Career Development in Women

CONTENT A. Introduction: The Women’s Past B. Today’s Women C. Factors Affecting Women’s Career D. Career Development Issues on Women E. Career Development on Women in Organization F. Career Development on Women in United States G. Conclusion H. References

Introduction: The Women’s Past
Throughout history, the fate of women has been greatly shaped by domestic work. Women remained indoors, producing clothing, preparing and preserving food, and doing other, what would be called today, “domestic” tasks. Society has generally figured that women should be responsible for work in the home over anything else. Such a strongly embedded mindset has affected the activities in which women have been able to partake. Education and work outside of the home have been realms that many women have been unable to access in certain societies because social norms have dictated that women focus on domestic work. Therefore, women pervading realms outside of domestic work have actually been seen as extraordinary in many cases.
In marriage, Chinese women were expected to take care of all household tasks to perfection, and often at the egging of the mother-in-law. Among those tasks included bearing and raising children, cooking, and cleaning. In addition, women had virtually no power in her marriage, and could be humiliated, abused, and even killed by her husband (p. 325). Such a position often caused Chinese wives extreme stress and worse. For instance, Ning Lao T’ai-T’ai wrote about her sister who married young and yet was expected to perform all of the housework. Her inexperience resulted in beatings by her husband and fury from her mother-in-law, and so her “sister went crazy” so that her family felt that a “demon… was troubling her”. It could be said that the demon was societal norms.
The idea that women should only work at home has affected how women have been able to succeed in work outside of the home. For instance, Catherine Waugh, who graduated from a legitimate college of law, found difficulty in acquiring a job because of “traditional notions of the sanctity of women’s domestic role” and the idea that working was a “threat to femininity. Her friends and even her family discouraged her from entering the field of law, and “it took many days of rebuff to so quench my indomitable spirit”.
Women’s Equality Day, the 19th Amendment (which guaranteed a woman’s right to vote), and the Equal Pay Act are all early steps that have led to shaping gender equality in today’s work force. In recognition of Women’s Equality Day, the recruiting experts at America’s Job Exchange take a look at the history of women and work. The 19th Amendment, ratified in 1920, legalized women’s suffrage, or right to vote. The Equal Pay Act put into law by President John F. Kennedy in 1963 helped ensure equal earnings for both men and women by illegalizing discrimination based on sex. When the Equal Pay Act was signed, women were earning about 59 cents to a man’s dollar. The gap has lessened, but, unfortunately, has not disappeared entirely. Women are still earning, on average, about 80 cents to the dollar, sometimes even less in the case of minorities.
International Women 's Day is celebrated in many countries around the world. It is a day when women are recognized for their achievements without regard to divisions, whether national, ethnic, linguistic, cultural, economic or political. It is an occasion for looking back on past struggles and accomplishments, and more importantly, for looking ahead to the untapped potential and opportunities that await future generations of women. In 1975, during International Women 's Year, the United Nations began celebrating International Women 's Day on 8 March. Two years later, in December 1977, the General Assembly adopted a resolution proclaiming a United Nations Day for Women 's Rights and International Peace to be observed on any day of the year by Member States, in accordance with their historical and national traditions. In adopting its resolution, the General Assembly recognized the role of women in peace efforts and development and urged an end to discrimination and an increase of support for women 's full and equal participation. International Women 's Day first emerged from the activities of labour movements at the turn of the twentieth century in North America and across Europe.
Today’s Women
Regardless, today women clearly demonstrate not only competence, but also excellence in a working world that was thought by so many as only meant for men. The female presence in the workforce, whether in accounting, the sciences, human resources, developing corporate communications, or assuming executive positions, is increasing in just about every industry. According to statistics from the U.S. Department of Labour, women comprise 47 per cent of the total U.S. labour force. Women are using their skills and abilities in many industries to maximize their career and annual pay. In fact, the Bureau also reports that young women are more likely than men to have a college degree. Women can expect to earn great salaries and compete just as successfully with men in today’s working world.
About fifty per cent of the total population is women. There is no denying that our womanhood plays a significant role in the development of our country. Earlier in our society, women were forced and kept inside the home. But that time is over. Now women have proved their ability and talent. Today women are playing very important role in all sector of human life. They are no longer confined within the four walls of their parent’s or husband’s life when men are working outside. They have also come out of the kitchens like men. Not only they come out but also they are working hand in hand with men in the development programs of the government and family for the development of country and her family. By taking higher education they are becoming pilots, doctors, engineers, teachers, administrators etc. Now a day, they have been able to prove their worth. They not only do their household work but also work outside of their house.
They are also contributing much to the economy of the country and her family. Women are half of the total people of any country. But most of the country they are idle. There is no enough facility for women working. But it is very necessary to make an environment where have facility for women work. Now it has come to the realization of the educated men that true development of the country is never possible keeping half of the population of country idle at home. So it needs no telling that women are playing a great role in the socio-economic condition of our country.
Examples of Powerful Women of Today: * Andrea Jung: She is the chairman and CEO of Avon Products (beauty products). In December, she became co-lead director on Apple 's board, a prestigious role given the dearth of women in the top ranks of the world 's most watched company. (She 's also on the board at GE.) Avon hasn 't fared as well: Revenue and income were both down last year, when most companies were bouncing back, and the stock is trailing the S&P. * Patricia Woertz: She is the chairman, president, CEO of Archer Daniels Midland (ADM). She built her career in big oil, but now oversees 240 plants that turn agricultural sources into food and chemicals. ADM is already the world 's largest corn processor; now Woertz is focused on other fuel and energy sources. Investors clearly like the push: ADM stock has climbed 13% in the past 12 months. * Irene Rosenfeld: She is the chairman and CEO of Kraft Foods (KFT). Rosenfeld 's battle for candy maker Cadbury rankled Kraft 's largest shareholder, Warren Buffett 's Berkshire Hathaway, but analysts say the $19 billion purchase is sweet: It pushes Kraft to $48 billion in revenue and gives the food giant a bigger foothold in emerging markets like India. * Indra Nooyi: She is the chairman and CEO of PepsiCo (PEP). Nooyi completed the purchase of PepsiCo 's two largest bottlers, bringing revenues to a projected $60 billion. Now she 'll have to deliver the $400 million annual cost savings she promised. Investors seem assured: The stock is up 12% since September 2009.
Factors Affecting Women’s Career
The Facts
The Women Employed website reports that 63% of women work, and 54% of women work full time. This leaves less time for families, personal time and any outside activities that a woman might enjoy. Also, statistics show that women earn less than a man doing the same type of job. In fact, the website for Women Employed reports that a woman earns 77 cents on the dollar as compared to a man.
Childbirth/Motherhood
Women work very hard to get their education and build their careers. Then, when they try to have a family, they need to take time off for childbirth. Many women with careers such as physicians, business owners and lawyers try to only take a minimal amount of time off because of their need to be present at work. In addition, motherhood leaves many women very conflicted. They are ridden with guilt if they are not there for their children and guilty and stressed if they don 't perform the expected duties at work. They often struggle with balancing the two in an effort to be 100% with both. This difficult balancing act can be both tiring and frustrating, and there are women who tend to perform poorly with both jobs.

