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The purpose of this paper is to reflect upon the relationship between the causes of gender inequality in employment and policies designed to eliminate or ameliorate it. When this is brought into focus, some fundamental shortcomings in policy emerge from the shadows. It also provides a thumbnail sketch of the four other papers that make up this special issue.

The paper is a theoretical reflection, with lessons for practice.

The paper: establishes that gender inequality in employment exists; considers the main causes of gender inequality in employment; and evaluates the effectiveness of the main policies dealing with these causes.

Policy makers must reflect far more thoroughly on the causes of gender inequality in employment, and tailor their policies to address them.

It is one of only a few papers dealing with the relationship between the causes of gender inequality in employment and policies designed to eliminate or ameliorate it.

The alta mentoring platform, launched within the aviation and aerospace industry in 2019, is the outcome of a joint knowledge exchange project between academics and industry. It was designed and launched to meet the mentoring needs of women in this male dominated industry, who otherwise had no, or very little, mentoring support. The aim of alta was to create an on-line mentoring platform that was based upon the mentoring support that women identified as being important and that would address their under-representation and the lack of support for career progression. The chapter draws upon a body of literature focussing upon mentoring, specifically its meanings (see Dashper, 2018), benefits (see Phillips et al., 2016) and barriers (see Eby et al., 2010); as well as gender specific mentoring (see Johns & McNamara, 2014). The authors adopt a feminist relational mentoring framework (Ragins, 2016), that views mentoring as a two-way process where mentors and mentees learn from each other. The project was under-pinned by six months of research across the industry (a survey, interviews and focus groups with professional women and employers) to ascertain the need for the mentoring platform. This chapter is based upon four focus groups held with women across the industry, in both technical and middle/senior managerial roles, to ascertain their experiences of mentoring and their perceived and experienced benefits and barriers to mentoring. The focus groups were also utilised to find out specifically what women wanted from the alta mentoring platform and their views on its women-only focus.

The purpose of this paper is to explore the employment trajectories, aspirations, work‐life balance and career mobility of women working as part‐time managers.

In‐depth, semi‐structured interviews were conducted with 16 female part‐time managers and four of their line managers in public and private‐sector organizations. Interviews explored women's career trajectories before and after the transition to part‐time work and focused on career mobility, aspirations and work‐life balance.

The part‐time managers in this sample held varied careers while working full‐time but careers stalled once a transition to part‐time work was made. The majority were career focused, worked intensively and felt frustrated with their lack of mobility and career progression while working part‐time. The majority worked in excess of their contracted hours and did not experience an appropriate reallocation of work when they reduced hours.

This paper is of value to both researchers and policy makers. Policy implications point to the limitations of the current UK legislation on the right to request flexible working. The paper states that further research would be beneficial on the ways in which managers employed on part‐time and other flexible contracts, operate successfully in organizations, with the aim of championing alternative working patterns and breaking down traditional long hours cultures which act as a barrier to women and part‐time workers.

This paper explores the employment profiles and experiences of a little studied and rare group of female workers.

The purpose of this paper is to report on a research day on the theme of diversity, held at the Centre for Employment Studies Research – formerly the Employment Studies Research Unit at the University of the West of England, Bristol, UK.

The report is based upon observations, notes and discussions of the papers presented that represented work in progress on a range of diversity issues, specifically ethnicity, gender, age and disability.

The presentations highlighted the mixed outcomes of anti‐discrimination legislation in the context of organisational objectives and practices and individual worker attitudes.

This report brings together a number of important themes, highlighting and synthesising the complex relationship between anti‐discrimination legislation and the role of organisations and employees.

The purpose of this paper is to provide a summary of a selection of the diversity‐related research presented at the Academy of Management's 2009 annual meeting.

The annual meeting of the Academy of Management is the largest annual gathering of management scholars with more than 10,000 attendees. The meeting provides a forum for sharing research through multiple paper sessions, panels, symposia and workshops. From these sessions, 12 papers on gender and diversity were selected and summarized in this report.

Empirical evidence presented confirms that weight, gender, age and race‐based discrimination persist in organizations. At times, these strands of diversity interact with each other in a complex way, complicating the process of stigmatization. Critical papers called for more inclusive research and alternative approaches on gender tokenism, work‐life interface and migrants.

The papers summarized in this report offer new insights on dimensions of diversity previously explored and identify new avenues for future diversity research.

