QUESTIONNAIRE FOR HR MANAGER OF HOTEL Industry- A study … · manager, shift manager, food & beverage manager, food & beverage controller, human resource manager, training manager

QUESTIONNAIRE FOR HR MANAGER OF HOTEL

Dear Respondent,

You are requested to fill this questionnaire. This is a part of doctoral research: “Issues and Trends in Gender Equality in Indian Hotel

Industry- A study of National Capital Region.” Your response and identity will be used for academic research only. Your participation is

greatly appreciated.

Megha Gupta

Lecturer

Department of Tourism and Hotel Management

Kurukshetra University, Kurukshetra.

____________________________________________________________________________________________________________________

Please tick mark (√) the appropriate option or fill the response.

1 Category of hotel- 3 star 4 star 5 star 5 star deluxe Any other -specify

2. Location (City) Delhi Noida Gurgaon Gaziabad Faridabad

3. Total number of permanent (full time) employees working in your hotel.

Less than 50 50-100 101-300 301-500 501-750 750-1000

More than 1000

4 Total number of permanent (full time) women employees working in your hotel.

Less than 25 26-50 51-75 76-100 101-150 151-200 Nil

5 Total number of part time women employees working in your hotel.

Less than 25 25-50 51-75 76-100 101-150 151-200 Nil

6 Does your organisation having any policy/ guidelines regarding female- male employee ratio. Yes No

7 Position at which most of the women employees are employed.

Managerial level Supervisory level Operational level at all Levels None of Above

8 At which level women employees preferred by management in your hotel?

Managerial Supervisory Operational Above all three positions Supervisory & Operational

None of above

9 Does your organisation provide flexible working hours to women employees?

Yes No Only in special cases

10 Does your organisation have crèche facility?

Yes No

11 . Policy for maternity leave.

Six months with pay Six months (3 months with pay+3 months without pay)

Three months with pay Three months without pay No maternity leave…

12 Does your organisation provide maternity leave to all women employees without considering their working experience?

Yes No As per its policy

13 In the night shift transportation facility is provided to all the women employees.

Yes No

14 Your organisation has age limit policy for new women entrants.

Yes No

15 Your organisation gives preference to

Married women Unmarried women Equal preference to both

16 Do women employees work in night shifts in all departments?

Yes No Some time not in all departments

17 Does your organisation provide come back provision policy for women after their career break as a part of career development programme.

Yes No

18 Does your organisation have a separate women grievance cell.

Yes No

19. How many women worked as general manager since organisation has been operational.

1 2 3 4 5 6 7 8 9 10

Nil

20. Any other information related to field of study that you would like to give.

______________________________________________________________________________________________________________

____________________________________________________________________________________________________________________

____________________________________________________________________________________________________________________

____________________

©International Journal of Hospitality & Tourism Systems Volume 3 Issue 1 2010

Online access @ www.publishingindia.com 31

Gender Equality in Indian Hotel Industry –a study of perception of male and female employees

Manjula Chaudhary & 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 Key Words Equality of Status, Female Employees, Gender, Hospitality Industry, Women

INTRODUCTION

Gender is “self- conception as being male or female, as distinguished from actual biological sex (Encyclopedia Britannica) and in cultural, gender, social studies it often refers to purely social studies rather than biological differences. The same social construction is taken in this study in the context of work places. Socially women have been discriminated in all formal and informal groups (Can, 1995; Maatman, 2000; Muli, 1995; Korabik, 1993; Shaffer etal., 2000) and this expands to work too as found in many studies (Cotter et al., 1997, (Corby, 1983; Burrell, Mamfredi, Simonetta & Rollin, 1997; Sharma, 2006; Rothwell, 1984). This discrimination has led to continuous efforts at social and legal levels to bring parity of status between genders often referred to as gender equality. This has become more relevant at work places with increasing presence of women work force and means equal rights, responsibilities and opportunities for all persons regardless of whether one is born male or female ILO (2007). An ILO (2004) study found the share of this workforce at 33 % in 1960, 43% in 1980 and 45% in 1990 and 40% in 2003. In spite of the ongoing efforts (Kemp, 1994; Shaffer et al., 2000) found women's occupational sex segregation, the concomitant low status, short career ladders, and low pay around the world. According to Kasanita (2008), there is a patriarchal attitude towards women in the world of work and sometimes women are given token positions to pacify the strong advocates in women issues and to more or less ‘keep their mouths shut’. Women in the professional arena today hold more positions of power than at any time all over the world. Yet they still hold comparatively few and lower positions. Women today are paid more than ever. Still, they are often paid less based on gender. Similar situation prevails in India where constitution is proactive and provides for equality of opportunity and Article 14, Article 15(1), Article 15 (3), Article 16, Article 42, Article 15 (A) (e) of the constitution of India guarantee equality of sexes and in fact grants special favour to women. But social scenario is not so progressive and patriarchal social patterns restrict progress of women in almost all fields of



life. A CII (2006) survey of 149 Indian companies found women holding 16% of junior level and 4% of senior managerial posts. Only 1% of the organizations had women CEOs. At workplaces select industries and jobs are termed as female jobs. Service industries such as insurance, banking, travel, telecommunication, and hotels are considered to have “women jobs”. Particularly in hotels women constitute majority of secretaries, front office assistant, housekeeping attendant, housekeeping supervisor, executive housekeeper, guest relation executive, in positions supportive of men, who comprises the majority of front office manager, shift manager, food & beverage manager, food & beverage controller, human resource manager, training manager respectively (Roos and Gatta, 2001). FHRAI (June 2002) attributes this to personal qualities of patience, tolerance, willpower and empathy for others that come from being a mother. This points towards occupational sex segregation (Bose and Whaley, 2001). It is supported by an HVS survey in the 1100 hotels of the country that found percent of women employees to be higher in 5 star deluxe hotels at all levels, including managers, supervisors and staff. It comes down in lower star category hotels the all-India women general manager average was found 2-3 per cent only. The issue of occupational sex segregation and discrimination is the reason behind this study to explore the dynamics of this gender equality and inequality. Thus, the present study is planned to explore:

