Mentorship And Sponsorship Play Key Roles For Women In Hospitality

Mentorship programs within the hospitality industry can significantly benefit a woman’s career advancement by providing guidance, support and expanded professional networks. They help women develop new skills, build confidence and navigate career challenges, ultimately leading to increased productivity, leadership opportunities and higher representation in leadership roles.

“Mentorship offers guidance, encouragement and knowledge-sharing,” explains Leora Halpern Lanz, Associate Professor of the Practice, Boston University School of Hospitality Administration. “Sponsorship takes it further by creating real opportunities. When someone in a position of influence advises and also advocates, it potentially opens doors for promotions, high-visibility projects and perhaps even boardroom seats. Women need male sponsors for support. Given that many leadership roles are still held by men, their voices and their advocacy carry weight. When male leaders actively advocate for and promote talented women, they can help shift organizational cultures and set new norms.”

Three successful women executives in the hospitality industry recently offered insight into the value offered by mentorship and sponsorship programs.

Lauren Wilt, CE of Quintessentially USA

Caroline MacDonald, EVP & Chief Operating Officer, Pebble Beach Company

Patricia Affonso-Dass, CEO and group general manager of Ocean Hotels Barbados

Explain the important role that mentorship and sponsorship programs can play in advancing women’s careers in the hospitality industry.

Wilt:

The hospitality industry is rich with female talent, especially at the entry and mid-career levels, but women remain significantly underrepresented in executive leadership roles. One of the most powerful tools to address this disparity is the implementation of structured mentorship and sponsorship programs. These initiatives don’t just benefit individuals, they help shift company culture, improve retention and unlock the full potential of diverse leadership.

At Quintessentially USA, we’re proud to have a leadership team made up primarily of female executives. This isn’t by accident; it reflects a deep commitment to investing in women’s growth at every stage of their careers. As someone who has built my path in the luxury hospitality space, I know firsthand how critical access, advocacy and support can be in rising through the ranks.

Mentorship is about guidance. It offers feedback, perspective, and a sounding board helping women navigate their careers with more clarity and confidence. Sponsorship, on the other hand, is what moves careers forward. It’s when someone with influence not only believes in your potential but actively advocates for it, connecting you with stretch opportunities, speaking your name in rooms you haven’t yet entered and ensuring your work is recognized and rewarded.

I’ve been fortunate to have this kind of sponsorship throughout my own career, and I credit much of my growth to the people, both men and women, who championed me at pivotal moments. Because of that, I make it a personal priority to pay it forward. Whether it’s mentoring junior talent, advocating for promotions or simply offering perspective, I believe strongly in lifting as you climb.

MacDonald:

Mentorship and sponsorship programs have been game changers in my journey. In an industry like hospitality, so rooted in relationships, service and leadership, having someone in your corner to guide you, challenge you and open doors you didn’t even know existed is invaluable. These programs build confidence, skill and create real opportunities for advancement. In my experience, having someone in your corner can make all the difference.

Affonso-Dass:

As a female CEO leading Ocean Hotels Barbados, I’ve seen firsthand the transformative impact that mentorship can have on women’s careers in hospitality. This industry thrives on people – on connection, service and leadership – and I can attest personally to the incredible value that mentors and sponsors have had on my career.

The mentors in my career, many of them male leaders in hospitality, ignited in me a passion to prove that I was just as capable, strong and visionary. They provided me with incredible opportunities to make connections and take on challenges that I would never have had without the openings they created.

Mentorship, both formal and informal, can help women see the possibilities for their own leadership and potential, and it can be a powerful motivator. I have also experienced firsthand how valuable having a sponsor and a champion can be. Sponsorship is about advocacy, having someone who believes in your potential, recognizes your capability and capacity, and uses their influence to put your name forward and crack open the door, pushing you to become the best version of yourself.

I genuinely believe that if we want to see more women in senior leadership within hospitality and tourism organizations, we need to be intentional about mentorship and sponsorship. It’s not just good for women, it’s good for business.

Why is there the need for male sponsors who can advocate for women’s advancement within the organization?

Wilt:

While women supporting women is invaluable, men still hold the majority of executive roles across the hospitality sector. That makes male sponsorship not just helpful, but essential. Men often control access to major opportunities, are key players in succession planning, and can influence hiring and promotion decisions in ways that help dismantle the barriers women face.

When male leaders actively sponsor women, offering real visibility and advocacy, it sends a powerful message throughout the organization: equity and advancement are not just “women’s issues,” they are core leadership responsibilities.

At Quintessentially USA, we’ve seen the difference inclusive leadership makes. By investing in mentorship and creating space for meaningful sponsorship, especially across gender lines, we’ve cultivated a high-performing, female-led team that reflects the future of our industry: connected, dynamic and built on the belief that talent rises when given the opportunity.

MacDonald:

Absolutely, and I say that from personal experience. Some of the most pivotal mentors and sponsors in my early career were men who didn’t just offer advice. They gave me opportunities, advocated for me in rooms I wasn’t yet in and made space for my voice to be heard. That’s why male sponsorship is so important. When men actively step up as allies, it shows that building an inclusive, equitable workplace isn’t just a women’s initiative, it’s a leadership imperative. When everyone is invested in advancing diverse talent, we create a stronger, more dynamic organization for all.

Affonso-Dass:

If we are truly going to be able to achieve real equity in hospitality leadership, the role of strong male advocates and sponsors cannot be overlooked.

When men are vocal in supporting women and progressing women’s issues, it shifts organizational culture and helps support the belief that equity should not just be a buzzword, but a standard. It creates tangible pathways for advancement.

Male sponsors who actively advocate for women’s advancement in hospitality bring value and credibility. If we want a hospitality industry that truly reflects the diversity and richness of the Caribbean, we need more men to step up, not just as allies from the sidelines, but as active, intentional sponsors helping to shape a more inclusive future.

In my career, I’ve seen how meaningful it is when male industry leaders, colleagues and bosses go beyond passive support and become active sponsors, creating space at the decision-making table to allow for a different perspective, position and point of view. I have been fortunate throughout my career to have had active, vocal sponsors advocating for me and pushing me forward.

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