International Journal of Hospitality and Tourism Systems

Open Access Open Access  Restricted Access Subscription Access
Open Access Open Access Open Access  Restricted Access Restricted Access Subscription Access

Gender Equality in Indian Hotel Industry -a Study of Perception of Male and Female Employees.


Affiliations
1 Dept of Tourism and Hotel Management, Kurukshetra University, Kurukshetra.
     

   Subscribe/Renew Journal


Status of women in a society gets reflected in the roles played by them in its institutions such as family, political or other social groups. Corporate also echo the same. In Indian industry woman hold more positions of power now than in the past. Indian hospitality industry also shows the same pattern. But compared to their share in population women hold few positions compared to males. This is in spite of a number of measures taken by the government through legislation and policy measures. The vertically typical "Gender Pyramid "is prevalent in this too-lower level occupation with few career development opportunities dominated by women and key managerial positions dominated by men. Earlier studies found the deeply entrenched beliefs and stereotyped attitudes towards women in the workplace to be the main barrier in gender equality. Though India seems poised for superpower status because of its booming economy. However, beneath the spectacular "India Shining" story lurks an area of darkness-the unequal status of its women, who constitute more than half its demographic. This study on Gender Equality in Indian Hotel Industry- A study of Perception of male and female employees aims to examine whether female employees of hotel industry perceive gender equality issues differently than male employees. It collects information from 13 hotels and 110 respondents in NCR on 5-point likert scale on 27 items. For analysis Independent samples T test is used, and results of study demonstrate that there is difference in the perception of male and female only for one issue "women do not get same fringe benefits as men", For rest of the issues of gender equality T value is not significant meaning that both men and women have similar opinion regarding gender equality issues. This study found biases in management practices in deference to official policy on gender equality. The preferences were clearly in favour of males for senior positions and younger female at lower levels.

Keywords

Equality of Status, Female Employees, Gender, Hospitality Industry, Women
Subscription Login to verify subscription
User
Notifications
Font Size


  • Aitchison, C., Jordan, F., Brackenridge C. (1999). Women in leisure management: a survey of gender equity. Women in Management Review, V 14(4), 121-127.

  • Bose, C. E. and R. B. Whaley: 2001, 'Sex Segregation in the U.S. Labor Force', in D. Vannoy (ed.), Gender Mosaics: Social Perspectives (Original Readings) (Roxbury).

  • Burrell, J., Manfredi, S., & Rollin, H. (1997). Equal opportunities for women employees in the hospitality industry: a comparison between France, Italy, Spain and the UK. International Journal of Hospitality Management, V 2, 161-179.

  • Can, T.: 1995, 'The Existence of Sexual Harassment in China', Chinese Education and Society V 28, 615.

  • Confederation of Indian Industries (CII). (2006). Women executives climbing ladder mostly in services sector. Retrived 11 may 2008 from Economic Times website http://economictimes.indiatimes.com/News/News-By-Company/Corporate-Trends.

  • Corby, S. (Feb 1983) “Women in the Civil Service. Holding Back or Held Back? Personnel Management.

  • Cotter, D. A., DeFiore, J., Hermsen, J. M., Kowalewski, B., & Vanneman, R. (1997). All women benefit: the macro level effect of occupational integration on gender earnings equality. American Sociological Review, V 62, 714-734.

  • Crawford, R. B. (2003). Gender disparity in organisation and the resultant human resource mismanagement: A case analysis. Electronic Journal of Business Research Methods, V 2(1), 21-36.

  • FHRAI Magazine (2002). Gender Issues, The Great Gender Trap. from http://www.fhrai.com/magnews/ maggender.asp#trap#trap fhrai.com.

  • Hemmati, M. (2000). Women Employment and Participation in Tourism. Sustainable Travel and Tourism, V 3, 17-20.

  • International Labour Office (ILO, 2004). Switzerland Facts on The Hotel, Catering and Tourism Industry, www.ilo.org.

  • International Labour Organisation (2007), International Labour organization Gender and Development. www.ilo.org.

  • Kasanita, S. (2008). Decent work, gender equality, International Labour organisation. www.ilo.org.

  • Kemp, A.: 1994, Women's Work: Degraded and Devalued (Prentice-Hall, Englewood Cliffs, NJ).

  • Korabik, K: 1993, 'Managerial Women in the People's Republic of China', International Studies of Management in Organization, V 23(4), 47-64.

  • Krieg, R. (2006). The situation and perceptions of female managers in German invested enterprises in China. Asia Europe Journal, V 4, 59-75.

  • Li, L., & Leung, R. W. (2001). Female managers in Asian hotels: profile and career challenges. International Journal of Contemporary Hospitality Management, V 13(4), 189-196.

