SEPTEMBER 2024
CONFERENCE ENDORSED BY
CONFERENCE SPONSORS
MAINSPONSOR
VENUEPARTNER
DIGITALPARTNER
Table of Content
Remarks by MATATO CEO
The Welcome Remarks at the Conference was delivered by MATATO’s CEO, Ms. Aminath Suzan.
Address by the Chief Guest
Her Excellency Madam Sajidha Mohamed, First Lady of the Republic of Maldives, graced the conference and addressed the audience.
Panellists Introduction
Brief Introduction about MATATO and the Maldives Travel Conference 2024 - Women’s Edition
Brief of all the panellists of both panels: Women in Management - Addressing the Gender Disparity Women in Tourism - Combatting Societal Stigma
Summary
Women in Management - Addressing the Gender Disparity Women in Tourism - Combatting Societal Stigma
Proposed recommendations based on the discussions of the conference
Dedicated to an inspirational woman in the organisation, Ms. Mahamooda Shareef.
Remarks by Association of Lady Entrepreneurs, Women in Management Maldives and Women Entrepreneurs Association Maldives.
SUMMARY OF REMARKS by matato ceo
(Salutations and Greetings)
As we gather here today for the first-ever Maldives Travel Conference – Women’s Edition, I am filled with a profound sense of purpose and excitement This event marks not just a conference but the beginning of a movement. A movement to address the challenges faced by women in the tourism industry, to amplify their voices, and to drive real change.
Our journey today is unique, with all-female panellists representing diverse segments of the tourism industry. You might be wondering, why are men in the audience of the women’s edition. You see, to bring change, we need leaders and stakeholders to understand the situation, and to listen to what we have to share Women only cannot bring this change. We need the support of everyone, and thus, we have some of those in the audience, as we could not invite everyone, who could influence positive change in some way This conference aims to shine a spotlight on the crucial issues affecting women in tourism, particularly those striving to break through into leadership roles. We are here to discuss, to challenge, and to reimagine the future of women in this vital industry, and also post event we plan to publish a report based on the discussions today.
I want to extend my heartfelt gratitude to the Government of Maldives for their unwavering support His Excellency President Dr. Muizzu has shown a deep commitment to women’s rights and development, dedicating an entire chapter of his manifesto to the cause. We are deeply honored to have Her Excellency Madam Sajidha Mohamed as our Chief Guest today, a testament to the importance our leaders place on the empowerment of women.
Ms. Aminath Suzan
Also none of this would be possible without the generous support of our sponsors. I would like to especially thank our main sponsor, MACL, our venue partner, JEN Malé Maldives by Shangri-La, our digital partner, Dhiraagu, and our associate partners, Maldives Islamic Bank, The Hawks, Resort Life Travel, and Alia Maldives Your commitment to gender equality and the empowerment of women is truly commendable Let me also appreciate the support by Spa Ceylon and Damas Company towards our cause Not to forget the support received by Highrise for the event management today. I would also like to appreciate the leading women’s associations who endorsed the conference, Women in Management, Women on Boards, and Women Entrepreneurs Association Maldives for their support.
At the Launching event of tourism statistics survey 2024, back in February 2024, I was not surprised, but alarmed at the low rate of women representation. These discussions are crucial because the statistics are worrisome Less than 5% of our tourism industry is represented by women This glaring gender disparity demands our immediate attention I highlighted on this issue at the event, and I am happy to be taking some action towards addressing it.
The reasons behind this major disparity are complex and deeply rooted in our society. We must also address the elephant in the room; the societal taboo that persists when it comes to women working in resorts. And thus, today, we will be diving into two critical topics: Women in Management – Addressing the Gender Disparity and Women in Tourism – Combating Societal Stigma.
Today, we want to hear directly from the women who are living these experiences Your voices, your stories, and your insights will be the driving force behind the change we seek to make. We need to raise these issues to policymakers, stakeholders, and industry leaders to bring about meaningful progress for women in tourism. We need to talk about these things. We need to see how we can change things. The change cannot be achieved overnight. But change is possible, gradually.
What we have here is not just a local issue; it’s a global one. But together, we can create a future where women are not just participants in the tourism industry, but leaders, innovators, and trailblazers
I invite you all to engage fully in today’s discussions, to challenge the status quo, and to leave this conference with a renewed commitment to supporting the women in our industry Together, we can close the gender gap, combat societal stigma, and build a tourism industry that truly reflects the talents and potential of all its people. Like I mentioned in the beginning. this event marks not just a conference but the beginning of a movement and hopefully we will continue this dialogue in different parts of Maldives
Thank you all for joining us!
