Building a thematic framework of identity research in hospitality organizations: a systematic literature review approach

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Purpose The purpose of this study is to explore the development and implementation of diversity, equity and inclusion (DEI) practices in hospitality and tourism organizations through the lens of structuration theory. Design/methodology/approach This study deployed a three-stage Delphi technique involving DEI experts in hospitality and tourism organizations to build a consensus. Specifically, individual agency, development and implementation of DEI practices and best DEI practices were explored through the Delphi technique. Findings The findings of this study feature a framework for DEI practices and the intersection between individual agency and organizational structure. The results of this study further showcase the theoretical importance of structuration theory in understanding how organizations develop and implement DEI practices. Originality/value This study reveals unique perspectives on DEI within hospitality and tourism organizations, pointing to the imperative need for leadership in initiating, developing and implementing change. This study also extends previous research by highlighting how DEI practices are initiated, developed and implemented through individual agency and organizational structure.

Section: Discussionsupporting

confidence: 72%

Diversity, equity, and inclusion practices: a Delphi study to build a consensus in hospitality and tourism organizations

Ponting

Dillette

2023

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“…In contrast, this research detects elevated egoistic perceived motives for diversity activism among male (and not female) hospitality employees in reaction to hiring a gay (token) leader, implying on the role of company’s ego-altruism in workplace discrimination (Zhou et al , 2022). Study 2 findings illustrate reasons why LGBTQ+ employees resort to post-gay stance to reinforce professional/occupational identity and competencies before disclosing sexual orientation at workplace and address Ponting and Lee’s (2022) call for research on the interplay between social and professional “hospitality” identities.…”

Section: Conclusion and Discussionmentioning

confidence: 89%

“…The queer identity literature recognizes two approaches: post-gay, where queer individuals affirm or assimilate themselves to a desired community to feel belonging, and political, which challenges rather than co-existing with heteronormativity and current social institutions (Forbes and Ueno, 2020; Ghaziani, 2011). In our research, gay leaders adopt the post-gay approach by downplaying their sexual identity compared to professional “hospitality industry” identity (Ponting and Lee, 2022). The post-gay approach is criticized because it does not challenge heteronormativity (Seidman et al , 1999) and benefits the most privileged (white, cisgender, high-class) queer people (Forbes and Ueno, 2020).…”

Section: Studymentioning

confidence: 99%

Tokenism in the workplace: does brand activism benefit LGBTQ+ employees in the hospitality industry?

Bogicevic,

Li,

Salvato

2023

Purpose Hospitality firms adopted diverse hiring policies and public declarations of support for LGBTQ+ causes through brand activism. The impact of activism on LGBTQ+ employees’ workplace experiences has been ambiguous. This study aims to examine the hospitality and tourism employees’ perceptions of gay and lesbian leaders as token-hires among hospitality employees and the spillover effect on company’s motives for hiring the leaders. This study further explores LGBTQ+ employees’ reactions to token-hiring as a form of activism, and how workplace interactions as passing/revealing LGBTQ+ individuals shaped their career development. Design/methodology/approach This research adopted a sequential mixed-methods design. An experiment examines how employees judge gay vs lesbian hospitality leaders as token hires, contingent on their own gender identity. It further tests the conditional mediation of tokenism on company’s egoistic motives for activism. A qualitative study explores the reactions to token-hiring as activism from the perspective of LGBTQ+ leaders who reflect on their own careers and workplace experiences. Findings Tokenism in the hospitality workplace is recognized as the phenomenon attributed to groups at the intersection of identities (e.g. gay men). Findings demonstrate the spillover effect of tokenism perceptions of gay male leaders by other men on company’s egoistic motives for activism. This effect is not observed for a lesbian female leader. Results from interviews suggest that hospitality and tourism LGBTQ+ employees predominantly take the post-gay vs political approach when managing their sexual identities at work and feel ambivalent toward token-hiring as LGBTQ+ brand activism. Originality/value This research contributes to understanding workplace challenges of LGBTQ+ employees and how they are perceived by others contingent on gender identity. It also explores the role of tokenism in their experiences.

“…Despite recent research supporting the relevance and significance of hospitality PID’s impact on job passion, commitment and satisfaction, the complexity in how hospitality employees process their identities through work is under-researched (Ponting and Lee, 2022). Given the fluid nature of identity, efforts to understand PID in hospitality are far more complex and require further exploration.…”

Section: Professional Identity Formation In Hospitalitymentioning

confidence: 99%

“…Although multiple PIDs may exist within a professional group, an overarching PID is essential for professional groups to elevate their status (Ponting, 2021). Finally, Ponting and Lee (2022) argued that not exploring how identities are formulated in the hospitality workforce hampers the opportunity to create a strong hospitality PID that is inclusive and diversified.…”

Section: Professional Identity Formation In Hospitalitymentioning

confidence: 99%

What really matters: an exploratory sequential mixed-method study of women’s hospitality professional identities

Ponting

Lee

et al. 2023

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Purpose Through the lens of professional identity (PID), this paper aims to examine what matters to women when reflecting on their professions in hospitality. The purpose of this examination is to understand to what extent these PIDs are shared among women in hospitality and to include women’s voices into the workforce. Design/methodology/approach An exploratory sequential mixed-methods approach was used. The qualitative step included 24 in-depth interviews with female middle and senior managers in hotel management in the USA. The results of the interviews informed the design of a quantitative survey completed by 330 women hospitality professionals in managerial and non-managerial positions in the USA. Findings The qualitative analysis derived three super-ordinate and ten sub-themes. These themes were then quantitatively measured for validity and generalization. The mixing of qualitative and quantitative data indicated the relevance of work environment, social evaluation and perception of work and demonstrating professional competence as a woman in hospitality as significant drivers in establishing women’s hospitality PIDs. Originality/value This paper is the first to address women hospitality professionals through the lens of PID. By providing a different gender perspective on hospitality PID, this paper contributes to the expansion of diversity, equity and inclusion research and practices.