Relevant bibliographies by topics / Career progression for women

Academic literature on the topic 'Career progression for women'

Author: Grafiati
Published: 4 June 2021
Last updated: 4 February 2022

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Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Journal articles on the topic "Career progression for women":

1

Ismail, Maimunah, and Mariani Ibrahim. "Barriers to career progression faced by women." Gender in Management: An International Journal 23, no. 1 (February 8, 2008): 51–66. http://dx.doi.org/10.1108/17542410810849123.

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van der Wal, Jessica E. M., Rose Thorogood, and Nicholas P. C. Horrocks. "Collaboration enhances career progression in academic science, especially for female researchers." Proceedings of the Royal Society B: Biological Sciences 288, no. 1958 (September 8, 2021): 20210219. http://dx.doi.org/10.1098/rspb.2021.0219.

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Collaboration and diversity are increasingly promoted in science. Yet how collaborations influence academic career progression, and whether this differs by gender, remains largely unknown. Here, we use co-authorship ego networks to quantify collaboration behaviour and career progression of a cohort of contributors to biennial International Society of Behavioral Ecology meetings (1992, 1994, 1996). Among this cohort, women were slower and less likely to become a principal investigator (PI; approximated by having at least three last-author publications) and published fewer papers over fewer years (i.e. had shorter academic careers) than men. After adjusting for publication number, women also had fewer collaborators (lower adjusted network size) and published fewer times with each co-author (lower adjusted tie strength), albeit more often with the same group of collaborators (higher adjusted clustering coefficient). Authors with stronger networks were more likely to become a PI, and those with less clustered networks did so more quickly. Women, however, showed a stronger positive relationship with adjusted network size (increased career length) and adjusted tie strength (increased likelihood to become a PI). Finally, early-career network characteristics correlated with career length. Our results suggest that large and varied collaboration networks are positively correlated with career progression, especially for women.
3

Biju, Seena, Khyati Shetty, and Jason R. Fitzsimmons. "Perceived barriers to career progression amongst female students: evidence from India and the United Arab Emirates." Gender in Management: An International Journal 36, no. 6 (June 18, 2021): 697–713. http://dx.doi.org/10.1108/gm-06-2020-0197.

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Purpose The purpose of this paper is to explore the perceptions of barriers to career progression among female university students. While significant literature has examined career enhancement in the context of employed women, little work has explored the perceptions of future career challenges of females about to enter the workforce and embark on their careers. This study derives its motivation from research findings that confirm that women need additional focused preparation for career advancement opportunities. Design/methodology/approach The study used a sample of 484 Indian female university students located in the United Arab Emirates and India. The study uses the established Career Pathways Survey scale (Smith et al., 2012a) to measure the four dimensions Denial, Acceptance, Resignation and Resilience to career progression. Structural equation modeling was used to model the four constructs as indicators of perceived barriers to progress. Findings The study finds that among the female students about to embark on their career journey, there is a strong desire toward achieving career success. The model is validated by the use of a structural equation model, and findings indicate that there is a strong sense of Resilience and an element of uncertainty about whether perceived career progression will be satisfying overall. No significant differences were observed in the perceptions across the two geographical locations. The findings suggest that continued efforts in preparing female graduates for career success are warranted. Practical implications The Career Pathways Survey may be a useful method to assist young women in identifying their career goals prior to entering the workforce. Interventions through training programs during their higher education may be beneficial in addressing perceptions that might hinder their later career growth. Originality/value This paper contributes to the understanding of the perceived barriers to career progression for women. Prior research has concentrated on career progression in the context of employed women. This study extends that work to understand the perceptions of women about to embark on their career journey.
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Zainal Abidin, Zubaidah, Frances Penafort Ponnu, and Marzlin Marzuki. "Impediments to women accountants' career progression in Malaysia." Social and Management Research Journal 3, no. 2 (December 1, 2006): 57. http://dx.doi.org/10.24191/smrj.v3i2.5114.

