From Factory Floors to Glass Ceilings: A Look Into the Realities of Working Women

Defining the Term “Gendered Workplace”

There has been much transformation for women’s roles in the U.S. workforce. From the early 19th century when women worked mainly at home supplying textiles, goods, and childcare to present day where women now make up nearly half of all workers in the U.S., there has been much progress. Despite their progress, there is still innate inequalities and discrimination women face in the workplace. Advancing in their career is limited, the gendered pay gap still exists, and balancing work-life and home-life is an experience a lot of women struggle with.

The term “gendered workplace” refers to women remaining in lower-wage jobs, while men ultimately dominate the higher-wage jobs (American Association of University Women [AAUW], n.d.). The lower-wage jobs typically dominated by women include caregiving or clerical roles, while men disproportionately hold leadership positions or work in tech. This stems from traditional gender roles where society did not accept women working anywhere other than their home. This has shaped how different careers or labor is valued and perceived by society today.

Women who find themselves working in a gendered workplace may be more likely to experience the pay gap or be penalized professionally for having children. They are also less likely to be paid fairly compared to men with similar education and training in their fields. Women are underrepresented in fields like STEM and leadership positions where they would receive higher pay. Understanding the gendered workplace allows us to see how systemic issues have largely contributed to the disparities women face in the workforce, in the past as well as today.

The History of Women’s Work in the U.S.

Women’s work in the U.S. has evolved greatly. In the very early days of the country, women traditionally worked around the house, performed agricultural jobs, and oversaw childcare as well. Hanna Brooks Olsen writes that “The labor that women have historically practiced, or expected to practice, in the United States was viewed as less important, less challenging, or less culturally significant” (Olsen, 2023). Even though what these women did was crucial to their families, it was not seen as equal to what a man does. This is where the inequality in the workplace begins.

Paid labor after 1820 came during the Industrial Revolution when factories needed workers to make products that women had traditionally made at home. Factories were fast and efficient, so this was the new way of production. While some women remained in their traditional roles at home, Rosalyn Baxandall and Linda Gordon tell us that “about 20 percent of manufacturing employees were women” (Baxandall & Gordon, 1995, 40). This accelerated the shift from household work to a paid-labor job.

Even though women were in the labor force, they faced great discrimination because of their gender. They were seen as less capable, soft, and emotional. Workplace conditions for women were terrible, they did not receive much pay, and they were completely overworked. A tragic example of this happened in 1911–the Triangle Shirtwaist Factory fire. The women who worked in this factory experienced unsanitary and unsafe workplace conditions, locked into the factory, which ultimately contributed largely to the incident. These women had to work 14 hour days with just a single break–no bathroom breaks. The pay they received was also unfair and extremely low. On top of all of that, a lot of these women were mothers or teenagers. In fact, in a film from 2011, The Triangle Fire, they tell the story of this tragic day and depict what happens. The documentary mentions that half of the workers who died in the fire that day were teenagers (The Triangle Fire, 2011). Before the incident, the workers there organized a strike to gain union representation, better wages, and less hours of work. Unfortunately, the Triangle workers did not gain union representation, and the workplace ended up catching on fire. The employers took advantage of the workers vulnerability, since a lot of these workers were immigrant women. They thought these women would be too afraid to seek help because of their documentation status.

When the Great Depression occurred, millions of women lost their jobs or received low wages. Times were tough, but in World War II, “Rosie the Riveter” became a symbol that challenged preconceptions of female physicality. After 1945, women’s jobs were replaced by men being home from the war. Women ended up being undermined, fulfilling clerical roles and going back to household work.

There was a “second wave of feminism” in the 1960s that challenged the discrimination women were facing. The Civil Rights Act of 1964 made it so that employers cannot practice sex-based hiring. The Equal Pay Act of 1963 sought to make it so women would make the same as a man in their equal position. Things were looking up for women in the workforce. By 1980, almost half of all college graduates were women (Jacobs and Bahn, 2019). Today, we see the effects from our history impacting almost all women workers.

The term the “glass ceiling” refers to a “metaphor describing the invisible barrier women and other marginalized groups face when trying to reach higher levels of professional success” (Reiners, 2024), according to an article written by content marketer Bailey Reiners. The barriers that women face in the workplace are not necessarily policies written by their employers, they are, instead, biases from more senior positions. Women are prevented from equal pay to their male coworkers, moving up to higher positions, and sometimes struggle to even find a job. These are simply the result of employer’s bias against their gender, believing that women cannot be more intelligent than a man, as capable as a man, are less reliable than a man…

The “glass ceiling” is something that has existed forever and still exists today. Many women have experienced the barrier of the “glass ceiling.” In fact, a study from 2024 shows that “women’s median earnings were only 81 percent of men’s median weekly earnings, while just over 10 percent of Fortune 500 companies had women in CEO positions” (Reiners, 2024). Women who desire to move up the career ladder and seek higher positions are less likely to have success in that area because it has been made much more difficult for them. The “glass ceiling” becomes a part of the culture of a company, rather than written in place, which makes it that much harder to fix. Despite women’s efforts to diminish these barriers and create progress, the “glass ceiling” is still in effect today.

