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Articles de revues sur le sujet « Career progression for women »

Auteur : Grafiati

Publié le 4 juin 2021

Mis à jour le 4 février 2022

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1

Ismail, Maimunah, and Mariani Ibrahim. "Barriers to career progression faced by women." Gender in Management: An International Journal 23, no. 1 (February 8, 2008): 51–66. http://dx.doi.org/10.1108/17542410810849123.

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van der Wal, Jessica E. M., Rose Thorogood, and Nicholas P. C. Horrocks. "Collaboration enhances career progression in academic science, especially for female researchers." Proceedings of the Royal Society B: Biological Sciences 288, no. 1958 (September 8, 2021): 20210219. http://dx.doi.org/10.1098/rspb.2021.0219.

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Collaboration and diversity are increasingly promoted in science. Yet how collaborations influence academic career progression, and whether this differs by gender, remains largely unknown. Here, we use co-authorship ego networks to quantify collaboration behaviour and career progression of a cohort of contributors to biennial International Society of Behavioral Ecology meetings (1992, 1994, 1996). Among this cohort, women were slower and less likely to become a principal investigator (PI; approximated by having at least three last-author publications) and published fewer papers over fewer year

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Biju, Seena, Khyati Shetty, and Jason R. Fitzsimmons. "Perceived barriers to career progression amongst female students: evidence from India and the United Arab Emirates." Gender in Management: An International Journal 36, no. 6 (June 18, 2021): 697–713. http://dx.doi.org/10.1108/gm-06-2020-0197.

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Purpose The purpose of this paper is to explore the perceptions of barriers to career progression among female university students. While significant literature has examined career enhancement in the context of employed women, little work has explored the perceptions of future career challenges of females about to enter the workforce and embark on their careers. This study derives its motivation from research findings that confirm that women need additional focused preparation for career advancement opportunities. Design/methodology/approach The study used a sample of 484 Indian female univers

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Zainal Abidin, Zubaidah, Frances Penafort Ponnu, and Marzlin Marzuki. "Impediments to women accountants' career progression in Malaysia." Social and Management Research Journal 3, no. 2 (December 1, 2006): 57. http://dx.doi.org/10.24191/smrj.v3i2.5114.

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This study examines women in the accounting profession, their perceptions of their own career barriers in their organization, and identifies possible reasons why they leave their organizations and ways to retain them. Seven measurable constructs were established: exclusionary environment;family responsibility; workplace benefit; job jlexibility; corporate policies; job stress; and job demand. A multiple regression analysis is used to explain the effects ofwomen accountant s perception of impediments on career progression. Except for elements ofjob stress, where they appear significant in isola

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O’Connell, Christine, and Merryn McKinnon. "Perceptions of Barriers to Career Progression for Academic Women in STEM." Societies 11, no. 2 (March 24, 2021): 27. http://dx.doi.org/10.3390/soc11020027.

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Gender equity in academia is a long-standing struggle. Although common to all disciplines, the impacts of bias and stereotypes are particularly pronounced in science, technology, engineering and mathematics (STEM) disciplines. This paper explores what barriers exist for the career progression of women in academia in STEM disciplines in order to identify key issues and potential solutions. In particular, we were interested in how women perceive the barriers affecting their careers in comparison to their male colleagues. Fourteen focus groups with female-identifying academics showed that there w

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Kirton, Gill. "Alternative and parallel career paths for women: the case of trade union participation." Work, Employment and Society 20, no. 1 (March 2006): 47–65. http://dx.doi.org/10.1177/0950017006061273.

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This article argues that a broader, horizontal and multiple concept of career helps us to understand women’s union participation. Women frequently commit to and actively balance more than one significant life activity - each of which can be conceptualized as a career - in the public and private spheres. These careers inter-relate and overlap, sometimes complementing each other, sometimes conflicting; thus commitment to, progression in, or setbacks for one mode of career cannot be understood without appreciation of the others. The study shows that within a context of gendered employment barrier

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Aroguz, Ayse Zehra. "Progression towards a challenging, but worthwhile career." Pure and Applied Chemistry 91, no. 4 (April 24, 2019): 729–32. http://dx.doi.org/10.1515/pac-2018-0804.

