclusion of all talents is something
which both Accor and Frdrique Poggi, the Groups
Director of Diversity, strongly believe in. She gives us her
vision of diversity and explains the measures taken by
the Group to ensure better representation of every man
and woman.
24
FRDRIQUE POGGI
25
FRDRIQUE POGGI
Her
CV
1985
Joined the Group as Sales
Representative for Novotel
in the United Kingdom
1989
Joined the Sales and Marketing
department of Parc Astrix
(an Accor subsidiary
at the time) in France
1996
Created Accor Reunions
Services within the Groups
International Sales department
2001
Joined Accors HR community
as head of school partnerships
2008
Appointed as Accors Director
of Diversity
Gender Equality European Standard, the first international label for equality in the workplace that is an
inter-company initiative
26
PRESS CONTACT:
Marie-Camille Aubagnac
Tel.: +33 (0) 1 45 38 19 16
marie-camille.aubagnac@accor.com
Delphine Dumonceau
Tel.: +33 (0) 1 45 38 84 95
delphine.dumonceau@accor.com
CONTACT ACCOR
Group Media Relations Department
Immeuble Odyssey
110, avenue de France - 75210 Paris CEDEX 13
FRANCE
www.accor.com