Over the course of history, gender dynamics have continued to remain a problem. Gender dynamics, according to Lacie Blankenship, “refer to people treating men and women differently in ways that affect their power, status, and authority” (Blankenship, 2023). This affects people’s perception of the skills women can have, and results in workplace inequalities. When being selected for a job, it is assumed they will evaluate candidates based solely on skills, experience, certifications, and sometimes personality. This is a part of the hiring process, of course, however, this is just simply not all that employers think about when hiring a prospective candidate. Blankenship states that, because of gender dynamics, “women might have a harder time achieving equal pay and authority despite displaying equal skill because gender dynamics distort people’s views of women’s skill and behavior” (Blankenship, 2023).



Current Issues

Women have been fighting for equality in the workplace for a very long time, and there have been significant changes implemented into workplace policies. However, women continue to face inequality challenges that limit their career development. Four issues that women are currently facing in the workplace are: the gender pay gap, workplace harassment, professional penalties for becoming a mother, and lack of representation in leadership positions as well as male-dominated fields, such as STEM careers.

The Equal Pay Act of 1963 was created to “prohibit discrimination on account of sex in the payment of wages by employers engaged in commerce or in the production of goods for commerce” (U.S. Equal Employment Opportunity Commission [EEOC], n.d., para. 1), yet women in the U.S. still are somehow underpaid in comparison to a male equal. It is also important to note that marginalized groups experience this as well, if not to a greater extent. There are a few contributing factors that lead to a gender pay gap, despite the laws. Employers may be less likely to hire a woman because they think she may choose to become a mother soon and put her work behind her. This may cause them to offer a lower salary, unpaid or shorter maternity leave, or refuse to hire her in general. Another issue is the undervaluing of the work of a woman. People, not just specifically men, inherently think that women are not able to be as successful as a man. Women are less likely to be encouraged to enter STEM fields and instead encouraged to enter fields like nursing, teaching, or social work. Women are also often seen leaving their profession in STEM because of how undervalued they felt. Eileen Pollack puts it this way: they left “not because they weren't gifted but because of the slow drumbeat of being underappreciated, feeling uncomfortable, and encountering roadblocks along the path to success" (Pollack, 2013).

Another issue contributing to the gender pay gap is that men are much more likely to negotiate their salary. In a TED Talk from Sheryl Sandberg, she presents the numbers from a study of recent college graduates. This is from 2010 but is still relevant today: “fifty-seven percent of [men] entering, are negotiating their first salary, and only seven percent of women" (Sandberg, 2010, 6:14). Society has taught women to keep their heads down, and that they should not speak up; that they should be grateful to have the position in the first place. So, women underestimate themselves and start to believe they will not make it. This has led women to stick to the lower-wage jobs that women have traditionally dominated in (caretaking jobs, teaching, etc.).

Not only does the work and knowledge of women go underappreciated in many workplaces in STEM fields, but women are also often prevented from moving to leadership positions in both male-dominated and female-dominated fields. Women make up about half of all U.S. workers, but an “analysis of more than 1,100 companies shows that women hold about one-quarter (25.1%) of senior management or leadership roles” (Hall, et al., 2024). People have gendered stereotypes about leadership because they associate it with masculine traits. Women, in turn, are then overlooked for these higher positions at their workplace. The change that needs to be made comes from within each workplace, teachers, family, and friends. These are the people who should encourage women to strive for the top and not to accept these inequalities.

Another issue women still face in the workplace today surrounds work-life balance, paid parental leave, and the weight of caregiving. In the U.S., there is not a federal law that paid-parental leave is required. Only twenty-seven percent of workers reported having paid family leave (U.S. Bureau of Labor Statistics [BLS], 2023). When the demands of taking care of a child become present, a lot of women must reduce how much they work or leave their job entirely. For some women, they remain employed but go home after work just to arrive at their second job–motherhood. They experience burn-out, and work tirelessly to keep the house clean, family fed, and the kids happy. It is a lot for somebody to handle every single day, and that is why there is a lot of women leaving their careers so that they can provide at home for the family. If parents were able to receive sufficient parental-leave pay, then it is likely more women would remain in their careers while still being able to be a mother. There is also a lack of childcare options in workplaces. If both parents are going off to work just to afford to live, who will watch the kid every day? Daycare can become extremely expensive, so a lot of mothers opt to stay home and leave their job instead. Not because they want to halt their career necessarily, but because they must. Workplaces should implement policies that support paid parental leave and affordable daycare options so that women do not have to choose between their career and motherhood.

