University of Brighton
BA (Hons) Hospitality Management

Diversity in the German Hospitality Industry and how it affects Human Resources Management
concerning women friendly working policies

by: Friederike Horn
19 April 2005

Abstract
Due to changes in the society and globalisation, the workforce got more diverse. Especially the female labour market participation increased, due to lower fertility rates, better education and new expectations and possibilities for women.

Particularly the hospitality industry is a very multicultural and female dominated industry. Hence managing diversity should be a current topic for hotel companies to use the full potential of their human resources.

The aim of this dissertation is to identify how the German hospitality industry deals with the topic diversity, considering women friendly working policies and how it affects the human resource management.
The meaning, importance and benefits of diversity and women friendly working policies are evaluated and the link of the topic to human resources management is shown.

Research, based on interviews with Human Resources Managers of chain hotels in Frankfurt, Germany, show their opinions and perceptions about the topic managing diversity and women friendly policies. It was revealed that diversity procedures and policies hardly exist or are at a developing stage. More over they are often not considered as being crucial to think about since lack of demand is suppose to exist.
Recommendations for future improvements are made.

Table of Contents

Abstract ... i
Table of Contents ... ii
List of Tables ... v
List of Figures ... vi
List of Appendices ... vii
Abbreviations ... viii

1.0 Introduction ... 1
1.1 Rationale ... 1
1.2 The Aims and Objectives of the Dissertation ... 2
1.2.1 The Aim ... 2
1.2.2 The Objectives ... 2
1.3 Research Methods ... 3
1.4 Summary of Chapters 4... 

2.0 Literature Review ... 6
2.1 Introduction ... 6
2.2 Diversity ... 8
2.2.1 General Information ... 8
2.2.2 Importance of Managing diversity ... 8
2.2.3 Benefits of Managing Diversity ... 10
2.2.4 Origin, Legal and Historical Aspects of Diversity ... 10
2.2.5 Conclusion ... 12
2.3 Gender and the aspect of Women Friendly Working Policies ... 12
2.3.1 Introduction ... 12
2.3.2 Definition of Women Friendly Working Policies ... 14
2.3.3 Facts about women in the labour market ... 14
2.3.4 Problems which women face ... 16
2.3.6 Legal Aspects ... 17
2.3.7 Benefits of women friendly working policies ... 17
2.3.8 Conclusion ... 18
2.4 Human Resources Management in the Hospitality Industry ... 19
2.4.1 Introduction ... 19
2.4.2 From Personnel Management to Human Resource Management ... 20
2.4.3 Human Resource Management ... 21
2.4.4 Human Resource Management and the Aspect of Diversity ... 22
2.4.5 Conclusion ... 23
2.5 Conclusion ... 23

3.0 Methodology ... 25
3.1 Introduction ... 25
3.2 Secondary Research ... 25
3.2.1 General Information ... 25
3.2.2 Analysis of Secondary Data ... 26
3.2.3 Limitations of Secondary Research ... 27
3.3 Primary Research ... 27
3.3.1 General Information ... 27
3.3.2 Qualitative and Quantitative Research ... 28
3.3.3 Analysis of Primary Research ... 28
3.4 The Interview ... 30
3.4.1 The Research Project ... 30
3.4.2 Limitations and Bias of the Interview ... 34
3.4.3 Evaluation of Research Method ... 35

4.0 Findings and Analysis ... 36
4.1 Introduction ... 36
4.2 Overview of interviewed hotels ... 36
4.2.1 Marriott International, Inc. ... 36
4.2.2 InterContinental Hotels Group PLC ... 36
4.2.3 Hilton International ... 37
4.2.4 Arabella Sheraton Hotelmanagement GmbH ... 37
4.3 Diversity Practices in the Hotel Industry in General (Objective 1) ... 37
4.3.1 Internet based findings ... 38
4.3.2 Primary research findings ... 39
4.3.3 Analysis ... 41
4.4 Change of the German labour market with respect to women participation (Objective 2) ... 43
4.4.1 Findings ... 43
4.4.2 Analysis ... 44
4.5 Implementation of Women Friendly Working Policies in General (Objective 3) ... 44
4.5.1 Findings ... 44
4.5.2 Analysis ... 46
4.6 Women Friendly Working Policies in the Frankfurt Hotels (Objective 4) ... 47
4.6.1 Findings ... 47
4.6.2 Analysis ... 49
4.7 Future Procedures and Conclusion (Objective 5) ... 50
4.7.1 Findings ... 50
4.7.2 Analysis ... 51

5.0 Conclusion and Recommendations ... 52
5.1 Conclusion ... 52
5.2 Recommendations ... 55

Bibliography ... 57

Appendix 1: Dissertation Proposal ... 62

1.0 Introduction

1.1 Rationale

Over the last years globalisation and demographic changes lead to changes in the population as well as changes in the workforce. Different nationalities come together to work together. More women than ever before enter or re-enter the labour market. This labour market situation can be of advantage for companies if they manage their diverse workforce effectively by implementing diversity policies.
The idea for the topic of this dissertation developed after fulfilling an internship in the Human Resource Department of the Hilton Frankfurt, Germany. The author worked on a project researching diversity and its implementation in German companies outside and inside the hospitality industry. It showed that the German hospitality industry is behind on implementing diversity practices even though it is one of the most multicultural industries and therewith a sector where managing diversity seems very important.

Particularly the diversity aspect of working women was of great interest since more and more companies specifically offer certain women friendly policies to let women combine family and working life. Again almost no information or actions are found in the German hospitality industry.

Even though the German labour law and constitution implements certain codes on equal opportunities and equal pay, there are still signs of discrimination present in workplaces. There are current debates on how to improve this situation and help women or minorities groups. A new antidiscrimination law, based on EU regulations, is in progress.

How does the topic of diversity and women friendly working policies affect the German hospitality industry? Is it really a current topic and how does Human Resources Management deal with it? What is done for women and what further improvements can be made?

This it what the author wanted to find out and hence fill the gaps of research.

1.2 The Aims and Objectives of the Dissertation
Refer to appendix 1 for the original dissertation proposal.(in der Downloadversion enthalten)

1.2.1 The Aim

The overall aim of the dissertation is to identify how the German hospitality industry deals with the topic of diversity with respect to women friendly working policies.
 

1.2.2 The Objectives

The objectives of this dissertation are:

1. To analyze existing literature on diversity and human resource management in the hospitality industry in general.
2. To assess how the labour market has changed with respect to women in the workforce in Germany.
3. To identify how chain hotels in general implement or not women friendly working policies.
4. To evaluate whether these chain hotels have or do not have women friendly working policies in their hotels in Frankfurt.
5. To conclude what modifications can be made in order to better deal with women in the hospitality workforce and why it can be of benefit for the hotels.
    

1.3 Research Methods

In order to complete the aim and objectives of this dissertation a combination of both primary and secondary data were researched.

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