in Retailing

Disclaimer The opinions expressed in this working paper are the responsibility of the author alone. Female retail managers participating in this survey occupy more senior positions than female managers in the general UK labour market. Over one third of the women responding to the survey (36%) describe themselves as middle managers, while one quarter (25%) describe themselves as senior managers. Men and women are equally likely to be married (75%) and although twice as many male respondents have children, the children of female respondents were younger and more likely to be preschool age. The research illustrates that women are combining a successful career in retailing with child raising activities (although parenthood was reported as more likely affecting their career development than those of their male counterparts). Twenty per cent of women had taken a career break compared with 7% of men. Of those taking career breaks, men were more likely to report returning at a lower management level than women. Men and women are equally likely to describe themselves as functional specialists or generalists and to work in head office or area management. Fewer women reported being based in stores. Men are more likely to describe themselves as task orientated, although most men (66%) and women (70%) describe their management style as being both task and people oriented-a style which is increasingly important in the changing nature of the industry. The findings indicate a breakdown of sex segregated departments in retailing: over two thirds of respondents reported working with colleagues of the opposite sex. Males and females equally reported having the same responsibilities as colleagues of the opposite sex (78% men; 75% women). Over a third of the positions occupied by female respondents had previously been undertaken by a male. Over a third of females and almost two thirds of males reported there being a person of the opposite sex with the same job title as themselves within their organisation. The majority of respondents believed they had received sufficient training and development opportunities (81% men; 77% women). 3 Women were more likely to have reported having a mentor than men (43% men; 54% women). For those with mentors, the benefits of the mentoring relationship far outweigh any drawbacks. 4 Attendance at residential course training was a necessary requirement for career progression for many respondents, but this has not prevented either women or men from taking part. Overall, respondents are satisfied …