Essays on Discrimination, Prejudice and Racism in the Hospitality Industry Coursework

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The paper "Discrimination, Prejudice and Racism in the Hospitality Industry" is a good example of management coursework.   The tourism and hospitality industry receives different customers and employees in terms of personal characteristics. Some of the personal characteristics include age, sex, gender, sexual orientation, disability, and religious affiliation. The management of such establishments has to manage issues associated with discrimination, prejudice, and racism. The aim of the paper is to define the concepts of discrimination, prejudice, and racism and provide examples of these concepts from the tourism and hospitality industry. The paper also discusses two strategies that managers can employ to address these problems and present proposals on evaluation processes on these strategies by the managers. Definition and Examples Discrimination Discrimination is proposing to treat or treating an individual in an unfavorable manner (Campos-Soria, Marchante-Mera & Ropero-Garcí a, 2011).

The treatment is based on class, the category of social class that an individual is perceived to belong rather than the actual merits of an individual (Janta et al. 2011). Discrimination may include restricting individuals from opportunities, influencing behavior with an intended outcome and irrational or logical decision making approaches.

Numerous types of discrimination exist and include sexual orientation, religious beliefs, nationality, language, disability, age and employment (Brewster & Rusche, 2012). These type of discriminations can further be divided into direct and indirect discriminations. Direct discrimination occurs when an individual is treated unfavorably, and it is attributed to a personal characteristic that is championed by the law (Brewster, Lynn & Cocroft, 2014). It is based on unfair assumptions about the personal capacities and characteristics of what an individual can or cannot do. For example, stereotyping can be seen as a form of direct discrimination because of assuming all individuals within certain characteristics or features behave in a specified manner (Janta et al.

2011). Indirect discrimination occurs when situations are created that imposes disadvantages to a group or person because of personal characteristics. These characteristics can be entrenched into a community or organization, and such practices can be reinforced by procedures and policies. Indirect discrimination can mutate into systematic discrimination. Azza Hamid, a Muslim woman, filed a case in Manhattan Supreme Court arguing that she was fired because of age and religious characteristics.

Azza was working at Hotel Plaza Athenee for around 13 years (2003-2015), and she states in her filing that she maintained a “ high standard of excellence. ” She also states that she was replaced by a non-Muslin in her 20s and argued it is a systematic age and religious discrimination (Brown, 2016). Azza Hamid was fired when she was 55, and her attorneys argued that it was systematic discrimination because of similar incidents. Azza states her situation was not unique since two Muslim women between the ages of 50 and 60 were fired.

The replacement was two young non-Muslim indicating the systematic approach the hotel undertakes its operations. The arguments of discrimination are premised on religious and age discrimination in the case of Azza (Brown, 2016). From the example, it is evident the complaints are discrimination in nature are premised on the two types of discrimination: age and religious affiliation. In addition, it is a combination of direct and indirect since it is against the law to discriminate based on religion or age while indirect because of systematic approach within the hotel, which is entrenched and reinforced in the company’ s policies and procedures.

References

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Madera, J. M., Dawson, M., & Neal, J. A. (2013). Hotel managers’ perceived diversity climate and job satisfaction: The mediating effects of role ambiguity and conflict. International Journal of Hospitality Management, 35, 28-34.

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Madera, J. M., Neal, J. A., & Dawson, M. (2011). A strategy for diversity training focusing on empathy in the workplace. Journal of Hospitality & Tourism Research, 35(4), 469-487.

Janta, H., Ladkin, A., Brown, L., & Lugosi, P. (2011). Employment experiences of Polish migrant workers in the UK hospitality sector. Tourism Management, 32(5), 1006-1019.

Campos-Soria, J. A., Marchante-Mera, A., & Ropero-García, M. A. (2011). Patterns of occupational segregation by gender in the hospitality industry. International Journal of Hospitality Management, 30(1), 91-102.

Brewster, Z. W., Lynn, M., & Cocroft, S. (2014, June). Consumer racial profiling in US restaurants: Exploring subtle forms of service discrimination against black diners. In Sociological Forum 29(2), 476-495).

Starnes, T. (July 3, 2015). Christian bakers fined $135,000 for refusing to make wedding cake for lesbians. Fox News. Retrieved from http://www.foxnews.com/opinion/2015/07/03/christian-bakers-fined-135000-for-refusing-to-make-wedding-cake-for-lesbians.html

Walloga, L. (December 25, 2015). Kenyans demand fair treatment in leading hotels as they celebrate Christmas holiday. Daily Nation. Retrieved from http://www.nation.co.ke/news/Kenyans-demand-fair-treatment-in-top-hotels/1056-3008950-ilxw6p/index.html

Brown, S. (March 2, 2016). Muslim woman claims Hotel Plaza Athénée fired her because of her religion and age. New York Daily News. Retrieved from http://www.nydailynews.com/new-york/manhattan/hotel-plaza-athenee-hit-discrimination-lawsuit-article-1.2551149

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