Occupational Sex Segregation and Part‐time Work in Modern Britain

It is often argued that women's full‐time work is becoming less gender segregated, while their part‐time work becomes more so. This article looks cross‐sectionally and longitudinally at the relationship between occupational sex segregation and part‐time work. An innovative application of segregation curves and the Gini index measures segregation between women full‐timers and men and between women part‐timers and men. Both fell between 1971 and 1991, as did overall occupational sex segregation. These results were used to contextualize a longitudinal analysis showing how shifts between full‐time and part‐time hours affected women's experiences of occupational sex segregation and vertical mobility. Human capital explanations see full‐time and part‐time workers as distinct groups whose occupational choices reflect anticipated family roles. The plausibility of this emphasis on long‐term strategic planning is challenged by substantial and characteristic patterns of occupational mobility when women switch between full‐time and part‐time hours. The segmented nature of part‐time work meant that women who switched to part‐time hours, usually over child rearing, were often thrown off their occupational path into low‐skilled, feminized work. There was some ‘occupational recovery’ when they resumed full‐time work.     

Restructuring Flexibility: Case Studies of Part‐Time Female Workers in Six Workplaces

The article is based on six workplace case studies within a local economy and investigates the reasons behind the different utilization of part‐time workers within these workplaces. The research examines the content and nature of part‐time work in these organizations and the experiences of the part‐time workforce. The findings suggest that we need to distinguish between three types of part‐time workers; core, peak and ancillary. It is argued that such distinctions capture the variegated utilization of part‐time workers and contribute to the debate concerning the integration or marginalization of part‐time staff within workplaces. Furthermore, workplace cultures are an important arena for contextualizing these discussions. It is contended that the different uses of part‐time workers can be explained by different sectoral and organizational contexts but that the nature of part‐time work is also influenced by existing social relations within the workplace, notably with respect to gender, class and age.     

Work–family conflict and job insecurity: are workers from different generations experiencing true differences?

This paper explores the question whether workers of different generations significantly diverge in their perceptions of work–family conflict and job insecurity and implications of such differences on affective commitment and job satisfaction. Given the explorative nature of this study, we use a multi-method approach which relies on a focus group with Italian graduated students and on a field study with workers from an Italian food processing company respectively grouped in three generational cohorts: Baby Boomers, gen Xers, and Millennials. Overall, our findings demonstrate that workers belonging to different generational cohorts display divergent perceptions of work–family conflict and job insecurity. However, the effects of such perceptions on work attitudes are not directly correlated with the experienced levels of job insecurity and work–family conflict. That is, although Millennials tend to perceive a higher level of job insecurity than Baby Boomers and gen Xers, job insecurity is more likely to produce negative consequences on work attitudes among Baby Boomers and gen Xers rather than among Millennials. Notably, our findings indicate that there are no significant differences with regard to the effects of work–family conflict on affective commitment and job satisfaction among the three generational cohorts considered.     

Front Line or All Fronts? Women's Trade Union Activism in Retail Services

This article draws on data from a case study of a trade union campaign to organize part‐time women workers in a large supermarket chain. The data indicate that combining paid work, work in the home and increased trade union participation means that the work of women activists and the resistance they encounter in its execution is broader than the customer/employee interface, or ‘front line’, that is the current focus in literature on service‐sector work and trade unionism. The findings are used to argue that established feminist literature, in which the location and recipients of women's work are conceptualized as multiple and shifting but inter‐related, still provide a useful analytical framework for service‐sector work. Therefore an ‘all fronts’ approach may better describe the lives of part‐time women workers and trade unionists in the sector. However it is argued that, far from simply being considered as an added burden, trade union activism was a powerful catalyst for change in the home and work lives of the working‐class women in the study.     

Do self‐assessment and self‐directed support undermine traditional social work with disabled people?

In recent years, self‐assessment and self‐directed support have become mainstream options within disability services. The Disabled People’s Movement has advocated the need for such change for a long time but this has been persistently resisted by many social workers. In this article, it will be argued that both self‐assessment and self‐directed support undermine traditional social work and that social workers need to begin to work alongside disabled people, rather than ‘for’ disabled people, in order to achieve substantial system change.     

