Due to women still accounting for less than a quarter of hospitality and tourism executive-level positions, the purpose of this paper was to identify antecedents to and outcomes of gender diverse hospitality and tourism top management teams, describe potential mediators and moderators to these relationships, and provide directions for future research. A systematic review of gender diversity in hospitality and tourism top management teams (TMTs) was conducted between the years 2010 and 2020, resulting in 26 articles used for the thematic analysis. Antecedents, outcomes, mediators, and moderators of gender diverse hospitality and tourism TMTs were identified. The results indicated female role models, organizational structure, and organizational support as antecedents, while financial performance, business growth, and human resource outcomes were consequences. The resource advantage theory is proposed as an explanation for each of these relationships. This study fills a gap in previous literature by conducting a review of gender diversity, identifying critical gaps, and proposing an overarching theory.

由于女性仍然仅占酒店和旅游业高级管理职位的不到四分之一，因此本文的目的是确定性别多元化的酒店和旅游业高级管理团队的前身和结果，描述这些关系的潜在中介者和主持人，并为将来的研究提供指导。在2010年至2020年之间，对酒店和旅游业最高管理团队（TMT）中的性别多样性进行了系统的审查，结果有26篇文章用于主题分析。确定了性别多样的款待和旅游TMT的前因，结果，调解人和主持人。结果表明，女性榜样，组织结构和组织支持是前提，而财务绩效，业务增长，人力资源成果就是后果。提出了资源优势理论来解释这些关系。这项研究通过回顾性别多样性，发现关键差距并提出总体理论来填补以前文献中的空白。