Employed Women:*Employment

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Employed Women:*Employment DOCUMENT RESUME BD 194 707 CE 026 514. AUTHOR Shaeffer, Ruth 'Gilbert: Axel, Helen TITLE Improving Job Opportunities for .Women.A AChartbook Focusing on the Progress in Business. "qNSTITUTION ConfezenceBoard, Inc., New York, N.Y. TEPORT NO 1SBN-0-8237-0177-9 PUB. DATE 78 NOTE 157p.: For related documents see ED 055 216, ED 080 744, ED 096 906, and ED 133 571, AVAILABLE FROM The Conference Board, Inc., 845 Third Ave., New Yor NY ($5.00; Associate: $15.00, Non-associate) ) EDRS PRICE MF01 Plus Postage. PC Not Available from EDRS. DESCRIPTORS Adults: *Business: Career Fducation:NCareers: Change: Comparative Analysis: *Employed Women:*Employment: *Employment Opportunities: *Employment Patterns :_ Employment Statistics: Females: Males: Nontraditional Occupations: *Occupations ABSTRACT This chartbook documents with extensive charts what happened_between 1970-75 in improving job opportunities for women, with special_emphasis on the progress made in business; Employment ditto-come frOmicentusi payroll, report, and survey information. Section_l considers male-female employment profiles (1970, 1975) for the whole economy. Section 2 compares_the corporate sector to all other sectors, including comparative employment patterns of men and women by sectcr: women's share of jobs by_occupatiot and sector in 19700 19720_1975: and changes_in male-female employment patterns in the corporate sector (1970, 19751. The 'final section deals with what has been happening to women within the corporate sector. The 1970 (or 1972) and 1975_ male-female emPloymeut'and_occupationaI patterns are examined from three perspectives: (1) within broad industry - categorie s based on goods or services being produced_ manufacturing: -public utilities: trade: finance, insurance, and;real estate : mining and (2) within male-intensive versus female-intensive industries, and (3)for certain nontraditional jobs by women. Three sets of- charts are presented whenever possible in this section so that the same kinds of information Can be considered for companies of different sizes.(YLB) *********************************************************************** Reproductions supplied by EDRS_are the best that can be made *' from the_Oriqinal_document. *********************************************************************** Improving JobOppodatiesfor Women AChartbook Focusingon the Progress in Business by Ruth Gibed Shaeffer and Helen Axel "PERMISSION TO REPRODUCE THIS U.S.-DE FAR-TMENT OF HEALTH, EDU_CkTIONI WELFARE MATERIAL IN MICROFICHE ONLY NATIONAL INSTITUTE OF HAS BEEN GRANTED BY EDUCATION THIS-DOCUMENT HAS BEEN _REPRO. OUCED EXACTLY AS RECEIVED FROM THE PERSON OR ORGANITATIONORIGIN ATING.I.T..POINTSOP. VIEVOR OPINIONS STATED DO NOT NECESSARILY REPRE SENTOFFICIAL NATIONAL INSTITUTE OF TO THE EDUCATIONAL RESOURCES EDUCATION POSITION OR POLICY INFORMATION CENTER (ERIC)." ; Contents Foreword 3 Manufacturing Finance, Insurance and Real Estate Durable Goods Manufacturing Baiting in 1970 60 By Way of introduction 4 in 1970 36, Insurance in 1970 62 About the Chartbook Nondurable Goods Manufacturing Subsequent Changes in Employ- Factors Influencing the in 1970 38 ment Profiles 64 Change Process Subsequent Changes in Manufac- 1970.1975 Employment Changesin A Methodological Note 6 turingEmployment Profiles 40 Major Companies 64 1970.1975 Employment Changes in The Economy as a Whole Major Companies 41 Mining and Construction 68 Male-Female Employment Patterns in 1970 11 Changes in MileTeinale Employment Public Utilities 2. Employment Patterns in Profilea, 1970 and 1975 16 Transportation in 1970 44 Male-Intensive versus CoMmUnications in 1970 46 Female-Intensive industries The Corporate SectoraneAllOther Electric and Gas Utilities in 1970.. 49 Comparative Employment Patterns Sectors Subsequent Changes in Employment in 1970 71 Comparative Employment Patterns of Profiles 49 Subsequent Changes in Employment Men and Women by Sector 21 1970=1975 Employment Changes in Profiles 74 Women's Share of Jobs by Occupation Major Companies 50 and Sector in 1970; 1972; and 1975 23 Changes in Male-Female Employment 3. Nontraditional Jobs for Women Patterns in the Corporate Sector; Trade Nontraditional Occupation-by- 1970 and 1975 25 Retail Ttain 1970 54 Industry Categories 80 SubsequeChanges in Retailing Specific Nontraditional Jobs 80 Within the Corporate Sector Empl ment Profiles 56 1. Within Specified Industries 1970-1975 Employment Changes in Why Three Sets of Charts are Major Retailing Companies 57 Shown 35 Wholesale Trade; 1970 to 1975 59 List of Charts and Tables 86., Foreword MAJOR TREND toward greater munity informed about these important It should, of course; be noted that none of in the rolesandIfitiiiif men and women changes. We expect a continuing