Developing an Implementation Model for Gender Equality and Disability Inclusivity at Marriott Group Hotels in Bali to Foster Sustainable Tourism

Ni Gst Nym Suci Murni; Made Ruki; Dewa Made Suria Antara

doi:10.47814/ijssrr.v6i10.1659

Ni Gst Nym Suci Murni Tourism Department, Politeknik Negeri Bali, Badung, Bali, Indonesia
Made Ruki Tourism Department, Politeknik Negeri Bali, Badung, Bali, Indonesia
Dewa Made Suria Antara Tourism Department, Politeknik Negeri Bali, Badung, Bali, Indonesia

DOI: https://doi.org/10.47814/ijssrr.v6i10.1659

Keywords: Gender; Disability; Hotel

Abstract

The implementation of gender equality and disability inclusivity within the hotel industry is a crucial and significant issue in the realm of sustainable tourism. This area has long been a global benchmark for tourism development. As awareness grows among tourism industry stakeholders, residents, and tourists, there is a mounting emphasis on supporting sustainable tourism development. This emphasis is driven by the aim to improve the overall welfare of society, including gender equality and disability inclusivity, as well as to achieve the Sustainable Development Goals (SDGs) set by the United Nations. The specific objectives of this study were as follows (1) To investigate the current implementation of gender and disability practices, (2) To analyze the relationship between the implementation of gender and disability measures as well as employee performance, and (3) To devise a comprehensive model for implementing gender and disability inclusivity at the Marriott Group Hotels. This study aimed to comprehensively explore the implementation of gender equality and disability inclusivity at Marriott Group Hotels in Bali using an interpretive qualitative method. The data collection process through observation, in-depth interviews, the distribution of questionnaires to all HRD Managers using Google forms, and conducting focus group discussions (FGDs) with a purposively selected group of informants. The results showed that the implementation of gender policies was in accordance with existing regulations, while that of disability inclusivity fell short in all the observed hotels. Furthermore, the impact of gender and disability inclusivity on employee performance indicated a positive effect of 63%. Building on the insights gathered from the interviews and FGDs conducted, a model for implementing gender and disability inclusivity was developed and validated. This model was expected to not only increase the achievement of SDGs but also provide robust support for sustainable tourism.

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