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"Does Managing Diversity give Management in the Tourism and Hospitality Industry a competitive advantage over its competitors"?
It is a common misconception that diversity in tourism and hospitality organisations is only about race or about the EEO. Diversity in tourism and hospitality is so much more than EEO although it encompasses the EEO's fundamental theories to build long-term business strategies (Hogh, personal communication, March 18, 00). Some tourism and hospitality managers are of the opinion that managing diversity will enable them to achieve a competitive advantage. This essay will explore three hotels in the tourism and hospitality industry and discuss the effects of diversity in their businesses in relation to gaining a competitive edge over their competitors.
Diversity includes but is not limited to race, age, gender, religious background, learning orientation, work levels and functions, economic background, communication and learning styles (What every consultant needs to know about diversity and consulting and training, 00, p. 1). To gain a competitive advantage in tourism and hospitality organisations, as with any business, diversity must encompass all these differences to ensure the best possible benefits are achieved from their employees. When employees are managed to achieve their full potential the long-term business objectives of the organisation will not only be achieved but customer service will be excellent and thus profits increased resulting in a leading edge over competitors (Hogh, personal communication, 00, March 18).
Working with diversity in the tourism and hospitality industry
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