ESSAY

“WOMEN IN THE WORKPLACE”

HANNA BANDURA
(117082)

Throughout history, women have traditionally been expected to fulfill the

roles of housewife, mother, and caregiver. These stereotypes have confined
women to staying at home and tending to household chores and childcare
duties, while motherhood remains a primary expectation for women even in
modern times. Those who deviate from these roles are often judged harshly, and
in the past, women who pursued careers outside of the home were viewed as
self-centered and held jobs that were not considered prestigious. Today,
however, women have joined the workforce in greater numbers, though they
still face gender stereotypes and barriers to advancement. While it was once
impossible for women to work on an equal basis with men, times have changed,
yet women continue to face obstacles in achieving true gender equality in the
workplace.
From the historical perspectives, the changing position of women in the
workforce is illustrated by the feminist movements that were held with the goal
of acquiring the possibility to work. Though these movements began to gain
momentum since the 1960s, for the first time, women entered the workplace
during World War II when men were forced to become soldiers, and women had
to take their workplaces even if a job required hard manual labor. However,
even in the developed countries, after the end of the War, “women disappeared
from industrial employment with postwar reconversion” (Kossoudji & Dresser,
1992, p.431). From this, it could be inferred that society still was convinced that
a woman should be a housewife, while a man should be an employee.
From the viewpoint of a historian, it is essential to mention the Quiet
Revolution that goes on since the mid-1970s. This revolution is marked by the
transformation of the labor market since the number of employed women
continues to increase. Due to globalization’s rising speed, this process affects
not only economically developed countries but also the developing ones.
According to Goldin (2006), this revolution is remarkable because it changes
how women perceive themselves; it modifies their individual identities. Thus,
over time globalization women have more political and economic freedom.
During the period between the 1930s and mid-1970s, women's
involvement in the economy increased steadily, largely due to a rise in

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employment among married women. By 1970, half of single women and 40
percent of married women were working. This was driven by factors such as
increased high school graduation rates, which led to an increase in demand for
clerical workers, a field that was increasingly dominated by women.
Additionally, the stigma attached to married women working outside the home
decreased, as these jobs were seen as cleaner and safer. Despite this progress,
women were still viewed as secondary earners, and most expected to have short
careers.
By the early 1990s, the labor force participation rate of women aged 25-54
reached just over 74 percent, compared to roughly 93 percent for men in the
same age group. During this time, women began to pursue careers in fields that
were traditionally male-dominated, such as medicine, law, management, and
academia, while the number of women in more traditional female roles like
teaching, nursing, and social work declined. As women increased their
education and entered higher-paying industries, the gender pay gap began to
narrow significantly.
Moving to the sphere of the humanities, it is curious to notice that women
with a degree in this field are two times more likely to be employed in teaching
than men (American Academy of Arts and Sciences, 2015). In contrast, men
more frequently get managerial positions (American Academy of Arts and
Sciences, 2015). Besides, the field of humanities, in contrast to exact sciences,
is commonly believed to be female. According to Trusz (2020), this division
exists because teachers more actively encourage boys during math and physics
classes while girls during the literature, history, and language ones. Although
humanities are regarded as a female by nature, the survey conducted by Brown
(2019) reveals that, on average, a male artist’s work is sold at a higher price
than a female one. This point signifies that women’s labor is still rated as
cheaper in contrast to one of men.
The perspective of natural and applied sciences is closely related to the
previously described topic of humanities due to the existence of gender
prejudices. The survey conducted by Noonan (2017) reveals that women are
underrepresented in the science, technology, engineering, and math (STEM)
workforce as they comprise only “24 percent of STEM workers” (p.2). Greider
et al. (2019) argue that the reason for the underrepresentation of female workers
in STEM lies in “sexual and gender-based harassment” (p. 692). From this, it
could be inferred that women face numerous barriers that prevent them from
being employed in the field of natural and applied sciences.

