Significance Of Sex Segregation In The Workplace Essay Example

Fund, and the Economic and Social Research Council Science in Society Programme. The study involved surveying sixty small and medium-sized SET companies in North East England, as well as conducting questionnaires and face-to-face interviews with 30 female employees.

The research reveals a significant gender disparity in the number of female graduates in science, engineering, and technology (SET) fields compared to their male counterparts in the UK. Approximately 80,000 women have graduated in SET disciplines, while men account for around 400,000. In certain sectors of SET industries, women make up only 25% or less of the workforce. However, they represent a majority of 80% in health and social work and 45% across all sectors.

Efforts by the government and other organizations have been made to address this gender imbalance. Despite these efforts, the UK falls behind countries like the US and several European nations regarding higher representation of women in high-level scientific positions.

Led by Professor Pooran Wynarczyk as director of Newcastle University's Small Enterprise Research Unit, this study emphasizes finding solutions to overcome barriers preventing women from entering scientific job markets. Such action is crucial to prevent a future shortage of highly-skilled employees in SET fields.

While 40% of companies have women occupying managerial roles, only a mere 2% hold positions related to science. The majority are employed in administrative and support sectors traditionally dominated by females.

70 percent of the participants were married, divorced, or lived with a spouse, while only 35 percent had children. Additionally, just one in 10 adult females worked in research and development (R;A;D) occupations and other scientific and technical activities, compared to 60 percent of their male counterparts. Moreover, only one in 100 adult

females worked in industrial R;A;D. Many women mentioned professional obstacles hindering their advancement, such as institutional sexism, informal male networks, male-dominated senior management teams, and male-biased incentives like attending football matches.

The text highlights the challenges faced by women in STEM (science, technology, engineering, and mathematics). These difficulties include a lack of confidence and self-esteem, a scarcity of female role models in the scientific community, inadequate support from teachers, limited information about STEM career options, and low expectations for girls in STEM education. To address these issues, several recommendations are proposed: participation in the Science City initiative; creation and promotion of a platform that brings together female scientists from both public and private sectors to inspire girls and women to pursue STEM fields; identification and promotion of scientific companies and organizations that prioritize gender diversity; as well as collaborative efforts among educational institutions, regional development agencies, and employers to establish Regional Centers of Excellence for Women in STEM.

Including a gender perspective in data aggregation is crucial for scientific activities like patenting. This comprehensive analysis allows for a better understanding of the involvement of both genders, and the collected data can inform policies promoting gender inclusivity in Science, Engineering, and Technology (SET). It is essential for educational institutions and companies to establish research facilities and communication channels that address health and safety concerns faced by women working with chemicals and other substances. The female workforce is significant and continually growing, with paid employment becoming increasingly important for many women. Women's employment plays a vital role in our economy, just like men.

Although household dynamics have undergone significant changes since the 1950s, one element has stayed consistent - the

father's role as the authority figure. This representation is not only seen within family settings but also extends to other areas like business, politics, and even individual homes. Power continues to be primarily held by a single group, thus perpetuating sexist ideologies that have infiltrated modern business practices. As a result, women have been limited to certain occupations due to outdated beliefs inherited from the past.

Despite the challenges in detecting these scams, their impact is substantial. They transform the perception of the glass ceiling in America into transparent walls that clearly illustrate the limitations imposed on women. In a society where women are paid significantly lower wages, cultural norms that discriminate against men stifle their creativity, and each new generation is indoctrinated to accept sexual discrimination as normalcy, it becomes imperative to question our progress. This analysis contends that as long as women do not receive proper respect as employees, men's creative expression remains censored, and children continue to be raised in a nationalistic environment, we must persist in our fight for equality. Take a moment to envision a welder, carpenter, or mechanic. Did you imagine a man? Most individuals do so with justifiable reasons.

The businesses mentioned above are currently classified by the U.S. Department of Labor as non-traditional occupations for adult females, meaning that less than 25 percent of their workforce consists of adult females. This article explores the ongoing existence of non-traditional occupations for adult females, its effects on women and society, and the persistent efforts to promote equal job opportunities. Recognizing the significance of this matter is a critical first step.

