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.     

Are baby boomer women redefining retirement?

As the baby boomers enter later life, unprecedented numbers of women are retiring. The first generation of women to encounter retirement since its institutionalisation as an expected male life course transition in the mid‐20th century, these women are leaving the labour force at a time when the meanings associated with “retirement” are changing. Longer life expectancy, improved health outcomes, and transformations in work driven by globalisation have produced greater diversity in when, why, and how people exit the labour force. Many boomer women are disadvantaged in later life by their histories of discontinuous employment and care‐giving. Consequently, we argue, opportunities to engage in “retirement” projects of their own choosing are unequal across this population. This essay reviews qualitative studies in sociology that examine boomer women's experiences of retirement and is organised in terms of the three main approaches that inform this under‐studied field: critical/feminist gerontology, identity theory, and life course approaches. Based on our review, we posit the need for socially inclusive research, beyond the prevailing emphasis on White, middle‐class professional women; more studies examining the impact of earlier life course transitions on women's later years; and attention to the effects of “successful ageing” discourses on women's lived experiences.     

Rebooting and Rerouting: Women's Articulations of Frayed Careers in Science,Engineering and Technology Professions

This paper expands on previous work about women's non‐linear and frayed careers by examining the experiences of women who have attempted to return to science, engineering and technology (SET) professions in the UK and Republic of Ireland after taking a career break. These women potentially offer an important perspective on gender and career, because of the deep‐rooted, gendered associations of science and technology with masculinity. Drawing on qualitative interviews with women SET professionals, the paper identifies three narratives — Rebooting, Rerouting and Retreating — which women use to talk about their careers. Some of these women present themselves as career changers, having often made compromises and trade‐offs, while others, who have returned to their substantive professions, focus on continuity in their career narratives. The precarious nature of their careers is also apparent and in some cases leads to opting out or retreating. The paper concludes by exploring how women's scientist and technical identities persist, even among those who had not returned to work, and are drawn on in narratives of return and career change.     

The Sociology of Women's Abortion Experiences: Recent Research and Future Directions

Abortion is a common and essential reproductive healthcare procedure experienced by approximately one third of women at some time in their life. Abortion is also commonly politicised and presented in public discourse as inherently contentious or controversial. However, recent sociological research on women's experiences of abortion is relatively thin on the ground. The body of qualitative research on abortion experiences, which does exist, varies in scope and focus on a relatively limited range of themes. Building on an earlier review of qualitative research on women's abortion experiences, this paper explores the recent literature and identifies three key thematic areas: the context of abortion; reasons and decision‐making; and abortion stigma. It then goes on to identify gaps in the literature, to explore what shape a sociology of women's abortion experiences might take and to suggest future directions for sociological research.     

Getting Into It: Farm Roles and Careers of New Zealand Women1

Abstract Researchers have challenged the stereotype that farm women's roles and influence are primarily domestic by documenting the number of women's on-farm roles. This study extends this approach by considering the interrelationships among women's roles and influence in reproductive and productive domains. A qualitative research method was used to investigate women's ways of describing the range of their on-farm roles and the process of entry into and exit from those roles. Participants were farm women from south island, New Zealand. Findings showed women's wide range of involvement in household and farm labor, management, and ownership of their farms. Levels of involvement differed throughout the three phases of their farm careers: making a place, getting into it, retirement. Hypotheses were developed from the findings for further delineation of the range of women's on-farm involvement and barriers and opportunities to the development of women's on-farm careers.     

Informality,emotion and gendered career paths: The hidden toll of maternity leave on female academics and researchers

While the negative impact of child‐raising and caring on women's career progression in academia is well‐established, less is known about the role of academic women's lived experiences of maternity leave as an institutional practice. This article presents the findings of a qualitative study of the lived experiences of female academics and researchers in an Irish university. The analysis intrinsically links organizational structures and problems with the lived and felt dimensions of work. The findings point to the need for better structural accommodations for maternity leave which address the relationship between caring and career disadvantage within academia. The article adds to existing literature on the intersection of motherhood and academia by unpicking the specific role of maternity leave as both a lived experience and an institutional practice that can reinforce gender inequalities in academia.     

From Invisibility to Integration: Lesbian Identity in the Workplace

This article represents a first step toward a vocational psychology of lesbians that incorporates scholarship in lesbian and women's identity development and that is considered within the larger framework of women's career development. First, literature in lesbian and women's identity development is reviewed, followed by a discussion of the vocational issues of lesbians as related both to identity development and to the literature in the vocational psychology of women. The article concludes with suggestions for research and practice.     

The Working Family: Helping Women Balance the Roles of Wife,Mother, and Career Woman

This article reviews research literature of the past 15 years to assess the impact of four factors on women's career continuity: (a) husband's attitude toward his wife's paid employment, (b) financial considerations, (c) household responsibilities, and (d) wife's personality variables. Particular issues relevant to career counselors are highlighted throughout this review and a variety of career related strategies are presented that can be used to assist clients in achieving this balance. As the number of women in the labor force continues to increase, women's ability to effectively balance family and career concerns will be essential to successful and continuous employment.     

