Beginning with this article, our special issue advances the understanding of the role of professions in processes of institutional change and through this it proposes a retheorization of contemporary professionalism. Using institutionalist lenses in professional settings, we highlight the relationship between professionalization and broader institutionalization projects. We start by critically reviewing existing approaches in the sociology of the professions, identifying a functionalist and a conflict-based approach. Then, we build on and further elaborate an institutionalist perspective on professional work. Such a perspective affirms the importance of studying professions as institutions and connecting professionalization to broader patterns of institutionalization; it highlights the role of professions and professionals as agents in the creation, maintenance, and disruption of institutions, and recognizes the importance of accommodating contemporary patterns of professionalization within the organizational context. We also illustrate how, empirically, the eight papers in this issue advance our understanding of professional agency in contemporary change and, theoretically, contribute to the reconceptualization of the study of professionalism. Finally, we briefly summarize our contribution and identify a series of directions for further research.

Are the challenges of globalization, technology and competition exercising a dramatic impact on professional practice whilst, in the process, compromising traditional notions of professionalism, autonomy and discretion? This paper engages with these debates and uses original, qualitative empirical data to highlight the vast areas of continuity that exist even the largest globalizing law firms. Whilst it is undoubted that growth in the size of firms and their globalization bring new challenges, these are resolved in ways that are sensitive to professional values and interests. In particular, a commitment to professional autonomy and discretion still characterises the way in which these firms operate and organize themselves. This situation is explained in terms of the development of an organizational model of professionalism, whereby the large organization is increasingly emerging as a primary locus of professionalization and whereby professional priorities and objectives are increasingly supported by organizational logics, systems and initiatives.

This article explores patterns of professionalization in a number of 'new' knowledge-based occupations: management consultancy, project management and executive headhunters. Against a general assumption in the literature that such occupations are unwilling and/ or incapable to professionalize, this article suggests how a professionalization project has indeed been in play within these occupational domains. Perhaps most interestingly, these occupations are developing a new pattern of 'corporate' professionalization which Current Sociology 59(4) 443-464 Downloaded from 444 Current Sociology Monograph 2 59 (4) departs in significant ways from established paths and which is more appropriate for the specific knowledge-bases, occupational characteristics and historical circumstances of these occupations. Using semi-structured interviews with key institutional protagonists, the analysis identifies some new features of corporate professionalization, which despite differences in occupational structure and history, are common to the three professions under review and which may be relevant to a broader range of knowledge-based occupations. These include: organizational membership, client engagement, competencebased closure and internationalization. The article then proceeds to compare and contrast these new professionalization strategies and tactics with the more traditional processes followed by the established professions. Corporate professionalization, it is then argued, may present the basis for a new pattern of collective mobility and for a new understanding of professionalism in the 21st century.

This collection seeks to reconnect two separate streams of work on professional organizations and professional occupations. In particular the articles collected here identify two key themes: (1) the challenges and opportunities that professional organizations pose for established and emerging professionalization projects and (2) the extent to which professional organizations create, institutionalize and manipulate new forms of professionalism and models of professionalization. To this effect, this collection brings together a number of articles from a broad range of disciplines (sociology, management, healthcare, accountancy, law and geography), theoretical backgrounds and national contexts which explore the complex connections between professional occupations and organizations.

The past three decades have been characterized by dramatic labour market developments including the mass entry of women to exclusively male domains. Professional work is particularly indicative of this trend where growth in female membership has fuelled optimistic predictions of shattered glass ceilings and gender equality. This article seeks to challenge these predictions and to explore the associated assumptions linked with the feminization of work in the UK. It does so by focusing on three professional groups: law, teaching and management which, despite some substantial differences, present a common and recurrent theme in the gendered processes of professional projects that marginalize, downgrade and exploit women and women's work. It is argued that the fluidity of such processes lead to a series of paradoxes as the professions are increasingly dependent on the contribution of their female members and yet numerical feminization, without truly including women, serves to undermine and even reverse professional projects

Globalization has significant implications for the professions, with the societies and the regulators around them changing and the realities of professional work in large organizations taking on increasingly transnational dimensions. However, while there is no lack of empirical studies of the globalization of individual professions and firms, the implications of processes of globalization, reregulation and governmental rescaling for neo-Weberian sociologies of the professions has not received the same attention. This article seeks to rectify this gap in knowledge by developing a transnational neo-Weberian sociology of the professions that takes account of the rescaling of the world that the professions inhabit and the important new research questions generated about the multi-scalar influences on the forms of regulation, power and legitimacy that underlie professional projects.

Through a historical case study of the internationalization of large English law firms in Italy, this paper uses Scott's three pillars approach (2005) to look at how local institutions constrain and mediate the strategies and practices of professional services firms (PSFs). In doing so, it corrects the economic bias in the growing body of literature on the internationalization of PSFs by stressing how local regulations, norms and cultural frameworks affect the reproduction of home country practices, such as the one firm model pursued by large English law firms, in hostcountry jurisdictions. The paper also extends existing work on institutional duality (Kostova, 1999, Kostova and Roth, 2002) by developing a fine grained, micro level analysis which emphasizes the connections between institutions and practices. This is crucial, we contend, since the difficulties encountered by PSFs (and multinationals more generally) in their internationalization do not result from collisions between home-and host-country institutional structures per se, but between the diverse practices generated by distant institutional environments.

The legal profession in England and Wales is becoming more diverse. However, while white women and black and minority ethnic (BME) individuals now enter the profession in larger numbers, inequalities remain. This article explores the career strategies of 68 white women and BME legal professionals to understand more about their experiences in the profession. Archer’s work on structure and agency informs the analysis, as does Emirbayer and Mische’s (1998) ‘temporally embedded’ conceptualization of agency as having past, current and future elements. We identify six career strategies, which relate to different career points. They are assimilation, compromise, playing the game, reforming the system, location/relocation and withdrawal. We find that five of the six strategies tend to reproduce rather than transform opportunity structures in the legal profession. The overall picture is one of structural reproduction (rather than transformation) of traditional organizational structure and practice. The theoretical frame and empirical data analysis presented in this article accounts for the rarity of structural reform and goes some way towards explaining why, even in contexts populated by highly skilled, knowledgeable agents and where organizations appear committed to equal opportunities, old opportunity structures and inequalities often endure.