address by chief guest
her
excellency madam sajidha mohamed, first lady of the republic of maldives
(Salutations and Greetings)
It is an honor to join you today at the Maldives Travel Conference 2024 – Women’s Edition, organized by MATATO And let me add, it is a pleasure to see a large number of women and girls present here today
I am particularly inspired to see that this conference is dedicated to discussing some critical issues, that are often neglected in workforces "Women in Management – Addressing the Gender Disparity" and "Women in Tourism – Combating Societal Stigma." These are not just industry topics; they are issues that touch the very fabric of our society, our values, and our future
Today’s discussion is not merely an academic exercise or a policy debate. It is a call to action, a moment to reflect on where we stand as a society and where we want to go
The issues of gender disparity and societal stigma are not new, but they are as pressing as ever, especially in a country like ours, where tourism serves as the backbone of our economy The fact that less than 5% of this vital industry is represented by women is not just a statistic; it is a wake-up call. This figure should prompt us all to reflect deeply on the barriers that exist, and how we can collectively work to dismantle them We must recognize that the gender disparity in tourism is not merely a matter of numbers or representation It is a reflection of deeper, systemic issues within our society, including the lack of a conducive environment for women in some resorts, the societal stigma associated with women working in these roles, and the persistent glass ceiling that limits women’s opportunities in management positions. These barriers are not just obstacles to individual women’s careers; they are roadblocks to the progress of our entire industry and society
We need to ask ourselves:
What concrete steps can we take to empower women to excel in their careers? How can we create an environment where women are not just participants, but leaders in the tourism industry? How can we ensure that women have equal access to training, mentorship, and opportunities for advancement?
Ladies and gentlemen, these are not just rhetorical questions. They are challenges that we must meet with determination and a clear plan of action More than fifty years into a successful and thriving tourism industry in the country, yet the societal stigma surrounding women working in resorts remains a critical issue we must address head-on. It is an unfortunate reality that many women face judgment for choosing to work in tourism, particularly in resort settings We need to shift this narrative Any work, when done with integrity, professionalism, and dedication, is honorable. It is crucial to raise awareness and educate our communities about the importance of women’s participation in the tourism sector Many international chains have stringent policies against harassment and ensure fair treatment of all staff, regardless of gender These practices should serve as a guideline, for us to find solutions that work for our country and society.
Moreover, we must acknowledge the unique challenges that women face in the workplace, such as the need for maternity leave and the importance of a supportive work environment that understands these needs. Rejecting women from employment out of fear of their biological responsibilities is not only unfair and a step away from gender equality, but more importantly, it is a missed opportunity for the industry to benefit from their talents, perspectives, and leadership
Globally, women make up the majority of the tourism workforce, yet they are often found in the lowest-paid and lowest-status jobs This is a trend that we, in the Maldives, must not follow Let us draw inspiration from global best practices and commit ourselves to a path of inclusivity and equality. It is essential that we ensure women are given equal opportunities, to ascend through the ranks, from entry-level positions to the highest echelons of management We must empower, mentor, and guide women, providing them with the support and resources they need to succeed.
We must look to countries and organizations that have successfully implemented policies and programs that support gender equality and women’s advancement in tourism, and adapt these strategies to our own context.
Today, we are not here just to talk about these issues, but to take decisive action We need to listen to the women in the industry, understand their challenges, and translate these insights into concrete policies that can bring about real change It is our collective responsibility policymakers, industry stakeholders, and society at large to create an environment where women can thrive in the tourism sector
I am proud to see that at the helm of MATATO is a female visionary leader, Aminath Suzan The appointment of Ms. Suzan, who is also the first female Executive Board member of the Maldives National Association of Construction Industry (MNACI), is a demonstration of the shattering of the glass ceiling, in a field dominated by men for many decades But it is one step of many
The Government is committed to ensuring gender equality and gender mainstreaming in every aspect of Maldivian society Recently, upon the Cabinet’s recommendation, President Dr Muizzu decided to introduce the 'Gender Equality Seal’ aiming to eliminate economic gender gaps and ensure equal opportunities for both genders in the workplace
Ladies and Gentlemen, I am confident that with the insights shared today and the commitment of everyone in this room, we can make meaningful strides towards reducing the gender disparity in our tourism industry
Together, we can create a future where our daughters and sisters see the tourism sector not just as a viable career option, but as a field where they can flourish, lead, and inspire others While we cannot close the gap, we need to be mindful to reduce this gap.
As we move forward with today’s discussions and deliberations, I urge all of you to keep in mind the broader implications of your work. The changes we advocate for today will not only impact the lives of individual women, but will also shape the future of our society and our nation
As we continue to make remarkable strides in advancing our tourism sector, and solidifying our status as the world’s premier travel destination, we must not lose sight of a crucial aspect of our progress It is imperative that we ensure the benefits of our success are shared equitably among all members of our society. Women and girls, which make up half of the population, often left behind in the race towards development, must be brought to the forefront as equal and valuable partners Let us commit to making the Maldives a leader in gender equality within the tourism industry, setting an example for the rest of the world to follow.
Thank you once again for your dedication to these important issues, and I wish you a productive discussion ahead.
