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Establishing an equal opportunity personnel policy in a Dutch organisation is dependent on the goodwill, initiative and perseverence of a number of key members of the organisation. Outside pressure from the government, labour movement or employers' associations is still too weak to have any noticeable effect on company policy regarding equal employment. A policy plan must be followed by decisions to put it into effect; allocation of responsibility for execution; methods to monitor whether the policy is being followed; and internal publicity and public relations to make the programme known throughout the whole organisation. Where large organisations are involved, consideration must be given to introducing the policy in the same way as a project. In spite of the lack of prior commitment, a Dutch study that examined the position of women and the possibility of achieving a more even distribution of banking positions among men and women in 1980 affected a particular bank's personnel policy. An equal opportunity programme took shape between 1980 and 1985. The problems that arose and the manner in which they were solved is discussed.

The traditional and conservative image of the banking sector now misrepresents the true situation. Banks are in a process of experimentation, rethinking and change. Within this context efforts to create greater equality of opportunity for women must be made, since women form a larger proportion of the labour force in banks than in the economy as a whole. Characteristics of the industry and the position of women within it are examined in Belgium, France, the Netherlands, Britain, Canada and the USA. Some of the issues related to change, and key efforts to bring about equality of opportunity in any organisation, are addressed. Both internal and external factors have contributed to and inhibited change.

This paper addresses a crucial research need by examining the influence of compatibility, a pivotal design element for hotel concierge apps, on the socio-psychological dynamics of digital hotel guests. While prior research has examined the constructs, their application to digital concierge apps introduces a unique context. We posit that compatibility significantly influences central variables rooted in theory of planned behaviors (TPBs) and technology acceptance model (TAM), fostering positive usage intentions.

Analyzing data from 668 four-star hotel guests through PLS-SEM substantiates compatibility’s role, endorsing the theoretical amalgamation of affordance, TPB, and TAM frameworks.

Compatibility positively affected perceived ease of use, perceived usefulness, and attitude toward behavior. Besides, usage intention positively affected willingness to pay a price premium and revisit intention.

This paper adopts compatibility as a unifying force for integrating TPB and TAM; the predictive ability of digital concierges' usage intentions on revisit intentions to upscale hotels. Further, this paper is the first attempt to highlight employing compatibility as a pivotal design factor for digital concierge apps in the hospitality setting.