“…However, there is continuing evidence of women's difficulties in maintaining career progression rates equal to men's (Stroh et al, 1992), being selected for international assignments that can advance their careers (Forster, 1999), and achieving powerful positions on corporate boards (Bilimoria and Piderit, 1994). Female middle managers face problems with interpersonal networks (Cannings and Montmarquette, 1991), less payoff from human capital (Egan and Bendick, 1994), pay and promotion discrimination (Liff and Ward, 2001; Murrell et al, 1995; Schneer and Reitman, 1995) and bias in performance appraisal processes (Heilman, 2001). If these negative outcomes persist, in part, because positive change is still needed within organizations on issues of gender equity, then understanding the barriers to creating such change is worthwhile.…”