Business travel is on the rise again, but not everyone is getting the opportunity to hit the road. A recent survey by SAP Concur highlights a growing disparity in who gets to travel for work, with Gen X frequently dominating the field. This imbalance risks leaving younger generations, particularly the emerging Gen Z workforce, at a distinct disadvantage. While a significant portion of employees view business travel as essential for career progression, many feel they are not receiving the same opportunities as their peers. This gap has widened over the past year, with the percentage of employees feeling excluded from business travel rising from 62% to 66%.
This trend should prompt companies to reassess their approach to business travel. The current emphasis on Gen X travellers could mean missed opportunities for both businesses and younger employees. A more balanced approach to travel can bring fresh perspectives to client interactions, aid in succession planning, and enhance employee engagement across generations.
Several factors contribute to this travel inequality
This includes seniority, age, and parental responsibilities. Additionally, office attendance and physical appearance play a role, with women and LGBTQ+ travellers often facing additional challenges.
As Gen Z enters the workforce, there is a clear need for more inclusive travel policies. This generation has unique perspectives and needs, shaped by their experiences growing up during crises and the fact that a significant percentage identify as LGBTQ+. These differences in behaviour and priorities necessitate a re-evaluation of existing travel policies that may inadvertently favour Gen X.
Revising Travel Policies for Greater Inclusivity and Work-Life Balance
To address the dominance of Gen X in business travel and create more equitable opportunities, companies should consider revising their travel policies to ensure they do not exclude certain groups. For example, policies requiring extensive travel may disadvantage parents or caregivers, so offering flexible options that balance work and personal life could be beneficial.
Implementing a fair rotation system for travel opportunities can also help ensure that all eligible employees have the chance to travel, regardless of their position or background. Additionally, mentorship programmes where less experienced employees accompany senior staff on trips can provide valuable exposure without full responsibility.
Travel Management Companies (TMCs) can play a crucial role in this process by offering data analytics to identify disparities in travel opportunities and assisting in developing policies that promote inclusivity. They can also provide cultural briefings and safety information tailored to diverse traveller needs, such as guidance for LGBTQ+ travellers or accessibility information for those with disabilities.
Ultimately, companies must decide whether to maintain the current Gen X-dominated model or adopt a more inclusive approach. The future of business travel is likely to be diverse and flexible, and organisations that embrace this shift will be better positioned to thrive in the global market. It’s not just about who is travelling; it’s about fostering a global mindset across the entire organisation.
