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Approaches to careers in management: why UK organisations should consider gender

Sharon Mavin (Senior Lecturer, HRM & Development, Newcastle Business School, University of Northumbria at Newcastle, Newcastle upon Tyne, UK)

Career Development International

ISSN: 1362-0436

Article publication date: 1 February 2000



Women’s career development does not simply lag behind that of men, but may proceed in a completely different manner, and yet, to date, only a few career models attempt to incorporate women’s varying life experiences. Indeed, the traditional working pattern of education, full‐time career and retirement, is based on the typical working lives of men and there is no single typical working pattern for modern women. It is clear that while traditional male career development models remain, and while women are the ones to step off the fast track to meet family responsibilities, they will continue to be at a competitive disadvantage in career advancement. Reviews the literature on these themes, and areas for further research are highlighted. Argues that the importance of offering new conceptions of career based on an understanding that women’s experiences are different from men’s, cannot be underestimated.



Mavin, S. (2000), "Approaches to careers in management: why UK organisations should consider gender", Career Development International, Vol. 5 No. 1, pp. 13-20.




Copyright © 2000, MCB UP Limited

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