The Effects of 'Transnationalism Reversed' in Venezuela: Assessing the impact of UN global conferences on the women's movement

The UN world women's conferences - in particular the two most recent ones, held in Nairobi (1985) and Beijing (1995) - have been celebrated as catalysts for the development of a transnational women's movement. But their achievements are less clear when examining their impacts on national organizing. Consideration of the effects of 'transnationalism reversed', or how transnational organizing affects national contexts, reveals that domestic conditions combine with global opportunities in ways that may be detrimental as well as productive for national women's movements. This article illustrates the effects of 'transnationalism reversed' using the case of Venezuela. Field research from national, regional, and transnational contexts (1994-1995) shows that the stage of the national movement, its sources of funding, and the politics of particular national administrations all interact with conference preparation, with quite different outcomes at different junctures.     

Family,religion, and work among Arab American women

Using data from a national survey of 501 Arab American women, this study examines the extent to which family behavior mediates the influence of religion on women's labor force activity. Prior research on families has largely overlooked the role of religion in influencing women's labor force decisions, particularly at different stages of the life cycle. The analysis begins to address this gap by examining whether religious affiliation and religiosity have direct relationships to women's work behaviors, or whether they primarily operate through family behaviors at different phases of the life course. The results show that religiosity exerts a negative influence on women's labor force participation, but only when children are present in the home. Among women with no children, religiosity has no effect on employment.     

Defining Women's Global Political Empowerment: Theories and Evidence

Although women's access to political power has increased tremendously, nowhere are women equal to men in their influence over and exercise of political authority. Scholarship on women's political empowerment is uneven and incomplete. This article interrogates ‘women's political empowerment’, considering its definition, measurement, and application. First, we establish that academics and practitioners have not articulated a clear definition of women's political empowerment. To fill this gap, we put forward a new definition that conceptualizes women's political empowerment as a transformative process. We then review existing social science literature on women's political empowerment. We argue that scholars must expand research to develop a broader vision of women's political empowerment and develop measures that capture this breadth.     

Negotiating Gender in Uncertainty: A Mechanism of Women's Marginalization in the Japanese Workplace*

Abstract Women have been long absent from important white-collar positions in large Japanese organizations. Two approaches have been made to understand women's work experiences and career outcomes in these organizations, namely, the structuralist and the rational choice approaches. The underlying assumption of both approaches is that individual women's career orientations are basically fixed and larger factors outside the workplace play central roles to determine women's career outcomes. In order to understand women's work experiences and perspectives more realistically, however, we need to turn our attention to the workplace itself and to examine the mechanisms through which women are constantly marginalized, if inadvertently, in everyday interactions with others. Drawing on a developing perspective that focuses on the dynamic nature of women's career experiences. this paper, based on a case study, demonstrates a major way in which the influences of outside factors, specifically of women's attitude toward work, are in fact reinforced within the workplace. A major component of this mechanism is women's sense of uncertainty generated through their day-to-day work lives.     

‘National Machineries’ and Authoritarian Politics

Abstract

Why do authoritarian states adopt ‘state feminist’ policies, and what are the effects of these initiatives? This article expands our understanding of state feminist institutions in non-democracies by examining the development of a women's national machinery in Cameroon. It argues that the Cameroonian state has adopted a national machinery because: (1) it provides low-cost international legitimacy; (2) it attracts international assistance; (3) this assistance fuels domestic patronage networks; and (4) the national machinery channels women's activism toward state-delineated projects and goals. These motives undercut its ability to promote women's advancement. National machineries in authoritarian contexts are not just plagued by technical problems and funding shortages but also by competing agendas within the state apparatus and a lack of a commitment by high-level government officials to improving women's status in society.     

The Effect of Career Ambition and Satisfaction on Attitudes Towards Equal Opportunities and Family‐friendly Policies For Women

This study aims to uncover some of the reasons for differences in attitudes towards family‐friendly and equal opportunities (EO) policies for women between senior and junior staff and between male and female staff. This in‐depth case study of a multi‐national corporation in Hong Kong that included a survey questionnaire, interviews and participant observation suggests four categories of female employees according to their approach to EO: advocators, supporters, outsiders and rejecters. The approach adopted was dependent on the woman's level of empathy towards the situation of working women and the extent of her career ambition. Four categories of male employees can also be classified depending on their level of empathy towards women's situation (similar to women's case) and their extent of career satisfaction (in contrast to women's career ambition), namely, antagonists, outsiders, fence‐sitters and sympathizers. Women at higher levels were less supportive of EO than women at lower levels. No such clear relationship between organizational level and attitudes towards EO was observed among men. In Hong Kong, female managers had little expectation that their organization would be family‐friendly and women workers who consciously chose to balance work and family accepted that it meant fewer promotional chances. No such self‐adjusted depressed ambition was observed among men.     

