SOCIOECONOMIC FACTORS AFFECTING WOMEN CAREER ADVANCEMENT IN THE GHANAIAN CONTEXTUAL SETTING

PurposeThis paper explores the experiences of women in Saudi Arabia who have been managed by other women, and examines how junior women perceive senior women's role in advancing their career.Design/methodology/approachThe paper is based on qualitative data gathered using in-depth semi-structured interviews undertaken with 30 women working in Saudi public organisations.FindingsThis study's findings shows that the hierarchical relationships between women and their woman manager are complex due to a multifaceted web of contextual factors including sociocultural values, family values, religious beliefs and organisational cultures and structures. These factors shape the quality of relationships between senior women and their women subordinates. Also, this study reveals that there is solidarity and ‘sisterly’ relationship between women in the workplace that plays a role in facilitating women's career development and advancement. In addition, this study shows that despite senior women's having supported other women's career advancement, this support tended to be conditional and limited. This can have an influence on women-to-women work relationships, where such relationships can be described as being disconnected and fragile. Furthermore, the study depict that there is evidence of the existence of ‘Queen Bee’-like senior women who distance themselves from other women and block their career advancement. The Queen Bee phenomena can actually become a form of hierarchy that mimics the patriarchal structure and excludes women from serving at top management levels.Originality/valueThis paper provides an in-depth understanding of the hierarchical relationships between women in the workplace and how these relationships have an influence on women's career advancement. Therefore, the paper makes a valuable contribution to the scarce knowledge that currently exists within the field of management research in relation to women's career development – and the advancement of such research within the Arab Middle Eastern context. Also, the findings of this study could potentially inform practitioners and HR department personnel within organisations about the connections between women's hierarchical workplace relationships and women's career development and advancement.

This policy brief addresses the persistent issues of gender wage inequality and underrepresentation of women in leadership within the Philippines, despite existing legislative frameworks and a strong gender equality ranking. It synthesizes current literature and case studies to analyze collective pay disparities, the influence of personal life choices on career trajectories, and the impact of gendered payment systems. Findings reveal that while individual pay gaps might seem minor, aggregate data demonstrate a significant bias favoring men, and parenting responsibilities often impede women's career advancement and research productivity. Furthermore, societal biases and the "glass ceiling effect" continue to obstruct women's progress to leadership roles. Conversely, analyses of local companies on Bloomberg's Gender Equality Index (GEI) show a positive correlation between GEI inclusion and improved financial performance and stock trends, indicating that robust diversity practices enhance investor confidence and operational outcomes. Based on these insights, the brief proposes a comprehensive policy framework. This framework advocates for mandatory wage audits, expanded work-life balance support, gender-inclusive leadership development, and cultural change initiatives to foster equitable workplaces and drive sustainable economic growth by fully leveraging women's professional contributions.

The main objective of this study is to investigate the variables influencing the career development of female management personnel in Bangladesh's banking industry. The study was focused on four separate research goals: determining how management views women's career advancement; determining whether juggling work and family obligations has an impact on female employees' career advancement; examining the influence of bank policies and practises on women's career advancement; and developing a framework for the professional advancement of female employees in Bangladesh's banking industry. The research design adopted by the study was descriptive. Both primary and secondary data were gathered using survey questions and thorough literature reviews, respectively. SmartPLS 3.0 was used to analyse the information gathered. Following the study's findings, it was determined that the discussed criteria have an effect on how far female bankers can advance in their careers. Women must have strong female leadership, network development, and female role models if they are to advance in their careers across all industries, not just the banking industry. The study makes a contribution by outlining the significant challenges impacting the career advancement of female employees in Bangladesh's banking industry, which might be useful in developing policies that are supportive of female bankers. Additional research on this topic can focus on various industries, such as state-owned banks, the public sector, the business sector, educational institutions, and so forth. The current study would contribute towards the existing knowledge through the utilization of under study variables, theoretical framework, and geographical coverage in business and management studies. Keywords: Career progression, banking sector, female bankers, work life balance.

