The reasons and solutions for the under-representation of women in the hotels’ senior management
Do Le, Tien (2017)
Do Le, Tien
Metropolia Ammattikorkeakoulu
2017
All rights reserved
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-201705249981
https://urn.fi/URN:NBN:fi:amk-201705249981
Tiivistelmä
The report is a study of female workforce in the hospitality industry, particularly focusing on the under-representation of women in hotels’ senior management. As the hospitality industry is broad with variable services in both formal and informal employment, only data and findings regarding professions in formal sector are used to analyse and discuss. It is foremost essential to comprehend the impact of the tourism sector in today’s global economy. The industry picture is followed by statistics which portray the lack of female representation in hotels’ top management, albeit women make up more than half of the global travel and tour-ism sector.
Gender pay gap, a higher vulnerability in employee layoff and sexual harassment as well as work-life conflict, old-boy network with too few role model, the lack of family support and networking channels are listed as factors that have hindered women from advancing further towards senior roles in hotels. These discriminating attitude and behaviours stem from biased beliefs and preconceptions concerning traditional gender roles that are deeply rooted in social norms and culture. Confronting such predetermined image of an ideal woman, many women have subconsciously conformed to stereotypes and behave in a manner that accidentally strengthens unjustified beliefs, eventually recoiling upon themselves again. In this sense, women are partly responsible for the gender inequality. However, effective policies are required to accommodate females to avoid self-stereotype, passive attitude, and prove that prejudices against women are wrong. Gender parity in senior management and on board is not solely a workplace issue but rather a society issue.
Quotas, flexible working arrangements, training programs, intensive networks, mentor-ship, standardised and transparent recruitment, performance appraisal and promotion criteria, equal gender pay, child-care provision, a secured working environment, awards for leading women and female-friendly organisations are suggested as solutions for helping more women climb up their career ladder. As the gender diversity issue is a common phenomenon across industries, most of the fore-mentioned reasons and solutions can be found in other sectors other than hotels and restaurants. This explains why relevant results and findings regarding the gender diversity issue at workplace from studies conducted in a general employment context are also used occasionally to support the report.
Gender pay gap, a higher vulnerability in employee layoff and sexual harassment as well as work-life conflict, old-boy network with too few role model, the lack of family support and networking channels are listed as factors that have hindered women from advancing further towards senior roles in hotels. These discriminating attitude and behaviours stem from biased beliefs and preconceptions concerning traditional gender roles that are deeply rooted in social norms and culture. Confronting such predetermined image of an ideal woman, many women have subconsciously conformed to stereotypes and behave in a manner that accidentally strengthens unjustified beliefs, eventually recoiling upon themselves again. In this sense, women are partly responsible for the gender inequality. However, effective policies are required to accommodate females to avoid self-stereotype, passive attitude, and prove that prejudices against women are wrong. Gender parity in senior management and on board is not solely a workplace issue but rather a society issue.
Quotas, flexible working arrangements, training programs, intensive networks, mentor-ship, standardised and transparent recruitment, performance appraisal and promotion criteria, equal gender pay, child-care provision, a secured working environment, awards for leading women and female-friendly organisations are suggested as solutions for helping more women climb up their career ladder. As the gender diversity issue is a common phenomenon across industries, most of the fore-mentioned reasons and solutions can be found in other sectors other than hotels and restaurants. This explains why relevant results and findings regarding the gender diversity issue at workplace from studies conducted in a general employment context are also used occasionally to support the report.