The number of women in the workforce has grown by a third since 1984, yet British women still only earn, on average, 80 percent of the wages of their male colleagues. Similarly, British women work the longest hours of women in the European Union (EU), but they are not supported by the generous social welfare schemes enjoyed by women in France and Germany, for example.

Growth in the economy has continued to create job opportunities for women. According to ’Labour Force Survey’ statistics, the numbers of women in employment has risen from 11.4 million in 1997 to 13.1 million in 2001.

The influx of women into the work force since 1998 has accentuated the lack of provision and equal opportunities for working women. The increases in maternity leave, maternity pay and Children’s and Childcare tax credits announced in the March 2001 Budget are signalling a more regulated and supported social framework for women to balance family and employment duties. However, these measures still have to take full effect. Key Note’s research reveals that working women are under far more stress than before (professional AB working women with children in particular).

There is increasing parity in economic activity between men and women. But men are still almost twice as likely as women to be in full-time employment. Women are increasingly aspirational in their attitudes to employment. They are now better qualified than men at every level (including first degrees). Numbers of women setting up their own businesses and taking up management posts are rising sharply. However, several ‘glass ceilings’ remain. Female board representation has not risen, and female entry into the male-dominated areas of science and technology is still low. Even though women are more likely to see themselves as more able to compete in the workplace than men, there is a considerable distance to go before they are working on a level playing field.

The recent expansion of maternity leave entitlement will make balancing home and work commitments more easy for women. However, there is opposition from small businesses, business organisations and even policy think tanks to increased social regulation. Foremost among criticisms is that women will suffer if they are seen to be more expensive to employ. Given the lack of progress on integrating women’s higher expectations with social policy, it is perhaps unsurprising that growing numbers of women with young children regard not working as a more popular option than ever before. This choice is most popular with more affluent women who are also more likely to be disillusioned with the continuing power of ‘glass ceilings’ at work. Key Note’s research shows a rise in a preference among young women to stay at home rather than work if they have young children. While the provision of childcare facilities and childcare benefits are increasing, it is far from universally available, and women, particularly lone mothers, are still disadvantaged in their ability to obtain appropriate childcare.

The direction of increased female participation in the workplace, growing aspiration and achievement, combined with a more pro-active social policy for women does point to improvement in the long term. However, today’s working women are caught in a ‘time trap’ until these provisions gain wider acceptance in the UK’s culture. The pace of change is likely to speed up, however. Graduate entrants to the workplace are becoming scarcer and more demanding in their criteria. High on their list is the desire to avoid the time pressures of their parents and take packages which offer a good work/life balance.