1. The status of women in Indian Hotel Industry

2. The perception differences between male and female employees about the status of women in Indian Hotel Industry.

Review of Literature The literature on gender equality is the subject of many social sciences, particularly women research, management, anthropology, psychology, human geography etc. The literature surveyed for this paper is mainly from business studies that concern women’s discrimination at work places in terms of wages, unfair performance appraisal, unequal promotional opportunities, sexual harassment, unequal retirement or fringe benefits, less supportive colleagues/ superiors etc. Verkaik (2009, sep-9) quotes a study in The Tribune by Head of the Equality and Human Rights Commission (EHRC) and mentions that in UK financial Institutions women employed full- time in the city earn 47 per cent less in annual gross salaries than men, compared to a 28 per cent pay gap across the economy. A disparity in bonuses and other performance- related pay is a major factor behind the “massive gender pay gap” in the financial sector. Report also said that women

workers who become pregnant face redundancy. This sex stereotyping of work across the sector was compounded by the sexism. Skalpe (2007) analyzed the gender gap among chief executive officers (CEO) in a sample of Norwegian tourism and manufacturing firms and the results confirm that female CEOs are wage discriminated in both sectors. Nevertheless, the gender wage gap is larger in tourism because the female CEOs in this industry are employed in relatively smaller firms. The tourism industry offers women better odds of reaching the top, but the female CEOs are employed in smaller firms that offer less pay. Krieg (2006) studied the perception of female managers in German invested enterprises in china and found that despite high esteem; only few women were found working at higher management levels.Zhong, T. (2006) stated that females and males had significant differences on equity (lack of promotion, pay and training) family issues (childcare responsibility, being married, conflicts with family responsibilities) and advancement. This study found that woman in hospitality industry faced lots of difficulties in their careers. Sharma (2006) analyzed that women are increasing in different sector. But the growth rate is slow. In civil services the overall percentage of women in 1997 was 7.5%, the highest being 12.3% in Indian Foreign Service. On the whole, women in 1997 represented 13.8% of the employee strength in the public sector as against only 8.6% in 1971.Mgaya, Shemi & Kitindi (2005) examined the types of gender-based inequalities of information systems personnel in Botswana. The results show that the percentage of female employees in information system is smaller compared to the national average of women employees. Female employees also think that they are not fairly treated in promotions and that their employers do not value their contributions. Female employees are also unhappy with many other issues about their career and the percentage of those who might quit their jobs at the earliest opportunity is higher than that of male employees. WTO Public symposium 2005 report shows that “women have an important role in the tourism sectors, accounting for up to 70% of the labour force in global tourism. However their labour is often exploited and women find themselves concentrated in casual labour force and low paying jobs”. Crawford (2003) suggested that management, through its discriminatory practices; fail to adequately utilize its human resource, negatively affecting gender relationships and worker commitment, jeopardizing overall organizational effectiveness. Study also explored that the disparity in the treatment of male and female extends to internal promotion, even where women have superior qualifications to their male counterparts. Li & Leung (2001) find out the



barriers that may prevent middle-level female managers from moving up to the executive positions. The findings suggested that female managers in Singapore hotels have “given up” some family life in order to get ahead. Whereas strong credentials and skills have proven to be important in female advancement into middle-level management, they have not helped them to attain executive positions. Hemmati, M. (2000) researched that women have achieved higher level of education and contributing 40% of global work place. Yet their share of management positions remains unacceptably low, with just a tiny proportion succeeding in breaking through the “glass ceiling”. Women are often forced to choose casual labour, part time and seasonal employment Aitchison, Jordan & Brackenridge (1999) examined gender equity in leisure management industry and found that women are encouraged to accept large amounts of senior management responsibility for middle management salaries, where routes to promotion remain unclear, and where organisational culture is informed by the dominant “locker room culture” of male sport.According to Sparrowe & Iverson (1999) gender biased income, workforce participation, occupational crowding disparity persists and pernicious forms of sex discrimination continue in the hospitality industry of United States. NGO Steering Committee Tourism Caucus (1999) studies the status of women in corporate sector and finds “employment of women in the tourism and hospitality industry is has to be noted that there is a significant gender segmentation of labour in industry’ leaving women in the lower levels, with less pay and less training and development opportunities.” According to UNED-UK's (United Nations Environment and Development UK Committee) Project Report (1998) “women around the world have achieved higher levels of education than ever before and today represent more than 40% of global work place. Yet their share of management positions remains unacceptably low with just a tiny proportion succeeding in breaking through the “glass Ceiling”.Burrell, Manfredi & Rollin (1997) conducted a survey on women's employment in four countries France, Italy, Spain and the UK with reference to their participation in the labour force in general and in the hospitality industry in particular in their research study. The

