An exploration of HR policies and practices affecting the integration of persons with disabilities in the hotel industry in major Canadian tourism destinations

This study explores how and in which areas current HR practices affect the employment of persons with disabilities in hotel organisations in key tourist destinations across Canada. Despite few HR initiatives in some of the participating hotels, overall, no best HR practices in this area as described in other industry sectors could be found. The complexity of defining disabilities, the limited legal pressure and control of providing employment opportunities for persons with disabilities, and the limited awareness, understanding, and communication between employees with and without a disability seem to limit the attraction and integration of persons with disabilities. Further, managers’ preferences for aesthetic and self-presentation skills and a number of traditional hotel industry specific characteristics might hinder the recruitment of persons with disabilities. Employee selection criteria focusing on physical attractiveness and aesthetic skills need to be reviewed and realigned with ethical and non-discriminatory principles and guidelines. The development of a proactive strategy based on a sound business case, changes in areas such as communication and education, and closer cooperation with employment agencies could help hotels to demolish artificial barriers, stereotypes and perceptions of the employment of persons with disabilities.