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Abstract The main purpose of academic studies is to be beneficial to humanity. Women in science are active contributors to academic research. Talented young women should be encouraged to pursue careers in academic science, in spite of long hours and low pay, because their contributions are valuable. This paper has been designed to explain the position of women in an academic organization and some situations faced by female academics as well as some of my academic experience.

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Jogulu, Uma, and Glenice Wood. "Women managers' career progression: an Asia Pacific perspective." Gender in Management: An International Journal 26, no. 8 (November 8, 2011): 590–603. http://dx.doi.org/10.1108/17542411111183893.

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Hirayama, Megumi, and Senaka Fernando. "Organisational barriers to and facilitators for female surgeons’ career progression: a systematic review." Journal of the Royal Society of Medicine 111, no. 9 (September 2018): 324–34. http://dx.doi.org/10.1177/0141076818790661.

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Objective To identify organizational barriers to and facilitators for female surgeons' career progression. Design Systematic review of qualitative and quantitative studies relating to organizational barriers to and facilitators for female Surgeons' career progression. After the quality assessment of the peer-reviewed journal articles, twelve articles were selected for full review. Thematic analysis was used to identify key themes in these selected articles. Setting The studies solely focused on organizational factors linked to female physicians' career progression in surgical specialties. Part

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Kobus-Olawale, Judy, Chris Schachtebeck, and Nelesh Dhanpat. "Investigating career progression experiences of women into top management at a South African bank." EUREKA: Social and Humanities, no. 3 (May 31, 2021): 28–40. http://dx.doi.org/10.21303/2504-5571.2021.001778.

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Despite South Africa’s progressive and comprehensive labour legislation that promotes gender equality in the workplace, this goal has not been fully achieved as yet. This is particularly evident when comparing managerial ranks, particularly in top management at South African banks. This phenomenon is still present today despite overwhelming evidence, supporting the benefits of a diverse management team. This study, therefore, explores the factors, influencing the underrepresentation of women in top management. Therefore, the main objective was to determine the challenges women face in progress

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Barker, Patricia C., and Kathy Monks. "Irish women accountants and career progression: a research note." Accounting, Organizations and Society 23, no. 8 (November 1998): 813–23. http://dx.doi.org/10.1016/s0361-3682(98)00009-9.

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D'Agostino, Maria, and Helisse Levine. "The career progression of women in state government agencies." Gender in Management: An International Journal 25, no. 1 (February 16, 2010): 22–36. http://dx.doi.org/10.1108/17542411011019913.

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Thomas, Janelle, Cate Thomas, and Kirsty Smith. "The Challenges for Gender Equity and Women in Leadership in a Distributed University in Regional Australia." Social Sciences 8, no. 6 (May 30, 2019): 165. http://dx.doi.org/10.3390/socsci8060165.

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The barriers to women’s achievement and career progression in the higher education sector have been well researched. It has long been acknowledged that career breaks for child-rearing, and women’s self-beliefs about their abilities can impact negatively on their careers, and many programs and policies have been implemented to redress these around the world. This article is focussed around a regional Australian university, with multiple campuses distributed over 1000 km across two states. Courses, schools, and work teams are often spread across multiple campuses, and travel between campuses is

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Manjiri Ketkar Maslekar, Manjiri Ketkar Maslekar. "“Darpan” – A Self-Introspection on Women’s Mental Health." Journal of Multidisciplinary Research in Healthcare 6, no. 2 (September 14, 2020): 37–40. http://dx.doi.org/10.15415/jmrh.2020.62005.

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Women’s mental health is a crucial and important aspect in her overall well-being but neglected as it is often asymptomatic. It is interesting to reflect on mental health for a woman who has multiple responsibilities - Her own, family, career, and responsibilities to the community and the impact it has on women career continuity and career progression. The ideal situation would be all for all groups to be partners and stakeholders in the same so that women can balance career along with other responsibilities. The article throws light on how postponing the career opportunities of women become a

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Cañas, Carla, Caitlyn Keeve, Carmen Ramos, Jocelyn Rivera, and Michelle Samuel. "Women in Higher Educational Leadership: Representation, Career Progression, and Compensation." American Journal of Undergraduate Research 16, no. 3 (December 29, 2019): 5–13. http://dx.doi.org/10.33697/ajur.2019.026.

