Women in the UK do not achieve promotion into management as readilyas men. Their careers are slower even at early career stages. Thisappears to be due to a range of factors including the concentration ofwomen in support functions and in specialist roles. Women may also beless likely to put themselves forward for promotion and to sufferdiscrimination through a combination of implicitly male role models,explicitly male selection criteria and subjectiveassessment methods. The trend towards defining management criteria morerigorously and assessing them less subjectively may be an important steptowards promoting more women. Monitoring the retention and careerprogress of female employees is still undertaken only by a smallminority of employers, and is a powerful step in the change process.
Women In Management Review – Emerald Publishing
Published: Feb 1, 1991
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