The gender dimensions of direct participation in organizational change were examined in a survey of general managers at 32,582 workplaces in the following European countries: Denmark, France, Germany, Ireland, Italy, the Netherlands, Portugal, Spain, Sweden, and the United Kingdom. Responses were received from 5,786 managers (response rate, 17.8%). The following were among the key findings: (1) although men and women are equally involved in the practice of direct participation, equal involvement is occurring within a context of pronounced horizontal and vertical occupational segregation of the sexes, with women being found in particular industries and occupations and often with poorer working conditions than their male counterparts; (2) mixed-sex establishments are the most active practitioners of direct participation; (3) there is no evidence of direct participation being practiced with the objective of pressing home equal opportunities programs in Europe's workplace or of direct participation being used as an instrument to overcome gender segregation in jobs and working conditions; and (4) training provision for direct participation indicates that equal opportunities objectives are not being strongly pursued, with training generally being provided along gender-stereotyped lines. (Sixty-two tables/figures are included. The end-of-chapter bibliographies list a total of 106 references. Twenty-six additional tables/figures are appended.) (MN)