Interview series “Strong Women in Tourism” for the graduate magazine of the Bad Gleichenberg Tourism School 

1. Dear Ms. Eibinger Miedl, the Steiermark Tourismus GmbH has never been run by a woman. Is the reason a lack of female applicants or is it a structural problem? What do you think is the reason for this? 

Eibinger-Miedl:  

Tenders such as this one are published in accordance with the Federal Vacancies Act. Furthermore, we have the legal basis that women are preferred if they have the same qualifications. Unfortunately, only one woman applied in the last call for applications. 

Structurally, however, we are very well positioned, especially in Styrian tourism. Two thirds of our employees are female and we have a female general manager and a female team leader. This means that there are women on the second and third levels, and now all that is missing is the advance to the first level. 

I think that women are more easily put off by tenders. In case of doubt, they tend not to apply. Men seem to take it easier and are more confident. We must encourage women not to shy away from challenges. I hope that in the future, girls and women will be more courageous and self-confident when they enter the race. 

2) What can politics do to make it easier for young women to get into management positions such as the management of the Steiermark Tourismus GmbH, and do you think there is a need for quota regulations such as the Equal Opportunities Act? 

Eibinger-Miedl: I very often find that women are highly qualified, maybe sometimes even better qualified than men. But, as I mentioned before, they still have less confidence in themselves. That is why we have to do much more in the area of encouraging women and building networks. For example, in the Department of Economic Affairs we offer coaching for female entrepreneurs and training for female supervisory board members. We do not do this because women still need training, but to show them ways, to give them courage and to build networks. 

In Styria, we also have a self-imposed quota regulation of one third for supervisory boards. This has led to women being given the opportunity to take up leadership positions in a targeted manner. Of course, this is not easy for those who need to make room. However, if we only offer a single position for the management, the quota is of no use. 

3) Even in their early and mid-20s, when children are still a long way off, young women often think about Plan B after the first part of their career, that is to say, life after tourism and with their family, as tourism still lags behind in terms of family-friendly working models. 

What would have to happen for the migration rate to other industries to decrease and what can politics do? 

Eibinger-Miedl:  

I am a mother myself, so I can say from my own experience that you do not know what you are getting into beforehand. You cannot prepare for being a mother. It is something incredibly satisfying, and I really want to encourage everyone to have a child because it enriches your life.  

I therefore find it very sad when women with a good education, like in tourism schools, want to change jobs for family reasons. In my opinion, a profession should also be a vocation. For this reason, one should not have to give up one’s vocation. 

Therefore, we on the part of politics must promote the expansion of childcare. In the last five to ten years, a lot has already been done in Styria to reconcile family and work. We have to keep at it, further expand childcare services and support companies in creating the necessary framework conditions. In my department, for example, we have launched support programmes to establish childcare in companies in the form of company kindergartens, company day care or social rooms. I also notice that companies are becoming more and more open to these offers. The shortage of skilled workers certainly plays a role here, which is also strongly felt in tourism. It is becoming more important for companies to respond to the needs of their employees in order to be able to keep them.
Unfortunately, it is still the case that women bear the main burden of childcare. I hope for a new generation of adolescent men who will participate more. However, companies are also called upon to allow men to take paternity leave or reduce their hours.
 

4) Unpaid housework and childcare are still largely the responsibility of women, but also of committed fathers. Many women therefore opt for part-time positions, very often because the loss of earnings would be higher for part-time fathers due to better pay. Part-time work is less well paid, hardly ever at management level and with poor career opportunities. This results in 60-70 hours per week. Especially in stress-intensive tourism jobs, this is an extreme double burden. How can we work with companies to improve this situation? 

Eibinger-Miedl: I think the problem intensifies from the moment there are children. In many cases, a woman goes on maternity leave and then starts working part-time. However, this is associated with a career setback that women cannot compensate for the rest of their professional life. Long-term part-time employment also affects the financial situation and means a much lower pension. For this reason, the female share in old-age poverty is much higher. We must show these facts to the girls.
But we also need to strengthen already existing incentive systems to promote paternity leave. Another possibility would be for parents to divide the reduction in hours necessary for childcare between the two of them appropriately. That is, both reduce to, for example, 32 or 30 hours per week. When the children are older, both parents can increase their hours again. This way, the situation for mothers and fathers would be balanced and equal. 

5) Keyword Equal Pay Gap: In Styria, women currently earn on average 17.2% less than men, worse than the Austrian average. This results in 63 days of free work for the year 2021 compared to male colleagues. In addition, many women feel they have to be more diligent in order to prove themselves. 

But why do you think this is the case? How can we get rid of this and what do politics, what do companies and what do women have to do so that something finally changes? 

Eibinger-Miedl: In the meantime, the gender pay gap is closing, but unfortunately much too slowly. One needs to take a close look at what causes this gap. On the one hand, it is often due to the career choices of young women. Professions such as secretary, hairdresser and saleswoman belong to sectors with lower salaries. We must show girls the range of possibilities when it comes to career guidance. At the same time, we must not push women into certain professions. But those who choose a supposedly “untypical” profession for women should be consciously encouraged in their choice.  

The gender pay gap is definitely also a political issue. We come up with solutions, but often we come up against limits imposed by the political culture. It is a tough battle, but it is slowly getting better. 

6) Ms. Eibinger-Miedl, as a member of the regional government you are in a top management position, you are the mother of a 4-year-old daughter and you started your political career with the women’s group of the Styrian People’s Party and certainly had to fight against stereotypes very often. Do you actually see yourself as a role model? 

Eibinger-Miedl: I think you automatically become a role model. I see myself more as an encourager and as someone who goes ahead. I have always tried to seize opportunities and try new things. When I was asked at that time if I would take on the office of state parliamentary representative, I simply said yes. Women need to be aware: You are asked because someone trusts you to take on the responsibility. Therefore, one should not hesitate. 

7) Which female role models have influenced you in your career and why? 

Eibinger-Miedl:  

When Waltraud Klasnic became the first female regional governor of Austria, it gave me great courage to get involved. There were also strong women in the county representation. I thought to myself, if these women can be successful in politics, then I can do it too.
There are also strong women in my family. My grandmother and my mother had a strong influence on me. They have given me a lot for my life. My grandmother raised seven children with her husband and also built up a business. My mother always worked and taught me to be financially independent and to go my own way. 

8) What inequality or injustice, which you may also have experienced yourself, bothers you the most? 

Eibinger-Miedl: When I became a mum, that was the main topic for a while. After a few weeks of maternity leave, I quickly resumed my political work. I felt it was outrageous that as a woman I had to constantly justify who was taking care of the children at home. I was often asked about this in interviews, at events or on the street.
It also bothers me that as a woman you are judged much more by your appearance. I was constantly asked about my clothes during my political career. Fortunately, with time you learn to deal with such situations and become more confident. 

9) What advice do you have for our students on how to break down these structures in the future? 

Eibinger-Miedl: The most important thing is that they become self-aware of what they can do and what they want. They need go their own way and not try to fulfil others’ expectations. The students at the Bad Gleichenberg tourism schools are well trained and thus the world is open to them. 

Ms. Eibinger-Miedl, thank you for the interview!