Questionnaire For HR Manager of Hotel

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

Less than 25
25-50
51-75
76-100
101-150
151-200
Does your organisation having any policy/ guidelines regarding female- male employee ratio.
Position at which most of the women employees are employed.

Managerial level
Operational level
No
at all Levels
None of Above
At which level women employees preferred by management in your hotel?

Managerial
Supervisory level
Yes
Nil
Supervisory
Operational
Above all three positions
Supervisory & Operational
None of above
Does your organisation provide flexible working hours to women employees?
Yes
No
10 Does your organisation have crche facility?
Yes
Only in special cases
No
11 . Policy for maternity leave.

Six months with pay
12
Six months (3 months with pay+3 months without pay)
Three months with pay

Three months without pay
No maternity leave
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
14
No
Your organisation has age limit policy for new women entrants.
Yes
15
No
Your organisation gives preference to

Married women
16
Unmarried women
Equal preference to both
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
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
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:-
INTRODUCTION
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 IndustryA 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
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
Key Words Equality of Status, Female Employees,

Gender, Hospitality Industry, Women
Online access @ www.publishingindia.com
31
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 allIndia 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
womens 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
32
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 analyticalIndependent samples T test is used for analysis.
Analysis of Data
Profile of Respondents
The profile of sample population is shown in Table1. 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
Gender
Male/female
Marital Status
Unmarried
Married
10+2 or Less
Education
MALE
N (%)
68
(61.8%)
46 (67.6)
22 (32.4)
3 (4.4)
FEMALE
N (%)
42 ( 38.2%)
31 (73.8)
11 (26.2)
33
Age
Monthly Income
Job Position
Total
Experience
organisation
in
current
Total experience in hotels
Department
working
in
which
you
are
Your Immediate Boss is?
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
Graduate
45 (66.2)
30 (71.4)
Post Graduate 18 (26.5)
11 (26.2)
Other
2 (2.9)
1 (2.4)
20-30
42 (61.8)
33 (78.6)
31-40
18 (26.5)
7 (16.7)
41-50
8 (11.8)
2 (4.8)
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)
Managerial
33 (48.5)
13 (21.0)
Supervisory
21 (30.9)
14 (41.3)
Operational
14 (20.6)
15 (37.7)
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
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
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
9 (13.2)
1 (2.4)
Production
Male
60 (88.2)
32 (76.2)
Female
8 (11.8)
10 (23.8)
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
Female
Male
(Count)
Like to continue career in

Hotel industry
Yes
No
Uncertain
60
3
5
88.2%
4.4
7.4
(coun
t)
24
1
17
Most
preferable
department in hotel
Front Office
Housekeeping
47
14
69.1
20.6
29
7
69.0
14.3
F&B Service
F&B
Production
6
1
8.8
1.5
14.3
%
57.1
2.4
40.5
34
Gender
Variables
Journal of against
Hospitalitywomen
& TourismMale
Systems
There International
is discrimination
being a part of paternalistic society
Female
N
68
Mean
3.3971
42
3.5714
Male
Female
Male
Women are employed more at lower levels
Female
Women are employed more at visual areas Male
like front office
Female
68
42
68
42
68
3.3382
3.3810
2.7647
2.9048
4.0000
42
3.8333
Women are employed in areas where less Male

physical work is required
Female
68
3.8824
42
3.3571
Industry prefers young and unmarried Male

women
Female
68
3.8235
42
4.0238
Industry emphasis is more on physical Male

appearance than intelligence in case of Female
women
68
3.3824
42
3.0714
Remuneration is equal for both women and Male

men employees
Female
Male
There is fair performance appraisal
Female
Promotional opportunities are equal for Male
women employees
Female
68
3.5441
42
68
42
68
3.6667
3.6912
3.7619
3.6324
42
3.5714
Men and women get same retirement Male

benefits
Female
68
3.8088
42
3.7381
Women do not get same fringe benefits as Male

men
Female
68
3.3971
42
2.6667
Male
Female
Male
Women are comfortable with night shifts
Female
Women face sexual harassment at work Male
place
Female
68
42
68
42
68
3.7941
3.3810
3.0000
3.1905
2.9559
42
3.4524
68
3.0294
Female
Women cannot handle managerial position Male
with childcare/family responsibilities
Female
42
68
3.2619
2.9706
42
2.7619
under Male
Female
68
3.0294
42
3.6429
men Male
Female
68
3.2500
42
2.8571
Customers create more problem for women Male

