Women in Leisure Service Management: Alternative Definitions of Career Success

Based on a review of literature and interviews with thirty women who occupy middle or senior management positions in the field, this paper illustrates how the traditional model of career development is inadequate for understanding the experiences of women in leisure services management. Elements of a women- centered model of career development are introduced and the implications of adopting this model as a basis of human resource development are discussed. The model deals with the variety of factors that influence the paid and non-paid roles that women assume over their life course and considers alternative definitions of career success. These factors include: socio-economic factors, organizational factors, legislative factors, professional organizations, background factors, current positions, family situation, and individual factors. It is argued that employers who revise human resource development policies and practises to reflect the diverse career experiences of women will be in a better position to attract employees in a labour force which is increasingly composed of women.