Occupational sex segregation in the UK 1979–89: the role of part-time employment

1992 ◽  
Vol 6 (3) ◽  
pp. 286-308 ◽  
Author(s):  
M.J. Watts ◽  
J. Rich
Keyword(s):  
Sex Segregation ◽  
Occupational Sex Segregation ◽  
Part Time ◽  
The Uk

scholarly journals Using mobility networks to understand occupational sex segregation

2021 ◽  
Author(s):  
Per Block
Keyword(s):  
Wage Gap ◽  
Job Characteristics ◽  
Sex Segregation ◽  
Occupational Sex Segregation ◽  
Mathematical Skills ◽  
Emergent Phenomenon ◽  
Occupational Characteristics ◽  
Primary Driver ◽  
The Uk ◽  
Status Differences

Decades after the beginning of the gender revolution, most women and men still work in sex-typed occupations. This is a primary driver of the gender wage gap. Research describing the patterns of occupational sex segregation focuses on supposedly innate job characteristics that match gender stereotypical abilities and preferences, such as the use of mathematical skills or social skills, on income and status differences between occupations, and on organizational job characteristics, for example, the need to work long hours. However, beyond such occupational attributes, sex segregation is hypothesized to exhibit emergent patterns that are linked to the interdependent job mobility of women and men, in particular, men selectively leaving feminizing occupations. Developing new tools inspired by statistical network research, and using representative, longitudinal data that contain detailed occupational mobility from the UK between 2000 and 2008, this replacement mechanism is analyzed. I show that 19-28% of observed sex segregation is linked to this emergent phenomenon in a statistical model that disentangles the various predictors of the allocation of women and men to different occupations. This makes it the most important predictor of segregation in contrast to concurrently modelled explanations based on occupational characteristics.

Gender and Work life Balance

2016 ◽  
Author(s):  
Steven Glasgow ◽  
Katherine Sang
Keyword(s):  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Gender And Work ◽  
Part Time ◽  
Potential Benefits ◽  
The Uk

The concept of work-life balance is an increasingly important issue in today’s society as a result of changing labour demographics. The traditional 9-5 working week cannot cater for all workers and many employers recognise this. Research from the CIPD (2012) indicates that 96% of employers in the UK offer some form of work-life balance practice, with part-time working (88%) and homeworking (54%) being the most common arrangements offered. Despite the increased interest in the work-life balance, there is ambiguity around what work-life balance is. Much of the confusion comes from a lack of agreement over what constitutes ‘work’, and what is ‘life’. This chapter explains the concept of work-life balance, the measures organizations can take to support the work-life balance of its members and the potential benefits and barriers associated with their implementation. The chapter also considers the role of gender in work-life balance, as women are more likely than men to use a work-life balance policy, with 77% working flexibly in some way (CIPD, 2012).

scholarly journals Occupational sex segregation and working time: Regional evidence from Germany

2014 ◽  
Vol 61 (3) ◽  
pp. 317-329
Author(s):  
Stephan Humpert
Keyword(s):  
Regional Differences ◽  
West Germany ◽  
Sex Segregation ◽  
Full Time ◽  
Occupational Sex Segregation ◽  
East And West Germany ◽  
Long Run ◽  
Time Work ◽  
Part Time ◽  
Part Time Work

This paper provides descriptive evidence for declining occupational sex segregation on the German labor market, especially concerning the regional differences between the former East and West Germany. I use segregation measures and long-run social security data for the decade of 1992 to 2004. While segregation has declined over time, it remains higher for the eastern part of Germany. Although this finding is observable for full-time and part-time work, segregation is always lower in part-time employment.

The Changing Availability of Grandparents as Carers and its Implications for Childcare Policy in the UK

2005 ◽  
Vol 34 (4) ◽  
pp. 557-577 ◽  
Author(s):  
ANNE GRAY
Keyword(s):  
Young Children ◽  
Older Women ◽  
Time Use Survey ◽  
Part Time ◽  
Demographic Modelling ◽  
Employment Rates ◽  
Childcare Policy ◽  
The Uk ◽  
New Evidence

This article addresses the role of grandparents as providers of childcare for their grandchildren, and the importance of this role in helping the mothers to enter the labour market. Several childcare surveys indicate that grandparents make a very important contribution, which appears to be sustained over time. Demographic modelling shows that the chances of young children having a maternal grandmother under 70 have risen since 1981, although she is now less likely to live nearby.New evidence from the UK Time Use Survey suggests that grandparents' help has an important influence on whether mothers of young children do take employment, especially those with lower earnings potential. This help also enables them to work longer hours and earn more. However, employed older women play a considerably smaller role in childcare for other households than those without jobs. Analysis of childcare trends from the British Household Panel Survey (BHPS) suggests that help from relatives, of whom the biggest category are known from several other sources to be grandparents, has become an important complement to part-time formal care as pre-school places expanded since the late 1990s. Raising employment rates amongst the over 50s is an established objective of government policy, yet it may conflict with the role of younger grandparents in childcare.

scholarly journals Gendered Career Pathways among Doctoral Graduates in the United Kingdom

2019 ◽  
Vol 8 (11) ◽  
pp. 317 ◽  
Author(s):  
Peri-Rotem
Keyword(s):  
Career Pathways ◽  
Doctoral Graduates ◽  
Career Trajectories ◽  
The United Kingdom ◽  
Doctorate Recipients ◽  
Part Time ◽  
The Uk ◽  
Employment Characteristics ◽  
Time Point

While women form about half of PhD students in Western countries, previous studies have shown that female doctoral graduates are underrepresented in senior positions and have lower earnings compared to their male counterparts within and outside academia. Less is known however about the role of gender in determining the odds of securing a permanent position among doctorate recipients. In this study, we use data from the UK Doctoral Impact and Career Tracking Survey from 2013 to explore the career trajectories of doctoral graduates within seven to nine years after earning their degree. We find that in every observed time point following graduation (0.5, 3.5, and 7–9 years), men are significantly more likely to work in a permanent job than women are. Furthermore, gender gaps in permanent employment are particularly pronounced in the private sector and in non-academic occupations. Using a nested logistic regression model, we find that the higher propensity of female doctoral graduates to work in part-time employment compared to their male counterparts, in combination with other differential employment characteristics has cumulative negative implications on their likelihood of securing a permanent position.

Management of deradicalisation in the UK: reflections of a clinical psychologist

2019 ◽  
Vol 4 (1) ◽  
Author(s):  
Feryad A. Hussain
Keyword(s):  
Clinical Psychologist ◽  
Healthcare Team ◽  
Psychosocial Issues ◽  
Muslim Community ◽  
Home Office ◽  
Terrorist Groups ◽  
Violent Action ◽  
Clinical Counselling ◽  
The Uk

Radicalisation to violent action is not just a problem in foreign lands. Research has identified numerous politico–psychosocial factors to explain why young people from the UK are now joining terrorist groups such as ISIS. Our understanding has been expanded by the accounts of “returnees” who have subsequently either self-deradicalised or joined a government deradicalisation programme in the role of an Intervention Provider (IP). These individuals are now key to the deradicalisation programme. This article presents the reflections of a clinical psychologist who worked within a social healthcare team managing psychosocial issues related to radicalisation, in conjunction with an allocated IP. The project involved individuals from the Muslim community and, as such, issues discussed are specific to this group. It is acknowledged that the process in general is universally applicable to all groups though specifics may vary (under Trust agreement, details may not be discussed). This article also aims to share basic information on the current Home Office deradicalisation programme and raises questions about the current intervention. It also offers reflections on how the work of IPs may be facilitated and supported by clinical/counselling psychologists and psychotherapists.

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