INTRODUCTION
Maldives Association ofTravel Agents andTour Operators, MATATO, established in 2006, by a group of visionariesto elevate theMaldivian tourism industry throughunity, empowerment and cooperation, has been a strong partner in developing tourism in the Maldives
Representing the largestindustry in theMaldives, alongside MaldivesAssociation of TourismIndustry, MATI, National Hotels and Guesthouse Association of Maldives, NHGAM, National Boating Association of Maldives, NBAM, and other associations working for the development of tourism in Maldives, MATATO is aninternationally recognised association and representedin Pacific AsiaTravel Association, PATA, the 3rd biggest travel association internationally as their PATA Chapter in Maldives
With the primary objective of advocating for the local travel agents and tour operators, MATATO’s larger scope if to promote the tourism industry and support the Ministry of Tourism and the Maldives Marketing and Public Relations Corporation, MMPRC, in promoting the destination and elevate the Maldives’ tourism.
maldives travel conference 2024 women’s edition
Maldives Travel Conference,MTC, is an annual travel conference organised by MATATO, with several successful events organised over the years. After a hiatus compelled by the Covid19 pandemic, MTC has come back to launch the first ever Women’s Edition
The Tourism Statistics Survey 2024, launched in February 2024, highlights on the lack of women in tourism, particularly in leadership roles Less than 5% of employment in tourism is represented by women With the appointment of MATATO’s first female CEO in February 2024, powered with the alarming statistics revealed by the Survey, MATATO has been championing for women empowerment, especially in tourism. The TV Programme “Leading the Way: Women in Action” was produced by MATATO in collaboration with Baiskoafu, and aired on Women’s Day 2024 on Baiskoafu and available on MATATO’s YouTube Channel since then, helped to shed light on the challenges faced by women in the industry and shared a dialogue with two inspiring women, paving the path for the dialogue shared at the Maldives Travel Conference 2024 – Women’s Edition, held in Hotel Jen Male’, on 19th August 2024, a movement launched for women in tourism, with plans to spread out to other regions of the country
The Government’s emphasis on women empowerment is evident from the President, His Excellency Dr. Mohamed Muizzu’s manifesto, dedicating Chapter 2, an entire chapter to women, right after Chapter 1: Youth. Youth and women are integral for the future of the country and MATATO is committed to prioritising their development The Government’s support for this conference was reiterated by their representation and acceptance by Her Excellency Madam Sajidha Mohamed to grace the event as the Chief Guest, and addressing the audience and the panellists.
Maldives Airports Company Limited, MACL, rendered exceptional support to the cause, as the event’s main sponsor, with one of the organisation’s leading women speaking at event and expressing the grim reality for women in their organization and the plans to address it with the new administration
Hotel Jen Male’ joined MATATO as the Venue Sponsor for the conference, Dhiraagu as the Digital Partner and other associate sponsors include Maldives Islamic Bank, Resort Life, Hawks Pvt Ltd, Alia Maldives and Spa Ceylon.
The conference was also endorsed by the Ministry of Tourism and MMPRC, along with other leading women’s associations: Women in Management, Women on Boards and Women Entrepreneurs Association Maldives Several other associations reached out subsequent to the conference, with commitments to endorse future conferences.
With all female panellists from diverse segments of the industry, the main objective of the panels was to shine light on the crucial issues affecting women in tourism, especially in leadership roles. The reasons behind the glaring disparity are complex and deeply rooted in our culture and society The discussions also addressed the elephant in the room; the societal taboo that persists with women working in resorts. The two panels were based on:
·Women in Management– Addressing the Gender Disparity; and
·Women in Tourism - Combatting Societal Stigma
The issue at hand is not simply a local issue. It is a globally recognised challenge, and although women representation is vastly higher in other countries, these were within lower level positions and leadership roles lacked women globally The United Nations also gives utmost importance to addressing the gender disparity and it is part of the United Nations Sustainable Development Goals (UNSDG).
This report aims to report the summary of the dialogue, outlining the main challenges faced by women in the industry, in representing managerial positions, and in the society, with proposed suggestions and ideas for the policy makers, stakeholders and relevant authorities to hopefully refer and take informed decisions, in developing proper policies, frameworks and best practices for a brighter future for generations to come.
Any comments can be emailed to admin@matato org
PANELLISTS
women in MANAGEMENT - addressing the gender disparity
COO, Brennier Kottefaru Maldives Marketing, Villa Resorts
tor of Sales & Marketing, Sun Siyam Travels
Commonly known as Aana, she is the Founder of Rouf Singapore, a coliving company and ambassador of co-living in Singapore. Also a Tech Start-up Mentor at Antler France: an incubator for startups Aana is an MBA Graduate with over 20 years of experience in marketing & branding at luxury brands LVMH and 25 years of working experience in SEA & Europe.
She is a Mentor at Plastic Ocean, EU, at Compassion for a better world, SEA and at microfinancing at Habitat for Humanity, SEA. She is an advocate for UN He for She program and also an advocate in climate act & sustainability Aana is also a speaker at various summits.
Sana brings nearly two decades of experience in the hospitality industry to her role as Director of PR & Marketing at Villa Resorts. She has played a pivotal role in the rebranding of the company from Villa Hotels & Resorts
Sana advocates for responsible tourism and sustainability, ensuring that these values resonate throughout her campaigns to connect with today’s conscientious (kon shee en shuhs) travelers
Sana's unwavering commitment to excellence has been instrumental in positioning Villa Resorts as a premier choice for luxury experiences in the Maldives.
