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The aim of this paper is to explore the intersection between gender and ethnicity in relation to discrimination and the problems encountered in accessing social support (including emotional and instrumental support) experienced by Black, Asian and Minority Ethnic (BAME) women business owners.

Qualitative data were collected through in‐depth interviews with 40 BAME women small business owners based in North West England. The main aims and objectives of the study were to: investigate the discriminatory experiences of BAME women small business owners related to the intersection between their gender and ethnicity, and to identify the forms (formal and informal) and types (emotional/instrumental) of social support available in relation to their entrepreneurial activities that enabled them to cope with and overcome, the discrimination they may encounter.

The degree of discrimination experienced was reported as a result of gender, ethnic background or an intersection between both. This was attributed to a number of factors, including stereotypical difficulties in accessing different types of formal social support, e.g. formal business and financial support. Informal support by respondents' families was reported as a key source of both emotional and instrumental support.

This paper is just a starting point for this area of research and, because the sample covers women from a variety of BAME backgrounds, it is not possible to generalise the findings to the wider population of BAME women. However, it does give an indication of what issues need to be considered in the provision of instrumental support for BAME women small business owners.

The paper shows that a key element in the development of a strategy for addressing the needs of the BAME women small business owners is the necessity to appropriately re‐design mainstream business support systems and financial services, in order to provide these women effective access to formal social support.

The experiences of BAME women small business owners have received little attention and this paper offers a unique insight into the relationship between how the intersection between gender and ethnicity impact on experiences of discrimination and social support. Whilst it highlights many intra group differences, it has also demonstrated the lack of homogeneity between and within women from different ethnic backgrounds.

It is easy for women to gain employment at the lower levels of an organisation but it is still proving difficult for them to reach senior management positions. The method of career development known as mentoring is examined as a possible tool for the career advancement of women. A pilot study of 30 managers′ comparing male and female managers′ attitudes toward mentoring, is provided. The importance of, and the problems associated with, the practice are discussed and some recommendations are made.

Article 119 of the Treaty of Rome states “each Member State shall during the first stage ensure and subsequently maintain the application of the principle that men and women should receive equal pay for equal work”. In addition, in 1976 the EEC Council of Ministers issued a Directive which established equal opportunity at work for women, “on the implementation of the principle of equal treatment for men and women as regards access to employment, vocational training and promotion and working conditions”.

Aims to present the findings of a recent study into the availability of social support to unemployed female managers. It is widely recognised that social support is an important factor in determining well‐being during unemployment, yet its role in managerial unemployment has received very limited attention. Previous research has demonstrated that social support is of particular importance to women, with a strong emphasis on emotional support. This paper investigates the experiences of 115 unemployed female managers in terms of social support, an area which, despite its importance, has to‐date received no specific attention. The findings indicate that the social support available to unemployed female managers is not only unsupportive but is severely restricted because of their unique position in society.

While the general trend in the UK is towards an increase in female owned small businesses, during the last few years the number of North West of England businesses owned by women has fallen by 12.5 per cent. Aims to investigate the barriers preventing women from entering into growth businesses in the North West. The research included discussions with 12 service providers as well as in‐depth interviews and focus groups with 99 potential and established female business owners. The main barriers blocking women’s ownership of small businesses involved the widely held stereotype of business owners as “white, middle class, males”, cultural differences, a shortage of premises for new businesses and the lack of appropriate childcare.

Examines the situation faced by women in the UK construction industry. Finds that women are confronted by a significant number of barriers, beginning with difficulties in joining the industry. In addition, the administrative or human resource management roles traditionally occupied by women do not lead to mainstream roles and senior management roles. To increase prospects, women need to able to take on the more mainstream roles in the industry such as design, engineering and construcition iteself. The main investigation of the article is therefore into the barriers preventing women from taking these roles. Conclusions and suggestions for reform are made.

Though surveys of sexual harassment at work have consistently shown it to be a widespread and under‐reported problem, there has been little research directed at investigating the appropriateness of seeking a solution to it via claims to industrial tribunals under the Sex Discrimination Act. Based on research which aimed to explore, through interviews and questionnaires, the motives of those who had brought such legal proceedings and their experiences before, during and subsequent to the tribunal hearing, the findings cast doubt on the suitability of tribunal remedies and highlight the devastating long‐term psychological effects of sexual harassment on the victims. Overall the research suggests that remedying sexual harassment via tribunal claims can never be more than a second‐best solution. Concludes that prevention is better than cure and places the onus on management to take effective action against harassment.

Presents research into the policies, practices and attitudes which would encourage women to return to a company following maternity leave. As a background to the study, which was conducted on behalf of one of the UK′s largest engineering organizations and in association with the management consultancy Interactive Skills Ltd, looks at how having children affects women′s careers and the attitude of organizations today. Concludes with a look at the importance of organizations, mothers, partners and colleagues in helping women to lead full and successful careers within a company.

The purpose of this paper is to look back since the first edition of what was then Women in Management Review as a way of looking forward to suggest a future potential.

The paper draws on some historical work on issues central to the literature and practices associated with women/gender in management. It also draws on feminist theories to outline what the author calls “testings” – theoretical, conceptual and activist challenges – to some of that early thinking.

The paper emphasises the importance of differentiating women in order to understand the complexity of inequalities, and white middle class women's part in reproducing inequality. In addition, the different theoretical turns have emphasised the multiple and intersecting sources of discrimination – economic, cultural, psychosocial, social, linguistic and ideological.

The paper offers insights into gender in management, histories and futures.