In the late 1990s when over 47 percent of the labor force consists of women, and women's educational attainments are increasingly matching those of men, women's individual human resource deficits are less and less the source of stalled careers. As a recent Catalyst (1994) report puts it, "Rather than encountering a 'glass ceiling' as they try to reach the top, women encounter the glass wall in the form of intangible barriers, largely based on the organization's culture and traditions, and less on the abilities and true desires of the person aspiring to an executive position" (see Executive Summary, "On the line … "). Increasingly it is recognized that both women and organizations need improved mechanisms for monitoring progress in dealing with these barriers. The purpose of this study was to develop an assessment tool which is a reliable and valid means of determining the power and fast-track potential of particular positions, a tool which can uncover the structural barriers embedded in a particular job that might block its incumbent's career mobility. The development of this tool will also advance our theoretical knowledge about structural barriers to career advancement.
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