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Traditionally, world all over, men and women’s roles differed greatly due to the fact that division of labour was based on ones sex. Changes observed, today, in the forms of structure of employment, gender equality campaigns and policy guidelines are viewed as not being good enough to eliminate employment disparity by gender. There still exists an unfair share of key managerial and executive positions among women and men in all the sectors of the present Rwandan economy, the hotel industry included. The present study was conducted mainly with a view to identify the main factors that influence women’s career advancement in the hotel industry, to examine the role of female workers in the industry besides seeking and analysing the workers’ views on gender disparity within the hotel industry. The sample size of the study comprised a total of fifty (50) respondents drawn from the selected hotels: Three Star Hotels, Four Star Hotels and Five Star Hotels operating in the City of Kigali. The respondents comprised human resource managers, heads of housekeeping department, heads of food production department, sales and marketing department, food and beverage services department and heads of front office department. The principal findings of the study were: women were found to be labeled as sex objects, slow, moody and sickly and hence, the aforementioned seen as main cause of gender disparity in the hotel industry. The number of qualified women and with experience for senior positions is lower than that of men. Besides, management priorities, family responsibilities, recruitment procedures and the nature of works that favor men were identified as other factors contributing to gender disparity observed in the industry. In addition, recruitment based on family relations and social networks were pointed out as for factors for the aforesaid disparity. The researchers recommend that women employees should be given more opportunities for training on leadership and management in the hotel industry in particular and in other industries in general, with a view to equipping them with the needed professional skills in planning and in general management as well. Besides, this may improve their level of confidence and self-esteem. The employers should not only encourage but also make deliberate efforts to support women who have the relevant qualifications to go for senior positions in the hotel industry.

Constraints Facing Women’s Career Advancement in the Hospitality Industry in Rwanda: Case of Selected Hotels in Kigali