study points towards existence of orthodox attitudes that act barrier to the types of jobs that men and women carry out in hotels. It can be concluded from the existing studies there is a wide inequality between females and males on work related issues of promotion, pay, training and family issues such as childcare responsibility, being married, conflicts with family responsibilities and advancement. The studies show biases of men towards women employees at various stages Research Methodology The study is based on a survey of 13 hotels and 110 employees of NCR (National Capital Region). Convenient Random sampling method was adopted for the selection of hotels in NCR. The opinion of employees was measured on 5 point Likert scale ranging from strongly agrees (5) to strongly disagree (1) for positive worded questions and for negative worded questions scale ranging from strongly disagree (5) to strongly agree (1). Descriptive statistics percentage analysis, mean, standard deviation, and variance and analytical- Independent samples T test is used for analysis. Analysis of Data Profile of Respondents The profile of sample population is shown in Table-1. The demographic data of these respondents revealed the following information. Of the respondents 61.8% (68) were male and 38.2% (42) were female. Majority of male (67%) and female (74%) respondents are unmarried, and approximately 68% respondents in totality are graduate and 26% respondents are found postgraduate. It can be concluded that higher education is not popular among the hotel employees. Of the male respondents majority of them (40%) are found working in F & B service and majority of female (31%) are from front office department, Maximum respondents are from the age group of 20- 30. Of the female respondents, very less percentage (21%) of female were on managerial positions in comparison with their male (49%) counterparts. 85% respondents are working under male boss and only 15% respondents have female boss. So it can be concluded that males in hotel industry head managerial positions.

Table 1 Demographic Profile of sample population

DEMOGRAPHIC VARIABLES MALE FEMALE

N (%) N (%) Gender Male/female 68

(61.8%) 42 ( 38.2%)

Marital Status Unmarried 46 (67.6) 31 (73.8) Married 22 (32.4) 11 (26.2)

Education 10+2 or Less 3 (4.4)



Graduate 45 (66.2) 30 (71.4) Post Graduate 18 (26.5) 11 (26.2)

Other 2 (2.9) 1 (2.4) Age 20-30 42 (61.8) 33 (78.6)

31-40 18 (26.5) 7 (16.7) 41-50 8 (11.8) 2 (4.8)

Monthly Income 5001-10000 20 (29.4) 15 (35.7) 10001-15000 19 (27.9) 10 (23.8) 15001-20000 11 (16.2) 3 (7.1) 20001-30000 10 (14.7) 9 (21.4) 30001-40000 5 (7.4) 4 (9.5) 40001-50000 3 (4.4) 50000+ 1 (2.4)

Job Position Managerial 33 (48.5) 13 (21.0) Supervisory 21 (30.9) 14 (41.3) Operational 14 (20.6) 15 (37.7)

Total Experience in current organisation

1-3 44 (64.7) 32 (76.2) 4-6 9 (13.2) 7 (16.7) 7-10 5 (7.4) 2 (4.8) 11-15 4 (5.9) 1 (2.4) 16-20 4 (5.9) Nil 20+ 2 ( 2.9) Nil

Total experience in hotels 1-5 28 (41.2) 26 (61.9) 6-10 22 (32.4) 9 (21.4) 11-15 14 (20.6) 6 (14.3) 16-20 1 (1.5) 1 (2.4) 20+ 3 (4.4) Nil

Department in which you are working

Front Office 17 (25.0) 13 (31.0) Housekeeping 5 (7.4) 10 (23.8) F&B Service 27 (39.7) 12 (28.6) F&B Production

9 (13.2) 1 (2.4)

Your Immediate Boss is? Male 60 (88.2) 32 (76.2) Female 8 (11.8) 10 (23.8)

Job Preference Job preference for hotel jobs is shown in Table-2 that reveals that women are more uncertain (40.5 %) about the continuity their career in hotel industry in comparison to males (7.4%) and only

57% females would like to continue their career in hotel industry while 88.2% male would like to continue their career in hotels. And both male and female (69%) think that front office is the most preferable department for women in hotels.

Table-2 Job Preference

Gender

Male Female

(Count) % (count)

%

Like to continue career in Hotel industry

Yes 60 88.2% 24 57.1 No 3 4.4 1 2.4 Uncertain 5 7.4 17 40.5

Most preferable department in hotel

Front Office 47 69.1 29 69.0 Housekeeping 14 20.6 7 14.3

F&B Service 6 8.8 6 14.3 F&B Production

1 1.5



Variables Gender N Mean Mean (Total)

Mean Difference

Std. Deviation

Std. Error Mean

There is discrimination against women being a part of paternalistic society

Male 68 3.3971 3.4635

-.1744 1.10817 .13439 Female

42 3.5714 -.1744 .99125 .15295

Discrimination is because of nature of work

Male 68 3.3382 3.3545

-.0427 1.15397 .13994 Female 42 3.3810 -.0427 1.18841 .18338

Women are employed more at lower levels

Male 68 2.7647 2.8182

-.1401 1.31714 .15973 Female 42 2.9048 -.1401 1.18547 .18292

Women are employed more at visual areas like front office

Male 68 4.0000 3.9364

.1667 .93041 .11283 Female 42 3.8333 .1667 .98567 .15209

Women are employed in areas where less physical work is required

Male 68 3.8824 3.6818

.5252 1.08627 .13173 Female 42 3.3571 .5252 1.14384 .17650

Industry prefers young and unmarried women

Male 68 3.8235 3.9000

-.2003 1.10550 .13406 Female 42 4.0238 -.2003 .92362 .14252

Industry emphasis is more on physical appearance than intelligence in case of women

