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The promotional prospects, career mobility and networking experiences of 16 female part-time managers are explored in this article. It attempts to explain the labour market position of female part-time managers, comparing their employment experiences, career progression and networking while working full and part-time. The majority had successful career histories while full-time but these careers stalled once a transition to part-time work was made. Many voiced frustration with their employment prospects in terms of mobility and promotion, which were limited given the perceived lack of quality jobs at managerial level in the external labour market. There was recognition that networking had made an important contribution to career progression but for most women, the transition into part-time employment meant that opportunities to network decreased due to time constraints.

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Purpose - The purpose of this paper is to explore the employment trajectories, aspirations, work-life balance and career mobility of women working as part-time managers. Design/methodology/approach - In-depth, semi-structured interviews were conducted with 16 female part-time managers and four of their line managers in public and private-sector organizations. Interviews explored women’s career trajectories before and after the transition to part-time work and focused on career mobility, aspirations and work-life balance. Findings - The part-time managers in this sample held varied careers while working full-time but careers stalled once a transition to part-time work was made. The majority were career focused, worked intensively and felt frustrated with their lack of mobility and career progression while working part-time. The majority worked in excess of their contracted hours and did not experience an appropriate reallocation of work when they reduced hours. Practical implications - This paper is of value to both researchers and policy makers. Policy implications point to the limitations of the current UK legislation on the right to request flexible working. The paper states that further research would be beneficial on the ways in which managers employed on part-time and other flexible contracts, operate successfully in organizations, with the aim of championing alternative working patterns and breaking down traditional long hours cultures which act as a barrier to women and part-time workers. Originality/value - This paper explores the employment profiles and experiences of a little studied and rare group of female workers.

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