The hospitality industry has emerged as one of the fastest-growing sectors worldwide and contributes significantly to economic development, tourism expansion, and employment generation. Within this industry, women constitute a substantial portion of the workforce and perform critical roles across operational, administrative, and managerial functions. In India, increasing educational opportunities, changing societal attitudes, and economic development have encouraged greater participation of women in hospitality education and employment. However, despite increasing entry-level representation, women remain underrepresented in senior leadership and managerial positions. This discrepancy raises concerns regarding equality, organizational efficiency, workforce diversity, and sustainable development.

The present study examines barriers affecting career progression among women in the Indian hospitality industry with particular emphasis on organizational factors, socio-cultural influences, and work–life challenges. Existing literature suggests that women's career advancement is often constrained by organizational structures, workplace practices, gender stereotypes, cultural expectations, and family responsibilities. The study integrates perspectives from Glass Ceiling Theory and Work–Family Conflict Theory to understand how these barriers influence professional advancement.

The paper adopts a conceptual approach and proposes a framework linking organizational barriers, socio-cultural influences, and work–life factors to career progression outcomes among women employees. The findings indicate that these factors do not function independently but interact in complex ways that create cumulative disadvantages. The study concludes that organizations, policymakers, and society must collectively develop inclusive strategies and workplace policies to improve women's advancement opportunities and create equitable professional environments