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 The role of women in the workplace has undergone a significant
transformation over the past 50 years, challenging traditional gender norms and
paving the way for greater gender equality. Media, including films and TV
series, have played a crucial role in shaping societal perceptions and reflecting
the changing dynamics of women's roles in professional settings. By examining
notable examples from popular media, we can observe the profound differences
in the representation of women in the workplace over the last half-century.
Stereotypes and Limitations (1970s-1980s): During the 1970s and 1980s,
women in the workplace were often portrayed through stereotypical lenses.
Films like "9 to 5" (1980) shed light on the struggles women faced in male-
dominated industries. The characters, played by Jane Fonda, Lily Tomlin, and
Dolly Parton, depicted the unfair treatment, sexual harassment, and unequal pay
that women encountered. These portrayals aimed to challenge prevailing norms
and shed light on the need for change. The film resonated with audiences and
contributed to a growing awareness of workplace gender inequality.
A striking example of discrimination against women in the workplace is
the main character of the film «On the Basis of Sex».
That was in 1956. Ginsburg is now one of three women on the nine-
member Supreme Court, and not even her most dogged ideological enemies
would question her right to be there. (The Senate vote for her confirmation in
1993 was 96-3) “On the Basis of Sex,” directed by Mimi Leder from a
screenplay by Daniel Stiepleman (Justice Ginsburg’s nephew), is interested in
Ginsburg’s role in bringing about this change. Rather than trace the full arc of
her career, it focuses on the first sex-discrimination case she argued in federal
court in the early 1970s, and on the development of a legal strategy to challenge
injustices so deeply ingrained as to seem perfectly natural.
One of the first things you hear in “On the Basis of Sex” is the song “Ten
Thousand Men of Harvard.” And that is more or less what you see onscreen: a
parade of mostly pale males in dark suits marching through Cambridge. In their
midst is Ruth Bader Ginsburg (Felicity Jones), a first-year law student and one
of only nine women (out of nearly 500 students) in her class.
At a dinner party, she and the others are asked by Erwin Griswold, the dean
of the law school (Sam Waterston), why they think they have the right to be
there instead of the men who might have been admitted instead. The answers
range from fumbling to diplomatic, but the intent of the question could not be
clearer. Harvard, like nearly every other institution where power is concentrated
and influence is transmitted, is no place for a woman.

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 Her experience of sexism in the legal profession starts at Harvard and
continues after she graduates (from Columbia, where she transferred after two
years) and tries to find work, taking a teaching job at Rutgers when no firm will
hire her.
Once she takes up her breakthrough case — representing Charles Moritz
(Chris Mulkey), a Colorado man denied a tax benefit routinely given to women
caring for family members — the movie becomes a series of arguments about
gender, society and the law.
The Rise of Ambition and Professionalism (1990s-2000s): The 1990s and
early 2000s witnessed a shift in media portrayals, highlighting women's
ambition and professional pursuits. In the TV series "Ally McBeal" (1997-
2002), the titular character, played by Calista Flockhart, was a successful lawyer
who challenged gender bias in the workplace. The show emphasized the
struggles of women striving for success while addressing personal and societal
challenges. It explored issues such as work-life balance, double standards, and
the pressure on women to conform to societal expectations.
Breaking Glass Ceilings and Leadership (2010s-2020s): In recent years,
media representations have increasingly showcased women breaking glass
ceilings and assuming leadership positions across various industries. The film
"The Iron Lady" (2011) depicted the life of Margaret Thatcher, the first female
Prime Minister of the United Kingdom, who shattered gender barriers. The
movie explored Thatcher's political journey, highlighting the immense
challenges she faced and the resilience she displayed. Similarly, the TV series
"Scandal" (2012-2018) presented a strong, capable female lead, Olivia Pope
(played by Kerry Washington), as a powerful crisis manager and strategist.
Pope's character defied stereotypes and demonstrated women's ability to excel
in high-stakes environments traditionally dominated by men.
Diverse Experiences and Intersectionality: Contemporary media has also
begun to explore the intersectionality of women's experiences in the workplace.
Shows such as "Insecure" (2016-present) delve into the complexities faced by
women of color in professional environments. These narratives highlight the
unique challenges and discrimination they encounter, shedding light on the need
for inclusivity and equal opportunities. By addressing intersectionality, these
media portrayals contribute to a more comprehensive understanding of the
obstacles faced by women in different social, cultural, and racial contexts.
Despite changing situation of women’s status in the work in comparison 50
years, there are still some problems that women must challenge.