employee
Female
68
2.8382
42
2.8571
Unmarried women are preferred at entry Male

level not in case of male
Female
68
3.6471
42
3.7619
Women need to make extra efforts to prove Male

their credibility than men
Female
68
2.9706
Management prefers men at managerial Male

position
Female
68
Discrimination is because of nature of work
Women are secure at work place
Women manage long working hours, night Male

shifts with childcare, family responsibilities
Men feel comfortable

women head
Women do not
subordinates
get
working
help
from
Mean
(Total)
3.4635
3.3545
2.8182
3.9364
3.6818
3.9000
3.2636
3.5909
3.7182
3.6091
3.7818
3.1182
3.6364
3.0727
3.1455
3.1182
2.8909
3.2636
3.1000
2.8455
3.6909
3.1364
42
3.4048
Males dominate hotel industry
Male
3.0735
42
3.3810
68
3.3088
3.1909
Mean
Std.
Std.
Differen Deviatio Error
ce
n
Mean
Volume 31.10817
Issue 1 2010.13439
-.1744
-.1744
.99125
.15295
-.0427
-.0427
-.1401
-.1401
.1667
1.15397
1.18841
1.31714
1.18547
.93041
.13994
.18338
.15973
.18292
.11283
.1667
.98567
.15209
.5252
1.08627
.13173
.5252
1.14384
.17650
-.2003
1.10550
.13406
-.2003
.92362
.14252
.3109
1.26997
.15401
.3109
1.40370
.21660
-.1225
1.08496
.13157
-.1225
-.0707
-.0707
.0609
1.05152
1.12313
1.07770
.91267
.16225
.13620
.16629
.11068
.0609
1.10747
.17089
.0707
.96595
.11714
.0707
1.14890
.17728
.7304
1.16080
.14077
.7304
1.22308
.18873
.4132
.4132
-.1905
-.1905
-.4965
.97059
1.18841
1.19701
1.15269
1.26295
.11770
.18338
.14516
.17786
.15316
-.4965
1.19353
.18417
-.2325
1.29258
.15675
-.2325
.2087
1.26991
1.34908
.19595
.16360
.2087
1.22593
.18917
-.6134
1.24554
.15104
-.6134
1.35829
.20959
.3929
1.17657
.14268
.3929
1.20104
.18533
-.0189
1.15397
.13994
-.0189
1.18056
.18216
-.1148
1.04759
.12704
-.1148
.95788
.14780
-.4342
1.28098
.15534
-.4342
-.3074
1.39790 35
.21570
1.28500 .15583
-.3074
1.26785
.19563
-.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
men to realize.
For rest of the issues men and women think alike.
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
males mean score average, meaning that males are
neutral while womens 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 womens 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
Table-3 Descriptive Group Statistics
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
(Mean3.7182),
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 (mean3.0727); 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.
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 dont get same fringe benefits as men (t3.141), that have significant difference at the 95% confidence interval of the difference for equality of means
male and female hotel employees.
36
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
There
is
discrimination EVA
against women being a part
of paternalistic society
EVNA
Discrimination is because of EVA
nature of work
Sig.
df
Sig.(2tailed)
Mean
Std. Error
Difference Difference
.939
.335
-.834
108
.406
-.1744
.20907
-.856
94.333
.394
-.1744
.20360
-.186
108
.852
-.0427
.22906
-.185
85.015
.854
-.0427
.23067
-.562
108
.575
-.1401
.24900
-.577
93.939
.565
-.1401
.24284
.892
108
.374
.1667
.18679
.880
83.137
.381
.1667
.18937
2.414
108
.017
.5252
.21754
2.385
83.537
.019
.5252
.22024
-.981
108
.329
-.2003
.20414
-1.024
98.476
.309
-.2003
.19566
1.198
108
.233
.3109
.25951
1.170
80.366
.245
.3109
.26577
-.582
108
.562
-.1225
.21046
-.587
89.078
.559
-.1225
.20889
-.326
108
.745
-.0707
.21708
-.329
89.744
.743
-.0707
.21495
.313
108
.755
.0609
.19451
.299
74.581
.766
.0609
.20360
.006
.939
EVNA
Women are employed more EVA
at lower levels
EVNA
Women are employed more EVA
at visual areas like front
office
EVNA
Women are employed in EVA
areas where less physical
EVNA
work is required
Industry prefers young and EVA
unmarried women
.925
.334
3.194
2.989
.338
.565
.077
.087
EVNA
Industry emphasis more on EVA
physical appearance than
intelligence in case of women
EVNA
Remuneration is equal for EVA
both women and men
employees
EVNA
There is fair performance EVA
appraisal
.554
.246
.013
.458
.621
.908
EVNA
Promotional
are
equal
employees
opportunities EVA
for
women
EVNA
2.821
.096
37
Men and women get same EVA