Do Lets Work?

This study aims to uncover some of the reasons for differences in attitudes towards family‐friendly and equal opportunities (EO) policies for women between senior and junior staff and between male and female staff. This in‐depth case study of a multi‐national corporation in Hong Kong that included a survey questionnaire, interviews and participant observation suggests four categories of female employees according to their approach to EO: advocators, supporters, outsiders and rejecters. The approach adopted was dependent on the woman's level of empathy towards the situation of working women and the extent of her career ambition. Four categories of male employees can also be classified depending on their level of empathy towards women's situation (similar to women's case) and their extent of career satisfaction (in contrast to women's career ambition), namely, antagonists, outsiders, fence‐sitters and sympathizers. Women at higher levels were less supportive of EO than women at lower levels. No such clear relationship between organizational level and attitudes towards EO was observed among men. In Hong Kong, female managers had little expectation that their organization would be family‐friendly and women workers who consciously chose to balance work and family accepted that it meant fewer promotional chances. No such self‐adjusted depressed ambition was observed among men.     

Testing a Model of Men's Nontraditional Occupational Choices

Researchers have compiled an extensive body of literature on the factors that influence the “traditionality,” or the gender typical nature, of women's career choices. However, little has been written about the variables that might influence men to enter gender atypical occupations. This study tested L. H. Chusmir's (1990) model of men's nontraditional occupational choice, using a longitudinal sample of college‐age men in both gender traditional and nontraditional occupations. Liberal social attitudes, degree aspirations at Time 2, and socioeconomic status were directly predictive of nontraditional career choice, whereas the importance of a prestigious career at Time 1 and academic ability had an indirect influence on whether a traditional career choice was made.     

Foreign Employers as Relief Routes: Women,Multinational Corporations and Managerial Careers in Japan

This article argues that multinational corporations may provide critical relief routes for women workers' progress in managerial careers in national contexts where their career paths with domestic employers remain blocked by traditional and institutional practices. It illustrates this possibility through a study of two women managers at the local head office of a foreign‐owned multinational retailer in Japan and their career trajectories. The alternative career paths through foreign employers are not without their contingencies and constraints, and the article identifies the limitations of the transformative potential foreign employers could have in the larger realm of women's managerial employment in a restrictive context such as Japan. Noting that globalization incorporates different groups of workers into the global economy with different costs and rewards, the article concludes by calling for a more nuanced understanding of women's employment with multinationals and for further research that remains cognizant of the multiplicity of experiences in different contexts.     

Respectable Femininity and Career Agency: Exploring Paradoxical Imperatives

This paper places respectable femininity at the very centre of career enactment. In the accounts of 24 Sri Lankan women, notions of being a ‘respectable’ woman recurred as respondents described how important it was to adhere to the powerful behavioural norms for women in their organizations and society. However while such respectability was vital for women's career progression, it ultimately restricted their agency and conflicted with other requirements for advancement. Based on our empirical findings, we propose that being a respectable woman was experienced as paradox, where at times it was seen as impossible to be both a good woman and a successful careerist. We highlight the implications of our findings for women's careers in South Asia and more widely.     

Women's self‐presentation and the transition from classroom to workplace

Organizations place context‐specific appearance demands on women — demands that often echo wider inequalities, require adaptation of self‐presentation and impact on women's careers. Despite this, the effect of life and career stage transition on women's self‐presentation and embodied identities remains largely unexplored. Drawing on a qualitative study of young British women's body modification, this article examines what impact transitioning from education into the world of work has on women's self‐presentation and body modification regimes and their embodied identities. Body modification here refers to all methods women use to alter their physical body and appearance (e.g., invasive or non‐invasive; self‐administered or other‐administered; permanent or temporary), provided the intention of their use is primarily to alter the user's physical appearance. Expectations of transition, the impact of entering the workplace and of career establishment are considered as well as the significance of career stage and vulnerability for resistance and negotiation of organizational expectations. Transition of life stage is found to be a catalyst for self‐presentation change. The transition from education to work is identified as having a significant impact on body modification practices across workplaces.     

Undergraduate Activists in the Woman's Movement and Their Public: Attitudes towards Marriage and the Family

Abstract

This paper compares the attitudes towards women's home and famiy roles of two groups of undergraduate women: undergraduate activists in the Women's Liberation Movement and a random sample of non-activist undergraduates. Data from both of these groups pertaining to career aspirations, marital and fertility expectations, communal living arrangements, and possible strains between future family and work roles are examined. While the desire to combine family and career roles is typical of undergraduate women in both groups, there are important differences between activists and non-activists in their plans for integrating the two role constellations. Activist women's responses are also compared with positions on women's family roles indicated by spokeswomen of the wider radical Women's Movement, and some important differences are suggested by the data. The paper concludes by briefly exploring the implications of the findings for future social change in the family and in the society of which it is a part.