segregation, and part‐time employment. Discusses the barriers to women′s progress. The first barrier is the role women have been …Men have power in organizations that women often lack. Investigates generally men′s and women′s employment, job … such as employer biases, negative perceptions of women, attribution of female behaviour and use of language. Suggests how …

roles. Research limitations/implications – While the paper identifies competencies expected in the HR role at present, as … areas are identified, such as advocacy, conflict management, and succession and leadership development. Originality …

team management: the best team skills, the characteristics of an effective team, the best type of team player, the reasons … team management on an organization‐wide basis and examines the steps that can be taken by a company to support team … management throughout the organization. Reviews the literature and case examples in order to articulate the following aspects of …

‐thirds of executives have had a mentor at some stage. Women are more often excluded from mentoring relationships. Describes the …/ barriers to mentoring.  …

Considers how women have progressed in their careers to middle/senior management levels in the North‐East. Focuses on … the individual experiences of 40 such women and covers the impacts of their work and environment, education training and … development, personal circumstances, and contributions and barriers to success. The data were collected via interviews and …

and improvement of the position of women in the workforce. Gives positive reasons why women should be developed in … organizations and discusses family friendly policies and changing management styles.  …