Gender and career development - Malta

Abstract

Research suggests that current career patterns are still strongly influenced by traditional concepts of careers. Traditional concepts are often described as hierarchical models, with continuous service and regular promotion progress up through a series of levels within an organisation, or between organisations. However, new forms of employment are likely to lead to a greater diversification of career paths for both men and women. a) Is the traditional career model appropriate to your country? How have women’s careers complied with this traditional model? The traditional career model still holds in Malta, as those employees who continue to give regular service to their employers progress more easily within the hierarchal structures of their organisations through promotions and seniority benefits. Furthermore, employment patterns are stable and new forms of employment such as teleworking are still not popular. However, in Malta there are many small family owned enterprises where the traditional career model does not apply, as these ventures have no career ladder or any regulatory framework for promotions. Most women in Malta still face a number of barriers in their career progression, such as career breaks due to lack of child care facilities, which in turn affects their promotion paths. Many women manage to work only reduced hours or are in part time work, which again puts them in a disadvantage to reach senior positions.