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The paper aims to explore the increasing feminisation of the medical profession and career progression of women in the medical profession. Furthermore, the paper explores the implications of gender segregation in the medical profession for health service provision.

The paper presents an overview of studies in this area and draws upon primary, empirical research with medical practitioners and medical students. However, unlike most other studies the sample includes male and female participants. The research involved élite interviews and self‐completion questionnaires in order to provide perspectives of both male and female medical practitioners and medical students.

The findings are consistent with those of other studies; that gender discrimination and segregation is still prevalent in the medical profession. But there are significant differences in perceptions between the genders. Moreover, it is concluded that the gendered career structure and organisational culture of the health sector and medical profession create a role conflict between personal and professional lives. The current difficulties in reconciling this role conflict create barriers to the career progression of women in the medical profession.

Further research in this area could include a longitudinal study of medical students and the impact of changes in the design of medical training and career structures to assess whether these changes enable female career progression in the medical profession. Further analysis is needed of gendered practices and career development in specific specialist areas, and the role of the medical profession, NHS and Royal Colleges should play in addressing gender and career progression in medicine.

Gender segregation (vertical and horizontal) in the medical profession will have implications for the attraction, retention and increased shortages of practitioners in hospital and surgical specialities with the resultant economic and health provision inefficiencies.

The paper provides a review of literature in this area, thereby providing a longitudinal perspective of gender and the medical profession. Moreover, the research sample includes both male and female medical practitioners and medical students, which provides perspectives from both genders and from those who have experience within the medical profession and from those beginning their career in the medical profession. The research will be of value to the medical profession, the NHS and Royal Colleges of Medicine.

For a long time, women have not been judged by the same standards as men when trying to enter a trade or profession reserved traditionally for men or even after becoming part of it, while progressing. This paper explores the concept of career progression of female staff in an academic institute. It seeks to answer the following research questions: What barriers are faced by women in career progression? What are the differences in perceptions among female sub‐groups regarding these barriers? What policies and improvement programs can be provided to promote women's career progression? What is the relationship between women's career progression and justice?

According to the research objectives, the best way to collect the required data was a questionnaire. In this research, three different questionnaires were used. Also, to rank women's career progression barriers, the TOPSIS technique was used.

The authors found that there is a significant relationship between career progression barriers with interactional and distributive justice. Our ranking results showed that lack of organisational support and job restrictions are the main barriers to women's career progression. Also, flexible working time options is the main support program for eliminating of these barriers.

The major research limitations of this study were the failure to collect and analyse data that would yield a quantitative assessment of organisational justice, and the distribution of questionnaires among women at work.

This is the first study of its nature conducted among female Iranian university staff to focus on barriers to women's career progression. The paper also offers practical guidance that can be used by management and women employees to facilitate career progression.

This paper seeks to investigate barriers faced by women in acquiring higher positions in a Malaysian multinational oil company.

Data were obtained through a survey involving 78 executive women in the Malaysian oil company. A structured questionnaire was used to gather data. The study used gender role theory, which argues that women are viewed and treated unfavourably when they do not act according to their expected gender roles.

Shows family structure and women's commitment to the family are the most significant barriers perceived by the executive women. This research reveals that women in various job positions do not differ in their perceptions with regard to barriers they face for career progression.

The study was conducted among executive women in one company only, hence it cannot be generalized to other oil companies in Malaysia.

Provides evidence on family‐, organizational‐ and societal‐related barriers to career progression. The organization should aware of these barriers as they will affect women's professional development.

This is a first study of this nature conducted in a large oil company which focuses on women‘s barriers to career progression.

This study aims to identify and explore experiences, perspectives, barriers and enablers to women’s career progression to management positions in the health-care sector and to assess women’s and men’s perceptions of the policies and practices of the health-care system concerning gender equality and nondiscrimination between women and men.

A cross-sectional survey was conducted among health-care professionals in ten selected hospitals, including physicians, registered nurses/midwives and pharmacists with or without managerial positions.

This study included a total of 2,082 female and 1,100 male health-care professionals. Overall, 70% of women and men reported that opportunities for advancement are based on knowledge and skills in their institution. However, 58.9% of women (p < 0.001) reported that women are more likely to face barriers to career advancement than men do in their workplace. Lack of women in general/line management and discrimination against women by supervisors at the point of promotion were the main barriers to women's career progression, as they were reported by two-thirds of women. The main barrier, as perceived by men (62.3%) was that women have family and domestic responsibilities.

To overcome barriers in women's career progression, there is a need to establish a career planning and capacity-building program for women in the health sector.

Jordanian female health-care professionals face different barriers that affect their career progression, including inequity and discrimination in the workplace, negative views about women’s abilities, lack of qualifications and training, hostile cultural beliefs and family responsibilities.

There are significantly fewer women than men in managerial positions, mainly project management. This problem is noticeable in the construction and engineering sectors, traditionally male-dominated industries with leadership much dependent on masculine qualities. This study examines the obstacles to the career progression of professional female project managers (PFPMs) in the Ghanaian construction industry.

Twenty potential obstacles to women's career progression in the construction industry were identified from a comprehensive review of the literature. A questionnaire was prepared and administered among eighty project managers who work in large construction firms in Ghana. Data obtained were analysed using one sample t-test, Kendall's concordance test, Chi-square test and exploratory factor analysis.

The findings suggest the significance of all the twenty factors as potential obstacles to the career progression of PFPMs. The exploratory factor analysis identified five underlying grouped obstacles: “leadership and human capital related issues”, “issues related to discrimination of all forms”, “career aspiration and planning issues”, “female related role conflicts”, and “recruitment and selection issues”.

