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PurposeThe purpose of this paper is to provide authors and reviewers with guidance for the development and review of manuscripts.Design/methodology/approachThe paper sets out the background to the journal and provides details of what is expected of manuscripts in terms of theoretical grounding and methodological accuracy.FindingsThe journal encourages diversity in thinking about gender in management and welcomes papers from all academic disciplines which can contribute to management knowledge about this area.Originality/valueThis sets out the criteria employed by the journal in assessing the suitability of submitted manuscripts.

Purpose
The purpose of this paper is to explore the experiences of lesbians in terms of career progression and development, focusing on several areas including, discrimination in the workplace, career resources, barriers to career development and the importance of disclosing one's sexual identity in the workplace.


Design/methodology/approach
Interviews were conducted with 15 participants, 14 of whom had disclosed their sexuality at work. A grounded theory approach was used to conduct the analysis, and the findings suggested six core categories relating to the career experiences of the sample. These categories are: social climate; career choice; work environment; personality; being a lesbian and being a woman; and useful strategies.


Findings
The analysis highlighted several key findings, such as the importance of the relationship between gender and sexuality; the importance of working within a policy-driven environment such as the public sector; the importance of personality and the modification of behaviour as a personal resource for lesbians in the workplace. The research also highlighted the fact that discrimination still occurs at work but manifests itself in different and often more subtle ways and it was reported that, despite protective legislation, one of the greatest challenges for lesbians is working within a heterosexist and heteronormative environment.


Originality/value
There is a great deal of research dedicated to women's career development but less on certain subgroups of women and even less on the career development of lesbians in organisations, and it is the aim of this paper to address the lack of research pertaining to the careers of lesbians in the UK.

Women in the UK frequently do not consider business ownership as an alternative to other forms of employment or as a means to gain economic benefits. The number of women currently entering in to businesses in the North of England is decreasing and is less than half of that in the South. This paper examines the preliminary findings from a longitudinal study exploring the socially created barriers to business start‐up that inhibit the growth of women entrepreneurs and how they may be removed. The study employed an action research approach to investigate the experiences of UK women entering into micro and small business ownership, emphasising the social construction of many of the barriers faced by women in the pursuit of business ownership. In doing so it examined personal and motivational factors surrounding the start‐up process, the economic and physical barriers encountered, as well as the perceived and actual support and advice available to women.

Aims to present a critical appraisal of the research relating to the sources of stress and stress reactions experienced by women managers. Considers the available data and level of understanding, and the assumptions that traditional approaches have been based upon. Presents conflicting findings and considers the implications of such results. Offers an overview of the current knowledge pertaining to women and managerial stress, raising a number of questions for which there are currently no answers.

Aims to present the findings of a recent study into the availability of social support to unemployed female managers. It is widely recognised that social support is an important factor in determining well‐being during unemployment, yet its role in managerial unemployment has received very limited attention. Previous research has demonstrated that social support is of particular importance to women, with a strong emphasis on emotional support. This paper investigates the experiences of 115 unemployed female managers in terms of social support, an area which, despite its importance, has to‐date received no specific attention. The findings indicate that the social support available to unemployed female managers is not only unsupportive but is severely restricted because of their unique position in society.

Employers in the UK are under a legal obligation to ensure that their recruitment procedures conform with the Sex Discrimination Act (1975), which states that employers must not discriminate or indicate any hidden intention to discriminate against a potential employee on the grounds of their sex. Yet the very fact that many jobs are still viewed as 'male' or 'female' is often sufficient to prevent the non‐dominant gender group from applying for those positions (Ray, 1990). Managerial jobs have traditionally been male dominated and organisations are under a legal obligation to ensure that their recruitment procedures do not indicate any intention to discriminate, either overtly or covertly. Therefore, organisations need not only to demonstrate that they have no intention to discriminate, especially in traditionally male dominated occupations such as management, but they also need to ensure that their intention not to discriminate is clearly and explicitly communicated to potential job applicants (Ray, 1990). The aim of this article is to address the similarities and differences between the job search experiences of unemployed female and male managers, and to present the research findings from an in‐depth study of unemployed British managers.

