GITNUX MARKETDATA REPORT 2024

Diversity In The Hotel Industry Statistics

To provide insight into the current demographics and representation levels within the hotel industry workforce.

Highlights: Diversity In The Hotel Industry Statistics

  • By 2020, there were 58% women working in hospitality but few in leadership, accounting for less than 10% seats on the executive teams of the top 10 hospitality companies.
  • In senior roles within the hospitality industry, only 0.6% of roles are occupied by Black, Asian, and Minority Ethnic (BAME) individuals.
  • In 2019, 48.9% of the workforce in the accommodation sector in the United Kingdom were immigrants.
  • 13% of hotel management staff globally is represented by people of color.
  • In 2020, only 4 black executives were among the top 165 senior leaders of the 30 largest hotel groups globally.
  • In the UK, around 7% of people employed in the hospitality industry are Asian.
  • In 2020, 3 out of the top 165 hospitality senior leaders worldwide were Asian.
  • The hotel industry in the United States consists of members from 150 different nationalities.
  • In 2018, out of all the protected characteristics, 12% of hospitality industry does not have disability disclosure.
  • In the U.S. hospitality industry, only 1% of executives are of Native American descent.
  • In 2018, over 12% of senior positions in the hospitality industry included employees aged 55 to 64.
  • LGBTQ+ employees represent approximately 5% of the total workforce in the restaurant and hotel industry in the United States.
  • In 2020, only 17.5% of individuals in CEO roles at hospitality companies were women.
  • Around 75% of the hotel and restaurant industry in Europe consist of workers from foreign countries.

Table of Contents

The Latest Diversity In The Hotel Industry Statistics Explained

By 2020, there were 58% women working in hospitality but few in leadership, accounting for less than 10% seats on the executive teams of the top 10 hospitality companies.

The statistic indicates a significant gender disparity within the hospitality industry, with 58% of the workforce being women but only a small representation of women in leadership roles. Specifically, less than 10% of executive team seats within the top 10 hospitality companies were held by women in 2020. This imbalance is concerning as it reflects a lack of gender diversity at the top levels of decision-making within the industry, potentially leading to limited perspectives and opportunities for women to advance to leadership positions despite their majority presence in the workforce. Efforts to address this disparity and promote gender equality in leadership roles within the hospitality sector are crucial for driving organizational success and fostering a more inclusive work environment.

In senior roles within the hospitality industry, only 0.6% of roles are occupied by Black, Asian, and Minority Ethnic (BAME) individuals.

The statistic states that within senior roles in the hospitality industry, a mere 0.6% of positions are held by individuals from Black, Asian, and Minority Ethnic (BAME) backgrounds. This suggests a significant lack of diversity and representation at the senior level within this industry. The underrepresentation of BAME individuals in senior positions could indicate barriers to advancement and opportunities for career growth for this demographic group. Addressing this disparity is vital for promoting inclusivity, diversity, and equal opportunities within the hospitality sector.

In 2019, 48.9% of the workforce in the accommodation sector in the United Kingdom were immigrants.

The statistic ‘In 2019, 48.9% of the workforce in the accommodation sector in the United Kingdom were immigrants’ indicates that almost half of the employees working in the accommodation sector in the UK during that year were individuals born outside of the country. This suggests a significant reliance on immigrant labor within this particular industry, which could be due to factors such as skill shortages, demographic trends, or specific government policies. Understanding the proportion of immigrant workers in different sectors can provide insights into the composition of the labor force, potential impact on productivity, as well as implications for immigration policies and workforce diversity initiatives.

13% of hotel management staff globally is represented by people of color.

The statistic that 13% of hotel management staff globally is represented by people of color indicates the proportion of individuals from ethnic or racial minority backgrounds in leadership roles within the hotel industry. This statistic suggests that there is a lack of diverse representation at the management level in hotels worldwide, with the majority of leadership positions being occupied by individuals who are not people of color. This underrepresentation may reflect systemic inequalities and barriers to career advancement for individuals from marginalized communities within the hospitality sector. Increasing diversity and inclusion initiatives within hotel management can lead to a more equitable and representative workforce, fostering a more inclusive and innovative industry.

In 2020, only 4 black executives were among the top 165 senior leaders of the 30 largest hotel groups globally.

The statistic implies a significant lack of racial diversity within the top leadership positions of the largest hotel groups worldwide in 2020. The presence of only 4 black executives among the top 165 senior leaders highlights a severe underrepresentation of black individuals in positions of power and influence within the industry. This disparity suggests systemic barriers or discrimination that may be hindering the advancement and inclusion of black professionals in executive roles within the hospitality sector. Addressing this inequality is crucial for fostering a more diverse and inclusive leadership landscape that better reflects the diverse demographics of both the workforce and consumer base in the global hospitality industry.

In the UK, around 7% of people employed in the hospitality industry are Asian.

The statistic that around 7% of people employed in the hospitality industry in the UK are Asian indicates the proportion of individuals of Asian descent working within this sector. This statistic provides insight into the diversity and representation within the hospitality workforce, highlighting the presence of individuals from Asian backgrounds. It suggests that there is a notable presence of Asian employees in this industry, which may reflect cultural influences, migration patterns, or recruitment practices. Understanding the demographic composition of the workforce can be important for promoting inclusivity, addressing potential biases, and fostering a diverse and equitable work environment within the hospitality sector in the UK.

In 2020, 3 out of the top 165 hospitality senior leaders worldwide were Asian.

The statistic “In 2020, 3 out of the top 165 hospitality senior leaders worldwide were Asian” is a representation of the diversity within the leadership landscape of the hospitality industry. With only 3 Asian leaders among the top 165 positions, this suggests a potential underrepresentation of Asian individuals in senior leadership roles within the industry. This statistic emphasizes the importance of promoting diversity and inclusivity in leadership positions, as diverse perspectives and experiences can lead to more innovative and effective decision-making processes within organizations. It also sheds light on the need for increased efforts in promoting diversity and inclusion initiatives to ensure that all individuals have equal opportunities to advance in their careers regardless of their background.

