On Different Tracks? Gender, Professional Strategies, and Early Career Wage Gaps

Grönlund, Anne

doi:10.18291/njwls.v7i2.81592

Cited by 3 publications

(3 citation statements)

References 30 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Though they aim as high as men and expect to balance work and family, women in these jobs both limit their career and wage prospects (cf. Grönlund, 2017) and perceive more workfamily conflict, since access to flexible work conditions are related to employer demands for constant availability.…”

Section: Discussionmentioning

confidence: 99%

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

Grönlund

Öun

2017

Community, Work & Family

Self Cite

View full text Add to dashboard Cite

The aim of this paper is to investigate whether women in a dualearner 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 familyoriented, 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 workfamily conflict but due to their lower control over work, women still experience more conflict than men in the same occupation. RÉSUMÉ L'objectif de cet article est d'étudier si les femmes dans un contexte à double revenu acquièrent des emplois favorables à la famille en tant que stratégie visant à réduire le conflit travail-famille. L'analyse est basée sur un sondage auprès d'hommes et de femmes nouvellement diplômés et hautement qualifiés dans cinq professions en Suède (n ≈ 2400). L'échantillon a été stratifié par profession et par sexe afin de minimiser l'influence de facteurs autres que le genre. Les résultats montrent que les femmes sont plus orientées vers la famille, mais aussi plus orientées sur la carrière que les hommes dans leurs stratégies professionnelles. ARTICLE HISTORY

show abstract

Section: Discussionmentioning

confidence: 99%

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

Grönlund

Öun

2017

Community, Work & Family

Self Cite

View full text Add to dashboard Cite

show abstract

“…However, from another perspective, the increase in the involvement of women in national development, in general and the national labour market, in particular, has created various challenges, including the challenge to ensure a balance between family and vocational responsibilities (Ismail & Abdullah, 2010;Selvaratnam, Padmini, & Kaw, 2011;Grönlund, 2017). For example, a study by Thomson Reuters and the Rockefeller Foundation involving 9,500 women showed that the dilemma between work and family commitments was the greatest challenge faced by 44% of the respondents, especially respondents from Russia, South Korea, India, China and Japan (Hutt, 2015).…”

Section: Problem Statementmentioning

confidence: 99%

The Well-Being Of A Career Woman Based On The Wasatiyyah Concept

Aziz¹,

Ahmad²

2019

The European Proceedings of Social and Behavioural Sciences

View full text Add to dashboard Cite

The number of career women is increasing. This is in addition to the various policies that are inclined to direct women to a career life. Realistically, contemporary women have to juggle various roles in life. Thus, in line with these developments, numerous aspects should be considered to strike a balance between these roles played by a career woman. This includes physical health, mental alertness and spiritual wellbeing needed when shouldering the responsibility of a career woman. Hence, what are the basis? In Islam, wasatiyyah is a concept of mediocrity in every human. The next question is how is this wasatiyyah concept-based manifests itself in the well-being of a career woman in order to ensure a holistic wellbeing? What are the elements? This paper endeavored to elaborate this issue by outlining two objectives. First, to identify the wasatiyyah concept in a career woman context based on the main texts in Islam and discourses by Muslim intellectuals from various perspectives. Second, to suggest the basis for the measurement of a contemporary career woman's well-being based on the wasatiyyah concept. The research design for this study is a qualitative interpretive design using textual data from both classical sources and contemporary literature. Then, the authors analysed the findings using the qualitative content analysis method to elucidate both, manifest and latent contents, regarding the basis for the well being of a career woman according to Islamic perspectives.

show abstract

“…While most women make trade-offs prioritising home and family over careers (Hakim, 2002(Hakim, , 2006Crompton and Lyonette, 2005), many women in higher level positions make trade-offs in relation to family only in the other direction. For instance, the immense pressures of gendered social norms for women to have families also make many women opt for childlessness as a voluntary life choice (Wager, 2000;Sevón, 2005;Grönlund, 2017). One study, for example, found that most high achieving women had no children (60%) and the rest delayed having children until they achieved high level positions (Eagly and Carli, 2007).…”

Section: Work-life Balancementioning

confidence: 99%

Through the glass ceiling: is mentoring the way forward?

McIntosh

Tabassum²,

Deaton

2018

IJHRDM

View full text Add to dashboard Cite

Over the past 30 years, the term the 'glass ceiling' has come to be known as a metaphor for vertical segregation, symbolising an invisible barrier that prevents women from progressing in their careers. Increasingly women are found in higher level positions and mentoring has often been touted as an important way to help women break through the glass ceiling. This paper explores the continued relevance of the glass ceiling and the use of mentoring programs as a means to help women to overcome it. The findings suggest that although some women have penetrated the glass ceiling, further work is needed if a more equitable number of women are to advance to senior level positions. Whilst mentoring can play an important role in helping women to achieve more senior positions, mentoring is not a panacea but only one of many strategies that must be adopted to effectively address the phenomena of glass ceiling.taught on an MSc course in Diversity Management at the Centre of Inclusion and Diversity. She is interested in applied research in areas related to the reduction of inequality, prejudice, discrimination, racism and sexism and the enhancement of interculturalism, cultural and intercultural competence. Nayyara Tabassum is currently working in the Royal Mencap Society, London to research and improve the lives of people with a learning disability. She worked in two Horizon 2020 EU-funded projects related to gender -STAGES (based at the University of Milan, Italy) and GENOVATE (based at the University of Bradford, UK). Her main research interests are around gender, disability, work and employment, work-life balance, science, technology, engineering, mathematics and medicine (STEMM) and social inequalities. She has an MPhil in Sociology from the University of Cambridge, UK and a PhD from the University of Milan, Italy.Bryan McIntosh has worked in central government, the NHS, local government and at various academic institutions within the UK. These include University of Westminster, University of Surrey, University of Greenwich and King's College London. He is the Consultant Editor of the British Journal of Healthcare Management dealing directly with commissioning and content. He has an extensive publication record in peer reviewed journals and has worked extensively within the field of health management consultancy.

show abstract

On Different Tracks? Gender, Professional Strategies, and Early Career Wage Gaps

Abstract: A longstanding notion in labor market

Cited by 3 publications

References 30 publications

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

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

The Well-Being Of A Career Woman Based On The Wasatiyyah Concept

Through the glass ceiling: is mentoring the way forward?

Contact Info

Product

Resources

About