The Impact of HR Practices on Perceived Gender Sensitivity and Gender Bias: A Multilevel Analysis of Hotel Industry

Abstract

Gender sensitivity aids as a probable solution for facilitating female talent in an organization. This study measures gender sensitivity by applying multilevel modeling in hotel industry with a twofold objective: to identify explanatory predictors at the organizational level as well as to check whether insensitivity is the result of inherent bias in the industry at the individual level. Primary data were obtained from 355 employees and 10 HR (human resource) managers of both five and four-star hotels of Udaipur, India. Since 19.132% of the variation in gender sensitivity lies among the hotels and variation at the individual level is 8.731%, the data is analyzed through hierarchical linear modeling. Perceived gender bias (PGB) and human resource policies and practices (HRP) were found to be both significant and enough to explain variation in gender sensitivity among hotels. Also, an inverse and significant relationship between perceived gender bias (PGB) and perceived gender sensitivity (PGS) and a positive and significant relationship between PGS and HRP were identified.

The Portrayal of Gender Diversity in Reality from ESG Reports—Based on the Top Ten Leading Technology Corporates in China

“…Women are more negatively impacted by the time-consuming "996" and "007" hours -due to their obligations as "wife, mother, and caretaker," women are thought to be more hesitant to work overtime and travel [42]. Married women's possibilities for progress are even further constrained by the perception that they are less mobile than males [43].…”

“…The creation of a gender-sensitive atmosphere with reduced gender prejudice can be facilitated by gender-sensitive HR policies that give women equal access to opportunities, further enhancing organizational well-being. According to recent study, there are numerous possible causes of gender bias in the workplace, but gender-sensitive HR policies are essential to its eradication [43]. By encouraging staff and students to discuss the several efficient ways to become computer scientists and by highlighting the real-world importance of computing and the ties to other fields, Carnegie Mellon University widened the perception of successful computer science students.…”

“…By neutralizing the cultural perception of technological occupations, technology corporations could follow this lead and boost the retention of women [44]. Additionally, this can be accomplished by breaking the gender-specific workplace promotion ceiling, offering flexible working hours (especially for married women), male-to-female HR policies, childcare for women with children, maternity leave, night shift transportation facilities, career development programs for women, and separate grievance rooms for women [43]. HR practises that are gender-sensitive support organisational success and gender diversity.…”