This chapter explores women’s employment in the hospitality sector and the ways in which they negotiate their professional identities across varying national and business contexts. An overview is given of women’s employment patterns, career paths and career progression; highlighting the contribution of strong social connections, effective mentoring relationships and interesting jobs to increased hospitality career longevity. The chapter further explores the well documented issues that significantly reduce the job quality and promotional opportunities for women in the sector, for example, occupational sex stereotyping, sexual harassment and the enduring glass ceiling. The chapter concludes with an appraisal of how enlightened human resource management practices can successfully enable women to fulfil their career and lifestyle aspirations when working in the hospitality industry.
Irene Ryan and Shelagh Mooney
In this chapter, our purpose is to show how autoethnography offers researchers a method for addressing the challenges identified by critical scholars in diversity, equality and inclusion research (EDI). These challenges include how to incorporate observations of everyday social exclusions into multi-level analyses and the need for diversity scholars to be more reflexive about the basic assumptions that underpin their research. Two examples are used to illustrate two different approaches to writing an autoethnographic text, which align with the axiological and epistemological considerations that are an integral part of all EDI research projects. By allowing the reflexive voice of the researcher to be paramount, autoethnography gives us precious scholarly space to be scriptwriters, improvisers and directors of what we write and, often, to be surprised by what can emerge.