Gender differences in the hospitality industry: A Job quality index

Sánchez, Rocío González; Segovia‐Pérez, Mónica; Castro-Nuñez, Belen; Domecq, Cristina Figueroa; Ballestero, Pilar Talón

doi:10.1016/j.tourman.2015.05.025

Cited by 120 publications

(82 citation statements)

References 36 publications

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“…Here, the discussion focuses on the New Zealand context, but the issues raised in terms of sustainability apply equally in virtually every other jurisdiction. Globally, women working in the tourism sector are disadvantaged compared to men, earning less and concentrated in lower quality jobs [30][31][32]. In New Zealand, for example, in 2013, women in the female-dominated (62.4%) housekeeping and restaurant services sector not only earned the lowest income (median) of all occupations, but their income comprised 84% of the income of men also employed in the sector [33].…”

Section: Gender Employment and Sustainability In Tourismmentioning

confidence: 99%

Sustainability and the Tourism and Hospitality Workforce: A Thematic Analysis

et al. 2016

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This paper is about the position of workforce and employment considerations within the sustainable tourism narrative. The paper aims to address the relative neglect of this area within the discourse of sustainable tourism and highlights references to the workforce within the United Nations' 2030 Agenda for Sustainable Development. The discussion follows the emerging field of sustainable human resource management and the contribution that this can make to meeting both the UN Sustainable Development Goals and to enhancing the recognition of workforce and employment issues within the related debate in tourism. The body of the paper highlights examples of key dimensions of work and employment across varied tourism contexts, where sustainability is of increasing consequence and significance. The paper concludes by drawing together the implications of these "mini-cases" and locating them within key principles of the 2030 Agenda for Sustainable Development.

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Section: Gender Employment and Sustainability In Tourismmentioning

confidence: 99%

Sustainability and the Tourism and Hospitality Workforce: A Thematic Analysis

et al. 2016

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“…Sabelis and Schilling (, p. 128) suggest that disruption to linear career paths is normal and refer to the career patterns experienced by workers attempting to manage contemporary life styles as ‘frayed careers’. However, frayed careers in hotels have a tax attached: women who sought promotion at a later stage never achieved financial parity with male colleagues, whose careers did not show the same non‐linear pattern (Santero‐Sanchez et al , ).…”

Section: Discussionmentioning

confidence: 99%

The Intersections of Gender with Age and Ethnicity in Hotel Careers: Still the Same Old Privileges?

Mooney

Ryan²,

Harris³

2017

Gender, Work & Organization

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This article explains the value of an intersectional approach in sectoral research, using this lens to examine privilege and penalty in the female‐dominated hotel sector of New Zealand. Memory‐work and semi‐structured interviews explored the career experiences of long‐term hotel workers, highlighting the extent to which gender, intersecting with age, ethnicity and class, shape individual career choices. The key contribution of this article is to suggest that in hotels, as in other employment sectors, the apparent ‘level playing field’ at career‐entry point, where merit is presumed to regulate promotional opportunities, soon disappears as the workings of power and influence within the organizational context take hold: privileges and penalties intersect.

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“…In this process women have had a limited participation and they are essential as decision-makers in families and as individuals (Barlés-Arizón et al 2013;Rojas-de-Gracia et al 2018;Segovia-Pérez et al 2012) as well as employees, entrepreneurs and managers (e.g. Santero-Sanchez et al 2015;Costa et al 2017).…”

Section: Introductionmentioning

confidence: 99%

Technology double gender gap in tourism business leadership

Domecq

Palomo

Flecha-Barrio

et al. 2020

Inf Technol Tourism

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The evolution of the Information and Communication Technologies (ICTs) continues generating paradigm-shifts in the tourism industry, and the incorporation of gender diversity in the managing bodies of hospitality and tourism firms can become a factor of critical success. Nevertheless, women's under-representation on decision-making positions in ICT or high-tech organizations (double gender gap) in the tourism industry has been hardly evaluated. The aim of this paper is to extend the understanding of the impact of this double level of discrimination at a vertical and horizontal level. The impact of stereotypes, gender roles and gendered organizations become the theoretical framework on this study. The biggest multinationals in the tourism industry were classified according to Eurostat's definition of high-tech services in three intensive technological levels (High-Tech Knowledge Intensive; Knowledge-Intensive and Less Knowledge-lntensive). The composition of their Board of Directors (BOD) and Management Teams (MT) was analysed, through their annual reports and online public related documents, and evaluated through Content Analysis. Based on a total of 55 tourism related firms, the results confirm the direct relationship between the technological level of the companies and the lower participation of women on MT and BOD. Results also show that Gender Diversity Programs promote women representation on the BOD and that this relation is bi-directional, i.e. more women on BOD imply more gender diversity programs.

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Gender differences in the hospitality industry: A Job quality index

Cited by 120 publications

References 36 publications

Sustainability and the Tourism and Hospitality Workforce: A Thematic Analysis

Sustainability and the Tourism and Hospitality Workforce: A Thematic Analysis

The Intersections of Gender with Age and Ethnicity in Hotel Careers: Still the Same Old Privileges?

Technology double gender gap in tourism business leadership

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