Male 68 3.3824

3.2636

.3109 1.26997 .15401 Female

42 3.0714 .3109 1.40370 .21660

Remuneration is equal for both women and men employees

Male 68 3.5441 3.5909

-.1225 1.08496 .13157

Female 42 3.6667 -.1225 1.05152 .16225 There is fair performance appraisal

Male 68 3.6912 3.7182

-.0707 1.12313 .13620 Female 42 3.7619 -.0707 1.07770 .16629

Promotional opportunities are equal for women employees

Male 68 3.6324 3.6091

.0609 .91267 .11068 Female 42 3.5714 .0609 1.10747 .17089

Men and women get same retirement benefits

Male 68 3.8088 3.7818

.0707 .96595 .11714 Female 42 3.7381 .0707 1.14890 .17728

Women do not get same fringe benefits as men

Male 68 3.3971 3.1182

.7304 1.16080 .14077 Female 42 2.6667 .7304 1.22308 .18873

Women are secure at work place

Male 68 3.7941 3.6364

.4132 .97059 .11770 Female 42 3.3810 .4132 1.18841 .18338

Women are comfortable with night shifts

Male 68 3.0000 3.0727

-.1905 1.19701 .14516 Female 42 3.1905 -.1905 1.15269 .17786

Women face sexual harassment at work place

Male 68 2.9559 3.1455

-.4965 1.26295 .15316 Female 42 3.4524 -.4965 1.19353 .18417

Women manage long working hours, night shifts with childcare, family responsibilities

Male 68 3.0294

3.1182 -.2325 1.29258 .15675

Female 42 3.2619 -.2325 1.26991 .19595 Women cannot handle managerial position with childcare/family responsibilities

Male 68 2.9706 2.8909

.2087 1.34908 .16360 Female 42 2.7619 .2087 1.22593 .18917

Men feel comfortable working under women head

Male 68 3.0294 3.2636

-.6134 1.24554 .15104 Female 42 3.6429 -.6134 1.35829 .20959

Women do not get help from men subordinates

Male 68 3.2500 3.1000

.3929 1.17657 .14268 Female 42 2.8571 .3929 1.20104 .18533

Customers create more problem for women employee

Male 68 2.8382 2.8455

-.0189 1.15397 .13994 Female 42 2.8571 -.0189 1.18056 .18216

Unmarried women are preferred at entry level not in case of male

Male 68 3.6471 3.6909

-.1148 1.04759 .12704 Female 42 3.7619 -.1148 .95788 .14780

Women need to make extra efforts to prove their credibility than men

Male 68 2.9706 3.1364

-.4342 1.28098 .15534 Female 42 3.4048 -.4342 1.39790 .21570

Management prefers men at managerial position

Male 68 3.0735 3.1909

-.3074 1.28500 .15583 Female 42 3.3810 -.3074 1.26785 .19563

Males dominate hotel industry Male 68 3.3088 3 3273

-.0483 1.14940 .13938



Status of Women in Hotel Industry The status of women is evaluated on the opinion of sample on twenty-seven items related to gender equality in Indian hotel industry, derived from the review of literature on gender issues and to know the perception difference between male and female regarding gender equality independent samples t test is used. Group statistic is shown in Table- 3 and T test results are shown in table- 4. This paper considers only those issues that are relevant for this study. Issues on which male and female think differently On the following issues males and females mean scores differ, “Women do not get same fringe benefits as men, (mean difference=. 7304)”, here majority of women agree on the point that women do not get same fringe benefits as men while men think opposite on this point, “ Men feel comfortable working under women head (Mean difference= .6134)”, women are positive on this point while males themselves feel that they do not feel comfortable working under women head. Industry emphasises on physical appearance than intelligence (mean difference= .3109), finds males favour with than females who agree that physical appearance is more important than intelligence. On the issue of “Women face sexual harassment at work place (mean difference = .4965)”, majority of women agree that sexual harassment take place at work place while men do not agree. “Women need to make extra efforts to prove their credibility than men (mean difference = .4342)” is supported more by women than men. Management prefer men at managerial positions (mean difference = .3074) has male’s mean score average, meaning that males are neutral while women’s mean score are above average. It can be concluded that women agree to this statement. Women do not get help from men subordinates (mean difference= .3929), is supported by women but male do not agree on this. Women manage long working hours, night shifts with childcare, family responsibilities (mean difference= .2325), is one of the important issue, here women agree while males are neutral. It can be concluded that many times women’s strength and competencies are under- estimated at work place. Traditionally women have taken care of the home to raise children and now they are participating at workforce. This is a big shift for

men to realize. For rest of the issues men and women think alike. Issues on which male and female think similarly Findings are on the positive note for following issues as mean score is above average for both the sexes: Remuneration is equal for both women and men employees (Mean- 3.5909), there is fair performance appraisal (Mean- 3.7182), promotional opportunities are equal for women employees (Mean- 3.6091), men and women get same retirement benefits (Mean- 3.7818), Customers create more problem for women employee (Mean- 2.8455). It can be inferned that policies are equal for both men and female employees in hotels. But after analysing other issues it is found that in practices both sexes are not treated equally as both male and female agree on following issues, which shows gender biasness. Both sexes mean score is above average on these issues- industry prefers young and unmarried women employees but not in case of male employees (Mean- 3.900), women are employed more at visual areas (Mean- 3.93), women are employed in areas where less physical work is required (Mean- 3.6818), unmarried women are preferred at entry level (Mean- 3.6909), male and female have the opinion that males dominate hotel industry (Mean- 3.3273), and Growth is restricted for female who do not become a part of social gathering (Mean-3.1182),” “there is discrimination against women being a part of paternalistic society (Mean- 3.4635)”. Issues on which male and female have neutral

opinion Women are comfortable with night shifts (mean- 3.0727); on this issue both have neutral decision. It can be concluded that policies are not gender biased though the result of the this found very less percentage of women at managerial positions comparative to males and major obstacles which constraint the growth of women are the deeply entrenched beliefs and stereotyped attitudes towards women in the hotel industry.

Table-3 Descriptive Group Statistics Perception Differences between Males and Females When the t tests were calculated (shown in Table- 4) for perception of male and female employees on gender equality in Indian hotel industry, there was only one issue “women don’t get same fringe benefits as men (t- 3.141)”, that have significant difference at the 95% confidence interval of the difference for equality of means male and female hotel employees.



