Abstract
We examined the career progression of male and female managers employed by 20 Fortune 500 corporations. All study participants had been geographically transferred for career advancement during the 2 years preceding the study. Nevertheless, the women lagged behind the men with respect to salary progression and frequency of job transfers. Although the women had done all the right stuff'―getting a similar education as the men, maintaining similar levels of family power, working in similar industries, not moving in and out of the work force, not removing their names from consideration for a transfer more often―it was still not enough. There were still significant disparities in men's and women's salary progression and geographic mobility
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