Cultural Diversity In Global Tourism
Despite the recent economic crises, the global tourism industry is experiencing constant growth, proof of which can be found in the 4.7% increase in 2014 from the previous year and with a further expected increase of 3%- 4% in 2015 (UNWTO Communications and Publications Programme, 2015 ). In addition to this continued growth, the tourism industry has also been influenced by the rise of globalization and subsequent rise of multinational companies and immigration leading to a more culturally diverse workforce as one of the many results of these phenomena (Cox, 1994).
According to Green, Lopez, Wysocki, and Kepner (2002), diversity can be defined as “acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status”.
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The first focuses on “issues such as gender, race and age” (inborn differences), while the second focuses on subjects such as “communication style, religious beliefs, ethnic customs, relationship status and general appearance” (acquired qualities) (Gong, 2008). All of these factors contribute to the definition of cultural diversity.
Cultural diversity is most often viewed as a source of competitive advantage for organizations (Cox & Blake, 1991), however it can also be seen as a problem or even a threat (Dass & Parker, 1999). The study of cultural diversity within employees in the hospitality industry is one of importance when placed in the context of our modern times and ever changing alterations to global labor
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