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This study examines women in the accounting profession, their perceptions of their own career barriers in their organization, and identifies possible reasons why they leave their organizations and ways to retain them. Seven measurable constructs were established: exclusionary environment;family responsibility; workplace benefit; job jlexibility; corporate policies; job stress; and job demand. A multiple regression analysis is used to explain the effects ofwomen accountant s perception of impediments on career progression. Except for elements ofjob stress, where they appear significant in isolation with career progression, most of the findings disclosed no correlations with career advancement ofwomen accountant. Incidentally, marital status is significantly positively related to career progression. The reasons for leaving the organization indicated by the women accountants' are job demand, work family policy, gender discrimination and etc. Work-family policies such as child care and flexi-time are the most consistent benefits quotedby respondents that will enhance retention of employees.
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O’Connell, Christine, and Merryn McKinnon. "Perceptions of Barriers to Career Progression for Academic Women in STEM." Societies 11, no. 2 (March 24, 2021): 27. http://dx.doi.org/10.3390/soc11020027.

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Gender equity in academia is a long-standing struggle. Although common to all disciplines, the impacts of bias and stereotypes are particularly pronounced in science, technology, engineering and mathematics (STEM) disciplines. This paper explores what barriers exist for the career progression of women in academia in STEM disciplines in order to identify key issues and potential solutions. In particular, we were interested in how women perceive the barriers affecting their careers in comparison to their male colleagues. Fourteen focus groups with female-identifying academics showed that there were core barriers to career progression, which spanned countries, disciplines and career stages. Entrenched biases, stereotypes, double standards, bullying and harassment all negatively impact women’s confidence and sense of belonging. Women also face an additional biological burden, often being pushed to choose between having children or a career. Participants felt that their experiences as STEM academics were noticeably different to those of their male colleagues, where many of the commonly occurring barriers for women were simply non-issues for men. The results of this study indicate that some of these barriers can be overcome through networks, mentoring and allies. Addressing these barriers requires a reshaping of the gendered norms that currently limit progress to equity and inclusion.
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Kirton, Gill. "Alternative and parallel career paths for women: the case of trade union participation." Work, Employment and Society 20, no. 1 (March 2006): 47–65. http://dx.doi.org/10.1177/0950017006061273.

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This article argues that a broader, horizontal and multiple concept of career helps us to understand women’s union participation. Women frequently commit to and actively balance more than one significant life activity - each of which can be conceptualized as a career - in the public and private spheres. These careers inter-relate and overlap, sometimes complementing each other, sometimes conflicting; thus commitment to, progression in, or setbacks for one mode of career cannot be understood without appreciation of the others. The study shows that within a context of gendered employment barriers and constraints, a trade union career can often constitute an alternative or parallel career for women, to which some women commit the energy and resources many people reserve for their paid work careers. The article also explores the private meanings attached to careers, revealing union careers as a subjective and moral project.
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Aroguz, Ayse Zehra. "Progression towards a challenging, but worthwhile career." Pure and Applied Chemistry 91, no. 4 (April 24, 2019): 729–32. http://dx.doi.org/10.1515/pac-2018-0804.

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Abstract The main purpose of academic studies is to be beneficial to humanity. Women in science are active contributors to academic research. Talented young women should be encouraged to pursue careers in academic science, in spite of long hours and low pay, because their contributions are valuable. This paper has been designed to explain the position of women in an academic organization and some situations faced by female academics as well as some of my academic experience.
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Jogulu, Uma, and Glenice Wood. "Women managers' career progression: an Asia Pacific perspective." Gender in Management: An International Journal 26, no. 8 (November 8, 2011): 590–603. http://dx.doi.org/10.1108/17542411111183893.

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Hirayama, Megumi, and Senaka Fernando. "Organisational barriers to and facilitators for female surgeons’ career progression: a systematic review." Journal of the Royal Society of Medicine 111, no. 9 (September 2018): 324–34. http://dx.doi.org/10.1177/0141076818790661.

