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.
Shelagh Mooney and Tom Baum
This chapter addresses the need for a research agenda to achieve the goal of a sustainable hospitality and tourism workforce globally. Inhospitable working conditions, as well as the exploitation of vulnerable workers, prevail across different locations and contexts. Yet, research into these issues is ignored not only in the sustainable tourism debate, but in most areas of tourism development. This chapter adopts a selective, thematized approach to bridge the research gap. Significant areas examined in turn are critical hospitality studies, human resources management, peripheral and salient tourism workforce studies, labour geographies, diversity management in tourism and, finally, Indigenous tourism. Throughout, research into practices that foster a sustainable workforce are highlighted, drawing attention to the neglected needs of specific groups in the workforce, such as women, younger and older workers, migrants and people with disabilities. Finally, an agenda for change draws these strands together, identifying future research directions to create a sustainable hospitality and tourism workforce.