Business travel is bouncing back but not everyone’s getting a seat on the plane and, while two-thirds of employees see business travel as crucial for climbing the corporate ladder, an equal number feel they’re not getting the same opportunities as their colleagues.
This gap has actually widened over the past year, jumping from 62% to 66%.
According to Bonnie Smith, GM of FCM, this is a wake-up call for companies.
“We’re seeing a generational divide in business travel, with Gen X taking the bulk of the business trips. But in today’s global market, that’s a missed opportunity for businesses and younger employees alike,” said the expert.
Smith noted that the benefits of a more equitable approach extend beyond just having a well-rounded workforce as it brings fresh perspectives to client meetings, aids in succession planning and boosts employee engagement across generations.
She said that the reasons behind this travel inequality are varied ranging from seniority, age, and parental status including factors like office attendance and even physical appearance while women and LGBTQ+ travellers report facing additional hurdles.
The Gen Z challenge
According to Emese Graham, Diversity, Equity and Inclusion Manager at Flight Centre Travel Group, as Gen Z enters the workforce, there is a clear need for more inclusive travel policies.
She emphasised the importance of the “DITTO” system for Gen Z travellers, which encapsulates specific recommendations for organisations on diversity, individualism and teamwork, technology, and organisational supports.
“Gen Z has different considerations than previous generations with 28 percent now identifying as LGBQT+, only 15 percent believing they have ‘excellent’ mental health, and the fact they’ve grown up around crises – meaning their travel behaviours are different,” said Graham.
The travel expert said that this generational shift demands a re-evaluation of current travel policies that may inadvertently favour Gen X travellers.
How to make travel more inclusive?
According to Smith, there are several strategies to address the Gen X dominance and create more equitable opportunities.
She said this could be done by reviewing your travel policies and making sure that they are inclusive and flexible when it comes work-life balance.
Another strategy to consider is implementing a fair rotation for travel opportunities as this ensures that all eligible employees get a chance, regardless of their position or background.
Lastly, the expert said that you could also create mentorship programmes where less experienced employees can shadow senior staff on trips. “This provides valuable exposure without full responsibility,” she said.
Smith also highlighted that travel management companies (TMC) can play a role in this process as TMCs can provide cultural briefings and safety information tailored to diverse traveller needs.
“For instance, we can offer specific guidance for LGBTQ+ travellers heading to countries with less progressive laws, or access information for travellers with disabilities,” she said.
In conclusion, she said that the future of business travel is diverse and flexible.
“Organisations that recognise this will be better positioned to thrive in the global market. It’s not just about who’s travelling; it’s about cultivating a global mindset across your entire organisation,” said Smith.