Researching work life balance for women in the tourism industry

Abstract

The purpose of this research paper is to explain and define work life balance (WLB) and how it could be achieved in a dynamic and labour intensive industry such as tourism. The research looks into what flexible work arrangements are currently present for employees to help them continue and pursue and develop their career while maintaining and fulfilling their personal responsibilities and family obligations. The research also uncovers whether workers are aware of these flexible measures, how often they use them, and what other alternatives should be implemented. The research was conducted within one hospitality organisation in Malta. A qualitative approach was adopted by using semi-structured interviews which were conducted with 6 male and 2 female employees which derived from different departments which included housekeeping, front office and food and beverage departments. These eight participants were chosen by purposive sampling after a recruitment letter was given to employees by the human resources manager. The main conclusions drawn from this research were that work life balance was considered a women’s’ issue, which could be considered as discrimination. Women can achieve work life balance when working in the tourism industry as there are many involved and some occupy managerial position. The results showed that the employees within the hotel were are not aware of any flexible work arrangements that the hotel had in place or that should be implemented. However when given suggestions most participants agreed with providing certain work arrangements such as flexible rosters and childcare facilities.