Women seeking to gain upper-level positions in the corporate structure find it difficult and usually are excluded from membership because their male counterparts use an exclusive vocabulary to communicate their successes to their superiors. Scholars predicted that when a critical mass of 30 to 35 percent women reached management level they would automatically be accepted; however, studies of Fortune 500 show this not to be true. Women were excluded by the rhetoric of male power codes because women communicated differently, because the perception existed they did not fit into the structure, and because women made men feel uncomfortable and anxious. Women entering certain discourse communities were automatically assigned specific behaviors that limited discourse. It was found in an analysis of the Bell System and Liberty Mutual Insurance Company cases before the Equal Employment Opportunity Commission that the entering position determined the future position, and women were precluded from discourse with upper echelon members of the community who promoted and gave recognition. Using military and sports jargon in professional communities created discourse codes that largely excluded women. This linguistic exclusion limited the ability of women to communicate their performances to the upper level corporate structure. (NL)