Worldwide Business Information and Market Reports
www.the-list.co.uk and www.worldmarketresearch.com
Telephone +44 1404 891528 Fax +44 1404 891717 Email reportfinder @ tiscali.co.uk
| MP93133 |
| MAPS WORKING WOMEN JUNE 2003 |
| Overview |
Editor: Simon Taylor
ISBN:
1-86111-358-7
WANT TO BUY THIS? The easiest way is just to ring ReportFinder on +44 (0) 1404 891528 from 0900 to 1930 UK time and ask for Sales.Just one of a HUGE range of titles from publishers such as Aktrin, AMA Research, eMarketer, Key Note, MAPS, MBD, MSI and The Prospect Shop that you can BUY RIGHT NOW online from us. To buy or to browse further, use either of the Back To buttons below to activate our catalogue. If you would like to buy this title, you will find it in alphabetic order in the Index using the first Back To button. If you need further information, please contact us using the details at the top of this page. Please tell your colleagues if you find our site useful!
| Alternatively- try our ad-hoc market report service - define your own report research! |
| Fixed prices - £150, £450 and £1,250 - and fixed delivery of 4, 5 and 14 days |
| Click here for full details |
This report covers: Working women, female employment, full time employees, minimum wage, maternity leave, women's earnings, working mothers, equal opportunities, home life, childcare, mothers, training, career development, marriage, divorce, childlessness, household income, finance, pensions, housewife, household chores, leisure, mobility, retailing, supermarkets
Download A4 print-size PDF version of these pages (with order
form)
Table of Contents Executive Summary
Back to Consumer & Household Services, General Lifestyle Factors
Index and Shopping Cart
Back
To REPORTFINDER home page and Search
Engine| Executive Summary 5 |
| 1. Introduction 7 |
| The Population 7 |
| Table 1: The UK Population by Age and Sex (million and percent), 1961-2026 7 |
| Table 2: Average Age of Mother at Childbirth, England and Wales, Mean Age (years), 1971-2000 9 |
| Changing Roles for Women 9 |
| Definition 10 |
| 2. Strategic Overview 11 |
| WOMEN'S RIGHTS IN HISTORICAL CONTEXT 11 |
| Women Remain Under-Represented 13 |
| Women and Education 13 |
| Table 3: National Curriculum Assessments in England at Key Stages 1, 2 and 3 by Gender, ( percent at expected level), 2002 14 |
| Table 4: Examination Entries and Results in the UK by Gender (000 and percent), 2000/2001 15 |
| Table 5: Vocational Qualifications in England & Wales by Gender (000), 2000/2001 16 |
| Table 6: First Degrees Obtained in the UK by Gender (000), 2001 and 2002 17 |
| Teaching Attracts Most Women 18 |
| Efforts to Encourage More Women into SET 19 |
| 3. Women in Employment 20 |
| Rise in Female Workforce 20 |
| Table 7: The Working Population in the UK by Sex (000), 2000-2002 20 |
| By Occupation 20 |
| Table 8: UK Employees by Sex and Occupation ( percent), 1991 and 2002 21 |
| Women in SET and ICT Careers 21 |
| Discrimination Not Main Factor Making SET Careers Unpopular 22 |
| Women's Working Patterns Linked to Number of Children 23 |
| Table 9: People of Working Age† in Employment in the UK by Usual Weekly Hours Worked ( percent), Spring 2001 24 |
| Table 10: Economic Status of Working Women and Men in the UK (000 and percent), 1991, 1996 and 2001 25 |
| Less Than Half of Single Women Work Full Time 26 |
| Table 11: Economic Standing of Women and Men in the UK by Marital Status ( percent), 2001 26 |
| Table 12: Part-Time Employment in the UK by Sex and Reason (000 and percent), 2001 27 |
| 4. Childcare 28 |
| Creation of more cHILDCARE PLACES 28 |
| Table 13: Total Day Care Places for Children† in England, Wales and Northern Ireland (000), 1987, 1992 and 1999-2001 28 |
| Government Initiative for Affordable Childcare 29 |
| Problems in Provision of Childcare Subsidies 30 |
| Table 14: Usage of Childcare in England by Type of Provider by Age of Child ( percent Usage by Age of Child) 2001 31 |
| Childcare Costs 32 |
| Tax Credits 32 |
| 5. Work-Life Balance 34 |
| Flexible Working 34 |
| Legislation 35 |
| Long-Hours Culture 35 |
| Impact on Businesses 35 |
| Women Responsible for Bulk of Household Chores 36 |
| 6. Women and Money 37 |
| WOMEN'S EARNINGS 37 |
| Table 15: Full-Time Earnings by Occupation in the UK (average gross hourly earnings, excluding overtime), 2002 37 |
| Career Breaks Affect Women's Earnings Potential 38 |
| Table 16: Distribution of Gross Weekly Earnings of Full-Time Employees in the UK (sample number and percent), April 2001 and 2002 39 |
| Greatest Earnings Disparity in Highest Income Group 40 |
| Women And Pensions 40 |
| Table 17: percentage of Pension Holders by Gender and Type of Pension in the UK ( percent), Year Ending December 2000 41 |
| Managing Pensions and Personal Finances 41 |
| Table 18: Women's Attitudes to Managing Finance ( percent), 2003 42 |
| 7. An International Perspective 46 |
| Working Women Worldwide 46 |
| Europe 47 |
| Table 19: Average Actual Weekly Working Hours for Full-Time and Part-Time Workers in the EU by Sex (number of hours), 2001 47 |
| 8. PEST Analysis 49 |
| POLITICAL factors 49 |
| ECONOMIC factors 50 |
| Tax Credits 50 |
| Gender Equality Issues 51 |
| SOCIAL factors 52 |
| Long-Hours Culture 52 |
| TECHNOLOGICAL factors 53 |
| eWorkers 53 |
| Table 20: Estimated Number of eWorkers† in Europe, 2000 and 2010 54 |
| Women Face Problems in Internet-Related Industries 54 |
| 9. Consumer Dynamics 56 |
| The Research 56 |
| Attitudes towards success and earnings 56 |
| Table 21: Women's Attitudes Towards Success in the Workplace and Earnings Necessity ( percent of respondents), 2003 57 |
| Attitudes Towards Childcare 59 |
| Table 22: Women's Attitudes Towards Childcare ( percent of respondents), 2003 60 |
