| Summary: | Purpose - Women can be found working in almost all types of works assigned to men and in some cases are preferred compared to men, for examples, the front line in the tourism and hospitality sector. Yet, according to Ezzedeen, Budworth, and Baker (2015), women employees experience glass ceiling as unsurpassable barriers in their career progression.Malaysia is one of the most visited country in the world received 26.8 million visitors in 2016 that indicates 4 percent growth
than the previous year (Tourism Malaysia, 2017). Therefore, the tourism industry of Malaysia has
a significant contribution in job creation and has a diverse group of employees to keep the sector
stable and ideal scope of this study. However, women employees in the sector are the key and the
front line of the industry alike the rest of the world.At present, it is an established fact that women employees hold the front-line in the tourism and hospitality industry. However, they are largely presented in clerical and service level jobs, but barely found at professional levels (UNWTO, 2010), which indicates male are more likely associated with the role of managers in this industry (Wood, 2008). As a result, in the tourism and hospitality industry, where women employees are significant contributors, investigating on barriers that restrict women to progress in their career bears a great significance in the industry.Consequently, a conceptual framework of women’s career advancement plays a significant role to underline the reason of female employees’ slower and uneven career progress.Hence, this paper aims to propose a conceptual model to identify plausible barriers to career progression for women employees.
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