While it’s true that opportunities have changed for women in the workplace, today there is still a wage gap between male and female employees. A 2016 study by the American Association of University Women found that full-time jobs held by men pay women only 76 cents on every dollar earned by men. The result is that it takes working women in America approximately 10 months to earn what their male counterparts make in 12 months.
Women Began to Demand Equal Compensation for Equal Work As Men.
Women began to demand equal compensation for equal work as men. In addition, the women’s liberation movement had encouraged women to seek self-fulfillment outside of the home and value their own contributions as working women. As a result, many women entered the workforce and began to demand equal treatment in the workplace.
The U.S. Equal Employment Opportunity Commission (EEOC) was established in 1965 to enforce federal laws prohibiting discrimination in employment on the basis of race, color, religion, sex or national origin. The EEOC enforces Title VII of the Civil Rights Act of 1964 which prohibits employment discrimination based on race, color, religion, sex or national origin; Title I of the Americans with Disabilities Act (ADA), which prohibits employment discrimination against qualified individuals with disabilities in the private sector, state and local governments; and Section 501 of the Rehabilitation Act of 1973 which prohibits discrimination against qualified individuals with disabilities who work in the federal government.
In 1970, Congress passed Title IX of the Education Amendments Act which prohibited educational institutions that receive federal funding from discriminating based on gender and required schools to provide equal athletic opportunities for girls and boys.
Women Began to Demand That Their Professional Abilities Be Recognized.
The second wave of the women’s movement, which began in the 1960s, brought about many changes for women in the workplace. Women began to demand that their professional abilities be recognized. They challenged traditional gender roles and fought for equal rights at work, including equal pay and opportunities for advancement.
The first wave of feminism ended with the ratification of the 19th Amendment in 1920, which gave women the right to vote. The second wave of feminism was a response to changes in society that affected women’s lives and resulted in increased pressure on them to conform to traditional female roles. The second wave also attempted to address workplace discrimination against women by addressing issues such as equal pay and opportunities for promotion.
More Women Were Using Their Voices in The Workplace, Voicing Their Opinions And Fighting For A Seat At The Table.
The changing face of opportunities for women in the workplace has been a powerful theme over the last decade. The recession and its aftermath have encouraged more women to enter the workforce and take on leadership roles, while also encouraging more men to take on traditionally female-dominated roles.
Increasingly, companies are becoming more aware of the value of diversity in the workplace and are taking steps to ensure that they are hiring from a diverse pool of candidates.
More women were using their voices in the workplace, voicing their opinions and fighting for a seat at the table. They weren’t afraid to raise their hands or speak up when something struck them as unfair or unjustified — whether it was an old boys’ club mentality or an outright sexist comment from another employee or manager.
Some companies were even implementing formal mentoring programs that would pair senior staff members with junior staff members so that everyone would have someone who could answer questions about how things worked at the company and help them navigate their career path better.
Flexible Work Schedules Were Being Adopted
Today, women are more likely to work in a field that offers flexible hours and remote work. In fact, one study found that over 90% of millennial women want to work remotely at least part-time. In addition, more than half of the women surveyed said they would be willing to take a pay cut if it meant working from home.
A flexible schedule gives employees the ability to manage their time more effectively. While this might not seem like a big deal for men, for women in particular it can have huge ramifications on their careers and personal lives. For example:
Women are more likely to take on caregiving responsibilities during their careers, which means that they often need to find ways to balance these responsibilities with their professional lives. Having flexibility in scheduling allows them to do just that.
Women also tend to have less job security than men do due to gender discrimination at work places and other factors such as maternity leave or family issues outside of work that can affect job performance or attendance records.
More Women Were Entering Stem Fields
The U.S. Census Bureau reported in 2017 that women made up 47% of the workforce, and this number is expected to increase. The growth of STEM careers has also continued over the years. As of 2016, women held 48% of all computer science jobs and 37% of all engineering jobs—an increase from 35% in 1990.
More Women Were Entering Management Positions
According to a study by Catalyst Inc., women were promoted or moved into management roles at the same rate as men between 1997 and 2000 (54%). However, between 1998 and 2002, that number increased significantly to 64%.
Women have made considerable advances in the workplace. However, there is still room for their opportunities to grow. The qualities and skills that women bring to the table are beneficial to both employers and employees, which is a major reason for their growing popularity as candidates for jobs and promotions.