The subjective nature of the views of the respondents could influence the evaluation of the obstacles. With this study only exploring the dimensions underlying the significant obstacles, future studies could examine the interrelationships between the various obstacles and move on to determine their impacts on the career progression of professional female PMs as well.

Having an in-depth understanding of these obstacles, stakeholders and other industry practitioners in Ghana could make informed decisions on measures to put in place to address some of these critical issues to raise the standard of professional female PMs in the construction industry. Policymakers and gender advocates in Ghana could also take up some of the critical obstacles identified and provide suitable strategies to educate and create the needed awareness of the industry on those obstacles. Practically, the findings from this study can be valuable for informing decision-making at different management levels in the construction industry.

With country-specific (Ghana) obstacles identified, the findings significantly contribute to the literature on the career advancement of females in the construction sector.

The purpose of this paper is to explore the perceptions of barriers to career progression among female university students. While significant literature has examined career enhancement in the context of employed women, little work has explored the perceptions of future career challenges of females about to enter the workforce and embark on their careers. This study derives its motivation from research findings that confirm that women need additional focused preparation for career advancement opportunities.

The study used a sample of 484 Indian female university students located in the United Arab Emirates and India. The study uses the established Career Pathways Survey scale (Smith et al., 2012a) to measure the four dimensions Denial, Acceptance, Resignation and Resilience to career progression. Structural equation modeling was used to model the four constructs as indicators of perceived barriers to progress.

The study finds that among the female students about to embark on their career journey, there is a strong desire toward achieving career success. The model is validated by the use of a structural equation model, and findings indicate that there is a strong sense of Resilience and an element of uncertainty about whether perceived career progression will be satisfying overall. No significant differences were observed in the perceptions across the two geographical locations. The findings suggest that continued efforts in preparing female graduates for career success are warranted.

The Career Pathways Survey may be a useful method to assist young women in identifying their career goals prior to entering the workforce. Interventions through training programs during their higher education may be beneficial in addressing perceptions that might hinder their later career growth.

This paper contributes to the understanding of the perceived barriers to career progression for women. Prior research has concentrated on career progression in the context of employed women. This study extends that work to understand the perceptions of women about to embark on their career journey.

The purpose of this paper is to address the research gap on Lebanese female managers and to examine female managers' perceptions of their organizations in relation to women's career progression.

The research was quantitative in nature. A survey questionnaire was used to collect data from 450 female managers. Measures included personal and demographic characteristics, organizational culture, organizational practices, organizational networks, mentoring and role modeling, tokenism, and the usage of wasta.

Descriptive statistics and analysis of variance were used to explain the results. The results reveal that female managers perceive their career progression to be affected by organizational culture, practices, and networks, while mentoring and tokenism were shown to be less critical. In addition, the women in this sample perceived wasta to be a powerful determinant.

The findings contribute to a wider appreciation of the implicit barriers to women's career development and retention, will help organizations engage with the diversity agenda in this region and provide a better understanding of how these companies and their members can make progress, will help inform managerial interventions to make managers better able to make the most of the issues faced, and will help organizations make a much more concerted effort to manage junior female managers through helping them accelerate in their progression and development.

The paper contributes to the limited literature on women in management in Lebanon as well as the Middle Eastern region in general.

This paper aims to investigate the career experiences of female academics in a Western and in an Indian cultural setting in order to gain an in‐depth understanding of the factors contributing to their career progression. The paper also examines the factors such as national culture, gender stereotypes and leadership, work and family conflict, mentoring and informal networks that impact on the career progression of women academics in two different cultural settings, namely Mauritius and Australia.

Thirty in‐depth interviews from two universities were used.

The findings illustrate that the barriers to progression are remarkably similar to women from both universities despite their different cultural background. Women in the Mauritian context face a considerably more conservative cultural climate that may negatively impact on their career progression. Women from both cultural settings face significant barriers to career progression in their academic roles.

This paper compares Australian and Mauritian women academics experience in academia. The paper also offers practical guidance that can be used by management and women academics to facilitate career progression of women in academia.

Literature around the careers of female academics is targeted mainly toward identifying and examining career progression inhibitors, while the drivers appear largely unexplored. This paper aims to contribute to contemporary knowledge by identifying drivers to the career progression of female academics in Australia. With COVID-19 currently impacting the careers of female academics this knowledge can assist universities and human resource (HR) professionals in developing policies and practices to better facilitate female academic career progression.

Empirically this paper draws on a qualitative study of 18 male and 29 female academics, as well as nine senior university stakeholders. The authors employed semi-structured interviews and a novel methodology, Draw, Write, Reflect.

In line with attribution theory, senior stakeholders mainly identified organisational efforts, including leadership, gender equity endeavours, recruitment and promotion approaches, as well as a construct known as “relative to opportunity considerations”, as drivers of female academics’ career progression. Female academics, however, largely attributed their career progression to personal factors, such as family support, informal mentoring, and determination and persistence.

The findings have implications for universities and HR practices seeking to facilitate female academic career progression. Implementation of the drivers identified may enhance female academics’ abilities to progress their careers.

By focussing on the drivers of, rather than the barriers to, female academic careers, the research is novel in its identification of a previously unexplored mismatch between organisational attribution and individual attribution of career progression drivers thereby advancing knowledge of gender differences in academic careers.

The research for this paper focused on the impact which an MBA has on the careers of women in management and compared the career progression of male and female MBA graduates. The research was carried out among graduates who had obtained an MBA from the University of Ulster between 1992 and 1996. The study found that the management careers of men and women did differ significantly in a number of respects and that there were differences between male and female graduates in their perceptions of how the MBA has affected their careers. It also found that women, in particular, experienced barriers to their careers which mediated the effects of obtaining a higher level qualification. The paper discusses how a more “level playing field” might be created and pressures reduced for both men and women in management careers.