A study examined the relationship between occupational advancement among women and their participation in the training offered at the enterprise level in West Germany. Women from four firms, a department store company, a large bank, a computer firm, and a public sector service undertaking, were studied. In all four firms, the internal recruitment of managerial personnel for posts up to the highest level was linked with participation in a solidly institutionalized in-firm training system. Although successful completion of corresponding in-firm courses did not constitute a formal entitlement to internal promotion in any of the four firms, promotion appeared to be dependent on such completion. All training costs at the four firms were incurred entirely by the firms offering the training. Courses were intended to provide the knowledge and skills required to prepare and qualify the trainees to discharge the functions attached to a specific position or for promotion and assignment to managerial posts. For the most part, courses took place within the firm. The retail, banking, and computer firms all tended to recruit young, unmarried women without family responsibilities, whereas the public service undertaking recruited its management reserve without regard for women's age or family responsibilities. Most of the women questioned felt that equal training opportunities were afforded to men and women at their respective firms. (MN)