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Objective To identify organizational barriers to and facilitators for female surgeons' career progression. Design Systematic review of qualitative and quantitative studies relating to organizational barriers to and facilitators for female Surgeons' career progression. After the quality assessment of the peer-reviewed journal articles, twelve articles were selected for full review. Thematic analysis was used to identify key themes in these selected articles. Setting The studies solely focused on organizational factors linked to female physicians' career progression in surgical specialties. Partcipants Female surgeons. Main outcome measures Organizational barriers and facilitators Results Twelve peer-reviewed journal articles were included in the study which focused on barriers to female surgeons' career progression, ways of facilitating female surgeons' career progression, and female surgeons' job satisfaction. Conclusion The major organisational factors contributing to the lack of career progression for female surgeons are (1) organizational culture which promotes rigid career structure that is inclined to support male surgeons than female surgeons and also male domination in which male surgeons feel superior to female surgeons (2) work family conflict whereby women feel that they have to make a family sacrifice by being women; they experience the difficulty in securing a work-life balance in the masculine career structure in surgical specialties. This implies that policy makers and healthcare organizations need to pay significant attention to organizational facilitators for female surgeons' career progression such as flexible career pathways and work patterns, a variety of different viable career progressions, more family-friendly working conditions, and the promotion of female mentors and role models in surgical specialties to support female surgeons in dealing with the organizational barriers in the male-dominated organizational culture and the lifestyle issues as well.
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Kobus-Olawale, Judy, Chris Schachtebeck, and Nelesh Dhanpat. "Investigating career progression experiences of women into top management at a South African bank." EUREKA: Social and Humanities, no. 3 (May 31, 2021): 28–40. http://dx.doi.org/10.21303/2504-5571.2021.001778.

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Despite South Africa’s progressive and comprehensive labour legislation that promotes gender equality in the workplace, this goal has not been fully achieved as yet. This is particularly evident when comparing managerial ranks, particularly in top management at South African banks. This phenomenon is still present today despite overwhelming evidence, supporting the benefits of a diverse management team. This study, therefore, explores the factors, influencing the underrepresentation of women in top management. Therefore, the main objective was to determine the challenges women face in progressing into top management at a South African bank. The study used a qualitative research approach in the form of a case study at one of the largest South African banks. The population for the study included women in top and senior management of the case study bank. Fifteen semi-structured interviews were conducted. Data were analysed through Atlast T. I. Findings indicate that poor career progression prospects exist, mainly hampered by organisational structure, lack of sponsorship and a hostile working environment. The study adds to the existing body of knowledge by providing insights into barriers to women's progression in the financial services sector and providing practical implementation measures to promote career progression for women.
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You might also be interested in the extended bibliographies on the topic 'Career progression for women' for particular source types:
Journal articles Dissertations / Theses Books

Dissertations / Theses on the topic "Career progression for women":

1

Lambrechts, Maryke. "Patriarchy and female career progression : do women maintain the status quo?" Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/80453.

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This journal focusses on gendered interactions in both society and in organisations, and publishes empirical articles using both qualitative and quantitative methodologies. This journal houses topics such as gender and work, feminist identities and masculinities. The article encompasses all three of these topics and builds on a published article in the journal ““Women in Power: Undoing or Redoing the Gendered Organization? (Stainback, Kleiner, & Skaggs, 2016). The research conducted builds on the published article by analysing, through lived experiences, how women have experienced the enforcement of patriarchal principles by another woman and the effect this has on their career progression. Additionally, the research highlights how the participants themselves have internalised and socialised gender roles and inferiority due to patriarchal upbringings, and how they are perpetuating it in their own lives. The research aims to contribute to the building body of research on whether women are in part responsible for the persisting gender inequality in the workplace and largely in society.
Mini Dissertation (MBA)--University of Pretoria, 2020.
pt2021
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
2

Busby, Nicole Ellen. "Access to employment and career progression for women in the European labour market." Thesis, University of Glasgow, 2006. http://theses.gla.ac.uk/3749/.

