Examining Managers' careers at the crossing of gender and age

This paper reviews the literature with a view to grounding empirical comparative research on male and female managers' careers with regard to three age categories: managers aged up to 35, between 35 and 50 and above 50. It considers both men and women as professional careers are influenced by gender as well as by stereotyped gender roles. Hence, distinguishing these age categories affords consideration of evolving contextual factors such as gender-specific roles upheld throughout time. Indeed social perceptions with regard to gender can vary from one generation to another and sensibly affect career choices. Thus considering age in correlation with gender leads up to broaching "intersectionality", a concept which in diversity management consists in crossing the target groups concerned. This theoretical overview of the literature relating to the careers of managers yields a theoretical frame of reference along with qualitative propositions to be tested subsequently in the field.Thèse de doctora