For other issues T value is not significant meaning that both male and female have similar opinion regarding gender equality in Indian hotel industry. Table- 4 Independent Samples Test

Levene's Test for Equality of Variances t- test for Equality of Means

F Sig. t df Sig.(2-tailed)

Mean Difference

Std. Error Difference

There is discrimination against women being a part of paternalistic society

EVA .939 .335 -.834 108 .406 -.1744 .20907

EVNA -.856 94.333 .394 -.1744 .20360

Discrimination is because of nature of work

EVA .006 .939 -.186 108 .852 -.0427 .22906

EVNA -.185 85.015 .854 -.0427 .23067

Women are employed more at lower levels

EVA .925 .338 -.562 108 .575 -.1401 .24900

EVNA -.577 93.939 .565 -.1401 .24284

Women are employed more at visual areas like front office

EVA .334 .565 .892 108 .374 .1667 .18679

EVNA .880 83.137 .381 .1667 .18937

Women are employed in areas where less physical work is required

EVA 3.194 .077 2.414 108 .017 .5252 .21754

EVNA 2.385 83.537 .019 .5252 .22024

Industry prefers young and unmarried women

EVA 2.989 .087 -.981 108 .329 -.2003 .20414

EVNA -1.024 98.476 .309 -.2003 .19566

Industry emphasis more on physical appearance than intelligence in case of women

EVA .554 .458 1.198 108 .233 .3109 .25951

EVNA 1.170 80.366 .245 .3109 .26577

Remuneration is equal for both women and men employees

EVA .246 .621 -.582 108 .562 -.1225 .21046

EVNA -.587 89.078 .559 -.1225 .20889

There is fair performance appraisal

EVA .013 .908 -.326 108 .745 -.0707 .21708

EVNA -.329 89.744 .743 -.0707 .21495

Promotional opportunities are equal for women employees

EVA 2.821 .096 .313 108 .755 .0609 .19451

EVNA .299 74.581 .766 .0609 .20360



Men and women get same retirement benefits

EVA 1.845 .177 .347 108 .729 .0707 .20395

EVNA .333 75.777 .740 .0707 .21248

Women do not get same fringe benefits as men

EVA .311 .578 3.141 108 .002 .7304 .23253

EVNA 3.102 83.496 .003 .7304 .23544

Women are secure at work place

EVA 2.714 .102 1.989 108 .049 .4132 .20775

EVNA 1.896 74.051 .062 .4132 .21790

Women are comfortable with night shifts

EVA .084 .773 -.822 108 .413 -.1905 .23165

EVNA -.830 89.507 .409 -.1905 .22958

Women face sexual harassment at work place

EVA .002 .965 -2.045 108 .043 -.4965 .24278

EVNA -2.073 90.757 .041 -.4965 .23953

Women manage long working hours, night shifts with childcare, family responsibilities

EVA .020 .889 -.923 108 .358 -.2325 .25199

EVNA -.927 88.168 .357 -.2325 .25093

Women cannot handle managerial position with childcare/family responsibilities

EVA 1.441 .233 .816 108 .417 .2087 .25586

EVNA .834 93.322 .406 .2087 .25010

Men feel comfortable working under women head

EVA 1.065 .304 -2.424 108 .017 -.6134 .25307

EVNA -2.375 81.238 .020 -.6134 .25834

Women do not get help from men subordinates

EVA .027 .870 1.688 108 .094 .3929 .23274

EVNA 1.680 85.604 .097 .3929 .23389

Customers create more problem for women employee

EVA .060 .806 -.083 108 .934 -.0189 .22847

EVNA -.082 85.458 .935 -.0189 .22971

Unmarried women are preferred at entry level not in case of male

EVA 1.373 .244 -.577 108 .565 -.1148 .19909

EVNA -.589 92.921 .557 -.1148 .19490

Women need to make extra efforts to prove their credibility than men

EVA 1.429 .235 -1.668 108 .098 -.4342 .26035

EVNA -1.633 81.193 .106 -.4342 .26582



Management prefers men at managerial position

EVA .434 .512 -1.225 108 .223 -.3074 .25091

EVNA -1.229 87.883 .222 -.3074 .25011

Males dominate hotel industry

EVA .307 .580 -.212 108 .833 -.0483 .22831

EVNA -.210 84.902 .834 -.0483 .23001

Growth is restricted for female who do not become a part of social gathering

EVA .291 .591 -.006 108 .995 -.0014 .24438

EVNA -.006 82.957 .996 -.0014 .24792

EVA= Equal variances assumed, EVNA=Equal variances not assumed

Conclusion Based on the data collected from the hotels of NCR for this study, we found that women’s career opportunities are equal to those of men in organizations but they did not have any women friendly policies for encouraging more women to enter in hotel industry. In spite of equal hiring policies, the study revealed gap between equality of sexes legislation and actual practice and the experience of women. This study indicates that management prefer men for managerial positions. The study also found occupational segregation in hotel industry, as 44% of male respondents and 50 % of female respondents are of an opinion that women are employed more at visual area like front office. 47% of male respondents and 35 % of female respondents are agreed that women are employed in areas where less physical work is required. Majority of female respondents are of the opinion that they have to make extra efforts to prove their credibility. And 50% respondents accept that unmarried and young women are preferred in this industry. However, married women with children may be discriminated against even at the hiring stage. As women experienced that during the time of interview, interviewer ask questions such as how she will manage her domestic responsibilities, whether there is a support system at home, and family plans so on. So management still needs to examine its career ladders with an eye to creating opportunities for women to move into positions that will eventually allow them to break the glass ceiling at the top. Our findings also indicate orthodox behaviour of men towards women. As 39 % of female respondents are strongly disagree on the question that “men feel comfortable working under women head”. And male respondents have neutral opinion on the question that women can manage long working hours with family and childcare responsibilities, while female respondents agree that they can manage both responsibilities

