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

Sammanfattning

This study examines the role of organizational practices in the career advancement ofwomen in the Swedish hotel industry and discusses the persistence of gender inequality ina 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 countrymanagement team is female, indicating that formal equality policies alone have noteliminated barriers to leadership advancement. The study uses a semi-structured interviewwith 19 respondents in several hotels in one hotel chain in Sweden and uses aninterpretivist, inductive approach which is analysed using thematic analysis. Thetheoretical approach is based on three complementary theoretical frameworks: Theory ofGendered Organizations, Work-Family Conflict Theory and the Glass Ceiling Theory. Fiveintertwined organizational processes were identified in which gender inequality is createdand maintained: uneven application of formally neutral rules for promotion, the genderedconstruction of the "Ideal Manager”, differential access to informal networks, differentialcosts of careers based on work hours and availability, and cumulative nature of a glassceiling. The results indicate that inequality is not created directly via formal discriminatorypractices but rather via the informal aspects of daily work practices, culture andorganizational structures. The study helps fill the literature on the Nordic paradox,illustrating that formally declared commitments to equality are not sufficient. The findingshighlight the need to address informal organizational dynamics that still limit women’sadvancement to leadership roles in the hospitality industry.