Womens Experiences in Non-traditional Occupations - Essay Example

Traditionally women in any society, across any nation in the world, did not hold a paid job and raise a family at the same time and Canada was no exception. The Canadian economy has undergone expansion in the last two decades and a growing economy requires increased number of workers. Consequently there was a shift from agricultural production to manufacturing of goods, and then to white collar and service activities. Canada now has a post-industrial economy called the service economy, which became especially important for women. All these led to creation of many clerical, administrative and managerial jobs. Mostly women filled jobs of teachers, nurses, doctors, baby sitters and social workers, but these were considered as traditional jobs. Gradually, women entered the non-traditional occupations. This essay will discuss why the Canadian women entered the labour market, which was the non-traditional occupations they ventured into, and the challenges they faced in the predominantly male-dominated occupations. A non-traditional job for women is one where they account for only 33% of the workforce. There has been a dramatic growth in the share of the women who are part of the paid work force. Women traditionally stayed at home but gradually, they realized that they did not even have common justice within the home, which is one of the strongest reasons why women ventured out of home. Women, with children at home contributed eleven hours of free labor every day with nothing to fall back upon. In the 1960s and 1970s, they became conscious of their rights and clamored for economic security. As they rose up to fight for their rights, they realized the discrimination they faced in the labor market. The women’s movement brought about dramatic rise in the women labor force. Women were subject to inequality and hardships. Apart from the expansion of the service sector, rising standards of consumption and decline in real wages, encouraged the employment of married women (Ch6, p 4). They started challenging the traditional gender divisions of labor and worked collectively to bring about changes in the education, attitudes, working practices and legislation. Women gradually moved into non-traditional occupations (NTO), those generally occupied by men. The NTO generally include engineering, veterinary practice, financial management, law and construction. This was due to changes in the education level and the changing social attitudes. Once they stepped into the non-traditional occupations, they enjoyed better oppurtunities for growth and better incomes too, but even today, they face gender discrimination in every industry or profession, be it the construction industry, law, or science and engineering. Women achieved higher levels of education and widened their horizon by pursuing wider range of subjects by the late 1980s (Hughes, 1990). There was a growth in non-traditional fields like engineering, veterinary medicine, commerce, dentistry, law, and agriculture. Naturally, the number of women in the non-traditional occupation increased. Women in the non-traditional occupations were more likely to work full-time, full-year than the average female worker but less likely to work full-time than the male counterparts. The non-traditional occupations provided women with higher median income but they always earned less than men did. Royal Commission on the Status of Women, made certain recommendations in order to improve the economic and working conditions of women. The women needed protection from workplace discrimination and more oppurtunities for education and training so that they could be better equipped to compete with men. Following the recommendations of this commission, women’s rights in the workplace gained protection by law. The right to maternity leave and benefits, right to protection from sexual harassment and discrimination, and equal pay, were some of the issues that were resolved. In order to bring in more working women faster, more recommendations included appointment of women senators and judges. Women were also encouraged to represent the government boards and advisory committees. Due to the pressures of globalization, the Canadian Economy was in the midst of profound transition. The influx of women in the non-traditional occupations continued to increase in the late 1980s after which the pace slowed down. Women who ventured into the NTO, according to Hughes (1995) were better educated, older and received better remuneration than other female workers. In the early 1990s, over 40% of women had post secondary education, and nearly 14% had some university education. This shows that women had become conscious of entering the labor force and exerting their rights. Women were obtaining degrees in non-traditional areas. Gale (1994) writes that the construction industry’s culture can be summed up in three words – crisis, conflict, and masculinity. Gale suggests that women in the construction industry have to learn to accept overt sexist language, which women in other occupations would not tolerate. Those who select this profession should be socialized into the construction culture through the education system. While Gale may have written in the context of the construction industry in UK, Cantrell cites example of two women roofers in Canada who heard such words nearly everyday. Two women, who were literally pushed by circumstances, decided to invest a year in the Construction Readiness Education for