Argues that the studies commonly labelled “women‐in‐management” are inadequate because they do not succeed in helping women to progress as managers in business. These studies endorse different strategies for remedying gender inequalities in the workplace, but they provide a variety of often insufficient or contradictory views. Examines some fundamental perspectives on the subject of women managers. These perspectives can be found in the research community, but also in the area of political and organizational policy making. Suggests that the viewpoints conveyed by the women‐in‐management literature are closely linked to a set of assumptions in organizational theory, and to a particular interpretation of gender. Examines these assumptions to see how they limit our understanding of how and what women can contribute as newcomers in business management.
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