ABSTRACT
Studies of women in international management originating primarily from North America consistently highlight the lack of women in such positions. This trend continues despite the need for growing numbers of expatriates. Explanations for this phenomenon have centered on women’s personal characteristics, home/family circumstances, organizational support, and host country nationals’ attitudes. This study examines the status of women in international management from a United Kingdom (UK) perspective. A key finding arising from the study is the critical influence of selection systems for international assignments where the predominant use of closed, informal selection processes for international assignments was seen to create unintended gender bias in recruitment.