Nina has dedicated over 25 years to a successful career in the tourism industry
Her journey has seen her in diverse roles, beginning as a Receptionist at Bandos Maldives and later transitioning to Dubai where she served as a Guest Relations Officer at the Le Meridien Mina Seyahi. She currently holds the esteemed position of Director of Sales & Marketing at Sun Siyam Travels
A core objective motivating her work is in reducing disparities within the tourism industry
MS.KHADHEEJA SANA
MS. AMINATH ZAADY MS. NINA NIZAR
PANELLISTS
women in tourism - combatting societal stigma
MS. AISHATH ZILMA
Director of DevelopmentEnvironment & Monitoring Section, Ministry of Tourism
Commonly known as Aala, she is the Director of Development, Environment & Monitoring Section at Ministry of Tourism. Aala holds a Master's Degree in Tourism Management and started working in the travel & tourism sector in 2009
Previously she has been a Quality Auditor for Ministry of Tourism and she is recognized for leading key initiatives, including the COVID-19 vaccination campaign and the Reimagining Tourism project by UNDP A university topper and recipient of the President’s Special Award, she also dedicates her off hours to teaching travel and tourism modules in the Maldives
UZA. ZULAIKHA IBRAHIM
Owner and Manager, Shoreline Grand Executive Board Member, NHGAM
Zuley holds a Master’s Degree in Law and works as a Senior Attorney in AG office since 2017
She is the only female in a leading position in the guesthouse market in AA Thoddoo, where she developed and is currently managing her own guesthouse Shoreline Grand She is also an Executive Board Member and Legal Counsel in the National Hotels and Guesthouse Association of Maldives and a Board Director of AA Thoddoo Local Authority Company
Zuley also provides voluntary legal counsel for those in need through Public Interest Law Centre
PANELLISTS
women in tourism - combatting societal stigma
Project Manager and Civil Engineer Flight Operations Inspector, Civil Aviation Authority of Maldives
Shifana is currently a Project Manager and Civil Engineer engaged in freelance consultancy work
She has expertise in resort construction, renovation projects, and sustainable climate-resilient island development. Among her notable achievements is the reassembly of the 300-year-old Kalhuvakaru Mosque, a site of significant national heritage.
Shifana holds a Master of Science in Civil Engineering Her experience of working in a male dominant industry and the experience of working on site during her projects adds value to the conference’s dialogue
Fathimath Nathasha Latheef, is a dedicated professional in the aviation industry with 20 years of experience Currently, she works as a Flight Operations Inspector with the Civil Aviation Authority of Maldives, where she is responsible for ensuring the highest standards of safety and excellence of the Maldivian aviation industry are met
Natha made history as the first female to fly a jet aircraft from Maldives and currently flying the Airbus A320, breaking barriers in a traditionally maledominated industry. She is deeply committed to inspiring the next generation of youth, encouraging them to reach new heights and reduce gender disparity in the industries
MS. AMINATH SHIFANA MS. NATHASHA LATHEEF
WOMEN IN MANAGEMENT - ADDRESSING THE GENDER DISPARITY
Gender Disparity and Wage Gap – It Still Exists!
There is a significant gender gap in employment, particularly in leadership roles, within the tourism industry Statistics reveal that less than 5% of women are represented in this sector, and the percentage is even lower in management positions. Globally, women’s representation is much higher at over 50%, but this is largely in lower-level roles, with leadership positions still lacking female presence.
Gender disparity is not confined to tourism alone; it extends to various industries Some professions, like nursing and teaching, are predominantly femaledriven, while fields such as construction are male-
dominated. This disparity is more pronounced in some sectors than others, and in the Maldives, tourism is particularly affected, as reflected in the statistics.
Additionally, men are often paid higher wages than women for the same work. Racial discrimination also plays a role, with foreign workers sometimes favored over locals, despite the fact that foreigners receive higher compensation packages due to additional benefits like accommodation and visa expenses However, many international chains have adopted fair recruitment policies, and as a result, the wage gap has reduced in recent years, driven by stringent international standards.
Barriers Contributing to Underrepresentation of Women in Tourism and Leadership
Roles.
Women face more challenges than men in their careers, including breaking through corporate glass ceilings and balancing work-life responsibilities, especially after settling down or entering motherhood The stereotype that women should manage the home and care for children, while men are seen as financial providers, continues to persist Yet, in today’s world, most households rely on dual incomes, with many women contributing significantly to family expenses
Organizations could adopt more supportive policies to promote women’s employment There have been instances where women are rejected from jobs under the assumption that they may become liabilities due to potential maternity leave This fails to recognize the invaluable contributions women bring to the workplace, including their empathetic approach, which is essential for business growth. Investing in human resources, particularly women, is often misunderstood Maternity leave should not be viewed as a loss but as an investment, as women typically return to work with renewed efficiency, and their prior experience eliminates the need for costly recruitment and training of new employees.
Many women resign after marriage or motherhood due to a lack of opportunities to re-enter the workforce The absence of daycare services, returnto-work programs, and societal awareness forces women to leave careers they have often spent years building The stigma surrounding working mothers, who are unfairly labeled as neglectful, causes guilt and further limits their participation in the workforce
The societal stigma against women in tourism, especially those who work in resorts also contribute significantly to the low women representation in the industry. The geographical nature of the Maldives could be one of the main reasons why women refrain from working in resorts. Unlike other employment, women are unable to go back home after their shift.
