Precision machining of steel decahedrons

Production of highly accurate decahedron prisms from hardened stainless steel is discussed. Prism is used to check angular alignment of mounting pads of strapdown inertial guidance system. Accuracies obtainable using recommended process and details of operation are described. Photographic illustration of production device is included

A ‘hands-off’ intervention: The UK’s approach to increasing women on corporate boards

The paper was originally written as a case study of the UK’s current policy approach to increasing gender diversity on corporate boards. It was presented at an EU forum on ‘Women in economic decision-making’ in Oslo, May 2012. The forum was an exchange of good practice between nineteen countries with one government representative and one academic from each. The UK, Norway and Denmark were given as case studies. The UK government has taken a non-interventionist ‘business-led’ multiple-stakeholder approach, to avert the need for an EU level policy intervening in the form of legislation. The paper assesses the effects so far

Advancing racio-ethnic and diversity theorising through intersectional identity work

Management research on racio-ethnicity inadequately addresses the complexities of multiple identity dimensions and underplays the role of context. Integrating identity construction with intersectionality, we focus on how individuals make sense of the dynamic nature of non-essentialist identities. We offer an ‘intersectional identity work’ framework to advance racio-ethnic scholarship in organisations

Opt-in or opt-out: exploring how women construe their ambition at early career stages

This is the author accepted manuscript. The final version is available from Emerald via the DOI in this record.Purpose: This qualitative study challenges existing models of career ambition, extending understanding of how women define and experience ambition at early career stages in a professional services organisation. Method: Semi-structured interviews were conducted with 20 women from a professional services organisation, who were aged 24-33 and had not yet reached managerial positions. The interviews were recorded, transcribed and template analysis was conducted. Results: The analysis revealed four main themes in the women’s experiences: subjective, dynamic ambition; frustrated lack of sight; self-efficacy enables ambition; and a need for resilience versus a need to adapt. The findings indicated that women do identify as ambitious, but they vary in the extent to which they view ambition as intrinsic and stable, or affected by external, contextual factors, such as identity-fit, barriers, support and work-life conflict. Implications & limitations: These results indicated insufficiency of current models of ambition and a new model was proposed. The model explains how women’s workplace experiences affect their ambition and therefore how organisations and individuals can better support women to maintain and fulfil their ambitions. Originality/Value: This study extends and contributes to the redefinition of women’s career ambition, proposing a model incorporating women’s affective responses to both internal (psychological) and external (organisational) factors. It provides further evidence against previous individual-level claims that women ‘opt-out’ of their careers due to an inherent lack of ambition, focusing on the interplay of contextual level explanations

Women's leadership ambition in early careers

This is the author accepted manuscript. The final version is available from Edward Elgar via the DOI in this record.Assumptions are made that women leaving organizations in their late 30’s and 40’s are choosing to become stay-at-home mothers, implying that women have inherently lower career ambition than men. This, despite the fact that young women have been “overachieving” at university level, receiving more and better graded degrees than young men for several years. Extant research has tended to focus either on student perceptions of careers and aspirations or on the older age-group struggling to stay in organizational life. This chapter recounts a qualitative study of young women in sought-after graduate roles and asks: “How do women construe their ambition at early career stages in a professional services organization?” Considering social cognitive career theory and the identity fit model of career motivation, the chapter defines women’s early career identification with ambition and their struggle to maintain it in the current working environment, revealing that the psychological exit causing women to leave later in organizational life may start a decade earlier

A new anti-emetic for mustine nausea

No Abstract

'Don't you know that it's different for girls': a dynamic exploration of trust, breach and violation for women en route to the top

This is the author accepted manuscript. The final version is available from Edward Elgar Publishing via the link in this recordKPM

Promoting Women to MD in Investment Banking: Multi-level Influences

Purpose: Women remain underrepresented at senior levels in global investment banks. By investigating promotion processes in this sector, and using the concept of a multi-level, relational framework, this paper seeks to examine macro, micro, and meso-level influences, and the interplay between them, as explanations for why more progress is not being made. Design/Approach: Data is taken from two projects with a total of 50 semi-structured interviews with male and female directors and managing directors, across six investment banks discussing careers and promotions. An inductive approach was taken to data analysis. Findings: Women’s lack of representation at the top of investment banks is not simply an individual level problem but is the result of the dynamic interplay between macro and meso-level influences which impact individual agency, identity and perception of fit. Research Limitations/Implications: Public debate should be refocused around the meso-level influences of what organizations can do to promote more inclusive cultures and structures thereby enabling more women to achieve Managing Director positions in investment banking. Originality/Value: The paper considers challenges women face in their promotion to Managing Director using a multi-level framework demonstrating the impact of each level and their interconnectedness. It contributes to the limited qualitative research exploring the career experiences of senior level individuals in global financial services firms