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The growing complexity in working arrangements has made it difficult to target employment legislation effectively. Utilisation of the existing provisions of Community law requires a reorientation of the traditional conceptualisation of gender relations. This is possible through the application of broad principles, as provided for by the Treaty and the general scheme of Community law, to specific circumstances. The Court of Justice occupies a unique institutional position in this respect as the only authority capable of undertaking such a task coherently and consistently. This thesis considers the Court’s reasoning in a group of cases concerning the right to equal treatment of women workers classified as ‘atypical’ on account of their working arrangements. The purpose of the thesis is to uncover the extent to which the Court’s adjudications on cases referred under the Article 234 procedure can be characterised as having a common output amounting to an identifiable jurisprudence on gender relations. In order to accomplish this task, a systematic analysis of a range of cases conforming to certain specified criteria is undertaken through which the Court’s application of certain key principles is examined. The findings reveal inconsistencies in terms of the Court’s theoretical dogma and its conceptualisation of the basic tenets of equality which are not discernible from an assessment of its judgements alone. It is concluded that a reassessment of the relative positions and roles of women and men within contemporary society is required in order to enable a more effective application of the law in this respect, starting with the standardisation of ‘atypical’ working arrangements.
3

Hlophe, Duduzile Rosemary. "The perception of women regarding career barriers within a municipality in the KwaZulu-Natal region." Thesis, University of the Western Cape, 2014. http://hdl.handle.net/11394/4001.

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Magister Commercii (Industrial Psychology) - MCom(IPS)
The aim of this research study was to assess the existence and impact of career barriers on women in a municipal environment and to understand whether career salience explains some of the differences in the perception of career barriers. To answer the research hypothesis, permission was obtained from the municipal management to embark on the study and the respondents were notified in writing of the purpose and benefits of the study. A cross-sectional, convenience sample of 89 female employees in post levels one to ten was used. The survey questionnaire consisted of a demographical questionnaire, The Career Barriers Inventory-Revised (CBI-R) (Swanson, Daniels & Tokar, 1996) and a career salience scale. The statistical analyses included descriptive, inferential statistics and analysis of variance. The data was also subjected to a Scheffe’s test to determine the differences in perceptions. The results (N = 89) of this study do not support the hypothesis that there is a significant difference between age and women’s experiences of sex discrimination as a career barrier. The first and second hypothesis, which meant to prove a significant relationship between career salience and career barriers and a significant difference in women’s perceptions of career barriers based on their career salience, was partially accepted
4

Ballard, Velma J. "Gender and representative bureaucracy| The career progression of women managers in male-dominated occupations in state government." Thesis, Virginia Commonwealth University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3703956.

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The tenets of representative bureaucracy suggest that the composition of the bureaucracy should mirror the people it serves including women in order to influence the name, scope, and implementation of public policies. Women account for the largest segment of the workforce and have attained more education and advanced education than men. Although there have been steady increases in executive leadership positions, management positions, professional and technical positions in most occupations, women are still underrepresented in mid-to-upper management in male-dominated occupations. When women are under-represented in mid-to-upper levels of management in government, there are implications regarding representative bureaucracy.

Through the use of qualitative methods, this study examined the career progression experiences of women who were successful in reaching mid-to-upper levels of management in male-dominated occupations in state government. Specifically, the study explored how women perceive various occupational factors including their rates of participation, experiences, gender, roles within the bureaucracy, interactions with their coworkers, leaders and organizational policies, personal influence, and decision-making abilities.

The findings revealed that women experience various barriers to career progression in male-dominated occupations, but find mechanisms to navigate obstacles imposed by the negative consequences of tokenism. The findings indicate that although women have been successful in reaching mid-to-upper level management in male-dominated occupations, they do so in institutions, regional, district, field or offices with fewer overall employees where they have less opportunity to have influence on overall agency-wide policy decisions. The decision-making power is limited to implementation strategies of agency-wide policies within their smaller domains or geographical area of responsibility.

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Nesbitt, Amy, and Adrienne Evertson. "The glass ceiling effect and its impact on mid-level female officer career progression in the United States Marine Corps and Air Force." Thesis, Monterey California. Naval Postgraduate School, 2004. http://hdl.handle.net/10945/1711.

