Although women now represent over forty percent of the workforce in most countries, organizations have been slow to capitalize on the potential of their women employees. This volume focuses on the business case for change, sources of resistance - including male backlash, denial, inaction and repression - and both organizational and legislative initiatives to support women. Limitations of affirmative action programs and policies are identified. New approaches towards creating a more level playing-field in organizations are proposed. This volume should be of interest to women and men in managerial and professional positions, women and men studying in professional fields such as business, law and government, organizations interested in managerial best practice and academic researchers whose work examines women in management issues.

Although women now represent over forty percent of the workforce in most countries, organizations have been slow to capitalize on the potential of their women employees. This volume focuses on the business case for change, sources of resistance - including male backlash, denial, inaction and repression - and both organizational and legislative initiatives to support women. Limitations of affirmative action programs and policies are identified. New approaches towards creating a more level playing-field in organizations are proposed. This volume should be of interest to women and men in managerial and professional positions, women and men studying in professional fields such as business, law and government, organizations interested in managerial best practice and academic researchers whose work examines women in management issues.

Although women now represent over forty percent of the workforce in most countries, organizations have been slow to capitalize on the potential of their women employees. This volume focuses on the business case for change, sources of resistance - including male backlash, denial, inaction and repression - and both organizational and legislative initiatives to support women. Limitations of affirmative action programs and policies are identified. New approaches towards creating a more level playing-field in organizations are proposed. This volume should be of interest to women and men in managerial and professional positions, women and men studying in professional fields such as business, law and government, organizations interested in managerial best practice and academic researchers whose work examines women in management issues.