Glass Ceilings & Leaky Pipelines: Gender Disparity in the Casino Industry

While women account for over half the hospitality workforce there is a gap in leadership positions. This study evaluates 10,950 management positions in 972 United States commercial and Native American casinos, as of December 2016. The results show women hold 35.5% of manager and above positions. Women lead in departments such as human resources, public relations, and sales and events, but lag in casino operations management. This demonstrates horizontal occupational segregation. The results also indicate women represent 46.7% of managers, but significantly less of executive leadership. Women held only 19.4% of owner, president, and chief positions. This suggests vertical occupational segregation or a potential glass ceiling. Gaps in vertical leadership occur across individual departments as well

COVID-19 and its Implications for Women In Gaming: Move Towards Regulation, Policies, and Culture Changes in the United States

COVID-19 exposes structural inequalities within American society which can no longer be ignored. Here, we highlight the structural inequalities women and women of color face that are glaringly apparent or exacerbated in the pandemic. Inequalities that play a role in the unemployment, insufficient workplace protection, and increased work-life demands of women and women of color in the gaming industry. Instead of returning to “normal” business post-pandemic, we urge gaming leaders to reflect on these inequities within their workplaces. We offer that guaranteed paid leave and permanent flexible work arrangements could improve the life of gaming women employees and their families

Female Leadership in Gaming: Where Are They & Where Are They Missing?

Women account for over half the gaming workforce, but there is still a gap in leadership. Men continue to dominate casino executive and board positions and this is not representative of the front-line workforce. This presentation uses a database of 10, 950 management positions in 972 United States casinos to evaluate the facts, not perceptions. The database consists of 567 commercial and 405 Native American casinos, which are evaluated separately and in combination. Results show women hold 35.5% of manager and above positions when evaluated overall, but there is a significant difference when evaluated by type of operations. Commercial casinos averaged 33.6% female representation in management while Native American casinos averaged 37.8%. When evaluating across different levels of management positions in both commercial and Native American casinos, the higher the position, the less women represented. This decline is accentuated in commercial casinos properties. Native American casinos, in general, have a slightly higher percentage of females at each management level but only the top executive level indicates a significant difference between commercial and Native American casinos. These results suggest a potential glass ceiling in both commercial and Native American casinos

Where Women Stand in Tribal vs. Non-Tribal Gaming Leadership

Tribal casinos operate for the economic development and self-sufficiency of their members so additional profit generated directly benefits their communities. Gender diversity has been shown to increase firm performance across different types of business so if tribal casinos have gender diversity in management they may be able to increase their profits. This study evaluates casino management positions in 405 tribal and 567 non-tribal casinos in the United States. Results indicate that women in tribal gaming only make up 37.8% of all management positions and while they represent about half of managers, the percentage decreases as the position increases. When compared to non-tribal casinos, tribal casinos have a significantly higher percentage of women representation overall, 37.8% vs. 33.6%, but when evaluating each level there is only a significant difference at the top position with tribal casinos having 23.5% of women representation compared to 17.1% in non-tribal casinos. While these results indicate that tribal casinos have a higher percentage of women in top positions compared to non-tribal casinos there is still room for additional gender diversity across the top levels

Promoting Diversity and Combatting Discrimination in Research Organizations: A Practitioner’s Guide

The essay is addressed to practitioners in research management and from academic leadership. It describes which measures can contribute to creating an inclusive climate for research teams and preventing and effectively dealing with discrimination. The practical recommendations consider the policy and organizational levels, as well as the individual perspective of research managers. Following a series of basic recommendations, six lessons learned are formulated, derived from the contributions to the edited collection on "Diversity and Discrimination in Research Organizations.

“What, Was I Supposed to Give Up My Career?”: The Working Worlds of Women in Gaming Management

This study sets out to explore the work and lives of women in casino gaming management. I focus on making women’s voices and experiences heard in an industry that is still heavily male dominant. This research uses in-depth, semi-structured interviews to discover work experiences of women across departments and industry divides, exploring four dimensions of their daily work lives and career decisions: barriers to advancement, work-life balance, mothering, and sexual harassment. I interview women from various sectors of the gaming industry, from resort operations, to manufacturing, to consulting firms, to compare and contrast different work cultures as variables to paint the totality of the industry. This study introduces both an academic and policy discussion around what is—and what isn’t—working for gaming women at work. By listening to women’s stories and understanding their experiences, as well as offering new perspectives and counter narratives, we can begin to invite change to create safer, healthier, happier, more inclusive workplaces for all. These women’s stories and experiences serves as a reminder that although women have come far in the workplace, there is still further to go

Promoting Diversity and Combatting Discrimination in Research Organizations: A Practitioner’s Guide

International audienceThe essay is addressed to practitioners in research management and from academic leadership. It describes which measures can contribute to creating an inclusive climate for research teams and preventing and effectively dealing with discrimination. The practical recommendations consider the policy and organizational levels, as well as the individual perspective of research managers. Following a series of basic recommendations, six lessons learned are formulated, derived from the contributions to the edited collection on “Diversity and Discrimination in Research Organizations.