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Women in Management facts/arguements (Work life balance (Border theory…
Women in Management facts/arguements
Pay gap
Culture
Only takes 30% of the board to be women for a firms culture to become more equal
Segregation
Horizontal
Horizontal segregation is harder to defeat due to qualifications needed, women's reluctance and gender stereotypes (Shapiro and Olgiatio, 2002)
Vertical
Women are taking more technical and higher roles but not CEOs whilst men are being left at the lower levels or extreme top
Employees face disillusionment on how equal their employer is as men at lower end just see women be helped up
UK finance industry is an example of this (Shapiro and Olgiatio, 2002)
Glass ceiling
Criticised for suggesting women can't make it to the top
Labyrinth effect instead suggests its harder but not impossible
Contradicts UK finance study which suggests its easier for them to progress early on just harder later
Proven correct by pay statistics
Work life balance
Border theory (Clark, 200)
Blending occurs when attributes from one sector of life is applied to another
Harder for women who are praised for being caring yet this isn't valued in the workplace
Criticised for lacking gender (Hunt, 2008)
Spillover theory (Staines)
Looks at how work effects everyday life
Can be reversed to saying if everyday life is unsatisfying than individuals will try harder at work
Maternity leave
Ony 10% of men take more 2 weeks paternity leave
Men are more likely to say they regret not spending more time with their babies later in life
Countries with long maternity leave see women committing to jobs at the lower end more as it didn't already exist, yet harms career women's advancement as they are overtaken
Perceptions
Women with children are less productive
Women with a child are proven to be more successful and, those with two even more than one
Chore gap
Women still do twice as many chores as men
A high percentage of women don't let men take on more chores as they feel comfortable or for quality reasons
Dual couples are avoiding female chore and family gaps by paying people to take on the responsibility (Hertz)
Good example but not long term solution as not economically possible
Class
Middle class mothers find it harder to juggle work and life balance
Argued this is because there is a culture with dealing with it amongst working class women
Also could be because middle class mothers are more likely to be employed in positions where advancement is possible but are unable to access it to due the Kumra and Manfredi's barriers of the labyrinth
Working class dads find it harder to support children as they have less control over the times they work
Dual career couples answer chore gap problems
Representation wise they are positive as they lead the right example
Economically they are impossible and could further harm couples confidence in their work life balance as they show it is possible for some to have it all yet its unattainable for them
Many females deal with the unequal amounts of home work they have to do by telling themselves the dad will help if necessary
Negotiations
Unions don;t currently help working women because they don't see women as less committed to their jobs (Booth)
Possibly true as commitment dwindles the less pay and advancement is available
Societal changes
Divorce
86% of children reside their dad following a divorce
Approx only 50% of non resident fathers pay full life child support
Divorces are increasing the amount of men going into part time work
JIT causes negative perceptions around hiring women as they are believed to be less available
Could be what causes men to work in warehouses and women in shops at Asda
Growing movement of labour is separating mothers from extended family support
Legislation
Equal pay act
Arguably undermined by the fact negotiations seem to be allowing the pay gap to persist
Equality act
Includes hiring
Focusing on soft skills in job advertisement helps
Minimum wage
Minimum wage abolishes equal pay differences at the bottom end (Rico et al.)
High minimum wage in countries like Sweden have led to maternity leave greater harming women's career advancement as it makes childcare more costly
Movement
European Commission, 2000
5 factors effect females success
Participation and representation
Women make just under half of employees in the UK
Economics
Social life
Civil rights
Legislation
Stereotypes
Setting numerical targets and benchmarks helps (Shapiro and Olgiatio)
in Ftse100 companies majority of targets weren't met