Having been responsible for the German partner and the work package in project which focused on organisational cultures for professional careers the paper concentrates on this issue. Empirical methods were qualitative expert interviews with women engineer managers in two companies in each partner country, completed by focus discussion groups with women engineers in each company. The companies were chosen on basis that one should have a good practice program for women. All companies in the sample were global players. The results show high job satisfaction of women engineers, but at the same time they tell about discrimination because of gender. Being a minority in a masculine working culture they partly feel that their chiefs have different working and career expectations because of their gender, independent of the fact if the women have children or not. Having restricted access to men’s networks and seeing these networks as the most prominent factor for career, they seem to be helpless more or less to this career hindering factor for them, because alternative women networks at the moment are not strong enough to further their careers. Because of the small number of women engineers in companies they have less possibility of communication between each other and don’t know role models, even though they exist. Women engineers’ career is still influenced by possibilities of work-life-balance. Most of the asked women engineers believe that career is not possible in combination with an interesting work, part time schedule and without overtimes and therefore some of them do not aspire for a career.
|Keywords:||Gender, Career, Work-Life-Balance, Men’s Network|
Senior Lecturer, Department of Education Sciences, University of Wuppertal, Wuppertal, Northrheine-Westfalia, Germany
There are currently no reviews of this product.Write a Review