Addressing these challenges is crucial. The solution is not merely in claiming equality but in acknowledging the biological and social differences between men and women, and designing policies that help women overcome these challenges
Statistics from Villa College show that only 12% of women pursue further studies, as most courses are dominated by men. Of the women who do continue their education, even fewer enter the workforce, primarily because many stop working after marriage and assume traditional family responsibilities.
Additionally, women lack visible role models in leadership positions. While some trailblazing women have achieved significant roles in the industry, the overall lack of women in management perpetuates policies that often do not cater to women’s needs Women in leadership roles inspire other women and can help implement policies that align with their realities and promote their success
It is essential to continue the work of women who have paved the way before us We must use our platforms to raise awareness, advocate for empowering policies, and push for systemic changes that allow women to thrive in their careers
Has the Government Done Enough, Especially After the Covid19 Pandemic?
When the COVID-19 pandemic hit, it compounded the struggles women were already facing, creating a "dual pandemic" for them. In addition to battling longstanding issues of gender suppression, women were disproportionately affected by furloughs, as companies often viewed them as more easily replaceable than men. Global statistics reveal that the mental health of women deteriorated more than that of men during the pandemic, with a sharp rise in domestic violence, where women were the primary victims. Overall, the pandemic had a significantly greater impact on women
While the government provided support to businesses and individuals through various loan schemes and unemployment benefits during this difficult time, no specific initiatives were directed at supporting women However, the current administration has since announced loan programs for women entrepreneurs, placing a renewed emphasis on women's empowerment
Mental health programs were offered primarily by the private sector, while government-initiated counseling and mental health services were limited On a global scale, women's empowerment is a major priority, ranking among the top five UN Sustainable Development Goals (SDGs).
Unfortunately, the Maldives lacks comprehensive policies to address this issue While there is legislation aimed at supporting women's empowerment and protect women from discrimination, there are no detailed regulations or consistent enforcement mechanisms in place to ensure its effectiveness
WOMEN IN TOURISMCOMBATTING SOCIETAL STIGMA
Societal Stigma Surrounding Women in Tourism
While the stigma surrounding women and working mothers has lessened over the years, the taboo against women working in resorts remains strong, especially in certain regions of the Maldives In areas like Addu, where resorts are more common and the workforce includes a higher number of locals, it is more socially acceptable for women to work in resorts. However, in more conservative areas, where cultural beliefs are deeply rooted, there is still a perception that only "uncultured" women work in resorts, which are seen as male-dominated spaces far from the family home In Maldivian culture, particularly for women, returning home at
the end of the day is considered important. The geographic isolation of resorts, where workers must live on-site, reinforces the belief that women working in such environments are acting against traditional values
The stereotype that women should stay at home and prioritize family duties remains common on many islands. Jobs that require long hours, such as resort work, are often associated with neglectful mothers or wives This societal stigma extends beyond resorts, affecting women's participation in any field traditionally seen as male-dominated Women in technical roles are often viewed as less skilled, and verbal and sexual harassment by male colleagues is
common. This lack of respect in the workplace can hinder women’s career development In aviation, for example, women frequently leave their jobs due to discrimination, while men tend to move on for better opportunities The disrespect women face at work often mirrors the attitudes they encounter at home, influencing men’s reluctance to support female family members working in industries they themselves do not respect.
The perception of women in male-dominated roles, such as pilots or technicians, is still deeply flawed. For instance, according to an ICAO survey, only 4.9% of pilots, air traffic controllers, and maintenance technicians were women in 2021 a figure mirrored in Maldives statistics from 2023, which showed just 23 female Flight Crew License holders compared to 423 male counterparts This prejudice against women's capabilities affects not only their acceptance in these fields but also their access to financing for entrepreneurial projects Women-owned ventures, such as guesthouses, are often met with skepticism about their ability to succeed
The effects of these stigmas are not limited to the women who challenge societal norms, but also extend to their supporters. Men who encourage their wives or daughters to work in male-dominated industries risk damaging their own reputations. Ironically, while the phrase "any work done with dignity is dignified" is used to promote lower-level jobs, it is rarely applied to resort work. Women who choose to survive in male-dominated careers often feel pressured to "fit in" by adopting a more masculine demeanor to be taken seriously, respected, and accepted as one of the boys
Importance of Support Systems.
Societal stereotypes are gradually breaking down, and more women are stepping beyond traditional norms to pursue their careers However, this shift comes with its own set of challenges and obstacles. In a place with limited access to mental health care, having a strong support system is essential The importance of guidance and a reliable network to help navigate difficult situations is often overlooked, yet it is crucial for both men and women though women tend to need it more. The emotional toll of living away from home and family, coupled with the personal challenges women face, can be exhausting. A support system could consist of family, friends, or a community of people with shared goals and challenges. However, even close supporters may face prejudice for backing women in nontraditional jobs, and they too may need support
One example of an effective support group is "Resort Boys," a collective known for addressing the issues faced by men working in resorts. A similar initiative, "Resort Girls," could be valuable for women, offering a platform to voice concerns and share experiences Additionally, women in maledominated industries need mentors who can guide them and help them overcome hesitancy in choosing and advancing their careers Such mentorship can play a crucial role in breaking down barriers and encouraging women to thrive in these environments.