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Men in university administration repeatedly outnumber women in leadership positions. The problem under investigation is that this gender gap exists due to barriers to advancement and discrimination in both the hiring process and in the workplace. With less representation of women in higher education leadership, there is a higher risk of bias for women in this field. This study used an ex-post facto methodology and gathered public data from the University of California (UC) Annual Payroll Compensation database. Three separate studies were run to determine the level of gender differences in the

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Imtiaz, Rozina, Sadia Shaikh, and Syeda Qurat ul Ain. "Glass Ceiling Effect on Women Career Progression in Urban Pakistan." Journal of Business Strategies 12, no. 2 (February 29, 2020): 17–42. http://dx.doi.org/10.29270/jbs.12.2(2018).088.

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Regardless of the notable increase in the women workforce worldwide, their advancement toward the senior managerial designations has remained limited. The obstruction for women to achieve senior-level positions due to gender discrimination is referred to the Glass Ceiling (GC) effect. Gender discrimination persists as a constant setback globally, but it has become an acute problem in developing countries. The key objective of this study is to investigate the glass ceiling effect on women career growth in urban Pakistan. Deductive approach is used to determine the variables which support the GC

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Adhikary, Jyoti Regmi. "Barriers to Career Progression: A Study of the Perceptions of Nepali Women Employees." Journal of Business and Management Research 1, no. 2 (September 26, 2016): 17–32. http://dx.doi.org/10.3126/jbmr.v1i2.15657.

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Recent decades have witnessed unprecedented changes in workforce composition, resulting in women’s increased involvement in the labor force. However, the proportion of women employees vary significantly within various organizational levels, with more women confined to junior level positions within organizations. This study, conducted in two phases, explored the career progression barriers as perceived by Nepali women employees to develop a set of 22-items questionnaire which was then used to examine how 114 women employees perceived those barriers in their career in management. Effort was also

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Kerimova, Irina. "Career Advancement and Gender Equity in Academia." Journal of Eastern European and Central Asian Research (JEECAR) 8, no. 3 (September 15, 2021): 389–410. http://dx.doi.org/10.15549/jeecar.v8i3.593.

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This paper aims at exploring gender equality in career advancement. The literature suggests that family impedes females’ career progression as in Uzbekistan females mostly prioritize child-rearing over career building. However, there is no evidence that single female academics are more successful in their careers than those with families. Meanwhile, males are more likely to have career progression due to the culture-bound domination of men over women. To conduct the research, 76 non-randomly selected academic staff of Westminster International University in Tashkent (WIUT) were surveyed via a

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Dutta, Rina, Sarah L. Hawkes, Amy C. Iversen, and Louise Howard. "Women in academic psychiatry." Psychiatrist 34, no. 8 (August 2010): 313–17. http://dx.doi.org/10.1192/pb.bp.109.028134.

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SummaryAcross academic medicine, including psychiatry, women are underrepresented in senior positions. Various reasons have been put forward, for example the lack of high-ranking female role models or mentors and a reduced rate of career progression for women compared with men. Mentoring has been shown to be a popular and feasible intervention which can improve the success of those perceived as disadvantaged groups (in this case women) by having an important impact on personal development, career guidance and research productivity.

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Perriton, Linda. "Does Woman + a Network = Career Progression?" Leadership 2, no. 1 (February 2006): 101–13. http://dx.doi.org/10.1177/1742715006060655.

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Ruel, Salomée, and Anicia Jaegler. "Impact of Gender and Expatriation Choice on Career Paths in Supply Chain Management: Evidence from Master of Science Graduates." Sustainability 13, no. 12 (June 18, 2021): 6907. http://dx.doi.org/10.3390/su13126907.

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Zinn et al. (2018) and Esper et al. (2020) call for more research on gender diversity in Supply Chain Management, and our study responds to that call. We analyze the career path of 1081 international graduates from a higher degree program in Supply Chain Management from 2000 to 2017 to assess the impact of gender and expatriation choice on hierarchical progression. We explore two variables that may affect graduates’ career paths, namely, their gender and their expatriation choices, and compare their relative importance. Our analysis shows that there were, on average, 33.5% women recruited in t

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Dr. Saeeda Shah, Ms. Samra Bashir, and Dr. Muhammad Amin. "Career Progression of Women Academics in Pakistani Universities: Enablers and Barriers." sjesr 3, no. 3 (September 29, 2020): 11–21. http://dx.doi.org/10.36902/sjesr-vol3-iss3-2020(11-21).

