1. The role of values in sustaining the hospitality labour market: The Case of Austria Anja Hergesell, Ulrike Bauernfeind & Dagmar Lund Durlacher

2. Outline Study background Aims and methods Perceptions of the work in the hospitality industry Conclusions and Questions

3. Study Background Structural disparities between labour supply and demand in Austria (regarding qualification, age, spatial and temporary availability, salary expectations, working conditions)  Need for strategies to attract and retain workforce unused potential of female workforce, “Women industry”  Assess prospects for attracting/retaining females as workers in the hospitality industry Analysis of work in the hospitality industry Project on behalf of Ministry of Economics Literature review, 8 focus group discussions, 21 expert interviews

4. Focus group discussions Examine females’ perceptions of work in the hospitality industry and identify underlying beliefs and attitudes 8 focus groups, each 4-7 participants (total: 47 participants) –Female workers in the hospitality industry –Female workers that left the sector Call for participation: 105 responses Screening and selection based on set criteria –Personal background (education, age, family status) –Job (type of work, level in organization) –Company (location, size, type of enterprise) Guide: –Image of and motivation to start work in the sector –Job satisfaction, perceived advantages and disadvantages of the work –Perceived gender specific challenges –Opportunities to increase the attractiveness of employment

5. Perceived (Dis-)advantages of work Perceived as:positivenegative Working timeTime off during off-season Time off when shops open Overtime (dependency on guest, expected by company) Split shifts WE, holiday work PayA lot within a short time (season) Extra cash (often illegal) Tips Low minimum wage Low wage affects retirement and unemployment allowances Overtime frequently not paid Tips regarded by company as part of wage Working conditionsDiverse tasks Guest contact and positive feedback Physically demanding (tasks, smoking, alcohol) Psychologically demanding (stress, guests) Management & work atmosphere Part of familyLack of leadership Lack of respect/praise for efforts -> working atmosphere Atypical employment (temporary, outsourcing) – risk of unemployment Foreign employment Training/careerNo (further) training needed Advancement in short time and despite little formal education possible International working opportunities SMEs offer little career prospects Few training/educational offers Little support for training requests by management

6. Perception of gender disparities Perceived as:positivenegative Family-workOpportunity to work part timeLack of childcare facilities with adequate opening hours Costs of childcare Image of ”Bad Mother” Difficulty of re-entry after kids grown up (age, innovations in business) Gender rolesPartly male workforce asked to take over physically demanding activities Expectations of work performance differs – men are not expected to take over additional cleaning activities Sex-typed jobsWomen favoured as employeesSexual objects, sexual harassment Appearance and youth decisive factors PayWomen get more tipsMen earn more than women Men ”can market themselves better” Women accept lower pay as also in other sectors CareerFemales predestined for hospitality management (similar to household) Men better connected & use networks Men promote men Family as handicap Superiors anticipate that females will have/take care of family Less respect for female than for male

7. Values determining perception of employment Individual/Personal level (Work, Family, life goals) Organizational level (HRM) Societal level (image of sector, role of woman)

8. Conclusion & Questions Female employees’ attitudes vary based on values Society’s ”traditional” values still very dominant Is the work in the hospitality industry attractive in certain phases of life, i.e. is the aim of the study (long-term/lifelong employment in the sector) illusionary? Can everybody work in the hospitality industry or do you have to ”be born”/”have a feeling” for it, i.e. is there a limited labour potential?