retirement benefits
1.845
.177
EVNA
Women do not get same EVA
fringe benefits as men
.311
.578
EVNA
Women are secure at work EVA
place
2.714
.102
EVNA
Women are comfortable with EVA
night shifts
.084
.773
EVNA
Women
face
sexual EVA
harassment at work place
.002
.965
EVNA
Women
manage
long EVA
working hours, night shifts
with
childcare,
family
EVNA
responsibilities
Women
cannot
handle EVA
managerial position with
childcare/family
EVNA
responsibilities
Men
feel
comfortable EVA
working under women head
.020
1.441
1.065
.889
.233
.304
EVNA
Women do not get help from EVA
men subordinates
.027
.870
EVNA
Customers
problem
employee
create
more EVA
for
women
.060
.806
EVNA
Unmarried
women
are EVA
preferred at entry level not
in case of male
EVNA
Women need to make extra EVA
efforts to prove their
credibility than men
EVNA
1.373
1.429
.244
.235
.347
108
.729
.0707
.20395
.333
75.777
.740
.0707
.21248
3.141
108
.002
.7304
.23253
3.102
83.496
.003
.7304
.23544
1.989
108
.049
.4132
.20775
1.896
74.051
.062
.4132
.21790
-.822
108
.413
-.1905
.23165
-.830
89.507
.409
-.1905
.22958
-2.045
108
.043
-.4965
.24278
-2.073
90.757
.041
-.4965
.23953
-.923
108
.358
-.2325
.25199
-.927
88.168
.357
-.2325
.25093
.816
108
.417
.2087
.25586
.834
93.322
.406
.2087
.25010
-2.424
108
.017
-.6134
.25307
-2.375
81.238
.020
-.6134
.25834
1.688
108
.094
.3929
.23274
1.680
85.604
.097
.3929
.23389
-.083
108
.934
-.0189
.22847
-.082
85.458
.935
-.0189
.22971
-.577
108
.565
-.1148
.19909
-.589
92.921
.557
-.1148
.19490
-1.668
108
.098
-.4342
.26035
-1.633
81.193
.106
-.4342
.26582
38
Management prefers men at EVA

managerial position
.434
.512
EVNA
Males
dominate
industry
hotel EVA
.307
.580
EVNA
Growth is restricted for EVA
female who do not become a
part of social gathering
EVNA
.291
.591
-1.225
108
.223
-.3074
.25091
-1.229
87.883
.222
-.3074
.25011
-.212
108
.833
-.0483
.22831
-.210
84.902
.834
-.0483
.23001
-.006
108
.995
-.0014
.24438
-.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 womens 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 crche 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
39
type of environment to survive and get the top

position in the boardroom.
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41
LIST OF THE CLASSIFIED HOTEL IN NCR

Sr.
No
1
Name Of The Hotel
Classification`
Place
Hotel Welcom Sheraton
Five Star Deluxe
Delhi
Number
Of Room
220
Jaypee Vasant Continental
Five Star Deluxe
Delhi
119
Shangri - La Hotel
Five Star Deluxe
Delhi
324
Hotel Crowne Plaza Surya
Five Star Deluxe
Delhi
244
The Metropolitan Hotel
Five Star Deluxe
Delhi
178
The Grand
Five Star Deluxe
Delhi
390
The Ashok
Five Star Deluxe
Delhi
550
Hyatt Regency
Five Star Deluxe
Delhi
508
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
Five Star
Gurgaon
246
25
Country Inn & Suites By

Carlson
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
Three Star
Gurgaon
48
Club
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
1.1
1.2
1.3
1.4
1.5
1.6
All employees are treated equally irrespective of gender.

