Conclusion: Where to Next?

  • Ines Wichert


The playing field for women is not level, and the cultural and structural hurdles they encounter make their ascent to senior positions in business more difficult. There is much that organizations, government and society at large can do to make it easier for women to advance: flexible working arrangements; extending the time horizons of the definition of high-potential; emphasizing and supporting the role of fathers; and senior management diversity education are just a few of the many elements that can make a difference. Many of these changes are cultural and require a change in attitudes. As we saw in Chapter 10, cultural change is difficult to achieve and it will take more time until the playing field is level, or at least more level, for women. In the meantime, there are things that women can do to help themselves to progress in their careers, as the career histories of the interviewees in this book have showed. I have summarized them here as the five Cs:
  • Career planning;

  • Critical job assignments;

  • Courage;

  • Curiosity; and

  • Connectedness.


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    J. Adair (2005). How to Grow Leaders: The Seven Key Principles of Effective Leadership Development. London: Kogan Page.Google Scholar
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    M. B. Arthur, P. H. Claman and R. J. DeFillippi (1995). Intelligent enterprise, intelligent career. Academy of Management Executive, 9, 7–22.Google Scholar

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© Ines Wichert 2011

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  • Ines Wichert

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