Gender differences in career development in the hospitality industry

Hospitality industry has particularly interested and grasped a large number of women. But the question is that despite of being so women friendly has the hospitality industry been successful in offering equal career development opportunities to women?

As far as the well researched articles, The relationship between career and job opportunities: womens employment in the hospitality industry as a microcosm of womens employment by Purcell, (1996) and Women in hospitality management: general managers perceptions of factors related to career development by Brownell, (1994) indicate there is a substantial gender differences in career development in the hospitality industry. There are many ways in which women suffer the heat of gender differences in the hospitality industry.

As Brownwell 1994, puts it, “Synder 1993 and others have warned, when the view upward is predominantly male, women are likely to move elsewhere to pursue their careers. ” (p. 114) This indicates that no matter how much preference a woman is given at the entry level or the middle management level, where the real decisions are made i. e. at the top management level, the men play the shots and that is why sensing a stagnation in their career development women shift to other industry, indicating the gender differences meted out to them.

Since communication is an important aspect of our lives and of late it has reached the capacity of making and marring any formal or informal relationship, it proves to be derogatory for equality of career development of women in the hospital industry. To quote Brownwell, “The slightly greater importance to written communication given by women in the study may be explained by the fact that they are less connected to the informal oral network. (1994, p.

112) This is an obstacle that has been perceived by women as a major one that thwarts their chances of career development in the hospitality industry. Brownwell rightly observes, “…the old boy network was seen as a significant obstacle to both women in middle managers (mean of 4. 89) and general managers (mean of 4. 42) ranking first in significance of all potential career obstacles for both samples. ” (p. 114) There are many things that take place in whining and dining.

Since the above observations indicate towards the fact that women lag behind in it, the gender differences in career advancement are clearly evident. Purcell in his article, The relationship between career and job opportunities: womens employment in the hospitality industry as a microcosm of womens employment (1996) argues that there are a number of jobs that are gendered, of which the jobs in the hospitality industry is a significant one.

He throws light on the fact that though women employees are more in number when compared to men in the hospitality industry, they are not as lucky as them. Purcell observes, “Crompton and Sanderson have discussed how a significant proportion of the jobs where women predominate in the industry reflect their labour market position as disadvantaged workers…they (employers) want cheap workers, and women particularly married women seeking part time work have historically been available for employment for low average rate of pay than men.

” (p. 19) So it is easier for women when compared to men to get into the hospitality industry but their rate of career advancement is poor as the operational hotel management implies geographical mobility, long working hours, merging of boundaries between work and non work activities, which becomes difficult for women to adhere to. If at all they reach the top-level positions, they either have to put their marriage plans or child plans on hold, which is a colossal price that they pay.

Unlike men, sailing on two boats is not so easy for them and they either sacrifice the warmth of their home and hearth or the joy of holding the top positions in the hospitality industry. In any of the circumstances they are disadvantaged. References Brownell, J. (1994) Women in hospitality management: general managers perceptions of factors related to career development, International Journal of Hospitality Management, 13(2), 101-117. Purcell, K. (1996) The relationship between career and job opportunities: womens employment in the hospitality industry as a microcosm of womens employment. Women in Management Review, 11(5), 17-24.