The hotel industry in the United States consists of members from 150 different nationalities.

The statistic that the hotel industry in the United States consists of members from 150 different nationalities highlights the diverse and multicultural nature of the workforce within this sector. Such diversity can bring a wide range of perspectives, skills, and cultural experiences to the industry, potentially enhancing customer service and the overall guest experience. It also speaks to the inclusive and welcoming environment that many hotels strive to cultivate, showcasing their commitment to embracing individuals from various backgrounds and fostering a sense of global community within their establishments. This statistic underscores the importance of diversity and inclusion initiatives within the hotel industry, as well as the potential benefits of having a diverse workforce in terms of creativity, innovation, and employee satisfaction.

In 2018, out of all the protected characteristics, 12% of hospitality industry does not have disability disclosure.

This statistic indicates that in 2018, within the hospitality industry, 12% of individuals did not disclose their disability status. Protected characteristics refer to qualities or attributes that are protected by anti-discrimination laws, such as disability status. The fact that 12% of individuals in the hospitality industry did not disclose their disability suggests that there may be underreporting or lack of transparency regarding disabilities in this sector. This can have implications for understanding and addressing the needs of individuals with disabilities in the hospitality industry and may indicate potential barriers to inclusion and accessibility in the workplace.

In the U.S. hospitality industry, only 1% of executives are of Native American descent.

The statistic that only 1% of executives in the U.S. hospitality industry are of Native American descent indicates a significant underrepresentation of Native Americans in top leadership positions within this sector. This disparity could be indicative of broader systemic inequalities and barriers to advancement faced by Native Americans in the workforce, such as limited access to education, discrimination, or lack of opportunities for career development. Addressing this issue requires targeted efforts to promote diversity, equity, and inclusion within organizations, as well as initiatives to support the professional growth and advancement of Native Americans in the hospitality industry. By increasing representation and providing equal opportunities for leadership roles, companies can benefit from diverse perspectives, improve decision-making processes, and foster a more inclusive and equitable work environment.

In 2018, over 12% of senior positions in the hospitality industry included employees aged 55 to 64.

The statistic indicates that in 2018, more than 12% of managerial or senior-level positions within the hospitality industry were occupied by individuals between the ages of 55 to 64. This suggests that a significant portion of leadership roles in the hospitality sector were filled by older employees, highlighting the trend of experienced individuals holding key positions within the industry. The presence of older employees in senior positions may reflect factors such as years of experience, expertise, and possibly the delayed retirement of individuals in the workforce. This statistic underscores the importance of considering generational diversity and experience in organizational leadership within the hospitality sector.

LGBTQ+ employees represent approximately 5% of the total workforce in the restaurant and hotel industry in the United States.

The statistic indicates that LGBTQ+ employees make up around 5% of the overall workforce in the restaurant and hotel industry in the United States. This suggests that a small but significant proportion of employees in this sector identify as LGBTQ+. Understanding the demographic composition of the workforce in terms of sexual orientation and gender identity is important for promoting diversity and inclusion within organizations. The statistic highlights the need for employers in the restaurant and hotel industry to create inclusive workplaces that support and respect the LGBTQ+ community to foster a positive and equitable working environment for all employees.

In 2020, only 17.5% of individuals in CEO roles at hospitality companies were women.

The statistic that only 17.5% of individuals in CEO roles at hospitality companies were women in 2020 suggests a lack of gender diversity and representation at the highest levels of leadership within the hospitality industry. This disparity highlights a systemic issue of underrepresentation of women in executive positions, which can have implications for diversity, equity, and inclusion efforts within these companies. The statistic underscores the need for organizations to work towards creating more inclusive and equitable opportunities for women to advance into leadership roles, as diverse leadership teams have been shown to bring a wider range of perspectives and improve overall organizational performance and innovation.

Around 75% of the hotel and restaurant industry in Europe consist of workers from foreign countries.

The statistic that around 75% of the hotel and restaurant industry in Europe consists of workers from foreign countries suggests a high reliance on international labor in these sectors. This may be due to factors such as a shortage of local talent, higher demand for workers during peak tourist seasons, or the willingness of foreign workers to take on jobs that locals may not prefer. The presence of foreign workers likely brings diverse cultural perspectives and skills to the industry, contributing to its overall dynamism and ability to cater to a broad range of clientele. However, this statistic also raises questions about job opportunities for local residents and the potential impact on labor market dynamics and wages within the industry.

References

0. – https://www.www.usbgfoundation.org

1. – https://www.skift.com

2. – https://www.issuu.com

3. – https://www.fortune.com

4. – https://www.www.ahla.com

5. – https://www.www.diversein.com

6. – https://www.www.restaurantscanada.org

7. – https://www.www.migrationobservatory.ox.ac.uk

8. – https://www.www.gov.uk

9. – https://www.www.mckinsey.com

How we write our statistic reports:

We have not conducted any studies ourselves. Our article provides a summary of all the statistics and studies available at the time of writing. We are solely presenting a summary, not expressing our own opinion. We have collected all statistics within our internal database. In some cases, we use Artificial Intelligence for formulating the statistics. The articles are updated regularly.

See our Editorial Process.

Table of Contents

... Before You Leave, Catch This! 🔥

Your next business insight is just a subscription away. Our newsletter The Week in Data delivers the freshest statistics and trends directly to you. Stay informed, stay ahead—subscribe now.

Sign up for our newsletter and become the navigator of tomorrow's trends. Equip your strategy with unparalleled insights!