efficiently. 42% of female respondents are of an opinion that hotel industry is male dominant. The study found very less women at managerial positions and majority of female (40%) respondents are uncertain about the continuity their career in hotel industry in comparison to males (7%). And such who have succeed in breaking the glass ceiling, had gone through with lots of hurdles to prove their credibility in front of the management. Management should try to understand the special need of women and try to give more benefits to them and should take proactive steps to minimise the discrepancy between policies and practices. Women have as much capacity for hard work and talent for intellectual inputs, creativity and efficiency as men do. Hotel companies need to enrich their workforce by recruiting and retaining more women employees. They will have to take conscious decisions to evolve certain policies, which are women friendly and take care of their special problems by providing women friendly services like crèche facility, flexible timing, extended maternity leave, paternity leave, pick and drop services not only in night but for whole day, more casual and medical leaves as they have family responsibilities (from which married men usually escape), not too much long shifts, no night shifts etc. So if management want to retain talented women they should try to provide employee friendly and gender- neutral working environment. Hotel industry should encourage more women to enter in this industry On only one issue out of twenty-seven issues women differ from the male as cited above but if we analyse the mean scores on many issues women and men have different opinion regarding gender equality in hotel industry. After detailed examination of the opinion we found both male and female agreed on the point that the working environment of hotel industry is a not woman friendly. And women work very hard in mannish



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LIST OF THE CLASSIFIED HOTEL IN NCR

Sr.