As the under-representation of women in management positions continues to persist globally, little is known about the experiences of women in the healthcare sector in the context of the developing Middle Eastern nations. In an attempt to address this knowledge gap, the current study explores some of the barriers that hinder and the enablers that foster women's career advancement in the healthcare sector. To meet its objectives, the current study uses a relational approach that integrates the macro socio-cultural, meso-organisational, and micro-individual levels of analysis. Guided by institutional theory as a theoretical framework and social constructionism as a philosophical stance, the current study adopts a qualitative research methodology. It capitalizes on in-depth, semi-structured, face-to-face interviews with women managers in different occupational fields, across the managerial hierarchy in the healthcare sector in Lebanon. Snowballing and purposeful sampling procedures were used, and the interviews were analysed using thematic analysis, focusing on identifying new, emerging themes. The results of the study confirm the salience of discriminatory cultural values, gendered social roles and expectations in Middle Eastern societies, and illustrate their role as barriers hindering women's career advancement. The results also portray the spillover effect of societal expectations and cultural gender stereotypes into the organisational realm, resulting in widely experienced attitudinal and structural organisational barriers. This study also illustrates how the enablers that facilitate and promote women's career progression unfold amidst the interplay between the macro and meso factors, lending credence to the role of women's agency at the individual micro level. Amongst the toll of barriers, Middle Eastern women navigate the patriarchy of their cultures and the discrimination inherent in their organisations by using their agency and persistence as they construct and negotiate their careers in management. This study provides new knowledge on the status of Middle Eastern women in the healthcare sector, a sub-category of female employees that to date, is under-researched. It primarily highlights the role of agency in building women's careers. It also stresses the notion that the complexity of women's careers in the healthcare sector can be best understood using a relational approach that highlights the intersectionality between gender, agency, socio-cultural realities and organisational boundaries.

PurposeThe paper focusses on the intrapersonal vs environmental barriers to women's career advancement to the top leadership positions in the information and communication technology (ICT) business and envisages the individual, organisational as well as societal practices for overcoming such barriers in the given sector.Design/methodology/approachThe study relies on the qualitative research method of expert interviews with top-level women managers in the leading ICT companies in Lithuania. The study allowed identifying and structuring the key barriers to women's careers and three-level practices for overcoming them.FindingsThe research has shown that the key intrapersonal barriers are related to the lack of self-confidence and perceived glass ceiling. The main environmental barriers are male domination and socially gendered professions. The practices for overcoming women's career barriers can be categorised into three levels – individual, organisational and societal. The study has shown that the most important individual practices are the ability to continuously self-educate and self-affirmation. On the organisational level, the following key practices can be applied: mentorship and inclusive company culture. The societal practices for improving women's career advancement in ICT are mainly represented by the visibility of successful leaders as role models and initiatives increasing awareness for an inclusive society.Research limitations/implicationsThe research limitations are largely related to the research sample selected for the qualitative research (interviews). The respondents are already established in the top leadership positions, so may only have a retrospective view on the obstacles to the respondents' careers. A larger sample could provide a more generalisable data, whilst a larger number of interview participants for preselected categories, like company category or tenure in a position, would provide insights on the different stages of career growth and company's influence for the individual's growth. The authors encourage extending research to other sectoral and national contexts.Practical implicationsThe research sets out the key barriers that can be overcome with the help of individual, organisational and societal practices. This provides a comprehensive list of practices that can be adopted by the organisations (in the ICT and beyond), as well as the policy makers on the societal level.Social implicationsAddressing the issues of gender balance and women's career advancement in one of the fastest growing industries (ICT) has profound social implications. Qualitative research has shown how the barriers can be overcome at different levels of the social system.Originality/valueThe paper marks one of the first attempts to introduce a three-level approach to addressing the intrapersonal and environmental barriers to the advancement of women's careers with a particular focus on the ICT sectoral context.

PurposeAlthough qualified women are entering professional and managerial ranks within organizations, they continue to have difficulties in advancing their careers. It has been suggested that the biggest obstacle to women's career advancement lies in the attitudes, biases and prejudices of their male colleagues and their organizational cultures. The purpose of this paper is to examine the relationship of perceptions of organizational bias among managerial and professional women and their work satisfactions and levels of psychological well‐being.Design/methodology/approachData were collected from 215 women, a 67 percent response rate, using anonymously completed questionnaires. Respondents worked for a large Turkish bank that had offices in several cities.FindingsWomen reporting greater perceptions of bias indicated less job satisfaction, lower levels of work engagement and higher levels of job stress; perceptions of bias were not related to intentions to quit however. In addition, women reporting greater perceptions of organizational bias indicated higher levels of exhaustion but these perceptions were unrelated to levels of self‐reported psychosomatic symptoms. Interestingly, more educated women reported higher levels of perceived organizational bias.Research limitations/implicationsImplications for women's job performance and career advancement as well as suggestions for addressing potential gender bias are offered.Originality/valueThe paper adds to knowledge about the work and career experiences of women in Turkey and the challenges they face.

