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A gestão da diversidade e as práticas de inclusão no Pestana Chelsea Bridge
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Abstract(s)
A presente dissertação teve como objetivo examinar a gestão da diversidade e as práticas de inclusão no Pestana Chelsea Bridge Hotel & Spa, que faz parte do grupo Pestana situado em Londres. A pesquisa teve como finalidade compreender como estas práticas são executadas e percebidas pelos colaboradores, além de reconhecer o efeito que estas exercem na coesão, motivação e desempenho no local de trabalho.
Para alcançar este objetivo, foi implementada uma abordagem qualitativa, baseada na condução de entrevistas semiestruturadas a doze colaboradores de variadas nacionalidades, cargos e hierarquias. Através da análise temática das respostas, foi possível entender os entendimentos pessoais sobre a representatividade, a equidade e do respeito no ambiente da empresa, ligando-as às estratégias de gestão de pessoas no hotel.
Os resultados revelaram que os colaboradores identificação a diversidade como uma característica distintiva e enriquecedora do Pestana Chelsea Bridge, contribuindo para um clima de trabalho mais dinâmico e colaborativo. No entanto, observou-se que as práticas inclusivas ainda dependem fortemente da iniciativa individual das chefias e da comunicação interna, carecendo de uma estratégia institucional mais estruturada e consistente.
Este estudo pretende constituir um contributo prático para o setor hoteleiro, salientando a importância de políticas organizacionais claras e sustentáveis no domínio da diversidade e inclusão. Através da análise do caso do Pestana Chelsea Bridge, reforçase a necessidade de transformar a diversidade num elemento estratégico de gestão, capaz de gerar valor humano, social e competitivo para as organizações.
This dissertation aimed to examine diversity management and inclusion practices at the Pestana Chelsea Bridge Hotel & Spa, part of the Pestana Group located in London. The research sought to understand how these practices are implemented and perceived by employees, as well as to identify their impact on cohesion, motivation, and performance in the workplace. To achieve this objective, a qualitative approach was adopted, based on semistructured interviews conducted with twelve employees of different nationalities, roles, and hierarchical levels. Through thematic analysis of the responses, it was possible to understand individual perceptions regarding representativeness, equity, and respect within the organizational environment, linking them to the hotel’s human resource management strategies. The results demonstrate that employees recognize diversity as a distinctive and enriching feature of the Pestana Chelsea Bridge, contributing to a more dynamic and collaborative work environment. However, it was found that inclusive practices still rely heavily on the individual initiative of managers and on internal communication, lacking a more structured and consistent institutional strategy. This study aims to serve as a practical contribution to the hospitality sector, highlighting the importance of clear and sustainable organizational policies in the field of diversity and inclusion. The analysis of the Pestana Chelsea Bridge case, it reinforces the need to transform diversity into a strategic management element capable of generating human, social, and competitive value for organizations.
This dissertation aimed to examine diversity management and inclusion practices at the Pestana Chelsea Bridge Hotel & Spa, part of the Pestana Group located in London. The research sought to understand how these practices are implemented and perceived by employees, as well as to identify their impact on cohesion, motivation, and performance in the workplace. To achieve this objective, a qualitative approach was adopted, based on semistructured interviews conducted with twelve employees of different nationalities, roles, and hierarchical levels. Through thematic analysis of the responses, it was possible to understand individual perceptions regarding representativeness, equity, and respect within the organizational environment, linking them to the hotel’s human resource management strategies. The results demonstrate that employees recognize diversity as a distinctive and enriching feature of the Pestana Chelsea Bridge, contributing to a more dynamic and collaborative work environment. However, it was found that inclusive practices still rely heavily on the individual initiative of managers and on internal communication, lacking a more structured and consistent institutional strategy. This study aims to serve as a practical contribution to the hospitality sector, highlighting the importance of clear and sustainable organizational policies in the field of diversity and inclusion. The analysis of the Pestana Chelsea Bridge case, it reinforces the need to transform diversity into a strategic management element capable of generating human, social, and competitive value for organizations.
Description
Relatório de estágio
Keywords
Gestão da diversidade Inclusão Recursos humanos Hotelaria Pestana Chelsea Bridge Diversity management Inclusion Human resources Hospitality