For a long time, women have not been judged by the same standards as men when trying to enter a trade or profession reserved traditionally for men or even after becoming part of it, while progressing. This paper explores the concept of career progression of female staff in an academic institute. It seeks to answer the following research questions: What barriers are faced by women in career progression? What are the differences in perceptions among female sub‐groups regarding these barriers? What policies and improvement programs can be provided to promote women's career progression? What is the relationship between women's career progression and justice?
According to the research objectives, the best way to collect the required data was a questionnaire. In this research, three different questionnaires were used. Also, to rank women's career progression barriers, the TOPSIS technique was used.
The authors found that there is a significant relationship between career progression barriers with interactional and distributive justice. Our ranking results showed that lack of organisational support and job restrictions are the main barriers to women's career progression. Also, flexible working time options is the main support program for eliminating of these barriers.
The major research limitations of this study were the failure to collect and analyse data that would yield a quantitative assessment of organisational justice, and the distribution of questionnaires among women at work.
This is the first study of its nature conducted among female Iranian university staff to focus on barriers to women's career progression. The paper also offers practical guidance that can be used by management and women employees to facilitate career progression.