Our organization goes for best fit between jobs and employees and uses inherent
gender differences very effectively.
Women friendly policies are available and are publicized for the benefit of all
employees.
The policy of organization does not discriminate on gender but it exists in
practice.
Men are preferred for challenging, responsible and higher positions.
The contribution of women is recognized but their upward movement in
hierarchy is not encouraged.
Agree
Uncertain
Disagree
Strongly
Disagree
Q- 2.
Give your opinion on barriers to womens rise to positions of leadership and rate the following barriers to womens rise to positions of
senior leadership in your organization
Strongly
Agree
2.1
2.2
2.3
2.4
2.5
2.6
2.7
2.8
2.9
2.10
Q- 3
.
3.3
3.4
3.5
3.6
Uncertain
Disagree
Strongly
Disagree
Masculine/ patriarchal corporate culture

Lack of female role models at higher position
Lack of flexible work solutions
Lack of adequate work- life balance policies
Lack of adequate re- entry opportunities
Lack of childcare facilities
Lack of monitoring to encourage participation of women
Lack of adequate parental leave and benefits
Lack of opportunities for critical work experience and responsibility
Lack of company leadership commitment to offer diversity in work
Give your opinion on sexual harassment issues in your organization
Strongly
Agree
3.1
3.2
Agree
Does your organization take strong action against sexual harassment?

Does Government of India guidelines on handling sexual harassment
strictly followed in your hotel?
Sexual jokes & teasing are considered minor issues in your organization.
Your colleagues & superiors advise to take sexual jokes and teasing in
good humour.
Flirting is common in hotels and do you think it should not be considered a
serious issue.
Do you think sexual harassment issues inhibit the growth of women career?
Agree
Uncertain
Disagree
Strongly
Disagree
3.7
What forms of sexual harassment have you ever come across at work place?
Never
3.7.1
3.7.2
3.7.3
3.7.4
3.7.5
3.7.6
3.7.7
3.7.8
3.7.9
3.7.10
3.7.11
Commonly
Frequently All the

Time
Have you ever come across with any form of sexual harassment in your
org.
Eve- teasing
Unsavory remarks
Jokes causing or likely to cause awkwardness or embarrassment
Innuendos and taunts
Gender based insults or sexist remarks
Unwelcome sexual overtone in any manner such as over telephone
(Obnoxious telephone calls) and the like
Touching or brusing against any part of the body and the like
Displaying pornographic or other offensive or derogatory pictures,
cartoons, pamphlets or sayings.
Forcible physical touch or molestation
Physical confinement against ones will and any other act likely to violate
ones privacy
Satisfied
3.7.12
Occasionally
Have you ever complained about sexual harassment to management and are
you satisfied with the way management handled your complaint of sexual
harassment
Not Satisfied
Never Complained
Q- 4.
Please give your opinion on probable trouble areas.

Strongly
Agree
4.1
4.2
4.3
4.4
4.5
4.6
4.7
4.8
4.9
4.10
Q- 5.
5.2
5.3
5.4
Uncertain
Disagree
Strongly
Disagree
Female employees harassed by males senior.

Female employees harassed males- peers.
Female employees harassed by their males- juniors.
Female employees harassed by hotel guests.
Female employees at operational level are more harassed.
Females at supervisory level are more harassed.
Female employees at managerial level are more harassed.
Part time/contractual/trainees female employees are more harassed.
Female employees working in front areas such as front office and F& B are more
harassed.
Female employees working in back areas such as housekeeping and F & B
production are more harassed.
Please give your opinion on representation of women in your hotel.
0%
5.1
Agree
Please indicate the appropriate percentage of entry- level

management positions in your company that are held by women.
Please indicate the appropriate percentage of middle management
positions in your company that are held by women.
Please indicate the appropriate percentage of senior management
positions in your company that are held by women.
Please indicate the percentage of women among the board of
directors of your company.
Up to 10 Up to
%
20%
Up to
30%
Up to 40 Up to 50 Above 50
%
%
%
(Q- 6) Please give your opinion on work- life balance practices in your organization.
6.1)
6.2)
Does your organization offer maternity leave?