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There is a dramatic increase in the number of women students in higher educational institutions but this had not been matched by growth in the number of women in senior leadership positions in Pakistani Universities. The current study was designed to explore the barriers and enablers that influence the professional development of women academics in Pakistan. Furthermore, the study investigated how female academicians manage the balance in their personal and professional life. Semi-structured interviews followed by a probing strategy were conducted to seek responses to these questions. 10 femal

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Ambri, Sabirah, Lokman Mohd Tahir, and Rose Alinda Alias. "An Overview of Glass Ceiling, Tiara, Imposter, and Queen Bee Barrier Syndromes on Women in the Upper Echelons." Asian Social Science 15, no. 1 (December 28, 2018): 8. http://dx.doi.org/10.5539/ass.v15n1p8.

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The increasing women participation in the upper management level has been a comprehensive research study for women and career studies. Although only a few of them have had successfully broken the glass ceiling, they still have to struggle to keep up with the opposite gender. The purpose of the research study is to review past research studies on the glass ceiling syndrome, tiara syndrome, imposter syndrome, and queen bee barrier syndromes that commonly occur in women&rsquo;s career progression and understand how it affects women&rsquo;s career success. This paper reports the results of

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Curtis, Anthony, Lizzie Eley, Selena Gray, and Bill Irish. "Women in senior post-graduate medicine career roles in the UK: a qualitative study." JRSM Open 8, no. 1 (December 1, 2016): 205427041666930. http://dx.doi.org/10.1177/2054270416669305.

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Objectives This qualitative study sought to elicit the views, experiences, career journeys and aspirations of women in senior post-graduate medical education roles to identify steps needed to help support career progression. Design In-depth semi-structured telephone interviews. Setting UK. Participants Purposive sample of 12 women in a variety of senior leadership roles in post-graduate medical education in the UK. Main outcome measures Self reported motivating influences, factors that helped and hindered progress, key branch points, and key educational factors and social support impacting on

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Flynn, Antoinette, Emily Kate Earlie, and Christine Cross. "Gender equality in the accounting profession: one size fits all." Gender in Management: An International Journal 30, no. 6 (August 3, 2015): 479–99. http://dx.doi.org/10.1108/gm-06-2015-0048.

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Purpose – This study aims to examine both male and female accountants’ perceptions of female career progression in the Accounting Profession in Ireland. This study is set in the context of a steady rise in the total proportion of female members across the seven accountancy bodies worldwide and the recent acknowledged failure of larger accountancy firms to promote women to senior levels in equal measure compared to male colleagues. Design/methodology/approach – A quantitative study (with a qualitative component) was undertaken to gather the opinions and perceptions of Irish accounting professio

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Barat, Atena, Michael J. Goldacre, and Trevor W. Lambert. "Career Choices and Career Progression of Junior Doctors in Dermatology: Surveys of UK Medical Graduates." Dermatology Research and Practice 2018 (2018): 1–10. http://dx.doi.org/10.1155/2018/2092039.

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Objective. To report UK-trained doctors’ career choices for dermatology, career destinations, and factors influencing career pathways. Methods. Multicohort multipurpose longitudinal surveys of UK-trained doctors who graduated between 1974 and 2015. Results. In all, 40,412 doctors (58% of graduates) responded in year 1, 31,466 (64%) in year 3, and 24,970 (67%) in year 5. One year after graduation, 1.7% of women and 0.6% of men made dermatology their first choice but by five years after graduation the respective figures were 1.0% and 0.7%. Compared to their predecessors, its popularity fell more

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Ashencaen Crabtree, Sara, and Chris Shiel. "“Playing Mother”: Channeled Careers and the Construction of Gender in Academia." SAGE Open 9, no. 3 (July 2019): 215824401987628. http://dx.doi.org/10.1177/2158244019876285.

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Gender discrimination in the academy globally is widely recognized in terms of faculty ranking and career progression rates. U.K. national data notes the lower research recognition of women scholars as well as gendered pay gaps. This article reports on a qualitative study of women academics across discipline groups at a British post-1992 corporate university. Focus group discussion findings suggest that gendered career pathways are implicated in hindering the career progression of women academics. Participants perceive themselves to be regularly channeled into feminized teaching and administra

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Tabassum, Tahsina, and Md Sahidur Rahman. "Career Trajectories of the Female Faculties in the Private Universities of Bangladesh." Society & Sustainability 2, no. 3 (October 1, 2020): 20–38. http://dx.doi.org/10.38157/society_sustainability.v2i3.157.

