Beyond gender bias: Factors affecting female employee retention and advancement in the Dutch hotel sector

Abstract

In The Netherlands, gender roles have evolved remarkably, marked by feminist activism and legislative strides. Nevertheless, persistent gender biases and disparities continue to impact many industries, including the Dutch hotel sector. This quantitative research explores the factors affecting female employee retention and career advancement in the Dutch hotel sector. The data was collected through 102 surveys from hotel employees in The Netherlands. Analysing the responses shows stereotypes, discrimination and bias-hindered career advancement. Work-life balance and supportive managers were critical factors for advancement. Recruitment experiences influenced career growth. Inclusive language and diversity representation are crucial for improving recruitment. Surprisingly, women had higher career advancement scores than men, and no significant gender correlation was found. However, men showed stronger retention intentions. These findings call for reevaluating gender-related career dynamics in the Dutch hotel industry. Industry-specific practical implications for promoting diversity and inclusion, addressing discrimination and bias, work-life balance, understanding the complexities of leadership stereotypes, recruitment and selection, and promotion and development are presented in detail, and recommendations for future research are given.