Abstract

The base concept of this study is to explore the interrelationship between Equality, Diversity and Inclusion (EDI) practices, employee motivation and performance within the European Hospitality Industry. The research aims to identify the barriers and facilitators that shape motivational synergies stimulating performance outcomes, particularly for underrepresented employee groups. The researcher employed a mixed-methods approach underpinned by a pragmatic interpretivist framework. The findings revealed that there is wide use of discriminatory practices, limited career progression and poor work-life balance which act as significant demotivators (Siu et al., 1997). The study also reconceptualizes EDI not merely as a compliance requirement, but as a strategic enabler of motivation and performance where organizations include EDI as part of the company’s ethos. The research provides actionable insights for hospitality leaders aiming to align EDI practices with organizational resilience, innovation, and sustainable performance.