Maximising women's potential in the UK's retail sector

Abstract

Purpose The purpose of the paper is to show that a defining characteristic of the UK retail sector is the high number of women it employs but there remains an enduring under‐representation of women in its management positions. The majority of women in the industry work part‐time and this paper aims to explore the factors that impact upon the career progression. Design/methodology/approach In the paper, 1,000 questionnaires were completed by store staff in three leading retailers, supported by interviews with store staff and SME retailers in the UK's East Midlands region. Findings The paper finds continuing barriers to career progression for women working part‐time in retailing. Despite family friendly employment policies becoming an increasingly important feature of modern work organisations, career progression was informed by a traditional concept of a career based on full‐time working. Research limitations/implications The paper was limited to one sector. There is a need for further studies into women's career progression in other sectors reliant on female employment. Practical implications The findings in the paper have implications for promotion policies, training and development provision and line management practices if retailers are to maximise the potential of the women they employ. Originality/value The paper suggests that retailing is an industry where a significant number of women are working below their potential despite organisational policies supportive of diversity and equality of opportunity.

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