Because of the powerful influence of globalization, the discrimination between the treatment of men and women were set aside in either education or in workplace. Both men and women are contributing towards the achievement of total development. The increasing number of challenges present in the workforce is slowly diminishing because of the effective training and natural skill of people. However, the recognition of different characteristics and working capabilities between men and women are still criticized by most of organizations. background and problem statement in terms of career opportunities, men and women can now freely choose their areas of expertise. In every business sectors, it is very obvious that men and women are actively participating to aid the organization in achieving its goals. In the financial sector such as the banking industry and any kinds of financial institutions, the competition between the two sexes can be determined.

This is because for the reason that both men and women can access equal opportunities but there is a tricky idea that the countries in middle east use to deliver. Women in middle eastern schools excel more in school but when it comes in workplace, men are the one who holds the top positions. In spite of the similarities in culture, there is an underpinning idea regarding the differences of men and women in terms of career progression. The main aim of the study is to identify the reasons behind the career progression of women in workplace. In order to manage all the ideas with a great fashion, there are three objectives that should have to satisfy.

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First is to compare the similarities and differences of career opportunities, as well as the progress, of women between kuwait and dubai. Second is to demonstrate the applied techniques in improving the womens performance in financial sector. And third is to recognize the reasons that block the continuous progress of women. There are many recognizable issues in relation to the career progression of women, particularly in middle east. Broadly speaking, it is identified that disengagement or the breaks in the career of the women slows the progression. In accountancy level, the progress of individual is sought after and women often receive various disadvantages because of other opportunities like birth giving buckley and martin, 2009.

The gender role is also discovered and been associated with career progression and job satisfaction. In between the personal attributes and job requirements, females are assumed not to possess the suitable traits, in which expected to witness among the males such as having the strong motivation and competence kirchmeyer, 19. It is clear that career progression fosters success even in a complex business environment. However, there are still workplaces wherein women receive discrimination that damages the career progression and future opportunities. Moreover, many women are reluctant in committing in a flexible working situation which is opposed on the idea of the leaders in the corporate world hudson, 2009. Corporate leaders understand that women should take initiative and be open to all the opportunities that might meet them during the height of their career, which will lead them to their progression. The transformation of an individual is not only relies on the ability of the person but also in his openness.

Women, apparently, used to undermine the authority particularly in organizations accustomed to a stereotypical male leadership style, which can again create an impression on the leaders, either good or bad. However, within the workplace, women in their professional career path seem to display a sense of responsibility which can be used as their ultimate key towards career progression. The amount of responsibility and commitment women give to organization can be the ace of the organization to keep them and help to improve. The leaders, on the other hand, should view the level of discrimination within the workplace that might draw an impact towards the role being played by women yougov siraj, 2007. In the investigation of the study, the suggested method that can be effectively applied is the use of comparative case studies. The setting of the case studies should be on the said participating countries namely kuwait and dubai.

The use of comparative case studies can bring home various advantages such as having the easy view or access on the areas of workplace within kuwait and dubai. Another is to have the opportunity to discover the literature gaps and draw conclusions because of the cases presented in the countrys respective workplaces particularly within the financial sector. 2009 women in the city, the institute of chartered accountants in england and wales, accessed 18 june 2010, from hudson, v.

2009 equality: women in financial services, the association of chartered certified accountants. Mens managerial careers: is this a case of comparing apples and oranges?, academy of management proceedings. Accessed 18 june 2010, from yougov siraj, 2007 the rising ranks of women in the middle east workplace, accessed 18 june 2010, from successfully submitted for the award of masters in criminology to the dublin institute of technology, september 2009. Little is generally known about the factors affecting the managerial advancement of women in police forces internationally. Women are 50 years in policing in ireland and would appear to have been totally restricted in their progression up until the last decade.

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The principle aim of this study is concerned with exploring the research question ‘does gender impact on career progression in the garda síochána?’ it concentrates solely on policewomen. A comprehensive analysis of national and international literature is summarised in a literature review. An extensive examination of 50 years of archived material in the garda museum relating to females in the garda síochána is carried out. The primary research method utilised to appraise the research question is a comprehensive survey of 173 senior policewomen in the garda síochána in which gender issues are addressed. The study concentrates on the population of all female sergeants, inspectors and superintendents n297. The thesis reports on the patterns of female representation in the garda síochána, the deployment and specialisation of policewomen, the perceived attitudes of policemen towards policewomen, discrimination against policewomen and external factors inhibiting policewomen’s advancement.

These issues are examined from a historical perspective and a contemporary perspective. The under representation of policewomen in senior ranks was explored and charted to show they are wholly under represented both laterally and horizontally throughout the organisation. The study has demonstrated that women have only made limited headway into strategic positions of power in the garda síochána, both in terms of gaining experience in specialist units and in terms of progression through the ranks. There is evidence to show that deployment patterns differ for men and women in ways that may disadvantage some women. Tentative evidence was proffered that the amount of sexual harassment and discrimination experienced by policewomen in the garda síochána is diminishing to some extent compared to that reported in international research.

However, there are still a number of discriminatory factors which negatively affect the quality of some policewomen’s work environment and career prospects. Further, gender related career barriers, such as work life balance, pose specific difficulties for some senior policewomen, particularly those with children. In summary, the data gathered during this study combine to affirm the research question that gender impacts on career progression in the garda síochána for some policewomen, but not all policewomen. This suggests that policewomen are experiencing greater gender equality in certain spheres of policing, and certain obstacles to their progression are being dismantled.

Sheridan, goretti: does gender impact on career progression in the garda síochána?:masters dissertation. Dublin, dit, september 2009 the tenets of representative bureaucracy suggest that the composition of the bureaucracy should mirror the people it serves including women in order to influence the name, scope, and implementation of public policies. Women are still underrepresented in mid to upper management in male dominated occupations. When women are under represented in mid to upper levels of management in government, there are implications regarding representative bureaucracy. This study examined the career progression experiences of women who were successful in reaching mid to upper levels of management in male dominated occupations in state government.

Specifically, the study explored how women perceive various occupational factors including their rates of participation, experiences, gender, roles within the bureaucracy, interactions with their coworkers, leaders and organizational policies, personal influence, and decision making abilities. The findings revealed that women experience various barriers to career progression in male dominated occupations, but find mechanisms to navigate obstacles imposed by the negative consequences of tokenism. The findings indicate that although women have been successful in reaching mid to upper level management in male dominated occupations, they do so in institutions, regional, district, field or offices with fewer overall employees where they have less opportunity to have influence on overall agency wide policy decisions.

The decision making power is limited to implementation strategies of agency wide policies within their smaller domains or geographical area of responsibility. During world war ii, the percentage of women in the workforce nearly doubled as a result of men being drafted into the war. 1 immediately following the war many women were fired from their jobs, but this did not stop seventy five percent of women from wanting to work outside of the home.