Change and continuity in youth transitions in Eastern Europe: Lessons for Western sociology*

This paper argues that the evidence from research among young people in post‐communist countries vindicates and should consolidate confidence in the Western sociology of youth's conventional transitions paradigm which seeks links between social origins, routes and destinations. Contrary to claims about postmodern fluidity, individualisation, and a blurring of traditional structural boundaries, the expected links between origins, routes and destinations have persisted throughout the transformation of the former communist countries. The relevant evidence also confirms the primacy of education‐to‐work and family/housing life stage transitions. Other aspects of young people's lives – their uses of leisure, levels and patterns of social and political participation, and socio‐political attitudes, for example – become meaningful and explicable only when set in the context of the routes that individuals’ lives have taken, and the stages that they have reached, vis‐à‐vis their school‐to‐work and family and housing transitions. The paper proceeds to argue that the exceptionally thorough changes that are still in process in East‐Central Europe and the former USSR reveal with exceptional clarity the processes whereby young people's life chances are structured in ways that are not of the individuals’ own making. It has been, and it remains, possible to observe how young adults learn from their own youth life stage transition experiences and, where applicable, use the assets that they acquire or retain, to advantage their own children thereby structuring the opportunities that confront all members of subsequent cohorts of young people. Finally, it is argued that the sociological approach being advocated is uniquely able to use the evidence from young people as a window through which to identify the impact of the ongoing macro‐changes in former communist countries among different socio‐demographic groups in the wider populations.     

Preferences,constraints or schemas of devotion? Exploring Norwegian mothers' withdrawals from high‐commitment careers1

Despite decades of focus on gender equality and work–family balance, parenthood still affects mothers' and fathers' careers differently. Drawing on in‐depth interviews with Norwegian mothers who are relinquishing high‐commitment careers of law and consultancy, this paper questions the adequacy of established explanations emphasizing constraints vs. individual preferences. Our sample of female professionals living in a well‐developed welfare state is particularly apt to explore the processes and mechanisms upholding the statistically gendered pattern of women reducing their work commitment after childbirth. These doubly privileged mothers might be considered to have the best odds for combining career and work commitment with motherhood. Thus, we argue that the approach emphasizing practical constraints does not sufficiently account for the withdrawal from high‐commitment careers among these female professionals. Nevertheless, we are not content with the claim of Preference Theory that this shift in commitment is merely a matter of ‘not‐so‐dedicated’ women discovering their ‘genuine’ preferences. Rather, in order to understand why and how this shift occurs, we explore the culturally constructed rationalities and schemas of both work and family devotions. We specifically examine the circumstances, mechanisms and steps in a seemingly individual process of making the shift in commitment from a promising career to a family‐friendly job. Moreover, the analysis demonstrates how generous parental leave arrangements designed to enhance gender equality and work–family balance by simply reducing practical constraints may have limited – or even counterproductive – impact within high‐commitment occupations where the ‘irreplaceability’ of workers is taken for granted. Our findings indicate that unless the culturally (re)produced discourses, demands and expectations of both work and family are exposed and challenged, even intentionally gender neutral work–family policies will continue to facilitate mothers' career withdrawals, expressed as modified individual preferences.     

Variation in part‐time job quality within the nonprofit human service sector

This article extends the growing literature on the quality of part‐time employment to the domain of nonprofit human services, specifically grassroots organizations in which paid work is itself a relatively new reality. It addresses three central questions: How do part‐time and full‐time workers differ in their personal and household characteristics? How do part‐time jobs differ in access to employment benefits from their full‐time counterparts; and finally, How does benefits access vary among part‐time job titles? These lines of inquiry are examined using data from the populations of nonprofit domestic violence programs and their employees in a large midwestern metropolitan area. Analyses of worker‐level data reveal that part‐time workers in these settings disproportionately live with children, are in committed relationships, and report a strong preference for employment that facilitates work‐life balance; they are also less likely to be primary household wage earners. Analyses at the level of jobs suggest that employment benefits extended to part‐time jobs are minimal compared to their full‐time equivalents, but there are also striking variations among different part‐time titles. The results offer insights into the nature of part‐time work in these nonprofit human service settings and potential challenges for effective management.     

