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What hotels have been doing to increase gender equality to create ethical and inclusive tourism workplaces

What hotels have been doing to increase gender equality to create ethical and inclusive tourism workplaces
Author: Corey Fletcher
1 Commentries
This conference paper discusses what the hotel industry have been doing to increase gender equality to ensure they create an ethical and inclusive workplace. The hospitality industry is known to be very male dominant, especially in higher levels of management. Gender inequalities such as pay and promotion opportunities tend to be common issues within the industry and this often favours men.

The aim of the conference paper is to identify the challenge’s in which the hotel industry face, while looking at good practise within the industry. The conference paper will then go on to look at other industries such as the aviation industry or the cruise ship/ maritime industry, to analyse what they do well do increase gender equality. The paper finally ends with recommendation for the hotel industry on what can be done to increase gender equality and more inclusive workplaces, along side a conclusion, which gives a summary of the paper and steps which can be taken the industry.

The current environment of the hospitality industry generally is male dominated, especially at higher levels of management. Women employees face several difficulties as they advance into managerial and higher-level jobs, including gender challenges, family life balance, long working hours, and work culture. by having so little women in these management positions, it can cause a higher level of sexual harassment in the workplace. With 89% of workers in the hospitality industry claiming to have been sexually harassed at least once, this is a massive issue for the industry. There are still hotels which keep a strict dress code, which can include short dresses for female staff, when men get to wear trousers. These are all contributing factors to how the workplace is not an inclusive environment and there is not equality. Sexual harassment issues also give the industry a bad image, which can in turn discourage women to want to work in the industry, making the issue at hand even bigger.

It is not all negative in the hospitality sector though, with more and more companies and organisations working hard to increase gender equality to create ethical and inclusive workplaces. We can see this from some of the large hotel’s chains such as The Hilton or Marriott International. In 2019, Hilton was awarded the best workplace for diversity and the best company to work for. This is partly due to their diversity and inclusion strategy which has three sections, culture, talent and marketplace. The Hilton believe that these three components contribute to the success of the business. Another great example of a company who are increasing gender equality in the hospitality industry is Marriot International. In 2020 they were named the one of the top 10 companies for executive women. One of the founders was the first women’s vice president and board director who set high standards for the role of women in leadership positions. `Partly due to this, Marriott has shown a strong commitment to women's growth as a leader in diversity, equity, and inclusion. They also have created a board of directors committee who’s main responsibility is to expand inclusive opportunities for women and people from different backgrounds.

In the conference paper it was also important to look at other industry’s to see what methods they were using to create a more inclusive environment. One industry that was discussed was the maritime industry. Female captains account for slightly under 3% of all cruise ship captains globally, although their numbers are steadily increasing. One non profit organisation called Women Offshore, encourages and promotes women's interest in maritime careers by offering tools and networking opportunities for those who operate on the ocean. The aviation industry has similar organisations and programs to the maritime industry in which promotes women in the industry. The International Aviation Woman’s Association (IAWA) is an international organization for women who hold positions of impact in the aviation and aerospace industry

To summarise the conference paper, the hotel industry has taken a proactive approach for the most part to increase gender equality through different strategies. These include celebrating the good work of individuals and organisations through awards, but also the creation of organisations which support women to ensure to increase the gender equality. With other industry’s also working to increase gender equality to create ethical and inclusive tourism workplaces, in the future the workplace environment should be much more inclusive and feel safer for everyone.

Discussion Paper on Sexual Harassment in the Hospitality Workplace
Author: Jen Elvin
The objective of this discussion paper is to look into gender equality in the hotel sector, with a particular emphasis on enterprises that have an ethical and inclusive workplace. This document is part of strand 4 change, which focuses on establishing ethical and inclusive tourism workplaces. The author acknowledges that the hospitality sector is largely dominated by men, particularly at the executive level. Female employees encounter many gender obstacles in the workplace, according to the author. The author states that by having inequality in female managerial roles, it can cause higher levels of incidents of sexual harassment in the workplace. It is shown by the author that this issues is not contributed to by all companies. The Hilton is awarded the best company for their diversity and inclusion strategy. Culture, talent and marketplace are said to be the components to contribute to the success of a business.
The author has recognised issues that the hotel sector faces, as well as crucial components that enterprises must have in order to succeed.
The contributions of the authors appear to be intriguing. Many scholarly studies appear to show the gender and labour disparities in the hospitality business. It's encouraging to see that the author has looked into a different industry in addition to the hotel industry, as this adds depth to the research subject at hand.
To expand on this, I'd like to see the author provide some advice for how businesses might address this problem. It can be mentioned, with the mention of sexual harassment, what management can do to protect their staff. (Marshall, 2015) claims that through implementing grievance procedures, women and supervisors create a legality in specific workplaces that provides only rudimentary protection for women's rights. This may enable the author to explore further into the subject.
Overall, the author has a thorough comprehension of the problem, as well as extensive justification and concrete suggestions. While the author's knowledge and facts are offered. I'd like to read the entire report in order to have a better understanding of the problem and to look into other possible solutions.

Marshall, A.M., 2005. Idle rights: Employees' rights consciousness and the construction of sexual harassment policies. Law & Society Review, 39(1), pp.83-124. [Accessed 14 June 2022].