- List of Figures
- List of Tables
- List of Contributors
- Theorizing Gender-and-Organization: Changing Times…Changing Theories?
- Disturbing Thoughts and Gendered Practices: A Discursive Review of Feminist Organizational Analysis
- Organizations as Symbolic Gendered Orders
- Was will der Mann?
- Feminism, Post-Feminism, and Emerging Femininities in Entrepreneurship
- ‘Meaning That Matters’: An Organizational Communication Perspective on Gender, Discourse, and Materiality
- Female Advantage: Revisited
- The Rocky Climb: Women’s Advancement in Management
- Leadership: A Matter of Gender?
- Negative Intra-Gender Relations between Women: Friendship, Competition, and Female Misogyny
- Sex, Gender, and Leadership: What Do Four Decades of Research Tell Us?
- Gendered Constructions of Merit and Impression Management within Professional Service Firms
- Gender and Careers: Obstacles and Opportunities
- The Glass Cliff: Examining Why Women Occupy Leadership Positions in Precarious Circumstances
- Power and Resistance in Gender Equality Strategies: Comparing Quotas and Small Wins
- Sexual Harassment in the Workplace
- Organizational Culture, Work Investments, and the Careers of Men: Disadvantages to Women?
- Challenging Gender Boundaries: Pressures and Constraints on Women in Non-Traditional Occupations
- Contextualizing Men, Masculinities, Leadership, and Management: Gender/Intersectionalities, Local/Transnational, Embodied/Virtual, Theory/Practice
- Masculinities in Management: Hidden, Invisible, and Persistent
- Masculinity and Sexuality at Work: Incorporating Gay and Bisexual Men’s Perspectives
- Doing Gender Differently: Men in Caring Occupations
- Masculinity in the Financial Sector
- Masculinities in Multinationals
Abstract and Keywords
This chapter explores the leaky pipeline model of career development, which describes how women and girls are disproportionately affected by obstacles encountered along the educational and career pathways (Major and Morganson 2008). We go beyond the existing model to identify opportunities for intervention and advancement in addition to gendered career obstacles. Four distinct phases are highlighted as they pertain to gendered career experiences: the formation of self-perceptions and career aspirations, workplace entry, workplace obstacles, and advancement. In tracing this pipeline, we make the case that progressive interventions are needed, as each leak in the career pipeline must be mended to best address the escalating under-representation of women across phases of career development.
Valerie N. Streets is a doctoral student in the Industrial/Organizational Psychology programme at Old Dominion University. Her research is centred upon gender issues within organization, with special emphasis on the role of stereotyping and stereotype threat.
Debra A. Major, Ph.D., is eminent scholar and professor of psychology at Old Dominion University. Her research addresses the work-family interface and career barriers, especially those encountered by women. She is interested in how high-quality work relationships, particularly with leaders, help overcome career barriers and reduce work-family conflict. NSF has funded her research for over a decade. She is Fellow of APA, APS, and SIOP and serves on the editorial boards of several journals.
Access to the complete content on Oxford Handbooks Online requires a subscription or purchase. Public users are able to search the site and view the abstracts and keywords for each book and chapter without a subscription.
If you have purchased a print title that contains an access token, please see the token for information about how to register your code.