Women are the majority of professionals in key business travel industry roles—comprising 74 percent of travel buyers and over half of travel supplier (62 percent) and travel management company (TMC) staff (55 percent)—yet remain underrepresented in senior leadership and report lower satisfaction with career growth, compensation and work-life balance. That’s according to new research from the GBTA Foundation, the cause-related arm of the Global Business Travel Association (GBTA) and carried out for WINiT (Women in Travel), a program dedicated to helping women thrive in their travel industry careers. Conducted with WINiT partner Corporate Travel Management (CTM) and unveiled at the annual GBTA WINiT Summit at Civic Hall in New York City, the report—titled “Breaking Boundaries: Women and Advancement in Business Travel”—underscores the need for more leadership development programs and inclusive policies to close persistent gender gaps in the industry.
“Talent and innovation thrive when everyone has access to leadership pathways, supportive policies and inclusive cultures. Showcasing research like this allows the GBTA Foundation to drive that change by helping organizations create environments where all professionals can grow, lead and contribute to a stronger industry,” said Delphine Millot, managing director for the GBTA Foundation.
“It’s time to turn representation into real opportunity,” said Anita Salvatore, CEO North America, at CTM. “Fostering an environment where women can rise to leadership roles is not just the right thing to do—it’s a strategic advantage for our industry. By prioritizing inclusive policies and supporting professional development, the business travel industry has the chance to drive meaningful change.”
Key takeaways from the study, which surveyed over 650 global industry professionals, include:
A Paradox in Representation
Women are prevalent in the business travel industry, with the aforementioned 74 percent of travel buyers, 62 percent of supplier professionals and 55 percent of TMC staff identifying as women in the survey. But when it comes to senior leadership, representation does not translate equally into leadership roles. While 85 percent of lower-level buyer roles (manager and below) are held by women, only 68 percent of senior-level buyer positions (director and above) are filled by them.
A Hidden Gap in Career Outlook
Although women make up a significant portion of the business travel industry, the report found that they were less likely than men to feel fulfilled in their careers. For example, when asked whether they agreed or disagreed on questions related to topics like career growth, compensation and work-life balance, only 28 percent of women travel buyers “strongly agree” they have a good work-life balance compared to 43 percent of men, and just 23 percent of women agree they are “happy” with their compensation, versus 57 percent of men.
Among suppliers and TMC professionals, 44 percent of women feel valued by their company, compared to 57 percent of men, and only 24 percent of women are satisfied with their company’s parental leave policy, compared to 40 percent of men.
Unmet Safety Needs for Women Travelers
Among all travel buyers, 62 percent believe women face greater risk than men while traveling for business, yet only 27 percent say their company’s travel policies specifically address female traveler safety. Additionally, only 55 percent of travel managers feel women’s voices are adequately represented in shaping travel programs, while 23 percent say they are not, and another 23 percent are unsure.
Equity Initiatives: Progress and Setbacks
While 39 percent of suppliers and 34 percent of TMCs report having formal programs to develop women and minority leaders, only about 25 percent have hiring or appointment targets for women or minority executives. On a positive note, 43 percent of supplier/TMC companies support community initiatives focused on women and girls, reflecting a broader commitment to social responsibility.
“It’s clear that while women have made remarkable strides in shaping and strengthening the business travel industry, our work is far from finished,” said Bev Heinritz, director, foundation programs at the GBTA Foundation. “That’s why WINiT’s mission—to close advancement gaps and champion true gender equity—has never been more vital. Real progress demands more than intention; it requires bold investment, collective action and a shared commitment to lasting change.”
The study was conducted as part of the GBTA Foundation’s Path to Parity initiative dedicated to accelerating gender equity in the business travel industry by identifying barriers, promoting inclusive leadership, and driving systemic change through research, advocacy and actionable solutions.
Source: GBTA Foundation
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