INCLUSIVITY PRACTICES OF HOSPITALITY INDUSTRY IN ORMOC CITY

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An Undergraduate Thesis

Presented to the Faculty of Business & Management Department

Eastern Visayas State University - Ormoc Campus

Ormoc City, Leyte

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In Partial Fulfillment

Of the Requirements for the Degree

BACHELOR OF SCIENCE IN HOSPITALITY MANAGEMENT

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By:

ALVARO JONALYN

AGRIPALO JONALYN
SALANAP JOLIBELLE DYAN
JARON JOHN PAUL
SANICO MARY JOY
 Chapter I
INTRODUCTION

Background of the Study

The hospitality industry continuously contributes to the economic growth and is

impacted as one of the major needs of the industrial aspects and it’s social aspects of Ormoc

City, giving essential ways of services and employment opportunities for different

individuals. However, with the continuous improvement and increase in diversity and

establishments world wide, the industry needs to ensure adapting the equality traits for all

employees regardless of their demographic identity background. This study aims to evaluate

the inclusivity practices of the hospitality industry in Ormoc City, pointing out how it is

applied to their practices in accommodating the employees of different groups where they’re

involved in their genders as well as the disabilities.

As one of the important component of Ormoc City’s economic and their social

growth enhancement, the hospitality sector that proven to have been able to give a wide range

of opportunities for people from different backgrounds. The need to incorporate inclusion

into workplace practices is highlighted by the sector’s explosive growth and the growing

diversity of establishments across the globe. Inclusivity ensures that employees always feel

appreciated and acknowledge by their workplace, irrespective of their gender, skills, or other

demographic characteristics. This strategy not only boosts productivity and employee morale,

but it also draws in a larger talent pool, encouraging innovation and creativity inside

businesses.
 The main aspects of hospitality enterprises in Ormoc City can be greatly assured by

inclusiveness initiatives. The customers have been inclined to support different businesses

that uphold equality and respect. In addition, the integration of inclusive policies fosters a

sense of justice and belonging for LGBTQIA+ people and employees with disabilities. This

study will look for the potential and challenges of accepting diversity while assessing the way

in which inclusion is used in the city’s hospitality sector. The study also wants to provide

practical suggestions for establishing fair and inclusive workplaces for all workers by

pointing out areas that require development and emphasizing effective tactics.
Statement of the Problem

The study aims to determine inclusivity practices of hospitality industry in Ormoc

City.

Specifically, it sought to answer among the following questions:

1. What is the Demographic profile of the respondents in terms of:

1.1 age,

1.2 gender, and lgbtq+

1.3 disability,

1.4 hospitality sector?

2. What are the inclusivity practices of the hospitality industry in terms of:

2.1 working hours,

2.2 benefits/salary,

2.3 nature of work and

2.4 work and life balance?

3. Is there a significant relationship between demographic profile of the respondents and

the inclusivity practices in hospitality industry working hours, benefits/salary, nature

of work, work and life balance.

4. Based on the result of the study, what recommendation can be drawn?

Conceptual Framework

INPUT PROCCESS OUTPUT

Demographic profile of the SURVEY
respondents in terms of: QUESTIONAIRE Based on the findings of the
study, the researchers will
 age formulate recommendations
 gender for improving inclusivity
 disability practices within the
 hospitality sector hospitality industry in Ormoc
DATA City. These recommendations
The inclusivity practices of GATHERING will likely address specific
the hospitality industry in areas identified as needing
terms of: improvement, such as
policies, training programs,
 working hours or organizational culture
 benefits/salary shifts.
 nature of work
 work and life balance
Hypothesis

Ho: There is no significant relationship between the demographic profile of the respondents

and the inclusivity practices in Ormoc City in terms of working hours, benefits/salary, nature

of work, work and life balance.

Ha: There is a significant relationship between the demographic profile of the respondents

and the inclusivity practices in Ormoc City in terms of working hours, benefits/salary, nature

of work, work and life balance.

Significance of the Study

The results of the study will be beneficial to the following:

Hospitality Industry Professionals:

Hotel Managers and Owners: Their insights are crucial to understand the current state of

inclusivity practices, existing challenges, and potential solutions. They can provide

information about policies, training programs, and infrastructure.

Restaurant Owners and Managers: Similar to hotel managers, they can offer insights into

accessibility features, staff training, and customer experiences in their establishments

Hospitality Staff: (including front desk, housekeeping, servers, etc.) Their perspective are

valuable to understand the practical implementation of inclusivity practices, the challenges

they face, and their training needs.

