This thesis presents a gender analysis of the IT managerial career progression process. The
research includes case studies conducted within the IT division of four companies and survey
results of IT managers carried out in the U K. The case studies include the collection of
documentary evidence, observation and a total of fifty interviews conducted with IT managers and
Personnel representatives. The case companies comprise the financial services, utility, retail and
IT manufacturing sectors.
This study builds on and extends existing knowledge within three areas of literature - women in
management, gender and IT and career progression. Despite arguments within and between
these fields of literature this study demonstrates how, due to gaps and weaknesses within each
of the areas, it is necessary for them to be brought together under a single theoretical framework.
Additionally, on an organisational level, by seeking out and analysing both formal and informal
factors that influence the career progression of IT managers, aspects of this process that may
inhibit women's IT managerial career progression are identified.
This study concludes that there are aspects of both the IT management role and the associated
career progression process that may be identified as gendered. Such aspects influence the
career choices made by IT managers, leading to some identifiable differences i n the approaches
men and women adopt in progressing their careers. In addition, it is suggested that the
gendered aspects have greater negative influence on the career progression opportunities and
potential of women than men IT managers.
|Date of Award||Mar 1997|