PurposeDespite the significance of a gender-diverse workforce, there is a lack of comprehensive review of gender diversity and women's career advancement literature. Moreover, past literature focuses on women-on-board and other subsets based on outcomes like firm financial and non-financial performance, corporate social performance and board interlocks. The purpose of this study is to examine the research on gender diversity and women's career advancement through an analysis of 143 articles published during past decade. Theoretical frameworks, contexts and constructs-based contribution to scholarship were reviewed. The authors attempt to highlight key theories, constructs and contexts and provide direction for future research.Design/methodology/approachA comprehensive systematic literature review of 143 articles spanning January 2008–March 2023 about gender diversity and women’s career advancement was conducted.FindingsMajority of the past studies have focused on women on board and top management team, and most of them have been conducted in the context of the USA and China. There is no specific industry which has been covered extensively. Resource dependency, resource-based views and agency theories are the primary theoretical frameworks used in the past studies. Furthermore, these findings suggest the scope to further focus on women’s retention and career growth initiatives, especially at levels other than top levels, for a stronger leadership pipeline.Originality/valueThis study has been conducted with a focused analysis of the context, constructs and theoretical frameworks, enabling future researchers to decide how and where to focus, to now strengthen retention of women.

PurposeThe objectives of this study are: to identify and compare companies' involvement with work‐life balance practices and policies in 14 European countries, and to test whether these practices actually enhance the career advancement of women to senior management positions.Design/methodology/approachA comparative descriptive analysis shows differences in work‐life balance practices and policies and women's participation in the workforce between countries. In order to test whether work‐life balance practices and policies enhance the career advancement of women to senior management positions a multiple regression analysis is performed.FindingsThere are certain differences in the provision of work‐life balance practices and women's participation in the labour force among European companies. A positive influence of work‐life balance policies and practices on women's career advancement into senior management positions was confirmed in only one case – the payment of an additional amount for maternity leave. All other practices were shown to have no significant impact or a significant negative relationship.Originality/valueAn interesting issue is whether work‐life balance practices and policies help remove the glass ceiling. There has been little research on the impact of work‐life balance practices and policies on women's career advancement. This study attempts to redress this dearth by examining the role of work‐life balance practices and policies on women's career advancement.

The university sector has been a leader in the development of equity and diversity policies in Australia, with most organisations providing strong protections against gender (and other forms of) discrimination as well as programs to support women's career advancement and comparatively generous parental leave policies. Within this context (although not necessarily causally driven by it) women's representation in higher levels of academia has increased significantly over the past 10-15 years. However the current picture varies considerably by discipline and organisational type, and overall women remain substantially under-represented in the top ranks of the academic workforce. The research reported in this paper examines ongoing influences on the careers of women and men in academia, addressing in particular some of the commonly assumed barriers to women's progression such as the gendered effects of parenthood and the distribution of teaching and administrative loads. We draw on a comprehensive national survey of academic staff conducted in 2011 (N=9,032) to investigate these issues. Our analysis indicates that women in the professoriate are significantly less likely than their male counterparts of similar age to have dependent children, thus raising questions over the capacity of the relatively generous policy context in universities to counter the career costs of parenting for women. The research also assesses the relevance of a range of other factors thought to impact on women's career progression in academia, including gendered workload patterns. Overall it provides some basis for a reconsideration of the most appropriate gender equity policies for contemporary universities.