Community Members:

Local Residents: Their input is important to understand the general perception of inclusivity

in the hospitality industry of Ormoc City. They can provide insights their experiences,

awareness of accessibility issues, and potential barriers faced by people with disabilities

Tourism Officials and Stakeholders: Their perspectives are crucial to understand the impact

of inclusivity practices on tourism development in Ormoc City, they can offer insights into

marketing strategies, accessibility guidelines, and the potential for attracting a wider range of

tourist.

Researchers. The study may add to the studies that the researcher can apply this to their

study as a foundation to make their study strong and contribute to the body of knowledge

about the inclusivity in the industry empowerment.

Future Researchers. The study will become a reference for the researchers that wanted to

continue or have an interest in this inclusivity exploration, as they can continue the data and

recommendation of this study.

Definition of Terms

Working Hours- The precise timetable, usually expressed in hours per day or week, that an

employee is anticipated to work.

Benefits/Salary- The payment and extra benefits both monetary and non-monetary that are

given to workers in return for their labor.

Nature of Work- The duties and obligations that are assigned to a worker according to their

job description or role.

Work and Life Balance- The capacity to successfully balance personal health and leisure

time with professional obligations.

Scope and Delimitation

This study will focuses on evaluating inclusivity practices within the hospitality

industry in Ormoc City, particularly concerning working hours, benefits/salary, nature of

work, and work-life balance. It examines the relationship between inclusivity practices and

the demographic profiles of employees, including age, gender, sexual orientation, and

disabilities. The respondents consist of 50 employees from hotels, restaurants, and related

establishments within Ormoc City.

The study will be limited to hospitality businesses within Ormoc City and excludes

establishments outside this area. It focuses only on inclusivity practices and does not examine

other organizational practices. Data collection relies on self-reported surveys, which reflect

the respondents’ perspectives and may not fully capture organizational policies or broader

workplace dynamics.
 CHAPTER II

REVIEW OF RELATED LITERATURE AND STUDY

This chapter represented the ideas of related literature and studies both for foreign and

local sources. The information gathered by the researcher focuses on inclusivity practices of

hospitality management in Ormoc City, and it will also guide the researcher to achieve the

target objective by getting some important ideas on other related studies of the study. Those

that were included in this chapter help in familiarizing themselves with information that is

similar to the present study.

A comprehensive understanding of diversity and inclusion is essential because it

understands the interdependence of employees and customers in the hospitality and tourist

industries. (Madera et al., 2023). In the study of Madera & Beiza (2023), state that diversity

training can be done in hospitality and tourist organizations, with an emphasis on how to

design diversity training, measuring attitudes and beliefs before and after training, and

determining who should participate.

According to Luu (2021), disability inclusive leadership connected the gap between

disability inclusive HR policies, work-family conflict, and work-family enrichment among

employees with impairments. In all studies, leaders’ work-family conflict reduced the

negative connection between disability inclusive leadership and employee work-family

conflict. Nonetheless, while the interactional effect of disability inclusive leadership and

leaders’ work-family enrichment was imposed on work-family enrichment among

Vietnamese employees with disabilities, this control mechanism was not supported by the

Korean sample. It is believe based on the study of Mzembe & Filimonau (2024),

organizational members were eager to participate in caring actions for employees with
disabilities (EWDs) not only when they considered that inclusion actions for EWDs were

procedurally fair, but also when they believed that PWDs deserved distributive justice

outcomes.

Technology for training and development programs aimed to address gender issues

and promote the expansion of diverse talent pools. Businesses can not only increase their

competitive advantage by implementing cutting-edge technical solutions, but also make a

significant contribution to the development of more fair and inclusive working environments

around the world. (Talukder et al., 2024). An inclusive leader should be caring and respectful,

advocate fair treatment, facilitate staff growth, express employee appreciation, and

acknowledge their role in societal inclusion more broadly. (Vassou et al., 2024).

The first area emphasizes the essential aspects that Influence service quality. The second part

focuses on the specific practices and tools for sustainability and service quality that influence

development and corporate performance. Finally, the final component examines the impact of

strategy, management of sustainable practices, and service quality on corporate development.

(Villanueva et al., 2020). The general effectiveness of management accounting techniques in

the hotel sector and the most popular ones. The significance of the practices in aiding hotels'

decision-making is also demonstrated, as are the difficulties they must overcome in putting

them into reality. (Campos et al., 2022).

