Abstract:
This paper is based on the experiences of 31 women who have recently left
partner roles within an international management consultancy firm. The purpose
of this paper is to explore discursively their perceptions of choice within
their decisions to leave. Design/methodology/approach - Data were collected from
31 women using semi-structured telephone interviews, a 66 per cent response
rate. A discursive approach to analysis was adopted. Findings - The decision to
leave is the culmination of many interacting factors at a time when a financial
incentive for resignation is available. Findings present here focus on
discourses of loyalty to and affection for the company and work-life
integration. Research limitations/implications - Limitations include access only
to women who have left the firm, allowing for no comparison with those who were
still partners. Additionally, we were unable to speak to any of the male
partners who have left the firm in the same timescales, although in smaller
proportions. Practical implications - The findings indicate the need to review
the excessive time demands placed on partners and provide further support for
policies, which enable greater flexibility. Originality/value - This paper uses
data from a rare sample of women, those who have actually left senior roles
within one organization.