All that is solid melts into work: self‐work,the ‘learning ethic’ and the work ethic

In this paper I examine the intersections between a general commitment to education and learning and the moral and ethical dimensions of the work ethic under contemporary capitalism. Drawing on Kathi Weeks' (2011) recent exploration of the work ethic in The Problem with Work, I suggest there is a relationship between the form and function of the work ethic‐ and what I term the ‘learning ethic’. I suggest that commitment to a learning ethic, to the unreserved power of learning and education‐ may reiterate a moral commitment to the personal characteristics that define the work ethic under capitalism. As a consequence, consideration of the form and function of these moral character ideals in the continuation of unequal social relations across educational and workspaces, become obfuscated by a generalized celebration of learning, education and self‐work.     

An analysis of donor engagement with education policy development in Lao PDR from 1991 to 2000

This paper describes the relationship between donor agencies and government during the development of Lao basic education policy in the post‐Cold War period, 1991‐2000. We argue that Laos had only recently been ‘re‐ born’ from colonial regimes, and was thus unable to resist or mediate donor policy agendas and donors who acted on behalf of economically developed nations. The nature of the power relationship between donor and government is explored through an analysis of policy developed at that time as well as the perceptions of aid conditionalities, as recalled by government officials and those working in the aid sector at that time. These perceptions were gathered through interviews conducted by one of the authors.     

Occupational segregation by hours of work in Europe

This article quantifies the levels of occupational segregation between part‐time and full‐time work using data from the European Labour Force Survey for 15 European countries. It also attempts to identify some of the determinants of segregation through regression analysis using three groups of indicators (quantity of employment, quality of employment and institutional factors). Occupational segregation by hours of work is generally higher for males than for females and is also higher for young workers versus adult workers. It is also found that segregation for men is correlated with the quantity of employment, while variables from all three groups of indicators are important for adult women and young workers.     

Challenging the Rhetoric of Choice in Maternal Labour‐Force Participation: Preferred Versus Contracted Work Hours

The notion of choice in maternal labour‐force participation (LFP) is a contentious one, with assertions that LFP is a direct result of either personal inclinations, such as employment commitment or external factors, such as historically available opportunities. This article suggests an alternative framework for understanding and testing choice in LFP using preferred versus contracted work hours. It explores these constructs quantitatively in a group of working mothers (N = 275) with dependent children and investigates qualitatively the underlying reasons for discrepant preferred versus contracted work hours in a sub‐sample of these women with under‐school‐aged children (N = 20). The results show that nearly two‐thirds of women working full time would prefer to work part time and the major reasons for not acting on their preferences is because of the nature of the job and the lack of career opportunities available for part‐time employees.     

Social and family responsibility or self-interest?

Mothers’ increasing labour market participation is posed as a key aspect of a growing trend towards individualization — both for ill and for good. In ‘for ill’ versions, mothers’ employment is regarded as undermining commitment to family relationships and leading to a loss of community. In ‘for good’ versions, family and community relationships become contingent upon values of equality and respect. ‘Preference theory’ modifies the individualization thesis, with a posited distinction between mothers in full-time employment with ‘work-centred’ identities and those with part-time work who want ‘adaptive’ or ‘home-centred’ identities. This paper examines such issues, drawing on qualitative case study research on mothers employed full and part time in a hospital and an accountancy firm in the UK. It considers how the variable work ethos of organizations, and the ways mothers engage with these, can interact with their engagement in family and community relationships. In particular, it suggests that employment can be as much about social obligation in a local community, and commitment and obligations to family, as about individualized self-provision and options.     

Who should do the talking? The proliferation of dialogue as governmental technology

This paper investigates the recent proliferation of appeals to ‘dialogue’ as a solution to problems in a broad spectrum of different organisational settings Instead of top‐down management and expert‐driven public services, we are told we need ‘dialogue‐based’ management, health treatment, elder care, social counselling, and so forth. Dialogue is often presented as a tool that will reverse the stifling dominance of authoritative expertise and leadership, liberating the energy of employees, clients and patients. However, by viewing the dialogue as a ‘governmental technology’, we emphasise that it is not simply a tool that can be used by some to liberate or govern others, or to dominate nature. A technology is rather a structuring of actions that implies that also ‘the governors’ inevitably exercise power over themselves. The paper demonstrates how dialogue technology re‐structures organisational domains of speech and hereby contributes to reconfiguring inter‐relations and self‐relations within key institutions of modern society.     

