News

Monday 18 September 2006

Retail study highlights career issues

Personality can be a key factor for career progression among women, and part-time employees have the biggest barriers to overcome if they want to climb the ladder. These are just two findings to come from a Nottingham Trent University study on the position of women working in the retail sector.

Researchers from the University’s Nottingham Business School spent 18 months on the study, part-funded by the European Social Fund. Leading and independent retailers were involved, with more than 1,000 staff questioned on why they worked in retail, career aspirations, what hindered and helped their careers, and how domestic circumstances affected their job.

It was found that personality was seen by staff as a key factor in helping people progress, with high self-confidence and assertiveness vital factors in getting promoted. There were many examples of women working their way up the career ladder, rather than coming in at a higher level.

Part-timers working for large retailers found it most difficult to get ahead, with an assumption that only full-time employees could really progress. While retailers had policies in place to help those with caring responsibilities, employee knowledge of these at store level was frequently limited, so schemes such as job-share and flexible working arrangements were not always reaching their audience.

Women’s loyalty was to the store where they worked rather than to the retailer they worked for and their loyalty to their place of employment was found to be stronger than their male counterparts. The ability to work with friends and family, being able to walk to work and working with products they liked were highly valued which meant they were sometimes reluctant to move stores in order to progress.

One particular group of women – identified as ‘aspirational but constrained’ - was larger than the others. This group liked the idea of a career and wanted to stay in retail, but had many barriers to overcome such as their family circumstances. The research also revealed that certain aspects of the retailers’ human resourcing and specific career development policies would need to be reviewed if they wished to retain ‘aspirational’ female staff.

It emerged that whilst career opportunities were much more limited in small to medium sized enterprises they did show other benefits. Even though there was an absence of the opportunity to progress through a management hierarchy there could be increased job variety and work experiences for staff, providing developmental opportunities rather than formal career progression.

The study was carried out by researchers Dr Carley Foster, Professor Lynette Harris and Professor Paul Whysall, and involved looking at companies with outlets in the East Midlands. 

All of the retailers who took part are using the results to help inform the development of their human resource policies. This will involve looking at the retention of staff and addressing under-utilised talent pools, particularly those women working part-time.

The report, Improving the Position of Women in the Labour Market – Retailing in the East Midlands, has been sent to the Government Office East Midlands, and there has been interest from support organisations, regional bodies and academics. A seminar has been held at Nottingham Business School to disseminate the findings.

 ENDS

For more information please contact:

Dave Rogers, Press Officer, on telephone +44 (0)115 848 8782, or via email: dave.rogers@ntu.ac.uk.

Or Therese Easom, Press and Media Relations Manager, on telephone +44 (0)115 848 8774, or via email: therese.easom@ntu.ac.uk.