The impact of glass ceiling on Hotels Industry

1. THE INFLUENCE OF GLASS
CEILING ON THE RETENTION
OF EMPLOYEES IN
HOSPITALITY SECTOR
(HOTELS INDUSTRY).
AYAN BANDYOPADHYAY
CHRIST UNIVERSITY

2. RATIONALE OF THE STUDY
• To understand the mere existence of the phenomena of Glass Ceiling.
• To envisage that in a service industry, how important is the women work force.
• To understand the diminishing status / number of women employees at the top of the hierarchy of the
organization.
• To understand the major barriers which lead to the existence of this phenomena.
• To provide some suggestions to the issue in order to curb it at the earliest.

3. THE RESEARCH METHODOLOGY
• STATEMENT OF THE PROBLEM
 To identify the influence of glass ceiling in
hotels in Bangalore and its impact on the
retention of women employees in their
organization.
• TITLE OF THE RESEARCH
 The influence of glass ceiling on the
retention of employees in Hospitality
Sector (Hotels Industry).
• OBJECTIVES OF THE STUDY
 To determine the influence of glass ceiling in the hotel industry.
 To identify the causes behind the existence of glass ceiling in
hotel industry.
 To measure the impact of glass ceiling on the retention of
women in hotel industry.
 To measure the impact of glass ceilings for employees at
managerial and post-managerial position.
 To figure out the reasons/factors which attribute to the
phenomena of glass ceiling in hotel industry.
 To measure the ignorance of glass ceiling in the hotel industry.

4. RESEARCH METHODOLOGY
HYPOTHESIS:
• H0: Glass ceiling influences the retention of
employees at organizations.
• H1: Glass ceiling does not influence the
retention of employees at organizations.
POPULATION
• The study covers employees of all hotels which
are of the status of 3 star or above.
SAMPLE
• A total of 156 samples were collected from
different hotels in and around Bangalore.
Frequency Percent
19-22 18 11.5
23-26 36 23.1
27-30 36 23.1
31-34 42 26.9
>34 24 15.4
Total 156 100.0
Frequency Percent
V
a
l
i
d
Male 87 55.8
Female 69 44.2
Total 156 100.0
Frequency Percent
Lower
Management/Ex
ecutive
33 21.2
Mid
Management-
Asst. Manager
43 27.6
Asst. Manager-
General
Manager
44 28.2
>General
Manager
36 23.1
Total 156 100.0
Frequency Percent
V
a
l
i
d
<=3 15 9.6
4-6 33 21.2
7-9 48 30.8
10-12 27 17.3
13-15 18 11.5
>15 15 9.6
Total 156 100.0
Age Distribution Table
Gender Distribution
Designation Distribution Years of Experience Distribution

5. FINDIN
GS
Definition of Glass Ceiling Frequency Percent
These are unseen barriers which
restrict the growth of women
employees in org.
111 71.2
These are myths which are often
used as excuses by those who fail
36 23.1
No such term exist 9 5.8
Total 156 100.0
Most Important Barriers Frequency Percent
Lack of technical skills 12 7.7
Lack of line exp 3 1.9
Lack of awareness of politics in org 6 3.8
Personal style difference 24 15.4
Lack of direct feedback 12 7.7
Lack of mentoring 6 3.8
Stereotyping and perceptions 42 26.9
Family commitment 33 21.2
Lack of opportunity to work on critical
assignments
15 9.6
Others 3 1.9
Total 156 100.0
Idea About Glass Ceiling
Most Important Barriers for Growth of Women Employees

6. FINDINGS
SR.No Correlating Variables Correlation
Coefficient
1. Extent_GlassCeiling_Existence 0.363
2. PayInequalitiesExist_MalesAndFemales 0.023
3. PositionOfWomen_CorporateManagement 0.008
4. WomenHaveBrokenAllRecords 0.003
5. TopManagement_OutOfReach 0.145
Correlation Coefficient vs Gender
Other Important Findings
• The phenomena of glass ceiling is not an alien affair
and it does exist a lot in Indian hospitality industry.
• It is not a fad and it still is making a huge impact in the
lives of women in hotel industry.
• Various factors attribute to its existence and growth
and thus needs immediate attention.
• In spite of acts and laws, which are just on pen and
paper, a lot of discrimination, in terms of pay and
working conditions exist.
• No steps are formulated for curbing this
organizational problem as it is concerned with the
perceived weaker sex.
Suggestions
• Corporates have to learn to own up the problem. No issue can be solved without people owning it.
• Hospitality industry revolves a lot around women workforce and they cannot deny their sacrifice and efforts in making this industry
so proper and popular in India.
• The hotels should learn to respect women force and acknowledge its efforts.
• Proper security on job and beyond it can prove to be very effective in reducing the problem.
• A strict adherence to act and policies and a zero tolerance tendency to Glass Ceiling will certainly help in strengthening the
confidence of women and retaining them in their work force.