PurposeThis article aims to introduce a three‐level, 11‐factor framework for women's career progression. The framework summarizes the factors that genuinely do make a difference when it comes to women's career progression.Design/methodology/approachThe article combines the introduction of a theoretical framework based on a review of academic literature with a real life client case study to illustrate the power for using a structured, research based and data driven approach to identifying career barriers for women's career progression.FindingsThe article shares high‐level findings from the organizational audit and highlights the main lessons learnt during this process.Practical implicationsThe article sets out the key areas for consideration when trying to boost the number of senior women in an organization and outlines the reasons for failure of many programs. Furthermore, it points to best practice in designing interventions to increase the number of women in senior roles.Originality/valueThe article introduces a new, research‐driven framework for women's career advancement and provides a client case study that illustrates how a rigorous, research and data‐driven approach to identifying career barriers for women helps to provide and defend recommendations for increasing the number of women in senior roles.

PurposeThe use of women's networks is emerging as one method of advancing women's careers within organizations. However, the value of these networks has been questioned. The purpose of this study is to examine how potential differences in the perceptions of network members and the firm's executive leadership about the purposes and anticipated outcomes of a women's network may impact women's career advancement.Design/methodology/approachThe authors interviewed 21 members of an intra‐firm women's network and six members of the executive leadership team of a global organization. To examine the qualitative data, they used a process of thematic analysis to discover prevalent themes in the transcribed interviews.FindingsBoth members of the women's network and the executive leadership team placed responsibility for women's career advancement upon the individual; the firm's male‐dominated culture and organizational constraints were not emphasized. While members of the women's network recognized how the network could be used to contribute to the firm's strategic goals, the executive leadership team did not recognize the network's possible effect on the firm's bottom line.Originality/valueExamines how potential differences in the perceptions of network members and the firm's executive leadership about the purposes and anticipated outcomes of a women's network may impact women's career advancement.

This study presents an original contribution by examining an often-neglected country in the Middle East and Northeast Africa (MENA), with a specific focus on women's career research. It identifies challenges that have created barriers for Sudanese women's career progression, consequently limiting their opportunities for career and leadership growth. To conceptualize understand women's career motivations on a global and regional scale, the study conducted an in-depth review and analysis of literature, benchmarked similar countries, and incorporated psychological and organizational behavior theories, alongside examples of women's empowerment cases from the MENA region. The study employs a multifaceted approach that involves exploring psychological and organizational theories, drawing insights from self-efficacy, stereotype, and implicit bias theories, as well as MENA empowerment cases. Additionally, an empirical investigation is conducted through an extensive three-round Delphi study involving 75 Sudanese women leaders from diverse sectors. The empirical findings are crucial for understanding obstacles faced by women and the impact of Sudan's unique social context on their career paths. The research findings shed light on the complex interplay of factors creating roadblocks for Sudanese women's career advancement. Sudan's distinctive social context significantly shapes and influences women's career motivations in diverse and interconnected ways. Empirical evidence from the Delphi study underscores the broad impact of these roadblocks, highlighting the multiplicity of challenges faced by women in Sudan. This comprehensive analysis not only aids in comprehending workplace obstacles but also provides valuable insights into the diverse experiences and needs of female employees. The findings emphasize the broad impact of these barriers on women, underscoring their varied challenges. The research holds far-reaching implications. By contextually identifying barriers that impede Sudanese women's career motivations, the study lays a foundation for targeted solutions. This understanding is grounded in historical, theoretical, and policy-making perspectives, enabling informed strategies to support women's advancement. The study also offers actionable policy recommendations for governments, workplaces, and stakeholders, facilitating women's career growth through policy reforms and capacity-building initiatives. Furthermore, its significance extends beyond Sudan, acting as a catalyst for developing gender-responsive policies in similar MENA countries and beyond.