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Women in the military are considered a minority population. Recent numbers reflect a 16% representation by women in the total Armed Forces population, with the Air Force displaying the largest proportion (17%), while the Marine Corps has the smallest proportion (6%). Multiple Defense organizations have expressed concern about the progression of women officers into senior leadership positions and the barriers they face to their continued success in the military. This thesis explores the officer career path experienced by women officers progressing through the ranks, primarily during the mid-level grades of Captain (O-3) through Lt Colonel (O-5). It specifically examines women in the United States Marine Corps and Air Force because these two branches of service currently maintain the smallest and largest proportion of women, respectively. The researchers examined the demographic composition of the individual service communities and conducted personal interviews with mid-level (O-3 to O-5) and senior (O-6 and above) officers to investigate any commonalities paralleling the military to the civilian sector. Specifically, this inquiry looks at the "glass ceiling" effect and any strong similarities or differences that may exist between the Marine Corps and the Air Force. Resulting information is expected to reveal a better understanding of military women's career progression and factors that may exist in today's Armed Services, which influence their decision to continue or separate from the military.
Captain, United States Air Force
Major, United States Marine Corps
6

Pryce, Patricia. "Banking on a level playing field : the role of social capital in the promotion process to MD in a major investment bank : is it different for women?" Thesis, Cranfield University, 2013. http://dspace.lib.cranfield.ac.uk/handle/1826/8271.

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This thesis analyses individual experiences of the promotion process to Managing Director within a global bank to identify the contribution made by social capital. Using Nahapiet and Ghoshal’s (1998) three-dimension framework as the theoretical lens, the thesis extends social capital research beyond its largely quantitative focus on network analysis (structural dimension) to understand more clearly the relative importance and impact of the relational and cognitive dimensions. Semi-structured interviews were conducted with 34 men and women in an investment bank and a template-based analysis of their accounts was made. The findings make visible, the invisible mechanisms which enable or constrain the creation, development and use of social capital and, therefore, its contribution to securing the position of Managing Director. The findings highlight the need to consider the importance of agency, relationship level and gender in this context. The study makes three key contributions. First, it extends Nahapiet and Ghoshal’s (1998) theory of social capital, in the context of career progression, by demonstrating how each social capital dimension is operationalized and interdependent. Second, the research explicitly demonstrates the crucial role social capital plays in an executive-level promotion process, thereby revealing a complex and multi-layered system. Third, the study extends our knowledge of the gendered nature of senior-level career progression by identifying the particular barriers women face, compared to men, in their efficacious use of social capital for promotion in a global bank.
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Evertson, Adrienne Nesbitt Amy. "The glass ceiling effect and its impact on mid-level female officer career progression in the United States Marine Corps and Air Force /." Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2004. http://library.nps.navy.mil/uhtbin/hyperion/04Mar%5FEvertson.pdf.

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Watson, Kimberly Ann. "The Role of Mentoring, Family Support and Networking in the Career Trajectory of Female Senior Leaders in Health Care and Higher Education." Bowling Green State University / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1205778756.

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Horsford, Bernard I. "Career progression of black managers." Thesis, Cranfield University, 2003. http://hdl.handle.net/1826/4275.

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This research programme examined the factors that affect the career progression of Black managers in the United Kingdom. The research comprised two distinct but related studies. The first study was a qualitative investigation of the factors affecting the career progression of Black managers (n = 64). The main finding from the first study was that for some the achievement of high salaries and senior positions may be at the expense of one's positive Black racial identity attitudes and wellbeing. The second study was a quantitative examination of aspects revealed as important correlates of career success in study 1. Two hundred and sixty-one respondents (97 Black and 163 White respondents) across all major industry sectors participated. The results of the second study confirmed that Black managers were more disadvantaged than their White peers. The proposition that for some Black managers a "sell out" effect occurs was supported.
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Dexter, Barbara. "Career progression and the first line manager." Thesis, University of Derby, 2003. http://hdl.handle.net/10545/292113.