  • Maatman, G L., Jr.: 2000, 'Harassment, Discrimination Laws Go Global', National Underwriter, V 104(37), 34-35.

  • Mgaya, K. V., Shemi, A. P., Kitindi, E. (2005). Gender inequality in the information systems workforce: challenges and implications for management in Botswana. World Review of Science, Technology and Sustainable Development, V 2, 154-167.

  • Muli, K., J. Peters and A. Wolper (ed.) (1995). 'Help Me Balance the Load': Gender Discrimination in Kenya', Women's Rights, Human Rights: International Feminist Perspectives.

  • Ng, C. W., & Pine, R. (2003). Women and men in hotel management in Hong Kong: perceptions of gender and career development issues. International Journal of Hospitality Management, V2 (1), 85-102.

  • NGO Steering Committee Tourism Caucus (1999) for ISWG- CSD 7 NGO Paper on Tourism. Retrived from http://csdngo.igc.org/index.htm.

  • Roos, P. A. and M. L. Gatta: 2001, 'The Gender Gap in Earnings', in G. Powell (ed.), Handbook of Gender and Work (Sage, Thousand Oaks, CA), pp. 95-123.

  • Rothwell, S (1984), Cary. L. Cooper, Marilyn. J. Davidson, Women In Management: Career Development For Managerial Success, Heinemann: London, pp 3-31.

  • Shaffer, M. A., J. R. W. Joplin, M. P. Bell, T. Lau and C. Oguz: 2000, 'Gender Discrimination and Job related Outcomes: A Cross-cultural Comparison of Working Women in the United States and China', Journal of Vocational Behavior, V 57(4), 395-427.

  • Sharma, S. P. (2006) Women Education and Women Rights In India, Vista International Publishing House Delhi, pp 22-24.

  • Skalpe, O. (2007). The CEO gender pay gap in the tourism industry—Evidence from Norway. Tourism Management, V28 (3) 845-853.

  • Sparrowe, R. T., Iverson, K. M. (1999). Cracks in the Glass Ceiling? An Empirical Study of Gender Differences in Income in the Hospitality Industry. Journal of Hospitality & Tourism Research, V 23 (1), 4-20.

  • UNED- UK’s Project report (1998). Gender and Tourism. Women Employment and Participation in tourism. Retrived from www.unedforum.org and www.uned-uk.org.

  • Verkaik, R. (2009, sep9). Sexism Still Rules- UK women get 80pc less bonuses than men. The Tribune, Jobs & Careers, pp-3.

  • WTO Public Symposium (2005) IGTN (International Gender and Trade Network. Retrived from http://www.igtn.org/page/603/1/.

  • Zhong, Y. (2006). Factors Affecting Women’s Career Advancement In The Hospitality Industry Perception Of Student, Educators And Industry Recruiters. Ph.D dissertation in Family and Educational Sciences Education.


Abstract Views: 1322

PDF Views: 0




  • Gender Equality in Indian Hotel Industry -a Study of Perception of Male and Female Employees.

Abstract Views: 1322  |  PDF Views: 0

Authors

Manjula Chaudhary
Dept of Tourism and Hotel Management, Kurukshetra University, Kurukshetra.
Megha Gupta
Dept of Tourism and Hotel Management, Kurukshetra University, Kurukshetra.

Abstract


Status of women in a society gets reflected in the roles played by them in its institutions such as family, political or other social groups. Corporate also echo the same. In Indian industry woman hold more positions of power now than in the past. Indian hospitality industry also shows the same pattern. But compared to their share in population women hold few positions compared to males. This is in spite of a number of measures taken by the government through legislation and policy measures. The vertically typical "Gender Pyramid "is prevalent in this too-lower level occupation with few career development opportunities dominated by women and key managerial positions dominated by men. Earlier studies found the deeply entrenched beliefs and stereotyped attitudes towards women in the workplace to be the main barrier in gender equality. Though India seems poised for superpower status because of its booming economy. However, beneath the spectacular "India Shining" story lurks an area of darkness-the unequal status of its women, who constitute more than half its demographic. This study on Gender Equality in Indian Hotel Industry- A study of Perception of male and female employees aims to examine whether female employees of hotel industry perceive gender equality issues differently than male employees. It collects information from 13 hotels and 110 respondents in NCR on 5-point likert scale on 27 items. For analysis Independent samples T test is used, and results of study demonstrate that there is difference in the perception of male and female only for one issue "women do not get same fringe benefits as men", For rest of the issues of gender equality T value is not significant meaning that both men and women have similar opinion regarding gender equality issues. This study found biases in management practices in deference to official policy on gender equality. The preferences were clearly in favour of males for senior positions and younger female at lower levels.

Keywords


Equality of Status, Female Employees, Gender, Hospitality Industry, Women

References