摘要：Managing Diversity is a huge challenge in todays global world. Although women have made great strides in diverse fields , gender inequity still exists in various forms. Well gender distinction is not just a social concern. It could also create a competitive edge to address the global challenges that corporations are facing and will face. In corporate world, female representation falls with hierarchy. The limited female presence in leadership positions is an issue to be addressed. In Europe, females only average 12 % when it comes to higher positions i.e., companies' boards of directors. It is 15 % in the America and drops to 5% in India and down to 3 % in the Middle East and North Africa. Quotas have only recently arrived in the business world. The most widely known example of corporate board quotas is in Norway, where a 40% gender quota for public limited, state-owned and inter-municipality companies was introduced in December 2003. There has been use of voluntary gender quotas in the corporate sector. There is substantial variation in the proportion of female managers across industries. Some industries e.g. Primary sector, energy and water have no firms with a woman among their top CEOs or vice-directors, while other industries are more 'female-friendly' like private service and retail, hotels and restaurants. This clearly indicates substantial industry differences. This paper discusses and explains main barriers to diversity across hotel industry. The conceptual paper suggests and encourages hotel employers should place female employees in more opportunity-enhancing positions so that they can exploit or utilize their talents and increase the possibility of climbing up the corporate ladder. Engaging women in the workforce worldwide would enhance organizational uniqueness and productivity
