(D) Women are more likely than men to be tense, self-conscious, conscientious over details, disinclined to delegate and better at routine than at initiation -- (e) Women are not acceptable in certain fields as colleagues, superiors or business partners -- (f) Women are said to be a bad risk -- Summary and conclusion -- XII. ADAPTING EMPLOYMENT PRACTICES TO WOMEN'S LIFE CYCLE -- Continuity of experience: bridging the small child gap -- (a) Institutionalizing maternity leave -- (b) Part-time work and flexible hours -- Re-launching -- Accelerating back to the top -- Permanent part-time -- The problem of geographical mobility -- Conclusion: Do employers 1n any case need women with 'average' or 'typical' life cycles? -- PART FIVE: CONCLUSIONS -- XIII. THE ENQUIRY's FINDINGS AND THE FUTURE -- High level careers for women (notably for married women) can be practicable and desirable from both the family and the economic point of view -- (a) Need women's high-level careers damage the family? -- (b) The gain to employers and the economy -- No single pattern of work and family life provides the answer: a range of options is needed to suit different cases and times -- The problem is one of men and women, not of women alone -- Positive action is likely to be required, not merely the removal of barriers -- (a) At the stage of schooling and upbringing -- (b) As regards marriage and family life -- (c) In the world of work -- (d) As regards the law and other formal systems of rules -- What sort of agencies are needed? -- (a) Organization by or for women themselves -- (b) Anti-discrimination agencies -- (c) Men and women together: agencies for action on family and work -- POSTSCRIPT -- STATISTICAL AND TECHNICAL APPENDICES -- Appendix to Chapter III -- Appendix to Chapter V -- Appendix to Chapter VI -- Appendix to Chapter VII -- Appendix to Chapter IX -- SUBJECT INDEX