This study examined whether a woman working a flexible schedule would be perceived as having less career advancement potential than a woman on a regular schedule. Participants reviewed a packet of materials simulating the personnel file of a female employee in an accounting firm who was seeking promotion from manager to senior manager. Results indicated that participants perceived the female employee on the flexible schedule as having less job-career dedication and less advancement motivation; there was no difference in perceived capability. Implications of these results for implementation of alternative work arrangements are discussed.Flexible work arrangements have been in use for a number of years. One reason why many have advocated their use is because of the belief that they help employees manage better the conflict between work and family (Almer, ticularly over the last decade. One result of this is that organizations have sought to become more "family-friendly." Because flexible work arrangements are a common component of many family-responsive human resource policies