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This study focuses on career progression and the first line manager (flm). There is an acknowledged lack of literature on the contemporary flm (Hirsh, 2000; Owen, 2001), which this research helps to address. The main aim of the study is 'to reach a greater understanding of the factors involved in an individual's ability to progress into, through and from the first level of management' . The study offers a meta-analysis of the literature on first line management throughout the twentieth century and into the twenty-first, identifying five contemporary issues affecting the role. These are organisational changes; team-working; management styles and skills; the impact of new technology; changing employment patterns and managing diversity. These and associated issues have also affected the modem career, which is examined from a flm perspective. Pertinent factors are highlighted as career responsibility; career motivation; pro-activity and entrepreneurial careers; career competence; and career resilience and adaptability. Issues of choice, luck and timing in careers are also examined. The lack of qualitative research into careers has been recognised by many writers in this field (Young & Collin, 1992; Bimrose, 2001). The concept of energy suffuses this research. The consideration of energy in organisations has become more prevalent in the literature on both management and careers (Tosey, 1994, 1999; Wheatley, 1992; Arthur et ai, 1999). This study adopts, with amendments, Tosey's (1994) model, based on seven energy centres and their associated meanings, as an analytical framework. The framework supports an examination of aspects of the flm role and career, to enhance understanding of an individual's ability to progress into, through and from the first level of management. A qualitative approach has been taken to the study, based on Lincoln and Guba's (1985) Naturalistic Inquiry. In-depth, semi-structured interviews were undertaken with 23 participants. These were selected across sectors, private and public, and across a broad range of characteristics. Some were working at the flm level at the time of interview, some had moved from the level, either to middle management or to nonmanagement roles. The interviews made use of Critical Incident Technique (Flanagan, 1954; Chell, 1998), to explore critical junctures in a flm career. The analysis allowed a clear delineation between progression into the flm level, and progression through and from the flm level and into middle management. A model of career progression is presented, incorporating three contextual levels, together with the salient themes of connectivity and timing. The study'S contribution to knowledge surrounds four key areas: (1) the identification and examination of five contemporary issues for the modem flm; (2) the contribution to the understanding of career progression, through the use of qualitative research, at the flm level; (3) the development of a new model relating to career progression, and (4) the recognition of the importance of energy in examining career progression, together with the use of the Tosey (1994) model of energy centres. Implications of the findings from this study are presented at societal, organisational and individual levels.
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Books on the topic "Career progression for women":

1

Hayes, Jenifer. The access and career progression of female managers in Dublin city hotels. Dublin: University College Dublin, 1988.

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Asch, Beth J. A new look at gender and minority differences in officer career progression in the military. Santa Monica, CA: RAND, 2012.

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Alexander, Elsie. The impact of training on career progression of female and male employees in local authorities. Gaborone, Botswana: SIDA, 1992.

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Poland, Fiona. Women and senior management: A research study of career barriers and progression in the library and information sector. London: Library Association, 1996.

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Office, General Accounting. Women in the military: Career progression not a current problem but concerns remain : briefing report to the Chairman, Subcommittee on Military Personnel and Compensation, Committee on Armed Services, House of Representatives. Washington, D.C: U.S. General Accounting Office, 1989.

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Wallner, Rosemary. Progressive careers. Vero Beach, Fla: Rourke, 1991.

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Carberry, Christine. An analysis of the impact that human resource management policies, practices and procedures have had on the career progression of women in the Northern Ireland Housing Executive. [s.l: The Author], 1997.

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Bethlem and Maudsley NHS Trust. The Maudsley career progression for nurses. [Beckenham]: Bethlem& Maudsley NHS Trust, 1994.

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Dexter, Barbara. Career progression and the first line manager. [Derby: University of Derby], 2003.

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Malliaté, Paul A. C. The extraordinary administrator: Career progression for law firm managers. [S. I.]: Association of Legal Administrators, 2003.

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Book chapters on the topic "Career progression for women":

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Woodfield, Ruth. "Women and Career Progression: Ambition, Success and Choice." In What Women Want from Work, 175–96. London: Palgrave Macmillan UK, 2007. http://dx.doi.org/10.1057/9780230590243_6.

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Dosunmu, Akinola George, and Mpho Dichaba. "Lifelong Learning and Career Progression of Women in Nigeria." In The Education Systems of Africa, 1–20. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-43042-9_18-1.

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Dosunmu, Akinola George, and Mpho Dichaba. "Lifelong Learning and Career Progression of Women in Nigeria." In The Education Systems of Africa, 401–20. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-44217-0_18.

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Henkel, Mary. "Gender Equality in Academic Career Progression: A Matter of Time?" In The Changing Role of Women in Higher Education, 195–207. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-42436-1_10.

