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Understanding the factors and processes facilitating entry into science related occupations is a first step in developing effective interventions aiming to increase a skilled science base. This paper intends to address individual as well as family and school related influences on uptake of science, engineering, technology and health related careers.

Drawing on data collected for two British birth cohorts: the 1958 National Child Development Study and the 1970 British Cohort Study, a developmental‐contextual model of career development is tested, comparing the experiences of over 17,000 men and women during the transition from school to work.

The findings suggest that there is a persisting gender imbalance both in terms of aspirations and occupational attainment. Interest and attachment to a science related career are formed early in life, often by the end of primary education. School experiences, in particular, are crucial in attracting young people to a career in science.

Much remains to be done to improve intake in science related occupations, especially regarding recognition and access to science related courses at school, and rendering school experiences more relevant and engaging for young people.

Comparing career transitions in two longitudinal cohorts allows the study of careers over time, linking early influences to later outcomes, and enables the identification of stable and changing patterns in antecedents and outcomes.

This editorial aims to explore some of the reasons why women and men do not experience the revolutionary forces of new technologies in the same way.

The paper reviews a series of research and conceptual papers which were first presented at a seminar at the University of Cambridge organised by the Economic and Social Research Council's Gender Equality Network

Taken together, the papers show the dynamic interdependence of work undertaken in both the public and private spheres and the role of different forms of new technologies in influencing inequalities in the division of labour

The collection of papers is probably unique in that its focus is not just on paid work but also on the implications of technological change for gender equality in domestic labour.

The present paper attempts to prove that social resilience to environmental risks should be considered as a potential mechanism of transfer of vulnerability from one social actor to another and/or transformation of vulnerability to one risk to vulnerability to another. This means that social resilience should not be treated always as a desirable attitude; it is desirable under certain conditions only.

Widespread views are challenged by alleging both theoretical knowledge and empirical outcomes. By carrying out insights to the epistemological roots of the concept resilience, its use in the domains of ecology, social and behavioural sciences, and actual experiences of resilience processes to risks in Greece, the author re‐integrates resilience analysis in the context of systemic understanding of society, the environment and interrelations between the two.

The paper introduces a clear dissociation of individualized from collective resilience and evidences that these two forms may come in conflict. Besides it indicates that assessment of resilience impacts on vulnerability is possible only by taking into account the systemic interconnections between community actors, on the one hand, and between environmental, natural and socio‐economic risks, on the other. The paper provides a methodological approach to the identity of a resilience process, an approach based on the determinant factors of resilience: the agency performing the process, the utilized resources, the stimulus and modus operandi, spatial and temporal range of the process and impacts on several aspects of vulnerability.

Acknowledgement of social resilience to risks as a mechanism of transfer and/or transformation of vulnerability entails radical changes in planning philosophy. Planning should focus more on keeping the effects of individualized resilience within the constraints of the wider community interest and environmental sustainability objectives, i.e. vulnerability reduction for all and vis‐à‐vis all risk aspects.

The paper reverses widespread optimism about social resilience to environmental risks as a universally positive process and a panacea for dealing with social vulnerability. It introduces a new methodology for evaluating virtual impacts on vulnerability and revises the guiding principles and given assumptions of risk mitigation planning.

The purpose of this paper is to review the conference on “Gender inequalities in the 21st century” held 26‐27 March 2009 at Queens’ College, Cambridge, UK.

The conference included four plenary talks and 18 papers presented in themed sessions. The report is based on the presentations and papers.

This report summarizes research on gender inequalities in the twenty‐first century, including gender differences in individual pathways; the gender division of paid and unpaid labor, including time use and income; and policy responses to gender inequalities.

The papers presented at the conference included original qualitative and quantitative research by researchers from several social science disciplines.

The purpose of this paper is to provide a brief summary of a series of papers presented at the gender, class, employment and family conference, held at City University, London, in March 2008.

The conference involved 25 papers presented by invited speakers, and the report is based on summary notes, observations and conference abstracts.

This report summarises a range of contributions, theoretical and empirical, to the continuing debates on gender and class inequality in Britain, Europe and the USA. The evidence presented not only demonstrated the persistence of gender and class inequalities, but also provided a critique of the “individualisation” thesis. The contribution of both normative and material factors to gender inequality was extensively explored. The discussions focused upon a series of tensions and contradictions – between “sameness” and “difference” feminism; choice and constraint; capitalist markets and the human requirement for caring work.

Many of the papers drew on original empirical research, both quantitative and qualitative, using sophisticated methodologies. Longitudinal findings (cohort studies) were well represented, as were cutting‐edge theoretical contributions.

This paper aims to explore the influence of career expectations on job satisfaction of Generation Y, as well as the mediating effect of career expectations on the relationship between hotel career management (HCM) and job satisfaction.

Data were collected from the main tourist cities in China with Generation Y employees working in the hospitality industry as the target population. A total of 442 valid questionnaires were obtained, and structural equation modeling was used to examine the relationships among the constructs.

HCM contributed positively to employees’ career expectation and job satisfaction. Career expectation was positively related to job satisfaction, as well as mediated the relationship between HCM and job satisfaction.

This study is limited by the use of self-reported data in the cross-sectional design because all participants filled out the questionnaires by themselves. The use of convenience sampling method presents another limitation for this study.

This study may serve as a guide for managers and policymakers. First, this study highlights the importance of effective career management activities. Second, this study may help hotels retain the qualified staff members. Third, this study may help hotel managers respond to the career expectation of their young employees.

The meditating effect of career expectation highlights its importance in the career management system. The main force of market labor is Generation Y, who are known for their high career expectation and their emphasis on their career development. The findings indicate that both extrinsic and intrinsic value factors provide greater contributions to job satisfaction than prestige and stability factors. Therefore, hotels must provide a stable working environment, and care more on employees’ intrinsic value. Aside from providing high compensation, employers should also provide career growth opportunities and challenging job to their employees, as they are important motivational factors. By providing tailor-made career activities, hotel managers may satisfy the career expectations and enhance the job satisfaction of young employees, which, in turn, leads to a mutually beneficial situation for both managers and employees.

This study explores the predictors and outcomes of career expectations of Generation Y employees. It highlights the importance of meeting the career expectations and also shows initial evidence on the mediating effect of career expectation. The findings of this study may provide useful guidance to both hotel operators and employees.