Female Underrepresentation in Career Progression within the Hospitality Sector: A qualitative study in the Swedish context

Abstract

This study examines the role of organizational practices in the career advancement of women in the Swedish hotel industry and discusses the persistence of gender inequality in a society known for its commitment to gender equality. As per the latest available statistics, although women make up about 63% of the hotel chain studied, only 32% of the country management team is female, indicating that formal equality policies alone have not eliminated barriers to leadership advancement. The study uses a semi-structured interview with 19 respondents in several hotels in one hotel chain in Sweden and uses an interpretivist, inductive approach which is analysed using thematic analysis. The theoretical approach is based on three complementary theoretical frameworks: Theory of Gendered Organizations, Work-Family Conflict Theory and the Glass Ceiling Theory. Five intertwined organizational processes were identified in which gender inequality is created and maintained: uneven application of formally neutral rules for promotion, the gendered construction of the "Ideal Manager”, differential access to informal networks, differential costs of careers based on work hours and availability, and cumulative nature of a glass ceiling. The results indicate that inequality is not created directly via formal discriminatory practices but rather via the informal aspects of daily work practices, culture and organizational structures. The study helps fill the literature on the Nordic paradox, illustrating that formally declared commitments to equality are not sufficient. The findings highlight the need to address informal organizational dynamics that still limit women’s advancement to leadership roles in the hospitality industry.