The Other Side of the Equation The Demands of Women on Reentering the Labour Market

The Other Side of the Equation The Demands of Women on Reentering the Labour Market The recent interest in women returning to, orincreasing their, labour market participation haslargely ignored the skills and aspirations of womenthemselves. This article is based on a survey ofmothers of young children in a fairly prosperouspart of the South East of the UK. Researchfindings indicate that women lack confidence abouttheir ability to return to economic activity, havea high demand for training, and expect to befrustrated in their career aspirations if training isnot available. Childcare provision, flexible workinghours and training would enable them to increasetheir participation in work. Constraints operate onthe level of entry to the labour market and preventwomen achieving their full potential. The discussionconsiders the forces which can facilitate or impedethe full participation and development of womenat work occupational segregation, employerattitudes, the gender bias within organisations,Training and Enterprise Councils TECs, tradeunions and changing labour market demands. Thefindings indicate important policy directions foremployers, trade unions and TECs to utilise thishuman resource more effectively. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Employee Relations: An International Journal Emerald Publishing

The Other Side of the Equation The Demands of Women on Reentering the Labour Market

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Publisher
Emerald Publishing
Copyright
Copyright © Emerald Group Publishing Limited
ISSN
0142-5455
DOI
10.1108/01425459110144540
Publisher site
See Article on Publisher Site

Abstract

The recent interest in women returning to, orincreasing their, labour market participation haslargely ignored the skills and aspirations of womenthemselves. This article is based on a survey ofmothers of young children in a fairly prosperouspart of the South East of the UK. Researchfindings indicate that women lack confidence abouttheir ability to return to economic activity, havea high demand for training, and expect to befrustrated in their career aspirations if training isnot available. Childcare provision, flexible workinghours and training would enable them to increasetheir participation in work. Constraints operate onthe level of entry to the labour market and preventwomen achieving their full potential. The discussionconsiders the forces which can facilitate or impedethe full participation and development of womenat work occupational segregation, employerattitudes, the gender bias within organisations,Training and Enterprise Councils TECs, tradeunions and changing labour market demands. Thefindings indicate important policy directions foremployers, trade unions and TECs to utilise thishuman resource more effectively.

Journal

Employee Relations: An International JournalEmerald Publishing

Published: Mar 1, 1991

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