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The education sector is considered as one of the suitable areas that facilitate women to pursue a prestigious career. Recently, along with public universities, private universities are significantly contributing to higher education in Bangladesh. Female faculties are building their careers in private universities. In university-level education, a faculty member plays a significant role in bringing out the talent hidden among the students and grooms them up for a future career. This study aims to trace the satisfaction, possible barrier, and progression prospect of the female faculties working

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Ansari, Nighat. "Respectable femininity: a significant panel of glass ceiling for career women." Gender in Management: An International Journal 31, no. 8 (November 1, 2016): 528–41. http://dx.doi.org/10.1108/gm-03-2015-0012.

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Purpose This study aims to explicate the role of “respectable femininity” norms in the work lives of professional women and investigate the extent to which they impact female career advancement (or lack thereof) by way of creating a clash with the traditional career management techniques of accumulating social capital and managing desirable impression. Design/methodology/approach The qualitative research design was deemed appropriate for the study to gain an insight of the incumbents’ work experiences. The opinions, thoughts, experiences and expressions of the participants were gauged through

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Lukman, Fasasi, Aqeel Khan, and Adigun Akeem Ayodeji. "Factors Influencing Career Progression of Working-Class Married Women in Oyo Metropolis." Indian Journal of Public Health Research & Development 10, no. 4 (2019): 1365. http://dx.doi.org/10.5958/0976-5506.2019.00903.3.

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Sahila Chaudhry, Sahila Chaudhry. "Career Progression of Women Employees in Service Sector, Lessons from Literature Review." International Journal of Mechanical and Production Engineering Research and Development 10, no. 3 (2020): 13059–66. http://dx.doi.org/10.24247/ijmperdjun20201248.

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Watson, Kathryn, and Paula Burkinshaw. "Career Progression Challenges for Women in Senior Management in the Retail Sector." Academy of Management Proceedings 2019, no. 1 (August 1, 2019): 18328. http://dx.doi.org/10.5465/ambpp.2019.18328abstract.

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Reynolds, Amy C., Catherine O’Mullan, Anja Pabel, Ann Martin-Sardesai, Stephanie Alley, Susan Richardson, Linda Colley, Jacquelin Bousie, and Janya McCalman. "Perceptions of success of women early career researchers." Studies in Graduate and Postdoctoral Education 9, no. 1 (May 14, 2018): 2–18. http://dx.doi.org/10.1108/sgpe-d-17-00019.

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Purpose In the highly gendered academic sector, womens’ high participation rates have not translated into equal career progression with men. Existing literature suggests that early career publication success is a good indicator of long-term publication success. This research is intended to provide a better understanding of whether the notions of success espoused by neo-liberal universities align with the subjective measures of what constitutes academic success for women ECRs (early career researchers). Design/methodology/approach The study examines the perceptions of nine successful women ECRs

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Arifeen, Shehla R., and Jawad Syed. "The challenges of fitting in." Personnel Review 49, no. 5 (November 28, 2019): 1194–211. http://dx.doi.org/10.1108/pr-02-2019-0093.

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Purpose Intersectional scholarship on work and organizations while focusing on subjectivities and intersections largely overlooks the systemic dynamics of power (Rodriguez et al., 2016). One of the systemic dynamics of power is organizational practice (Acker, 2006). Intersectionality research on minority ethnic women pays relatively less attention to the role of organizational practices in career progression. The purpose of this paper is to draw attention to the interaction of intersectional identities of second-generation British Pakistani women managers and professionals with organizational

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Ahmad, Seher. "Family or Future in the Academy?" Review of Educational Research 87, no. 1 (July 9, 2016): 204–39. http://dx.doi.org/10.3102/0034654316631626.

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This article critically reviews recent literature on the relationship between family formation and academic-career progression, emphasizing obstacles women face seeking a tenured position and beyond. Evidence indicates that the pipeline model is dominated by “ideal worker” norms. These norms impose rigid, tightly coupled, sequential, time-bound requirements on aspiring academics, making the raising of young children and advancing an academic career incompatible. Studies indicate that women with PhDs and young children are disproportionately more likely to leak out of the tenure-track pipeline.