Gender Effects
In the past, women have been considered less superior to men. The overall beliefs may have changed, but some of the workplace stigmas still exist. For example, in a 2004 study by Karen Goldberg, Lisa Finkelstein, Elissa Perrry and Alison Konrad, it is reported that there is evidence that women are less likely to be promoted than men and that women reach lower organizational levels than men. This may also hold true for careers such as fire fighting where physical abilities are an important aspect of job performance. In this situation, women may be less likely to perform the necessary duties, thus negatively impacting their career goals.
Inequality
It is hard to believe in this day and age, but there is still some sexism in the workplace. Equal pay still seems to be hard to attain for many women in comparison with their male co-workers. In general, female high school students earn 34% less than male high school students and female college graduates earn 33% less than male college graduates. This can be very frustrating for a woman who is trying to support her or a family and is being paid less than a male counterpart performing the same job.
Career Development Issues on Women
Despite the major advancements women have made in becoming a significant part of the workforce, they are still facing important career development issues. Although many women achieve lower and middle management positions, they seem to hit the "glass ceiling" in many organizations and are denied the most senior levels of upper management. The reasons are multi-dimensional; some women lack the confidence to apply for senior positions; some lack the necessary education or training; and others find themselves excluded from the top positions because of systemic gender bias that exists in some companies.

