The conclusions of the Gentour Project pointed to the fact that the constraints resulting from work-family balance are the main obstacle to women's vertical mobility in organisations. Thus, public policies promoting equal distribution of family responsibilities among men and women are needed.

In addition, data suggest that the implementation of good practices in organisations, concerning gender equality and work-family balance, might has a significant impact in employees' lives, namely in their job satisfaction.

With the diagnostic of the employment situation of tourism graduates, a set of gender gaps regarding salary, work hours and part-time or full-time jobs, vertical mobility and regional patterns, concerning academic education and entrepreneurial profile, were confirmed. It was also confirmed that women, in general terms, reveal worst employment situations comparatively to men, even when they have a similar academic education or when performing the same task or position.

This research also allowed verifying that women feel more discriminated in their professional lives. The perception of the dissimilarities in the business environment creates discomfort among employees, deteriorating labour relationships, and consequently job satisfaction, and the productivity of employees.

Therefore, policies and action plans are urgently required, related to:

     » Academic and vocational education: the nature, quality and geographic distribution of the education supply must be analysed in order to attenuate regional asymmetries concerning salaries, employment rates and entrepreneurial profile of tourism graduates.
      » Recruitment: the implementation of Gender Equality measures in the recruitment process must be supervised, guaranteeing the adaptation of documents and procedures that support the whole process, such as the adaptation of all organisational documents that must be written with non-discriminatory and gender sensitive language, among others.
      » Employment: national mechanisms for monitoring gaps are needed, in order to promote the "equal pay for equal work" principle. Organisational practices concerning maternity and paternity leaves also need to be monitored.
     » Equal opportunity measures in organisations: namely the wages based on transparent objectives and equal to women and men, clear and well documented procedures concerning performance assessment and career development, adoption of a plan of good practices or a code of ethics, among others.
     » Work-family balance measures in organisations: these measure are needed in order to achieve a greater balance between professional and family lives, that clearly affect negatively more women, demanding a major effort to conciliate both; namely flexibility in changing or managing the work schedule, reintegration of employees who interrupted their careers for family reasons, protocols with family support services, among others.
     » In order to prevent situations of gender discrimination, organisations must integrate a Gender Equality module in their certified training programmes and formal mechanisms to the submission of complaints in gender discrimination, or others situations, must be provided.

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