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Mwashita, Tinaye, Nanikie Zungu, and Diane Abrahams. "The Glass Ceiling: Career Progression Barriers for Female Employees in the South African Hospitality Industry." December 2020, no. 9(5) (December 31, 2020): 1077–93. http://dx.doi.org/10.46222/ajhtl.19770720-70.

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This study examined the glass ceiling phenomenon in the South African hospitality industry, with a particular focus on four hotels in Gauteng. The primary aim was to investigate the different perspectives held on the glass ceiling by exploring the key factors inhibiting women in the hospitality industry from proceeding to the next level of the corporate hierarchy, and, ultimately, to reach senior executive positions. Data was collected through informal semi-structured interviews and an online questionnaire that was targeted at men and women in lower to top management positions within the diffe

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Bielikowski, Jakub. "Women in the management – cases of Turkish women progress in the it ranks." Journal of Intercultural Management 5, no. 4 (December 1, 2013): 65–79. http://dx.doi.org/10.2478/joim-2013-0027.

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Abstract It has been observed that Turkey, contrary to the country stereotypes, has high female participation in the IT, including professional and managerial positions. As in the women participation in the IT shows big differences among world’s countries, it seems important to research the possible sources of higher women participation in the IT in some countries. Based on the pilot of in-depth interviews with Turkish IT professionals the article looks preliminary into the following subjects: 1. What economic, social and cultural factors influence females’ IT choice in Turkey? 2. What were th

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Taflaga, Marija, and Matthew Kerby. "Who Does What Work in a Ministerial Office: Politically Appointed Staff and the Descriptive Representation of Women in Australian Political Offices, 1979–2010." Political Studies 68, no. 2 (June 19, 2019): 463–85. http://dx.doi.org/10.1177/0032321719853459.

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Women are underrepresented within political institutions, which can (negatively) impact policy outcomes. We examine women’s descriptive representation as politically appointed staff within ministerial offices. Politically appointed staff are now institutionalised into the policy process, so who they are is important. To date, collecting systematic data on political staff has proved impossible. However, for the first time we demonstrate how to build a systematic data set of this previously unobservable population. We use Australian Ministerial Directories (telephone records) from 1979 to 2010 (

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Wandahi, Rose N., and Rose Njoroge. "Institutional Gender Representation and Career Progression Disparities at Management Levels in Selected Public Academic Libraries in Kenya." International Journal of Current Aspects 5, no. 1 (April 3, 2021): 35–50. http://dx.doi.org/10.35942/ijcab.v5i1.158.

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The education sector is one of the most crucial sectors in the world. The very remarkable growth of academic institution has created massive employment opportunities for our educated men and women of our nation. These men and women play a vital role in the Kenyan economy, both socially and economically. However, most of these men and women employees face a lot of challenges at work, especially in career progression related issues. The overall purpose of this study was to examine gender representation and career progression disparities in the management levels of public academic libraries in Ke

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Ismail, Maimunah. "Men and women engineers in a large industrial organization: interpretation of career progression based on subjective‐career experience." Women in Management Review 18, no. 1/2 (February 2003): 60–67. http://dx.doi.org/10.1108/09649420310462334.

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Kumara, Y. A. D. R. Ranjith. "Career development of women in the hotel industry: An Overview." Journal of Applied and Natural Science 10, no. 1 (March 1, 2018): 330–38. http://dx.doi.org/10.31018/jans.v10i1.1626.

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This paper focuses on factors affecting career progression of women in the hotel industry as discussed by researchers in different geographical locations in the world and to investigate whether women are indeed blocked in the process of advancing in their career. It is also focused to explore the mechanism adopted by the hospitality companies to mitigate the issue related to women’s career progression. An in-depth study was carried to by reviewing twenty-two articles related to the hotel industry and twenty-eight articles related to hospitality industry. It was revealed that specific factors a

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Allen, Kelly-Ann, Kerryn Butler-Henderson, Andrea Reupert, Fiona Longmuir, and Ilana Finefter-Rosenbluh. "Work like a girl: Redressing gender inequity in academia through systemic solutions." Journal of University Teaching and Learning Practice 18, no. 3 (July 1, 2021): 14–29. http://dx.doi.org/10.53761/1.18.3.3.

