Amidst a dramatic evolution - post-pandemic rebound, domestic and international tourism, rise of boutique hotels, luxury resorts, cloud kitchens, and innovative food startups—the Indian hospitality sector is buzzing with opportunities. However, in this economic upswing, one question may arise, i.e: Are women being left out of India’s hospitality boom? 

Despite making up a significant portion of the Indian hospitality workforce, women are underrepresented in leadership roles. In a country where hospitality careers are booming, excluding women from the leadership pipeline not only represents a social disparity but also a loss of valuable talent. Globally, hospitality is seen as one of the most inclusive sectors—why is India lagging?

Why are women left out? Understanding the barriers!

Let’s unpack the reasons why women are suppressed despite having equal capability, potential, and passion about the hospitality field. 

1 . Workplace Culture and Safety Matters

Safety for women in hospitality careers is still an unsolved question. The irregular and long hours that are common in hotels, restaurants, and resorts often require women staff to work late till night or commute during off-peak hours. This raises safety concerns mainly in tier II and tier III cities, where public transport is not very reliable for women. 

Moreover, women are vulnerable to experiencing harassment, discrimination, and a toxic working environment. Lack of clearly defined sexual harassment redressal and safe reporting channels discourages women from entering or continuing in the industry. Risks are magnified when women work in resorts or eco-tourism retreats due to rural or remote locations, isolation, and lack of immediate support if required. 

Job opportunities in Indian hospitality for women remain inaccessible unless companies proactively invest in gender-sensitive policies, provide secure transport arrangements, and offer safe accommodation options. 

2 . Traditional Roles and Gender Stereotypes

The deep-rooted societal expectations have pulled back women and are another key reason for women being underrepresented in the Indian hospitality industry. As per gender stereotypes, women are viewed as homemakers, and their careers are considered secondary to family obligations. Such traditional roles clash with the dynamic and unpredictable schedule of hospitality jobs, leading many families to discourage women from pursuing such jobs. 

Also, men are preferred for physically demanding jobs, while women are considered suitable for job roles like front-desk operations or guest relations. This creates a gender divide even in the hospitality industry, where men dominate kitchen training and women are nudged towards desk work.

3. Lack of Networking, Mentorship or Career Pathways

The Indian hospitality sector lacks robust mentorship and career development opportunities for women, mainly in mid- to senior-level positions. Young women entering the sector struggle to visualize a long-term career path. Studies have shown that there are very few visible female role models in leadership, such as general managers, executive chefs, or hospitality entrepreneurs. 

Networking in the hospitality career is male-dominated, and many informal decisions regarding promotion, partnership, or business deals are taken in male-centric circles that might be uncomfortable for women. This limits women’s access to influential mentors, leadership training, and overall industry exposure. 

4. Bias in Hiring and Promotion Practice 

Gender bias continues to impact hiring, salary negotiations, and promotional decisions within the Indian hospitality industry. Despite companies claiming to support gender diversity, there are very few women making it to top management or owning a hospitality venture.

During interviews, women are often asked about their marital status, family plans, and caregiving responsibilities, which are rarely asked of male candidates. This bias directly translates to fewer hiring opportunities and lower salaries, even if the qualifications and performance are equal.

To build an inclusive hospitality hiring culture, companies must shift towards skill-based assessment, structured interviews, and transparent promotion criteria while actively addressing bias through audits and training. 

5. Work-Life Balance and Maternity Penalties 

Work-life balance is notoriously challenging in the hospitality industry. The expectation to juggle family, children, and household responsibilities forces a woman to leave their job during crucial career-building years. 

In case of maternity, when a woman returns post-maternity, they often face a ‘maternity penalty,’ which denies high-responsibility roles due to assumptions about their commitment, availability, or physical stamina. Often, employers hesitate to invest in training or promotions for female employees who they think are less stable due to family obligations. Women with toddlers face issues like the absence of family-friendly policies like creche facilities, paid parental leave, or flexible scheduling, making it harder for them to continue working post-childbirth. 

Flexible working models can help bridge this gap; however, the chances of adoption of such policies are still limited. 

Where is the change taking place? 

Despite the challenges, there are inspiring examples of progress. Urban centers like Mumbai, Delhi, Pune, and Bangalore are witnessing a surge in women-led hospitality start-ups, boutique hotels, and restaurants with female executive chefs breaking the glass ceiling. 

Indian Hotels Company Limited (IHCL) is into an initiative called Diversity Including Women at IHCL - DIWA, which is a six-month intensive training program to induct women at its hotels across different departments to improve their participation in the hospitality workforce. 

• The Taj Hotels has She Remains the Taj through this holistic framework, the company supports women in the community. It is a women-centric initiative for all stakeholders, including guests, employees, and partners. This marks the celebration of warmth and the spirit of every woman. The year 2025 witnesses around 25% of Taj’s workforce being constituted of women with equal opportunities, comprehensive training programs, extended maternity leave, creche facilities, and others. 
• The Leela Palaces, Hotels & Resorts celebrated a month-long campaign to uphold the spirit of women. Their ‘Shefs at The Leela’ was a unique and innovative concept to celebrate all women chefs, an opportunity to showcase their talent through curated dinners, panel discussions, and special masterclasses to other young and blooming women chefs. The brand also entered a partnership with Jodhpur Mahila Griha Udhyog to source bags used across its hotels. 

Figures like Garima Arora, the first woman chef to be awarded a Michelin star, and Ritu Dalmia, a renowned chef and restaurateur, redefine the narrative for women in the culinary industry. 

Role of Hospitality Hiring Platforms 

Specialized platforms like Foodism Connect are emerging as game-changers in the hiring landscape. By curating hospitality jobs for women in India and creating visibility for inclusive employers, these platforms bridge the gap between opportunity and accessibility.

Such platforms are also beginning to include features like women-only job listings in safe, supportive environments and flexible job opportunities for women returning from maternity or career breaks.

By tapping into these networks, companies can gain access to a pool of qualified, passionate, and diverse candidates who are often overlooked in traditional hiring models.

So download Foodism Connect now and get started!