The Glass Ceiling: Career Progression Barriers for Female Employees in the South African Hospitality Industry

Abstract

This study examined the glass ceiling phenomenon in the South African hospitality industry, with a particular focus on four hotels in Gauteng. The primary aim was to investigate the different perspectives held on the glass ceiling by exploring the key factors inhibiting women in the hospitality industry from proceeding to the next level of the corporate hierarchy, and, ultimately, to reach senior executive positions. Data was collected through informal semi-structured interviews and an online questionnaire that was targeted at men and women in lower to top management positions within the different hotels. The key findings show that the glass ceiling indeed exists, as a fluid and dynamic phenomenon, which takes on various ever-evolving shapes within different work environments. Many women resonated with the nature of the glass ceiling. The literature depicts the glass ceiling as an overarching and all-encompassing phenomenon affecting women. The study sheds more light on the circumstantial nature of the glass ceiling and shows that certain factors exacerbate the effects of the ‘glass ceiling’ phenomenon. A study found that a combination of variables affected the careers of women and their work life balance. The study revealed that the circumstantial nature of the glass ceiling and its dynamic nature makes it impossible for there to be a uniform solution to navigating one’s career around it or to shatter it. This finding challenges the existing view of the glass ceiling and how women should be attempting to shatter it.

Workplace experiences and career advancement prospects for women in the hotel industry in India

“…A common phenomenon experienced across all countries is the glass ceiling leading to burnout; burnout being exhaustion, cynicism and reduced professional efficacy (Min & Yoon, 2021). Female employees found it complicated to pinpoint the presence of the glass ceiling or the presence of pay differences, behind the facade of a good work culture and career progression (Mwashita et al, 2020). The barriers of the glass ceiling perceived by women differed based on their career phase (Mooney & Ryan, 2009).…”

Ketidaksetaraan Gender Di Tempat Kerja : Tinjauan Mengenai Proses Dan Praktek Dalam Organisasi

“…Iklim work-family climate akan mendukung kepuasan kerja karyawan perempuan menjadi lebih tinggi, komitmen organisasi hingga kepuasan karir (Hamilton & Great Britain. Equal Opportunities Commission., 2005;Mondy & Mondy, 1998;Mwashita et al, 2020).…”

Cultural Beliefs on Women Career Advancement in Selected Kenyan Hotels

“…Cultural beliefs about women have long been recognized as a potential problem in the hotel workplace that deserve serious attention. According to Mwashita et al, (2020), there are cultural views that prevail on the roles and responsibilities of women in society. Further, that society does not view women as suitable to fill top positions, as they are thought not to be the primary breadwinners in the household (Khuzwayo, 2016).…”