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Reports the findings of a combined survey of 42 mixed retailers, using a postal questionnaire and personal interviews solicited from 16 companies. Researchers sought information regarding the numbers of women holding senior management positions in the responding retailers and the approach and attitude of retail companies to the advancement of women. Results reveal no shortage of goodwill towards the provision of equal opportunities for women, with many responding companies actively pursuing policies aimed at improving the gender balance of their workforce. Six senior women interviewees confirmed that working conditions in retail were a factor in the statistics, but they suggested that negative attitudes from staff and customers also play a part. The isolation of lone senior women was confirmed by personal interviews, and in‐company mentors were identified as a possible help in that regard. The problem of balancing a family and career remains while store managers are believed to be omnipresent.

Reports the findings of a combined survey of 16 large retailers, using a postal questionnaire and personal interviews. Researchers sought information regarding the proportion of women holding senior management positions and the approach and attitude of retail companies to the advancement of women. Results reveal no shortage of goodwill towards the provision of equal opportunities for women, with many responding companies actively pursuing policies aimed at improving the gender balance of their workforce. Findings suggest that non‐food retailers are likely to have more senior women than food retailers. Senior women interviewees confirmed that working conditions in retailing were a factor in the statistics, but they suggested that negative attitudes from staff and customers also play a part. The isolation of lone senior women was confirmed by personal interviews, and in‐company mentors were identified as a possible help in that regard. The problem of balancing a family and career remains while store managers are believed to be omnipresent.

Data from a 1989 survey of over 600 middle‐level managers in a large Canadian corporation were analysed to examine the characteristics of jobs held by career‐family and career‐primary men and women. Hypotheses were developed based on human capital theory, statistical discrimination theory, and gender role congruence theory. Examining career outcomes suggested that participation in household labour had a significantly more negative association with men's hierarchical level than with women's. Implications for theory and suggestions for research are discussed.

Explores the issues lying at the very heart of the endeavour academic researchers and industrial practitioners working in the hospitality field are engaged in; the essence of what is referred to as hospitality and its management. It critically reviews the definitions and perspectives on these fundamental issues proffered in the contemporary literature in an attempt to create a clearer view of what “hospitality” and “hospitality management” are. In seeking to achieve this goal the paper questions the fundamental validity of these definitions and perspectives, many of which are frequently accepted as incontestable truths by both academics and practitioners. Finally, the paper presents new definitions for “hospitality” and “hospitality management” which, it argues, should be those adopted to inform and direct the agendas of both academic researchers and industrial practitioners in the new millennium.