Career Progression of Women Employees in Service Sector: Lessons from Literature Review

This study throws a light on various aspects of career progression of women employees in service sector. Hundreds of research papers were searched on the topic and finally a sample of 89 research papers published between 1997 and 2020 were selected, which include 69 international studies and 20 Indian studies. The review shows that financial support and prestige, self-assessment, self-empowerment and professional role confidence are the key points of attraction for women joining the service sector. Work-life balance, less involvement in decision making, sexual harassment, absence of safety while travelling, workplace adjustment, lack of training opportunities, domestic violence, work overload, lack of gender-sensitive policies, gender segregation, discriminatory policies, socio-cultural and individual differences, multiple life roles, long working hours, caring responsibilities, parental leave or child care leave, lack of professionalization, etc. are the some of the barriers faced by them in their career. Resultantly, they either resign from the jobs and stop their career or join other organization, if not financially strong or even start their own consulting business in which they balance their time for the business from home as per their comfort zone during motherhood or child care. The measures initiated at organizational level for smooth progression of women career include providing training opportunities, flexible working hours, equal rights and opportunities, conflict resolution methods, amicable working environment, appreciation, induction programs, promoting transactional, transformational and laissez-faire leadership style, etc. Policies have also been formulated in some countries under which it is mandatory to share the maternity leave between men and women to reduce the burden of child care put on women and support them to reach at senior levels in their career