Special Issue editors:

Almudena Otegui Carles, University of Vigo, Spain – almudena.otegui@uvigo.es

André Luiz Vieira Soares, Federal University of Rio Grande do Norte, Brazil – andresoares.ict@gmail.com

Viachaslau Filimonau, University of Surrey, England – v.filimonau@surrey.ac.uk

Oscar Vorobjovas-Pinta, University of Tasmania, Australia – oscar.pinta@utas.edu.au

Despite a proliferation of studies exploring gender and sexualities in tourism, hospitality, events, and sport management in recent years (Porter & Schänzel, 2018; Porter, Schänzel, & Cheer, 2021; Vorobjovas-Pinta, 2021), the number of studies on gender equality remains limited (Araújo-Vila et al., 2021) considering the perpetuation and worsening of inequalities in light of the COVID-19 pandemic (Freund & Hernandez-Maskivker, 2021; Power, 2020; UN Women, 2020; UNFPA, 2020; UNWTO, 2021). Indeed, there is a dearth of research pertaining to diversity management in the field of tourism, hospitality, events, and sports. This is particularly concerning as business studies more broadly have advanced in this research area (Kalargyrou & Costen, 2017). Another research challenge is limited focus on the relationship between masculinities and inequality, as well as the influence that masculinity has on the gender roles assigned to management (Chambers et al., 2017; Mooney, 2020; Rawat & Khoo-Lattimore, 2016; Segovia-Pérez et al., 2019). Hegemonic masculinity, implicated in the promotion of heteronormativity (Mooney, 2020), remains a prevailing status quo in management studies (Carvalho et al., 2019), research in tourism, hospitality, events, and sport management is no exception.

Hegemonic masculinity is defined as opposed to women, but also as non-dominant forms of masculinity (Carvalho et al., 2019; García Marín, 2021; Mooney, 2020; Porter et al. 2021; Thomson, 2020). These hegemonic interpretations and understandings of heteronormativity and gender binary inadvertently puts women and LGBTQI+ individuals into a vulnerable position within the work environment (Vizcaino et al., 2020), often experiencing hostile workplace environments, harassment, bullying, and discrimination (Suen et al., 2021). This results in difficulties at work, as well as significant economic and social costs for both workers and businesses (Vongvisitsin & Wong, 2021). The prevailing binary understandings of gender in tourism, hospitality, events, and sport settings, and management more broadly, also influence labour standards such as gendered appearance codes in services work environments, a consequence of heteronormativity that may go unnoticed, but that could have an oppressive effect on LGBTQI+ people (Easteal et al., 2018). As such, there is a need for studies exploring the negotiation of LGBTQI+ identities within the workplace environment (Vorobjovas-Pinta, 2021).

Within the LGBTQI+ acronym, intersex people have been particularly overlooked. There is a lot of stigma associated with intersex people, and they are often left to be invisible and on the margins of society (Zeeman & Aranda, 2020). In sport this is reflected, for example, in the compulsory gender verification for athletes with the inspection of external genitalia, which is unfair, humiliating, and detrimental to the sport (Ritchie et al., 2008). Currently, the measurement of testosterone levels to compete in female categories, leads to taking hormonal medication to reduce those levels, increasing the already unnecessary medicalisation that burdens the intersex population (Archibald, 2019; Carpenter, 2018; Henningham & Jones, 2021). Nowadays, a definitive solution to divide sports competitions into binary categories remains a complex issue (Harper et al., 2018), and the solution that some people claim is to end the separation into binary categories (Archibald, 2019).

Even though tourism offers opportunities to achieve gender equality and the empowerment of women (UNWTO, 2019), they are often concentrated in low-skilled or informal jobs (UNWTO, 2021), most part-time jobs in tourism are occupied by women (Martínez-Gayo & Martínez Quintana, 2020), and even doing equivalent tasks, they earn less than men (UNWTO, 2019). Gender inequality also leads to women’s segregation to job occupations or positions regarded as female ones, and that prevents women to be promoted to a new position (Costa et al., 2016; Mooney, 2020; Russen et al., 2021; Segovia-Pérez et al., 2019). When women are promoted, the promotion tends to be in smaller corporations (Segovia-Pérez et al., 2019) and they tend to be under more pressure than men in their managerial positions (Freund & Hernandez-Maskivker, 2021). In sports, the gender imbalance is even more prevalent which is evidenced by relatively low women participation in sport, especially the number of qualified female coaches and senior coaches (Sexism in Sport, 2021)

The aim of this Special Issue is to advance research in the realm of gender and sexual (in)equalities in tourism, hospitality, events, and sports management. In addition to examining gender inequalities suffered by women and LGBTQ+ individuals, this Special Issue encourages research specifically related to intersex people.

Topics along the following areas in tourism, hospitality, events, and sport industry related are welcome, though other relevant areas will likewise be considered:

  • Female, LGBTQ+ and/or intersex representation in supervisory and managerial positions
  • Management best practices in gender, sex, and sexual orientation diversity
  • Management training in gender, sex, and sexual orientation diversity
  • Managerial approaches to reduce gender pay gap and/or occupational gender segregation
  • Stress management experienced by female, LGBTQ+ and/or intersex workers
  • Stigma and discrimination in managerial practices against intersex people
  • Management practices to reduce discrimination and/or gender stereotyping in the workplace
  • Management strategies and policies in relation to LGBTQI+ inclusion
  • Management of gender binary categories both in elite and school sports
  • Female, LGBTQ+ and/or intersex in sports management
  • Relation between management gender (in)equality and enhanced financial results
  • Relation between diversity management connected to emotional intelligence
  • Relation between hegemonic masculinity and inequal management practices
  • Informal male-dominated networks within work environments
  • Management of gendered formal and informal norms

We welcome submissions of conceptual and empirical studies, underpinned by both qualitative and quantitative, or mixed, research methods. Analysing the negative effects of gender inequalities on the workplace, this Special Issue encourages prospective authors to apply a critical approach to review the traditional models of masculinity, and the roles and stereotypes associated with it, as well as its possible transformations, in the context of tourism, hospitality, events, and sport management.

Key Dates:

  • Submission of abstracts: 30 November, 2022
  • Notification of abstract acceptance: 15 December, 2022
  • Portal available for submission: 15 January, 2023
  • Submission of full papers: 15 May, 2023
  • Peer review reports: 1 August, 2023
  • Authors to revise and resubmit based on peer review reports: 15 September, 2023
  • Publication of Special Issue: end of 2023

Guidance for Contributors

We request that authors submit an expression of interest comprising of 300 words abstract and a list of highlights with the main contribution of the paper in the form of 3 to 5 bullet points (max 200 words). Please email these with the title of the special issue in the subject line by the abstract submission deadline – 30 November 2022 at almudena.otegui@uvigo.es, andresoares.ict@gmail.com, v.filimonau@surrey.ac.uk, and oscar.pinta@utas.edu.au.

Photo by Pawel Czerwinski on Unsplash

Pin It on Pinterest