Starting as a Housekeeping attendant while pursuing my degree in Tourism and Hotel Management, my journey in the hospitality industry began from the ground up. Balancing my studies with hands-on experience, I graduated in 2010 and soon transitioned into a management role in 2011 in Saudi Arabia. My career has since spanned various roles and countries, providing me with a wealth of experience and insight into the unique challenges faced by the industry.

Working in Saudi Arabia, I had the opportunity to collaborate with a diverse range of colleagues, including many from China. This multicultural experience enriched my understanding of different work ethics and management styles, which I later applied in my subsequent roles. In 2020, I returned to Jordan after accepting a transfer from Aloft Dhahran by Marriott in Saudi Arabia to W Amman Hotel. This transition marked a significant chapter in my career, offering new challenges and opportunities for growth.

However, my return to Jordan also highlighted a critical issue within the local hospitality sector, particularly in the housekeeping department. Unlike in many other countries, there is a cultural stigma in Jordan associated with working as a housekeeper. Many Jordanians perceive this role as beneath them, which has led to a severe shortage of local staff willing to take on these positions. Additionally, the low salaries offered for housekeeping roles further deter potential candidates, making it difficult to attract and retain talent in this essential department.

To address this issue, I have been actively working to change perceptions and encourage more Jordanians to consider careers in housekeeping. I believe that with the right support and development opportunities, local staff can excel in these roles and quickly advance in their careers. However, the challenge remains significant, as the stigma surrounding these positions is deeply ingrained, and financial incentives are limited.

Many hotels in Jordan have responded to this staffing crisis by hiring expatriate workers to fill housekeeping roles. While this solution helps to address the immediate need for staff, it also presents its own set of challenges. Expatriate workers are often more expensive to employ due to the additional costs associated with providing housing and transportation. These expenses place a considerable financial burden on the hotels, making it an unsustainable long-term solution for many establishments.

Despite these challenges, I have witnessed the potential of Jordanian staff when they do join the housekeeping team. Those who overcome the cultural stigma and accept these roles often provide exceptional service, demonstrating a strong work ethic and dedication to their duties. Their contributions are invaluable, and I remain committed to supporting and nurturing local talent in this area.

In conclusion, the housekeeping department in Jordan faces significant staffing challenges, primarily due to cultural attitudes and low wages. However, with continued efforts to change perceptions and provide better opportunities for local workers, there is potential for positive change. By investing in local talent and addressing the root causes of the staffing shortage, the hospitality industry in Jordan can overcome these challenges and thrive.