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Historically, the professional structure of higher education has provided restricted employment, career, and leadership opportunities for women. This is exacerbated where there is an intersection between gender and race, culture, religion, or age. Women continue to be underrepresented in senior leadership positions across a range of disciplines, and this lack of representation of women within the professional structure of higher education itself acts as a barrier for more women reaching senior levels within institutions. More women are needed in higher positions to increase representation and

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Parker, Polly, Belinda Hewitt, Jennifer Witheriff, and Amy Cooper. "Frank and Fearless: Supporting Academic Career Progression for Women in an Australian Program." Administrative Sciences 8, no. 1 (February 27, 2018): 5. http://dx.doi.org/10.3390/admsci8010005.

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Rath, Tania Saritova, Madhuchhanda Mohanty, and Bibhuti Bhusan Pradhan. "An alternative career progression model for Indian women bank managers: A labyrinth approach." Women's Studies International Forum 73 (March 2019): 24–34. http://dx.doi.org/10.1016/j.wsif.2019.01.005.

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Shaikh, Siraj Ahmed. "Educational Attainment and Career Progression for British Muslim Women: Some Challenges and Opportunities." Journal of Muslim Minority Affairs 31, no. 1 (March 2011): 49–57. http://dx.doi.org/10.1080/13602004.2010.533458.

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Ojokoh, Bolanle Adefowoke, Oladele Stephen Adeola, Folasade Olubusola Isinkaye, and Chon Abraham. "Career Choices in Information and Communication Technology among South Western Nigerian Women." Journal of Global Information Management 22, no. 2 (April 2014): 48–77. http://dx.doi.org/10.4018/jgim.2014040104.

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This study is designed to discover the key factors for the under-representation and lack of career progression or otherwise of women in the ICT field, specifically in South Western Nigeria. Questionnaires were administered to women (i.e., students, lecturers and other staff) studying or working in selected higher institutions. The results show that 90% of the women studied are self-motivated in their choice of the ICT career with very little external incentivizing or encouragement supporting their choice, besides the lure of high compensation and prestige associated with skilled ICT work. The

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Santos, Gina Gaio. "Career barriers influencing career success." Career Development International 21, no. 1 (February 8, 2016): 60–84. http://dx.doi.org/10.1108/cdi-03-2015-0035.

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Purpose – Few research has addressed the factors that undermine people’s subjective perceptions of career success. Hence, the purpose of this paper is to further illuminate the issue of career barriers in perceptions of career success for a specific group of professionals: academics. Design/methodology/approach – This study adopts an interpretative-social constructionist methodology. Complementarily, it was employed a phenomenological method in data gathering and analysis – with the use of in-depth interviews and a theme analysis. The research was undertaken with a group of 87 Portuguese acade

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Halili, Maria A., and Jennifer L. Martin. "How to Make the Invisible Women of STEM Visible." Australian Journal of Chemistry 73, no. 3 (2020): 75. http://dx.doi.org/10.1071/ch19286.

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Although women make up more than 50% of the population, they have long been an under-represented minority in science, technology, engineering, and mathematics (STEM). In chemistry, for example, only five of a total of 181 Nobel prizes (2.8%) awarded over more than 100 years have been bestowed upon women. Closer to home, Professor Frances Separovic – the subject of this special issue of Aust. J. Chem. – was the first woman chemist elected to the Fellowship of the Australian Academy of Science. That happened very recently, in 2012. At that point in time, the Academy had been electing Fellows for

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Francescato, Donata, Marco Lauriola, Mauro Giacomantonio, and Minou Ella Mebane. "Do personality traits and personal values predict career efficacy and career progression of successful political women? An exploratory study." Personality and Individual Differences 160 (July 2020): 109918. http://dx.doi.org/10.1016/j.paid.2020.109918.

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Datta, Sumita, and Upasna A. Agarwal. "Factors effecting career advancement of Indian women managers." South Asian Journal of Business Studies 6, no. 3 (October 2, 2017): 314–36. http://dx.doi.org/10.1108/sajbs-07-2016-0062.

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Purpose Reasons that have an effect on the continuity and career progression of women in corporate India are complex. The purpose of this paper is to explore the factors that have an effect on the women leadership pipeline of Indian organizations. Design/methodology/approach The present study adopted a qualitative research methodology within a dyadic framework by including women managers and their respective supervisors in the study. Findings Thematic analyses of the qualitative study conducted on Indian women managers as well as their supervisor revealed rich insights into the antecedent soci

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