Women's career patterns differ from men's in that women are much more apt to have career interruptions, change careers, and work part time. Women's career needs change across their life span particularly as they age. Increasingly, women need to continue working past the traditional retirement age for men since they live longer and may need to work for health benefits. Women's career development is contextual . This is not simply a women's issue.
Systemic discrimination is prevalent in a work system designed and controlled by white males.
Organizational culture benefits and rewards behavior imitating the prevailing male-dominated leadership. The U.S. Government has implemented several measures to equalize the playing field such as Title VII of the Civil Rights Act, the affirmative action Executive Order, and the Family and Medical Leave Act. Systemic discrimination, however, continues to run deep despite legislative and policy measures to eliminate it. Unions and management need to understand that women's career development is different, and recognize that retaining women is a business issue. Thus, it makes social and business sense to promote women into positions to hear customer feedback and make key decisions.