Family Life Issues
According to the Denver Women 's Commission, even though most women work outside the home, they are still the primary caregivers for their young children as well as elderly or infirm relatives. Consequently, many women can only pursue their careers on a part-time basis, resulting in fewer promotion opportunities. Unlike their male colleagues, women consider the ages of their children and the amount of time they have available before they decide to pursue a career path.
Harder Work, Less Pay
On average, women earn significantly less than men. In fact, the Denver Women 's Commission reports that women earn only 72 cents to every dollar that men earn. Women also tend to work harder because many of them believe they need to prove their dedication. Women often are not reimbursed for the overtime hours they put in out of a strong sense of obligation and commitment.
Education and Training Issues
Some women find themselves passed over for promotion because they lack the educational background required for advancement. Older women in the workforce are less likely than their younger counterparts and than men to have a university degree. Women with family responsibilities find it particularly difficult to take courses in the evenings or other job training opportunities that might be offered in locations too far away from home.

Social and Systemic Issues
Some organizations, especially those that may be male-dominated, still subscribe to the mentality of the "old boys network." In such organizations, women might find that their opinions are not solicited, or respected. Barbara Annis, a world renowned expert on gender issues in the workplace, claims that women often feel ignored during business meetings, which might lead to lowered self-esteem and decreased chances for career advancement. Men frequently take advantage of men-only social opportunities outside of work that exclude their female peers and capitalize on the opportunity to network with future bosses. Workplaces that tolerate off-colour, sexist humours further contribute to women 's sense of disenfranchisement.
Career Development on Women in Organization
Managers as enablers
The importance of managerial support for women’s career development has already been mentioned. The women in the focus groups described various ways their managers had helped them to advance their careers. These included: * giving them access to work experiences or training related to the next job level; * building their confidence; * sharing professional or cultural information; * Creating flexible opportunities which fitted with caring responsibilities.

Mentoring
Women praised and valued managers who made the time to mentor them in their development. These senior women had gained much useful experience which they could offer younger colleagues and were willing to contribute to succession planning. Other relationships which assisted women to progress included mentors and networks external to their organisation (including professional contacts and colleagues working for different organisations) who shared professional information to help women perform better in their roles, intelligence about vacancies and ways of building a ‘profile’ to advance. In most cases women had sought out these contacts themselves and worked hard to maintain them. A few women held voluntary roles, such as school governors, and felt that these opportunities had given them skills which they could not have gained working as an employee. Secondments
Women in their 20s and 30s said their careers had benefited from secondment opportunities. These ‘sideways’ moves allowed them to build their skills and knowledge in preparation for a career move, and to profitably mark time waiting for senior vacancies to arise. These secondments provided some of the same benefits as managerial support: exposure to alternative or un-thought of career paths; new challenges and opportunities to build skills; and increased confidence. Women felt secondments were a way of bringing about better communication between different parts of their organisation, and suggested that they should be formalised as a career development tool aiming to benefit departments and individuals.

