All the changes are based on the ability to make the most of the human resources they possess, rather than the material elements, in order to survive in an environment of increasing creativity and competition. According to the businesspeople, physical, mental, and emotional dimensions are different from each other. Although it is difficult to manage the human resources that have these differences, the capacity and success level of the enterprise will increase when it is managed effectively. Management of differences in tourism enterprises, in addition to respecting and not discriminating between individuals and groups in accommodation, food and beverage, recreation establishments, and travel agencies, are evaluated and utilized for individual and organizational purposes. The aim of managing differences in the tourism sector is to create an appropriate working environment for all tourism staff, to increase the potential advantage of differences and to reduce their potential drawbacks.
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In a competitive environment, it is necessary to adapt and act fast towards the change in which qualified and cooperative manpower may be needed. In this context, effective management of different manpower becomes strategic importance for enterprises. With the increase in the strategic importance of manpower, the diversity of the employees necessitated being reflected in the organization as an added value. The changes, intense competition, increasing creativity and the phenomenon of globalization have forced organizations to create new values and reveal different aspects of values themselves. Managing existing differences in organizations and generating synergies from these differences is a must for today's organizations to gain a competitive advantage. It is no longer possible for an organization, where differences are ignored or not properly managed to succeed in international activities in the long run. With the concept of diversity, differences between people such as race, culture, gender, sexual orientation, age, and physical competencies are explained. Concept of the difference between people; It is defined as a common mixture of features that can be interpreted as difference and similarity and points to diversity and a strong mosaic in organizational life. Communicating with groups of people with different cultures and characteristics (language, religion, and attitudes), understanding them and their values and accordingly doing business is a prerequisite for success in a competitive environment. This is possible by recognizing other individuals, groups, organizations and cultures. It is necessary to make arrangements for both employees and business managers to understand the differences existing in the enterprises and to manage them effectively to minimize the negative effects of the differences and to maximize the positive results.
There are two kinds of approaches to diversity. One of them is discrimination. Discrimination is an economically rational attitude when one considers diversity as skewed. Discriminating people by ethnicity minimizes the risk of hiring the wrong person. Thus, a negative approach to diversity is seen as fundamental and economically rational. Another one is accepting differences and seen as a value. Those who see diversity as a source value. Differences among employees are considered to constitute a wider field of experience and enhance competitiveness. Diversity in transformational organizations is seen as a strategy that improves profit, quality, and aims to provide better service to customers. From this perspective, organizations think that they have made a rational decision by choosing diversity. Supporting or rejecting diversity is seen in terms of profitability, productivity and economic rationality factors (Reyes, 2000). Factors affecting labor diversity; It is possible to express women, ethnic diversity, age differences, disabled people, and people with different sexual preferences in the labor force participation
Tourism staff has an important role in establishing the connection between tourism and accommodation businesses with their customers and in establishing long-term relationships between them (Kuşluvan, 2003). For these reasons, it is of great importance for the tourism sector and the hospitality industry to be included in the service sector. Hiring by focusing on the qualifications of the employees regardless of their differences ensures the sustainability of the business and the achievement of its goals. Companies that do not realize that diversity is natural and do not know how to manage may face economic losses as well as extinction (Usluata & Bal, 2007). One of the important issues is the equality provider, which adopts the differences, is free from discrimination in the selection and training of tourism enterprises and takes place in the sector with legal regulations (Yeşiltaş, Temizkan, Temizkan, 2010).