In our research, we examined discrimination against women on the labour market by sector. Our research question is whether women perceive discrimination on the labour market differently depending on the sector in which they work. In this context, the following hypotheses have been tested: According to H(1): those working in different sectors experience different discriminatory factors in their job search. According to H(2), people working in different sectors have different perceptions of the pay gap between men and women. According to H(3), workers in different sectors differ in whether they have ever felt any discrimination in their workplace based on their gender. Snowball sampling was used in the research, therefore, our research results cannot be generalized. In the course of the research, a self-developed questionnaire was completed by the study subjects. The online survey was conducted in the spring of 2022, with a total of 530 female respondents. ANOVA, LSD post-hoc, and Chi-square tests were used to analyze the results, and these statistical methods confirm all our hypotheses. The answer to our research question is: women, depending on the sector in which they work, perceive discrimination in the workplace differently. Based on the justification of the first hypothesis, those working in different sectors experience different discriminatory factors. The second hypothesis demonstrates that women working in different sectors have a differentiated view of the pay gap between men and women. The third hypothesis confirmed that women working in different sectors have different opinions on whether they have been previously discriminated against in the workplace due to their gender.

This study explores the impact of gender inclusivity on workplace experiences among female leaders in the Hungarian tourism management sector, with a particular focus on perceived discrimination, job insecurity, and family-related obligations. Employing a mixed-methods approach, the research combined structured questionnaire data (n = 102) with qualitative insights derived from thematic content analysis of open-ended responses. Analytical methods included descriptive statistics, ANOVA, regression analysis, and cluster analysis. Findings indicate that 75% of respondents reported gender-based discrimination, especially in promotion processes, while 65% identified family responsibilities as significant barriers to career advancement. Marked regional differences emerged: Central Hungary exhibited a more inclusive work environment, with lower levels of perceived discrimination and greater job security compared to northern regions. Inclusive organizational practices were positively associated with career satis faction and tourism-related performance. The results underscore that advancing gender equality is not only a matter of social justice but also a key determinant of economic performance and regional competitiveness. The study recommends reinforcing family-friendly and inclusive workplace cultu res and calls for regionally differentiated policy interventions.

In the last three years, the way the world works has changed more than in all the previous decades combined. The changes in market processes and systems have clearly been driven by two dominant phenomena: the pandemic crisis caused by COVID-19 and the Russian-Ukrainian conflict. These two world events have changed fundamental norms, which has forced organisations to change their strategies. The question is: what are the organisations in question really planning? What is influencing their reactions? The aim of the authors’ publication is to show how organisations were thinking in the early stages of the two crises, and whether they are able to assess the expected impact and plan the appropriate measures. Their empirical research found that micro-enterprises tend to project their pessimism on the whole economy. Also, their services are less dependent on supply chain resilience. Furthermore, their various war-induced measures were related to their past external relations.