It is crucial to change the current state of job segregation for

various reasons. The Women's Bureau of the Department of Labor reported in 1999 that women earned an average of only 72.2 percent of what men earned annually 1. This wage gap persists due to the fact that men and women frequently hold different occupations.

Non-traditional occupations for adult females are more profitable because they are present in high-growth fields and offer higher union wages.

HOW WOMEN BENEFIT

Many non-traditional occupations, particularly technical ones, have shorter training periods and frequent promotion opportunities. The Women Employed Institute distributes a publication called A Women's Guide to Technical Careers, which emphasizes the advantages of pursuing non-traditional technical careers. This guide outlines over 30 occupations that can be pursued with just a high school diploma or GED, without requiring training longer than two years. Additionally, these non-traditional occupations often provide apprenticeships and on-the-job training programs that allow individuals to earn wages while learning.

Many colleges and trade schools also provide comprehensive preparation in order to attract female applicants 4. Women may also experience a greater sense of job satisfaction in a non-traditional career. The work offered in these careers is often interesting and challenging 5. Non-traditional careers may allow women to utilize skills they enjoy but may not have been able to use previously in the workplace. Lastly, women are playing an increasingly vital role in their family's financial stability. More women are heads of households and more families are reliant on dual incomes than ever before 6.

Women who choose unconventional professions are able to provide economic security for their households. However, they face unique challenges. Prejudiced beliefs regarding women's abilities in male-dominated industries can lead employers to hesitate when considering hiring them. Furthermore,

women who pursue non-traditional careers frequently experience discrimination from their colleagues.

Some women may not fully realize that non-traditional job opportunities are available to them due to the disadvantages they face and the traditional belief in separate roles for men and women.

Efforts to Promote Change

However, there are efforts being made to address this issue. A three-pronged approach is being implemented, which includes elements of affirmative action, employer education, and school instruction. This approach has been successful in overcoming the usual barriers that women encounter when pursuing non-traditional occupations. Affirmative action has played a crucial role in introducing women to careers beyond their customary roles.

The Department of Labor conducted a survey which found that the implementation of affirmative action policies in the 1960s and 1970s has resulted in a significant increase of 6 million adult females holding higher occupational roles today. This increase would not have occurred if these policies were not in place7. Local studies by Chicago Women in Trades have examined programs aimed at introducing women to non-traditional occupations and have found that affirmative action goals are crucial in increasing the number of women working in trades-related industries8. Additionally, Laurie LeBreton, a policy advisor for Chicago Women in Trades, discovered that setting higher goals leads to greater achievement9.

An Illinois bank has implemented an affirmative action employee development plan in order to increase opportunities for qualified employees. This plan has allowed women to advance in the company and hold positions in upper level management and the Board of Directors. Education of employers and supervisors is a crucial aspect of affirmative action work as they play a key role in guiding employees towards achieving their affirmative action

goals.

Chicago Women in Trades highlights the importance of subcontractor citations in preventing workplace favoritism, which can occur in non-traditional businesses. Employers must address various issues to create a conducive workplace for women, including preventing isolation and paternalistic treatment, providing suitable restroom and changing facilities, and combating sexual harassment. Regardless of the business type, ensuring a safe and comfortable work environment is essential for employee job satisfaction. Another approach to introducing women to non-traditional businesses involves implementing an action plan through Education-to-Careers programs. The School-to-Work Opportunities Act mandates that all states establish objectives for preparing women for non-traditional employment.

The aim is to encourage young women to pursue careers outside of their gender stereotypes. This is accomplished by involving female students and providing them with education in mathematics and science. In Illinois, there are several programs dedicated to engaging young women in non-traditional professions. Institutions like the Illinois Institute of Technology, the College of DuPage, Loyola University, and others arrange workshops to inspire women to explore opportunities in science, engineering, and IT. Furthermore, the Illinois State Board of Education offers support and assistance for different initiatives that promote gender equality.