informa- these funders or helpful employer associa- has become apparent throughout the world; tion development and dissemination pro tions is responsible for the designNconduct 'ally in the developed countries. In the gram to be needed in this area for many of this Conference Board study or for the sited States it has already had important yearspossibly greater than our on limited terpretation of the results. The study impacts on the economy. It has increased the resources can sustain. designed and carried out as &joint Project by supply of women workers available to do the We wish to thank- the Rockefeller Family Ruth GilbertShaeffer,Senior Research many different kinds of paid jobs that are Fund; The' Ford Foundation, and Mobil Oil Associate in our Management Research needed to produce goods and services, and it Corporation for grants helping to support Division which is under the direction of has changed the nature of our unemploy- this particular research project. HaroldStieglitz,andby' Helen' Axel, ment problems._ As the other side of the Appreciation is also due to the following Economistinour Economics Division same coin, there have been signifieant effects employer associations for their help in en- which is under, the direction of Edgar R. on both the total amount and the distribu- couraging a sufficient response to our eon- Fiedler, eon of disposable income available to in- ', ference _Board survey so that some of the In all of our research we are especially in- dividuals and to families to buy what has employment data gathered from very large debted to the many individuals and organi- been produced. companies couldbe considered separately by zations that piovide us with data. This is The stringent federal laws and regulations broad industry categories: even more true than usual for this study; for dealing with nondiscrimination in employ- the topic is an extremely sensitive one. The ment that were enacted in the miE960's_____ Conference Board is grateful that so many have reinforced this trend. With limited ex- Airline Industrial Relations Conference major. corporations trust it to carry out this ceptions, equality of opportunity for allpro- American Gas Msociation kind of research well and to maintain the tected groupsincluding womenis called American TruckingAssocianon strictest confidentialit). for in filling job openings at levels', sub- Association of American Railroads ject only to qualifications that are clearly Bank Administration Institute relevant to job performance. Edison Electric Institute The Conference Board has assumeda National Association of Broadcasters KENNETH A. RANDALL leadership rule in keeping the business com- National Retail Merchants Association President By Way of Introduction THEMID-1*O's MARKED A WATER- By now many superficial explanations of worsethat some areactually dysfunc- SHED in this country's approach to the ap- why women and members of minority tional. Taking positive steps to change such propriate employment of its full array of groups should be limited to certain jobs and practices not only improves the job op- human resources. The_ fact is that up until excluded from others have been questioned portunitiesbeing providedtoprotected 'then virtually all the higher paying, more and found wanting. groups; it also contributes to the safe and ef- desirable jobs and leadership _roles in our When the federal nondiscrimination laws ficient operation of the business. society had been_reserved not just to a and regulations first went into effect, many L In the early years follbwing_ passage of the tam group of whites, :out to white mares, major employers assumed they were largely law, most employers focused almost all of Title VII of the Civil Rights. At of 19g and irrelevant to themthat_ this was just one their attention on improving the job op- the related Executive Orders 112it and more example of needless governmental portunities they provided to minorities. Sex 11375 mandated an end to the discrimi- meddling in the essentially sound, well-run discrimination had been includedin the law natorydistributionof employment op- affairs of their orpnizations. But over the almost inadvertently; and it was regarded as portunities, not only on the bas of race; years this attitude has changed. More and a somewhat frivolous issue; But when the color; religion and national origi4 but also more employers have come to recognize that costly AT&T consent agreement was signed on the basis of sex; By. 1972; ese non- some of their seemingly neutral staffing in January, 1973, employers were abruptly discrimination-in-employment re4uirements policies and practices do indeed have the ef- reminded that they were also required to had been extended to all sectorof the fect of unnecessarily excluding qualified provide equal
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