In search of family-friendly careers? Professional strategies,work conditions and gender differences in work–family conflict

The aim of this paper is to investigate whether women in a dual-earner context acquire family-friendly jobs as a strategy to keep work–family conflict down. The analysis is based on a survey of newly graduated highly educated men and women in five occupations in Sweden (n?≈?2400). The sample was stratified by occupation and gender to minimize the influence of factors other than gender. The results show that women are more family-oriented, but also more career-oriented than men in their professional strategies. In their jobs, women have less control over work and schedules than men but a similar level of work demands. However, women face lower requirements for employer flexibility (e.g. frequent over time) and this is related to their professional strategies. Finally, women report a higher level of work–family conflict than men in the same occupation, but this gender difference becomes non-significant when accounting for women’s lower level of control. In sum, women in this sample clearly aim for both family and career and do not acquire family-friendly jobs, but aim to avoid ‘family-unfriendly’ requirements for constant availability. To some extent, this enables them to limit their work–family conflict but due to their lower control over work, women still experience more conflict than men in the same occupation.     

Career Patterns and Family Status of Women and Men Artists

These observations are often made about women's career outcomes: (a) women, as compared to men, do not experience career outcomes that are consistent with their training and abilities, and (b) interruptions in women's careers are linked to marriage and children. The current study examined whether these patterns applied to women in art who may have more flexible paid work schedules. Women (N = 109), who trained in art, were compared to their male classmates (N = 99) 18 years after art school. Career patterns, midlife occupations, marital status, and number of children were examined. No gender differences were noted in midlife occupations, however, women experienced significantly more career discontinuity than men, and women with discontinuous careers had significantly more children than women in continuous patterns.     

Beyond the Mommy Track: The Influence of New-Concept Part-Time Work for Professional Women on Work and Family

This study investigates how the option for new-concept part-time work influences the ability of mothers of preschool children working in professional occupations to successfully integrate work and family responsibilities while maintaining career opportunities. Data are from a subset of the 1996 IBM Work and Life Issues Survey in the United States (n = 687). Compared to their counterparts who worked full time, mothers who worked in these part-time positions reported significantly greater work-family balance and did not report significantly less career opportunity. The part-time group reported 47% fewer work hours and 41% lower income than the full-time group. These data support the notion that new-concept part-time work is a viable option to assist women in professional careers to successfully integrate their family career. Implications of these findings are presented.     

‘We've Got One of Those’: The Peripheral Status of Women in Male Dominated Industries

This article uses evidence from 269 interviews in five companies to consider whether (i) equal opportunity laws, policies and practices, (ii) more women gaining post-entry professional qualifications, establishing themselves on the lower rungs of hitherto male careers, and working full-time, combined with (iii) projected skill shortages, are likely to break down gender segmentation and lead to greater equality in employment during the 1990s. The evidence suggests that even females who start strongly and appear potential high-fliers are still being obstructed by harsh, in some respects, and in other ways patronizing, workplace cultures, coupled with demands for career commitment that are incompatible with the domestic responsibilities which it is assumed women will adopt, and which the majority are in fact still adopting at least at certain stages during their working lives. The effects in the companies studied were to deflect women out of mainstream careers into peripheral occupations, or into peripheral jobs within skilled mainstream occupations. In these companies neither the men nor the exceptional women who were succeeding appeared a likely source of pressure for change, and male domination remained fully compatible with the firms' preferred skill formation strategies.     

Opting Out,Scaling Back,or Business‐as‐Usual? An Occupational Assessment of Women's Employment

After decades of growth, women's labor force participation stagnated in the 2000s, prompting widespread interest in work–family balance and opting out. However, much of the research and media attention is limited to small samples of women in managerial and professional occupations. Using data from the 2009 American Community Survey, this article examines mothers' labor force participation and work hours across 92 occupations to assess whether mothers in nonmanagerial and nonprofessional occupations exhibit similar work patterns. I find that mothers in managerial and professional occupations are the least likely to remain out of the labor force but most likely to work reduced hours. The results indicate that there is significant occupational variation in women's work–family strategies, and these comparisons provide insight into the differential structures of disadvantage that encourage different work–family outcomes.     

