The Emancipatory Approach in Hospitality Research on Employees With Disabilities: An Auto-Ethnographic Research Note

Abstract

The emancipatory approach in disability research takes the political position of promoting the voices of people with disabilities to make possible transformative changes to their lives. Based on auto-ethnographic research notes made while applying the emancipatory approach to qualitative research conducted with employees with disabilities in the Vietnamese hospitality industry, this article suggests guidelines that include four steps: preparing/planning, recruiting, conducting interviews, and confirming the data. Practical strategies for each stage in the process are also suggested, with the aim of better including the voices of employees with disabilities in qualitative hospitality research. The article will benefit future researchers conducting qualitative research on employees with disabilities by highlighting the value of the emancipatory approach, which has not been previously reported on in the hospitality literature.

Homestay businesses’ strategies for adapting to and recovering from the COVID-19 pandemic: A study in Vietnam

“…The primary investigator grew up in Vietnam and has had extensive hospitality industry work experience, so was thus familiar with the local culture and the development of the industry, and had good networks in the research context; this was helpful for interpreting the participants’ responses and “ensur [ing] first-hand knowledge” (Paraskevaidis and Andriotis, 2017: 30) was obtained. Furthermore, this researcher was acutely aware of the cultural challenges facing Vietnamese participating in this research (see Doan et al, 2020). Therefore, the primary investigator employed various communication strategies (e.g., using standardized language, asking and listening sequences, expressing gratitude, etc.)…”

Hospitality sector and the (non-)employment of people with disabilities. Hungarian restaurant owners’ experiences after the COVID outbreak

“…In the tourism and hospitality sector, PWD are increasingly appearing in various job roles and levels of responsibility (Meacham et al, 2019;Mooney & Baum, 2019), but experts still speak of "untapped potential" for the employment of PWD (Doan et al, 2021). Despite the entry discrimination, the more significant presence of PWD in the workforce could bring the sector multiple and complex benefits in human resource management, marketing, innovation or inclusive organisational culture (Kalargyrou et al, 2018).…”

“…In relation to employment, this sector also identifies the general labour market barriers that have already been discussed: a general lack of information on the part of employers and employees, communication difficulties, stereotypes, a lack of employment support systems, competency gaps (also) resulting from the training system, and the perceived or real costs of accessibility (Houtenville & Kalargyrou, 2012). However, Doan et al, (2021) also identify sector-specific factors such as stigma associated with disability and possible consumer perceptions related to service quality (Doan et al 2021). Gröschl (2007) suggests that the tourism and hospitality segment basically seek young and attractive workers who are able to multitask, are flexible, able to work long hours and in any position.…”

“…According to the restaurant owners, some customers might not be happy with disabled service staff, but overall, they felt that a considerable proportion of Hungarian customers would not necessarily object to a disabled employee. That said, restaurant owners still have fears about what customers might say (Doan et al, 2021). "This phenomenon exists.…”

The Implications of Research Methodologies for Hospitality Practitioners in an Age of Consumer and Data Complexity

“…In the second implementation-based qualitative paper, Doan et al (2021) provide a research note on auto-ethnographic research in the specific context of hospitality employees with disabilities. The authors report that of 1,091 articles identified using the search terms “disability” and “disabled,” “handicapped,” and “impairment,” only three actually include employees with disabilities as research participants.…”