Legal Framework Protecting Women
There is no legislation in the Maldives that restricts women from working in any sector, and several laws are designed to protect women, promote gender equality, and safeguard them from discrimination. Articles 17 and 20 of the Maldives’ Constitution explicitly prohibit discrimination of any kind and allow for positive discrimination in cases where low involvement necessitates it. Additional laws, such as the Gender Equality Law and the Law on the Prevention of Sexual Harassment at Work, along with numerous organizations, are working towards the same goal of protecting and empowering women
However, despite these legal frameworks, the desired outcomes have not been fully realized The concepts of gender equality, rights, and opportunities are widely misunderstood across the nation There is a significant gap in the enforcement of these laws, and the lack of clear policies further hampers progress. A comprehensive study is needed to understand why these laws have not been effective in addressing gender disparity.
Currently, resorts are regulated by a policy that sets a specific ratio for employing foreign workers based on the total number of employees. However, there is no regulation requiring a set ratio for the employment of women, highlighting a gap in policies aimed at promoting gender equality in the workforce
RECOMMENDATIONS
BASED ON THE CONFERENCE DISCUSSIONS
Government:
To promote gender equality and empower women in the workforce, several key policy actions can be implemented. First, enforce the effective use of existing laws by introducing regulations that set employment ratios for women in resorts and minimum quotas for women in management positions, particularly in industries where women are underrepresented. Sector-specific quotas would ensure that women have equal opportunities across various fields.
To enable safer work environments for women, and sometimes men too, the Government can require both public and private organizations in the tourism industry to implement and enforce stringent policies for preventing and addressing workplace sexual harassment Just as other aspects of tourist properties are monitored, these policies should be regularly evaluated. Assigning an independent body to oversee harassment cases would provide assurance to employees hesitant to report incidents, ensuring impartial and thorough investigations are conducted. This approach would promote a safer, more supportive work environment.
Next, establish family-friendly workplace policies that support working women and mothers. These could include flexible working arrangements, return-to-work programs for women re-entering the workforce after a career break, and support systems for childcare and eldercare The government can assist the private sector by subsidizing the development of childcare facilities and elderly care homes, making it easier for women to balance work and family responsibilities
Further, encourage organizations to localize managerial positions over time by investing in human resources development This would not only empower local talent but also contribute to a more inclusive workforce
Additionally, make it mandatory for companies to provide on-site counselling and mental health care services to support employees, particularly women, in managing workplace stress and personal challenges
To combat societal stigma, organize training and awareness programs across the country that address misconceptions about women working away from home. Nationwide mentorship and leadership training programs should be offered to women, focusing on building skills, confidence, and networks to prepare them for executive roles Equally important are training on preventing, identifying and responding to sexual
RECOMMENDATIONS
BASED ON THE CONFERENCE DISCUSSIONS
harassment. Encourage industries to collaborate on career awareness campaigns, promoting role models and pathways for women in traditionally male-dominated fields like tourism, aviation, and construction
At the same time, ensuring women have equal access to resources is crucial. The authorities must be designed to eliminate barriers for women and tailor solutions for women by enabling access to financial resources and skill development.
Lastly, establish a robust monitoring system and data collection framework to track progress Implement gender impact assessments for all new policies to ensure they promote gender equality. Regularly publish gender-disaggregated data on workforce participation and leadership roles, using this data to inform future policies and ensure continuous progress toward gender equality goals
Private Sector and Organisations:
To promote gender equality in the workplace, organizations should establish internal diversity quotas, setting targets for the minimum number of women in both general employment and managerial roles It's essential to implement equal pay for equal work policies, ensuring that promotions are based on performance without gender bias Establish strong policies to ensure fair treatment among all levels of staff and implement proper harassment monitoring policies
Organizations should adopt zero-tolerance policies towards discrimination and harassment, ensuring proper monitoring and fair enforcement of these standards. Additionally, investing in leadership training programs for women and participating in mentorship initiatives will help build a pipeline of future female leaders.
Implement return-to-work programs for women re-entering the workforce after a career break, and focus on retaining experienced staff rather than constantly hiring new employees Enable counselling and prioritise mental health for all staff
Businesses should also support government policies aimed at empowering women and collaborate with NGOs to promote gender equality initiatives within the organization and community.
RECOMMENDATIONS
BASED ON THE CONFERENCE DISCUSSIONS
What can we do as individuals:
Respect your colleagues by avoiding prejudice and stereotypes, and actively support the women in your family by speaking out against discrimination. Break traditional gender norms at home by sharing household responsibilities and working as a team to support the women in your life Educate your children on these issues, leading by example to foster a more equal mindset for future generations.
Engage in or create support networks to show solidarity with women in the industry, and promote positive dialogue to challenge misconceptions about women’s roles in tourism and other male-dominated sectors.
Celebrate success stories and share inspirational journeys with the young generation who will be the future of the country.
While breaking generations of stigma may seem difficult, our focus should be on raising awareness among the younger generation and working toward a better future for women in the industry and those aspiring to leadership
To summarise:
Strengthen existing laws by implementing policies and proper monitoring systems.
