Family Status and Career Situation for Professional Women

Carrier, Sylvie

doi:10.1177/095001709592007

Cited by 17 publications

(14 citation statements)

References 26 publications

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“…Managers regard women's domestic commitments as undermining their commitment to paid work, resulting in internal promotion systems working against many women. Similar to other studies, management attitudes towards women with dependent children was detrimental to the careers of many women (for example see Curran 1988;Collinson et al 1990;Carrier 1995).…”

Section: Discussionsupporting

confidence: 75%

The Low Status of Female Part‐Time NHS Nurses: A Bed‐Pan Ceiling?

Lane

2000

Gender Work & Organization

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IntroductionO ver the last two decades there has been a significant increase in the number of women entering the paid working population of Britain. However, despite these increases in female participation rates, women remain concentrated into particular sectors of the economy. The resultant outcome of women's occupational concentration is that they receive comparatively lower rates of pay than men, and relatively fewer employment opportunities. Much of this is associated with the fact that the majority of the employment increase for women is in part-time work, with almost half of all women in the labour market now working part-time. The significance of part-time work is that, generally speaking, such jobs confer lower rates of pay, and little if any opportunity for training and promotion.This paper reports the findings of a recent study on the careers of qualified NHS nurses. It was found that part-time nurses were concentrated in the lower nurse grades. Explanations for this centred on the lack of 'family-friendly' policies and the actions and strategies of nurse managers who used negative gender role expectations in framing recruitment and promotion decisions. This perpetuated unequal outcomes for part-timers. Furthermore, not only did employers legitimize the process of channelling part-timers into the lower echelons of nursing, they also inhibited the possibility of facilitating these women's access to the higher grade posts.In fact, many managers did not recognize processes of discrimination within the workforce. Quite simply, these managers believed the low status of part-time nurses was a reflection of these women's own choices and preferences rather than discrimination. Managers, therefore, failed to recognize the need to change this situation, and thus, played a 'gatekeeping role' in maintaining gender-based disadvantage.This paper explores the factors affecting the career progression of female qualified part-time NHS nurses. Management attitudes and inflexible working practices are shown to limit the career progression of this group in significant ways. The issue of part-time work and the labour market is discussed below. Gender issues in the nursing profession are also examined, in particular, the paradox of gender-based disadvantage in a female-dominated profession.Despite increases in female participation rates into the paid working population of Britain women remain concentrated into particular sectors of the economy. Areas of the labour market where women predominate are also characterized by high levels of part-time employment. The significance of part-time work is that it is lower paid and offers fewer employment opportunities for women. This article examines the careers of 643 qualified female NHS nurses. It is found that respondents working part-time are the least likely to occupy the upper echelons of NHS nursing. Explanations for this centre on the actions and strategies of managers who use negative gender role stereotypes regarding part-time nurses to inform recruitment and promotion decisi...

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Section: Discussionsupporting

confidence: 75%

The Low Status of Female Part‐Time NHS Nurses: A Bed‐Pan Ceiling?

Lane

2000

Gender Work & Organization

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“…Hakim states that many employers share this view, a fact which is widely recognised in other studies (for example see De Vaus and McAllister, 1991;EOC, 1991;Collinson et al, 1990;Morgan and Knights, 1991;Collinson and Hearn, 1994;Carrier, 1995;Halford and Savage, 1995;Halford et al, 1997;Lane, 1998). Employers regard female employees, especially those working part-time, as being less committed to paid work, with a significantly lower propensity to seek training and promotion.…”

Section: The Problem With Part-time Workersmentioning

confidence: 89%

Women and Part‐time Work: The Careers of Part‐time NHS Nurses

Lane

2004

British J of Management

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This paper examines theoretical explanations of the employment disadvantage experienced by many female part-time workers. Data from a survey of 643 qualified National Health Service (NHS) nurses is used to establish employment profiles of respondents. Employment profiles reveal that, contrary to many predictions, part-time female nurses do not 'invest less' in their careers than their full-time counterparts in terms of qualifications and experience. Neither are part-time nurses relatively 'uncommitted' to their careers compared to full-time nurses. It is found that the organizational context affects how opportunities are structured for part-time nurses. The management implications of the findings for the NHS are also considered.

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“…A large body of literature exists on the impact of family formation on labour market outcomes of women, mainly documenting the 'motherhood penalty' -the negative impact of children on women's wages (Budig and England 2001;Gupta and Smith 2002;Harkness and Waldfogel 2003;Korenman and Neumark 1992;Waldfogel 1997a). More generally, it is often concluded that family formation hinders women with regard to the development of a successful professional career (Carrier 1995;Gaskell 1994;Mason and Goulden 2004). Mothers are less frequently employed, work in part-time and lower-status positions more often, and have a lower average salary than non-mothers.…”

Section: Gender Differences In Family Formationmentioning

confidence: 99%

An unfinished job? The effect of subject choice and family formation processes on labour market outcomes of young men and women

Duquet

Glorieux

Laurijssen

et al. 2010

Journal of Education and Work

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Despite their generally higher educational attainment, young women are characterised by lower labour market positions than men in Belgium. Using regression and decomposition analyses on data from the longitudinal SONAR survey on the transition from school to work, we examine to what extent subject choice and processes of family formation can explain the gender differences on labour market positions at the age of 26 (N = 2060). We find that both subject choice and family formation influence labour market outcomes and that these factors can partially explain the gender gap. Both factors, however, differ in their interaction with gender. While subject choice has a similar effect for both men and women, family formation has a negative impact on the labour market position of women only.

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Family Status and Career Situation for Professional Women

Cited by 17 publications

References 26 publications

The Low Status of Female Part‐Time NHS Nurses: A Bed‐Pan Ceiling?

The Low Status of Female Part‐Time NHS Nurses: A Bed‐Pan Ceiling?

Women and Part‐time Work: The Careers of Part‐time NHS Nurses

An unfinished job? The effect of subject choice and family formation processes on labour market outcomes of young men and women

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