Tourism jobs as employment opportunity for females– status quo and future perspectives

The project conducted by MODUL University Vienna and MODUL Research investigated the current situation and characteristics of employment in tourism for females. The aim was to identify opportunities and strategies to (re-)attract and/or retain female employees in the hospitality industry.

Focus groups were conducted to gather the opinions of female employees currently working in the hospitality industry as well as of those who had once worked in the industry but left the sector. Furthermore, experts from various fields of expertise were interviewed to obtain their point of view regarding the problems, challenges and opportunities for female employment in the tourism industry.

The study showed that a major problem for female employees in the hospitality industry, but also for female workers in general, is the lack of child care facilities. This problem is further aggravated in the hospitality industry because of evening and night work shifts, which collide with the opening hours of many child care institutions. A possible solution could be to open up guest child care facilities for employees’ children or to cooperatively offer company kindergartens in the tourist regions. But no matter who is taking the initiative, extended or more flexible opening hours of child care institutions are a “must” in the long run.

Furthermore, the still prevalent traditional view of the women’s role in a family constitutes a challenge to retaining females in the sector. Most female employees either stop working or work part-time as soon as they have started or are about to start a family. Another problem is the wage level. Although the difference between female and male remuneration is not as high as in other industries, the overall wage level in the hospitality industry is low in comparison to other industries. Receiving additional income through tips is often used as an argument by employers for paying low wages. However, this practice has negative implications on the unemployment and retirement entitlements.

Other problems found were difficult working conditions such as time pressure, stress and physical as well as psychological burdens. Job rotation as well as improvements in human resource planning are just a few suggestions to better manage these challenges. Unfortunately, sexual harassment is still an issue in the hospitality industry. Helpdesks, coaching as well as support by the employer could help to deal with or avoid difficult situations.

Further problems identified within the study are missing career, educational and training opportunities. Mentoring as well as financial support for trainings could help. Yet another challenge is the rather unfavorable image of the hospitality industry. Better education and ongoing training as well as publicizing the positive aspects of employment in the industry are suggestions to improve the overall image. Some jobs within the industry, namely the position as chef, have already improved in the view of the public.

In summary, the study identified some crucial challenges that need to be tackled in order to make the hospitality industry a more attractive employer for females. Not only employers but also employers’ representatives and other organizations as well as the general public are asked to change in order to improve conditions for female employees in the hospitality industry.

Contact
Prof. Dr. Dagmar Lund-Durlacher, MODUL University Vienna,
Department of Tourism and Hospitality Management,
Am Kahlenberg 1, 1190 Vienna, Austria
dagmar.lund-durlacher@modul.ac.at | www.modul.ac.at

Dr. Ulrike Bauernfeind, MODUL University Vienna, Department of Tourism and Hospitality Management, Am Kahlenberg 1, 1190 Vienna, Austria ulrike.bauernfeind@modul.ac.at | www.modul.ac.at

Anja Hergesell, MA, MODUL University Vienna, Department of Tourism and Hospitality Management, Am Kahlenberg 1, 1190 Vienna, Austria anja.hergesell@modul.ac.at | www.modul.ac.at