Establish a proper mechanism to monitor sexual harassment at work places
Implement proper policies to prevent discrimination at work place.
Establish family- friendly work environments and flexible working opportunities.
Mandate localising managerial positions in organisations and implement a minimum percentage for women employment and women in management.
Enhance education and training
Establish mentorship programmes and strengthen support systems
Establish return to work programmes
Promote public awareness.
Facilitate equal access to resources for women
Respect others and teach respect to others. Respect both men and women, and respect all professions. Work on breaking generations of stigma against working women by engaging in positive dialogue and leading my example at your home environments
REMARKS BY ALE
Combatting Societal Stigma:
Ms RAHEEMA ADAM PRESIDENT - ALE
Addressing the Gender Disparity:
Addressing gender disparity, particularly in management roles, is crucial for fostering equality and inclusivity in the workplace To reduce gender disparity in the tourism industry and other sectors, it is essential to promote specialized training programs for both women and men, offering opportunities to develop managerial, communication, and leadership skills. Such initiatives can significantly support efforts to advance gender equality within the tourism sector.
Alongside these training programs, life coaching sessions can play a crucial role in changing societal and community perceptions about the industry It is important to address the deep-rooted social and cultural beliefs that continue to stigmatize women working in tourism, as many still struggle to accept female participation in the industry. By challenging these outdated norms and encouraging a more inclusive mindset, progress can be made towards a more equal and supportive environment for women in tourism.
Women in the Maldives face several challenges when trying to work in the tourism industry Since the industry’s inception, there has been a widespread belief that Western influences could negatively affect Maldivian culture. This sentiment persists, particularly among parents in the islands, who tend to hold negative views about tourism, largely due to a lack of education and awareness
Additionally, resort management often prioritizes hiring men, driven by the belief that married women are unsuitable for such work due to their family obligations There is also a perception that if a woman becomes pregnant, it would be a loss for the resort, which leads to a tendency to hire single women. Women are often stereotypically viewed as the primary caretakers of the family, responsible for looking after children and husbands, which further limits their opportunities in the industry To overcome these challenges, raising awareness among parents and communities is crucial. Providing platforms for open discussion can help change perceptions and allow parents to understand more about the industry Additionally, giving parents the opportunity to visit tourist resorts and see the safe working environments for women could further alleviate their concerns.
ALE’s Commitment to Women Empowerment:
The primary objective of ALE is to transform women's lives by fostering financial independence ALE achieves this by conducting educational and life-changing training sessions on the islands, focusing on entrepreneurship development, life coaching, mentoring, and providing technical support Through its programs, ALE empowers women to understand the importance of working in various industries and encourages them to break free from cultural and social constraints that limit their participation in certain fields Life coaching is a key component of ALE's efforts to promote women's economic development, and the organization recognizes the challenges women face in environments where societal norms discourage their involvement in specific areas of work ALE has found that continuous training is essential, and it emphasizes the importance of educating both men and women to foster a shared understanding of responsibility and the significance of income generation for all. ALE remains committed to offering these trainings to women and youth on the islands to improve their livelihoods and financial well-being
One of ALE's most popular initiatives, "Coffee with ALE," successfully raised awareness among government and public sector staff, addressing various aspects of life and work, and included men and women with hearing disabilities.
ALE- ASSOCIATION OF LADY ENTREPRENEURS
REMARKS BY WIMMV
MS. MINHA FAIZ PRESIDENT - WIMMV
The Women’s Conference, held by MATATO on 19th August 2024, highlighted the significant challenges women face across various sectors, particularly in tourism and aviation Beyond raising awareness, the conference demonstrated the courage and resilience of women as they navigate these hurdles, striving to foster more inclusive and equitable workplaces
Panel discussions unveiled the extent of gender-based discrimination faced by women, especially in maledominated fields like aviation and tourism. Key barriers include limited career advancement opportunities, biased hiring practices, and a lack of female representation in leadership roles The persistent "glass ceiling" continues to hinder many women from reaching the highest echelons. In tourism and aviation, irregular hours and extended absences from home make balancing professional and family life more difficult, while insufficient support systems, such as flexible work hours and childcare provisions, deter women from pursuing long-term careers in these areas. Moreover, women in remote or customer-facing positions often encounter unsafe working conditions and sexual harassment.
To effectively tackle these challenges, proactive measures must be taken to foster a supportive and empowering environment for women in tourism and aviation. To promote women's leadership and ensure their ongoing involvement, companies and industry organizations can implement the following strategies: Mentorship and Leadership Programs: Create mentorship and leadership training initiatives that equip women with the guidance and skills necessary for career advancement. Connecting women with seasoned leaders can help them navigate challenges and boost their confidence in leadership roles
Gender Diversity and Inclusion Policies: Establish and uphold gender diversity and inclusion policies to ensure fair and equitable hiring, promotion, and compensation practices Companies should strive for balanced gender representation at all levels, particularly in executive and board positions.