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 One of the primary factors contributing to the failure of these highly
skilled women to reach the tops of their professions and earn equal pay is that
top jobs in fields such as law and business require longer workweeks and
penalize taking time off. This would have a disproportionately large effect on
women who continue to bear the lion’s share of domestic and child-rearing
responsibilities.
Also, it can be difficult for women to meet the demands in these fields
once they have children. The very fact that these types of jobs require such long
hours likely discourages some women—as well as men—from pursuing these
career tracks.
Possible solutions to these challenges could include creating more flexible
work arrangements that accommodate family responsibilities and caregiving.
This could involve promoting telecommuting, job sharing, and flexible hours, as
well as offering family leave policies that benefit both men and women.
Additionally, there is a need for continued efforts to reduce gender bias and
discrimination in the workplace, including unconscious biases that may be
hindering women's career advancement. This could involve training and
education for employers and employees to recognize and address these biases,
as well as enforcing equal pay laws and promoting transparency in pay
practices.
Another solution could be to increase the representation of women in
leadership roles in various fields, including government, business, and
academia. This could involve mentoring and sponsoring programs that help
women develop the skills and networks needed to advance in their careers, as
well as supporting women in their pursuit of top leadership roles.
Overall, addressing the remaining challenges facing women in the
workplace will require a multifaceted approach that involves policy changes,
cultural shifts, and individual efforts to promote equality and diversity.
‘Workin’ Moms’ is a 22-minute drama comedy or dramedy, consisting of
13 episodes. It was created by Catherine Reitman, of the famous Reitman
family, and Phillip Sternberg, Reitman’s husband both in real life and on the
show. ‘Workin Moms’ is that rare combination of drama, comedy, and most
importantly: a three-dimensional portrayal of working women.
Set in modern-day Toronto, this dramedy series chronicles the lives of five
moms who form unusual friendships through a very insightful, yet provocative
"Mommy and Me" class, and on their difficult path of urban motherhood, which

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is packed with the turmoil of kids, highs and lows, careers, Marriage and
identity issues, all while attempting to reach the holy grail: a sense of self.
The show follows Kate (Catherine Reitman), an in your face ad executive
trying to balance career and motherhood. She is blunt and assertive, though
usually struggles with sexism at work, which makes her life all the more
difficult – because she’s good at her job. She competes on equal terms with a
man for promotion at work, which can be considered a huge achievement for
women, since they have such an opportunity. But with all this, this is an unequal
fight. Since a man can devote himself entirely to work (and time and all his
thoughts), but a woman does not have such an opportunity. She achieves a
promotion at the end of the season moving to Montreal. However, her son
becomes sick and is hospitalized. This leads to a confrontation with her boss,
Victoria, and Kate is subsequently placed on leave. However, after that she had
an opportunity to open her own PR firm, which is very successful.
To sum up, addressing gender inequality in the workforce is a complex
issue that necessitates ongoing attention and action from individuals,
organizations, and governments. Although strides have been made, significant
obstacles remain that hinder women from reaching their full potential and
experiencing equal treatment and compensation in the workplace. Viable
solutions encompass various measures, such as enhancing accessibility to
affordable childcare and implementing parental leave policies, establishing
diversity and inclusion initiatives, promoting mentorship and leadership
opportunities specifically for women, and challenging and transforming gender
stereotypes and biases prevalent in education, media, and society at large.
Over the past five decades, the media has played a crucial role in capturing
the evolution of women in professional settings. Its portrayals have
encompassed challenging stereotypes and limitations while emphasizing the
importance of ambition, leadership, and intersectionality. Media depictions have
mirrored the shifting societal expectations and aspirations of women,
showcasing their journey towards empowerment. However, despite the progress
made, achieving genuine gender equality in the workplace remains an ongoing
endeavor.
To further advance equality, the media must persist in highlighting diverse
and empowering narratives. By doing so, it can contribute to cultivating a more
inclusive and equitable professional landscape for women in the future. Through
continued efforts to challenge norms, inspire change, and encourage dialogue,
the media can effectively shape public perceptions and promote a society where

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women have equal opportunities and recognition in all spheres of professional
life.

References

American Academy of Arts and Sciences (2015). Gender and the

Occupations of Humanities Majors. Web.

Brown, T. (2019). Why is work by female artists still valued less than work by
male artists? Arts Economics. Web.

Giddens, A. (1990). The consequences of modernity. Polity Press.

Goldin, C. (2006). The quiet revolution that transformed women’s

employment, education, and family. American economic review, 96(2), 1-21.

Greider, C. W., Sheltzer, J. M., Cantalupo, N. C., Copeland, W. B., Dasgupta,

N., Hopkins, N., & McLaughlin, B. (2019). Increasing gender diversity in the
STEM research workforce. Science, 366(6466), 692-695.

Kossoudji, S. A., & Dresser, L. J. (1992). Working class rosies: Women

industrial workers during World War II. Journal of Economic History, 52(2), 431-
446.

Noonan, R. (2017). Women in STEM: 2017 Update. US Department of

Commerce. Web.

The UNESCO Institute for Statistics (2019). Women in Science. Fact Sheet

No. 55. Web.

Trusz, S. (2020). Why do females choose to study humanities or social

sciences, while males prefer technology or science? Some intrapersonal and
interpersonal predictors. Social Psychology of Education, 23, 615–639.

World Health Organization (2019). Delivered by women, led by men: A

gender and equity analysis of the global health and social workforce. Web.
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