As Women’s Month ends, it is fitting to reflect on the journeys that have shaped female leaders in the business world. For many, these paths are marked by resilience, mentorship and commitment to continuous learning.

Dorcas Dlamini Mbele, Area Commercial Director for Sub-Saharan Africa at Marriott International, embodies these principles throughout her career built on the foundations of hard work and deep respect for knowledge.

Growing up in a large family, which highly valued education, Mbele learned the significance of dedication and lifelong learning at an early age. With both parents as educators, she was raised with commitment to excellence that has guided her throughout her career. This early influence set the stage for her professional journey, which began at 19 when she joined Protea Hotels by Marriott as a junior sales coordinator.

Entering the hospitality industry with little prior knowledge, Mbele quickly embraced the challenges and opportunities that came her way. Her curiosity and determination to learn enabled her to advance rapidly into leadership roles.

However, she notes, her success was not achieved in isolation. Mentorship played a pivotal role in her development, providing guidance, broadening her perspective and fostering a sense of belonging. The impact of strong mentorship, Mbele believes, extends beyond individual growth to strengthening teams and, by extension, entire organisations.

‘Mentorship is not enough’

But Mbele also believes mentorship is not enough to drive gender empowerment in the workplace – a comprehensive approach is essential such as the Marriott International diversity, equity and inclusion strategy, which is integral to operations.

“This strategy aims to increase representation of women and people of colour in leadership positions, create an inclusive environment for all associates and maintain accountability through regular reporting and oversight by the board-level inclusion and social impact committee.”

‘Gender diversity is a business imperative’

Gender diversity is not just a matter of fairness – it is a business imperative. states Mbele. “Research indicates that companies with greater gender diversity at board level are significantly more likely to achieve strong financial performance. Diverse perspectives foster innovation, enhance decision-making, and enable companies to better serve a broad customer base.”

For businesses to truly support gender equity, it is crucial to rethink traditional environments, policies and leadership structures, she points out.

“Many workplaces still overlook the unique needs of women whether in the design of office spaces or the flexibility of work arrangements. By creating inclusive environments, offering flexible work options and providing parental leave, companies can retain talented women who might otherwise leave the workforce.”

Leadership development programmes

Leadership development programmes are also essential to bridge the gender gap in senior roles, Mbele finds. Although women represent 54% of the global tourism workforce, challenges like the gender pay gap and under-representation in leadership persist. Marriott’s Khulanathi leadership development programme aims to address these disparities by fast-tracking talented individuals into leadership positions.

While Women’s Month encourages reflection on strides towards gender equity, it also highlights work that needs to be done. Mbele’s journey is a testament to the power of education, mentorship and commitment to fostering inclusion.

As a dedicated advocate of gender empowerment in business, her focus remains on ensuring opportunities are available to all so that stronger, more inclusive companies and societies can be built for the benefit of everyone.