than have them subsumed under male assumptions. Some of the lit-
erature on women’s career development has focused on structural
features like, for example, the rate of labor market participation or
the role of women in institutions such as marriage and child rearing.
The implication for practice is to help women bypass or remediate
structural disadvantages or to change the structures themselves.
Another subset of the literature on gender addresses the issue of
how women interact or function within various career-related sys-
tems. This literature ranges from parental influence on women (for
example, O’Brien & Fassinger, 1993) to women’s relationship with
the organizations in which they work (for example, Cleveland,
Stockdale, & Murphy, 2000; Kilduff, 2001). One implication for
practice is to address systemic change by involving women in the
career system. Finally, the gendered nature of career and counseling
has been addressed as meaning, for example, that “career success”
can have different meanings for men and women (Höpfl & Atkin-
son, 2000), that feminism has fostered a radical reconsideration in
the ways we know (for example, Riger, 2000), and that relationship
has unique considerations in counseling for meaning for women
(Miller & Stiver, 1997).
The Applicability of the Theory
Does the explanation presented in this chapter apply as well to the
new workplace as to traditional forms of occupations and work?
Young and Valach (2000) address this intergenerational validity by
arguing that this explanation of career has reconceptualized career
from a construct that was based exclusively in organizations, indus-
tries, and institutions (the bureaucratically based career) to one that
is anchored broadly in society and in the social connections we
have as people (the socially anchored career). For example, Kanter’s
entrepreneurial career is “one of several alternatives to the bureau-
cratic career, standing between the bureaucratic career and the
socially anchored career” (Young & Valach, 2000, p. 190; Kanter,
1989). Our reconceptualization of career also involves not only the
226 CAREER CHOICE AND DEVELOPMENT