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This research uses the network-analytic concepts of homophily, tie strength, and range to explore gender differences in characteristics of middle managers' information and career support networks. When the effects of position and potential for future advancement were held constant, women's netwotks were less homophilous than men's. Women high in advancement potential, however, relied to a greater extent than both high-potential men and less high-potential women on close ties and relationships outside their subunits. On the basis of these findings, we suggest that different types of networks may provide alternative routes to similar career resources for men and for women.