Identity,selfhood and dementia: messages for social work

Dementia has been identified as a policy priority area for the European Union (EU). Given projected figures on the global increase in dementia over the next few decades, working with people with dementia is likely to become an even more prominent area of activity for social workers in older people's services. Recent research has begun to engage with the subjective experiences of people with dementia and there is considerable focus within nursing literature on their active efforts to maintain identity and selfhood. However, these issues have received little attention within the domain of social work. This paper reviews recent research on the subjective experiences of people with dementia and discusses the implications for social work in relation to: early intervention; communication and assessment, and support arrangements. Based on experience in England, it is argued that the current policy and practice context constrains social work's ability to respond to these issues and that a supportive organisational context, as well as high levels of skill, time and commitment, are required if concepts of personhood and citizenship are to have meaning in practice.     

How do you solve a problem like Maria? Family complexity and institutional complications in UK social work

ABSTRACT

This paper draws on UK data from an international, comparative project involving eight countries. The study examined how social workers’ conceptions and definitions of family impact on the way they engage with complex families, and how social policies that frame social work context impact on the way social workers engage with families. Focus groups were held in which social workers from four service areas (child welfare, addictions, mental health and migration) were asked to discuss a case vignette. Several factors were embedded in the vignette to represent a realistic situation a social worker may come across in their day-to-day work. Social workers clearly identified the complexity of the family’s situation in terms of the range of issues identified and candidate ‘causes’. However, typical first responses were institutional, looking for triggers that would signify certainty about their, or other agencies’ involvement. This resulted in a complicated story, through which the family was disaggregated into individual problem-service categories. This paper argues that understanding these processes and their consequences is critical for exploring the ways in which we might develop alternative, supportive professional responses with families with complex needs. It also demonstrates how organisational systems manifest themselves in everyday reasoning.     

Tales from the frontline: The experiences of early childhood practitioners working with an ‘embedded’ research team

In late 2006, SDN Children’s Services, an Australian not-for-profit provider of services for children, families and communities, engaged a research team that was ‘embedded’ within the organisation for 1 year. This action represented a significant investment of resources, such as staff time and organisational funds, and demonstrates SDN’s strong commitment to research and evaluation as a means of supporting organisational learning and development. This paper highlights the innovative nature of the approach by positioning the role of the embedded researcher within the current theoretical and socio-political context. It also provides evidence of the success of the approach by reporting on the findings of a study that investigated staff’s experiences of being involved in this type of collaborative investigation of their work. I argue that the employment of an embedded researcher can have positive benefits both for the organisation and the practitioners—but who the researchers are really matters.     

Mothers’ Work Status and 17‐Month‐Olds’ Productive Vocabulary

Literature examining the effects of mothers’ work status on infant language development is mixed, with little focus on varying work schedules and early vocabulary. We use naturalistic data to analyze the productive vocabulary of 44 17‐month‐olds in relation to mothers’ work status (full time, part time, stay at home) at 6 and 18 months. Infants who experienced a combination of care from mothers and other caretakers had larger productive vocabularies than infants in solely full‐time maternal or solely other‐caretaker care. Our results draw from naturalistic data to suggest that this care combination may be particularly beneficial for early lexical development.     

More or Less Unequal? Evidence on the Pay of Men and Women from the British Birth Cohort Studies

Gender pay differences are not merely a problem for women returning to work and part‐time employees, but also for those in full‐time, continuous careers. In data from cohort studies, the gender wage gap for full‐time workers in their early thirties fell between 1978 and 2000. This equalization reflects improvements in women’s education and experience rather more than a move towards equal treatment. Indeed, had the typical woman full‐timer in 2000 been paid at men’s rates she would have actually received higher pay than the typical man. Within one cohort, passing from age 33 to 42, gender inequality increased. This was partly due to differences in the qualifications and experience of the women in employment at those points, but unequal treatment also rose among women employed full time at both ages.     

Making the Best of a Bad Job? Female Part‐Timers’ Orientations and Attitudes to Work

This article uses data from 50 qualitative interviews with female part‐time workers in low‐level jobs in Britain to illustrate their attitudes, orientations and aspirations towards paid work. The research reports two main findings. Firstly, even female part‐time workers at the bottom end of the occupational structure are not a homogeneous group of workers. Secondly, they are not all highly satisfied with their jobs. The article argues that many women (especially those in working‐class households) still do not have a genuine choice between ‘family work’ and ‘market work’. It concludes by presenting a theoretical model of orientations to work.