'Sandra Fielden and Marilyn Davidson, already well known for their contributions to gender issues in management, have brought together an absorbing collection of articles that serve to enhance our understanding of a complex area within organisation studies ... this particular Handbook is not a mere glossary. The editors provide a forum for scholarly works in a specialised area of small business and entrepreneurship research. And the International Handbook of Women and Small Business Entrepreneurship provides a rich resource - collectively, the papers serve to summarise and re-examine much of the relevant research to date ... an accessible book that follows a logical and coherent pattern ... the range of this book is significant, and the accomplishment considerable ... the International Handbook of Women and Small Business Entrepreneurship is a serious contribution to a niche area of entrepreneurship scholarship. The editors and authors have established a place for women in the literature, confirming that gender issues cannot be dismissed as a mere adjunct to the broader field of entrepreneurship study. This collection offers the reader intelligent engagement with the range of research and "ways of knowing" about women and entrepreneurship. Established scholars will find much of interest, and we would also confidently recommend the Handbook to interested newcomers.' - Robyn Walker and Kate Lewis, Women in Management Review 'Sandra L. Fielden and Marilyn J. Davidson have put a great deal of work into producing this compilation of scientific studies on women and small business entrepreneurship. In this book, the editors have managed to put together an excellent compilation of studies that look at topics that have aroused the highest interest in this field in recent years ... It offers a good balance between theory and practice-oriented studies and presents an academic viewpoint that comes extremely close to the real, current situation of this phenomenon. This book therefore provides a useful tool both for the academic community in general and for students, particularly at a postgraduate or doctorate level, who wish to gain a state-of-the-art overview of this business phenomenon. It may also be put to good use by women in management and entrepreneurship as well as policymakers and small service providers, given its high empirical content, supported by a sound empirical framework, which deals with real-life issues for women who wish to start up and manage their ...

PurposeThis study focuses on the factors affecting equality of access to UK government grant and loan initiatives and the identification of gender differences in the uptake of those initiatives.Design/methodology/approachA qualitative methodology was adopted as quantitative data is already available regarding the sources and levels of financing accessed. In total 32 interviews were conducted with 18 women and 14 men seeking business start‐up capital. A review of the advice and assistance offered by 31 business support agencies to potential and existing male and female business clients across the region also was undertaken.FindingsThe findings revealed that there is a discrepancy in the number of men and women business owners accessing grant and loans schemes. Women do not enter into business ownership with the same amount of capital as men, and women are far more likely to access loans and grants than traditional forms of financing.Research limitations/implicationsThis is a preliminary investigation which needs to be extended and the relationship between service providers and small business owners further explored to provide a greater understanding of the complexities that relationship has on accessing government grants/loans.Practical implicationsThe grant and loan system is highly complex and fraught with difficulties, which appears to exclude women and more specifically those from lower socioeconomic backgrounds, i.e. those they were designed to assist.Originality/valuePrevious research has focused on private sector sources of business finance. This study is the first to look specifically at government grant/loan schemes that are targeted at those business owners who experience discrimination accessing traditional forms of finance.

Intro -- Acknowledgements -- Contents -- Notes on Contributors -- List of Figures -- List of Tables -- 1: Introduction -- Definitions -- The World Health Organization (WHO) -- United Nations (UN) -- The International Classification of Impairments, Disabilities and Handicaps -- Americans with Disabilities Act (ADA-USA) -- The Equality Act 2010 (UK) -- The Disability Discrimination Act 1992 (Australia) -- Terminology -- The Historical Context of Disability and Employment -- Global North -- Global South -- Models of Disability -- The Medical Model -- The Social Model -- The Social Relational Model -- Outline of the Book -- References -- Part I: Legal Aspects -- 2: Generating Interdisciplinary Insights to Regulate for Inclusive Employment -- The Imperative -- Reflecting on This Imperative to Employ People Within the Services They Use -- 'Start with What We Can Do': The Concept of Community Job Crafting -- The 'Resistant Possibilities' of Community Job Crafting -- Using the Concept of 'Community Job Crafting' to Explore the Possibilities and Limitations of Employment Legislation -- The Limits of Equal Treatment -- Adjusting, Carving or Crafting? -- Dancing with the Devil? Provisions That Permit Positive Action and the Medicalized Definition of Disability -- Public Sector Equality Duty and Other Drivers -- Conclusions -- References -- 3: Confronting Episodic Disability in the Workplace: The Canadian Experience -- Canadian Human Rights Law and Episodic Disability in the Workplace -- Undue Hardship and Accommodating Episodic Disability -- Financial Costs to Employer of Accommodations -- Health and Safety Risks -- Conflicting Rights and Other Employees -- Fundamental Nature of the Employment Contract -- Conclusion -- References -- 4: Determining Work Capacity -- Population Trends and Disability Benefits.

Although there is an expanding body of literature on the characteristics, aspirations, motivations, challenges and barriers of mainstream entrepreneurs, relatively little is known about whether these findings can be applied to the entrepreneurial activities of minority groups. This book addresses this short-fall and presents an international review of the characteristics, motivations and obstacles of eight minority groups: younger; older; women; ethnic; immigrant; lesbian, gay and bisexual; disabled; and indigenous entrepreneurs. The expert contributors discover enormous variability between th