According to Kabangire & Korir (2023), hospitality organizations to succeed, innovation and

creativity are essential. Process enhancements, service design, and technological

developments were recognized as important types of innovation. It was discovered that

resistance to change, company culture, and leadership support were significant motivators

and obstacles. With new technologies like virtual reality and artificial intelligence opening up

new opportunities, technology was acknowledged as a major facilitator. Collaboration, cross-

functional teams, and ongoing learning were all methods used to promote creativity and

innovation. Implications for Theory, Practice, and Policy: In order to remain competitive in

the market, the study advised hospitality firms to invest In technology, foster a collaborative

culture, encourage innovation and creativity, and support ongoing learning. In accordance to

Hemmington (2020), A focus on the host-guest relationship, generosity, theatre and

performance, ‘plenty of tiny surprises’, and stranger safety a focus that provides guests with

personal, unique, and valuable experiences.

 CHAPTER III

RESEARCH METHODOLOGY

This chapter covers the approach employed and how the research was conducted. It

encompasses the research design, research setting, research tool, and research. Respondents

and data collection technique. We will be able to gather information on the existing state of

phenomena in order to characterize what exists in terms of variables or circumstances

relevant to the problem.

Research Design

The study will be a quantitative research approach is propose for this study. A

quantitative research is use for gathering numerical data and interpreting it using statistical

treatment. This is the most objective research design as it uses data that are gathered from the

respondents, every bias will be eliminated and is will be as accurate as possible. (Bhandari,

2020), Quantitative research is the collection and analysis of numerical data. It can be used to

detect patterns and averages, make predictions, evaluate causal linkages, and generalize the

results to larger populations.

Research Environment

The study will conducted at Eastern Visayas State University Ormoc Campus in

Brgy. Don Felipe Larrazabal of Ormoc City. The campus also provides access to important

ways for conducting this research in connection with industry professionals, which was the

major need of the study, making it more precise and accurate for investigating different

demographic diversity and inclusion practices in Ormoc City hospitality.

Research Instruments

To collect quantitative data for this study, the survey method will be employed as the

research instrument. Researchers will use a self-made questionnaire to collect the necessary

information to achieve the study’s objectives and answer the research questions. The

researchers will create a 20-item questionnaire to represent all of the variables involved in the

investigation. In addition, the Likert Scale will be utilized to examine the respondents’

answers. Because the questionnaire was created by the researcher, it underwent pilot testing

to confirm its reliability and validity. The pilot test had 50 respondents who matched the

study’s target demographic. These persons rated the questions’ clarity, relevance, and

comprehensiveness. Based on their feedback, adjustments were made to the questionnaire to

ensure that it properly captures the data required to meet the research goals.

After preparing the questionnaire, the researchers will disseminate it to the chosen

respondents, who are people with disabilities working in hospitality establishments in Ormoc

City. Prior to collecting data, the researchers will obtain permission from the management of

the target institutions by submitting a formal request letter outlining the study’s goal and

scope.

Research Respondents

The research study will use 50 respondents that were with disabilities involved and

working in the establishment sectors. They will be comprised of people aged 18 to 60 years

old, as they compose the majority of the labor force of the industry. Thus, they are the people

who were able to interact with the industry and experience the application of hospitality

engagement. Furthermore, the respondents will only be chosen within the locality of Ormoc

City to ensure the relevance of the data gathered for the study.
Statistical Treatment

The study will employ the Statistical Package for Social Sciences Version 23 (SPSS)

to conduct analyses focusing on describing the properties of the included measurement

procedures with frequencies and other descriptive statistics.

To interpret the data effectively, the researcher will employ the following:

 Likert Scale

The respondents will be given a chance to rate each statement in the questionnaire.

Their answers will be given a corresponding number as shown below.

5 STRONGLY AGREE
4 AGREE
3 NUETRAL
2 DIS-AGREE
1 STRONGLY AGREE

The responses that will be gathered by the researchers will be tabulated and the mean

score of each item was computed using descriptive statistics. The researchers will use Likert

Scale to measure respondents’ attitude by the extent of to which they agree or disagree with a

particular statement.

A Likert scale is composed of a four or more Likert-type items that represent similar

questions combined into a single composite score/variable.

 Point Likert Scale Mean Scale Value Interpretation

 MEAN SCALE VALUE VERBAL

INTERPRETATIONS

4.21 – 5.00 5 STRONGLY AGREE

3.41 – 4.20 4 AGREE

2.61- 3.40 3 NUETRAL

1.81 – 2.60 2 DIS-AGREE

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