Table of Contents

Handbook of Research on Promoting Women’s Careers

Handbook of Research on Promoting Women’s Careers

Elgar original reference

Edited by Susan Vinnicombe, Ronald J. Burke, Stacy Blake-Beard and Lynda L. Moore

In a changing world where women have dominated as graduates from universities in the West, recent research has shown that the same trend is also strikingly evident in the newly emerging markets. Tapping into this female talent pool is extremely important and advancing women’s careers has become a key business issue. This Handbook lays out a number of promising approaches. First the business case for doing so is presented. The challenges facing women are reviewed, followed by various programs that address particular needs such as mentoring, leadership development programs for women, work and family initiatives, and succession planning. Finally, case studies of award-winning organizational initiatives are described.

Chapter 17: Women professionals in the software services sector in India

Vasanthi Srinivasan and Amit Gupta

Subjects: business and management, diversity and management, gender and management, organisational behaviour

Extract

Much has been written about how women’s careers differ significantly from men’s careers and that they are likely to take different paths to reach the same career goals (O’Neil et al., 2008). Several studies have demonstrated the complex and interwoven choices and constraints in women’s careers (Powell and Mainiero, 1992), the ebb and flow of career and life responsibilities at different life stages (O’Neil and Bilimoria, 2005) and the impact of family responsibilities on women’s careers (Kirchmeyer, 2002; Ruderman et al., 2002). The career paths of women often consist of several breaks and flexible work arrangements and are defined by the organizational practices that enable or hinder women in their career journey. It is often mentioned that information and communications technology (ICT) enables the increased participation of women since the discrimination that arises out of the physical aspects of work is absent. Many of the traditional stereotypical biases that prevent entry of women into other professions are missing in the context of the ICT-based sectors (ILO, 2001). Much has been written about how women’s careers differ significantly from men’s careers and that they are likely to take different paths to reach the same career goals (O’Neil et al., 2008).

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