Contents:Introduction: Advancing Women's Careers: A Key Business IssueRonald J. Burke and Susan VinnicombePART I: SETTING THE SCENE1. Gender Ratios in Organizations: Managerial and Cross-Cultural IssuesHetty van Emmerik and Merel M.S. Kats2. The Continuing Challenge of Incorporating Race and Ethnicity into Research on Women's Management CareersStella M. Nkomo3. Sprinters, Marathoners and Relay Runners: Profiles of Women's Career Development Over TimeDeborah A. O'Neil, Margaret M. Hopkins and Diana Bilimoria4. Stop Fixing Women, Start Building Management CompetenciesAvivah Wittenberg-CoxPART II: CHALLENGES FACING CAREER WOMEN5. Theoretical Advances in the Study of Sexual HarassmentMargaret S. Stockdale, Seth A. Berry, Joel T. Nadler, Dawn M. Ohse and Gargi Bhattacharya6. Gender Stereotypes and their Implications for Women's Career ProgressSuzette Caleo and Madeline E. Heilman7. Women's Occupational Motivation: The Impact of Being a Woman in a Man's WorldKim Peters, Michelle K. Ryan and S. Alexander Haslam8. Women's Impact on Women's Careers in Management: Queen Bees, Female Misogyny, Negative Intra-relations and Solidarity BehavioursSharon Mavin and Jannine Williams9. Organizational Politics: The Missing Link to Women's Progression into Managerial RolesElena Doldor10. Glass Networks: How Networks Shape the Careers of Women Directors on Corporate BoardsRosanne Hawarden11. Beyond Bias and Barriers: A Biopsychosocial Lens for Understanding Gender Communication in OrganizationsSusan S. Case and Angela J. Oetama-Paul12. Prejudice Against Women Leaders: Sex of VoiceFiona SheridanPART III: WOMEN IN SPECIFIC OCCUPATIONAL SECTORS AND ROLES13. Women in Professional Services FirmsCamilla Quental14. Gender Differences in the Academic Work Experiences of Faculty at Early, Middle and Late Career StagesDiana Bilimoria, Xiangfen Liang, Shani D. Carter and Jeffrey M. Turell15. Where are the Women in Academic Science, Technology, Engineering and Mathematics Fields?Wendy M. Williams, Susan M. Barnett and Rachel Sumner16. Breakthrough for Women on UK BoardsRuth Sealy17. Women Professionals in the Software Services Sector in IndiaVasanthi Srinivasan and Amit Gupta18. A Gendered Analysis of International Career Development: Progress, Pitfalls and ProspectsSavita KumraPART IV: SUPPORTING WOMEN'S CAREER DEVELOPMENT19. Advancing Women: A Focus on Strategic InitiativesJulie S. Nugent, Sarah Dinolfo and Katherine Giscombe20. Women's Leadership Programmes are Still ImportantSusan Vinnicombe, Lynda L. Moore and Deirdre Anderson21. The Effect of Race and Migration on the Managerial Advancement of WomenCharmine E.J. Hartel, Nasreen Sultana and Gunter F. Hartel22. Factors Supporting Women's Career Advancement: Differences between Male and Female CEOs in the United StatesAlix Valenti and Stephen V. Horner23. Best Practice Case StudiesLesley Brook and Jacey Graham 24. E-Coaching as a Technique for Developing the Workforce and EntrepreneursCarianne M. Hunt and Sandra L. FieldenIndex

This study examines the concept of mentoring as a career-strategy tool in Greek organizations from a protégé's point of view and the effect of mentoring on women's career advancement. In particular, we hypothesize, first, that seeking mentoring is a multidimensional concept, consisting of a number of activities and behaviours interconnected in a career strategy scheme; second, that mentoring has a positive effect on career advancement; third, that organizational culture has a moderating effect in the relationship between mentoring and career advancement. The research was carried out in a sample of 297 women employed in Greek organizations. A series of factor and regression analyses were performed. The findings support our hypotheses and indicate the necessity for women to assume proactive behaviours in developing mentoring relationships in order to advance their careers; they also stress the role of the organization in creating a relationship-oriented organizational culture in order to facilitate women's mentorship.

In the business world, women's employment careers have been a significant problem. It has been determined that a variety of factors influence women's career outcomes in organizational contexts. Thus, the study's goal was to examine how demographic variables affected Nepalese women's career advancement in commercial banks. The study's population was female employees in commercial banks who held supervisory positions or above. Samples of 319 women were collected for the research. A purposeful sampling technique was employed to get the respondents' responses. To analyze the influence of demographic characteristics on career development, descriptive as well as analytical research designs were utilized. Among the statistical methods used were the one-way ANOVA, independent t-test, mean, and percentage frequency. The results showed that factors influencing women's careers include age, income, and service year in addition to marital status, and designation. However, education did not affect women’s careers. The study's conclusions offer insightful information on the potential influence of demographic variables on the careers of females. The study's conclusions will be valuable to the existing literatures related to how demographic elements affects carrers of women. Additionally, supports organizations in focusing on creating rules that suit their unique set of circumstances.