Creating neurodiverse-friendly spaces in hospitality  

by | Sep 18, 2024

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by Tanya Girdhar John

Sri Lanka’s opening of its first hotel managed by an all-female team brought the attention of the world towards gender representation within hospitality workspaces. Amba Yaalu Kandalama, run by an all-female staff-from top management to maintenance-is a bold initiative given that women only comprise 10% of the country’s tourism workforce.

As we open the conversation about women in tourism and hospitality at large, there is no better time to focus on women’s impact within the sector than International Women’s Day.

Women in tourism: current impact and outlook

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Women currently make up 54% of the global tourism workforce

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In the hotel industry alone, women representation remains between 60-70%

So, where is the gender gap?

According to UN’s Global Report on Women in Tourism, majority of women in tourism work in the informal economy where they earn less and have less job security.

Female workers are underrepresented in leadership roles, currently holding less than 40% of the managerial positions within the sector.

Closing the gender gap–trends and opportunities 

Hospitality hub

The hospitality remains a hub of opportunities for women, who often dominate roles in accommodation, food and beverage services, and customer relations.

 

Rise of female travellers

The increasing number of female travellers is reshaping the travel industry. This is creating opportunities for female-run businesses that can cater to female traveller needs and preferences, such as safety, wellness, and personalised experiences.

Sustainable tourism

A 2023 study states that destinations with greater gender equality tend to have more sustainable tourism practices, showing the positive correlation between women empowerment and responsible tourism.

Entrepreneurial spirit

Women are entering entrepreneurship with ventures like boutique hotels, tour operations, and travel agencies, often with a focus on community-based tourism.

Addressing the challenges faced by women

Despite their significant contributions, women in hospitality and tourism continue to face numerous challenges:

  • Due to the gender wage gap, women in the industry often earn less than their male counterparts for comparable work which reinforces systemic inequalities.
  • Long hours or inflexible schedules, make it challenging for women who juggles family responsibilities and, sometimes motherhood alongside their career.
  • Women are often limited to stereotyped roles (i.e: receptionist, server) perpetuating traditional gender roles and discouraging them in leadership positions.
  • Many women in the travel and hospitality industries are unaware of their rights, available resources, and opportunities for professional development.
  • The lack of mentorship and resources makes it harder for women to acquire the skills and networks needed to advance their careers.

Strategies for women empowerment in hospitality

To create a more gender-inclusive hospitality and tourism sector, it is essential to implement comprehensive diversity, inclusivity and equity strategies for better employee welfare.

1. Addressing stereotypes with policy and advocacy

Industry stakeholders can advocate for policies that promote gender equality and empower women in the workplace while supporting organisations that are working to advance women’s rights in the industry. Challenging gender stereotypes within operations and in marketing and advertising materials, establishing the correct DEI strategies and awareness, addressing gender disparities in wages, and hiring and promotion practices are essential in ensuring workspaces remain safe and healthy and will encourage more women to participate within the industry.

2. Technology utilisation

Technology bridges the opportunity gap for women in tourism, enhancing access to training and mentorship and providing online platforms for them to connect, share resources, and network. Technology tools like mobile apps can also be used to promote women-owned businesses. In addition, effective roster management systems, cloud services that enable remote working, or performance tracking that alleviate biases in promotions and other opportunities will create workplaces that foster employee equality and equity.

3. Education and mentorship

UN Tourism has partnered with UN Women and external partners worldwide to bring gender issues to the forefront of the tourism sector. Similar initiatives, not only at the international level but also at regional and local levels, provide opportunities for women to learn and access equal opportunities within the industry. Scholarships, leadership training, financial literacy, entrepreneurship opportunities and networking opportunities for aspiring professionals are also helpful.

4. Flexible work arrangements

While equality is crucial in the industry, so too is equity; understanding and addressing the needs unique to women. For instance, on-site childcare facilities or childcare subsidies can make it easier for women to return to work after having children. Oftentimes, social responsibilities for women differ from their male counterparts, demanding their attention for other activities such as feeding hours. In such instances, flexible work schedules and remote work options enable women to balance work and family life.

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Accelerate action for an empowered future

Imagine an industry where people are equally represented at all levels—from entry-level positions to C-suite executives—and empowered to reach their full potential, with their unique skills and perspectives creating a more inclusive, innovative, and sustainable future. As International Women’s Day 2025 urges all to accelerate action for gender equality, industry stakeholders are called to accelerate their commitment to realising the vision of gender equality within the sector. 

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The hospitality industry prides itself on creating welcoming environments for people of all backgrounds. However, what about guests with neurodiverse needs? As awareness grows about the prevalence of neurodiversity—with studies suggesting 15-20% of the global population falls under this umbrella—the industry has a unique challenge in creating inclusive experiences for this significant yet underserved market.

What is neurodiversity?