Career Pathways into Retirement in the UK: Linking Older Women's Pasts to the Present

Understanding of how women's experiences in retirement are shaped by their pre‐retirement lives is limited. In this paper we utilize an innovative mix of measures to examine the link between career histories and expectations and experiences of retirement. Analysis of timeline data capturing the long working lives of a sample of older women identifies five different pathways into retirement. We explore these trajectories in detail to determine how they are shaped and their links to different outcomes in later life. The analysis shows how different career histories unfold and how they shape expectations and experiences of retirement. Long, professional career pathways leave women feeling enabled in retirement, women following more fragmented pathways are more constrained, and some trajectories, including pathways involving transitions into professional careers in later life, can leave older women financially and emotionally vulnerable in older age.     

‘It's not acceptable for the husband to stay at home': Taking a discourse analytical approach to capture the gendering of work

This article illustrates some of the ways in which the notion of (paid) work is actively being gendered, and how these gendering processes take place not only through organizational practices but also in discourses that circulate outside an organization in the private domain. Drawing on 15 in‐depth interviews with women who opted out of their own professional career in order to accompany their husbands on their overseas work assignment to Hong Kong, we demonstrate some of the benefits of using a discourse analytical approach to capturing and identifying the processes through which these women actively (although not necessarily consciously) gender the notion of work, thereby reinforcing the gender order and its male bias. We argue that identifying and making visible these gendered and gendering practices is an important component of, and a potential trigger for, change both in organizations as well as private contexts.     

Bodywork Boundaries: Power,Politics and Professionalism in Therapeutic Massage

In the last decade or so, complementary and alternative medicine generally, and therapeutic bodywork in particular, has been attempting to enhance its professional status and standing. By focusing upon the sex/gender dimensions of therapeutic massage and the wider historical, cultural and legal contexts in which such work is situated, this article explores and analyses the discursive formations and practices which women therapeutic massage practitioners deploy in the course of their attempts to achieve professional recognition. Drawing upon both primary and secondary data, it is argued that particular difficulties pertain in the case of the professionalization of therapeutic massage. Because of the widespread elisions between massage and sex work, women therapeutic massage practitioners have to mark out their professional distance from clients by deploying professional identifications and by using boundary‐setting devices or techniques which act to distinguish them from sex workers. This article explores these discursive formations and practices and argues that they act to create near‐intractable problems for women massage practitioners. The article concludes that, because these issues are not commonly acknowledged in much of the academic, policy or practitioner‐orientated literature, the neglect of sex/gender in the case of therapeutic massage has consequences not only for the professionaliza‐tion project of this particular therapeutic modality but for the ways in which various body work occupations in which women predominate tend to be seen as marginal and illegitimate ‘professions’.     

Continuity of Midwifery Care in England: A New Professional Project?

Over the last decade, an increasing amount of research has examined the relationship between gender and professionalization using female professional projects to illustrate how the generic notion of a profession has been a gendered one. This paper develops Witz's (1990) theory of professional strategies in female-dominated occupations particularly regarding midwives in Britain in the twentieth century and suggests that an important dimension that also needs to be critically examined in midwifery history is the interaction of gender and social class within midwifery. Furthermore it documents the traditional emphasis in midwifery on the single woman's career path. This historical analysis has resonance today as midwifery in Britain is undergoing a renaissance. The role of the midwife and the current organization of the maternity services are being reviewed with the intention of providing increased choice and control over the reproductive process for women and increased continuity of care with a midwife. These changes are viewed as midwives' new professional project and the implications for midwives and women discussed. The aim of this paper is to explore the explanatory power of these approaches to current developments in maternity care and by drawing historical parallels, consider the impact that this professionalizing strategy may have for those who are excluded from this process of ‘dual closure’. Furthermore, this paper asks whether this new way of working empowers midwives, women, both or neither?     

Women's Career Success and Work–life Adaptations in the Accountancy and Medical Professions in Britain

This article examines gendered career paths in two feminizing and highly qualified professions. Quantitative data show that in medicine the profession is internally segregated by sex, as women tend to opt for the family friendly but clinically inferior specialty of general practice. In accountancy internal segregation by sex is considerably less evident but women fail to rise through organizational hierarchies. Qualitative interviews with qualified doctors and accountants suggest that sex discrimination is to some extent still an issue but that the major factor underlying these different gendered career trajectories is that women still retain the major responsibility for domestic work and caring. They also suggest that doctors have been able to exercise more control over their working hours than accountants and that even when accountants work part‐time, they work longer hours than contracted. Part‐time work is also seen as seriously career‐limiting. In our conclusions, we briefly examine the gender equality implications of these contrasting self‐regulated and market‐driven adaptations to occupational feminization.     

