Abstract

Data such as that recently published by the Equal Opportunities Commision (EOC 2007)show a relatively small proportion of women in senior management positions in UK organisations. The purpose of this research paper was to outline the position in the travel and tourism industry specifically. It was based on the results of a survey of managers in the sector outlining their perceptions of diversity issues, the reasons for this under-representation and suggestions/recommendations for future action. Results showed a generally positive perception of their own organisations with regard to diversity and did not provide evidence for the existence of an overt 'glass ceiling' (Davidson and Cooper 1992)in the majority of organisations surveyed. The majority of respondents cited career breaks for child birth and child care and the pressures of combining work with family and personal commitments as the key issues. A substantial number however also pointed to male culture and the existence of an 'old boys network' as well as the attitudes and behaviours of male managers as being significant explanatory factors. There were significant gender differences in responses in these areas. In terms of suggested future strategies, the achievement of equal pay in the sector was cited by the highest number of respondents and this is an area to be researched further. Other suggestions highlighted were: greater provision of flexible working opportunities, improved access to creche and child-care facilities, training and development opportunities for women managers, opportunities for peer networking and the provision of mentoring and coaching for women managers.