 

hospitality inventory management system

Challenges for neurodiverse guests

With approximately one billion people with disabilities, they are considered the world’s biggest minority! For neurodiverse travellers who are also a part of this group, a typical hotel setting can present several unique challenges.

  • Sensory overload: Neurodiverse individuals generally experience heightened sensitivity to sensory stimuli. Crowded lobbies, bright lights, and constant noise can be overwhelming due to sensory overload and overstimulation.
  • Communication and interactions: Neurodiverse guests may struggle during social interactions due to difficulties in processing body language, voice tone, and facial expressions. Individuals with speech impairments might find it even harder to communicate their needs.
  • Information processing: Navigating unfamiliar surroundings and having a wide range of accommodations, amenities, and meal options to choose from can be confusing and overwhelming, leading to decision fatigue and anxiety.
  • Lack of awareness on neurodiversity: A 2024 Bloomberg article reveals that 78% of families affected by autism avoid travel altogether due to limited industry support. Lack of awareness or proactive supportive measures has led to decreased guest satisfaction.

By understanding these challenges, the industry can create more inclusive and welcoming environments for all types of guests.

The importance of inclusivity in hospitality

Creating inclusive spaces benefits everyone. It allows neurodiverse guests to feel welcome and comfortable, ultimately enhancing the overall guest experience. Beyond that, inclusivity is an ethical imperative, ensuring everyone can enjoy the benefits of travel. There is also a strong business case: catering to the neurodiverse market unlocks access to a wider audience, fosters positive word-of-mouth recommendations, strengthens brand image, and increases customer loyalty.

How to support neurodiverse guests

Let us explore the ways hotels can offer welcoming environments for these guest types:

1. Using the right technology

Leverage technology to simplify booking and stay experiences, offering contactless check-in options, flexible check-in and check-out times, and allowing returning guests to pre-select preferences. This empowers guests to control their environment from the outset, reducing anxiety or stress. Recent surveys suggest that over 50% of neurodivergent travellers prefer to limit communications with the front desk upon arrival, favouring self/mobile check-in and check-out to greatly improve their experience.

2. Providing staff training and awareness

From higher management to junior employees and assistants, it is important to train hotel staff about diverse guest needs, including neurodiversity and sensory sensitivities. This means equipping them with the tools to identify and anticipate the needs of neurodiverse guests and to communicate with patience and empathy. Fostering an overall culture of inclusivity and understanding helps to create a more welcoming atmosphere for all guests.

3. Designing neurodiverse-friendly spaces

A typical hotel atmosphere of crowds and noise can be overstimulating to most neurodiverse guests. Ensuring a calming atmosphere in at least some common areas (i.e., hotel lobbies) can be very helpful to mitigate sensory overload. Sensory-friendly options like dim lighting and soundproofing measures to reduce external noise are thoughtful options as well. Providing quiet retreats or designated sensory-friendly zones can offer much-needed respite for guests who require it.

4. Designing sensory-friendly rooms

Accommodation options should also be designed with neurodiverse guests in mind. Hotels can create adaptable rooms with features like adjustable lighting and temperature controls while stocking the rooms with sensory-friendly amenities. Around 60% of Millennial and Gen Z neurodivergent travellers would welcome sleep gadgets, such as weighted blankets, pillow menus, sleep masks, noise-cancelling headphones and meditation or sound machines to make their hotel stays more comfortable.

5. Ensuring clear communication

It is important to make detailed information about the property and its services readily accessible to all guests. Clear and concise language in all communication materials, visual aids and alternative communication methods—social stories or picture menus, for example—can meet this need. By providing information in multiple formats, hotels can ensure that all guests can understand and engage with its offerings.

6. Building value-driven partnerships

Collaboration is key when catering to diverse guest needs. Partnering with local ADHD, autism, dyslexia or other support organisations can provide knowledge and actionable insights. First-hand input from neurodiverse individuals and families is also important in better understanding their specific needs. Building relationships with these stakeholders can lead to innovative solutions and ensure that the hotel’s offerings truly meet the needs of neurodiverse guests.

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A welcoming future for all

By prioritising inclusivity and understanding, the hospitality industry can create welcoming environments for all guests, including those with neurodiverse needs. This timely shift is not merely a social responsibility but a key to expanding into a dynamic, new market, unlocking a world of opportunities in the ever-evolving travel and hospitality sector. Be ready to embrace neurodiversity and create a future where everyone feels comfortable stepping through your hotel doors.

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Manoj K Mohanty | IDS NEXT

Author

Manoj K Mohanty

Senior Vice President - Sales, South Asia & South East Asia

He brings extensive industry experience and a track record of success in selling technology and services to global clients across hospitality markets. He has proven to be essential and crucial Sales personnel who is primary involved and contributing to acquiring new clients in South Asia and South East Asian regions.

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