Older Professional Women's Views on Work: A Qualitative Analysis

This qualitative study reports on the career experiences of older professional women using consensual qualitative research. Thirteen women over age 50 were interviewed regarding the influences of gender and age on work. In general, all participants reported career adaptability, and many participants also reported specific subthemes of career adaptability (i.e., concern, control, curiosity, and confidence) as resources. These subthemes denote participants' future orientation, self‐discipline as evidenced by their conscientiousness in career decisions, active information seeking, and certitude that they have the ability to solve career‐related problems. Relationships with colleagues were also considered critical, and participants acknowledged the benefits and drawbacks of being a woman and being older. These women were able to achieve flexibility and autonomy in their work and spoke about the importance of work–family balance and boundaries. Practitioners are encouraged to consider how career adaptability is manifested within the interplay between gender and age, because this can influence career counseling with older women.     

Sex Role Variations in Occupational Prestige Ratings

Abstract

Studies of the prestige accorded to differing occupations by the general public, such as the NORC 1947 and 1963 ratings of 88 different occupations, have had a major shortcoming: they have focused on male-dominated occupations, and presented them to respondents in a context suggesting that male incumbents were to be given the prestige ratings. Analysis of the ratings by sex of respondent showed little systematic difference. In order to estimate the current public evaluation of occupations in which females have largely been segregated in the recent past, and to examine the sex role variations in these prestige ratings, data were collected as part of a larger study on ten occupations in the human service field, four currently male-dominated, three female-dominated, and four with a mixed sex ratio. Women were found to rate female occupations higher, but the ratings of men and women with respect to male dominated occupations were virtually identical. These findings persisted when race and social class of respondents were controlled. It is suggested that researchers who utilize the prestige of occupations as an explanatory variable in studies of occupational aspirations of youth, career choice job mobility and the like need to consider the different images of the work world held by men and women if their findings are to be valid.     

Structuring Commitments in Interrupted Careers: Career Breaks,Commitment and the Life Cycle in Teaching

Recent interest in work commitment has been within a unitary paradigm in both the sociological literature on women's commitment to work and in the human resource management literature on the need to generate commitment to work. The paper argues that the ‘commitment concept’ is a social construction with a multiplicity of meanings and that its usage is subjective, contradictory, temporal and frequently gendered. Debates focusing on the ‘masculine’ job model of commitment tend to provide only partial insights by an emphasis on the continuous, linear career and thereby neglect, or negate, the work commitment of women who take a career break. Drawing on a large study of professional teachers, the paper enables a comparison of commitment indicators between stages within a life history and between ‘returners’ and other respondents. The findings demonstrate how commitments change over time and indicate that the commitments of returners are the outcome of the interplay between ‘choices’ and the different structural conditions they encounter during their life cycle which may lead to ‘career curtailment’ or, in times of labour shortages, career opportunities.     

Rural women in local agrofood production: Between entrepreneurial initiatives and family strategies. A case study in Greece

Recent years have seen a relative flourishing in the Greek countryside of small women’s businesses engaged in the production of local traditional agrofood products for an emerging consumer demand for foods of specific quality. In the present article the central research question may be summarized as: “to what extent do these women perceive their business more as a means of supplementing family income than as a point of departure for a personal professional career?” We argue that women as entrepreneurs probably adhere to different behavioural patterns from men and have different expectations in the sense that they attach more importance to maintaining equilibrium between the requirements of profession and the demands of family life than they do to achieving economically rational goals through business success.     

Gender,the Work‐Life Interface and Wellbeing: A Study of Hospital Doctors

Long and unsociable hours and intensive work pressure have been dominant features of the medical profession, especially in hospital work. The increased presence of women in medical occupations, however, has stimulated debate about the nature and consequences of such work practices on doctors' wellbeing. Against the backdrop of this debate the article explores how factors relating to the work–lfe interface affect the wellbeing of a sample of hospital doctors. A key aim is to assess whether gender differences are discernible in the pattern of factors associated with perceptions of job burnout and intentions to quit. The research suggests that female doctors were more likely to experience job burnout than male doctors. It also shows that aspects of the work–life interface affect the wellbeing of all doctors but women tend to rely on different forms of social support from men to alleviate burnout and reduce the likelihood of leaving their job.     