No

Name Of The Hotel Classification` Place Number

Of Room

1 Hotel Welcom Sheraton Five Star Deluxe Delhi 220

2 Jaypee Vasant Continental Five Star Deluxe Delhi 119

3 Shangri - La Hotel Five Star Deluxe Delhi 324

4 Hotel Crowne Plaza Surya Five Star Deluxe Delhi 244

5 The Metropolitan Hotel Five Star Deluxe Delhi 178

6 The Grand Five Star Deluxe Delhi 390

7 The Ashok Five Star Deluxe Delhi 550

8 Hyatt Regency Five Star Deluxe Delhi 508

9 Hotel Imperial Five Star Deluxe Delhi 233

10 Itc-The Maurya Five Star Deluxe Delhi 440

11 The Park Five Star Deluxe Delhi 224

12 Le Meridien Hotel Five Star Deluxe Delhi 358

13 The Lalit Five Star Deluxe Delhi 457

14 The Taj Mahal Hotel Five Star Deluxe Delhi 294

15 The Suryaa Five Star Deluxe Delhi 244

16 Taj Palace Hotel Five Star Deluxe Delhi 409

17 The Oberoi Five Star Deluxe Delhi 283

18 The Bristol Hotel Five Star Deluxe Gurgaon 84

19 The Leela Kempinski Five Star Deluxe Gurgaon 412

20 Hotel Trident Five Star Deluxe Gurgaon 136

21 The Qutab Five Star Delhi 96

22 Hotel Crowne Plaza Today Five Star Delhi 208

23 Vivanta By-Taj Ambassador Five Star Delhi 88

24 Country Inn & Suites By

Carlson

Five Star Gurgaon 246

25 The Galaxy Hotel Five Star Gurgaon 80

26 Maidens Hotel Four Star Delhi 55

27 Hotel Ramada Plaza Four Star Delhi 419

28 Hotel City Park Four Star Delhi 58

29 Hotel Vikram Four Star Delhi 68

30 Hotel Diplomat Four Star Delhi 25

31 Fortune Select Global Four Star Gurgaon 83

32 Park Plaza Four Star Gurgaon 51

33 Hotel Crowne Plaza Today Four Star Gurgaon 234

34 Park Premier Four Star Gurgaon 94

35 Optus Sarovar Premiere Hotel Four Star Gurgaon 80

36 Hotel Atrium Four Star Faridabad 104

37 York Hotel Three Star Delhi 28

38 Hotel Vista Three Star Delhi 16

39 Parkland Exotica Three Star Delhi 43

40 Hotel Alka Three Star Delhi 22

41 The Lemon Tree Hotel Three Star Delhi 55

42 Hotel Airport Residency Three Star Delhi 32

43 Hotel Rajdoot Three Star Delhi 55

44 Dee Marks Hotels & Resorts Three Star Delhi 20

45 Hotel President Three Star Delhi 18

46 Country Touch Tourist Resort Three Star Gurgaon 20

47 Vista Park Three Star Gurgaon 40

48 Park Inn Three Star Gurgaon 55

49 County Inn & Suites By Carlson Three Star Gurgaon 73

50 Lemon Tree Hotel Three Star Gurgaon 40

51 Hotel Quality Inn Bliss Three Star Gurgaon 39

51 Best Westen Resort Country

Club

Three Star Gurgaon 48

53 Hotel Bizzotel Three Star Gurgaon 45

54 Sudhir Hotel Three Star Gurgaon 42

55 1589, City Mark Hotel Three Star Gurgaon 60

56 Hotel Fortune Select Excalibur Three Star Gurgaon 135

57 Ibis Hotel Three Star Gurgaon 217

58 Ramada Gurgaon, Bmk Three Star Gurgaon 89

59 Peppermint Hotel Three Star Gurgaon 46

60 Hotel Ginger Three Star Gurgaon 69

61 Best Western Sky City Hotel Three Star Gurgaon 55

62 Hotel Jvl Plaza Three Star Gurgaon 85

63 Hotel Delite Three Star Faridabad 70

64 Nirulas Hotel Three Star Noida 40

65 Hotel Golf View Three Star Noida 65

66 Hotel Clarks Inn Three Star Ghaziabad 35

67 The Lemon Tree Hotel Three Star Ghaziabad 55

68 Hotel Vits Luxury Buisness Three Star Ghaziabad 145

69 Hotel Apple Tree Three Star Ghaziabad 61

70 Red Fox Hotel Two Star Delhi 95

71 Hotel Palace Heights Two Star Delhi 14

72 Hotel Bizzotel Two Star Delhi 20

73 Hotel Shervani Two Star Delhi 19

74 Tivoli Garden Resort Two Star Delhi 36

75 Tivoli Grand Two Star Delhi 28

76 Alka Annexe Two Star Delhi 16

77 Hotel Rajmahal Regency Two Star Faridabad 24

78 Hotel Blue Stone Two Star Ghaziabad 48

79 The Daffodils One Star Delhi 10

QUESTIONNAIRE FOR FEMALE EMPLOYEE OF HOTEL

Dear Respondent,

We solicit your response on “Issues and Trends in Gender Equality in Indian Hotel Industry- A study of National Capital Region.” This is a doctoral

project. Your response and identity will be kept confidential and used for academic purposes only. Your participation is greatly appreciated.

Thanks and Regards

Megha Gupta

Assistant Professor



The questions are on issues of gender equality that means equal opportunities for female employees at work place without any prejudices that are gender

based. A few questions also cover sexual harassment at work place as this can be an inhibiting factor in equality in opportunities. (Tick mark (√) the

appropriate options)

Q- 1. Give your opinion on work culture regarding male and female employees in your hotel.

Strongly

Agree

Agree Uncertain Disagree Strongly

Disagree

1.1 All employees are treated equally irrespective of gender.

1.2 Our organization goes for best fit between jobs and employees and uses inherent

gender differences very effectively.

1.3 Women friendly policies are available and are publicized for the benefit of all

employees.

1.4 The policy of organization does not discriminate on gender but it exists in

practice.

1.5 Men are preferred for challenging, responsible and higher positions.

1.6 The contribution of women is recognized but their upward movement in

hierarchy is not encouraged.

Q- 2. Give your opinion on barriers to women’s rise to positions of leadership and rate the following barriers to women’s rise to positions of

senior leadership in your organization

Strongly

Agree


Disagree

2.1 Masculine/ patriarchal corporate culture

2.2 Lack of female role models at higher position

2.3 Lack of flexible work solutions

2.4 Lack of adequate work- life balance policies

2.5 Lack of adequate “re- entry” opportunities

2.6 Lack of childcare facilities

2.7 Lack of monitoring to encourage participation of women

2.8 Lack of adequate parental leave and benefits

2.9 Lack of opportunities for critical work experience and responsibility

2.10 Lack of company leadership commitment to offer diversity in work

Q- 3 Give your opinion on sexual harassment issues in your organization

.

Strongly

Agree


Disagree

3.1 Does your organization take strong action against sexual harassment?

3.2 Does Government of India guidelines on handling sexual harassment

strictly followed in your hotel?

3.3 Sexual jokes & teasing are considered minor issues in your organization.

3.4 Your colleagues & superiors advise to take sexual jokes and teasing in

good humour.

3.5 Flirting is common in hotels and do you think it should not be considered a

serious issue.

3.6 Do you think sexual harassment issues inhibit the growth of women career?

3.7 What forms of sexual harassment have you ever come across at work place?

Never Occasionally Commonly Frequently All the

Time

3.7.1 Have you ever come across with any form of sexual harassment in your

org.

3.7.2 Eve- teasing

3.7.3 Unsavory remarks

3.7.4 Jokes causing or likely to cause awkwardness or embarrassment

3.7.5 Innuendos and taunts

3.7.6 Gender based insults or sexist remarks

3.7.7 Unwelcome sexual overtone in any manner such as over telephone

(Obnoxious telephone calls) and the like

3.7.8 Touching or brusing against any part of the body and the like

3.7.9 Displaying pornographic or other offensive or derogatory pictures,

cartoons, pamphlets or sayings.

3.7.10 Forcible physical touch or molestation

3.7.11 Physical confinement against one’s will and any other act likely to violate

one’s privacy

Satisfied Not Satisfied Never Complained

3.7.12 Have you ever complained about sexual harassment to management and are

you satisfied with the way management handled your complaint of sexual

harassment

Q- 4. Please give your opinion on probable trouble areas.

Strongly

Agree


Disagree

4.1 Female employees harassed by males –senior.

4.2 Female employees harassed males- peers.

4.3 Female employees harassed by their males- juniors.

4.4 Female employees harassed by hotel guests.

4.5 Female employees at operational level are more harassed.

4.6 Females at supervisory level are more harassed.

4.7 Female employees at managerial level are more harassed.

4.8 Part time/contractual/trainees female employees are more harassed.

4.9 Female employees working in front areas such as front office and F& B are more

harassed.

4.10 Female employees working in back areas such as housekeeping and F & B

production are more harassed.

Q- 5. Please give your opinion on representation of women in your hotel.

0% Up to 10

%

Up to

20%

Up to

30%

Up to 40

%

Up to 50

%

Above 50

%

5.1 Please indicate the appropriate percentage of entry- level

management positions in your company that are held by women.

5.2 Please indicate the appropriate percentage of middle management

positions in your company that are held by women.

5.3 Please indicate the appropriate percentage of senior management

positions in your company that are held by women.

5.4 Please indicate the percentage of women among the board of

directors of your company.

(Q- 6) Please give your opinion on work- life balance practices in your organization.

6.1) Does your organization offer maternity leave?