Flexible Working Arrangements: Offer flexible working hours, remote work options, and support systems for women managing family responsibilities. This can make aviation and tourism roles more accessible to women, especially those with caregiving duties
Safe Work Environments: Ensure a safe workplace for women by enforcing strict anti-harassment policies and providing adequate support systems. Regular training and a zero-tolerance stance on harassment will contribute to a more welcoming and secure atmosphere for women
Visibility and Recognition: Acknowledge and celebrate women who have achieved success in tourism and aviation Showcasing their stories and contributions can inspire future generations of women to seek leadership positions in these fields
Collaborative Industry Efforts: Foster collaboration among government agencies, industry associations, and educational institutions to raise awareness and create opportunities for women in tourism and aviation Scholarships, internships, and networking platforms can bridge gaps and support women in entering and advancing within these sectors
In the Maldives, where tourism is a cornerstone of the economy, it is crucial to dismantle the barriers that restrict women’s participation and advancement Empowering women in tourism and aviation not only promotes personal growth but also strengthens these industries by nurturing diverse leadership and innovation.
Women in Management extends its heartfelt gratitude to MATATO and the organizing team for this vital initiative. We are eager to support and collaborate on future endeavors aimed at empowering women, fostering inclusive workplaces, and creating a robust foundation for women in leadership roles across all sectors
WIMMV - WOMEN IN MANAGEMENT MALDIVES
REMARKS BY WEAM
MS. SHAIRA SALEEM PRESIDENT - WEAM
The Maldives Travel Conference, Women’s Edition, organized by the Maldives Association of Travel Agents and Tour Operators (MATATO), was a groundbreaking initiative that highlighted critical issues affecting women in the travel and tourism industry. This conference was much needed, as it provided a platform for open discussion on the barriers women face and brought these issues to the forefront of industry-wide conversation
One of the most impactful parts of the event was the panel discussion on "Women in Management: Addressing Gender Disparity." This segment focused on the underrepresentation of women in leadership roles across the tourism sector Panelists shared their experiences, shedding light on the systemic challenges that hinder women’s professional growth and leadership opportunities. Another essential discussion centered on "Women in Tourism: Combatting Societal Stigma," addressing the social pressures and stigmas that women in the tourism industry often face. The insights from these conversations highlighted the urgent need for change
While these issues are pressing, meaningful change will not occur unless the industry, government, and society unite in their efforts to address them. It is imperative to take the knowledge gained from these discussions and work collaboratively to implement long-term solutions. Our NGO is committed to supporting this movement and will work closely with stakeholders to ensure that these issues are taken seriously, followed up on, and resolved in a way that promotes equality and empowerment for women in tourism
acknowledgements
His Excellency Dr. Mohamed Muizzu and Her Excellency Madam Sajidha Mohamed, The President and First Lady of the Maldives, for the importance placed in the empowerment of women by the Government
Honorable Ibrahim Faisal, Minister of Tourism, for the support and listening to the panellists, and assuring the industry of his efforts to bring change based on the discussions
MATATO’s Executive Board, notably, Mr Abdulla Ghiyas Riyaz, President of MATATO, for prioritizing women’s development and proposing to have the Women’s Edition in 2024, and for trusting the female leadership to execute the conference successfully The support for the board members are crucial for the activities MATATO has been successfully fulfilling
MACL : the main sponsor of the event
Hotel Jen Male’ : the Venue Sponsor for the Conference
Dhiraagu : Digital Partner for the Conference.
Resort Life, Maldives Islamic Bank, Hawks Pvt Ltd, Alia Maldives and Spa Ceylon: For supporting the event as associate sponsors
Damas Company Ltd : for contributing towards the event
Highrise Pvt Ltd: for the efficient management of the event.
Endorsement Partners: Ministry of Tourism, MMPRC, WIM, WOB and WEAM. Additionally, we would like to thank ALE for their contribution for the report
Panellists: for allocating time from their busy schedules and accepting to speak about topics that are usually neglected and avoided
Media: for the great coverage and supporting the cause A list of the articles published by the media about the conference are annexed to the report for reference
Attendees: For joining us and listening to the dialogue, which feels promising that a change is possible
The event was organised by Ms Aminath Suzan, CEO fo MATATO, for MATATO
MEDIA COVERAGE
ARTICLES COVERING THE CONFERENCE
https://presidency gov mv/Press/Article/31396
https://psmnews mv/142384
https://avas.mv/143333
https://vaguthu mv/news/1108109/
https://sun.mv/195690
https://psmnews mv/142378
https://mihaaru com/news/136961
https://mihaaru com/gallery/2959
https://cnm mv/news/81217
https://www.vnews.mv/151245
https://thepress mv/155859?utm source=share&utm medium=twitter
https://hiraas.com.mv/news/24521
https://sauvees com/11210/ https://oivaru com/1344
https://adhadhu com/article/57943
https://www.addulive.com/369801
https://gaafu mv/dv/147734
https://dhiyares.com/70303
https://oneonline mv/95577?utm source=twitter&utm medium=social https://sangu mv/147114/
https://sangu.mv/147097/
https://noon mv/4325
https://vaguthu.mv/viyafaari/1108254/
https://hiraas com mv/news/24535
https://thepress mv/155869?utm source=share&utm medium=twitter https://en.thepress.mv/17128?utm source=share&utm medium=twitter https://thiladhun com/151041 https://cnm mv/news/81244