Men at Work and at Home: Managing Emotion in Telework

Home‐based telework, as one of the flexible working options available today, is unique in its ability to blur physically and emotionally the boundaries between work and home. This article explores how men experience working from home, how they construct their identities as workers and as parents in this ambiguous location and how, as fathers, they manage the emotional work of reconciling family and career in this context. Our findings suggest that in order to manage the emotional aspects of telework men will, at times, focus on either the professional or parental part of their identity in their narratives, and at times attempt to ‘have it all’. We conclude that telework can provide a space where men can adopt emotional discourses and practices traditionally associated with women and, particularly, with working mothers.     

Opting Back In: The Influence of Time at Home on Professional Women's Career Redirection after Opting Out

Limited research on professional women's labour force re‐entry after a career break (so‐called ‘opting out’) finds that women redirect away from former careers. Little is known about why this occurs. Our study, based on in‐depth interviews with 54 at‐home mothers, extends prior research to address this question. We find that among women who intended to return to work (who constitute the majority), most planned to pursue alternative careers, typically in traditionally female‐dominated professions or were uncertain about their career direction; few planned to return to their former employers. The reasons for this redirection were women's negative experiences in family inflexible occupations, skill depreciation and perceived age discrimination. Equally or more important, however, was their adaptation to new constraints and opportunities at home (such as increased involvement in mothering and community work), which engendered an aspirational shift towards new, care‐oriented professions that were lower paid and had lower status. We discuss the policy implications of these findings.     

Women Scientists and Engineers in European Companies: Putting Motherhood under the Microscope

Unlike the rise in women's participation in other professional sectors, women still form a minority of professional scientists and engineers, especially in multinational companies. Moreover, embedded gendered cultures in the science, engineering and technology (SET) sectors continue to affect the career progression of professional women, with few women reaching senior management positions and many leaving and failing to return. This article examines the experiences of women SET professionals in three European companies based in France, The Netherlands and Italy and illustrates how the careers of SET professionals in industry are shaped not only by corporate cultures and practices but also by the specific national contexts in which they live and work. In particular, we look at how motherhood rather than gender alone is constructed as problematic and propose a model of strategies that women adopt in doing motherhood and SET, including assimilation, cul‐de‐sac, breaking the mould and lying low.     

‘Now,We Have the Same Rights as Men to Keep Our Jobs’: Gendered Perceptions of Opportunity and Obstacles in a Mexican Workplace

Drawing on extensive qualitative data at a Mexican‐owned multinational corporation, this case study investigates professional employees’ perceptions of changes to a prohibitive work policy requiring women to quit working upon marriage and having children. Employees believed the policy change meant working women were valued employees, but how this translated into opportunity highlighted distinct views of the types of positions professional women could occupy at the company, reinforcing sex‐segregated job allocation. Whereas women's narratives pointed to cultural resistance, men's narratives attributed the dearth of women in higher level positions to their lack of professionalism and commitment to work. The work policy change only guaranteed the right for women to work as the company modernized to fit the neoliberal demands of the global marketplace. Now women faced the challenge of turning that right into career advancement in a traditionally masculine‐defined company. I argue that even with the policy change, gendered discourses on women in professional occupations constructed and maintained gender inequities in the workplace. This study contributes to the scholarly discussion on gendered discourses within the context of global restructuring by showing how mechanisms at work maintain gender inequity in the workplace.     

Location,Vocation, Location? Spatial Entrapment among Women in Dual Career Households

This paper explores spatial entrapment among women. The analysis contributes to the debate concerning the spatial entrapment thesis, advancing research through application of a mixed method empirical approach, and focus on dual career households in the UK. Data from the UK Labour Force Survey Household Data‐Set is combined with a recent case study of Greater Nottingham, England. The empirical findings are indicative of relative equality between career men and women in hours worked for an employer, particularly in professional occupations. But, while a level of equality is present in many workplaces, gender inequity within the home persists. Women, on average, work closer to their place of residence. School age dependent children present a particular constraint. Women are spatially entrapped by household responsibilities, with potentially severe career implications. Redressing this inequity within the household, however, represents a major challenge for future policy.