This study aims to find the reasons for women’s failure to achieve more managerial positions despite the increasing number of women higher education graduates, and the effect of social capital on the promotion of female personnel.
The statistical sample includes the personnel of Sepah Bank and two different methods, qualitative and quantitative, were used to run the research. A probabilistic and stratified sampling method was used for the quantitative part while a purposive counterpart was used in the qualitative part.
Quantitative measurements take advantage of questionnaires and SPSS to gather necessary data and analyze them in descriptive terms. The qualitative part, however, utilizes techniques of observation and semi-structured interviews.
The findings reveal that women with higher socio-economic status enjoy a greater job promotion opportunity but it does not show any difference between the two types of women in terms of marital status, number of children and religious tendencies. It shows that women with high ranking managerial positions have a far greater amount and the structure of social capital -namely social participation, relations and trust - than other working women.
Data analysis reveals that men and women differ in terms of the amount and type of the relations which they make and also supports that discriminations between men and women regarding their access to the important and strategic positions and resources prevent women from attaining most high level and strategic jobs.