No 1-5 weeks 6-10 weeks 11-15 Weeks 16-20 Weeks

21-25 Weeks 26-30Weeks 31-40 Weeks 40+Weeks

6.2) What is the appropriate percentage of salary paid during this period?

0% Up to 20% Up to 40% Up to 60% Up to 80% Up to 100%

6.3 ) Does your organization offer the option of parental leave, i.e., post – pregnancy leave that can be taken by mothers or father?

Yes No

6.4) Does your organization have longer- term leave programmes and/ or allow career breaks for parents and or caregivers?

No Up to 3 Months 4-6 Months 7 to 12 Months 13-18 Months 19 to 24 Months

6.5) If your company offers long-term programmes and/or career breaks, do you also have “re-entry” programmes that help those employees stay

connected while they are away and facilitate their return to the workplace?

Yes No

6.6) If your company offers longer-term leave programmes and/or career breaks for parents and/or caregivers, what percentage of those taking this leave

are men?

0% Up to 20 % Up to 40 % Up to 60 % Up to 80 % Up to 100 %

PART (B) Personal Profile (Tick mark () the appropriate option)

7 Your marital status?

Unmarried Married Separated/ Divorced

8 Your Education

10+2 or less Graduate Post- Graduate Other professional degree (specify)

9 Your age?

20-30 31-40 41-50 51-60 60 above

10 Name of the Hotel

11 Name of Chain or Company

12 Category of hotel.

1 Star 2 Star 3 star 4 star 5 star 5 star deluxe

13 Location (City)

14 Your monthly income in Rs.

Less than 5000 5001-10,000 10,001-15,000 15,001-20,000

20,001-30,000 30,001-40,000 40,001-50,000 50,000 +

15 Your job position

Managerial Supervisory Operational

Title of the job (Please fill)

16 For how many years have you been working in the current organization?

1-3 4-6 7-10 11-15 16-20 20 +

17 What is your total work experience in hotel industry?

1-5 6-10 11-15 16-20 20 +

18 In which department of hotel are you working?

Front Office Housekeeping F&B Service F&B Production

Others (Please specify)

19 Your immediate boss is

Male Female

20 Would you like to continue your career with hotel industry in future?

Yes No Uncertain

21 Which is most preferable department chosen by women in hotel industry?

Front office Housekeeping F&B Service F&B Production


22 Any other information related to field of study that you would like to give.

___________________________________________________________________________________________________________________

____________________________________________________________________________________________________________________

____________________________________________________________________________________________________________________

QUESTIONNAIRE FOR HOTEL EMPLOYEE

Dear Respondent,

You are requested to fill this questionnaire. This is a part of doctoral research: “Issues and Trends in Gender Equality in Indian Hotel

Industry- A study of National Capital Region.” Your response and identity will be used for academic research only. Your participation is

greatly appreciated.

Megha Gupta

Lecturer



____________________________________________________________________________________________________________________

PART (A) Status of women in Indian Hotel Industry (Tick mark (√) the appropriate option as per your perception)

Strongly

Agree


Disagree

1. Women are treated at par with men.

2. There is some discrimination against women being a part of paternalistic society.

3. The discrimination is because of nature of work in hotels.

4. The Industry favours women and discriminates against men.

5. Women are employed more at lower levels.

6. Women are employed more in visible areas like front office.

7. Women are employed in areas where less physical work is required.

8. Most of the time industry prefers young and unmarried women.

9. Industry gives more emphasis to physical appearance than intelligence.

10. Remuneration is equal for both women and men employees

Strongly

Agree


Disagree

11. There is fair performance appraisal.

12. There is equity in promotional opportunities for women employees

13. Men and Women get same retirement benefits.

14. Women do not get same fringe benefits as men.

15. Women are secure at work place.

16. Women are comfortable with night shifts.

17. Women commonly face sexual harassment at work place.

18. Women easily manage long working hours/ night shifts with childcare/ family

responsibilities.

19. Management thinks women cannot handle managerial position with childcare/

family responsibilities.

20. Men feel comfortable working under women head.

21. Women do not get support from male subordinates.

22. Customers create more problems for women employees.

23. Unmarried women are preferred to married women at the entry level

24. Women have to make extra efforts to prove their credibility than men

25. Management prefers male employees for managerial positions in comparison to

female employees

26. Males dominate hotel industry.

27. Growth is restricted for female employees who do not become part of company’s

social gathering

PART (B) Personal Profile (Tick mark () the appropriate option)

1. Your Gender?

Male Female

2. Your marital status?

Unmarried Married Separated/ Divorced

3. Your Education

10+2 or less Graduate Post- Graduate Other professional degree (specify)

4. Your age?

20-30 31-40 41-50 51-60 60 above

5. Your monthly income in Rs.

Less than 5000 5001-10,000 10,001-15,000 15,001-20,000

20,001-30,000 30,001-40,000 40,001-50,000 50,000 +

6. Your job position

Managerial Supervisory Operational

Title of the job (Please fill)

7. For how many years have you been working in the current organisation?

1-3 4-6 7-10 10-15 15-20 20 +

8. What is your total work experience in hotel industry?

1-5 6-10 11-15 16-20 20 +

9. In which department of hotel are you working?

Front Office Housekeeping F&B Service F&B Production


10. Your immediate boss is

Male Female

11. Would you like to continue your career with hotel industry in future?

Yes No Uncertain

12. Which is most preferable department chosen by women in hotel industry?

Front office Housekeeping F&B Service F&B Production

13. Others (Please specify)

Documents

QUESTIONNAIRE FOR HR MANAGER OF HOTEL Industry- A study … · manager, shift manager, food & beverage manager, food & beverage controller, human resource manager, training manager