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Traces the development of the Springboard Women′s Development Programme including the reason for its creation and how its content was decided on; in passing suggests reasons for the lack of progress of women at work. Explains how the programme has, and is, being used and makes suggestions as to why it is proving so successful, so quickly.

In answer to the recurring question “Why women‐only training?”, reports on an extensive survey of women’s views, both pre‐ and post‐ the authors’ participation in women‐only development. The results give quantifiable evidence of the value of women‐only development training courses, with benefits in addition to enhanced learning and with a noticeable shift in opinions following the experience of participation. Supports the presence of women‐only development training as part of a menu of choice and will help to encourage organizations which are considering this type of training.

The purpose of this paper is to set out the results of research which showed the gender pay gap among graduates and outline some of the steps being taken to combat this. In particular, it outlines the Sprint programme, developed for women undergraduates. This programme aims to add value to the overall student experience at university, improve employability and help to ensure that each undergraduate – regardless of her subject, department or career aspirations – can develop to her fullest potential.

This paper comprises results of research carried out by Oxford University’s Careers Service. It also contains the results of interviews with the developers, deliverers, sponsors and users of the Sprint programme – a programme which was developed as a response to these research findings.

The Sprint programme helps women focus on their studies at university, achieving results such as improved visibility and effectiveness in tutorials, better time management, less study stress, a boost in confidence and self-esteem. They also use Sprint to sharpen their career goals, raise their aspirations, explore possibilities and to take advantage of the work shadowing, internships and mentoring often offered by corporate sponsors. Participants in the Sprint programme also tend to find it also helps them to achieve results in their personal lives – such as sorting out difficult relationships, improving fitness and gaining a better study/life balance.

It is possible to bridge the gender pay gap as well as benefit women in other ways via learning and development activities, such as those promoted via the Sprint programme.

With help from programmes such as Sprint, women can achieve improved work visibility and effectiveness, better time management, reduced stress, increased confidence and self-esteem. This helps them achieve their career goals, raise their aspirations and generally develop their careers.

Women can be helped to compete effectively with men in the workplace as well as be successful in their personal lives (in terms of sorting out difficult relationships, improving fitness and gaining a better study/life balance). This offers many benefits for women – and for the well-being of society in general.

The Sprint programme, along with the approach of The Springboard Consultancy, is unique. Although the Sprint programme is relatively new – having started in 2013 – it is already bearing positive results.

The role of women in Europe Volume 97, Number 2 of European Business Review includes an article with this title by Marilyn M. Helms and Cynthia J. Guffey. They argue that with major events including the European Economic Community, German unification and the fall of the former Soviet Union, there is an increased reality of a large united Europe. With these societal and political changes comes change in the role of women. As the number of women entering the labour market increased, the effect of job equality must be investigated. Examines the role of women in the European workforce. Discusses areas such as promotion, mentoring, education, compensation and reform recommendations. Shows that four key economic, demographic, and organisational trends are creating positive effects for women in the European labour force.

Equal pay for men and women was a principle en‐shrined in the Treaty of Rome and was the subject of a European Directive in 1975. This investigation of progress towards equal pay in three member‐states, Germany, Italy, and the United Kingdom, reveals the importance of differences in employment structures and reward systems in determining relative pay for women. The author argues that differences in the structure and size of pay differentials among countries suggest that more attention needs to be paid to the general system of labour market regulation than to explicit equal‐pay policies. She concludes that women would be more likely to benefit from a strategy of establishing labour standards and regulation than from equal‐pay Directives which have little effect on the general practices and principles of pay determination.

The librarian and researcher have to be able to uncover specific articles in their areas of interest. This Bibliography is designed to help. Volume IV, like Volume III, contains features to help the reader to retrieve relevant literature from MCB University Press' considerable output. Each entry within has been indexed according to author(s) and the Fifth Edition of the SCIMP/SCAMP Thesaurus. The latter thus provides a full subject index to facilitate rapid retrieval. Each article or book is assigned its own unique number and this is used in both the subject and author index. This Volume indexes 29 journals indicating the depth, coverage and expansion of MCB's portfolio.