Laserfiche WebLink
• Supervisors subconsciously and consciously undermine female <br />subordinates <br />• "Networking" is less available to females <br />• Females are more likely to choose occupations that pay less <br />• Females tend to have more discontinuous work experience due to family <br />responsibility <br />• Women are more likely to bear the brunt of family duties if married <br />• Females are more likely to turn down critical transfers and job relocation <br />for the sake of the family <br />• Females tend to work in industries and occupations that are less heavily <br />unionized - a condition often accompanied by reduced compensation. <br />Labor unions supported legislation protectionism for women starting as early <br />as 1858 when the Knights of Labor openly declared equal pay for equal work The <br />National Labor Union followed suit in 1868. These union concerns were not <br />centered on the earnings gap between men and women. The unions viewed such <br />legislation as a way to protect male jobs and wages from low-wage female <br />competition. The first account of protective legislation affecting women was a 1867 <br />Massachusetts statute. This statute limited the number of hours women and <br />children could work. <br />4 <br />