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Lühe, Josefine. "In Search of the Glass Ceiling: What Mechanisms and Barriers Hinder Qualified Women from Progressing in Academia?" In Paths to Career and Success for Women in Science, 79–91. Wiesbaden: Springer Fachmedien Wiesbaden, 2014. http://dx.doi.org/10.1007/978-3-658-04061-1_5.

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Elton, Caroline, and Nicole J. Borges. "Career progression and support." In Understanding Medical Education, 421–31. Chichester, UK: John Wiley & Sons, Ltd, 2013. http://dx.doi.org/10.1002/9781118472361.ch29.

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Elton, Caroline, and Nicole J. Borges. "Career Progression and Support." In Understanding Medical Education, 471–83. Chichester, UK: John Wiley & Sons, Ltd, 2018. http://dx.doi.org/10.1002/9781119373780.ch32.

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Holton, Viki, and Fiona Elsa Dent. "Career Promoters." In Women in Business, 50–65. London: Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9781137008398_4.

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Holton, Viki, and Fiona Elsa Dent. "Career Barriers." In Women in Business, 66–77. London: Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9781137008398_5.

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Grant, Annie. "Academic Achievement and Career Progression." In The Role of Student Services in Higher Education, 35–79. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-81439-7_2.

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Conference papers on the topic "Career progression for women":

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Sathija, P. K., S. Rajaram, V. K. Arora, B. Gupta, and N. Goel. "Evaluation of biomarkers p16ink4a/ki-67 in cervical cytology for diagnosis of cervical intraepithelial neoplasia." In 16th Annual International Conference RGCON. Thieme Medical and Scientific Publishers Private Ltd., 2016. http://dx.doi.org/10.1055/s-0039-1685267.

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Abstract:
Background: Novel biomarkers, P16INK4a/Ki-67 are disease specific and identify risk of progression to cervical cancer. Aim: To test the clinical utility of biomarkers p16INK4a/Ki-67 in cervical intraepithelial neoplasia. Methodology: Experimental study was conducted over an 18 month period at a tertiary care hospital. 3500 sexually active women between 30-55 years were screened by VIA/VILI, Pap test & HPV-DNA PCR. All screen positive women (n=280) underwent colposcopy and biopsy if required. At the time of colposcopy repeat cervical smear were taken for evaluation of p16INK4a/Ki-67. Immunocytochemistry for p16INK4A and Ki-67 was done by partitioning one slide into two parts for each biomarker. For p16INK4A positivity, nuclear +/- cytoplasmic scoring and intensity score was calculated and final score obtained. For Ki-67 staining was exclusively nuclear. Staining patterns were categorized as negative, intermediate or strongly positive. Results: 86 women with abnormal cytology were evaluated with p16INK4A/Ki-67 immunocytochemistry and 20.9% (n=18) and 18.6% (n=16) were positive for each biomarker. For ASCUS (n=42) and LSIL (n=23) smears, specificity and NPV were 100% with a likelihood ratio (LR+) of 27 and 25 respectively suggesting good diagnostic accuracy. The combined sensitivity and specificity of p16INK4a/Ki-67 in detecting CIN-2+ lesion was 76.9% and 95.8% respectively with LR+ of 18.72 in high grade smears. Conclusions: p16INK4A/Ki-67 evaluation in cervical cytology are valuable biomarkers in ruling out or detecting CIN2+ in ASCUS and LSIL smears. Unnecessary intervention in large number of low grade smears can be avoided by applying these biomarkers. In high grade smears detection rate of biomarkers p16INK4A/Ki-67 was high and had a good diagnostic accuracy.
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Andam, Aba Bentil. "Balancing Family and Career." In WOMEN IN PHYSICS: 2nd IUPAP International Conference on Women in Physics. AIP, 2005. http://dx.doi.org/10.1063/1.2128262.

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Dasgupta, Arundhati. "Negotiating a career in physics." In WOMEN IN PHYSICS: 6th IUPAP International Conference on Women in Physics. AIP Publishing, 2019. http://dx.doi.org/10.1063/1.5110156.

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Corbett, Julie. "Launching a Successful Physics Career: Mentoring, Evaluation, Different Career Paths, Visibility, Developing a Reputation." In WOMEN IN PHYSICS: 2nd IUPAP International Conference on Women in Physics. AIP, 2005. http://dx.doi.org/10.1063/1.2128258.

