Examining the Determinants of Migrants’ Career Development Opportunities in the New Zealand Hospitality and Tourism Industry

Abstract

Ethnic minority employees are an important part of the workforce in the hotel and tourism industry in New Zealand (Liu-Lastres & Wen, 2021). However, previous studies have largely focused on the impact of human capital and other individual-level factors on career progression, with a strong focus on the role of structural conditions and intersecting social identities remaining largely neglected (Buford & Flores, 2025). This study addresses this gap by analysing the relationship between demographic characteristics and employment attributes and how these influence employee's perception of career development opportunities (CDO). Based on human capital theory (HCT) and intersectionality, this study examines the effect of seven variables, demographic characteristics and employment attributes, on perceived CDO (PCDO). The analysis is drawn from secondary survey data, and has been collected from 17 cities and regions across New Zealand. A multiple linear regression model was applied to study the predictive effects of seven basic variables: gender, age, ethnicity, immigration status, business type, managerial responsibility, and work location. The results show that the identity and background of employees have a measurable impact on their PCDO. However, this influence works indirectly, mainly through factors that are congruent with organisational decision-making processes. The study concludes that CDO are determined not only by individual effort and skill but also by the ways in which organisations and society more broadly recognise, interpret and evaluate the potential and value of employees from different identity groups.