In recent years, it has become increasingly clear that certain working practices are having a significant impact on the earnings and career progression of women. Specifically, high-earning jobs and part-time work can have negative effects on women’s ability to advance in their careers.
Research by Tim Harford has shown that high-earning jobs can have a serious impact on women’s earnings. When women take on these types of jobs, they may be at a disadvantage compared to their male counterparts. This is because these jobs often require long hours or travel, which can make it difficult for women to balance work and family responsibilities. Additionally, high-earning jobs may not be as flexible as other types of employment, which can make it difficult for women to take time off or adjust their schedules as needed.
Part-time work also has its own set of challenges for women in the workplace. While some may see part-time work as a way to balance work and family life, this option can actually have negative consequences on career progression. For example, the “part-timer” label can lead to undervaluation and under-rewarding of a woman’s qualifications and competencies. This is especially true when men are given more challenging or higher paying assignments based solely on their gender.
The negative effects of part-time work on women’s careers are not limited to just the childbearing years either. In fact, these effects can have long-term consequences over the course of a woman’s career. Women who choose to go part-time may find it more difficult to advance in their careers or obtain higher paying positions than those who work full time. This is particularly concerning given that women are increasingly outperforming men educationally in most OECD countries but still face discrimination and unequal treatment in the workplace due to gender bias and stereotypes about their roles in society.
Tom Schuller, author of ‘The Paula Principle: How and Why Women Work Below Their Level of Competence,’ emphasizes the need for addressing these issues if we want to ensure fair and equitable treatment for women in the workforce. By providing more flexible working arrangements such as telecommuting options or job sharing schemes, employers can help mitigate some of these negative effects while also supporting the wellbeing and productivity of all employees.