Identifies the structural problems in the employment system which still lie behind the realization of the aim of the equal employment opportunity legislation (EEOL) which came into force in 1986. Points out that the dual track system, which was introduced by large companies ostensibly to ensure that there is a route for female university graduates to progress in the management career track, is in fact nothing more than a cleverly disguised but flawed device that allows continuation of the discriminatory system against women. By looking at the backgrounds and status of the existing female managers whose rise owes less to EEOL than to their efforts, suggests conditions which are required for the future development of female managers in Japan.
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