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 23: Best practice case studies

Lesley Brook and Jacey Graham

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


In this chapter we aim to highlight examples of best practice in global organisations, which we hope are both instructive and inspirational to others who, in various settings, are concerned to advance the ‘gender agenda’. As a specialist diversity and inclusion (D & I) consultancy firm, we have worked for many years with global companies from across a range of sectors: pharmaceuticals, oil and gas, financial services, telecoms, retail, consumer goods, professional services, aerospace and engineering and information technology (IT).During this time it has been noticeable that the issue of fully developing and progressing women has been, and remains, extremely high on our clients’ agendas; we have yet to come across a global organisation which is fully satisfied that it is able to attract, retain, engage, develop, include and leverage the talents of women available in its chosen markets. It remains a huge strategic challenge therefore for the organisations concerned and ultimately for the societies of which they are a part. As we will try to illustrate here, some exemplary work is taking place, and there is welcome success on a number of fronts. But there is still more to be done before the corporate community as a whole, even as represented in the FTSE 100/Fortune 500 and equivalents across the world, can declare their ‘gender agenda’ ambitions fully realised.

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