Career progression of female managers in retailing

Abstract

Women in UK retail management are well represented at the recruitment stage and at middle‐management level, but in spite of the provision of equal opportunities policies, are not well represented at senior levels (the so‐called “glass ceiling” effect). Reports recent research findings about the experience of female managers in the UK retail industry. Researchers sought to explore possible reasons for women′s under‐representation at senior management levels, including: varying emphasis on commitment; equal opportunities practices; and factors influencing career progression. Questionnaires were distributed to a sample of 34 female managers awaiting promotion to the senior position of store/general manager and data yielded significant results. The majority of female managers in the sample were highly committed and ambitious for promotion; criteria for promotion may not always reflect equal opportunities policies; and results suggest that women are disadvantaged by different career planning, a lack of political awareness and support.