Workplace inequality and discrimination on individual development and organisational performance, in selected hotels in Durban Metropolitan city, South Africa

Abstract

Orientation: Workplaces today consist of many cultures, ages, genders, races, and ethnicities. This varied work environment offers prospects for employers to generate and encourage organisational strategies that value and manage diversity while eliminating workplace inequality and discrimination. This research explores employees’ subjective experiences of workplace inequality and discrimination within South African hospitality contexts. Research purpose: The aim of the research was to understand the implications of workplace inequality and discrimination on individual development and organizational performance in the South African hotel environment. Motivation: The nature of inequality and discrimination in the South African work context and its influence demands the review of the hotel working environment and influence changes to close the existing knowledge gap. Research design, approach, and method: A qualitative case study within the social constructivist/interpretivist paradigms culminated in in-depth, rich, and detailed descriptions of employees’ experiences in the South African Hotel Industry. Purposive sampling with the help of snowballing were used to recruit the participants. Data were collected using informal discussion, observation, and interviews. The interview guide consisted of 14 semi-structured open-ended questions. The interviews were conducted face-to-face, audio-recorded, and transcribed verbatim using computer REV transcription. I verified the transcriptions by listening to the audio and making corrections to ensure accuracy. Setting: Participants were recruited from two hotels in Durban City, KwaZulu-Natal. Data analysis: Data were analysed as recommended in qualitative studies. Structured data were analysed using inductive and deductive methods. Thematic analysis and computer software NVivo played a critical role in analysing and refining the results. The search, query, and visualization tools of NVivo effectively verified the networks and patterns in the data and interpretation of the context and identity of participants’ answers. Main findings: The findings identified four main themes: Recruitment and work experience; Emotions; Discrimination at work, and Inequality at work. The study demonstrates the hidden inequalities and discrimination within the industries (the hospitality industry in this case). However, participants confirmed that racism is a severe problem in hotels. The study highlights the experiences of Blacks within the toxic working environment. The research demonstrated the impact of workplace inequality and discrimination on individual development and organizational performance. Practical implications: This study provided valuable insights into the impact of workplace inequality and discrimination on individual development and organizational performance. Contributions/value-adding: The results of this research can be used by human resources managers to (1) create awareness and communication within individuals, organisations, and society regarding workplace inequality and discrimination. (2) insist that trade unions and the government must revisit their mandate to protect workers, irrespective of nationality. This research has shown that vulnerable employees: women, foreign workers, and school leavers are exploited in the hospitality industry. (3) implement training and development programmes to help employees improve their skills and meet the organization’s objectives.