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Why doesn't she become a manager? Gender and career development

Handbook Careers and Career Management pp 1-31 | Cite as

  • Tanja Hentschel
  • Susanne Braun
  • Claudia Peus
Living reference work entry
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Part of the Springer Reference Psychology book series (SRP)

Summary

Compared to men, women are underrepresented, especially at high career levels. The question of why is hotly debated. Many companies express an intention to promote more women to management positions. Against this background, the chapter has two objectives. First, the causes of the gender inequality at high career levels, especially in management positions, are to be identified. We distinguish causes on three levels: society (e.g. gender stereotypes, compatibility of work and family), organization (e.g. recruiting via networks, unstructured selection and assessment processes) and the person himself (e.g. motivation to lead ). Second, ways of promoting the career development of women are to be identified. We describe possibilities for organizations (e.g. mentoring, professionalization of personnel selection) and for women themselves (e.g. targeted network formation). Current research findings as well as practical examples flow into the chapter in order to present challenges and solutions for both researchers and practitioners in a scientifically sound and clear manner.

keywords

Gender Women Men Gender stereotypes Work-life balance Networks Personnel selection Mentoring Career development
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