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This thesis attempts to add a practical case history to the growing body of literature on special 'in-house' training programs for women. A special training program for women was designed and implemented in the South Australian Public Service as part of that organisation's overall Affirmative Action Plan for effect equal opportunity. The thesis begins with a literature review that determines and explores the nature of the barriers women experience at work and considers the alternatives in overcoming them from an 'in-house' training perspective. The 'Women in organizations workshop' program was one of the first of its kind developed in Australia. An historical analysis of the development of the program, its rationale and implementation within a 'systems theory' conceptual framework is then presented. This framework is used to detail the actual content, design and management of the program by two women lecturers of the Training and Development Branch of the Department of Further Education in South Australia. Evaluations of the program are then examined and the conclusion offers recommendation as to its value. As these in-house training programs are of an essentially short-run duration (approximately five to 10 years), an 'androgynous management style' is offered as the future management model to be used in all management training programs. The total organisation is then considered from a 'systems theory' perspective and strategies to implement equal opportunity, apart from, or in addition to 'in-house training', are mentioned.