No
1-5 weeks
6-10 weeks
11-15 Weeks
21-25 Weeks
26-30Weeks
31-40 Weeks
40+Weeks
What is the appropriate percentage of salary paid during this period?

0%
6.3 )
Up to 60%
Up to 80%
Up to 100%
No
Up to 3 Months
4-6 Months
7 to 12 Months
13-18 Months
19 to 24 Months
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
6.6)
Up to 40%
Does your organization have longer- term leave programmes and/ or allow career breaks for parents and or caregivers?
No
6.5)
Up to 20%
Does your organization offer the option of parental leave, i.e., post pregnancy leave that can be taken by mothers or father?
Yes
6.4)
16-20 Weeks
No
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)
7
Personal Profile (Tick mark () the appropriate option)
Your marital status?

Unmarried
Separated/ Divorced
Graduate
Post- Graduate
Other professional degree (specify)
31-40
41-50
51-60
Your Education
10+2 or less
Married
Your age?
20-30
10
Name of the Hotel
11
Name of Chain or Company
12
Category of hotel.
1 Star
2 Star
13
Location (City)
14
Your monthly income in Rs.
3 star
4 star
60 above
5 star
5 star deluxe
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
17
7-10
11-15
16-20
16-20
20 +
What is your total work experience in hotel industry?

1-5
18
4-6
6-10
11-15
In which department of hotel are you working?

Front Office
Housekeeping
F&B Service
Others (Please specify)

19
Your immediate boss is

Male
20
Female
Would you like to continue your career with hotel industry in future?
Yes
No
Uncertain
F&B Production
20 +
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 Uncertain Disagree 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 Uncertain Disagree 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 companys
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)
31-40
41-50
51-60
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 +
4. Your age?
20-30
60 above
5. Your monthly income in Rs.
6. Your job position

Managerial
Title of the job
Supervisory
(Please fill)
Operational
7. For how many years have you been working in the current organisation?
1-3
4-6
7-10
10-15
15-20
20 +
16-20
20 +
8. What is your total work experience in hotel industry?

1-5
6-10
11-15
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
13. Others (Please specify)
Housekeeping
F&B Service
F&B Production

Questionnaire For HR Manager of Hotel

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QUESTIONNAIRE FOR HR MANAGER OF HOTEL

Any other -specify

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

More than 1000

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

Position at which most of the women employees are employed.

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

Above all three positions

Supervisory & Operational

Only in special cases

11 . Policy for maternity leave.

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

Three months with pay

As per its policy

Your organisation gives preference to

Equal preference to both

Do women employees work in night shifts in all departments?

not in all departments

18 Does your organisation have a separate women grievance cell.

International Journal of Hospitality & Tourism Systems

Volume 3 Issue 1 2010

Gender Equality in Indian Hotel Industry a study of

Status of women in a society gets reflected in the

Gender is self- conception as being male or

Key Words Equality of Status, Female Employees,

Online access @ www.publishingindia.com

International Journal of Hospitality & Tourism Systems

life. A CII (2006) survey of 149 Indian companies

Volume 3 Issue 1 2010

workers who become pregnant face redundancy.

Online access @ www.publishingindia.com

International Journal of Hospitality & Tourism Systems

barriers that may prevent middle-level female

Volume 3 Issue 1 2010

study points towards existence of orthodox

Table 1 Demographic Profile of sample population

Online access @ www.publishingindia.com

International Journal of Hospitality & Tourism Systems

Total experience in hotels

Your Immediate Boss is?

Volume 3 Issue 1 2010

Table-2 Job Preference

Like to continue career in

Online access @ www.publishingindia.com

Women are employed in areas where less Male

Industry prefers young and unmarried Male

Industry emphasis is more on physical Male

Remuneration is equal for both women and Male

Men and women get same retirement Male

Women do not get same fringe benefits as Male

Customers create more problem for women Male

Unmarried women are preferred at entry Male

Women need to make extra efforts to prove Male

Management prefers men at managerial Male

Discrimination is because of nature of work

Women are secure at work place

Women manage long working hours, night Male

Men feel comfortable

Males dominate hotel industry

International Journal of Hospitality & Tourism Systems

Volume 3 Issue 1 2010

Status of Women in Hotel Industry

On the following issues males and females mean