Women (Cantrell). They wanted security for their children and have never looked back. They have set the stage for more women to join them. Most women who have availed of this training are working at construction sites or in related jobs. These two women at least have more financial opportunity as their knowledge broadens. Women are unable to come in this occupation in large numbers due to lack of training, prejudice, and harassment. The construction industry requires many skilled workers but very few are available and hence oppurtunities for women exists. The reason is again expanding economy and the site contractors are even providing facilities to attract women force into this industry. The construction industry is associated with being dirty, which is the reason why few women are coming into this line. It is definitely tough for women to work at construction sites as installation workers but new technology has eased the labor load in this industry. The capability of women is challenged in this industry. The male employers take them in, presuming they would not last long but they gradually had to change their opinion. Women are always made to feel endangered and uncomfortable in such positions. Even if the federal money is used to train and educate the women in vocational courses, the non-traditional training programs pay for themselves in about 14 months in the form of taxes. Such programs just help the women to find an opening and are by no means easy sailing for them. In the engineering profession too, significant economic and parity issues have been highlighted. Sandy, and Burger (1999) state that long work weeks, expectations to work late hours and a high stress job environment are reasons detrimental to their family life (cited by Gatto). Hence, these add to the reasons that women keep away from such non-traditional occupations. In many cases, fathers play the role models, which encourage women to become engineers. Corporations too realize the importance of having diversity of talents in this field, as it not only gives a competitive advantage, it also provides a better utilization of talents, team problem solving and creativity. Despite this, women continue to be underrepresented in this profession. According to Gatta (2003) research suggests that there are two categories of reasons which influence an individuals decision to pursue certain occupation. These include gender socialization throughout an individuals lifetime, gender attitudes and workplace climate, and work and home integration. Women develop different perspective and skill sets based on the societal norms. The media too helps to form and reflects the societal beliefs separate for women than it is for men. Women are often portrayed as emotional, warm, domestic, weak and helpless. At the workplace women are often left out of important decision making meetings and oppurtunities. While this report may have been prepared for, a specific purpose but the reasons are valid for any society and any country. Women faced discrimination even in the sector of law. Socializing is an important aspect in the profession of law where they discuss cases, exchange information, garner trust and political capital with influential partners. Women attorneys cannot socialize with male colleagues, which puts them at a disadvantage. Male lawyers most often intentionally discuss topics like sports or have beer competitions, to make the women lawyers feel uncomfortable. Further research suggests that while women may not be denied jobs as lawyers, they are mistaken for secretaries. Men seem to think women are born to type and can never overcome the traditional image, thus deflating the occupational status of women. Sexual harassment is equally prevalent in this profession as in most other non-traditional occupations. They are treated as sex objects. Women in this profession also face obstacles in dealing with the predominantly male clients of the corporate world. Men clients nurture a negative image of the professional efficiency of the women and would invariably turn to a male lawyer than sign up with a women attorney. Besides, wooing a client requires social ease, and women do not feet at ease socializing with corporate executives. Women are thought to lack requisite assertiveness and initiative if they stick to the traditional feminine etiquettes and if they conform to a masculine model of success, they are ostracized (Rhodes, cited by Pierce, pp 13). Private elite law firms represent in Epstein’s words “the quintessential upper-class male culture’ (p 4). Statistics Canada (2003) reports that in 2003 more than 800,000 women were self-employed. This trend is growing steadily. Added to this, is the fact that while in 1987, 74% of the women were employed in traditional occupations, by 2003, this figure had declined to 70 percent. In 1987, women in business and financial profession accounted for 41%, which rose to 458% by 2003. Similarly, in managerial positions too, there has been an increase in their share of total employment although gender discrimination exists in this area too. Women are represented in the lower level management rather than senior managers. At the same time, there has been an increase in the number of women entrepreneurs since 1990 (BDC). Today nearly half of Canadian small businesses are partly or fully owned by women. They start businesses to fulfill their desire to utilize their talents and skills more effectively, to achieve financial independence, and to meet challenges. Women with