Gendered urban hospitality workplaces: cultural expectations, emotional labour, and work–life integration among women hospitality professionals in Auckland and New Delhi

Balancing work and personal life are still a major issue in industries that rely heavily on services, especially tourism and hospitality. Women in hospitality management positions are more affected by long hours, mental exhaustion, and inconsistent operations. This comparative study examines gendered career challenges faced by women managers in Auckland, New Zealand, and New Delhi, India two rapidly expanding urban tourism destinations with contrasting sociocultural, legislative, and organizational environments. Drawing on a qualitative methodology approach, the study investigates workplace expectations, work–family interface, career advancement pathways, and institutional support frameworks through a structured questionnaire and human resource policies. Findings demonstrate that although women in both cities encounter similar barriers including inflexible scheduling, gender bias in leadership perceptions, and heightened domestic responsibilities the intensity and manifestation of these challenges vary significantly. Women managers in Auckland benefit from stronger regulatory protections, employer-driven well-being initiatives, and more equitable household role distribution, whereas their counterparts in New Delhi report chronic role overload, limited childcare infrastructure, and constrained mobility shaped by cultural norms and safety concerns. The research highlights the need for context-specific policy responses, inclusive organizational cultures, and gender-responsive human resource practices to enhance retention and leadership progression for women in hospitality and tourism. The study contributes to global debates on gender equity in service-sector careers and offers actionable insights for industry practitioners and policymakers aiming to foster sustainable and inclusive workforce development.