Implementation of flexible working by changing organisational culture
Many of women’s difficulties and reservations about advancing their career were rooted in the work-time regimes of their organisation. Despite having exemplary work life balance policies, there is evidence that the implementations of these policies is inconsistent and open to each manager’s own interpretation, which in turn allows expectations about long hours to remain unchallenged. Large organisations in the private sector have begun to champion the advantages of a flexible workforce for their entire workforce, joining with government in trying to increase the competition and productivity of UK business. Some of the messages coming from the private sector in relation to flexibility and in some cases flexibility at senior level are discussed below. The benefits of flexibility include: * Reduced estates costs through home working (especially in London)’ * Environmental benefits through home working: reduced traffic nuisance and fuel consumption, more parking for those that do need to come to the office’ * Improved recruitment: demographic trends - listening to working parents and the attitudes of graduates - show how unsustainable extended commuting times and long inflexible working hours are in relation to family and personal life. Flexibility will remain attraction to potential employees, * Healthier more motivated workforce: flexible employees are happier than other colleagues with lower rates of stress related absence, * Retention: a high proportion of women return from maternity (which is significant if women are delaying the time at which they have their first child and have reached more senior positions).
Career Development on Women in United States
The American Association of University Women (AAUW) is the nation’s leading voice promoting equity and education for women and girls. Since our founding in 1881, AAUW members have examined and taken positions on the fundamental issues of the day — educational, social, economic, and political. AAUW originally designed Career Development Grants in 1972 to offer “encouragement” funding to AAUW members seeking to renew or resume academic work for credit toward career or employment advancement.
Career Development Grants provide funding to women who hold a bachelor’s degree and are preparing to advance or change careers or re-enter the workforce. Primary consideration is given to women of colour and women pursuing their first advanced degree or credentials in non-traditional fields. Applicants must be U.S. citizens or permanent residents whose last degree was received before June 30, 2008. Funds are available for tuition, fees, books, supplies, local transportation, and dependent care.
Grants provide support for course work beyond a bachelor’s degree, including a master’s degree, second bachelor’s degree, certification program, or specialized training in technical or professional fields. Course work must be taken at an accredited two- or four-year college or university in the United States or at a technical school that is fully licensed or accredited by the U.S. Department of Education. Funds are not available for doctorate-level work.
Conclusion
A diverse workforce can provide tangible benefits to a company besides just fulfilling legal compliance and good faith efforts. In fact, as markets expand globally being able to understand and reach out to the individual needs of people from other cultures and regions will be paramount. A multicultural, talented, and trained employee base gives companies that key advantage. Organizations which excel at leveraging diversity (including the hiring and advancement of women into senior management jobs, and providing a climate conducive to contributions from people of diverse backgrounds) will experience better financial performance in the long run than organizations which are not effective in managing diversity. Organization should not underestimate women’s ability since they can contribute to company. They should be treated in fair like treating others employees by giving same level of opportunities in career. They are deserved to have a well career development in one organization.
References
Journals and Books * Cinnamon Bennett, Ning Tang, Sue Yeandle, Women’s Career Development in the Local Authority Sector * The Law Society, (March, 2010), Obstacles and Barriers to the Career Development of Woman Solicitors * Vivian M. Lalande, Sharon D. Crozier, Heather Davey, (2000), Women’s Career Development and Relationships: A Qualitative Inquiry, Canadian Journal of Counselling.
Websites
* http://www.sr-site.com/2012/02/womens-contribution-to-development-of.html * http://englishhomebd.blogspot.com/2012/05/english-home_1444.html * http://glassvisage.hubpages.com/hub/Women-and-the-Domestic-Realm * http://money.cnn.com/galleries/2010/fortune/1009/gallery.most_powerful_women.fortune/5.html * http://www.americasjobexchange.com/career-advice/women-and-equality * http://www.guidance-research.org/EG/impprac/ImpP2/new-theories/career-theory-for-w * http://www.un.org/en/events/womensday/history.shtml * http://equalitymagazines.com/index.php/why-diversify/why-hire-diversity * http://work.chron.com/career-development-issues-facing-women-12098.html * http://www.aauw.org/ * http://www.aauw.org/what-we-do/educational-funding-and-awards/career-development-grants/ * http://www.ehow.com/about_5347594_factors-affecting-careers-women.html

References: * The Law Society, (March, 2010), Obstacles and Barriers to the Career Development of Woman Solicitors * Vivian M