The purpose of this paper is to examine the impact of flexible working arrangements (FWAs) and particularly reduced hours working arrangements on a Dual Agenda of gender equity and workplace effectiveness, in a case study organization employing a relatively high proportion of women scientists.

In‐depth interviews based on the initial stages of collaborative interactive action research (CIAR) are used within a case‐study approach. The interviews explored working practices, the assumptions underpinning them and their un/intended consequences.

The main form of FWA used in the organization, four days a week, is double edged and complex in its effects. It supports mothers, but at a cost because of gendered assumptions. Despite a commitment to flexibility and “work‐life balance”, the gendered construction of the ideal worker and ideas of competence conflated with hegemonic masculinity, remain powerful. This, together with a prevalent “good mother” ideology, undermines both gender equity and workplace effectiveness.

This paper is of value to both researchers and policy makers. It shows that highly developed work‐life balance or flexible working polices are not sufficient to enhance gender equity and points to the importance of surfacing and challenging gender assumptions in science, engineering and technology. It emphasizes the need to move forward from policy to practice.

This paper contributes to a growing body of work using initial stages of the CIAR methodology and showcases the theoretical insights gained by such an approach.

The purpose of this paper is to examine contemporary sex worker labour unionism in a number of major western economies because it now faces an acute historical dilemma of being forced into acting as the antithesis of what it professes and aims to be, namely, elite pressure groups.

Interviews and structured e‐mail dialogues with sex worker union activists were supplemented with an array of secondary sources and documentation, the authors of which are sex workers union activists themselves.

This loss of initial momentum for sex worker unionization projects concerned paucity of human resources, the limited spread of a “sex work” consciousness among sex workers, and ambivalence from potential allies. Consequently, sex worker unions concentrated on engaging in political lobbying on public policy, projects of legal reform of sex work, and helping provide individualized assistance to sex workers inside and outside their worksites on health issues, criminal offences and business matters. Thus, nascent or weakened labour unions in the sex industry acted as pressure groups concerned with work issues in a way in which other pressure groups operate on non‐work issues, thereby forsaking a key characteristic of labour unionism, namely, the focus of collective self‐activity in and on the workplace and from a basis on having a tangible presence in the workplace through membership among workers.

This research is of value to researchers, practitioners and policy makers, for it shows how workers seek collective interest representation through collective means in an environment of “atypical” work and employment.

This paper contributes to a growing body of work studying sex work and sex workers from what can be termed conventional, sociological and organizational behavioural approaches. The result of this is to be able to understand the processes and outcomes of their activities and exchanges as economic and social transactions rather than deviancy.

The purpose of this paper is to outline the impact of partnership and family‐building on the aspirations, expectations and orientations to work of a sample of highly qualified women working across a range of industry sectors.

This paper draws on both qualitative and quantitative data collected in a longitudinal study of the early careers of UK graduates, incorporating both a large‐scale questionnaire survey and detailed interviews with a sample of respondents.

This paper highlights the persistence of gender asymmetries in both employment and domestic partnership and shows the complex decision‐making process which determines career prioritization among equally highly qualified partners. It also provides evidence of change in the values, priorities and orientations to work and the work‐life balance of UK graduates as they progress through early career development.

The extent to which highly qualified women use (and are sometimes precipitated by circumstances into using) the life stage associated with stable partnership formation and family‐building to reassess values and priorities has implications for both policymakers and employers. In particular, employers need to take account of changing orientations in work and life stage in formulating effective recruitment and retention strategies for high‐qualified workers.

This paper provides new data on how dual‐career partnerships negotiate the transition from, in career terms, single entities into dyads and the dynamics of gender role change and stability.

This chapter introduces the scope and contents of Women, Work and Transport. The situation concerning the extent of women’s participation in the transport workforce worldwide is detailed and the challenges facing women transport workers in different world regions and transport modes is highlighted. The chapter describes the structure, contents and key contributions of each of the 21 chapters that are presented in this volume and signposts readers to key material. Although the chapter necessarily highlights some of the many challenges women face when working in highly masculine cultures, this wide-ranging international collection of evidence of the experiences of women transport professionals in both the Global North and Global South also provides numerous suggestions for how employers, governments and trade unions can address, and ultimately overcome, gender segregation in transport. The chapters acknowledge the dramatic effects of the COVID-19 pandemic on the transport sector, while also pointing to some of the opportunities provided by new greener forms of transport and automation, as well as noting the risks for women workers.