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Career inhibitors and career enablers for executive women


  • Chinchilla, Nuria

    () (IESE Business School)

  • Leon, Consuelo

    (IESE Business School)

  • Torres, Elizabeth

    (IESE Business School)

  • Canela, Miguel A.

    (Universitat de Barcelona)


This paper is intended to contribute to the study of career inhibitors and career enablers for women. The analysis is based on data obtained from a survey conducted by the International Center of Work and Family at IESE Business School. The main conclusions of the analysis are: - Women have readier access to general management posts in small companies. - The feeling of working a "double work day" is widespread among women managers, especially in large companies. - Lack of sympathy on the part of colleagues and superiors when women give priority to their family responsibilities undermines women managers' satisfaction with their professional life. - The main career inhibitor is corporate culture (the "glass ceiling"). - The importance that executive women ascribe to career inhibitors decreases with age and professional rank. - The average woman manager's main support is her husband, who in most cases is also a manager. - The principal career enablers are: motivation, training, mental strength and value system.

Suggested Citation

  • Chinchilla, Nuria & Leon, Consuelo & Torres, Elizabeth & Canela, Miguel A., 2006. "Career inhibitors and career enablers for executive women," IESE Research Papers D/632, IESE Business School, revised 30 May 2006.
  • Handle: RePEc:ebg:iesewp:d-0632

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    References listed on IDEAS

    1. Ouchi, William, 1981. "Theory Z: How American business can meet the Japanese challenge," Business Horizons, Elsevier, vol. 24(6), pages 82-83.
    2. Traves Joanne & BROCKBANK ANNE & TOMLINSON FRANCES, 1997. "Careers of Women Managers in the Retail Industry," The Service Industries Journal, Taylor & Francis Journals, vol. 17(1), pages 133-154, January.
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    top management; career; family; women;

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