| Attitudes to Crèche Facilities and Further Training 62 |
| Table 23: Women's Attitudes Towards Crèche Facilities at Work and Training to Further Employment Prospects ( percent), 2003 63 |
| A Woman's Work is Never Done 65 |
| Table 24: Amount of Free Time and Perceptions of Work-Life Balance ( percent of respondents), 2003 66 |
| Attitudes towards Convenience Shopping 68 |
| Table 25: Women's Attitudes Towards Convenience Shopping ( percent of respondents), 2003 69 |
| Conclusion 72 |
| 10. Women's Network Groups 73 |
| Association for Women in Science and Engineering (AWiSE) 73 |
| British Federation of Women Graduates 73 |
| Equalitec 73 |
| National Association of Women Pharmacists (NAWP) 73 |
| ResNet 73 |
| The Adwomen Network 73 |
| Women and Manual Trades 74 |
| Women's Engineering Society (WES) 74 |
| Women in Advertising and Communications London (WACL) 74 |
| 11. The Future 75 |
| Raising Women's Profile 75 |
| FUTURE TRENDS 76 |
| 12. Further Sources 77 |
| Associations 77 |
| General Sources 78 |
| Bonnier Information Sources 78 |
| Government Publications 79 |
| Other Sources 81 |
Back to Top
| Women have long been subject to the inflexible demands of the workplace, and forced to juggle the many aspects of their lives, such as childcare, care for the home, care for relatives and the care of their partners, with the financial needs of their homes and families. As a result, and despite increased awareness of inequalities within the workplace, they have been forced to take lower status, lower-paid jobs, often on a part-time basis, with fixed hours. |
| The 'long-hours culture' experienced by a great many British workers in administration and managerial positions has worked against women, whose family demands prevent their working additional hours, and limiting their ability to travel away on business. They are also less likely to be able to commute long distances to work, or to relocate in order to further their careers. |
| It is unsurprising, then, that women are less likely to reach the top positions in commerce and industry. For example, only around 5 percent of board positions in the FTSE 350 companies are occupied by women. |
| There is no doubt that women have both the skills and ability to perform well in the workplace. Academically, women outperform men at every educational level, and in practically every subject. |
| Women also outnumber men in the workplace at entry level, with 37,000 more women than men entering the workplace in the UK in 2002. Women's salaries are increasingly important to the overall household income: 70 percent of women respondents in a specially commissioned Key Note survey claimed that their earnings were essential to their household finances. |
| Government and industry alike recognise that women are an integral part of the labour market. In order to fully exploit the contribution women can make to the economy, a dialogue has been initiated, designed to encourage industry to become more flexible when employing women. |
| The population is changing. Younger women entrants to the labour market expect more, the population is ageing, and dual-income families are the norm. This is coupled with a changing marketplace, where deregulation, a global economy, increased competition and new technologies are increasing customer service demands. Industry has to become customer-centric in order to compete efficiently, and this means structural re-engineering. Along with this restructuring, the old, male-dominated hierarchy has to go, replaced by greater equality and recognition of women's contribution. |
| The Government's paper, 'Balancing work and family life: enhancing choice and support for parents', January 2003, set out its policies for the new working tax credits introduced in April 2003. A joint statement, signed by the Chancellor of the Exchequer, Gordon Brown and the Secretary of State for Trade and Industry and Minister for Women, Patricia Hewitt, claims: |
| "these initiatives are radically reforming the system of support for families — tackling poverty and investing in the potential of every single child in our country. Enabling parents to balance work and family responsibilities can make the difference between their participation in the labour market, or their exclusion. For the employer, it can make the difference between being able to retain a valued member of staff or incurring the costs of recruitment and further training. And for children, it gives them the best possible start in life". |
| The Government is supported by an alliance of business leaders — Employers for Work-Life Balance — chaired by Peter Ellwood, the Group Chief Executive of Lloyds TSB Group PLC. The alliance aims to share best practice and establish a one-stop shop for employers for information on work-life issues, and includes some of the major employers in the UK: BT, Marks & Spencer, ASDA, J Sainsbury, HSBC, the BBC and Littlewoods, to name just a few. |
| In addition, at the Improving Life at Work conference held in January 2003, Patricia Hewitt launched 'Advancing Women in the Workplace' — a good practice guide for employers. |
| All of these measures go some way to breaking down the resistance of employers identified in the 2001 Key Note Working Women Market Assessment report. There is still a long way to go, but the impetus is getting stronger and organisations can no longer just pay lip service to women-friendly policies, but have to embrace them if they are to survive. |
Text © 2003 MAPS
Back to TopBack
To REPORTFINDER HOME PAGEAriadne - working together with our customers to enhance productivity and increase knowledge
© 2003 www.the-list.co.uk Ariadne
Last updated by Amanda Porteous July 2003