Female career progression in retailing

Abstract

Purpose

The aim of this paper is to highlight the factors that limit and support female career progression in the retail industry.

Design/methodology/approach

The research used a combination of quantitative and qualitative research methods. Data were collected from employees and managers working in 31 stores belonging to national stores operating in the East Midlands as well as ten SME independent retailers based in the region.

Findings

The women in this study can be categorised into those women who are not interested in pursuing a career in retail, those that seek promotion but have difficulties balancing the demands of their work and domestic circumstances and those who have actively pursued a career in the industry. Despite these categorisations, the study suggests that the career progression of all female staff is helped and hindered by a number of interrelating factors, such as whether they have a role model, are loyal to the store they work in or have children.

Practical implications

It is proposed that career initiatives in retailing need to be more adaptable so that they take account of the different development needs of these three types of women.

Originality/value

This is a large‐scale study that uses a mixed method approach and considers the opinions of store staff working in a range of roles.

Citation

Foster, C., Whysall, P. and Harris, L. (2007), "Female career progression in retailing", International Journal of Retail & Distribution Management, Vol. 35 No. 12, pp. 975-981. https://doi.org/10.1108/09590550710835201