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Sandow, Barbara, Monika Bessenrodt-Weberpals, Corinna Kausch, and Janis McKenna. "Topic 6: Balancing Family and Career." In WOMEN IN PHYSICS: The IUPAP International Conference on Women in Physics. AIP, 2002. http://dx.doi.org/10.1063/1.1505275.

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Narasimhan, Shobhana, Setsuko Tajima, and Jin-Hee Yoon. "Leaving and entering a career in physics." In WOMEN IN PHYSICS: 4th IUPAP International Conference on Women in Physics. AIP, 2013. http://dx.doi.org/10.1063/1.4794215.

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Hartline, Beverly Karplus, Engin Arik, Marilia Caldas, Gillian Gehring, Dimitra Darambara, Annalisa Fasolino, Liv Hornekaer, and Peter Melville. "Topic 2: Launching A Successful Physics Career." In WOMEN IN PHYSICS: The IUPAP International Conference on Women in Physics. AIP, 2002. http://dx.doi.org/10.1063/1.1505271.

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Providência, C., M. M. R. Costa, and A. M. Eiró. "A Physics Career for Women in Portugal." In WOMEN IN PHYSICS: The IUPAP International Conference on Women in Physics. AIP, 2002. http://dx.doi.org/10.1063/1.1505336.

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El-Sayed, Karimat. "My Experience in Balancing Family and Career." In WOMEN IN PHYSICS: 2nd IUPAP International Conference on Women in Physics. AIP, 2005. http://dx.doi.org/10.1063/1.2128376.

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Mustapha, Ramlee B., Azami Zaharim, Norhazizi Lebai Long, and Fouziah Mohd. "Women in technical fields: Career decision process." In 2009 International Conference on Engineering Education (ICEED). IEEE, 2009. http://dx.doi.org/10.1109/iceed.2009.5490603.

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Reports on the topic "Career progression for women":

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Adda, Jerome, Christian Dustmann, Costas Meghir, and Jean-Marc Robin. Career Progression, Economic Downturns, and Skills. Cambridge, MA: National Bureau of Economic Research, February 2013. http://dx.doi.org/10.3386/w18832.

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Ortegon, John. Junior Officer Career Progression: A Reevaluation. Fort Belvoir, VA: Defense Technical Information Center, February 2009. http://dx.doi.org/10.21236/ada510346.

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Dustmann, Christian, Jean-Marc Robin, Costas Meghir, and Jerome Adda. Career progression, economic downturns and skills. Cemmap, March 2013. http://dx.doi.org/10.1920/wp.cem.2013.0613.

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Dustmann, Christian, Costas Meghir, Jerome Adda, and Jean-Marc Robin. Career progression, economic downturns, and skills. Institute for Fiscal Studies, August 2013. http://dx.doi.org/10.1920/wp.ifs.2013.1324.

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Norris Keiller, Agnes, Robert Joyce, Monica Costa Dias, and Richard Blundell. What has been happening to career progression? Institute for Fiscal Studies, July 2020. http://dx.doi.org/10.1920/bn.ifs.2020.bn0301.

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Teplitzky, Martha L. Dual Army Career Couples: Factors Related to the Career Intentions of Men and Women. Fort Belvoir, VA: Defense Technical Information Center, July 1988. http://dx.doi.org/10.21236/ada199289.

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Goldin, Claudia. Career and Family: College Women Look to the Past. Cambridge, MA: National Bureau of Economic Research, July 1995. http://dx.doi.org/10.3386/w5188.

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Hernandez, Daryle J. Building Strategic Leader Competencies into Army Officer Development and Career Progression. Fort Belvoir, VA: Defense Technical Information Center, March 2011. http://dx.doi.org/10.21236/ada559982.

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Sumpter, Deirdre J. Career Advancement for Women: What Is the Prescribed Path for Success? Fort Belvoir, VA: Defense Technical Information Center, May 2010. http://dx.doi.org/10.21236/ada549379.

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Riley, Sandra. Career supports and career mentors : an analysis of their prevalence and their relation to career success and satisfaction among a group of women lawyers. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.5002.

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