Pregnancy and Workplace Inequality in the Hospitality Industry: A Conceptual Framework for Understanding Discrimination and Job Insecurity

Abstract

The hospitality industry is characterised by labour-intensive tasks, irregular working hours, and high levels of customer interaction, conditions that often present significant challenges for pregnant employees. Despite the existence of labour protections and equality legislation in many jurisdictions, pregnancy-related workplace inequality remains pervasive, particularly in service-oriented sectors where flexibility and productivity demands are high. This conceptual paper examines how pregnancy intersects with workplace inequality in the hospitality industry, drawing on Gender Role Theory and Labour Process Theory to explain patterns of discrimination, marginalisation, and job insecurity.

Existing literature indicates that pregnant workers frequently experience reduced work allocations, exclusion from career advancement opportunities, negative managerial attitudes, and subtle forms of organisational discrimination. The paper develops a conceptual framework linking organisational culture, managerial perceptions, and job design characteristics to key outcomes, including employee well-being, turnover intentions, and career stagnation. It further highlights how the informal, precarious, and customer-driven nature of hospitality employment exacerbates vulnerability among pregnant workers.

The framework emphasises the mediating role of workplace support systems, policy enforcement, and inclusive human resource practices in mitigating adverse outcomes. By situating pregnancy-related inequality within the structural and operational dynamics of hospitality work, this study contributes to both labour and gender studies literature and offers practical insights for creating equitable and inclusive workplaces.