higher educational qualifications have higher rates of labor force participation, lower employment, and receive higher salaries against women with lower education levels. Nevertheless, regardless of education, women receive lower wages than equally educated men do (Ch6, p 13). Besides, Field states that men who have the direct authority to hire and fire, promote or demote, are the ones who are responsible for the physical violence, sexual harassment, and threats on women (Ch6, p 20). In the field of career decision making, Madill et al., (2004) conducted a study which reinforces the importance of the influence of the family members, friends and instructors on young women’s career decision making process. Women’s relationships were relevant to their career decisions. Work experience was another factor which motivated the students to pursue higher education. Good performance improves the confidence and once they select their career, they are more likely to remain committed to it. Hence, knowledge of the world of work helps them to take the right decision in life. Decision making is also based on other factors. Science and medicine were seen as deterrents because of the costs involved and the time that it takes. Shorter, affordable alternatives were perceived as achievable goals and within reach. Lack of financial support kept women or female students away from non-traditional careers. Despite changes, recommendations, even in 1996, one third of the female labor force were in the traditional sector. The gender division of labor remains well deep-rooted in the Canadian economy. Until the 1960s women reeled under the dilemma of choosing between marriage and motherhood and full-time employment (Ch 6). As economic necessity and marital instability started increasing, women were forced to reconsider their decisions. Even though these barriers are removed, social attitudes, educational streaming, absence of child care, and rigidity of work structures, do not give women the flexibility. Women continue to remain responsible for household work, including taking care of children, despite the fact they are equally working outside of home. Changing social attitudes have brought about a positive change and helped women make career choices based on their needs as family heads. The ageing population would provide increased opportunity for women to work in such fields (GC, 2003). These jobs require specialized training and shortage of skilled labor is making it easier to find jobs. Some changes are seen where women have high level of education and this is prominent in the younger families. Here the men equally share the household responsibility but the percentage is very small. Women, unable to cope with double shift work (outside and inside home) are now seeking part-time work but this leaves them with low pay packets and less oppurtunities for growth and advancement. Women still do not have the top jobs. A report by Statistics Canada (The Daily, 2006) reveals that while women play a stronger role in the workplace, and their profile is rising, there remains a wide gap between sexes in many areas. The average earnings of women are still substantially lower than men even though substantially many more women are going in for higher studies. In 2004, 37% of all employed in managerial positions were women, an increase of 7 percent from 1987, although trends show that there was a decline between 1996 and 2004. This indicates that women are still not accepted in non-traditional occupations with an open mind, apart from other difficulties. Women have increased their representation in several professional fields. While increased participation of women has been the most significant trends in Canada in the past century, in each of the professions discussed above, women leave the profession for reasons of discrimination, sexual harassment, inability to cope with the demands of the family and work, and discrimination in pay structures. Women continue to be minority in any profession and are less likely than men to hold positions of power and make less money than men. Statistics reveal that it is likely that women in the field of science and engineering do not show very promising trends, as the number of enrolments is not very encouraging. Deterrents for any profession are the long duration of the study, financial support, and the male dominated culture in every field. They still have to face daily struggles associated with being in a non-traditional career. The gender bias has to be addressed right from the educational level so that it is not allowed to affect the work life. References: BDC (n.d.), Canadian Women balancing work and personal lives, 16 June 2006 Cantrell P (1996), Blue-Collar workers: Breaking through the Brick Ceiling, Current Forces of Labor pattern, Ch 6 GC (2003), Bridging the Gap: Women in Non-traditional Jobs, Service Canada, 17 June 2006 Gale A G (1994), Women in non-traditional occupations, Women in Management Review, Volume 9 Number 2 1994 pp. 3-14 Gatta Dr. M (2003), Engineering their Futures: The Educational and Workplace experiences of female Engineers, 16 June 2006 Hughes K D (n.d.), Women in non-traditional occupations, 16 June 2006 Hughes K D (1990), Trading Places: Men and women in non-traditional occupations, 1971-86, Summer 1990, Vol 2, No. 2, Article no. 6, 17 June 2006 Madill et al., (2004), The Potential to develop a career in Science, International Journal for Advancement of Counselling, Vol 26. 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