In addition to all these disparities’ women face, male-dominated fields that women enter into are much more likely to experience harassment, inappropriate jokes, and other uncomfortable circumstances. The EEOC reports that from 2018-2021, “78.2% of sexual harassment charges were filed by women” (EEOC, 2022, Figure 2). This percentage came out of a total of 27,291sexual harassment charges from 2018-2021 where the majority of offenders were men (EEOC, 2022). Also, women of color are more likely to experience workplace harassment than others.

The #MeToo movement was a huge exposure of people in power taking advantage of women, especially in work environments. Some companies have placed anti-harassment policies and training into their company, as well as zero-tolerance policies. However, despite there being policies put into place, these issues are still often ignored and overlooked by employers to this day. This has led to less reporting of these incidents in fear of either losing their jobs or the report backfiring on them in some way.

Although there has been an increase in women in the workforce since the Industrial Revolution, the deep-rooted bias and culture of a company still widely exist today. Women face the gender pay gap, barriers from the “glass ceiling,” workplace harassment, and less opportunities during motherhood. They may even experience discrimination because of the chance they would become a mother, as this could be a factor when deciding them over a male candidate during the hiring process. Even if the male candidate they are compared to has less credentials or is less impressive, women still may be the second choice because of the implicit bias against women. This is especially apparent with the idea that they may become a mother someday, so they may be seen as not as reliable as the male candidate. There has been a long legacy of discrimination against women that will continue to be fought against for years to come. There has to be some sort of reform or transformation of our society to completely combat these issues. This is why it is important to study the history and progress women have made to date.

Implications for my own Life

Taking this course has allowed me to better understand the history of women in the workplace and how a lot of these issues are still affecting our society today. It has shaped how I think about my future in the professional writing fields, specifically UX writing. Learning about the struggles and difficulties women have faced throughout U.S. history has shifted my perspective on my future career more. My plan my whole life was to go to school to become a teacher, but as I gained a deeper love for writing and research, I decided that teaching was no longer the path I am meant to take. But with that, I must remember that it is probable I will be working with a company that happens to be a male-dominated one. I know that I must remember our history of working women, as well as the issues still faced today amongst women, and heighten both my awareness and strategy when navigating my career.

Before taking this course, I thought of my career as being something flexible. I assumed I would easily find a company that does not hold biases or discrimination of gender, that the field I want to enter will be more accepting of women workers because writing has been seen traditionally as more of a woman-dominated field. Now that I have taken this course, it has opened my eyes and changed my prospective on my career choice.

Women in fields like this one still face gender pay gaps, are not represented in leadership positions as well, undervalued, and viewed as less intelligent. I have to ensure I am doing adequate research into any prospective employers because I want to make sure I am able to receive the same opportunities as men. Speaking up is something I struggle with, which is going to be important in my future career. I would like to be able to negotiate my salary, speak up if I experience workplace harassment of any kind, and feel as if I am heard when it comes to my own input on projects and such. Often, women are afraid to be bold and speak up because they are seen as, in lack of a better term, “bitchy,” in comparison to when a man speaks up, he is seen as confident; he is even seen as somebody with leadership qualities. This is what keeps me from feeling comfortable sharing my thoughts.

I am constantly making sure everybody else is happy and putting myself last. Recognizing that I do this makes me nervous that it will prevent me from moving up in my field. With that, however, I must mention that utilizing my writing skills and strategies can allow me to write more boldly with more confidence. It also allows me to get my point across without interruption or immediate judgment based on the way I look. This is something I will use to my advantage, because my points will be clearly thought out and modified before being sent. Realizing that I will not be the exception when it comes to workplace gender discrimination is scary. However, being part of a movement towards change and continuing to push for equality is something I am not scared of.

Learning about some of the tragic results of workplace inequality, such as the Triangle Shirtwaist Factory fire in 1911, remind me that women have fought long and hard for women like me to be able to become successful in my career. Their struggles in the past helped result in my current rights to have a safe working environment, non-discrimination policies, and a more equal pay to men’s, even though it is still not perfect. I can choose almost any career path I would like despite my gender. I also know that I must show my support for other women in the workforce, specifically more marginalized groups, and continue to fight for progress for all women.

I am someone who does want a successful career as well as raise a family someday. This is something I know I must think more about, since it could be, unfairly, a detriment to my career and success. The pressures from society, especially my parents as my mother has always been a stay-at-home-mom, completely reinforce traditional gender roles. I cannot let the opinion of others shape the way I live my life.

Another realization I have had is that surviving in the workplace is one thing, but to thrive in a workplace is another. This means that, as a woman, I realize I may have to go the extra mile often to keep up with men. I have to understand it is okay to walk away from a job that does not align with my values, that I should be looking for companies that will pay me fairly, show diversity in their leadership positions, and will support me if I decide to start a family one day. As women, we need to remember that these are not luxuries, they are necessary for us to thrive in a career; to make it something we are proud of.

Summary

The influence of gender on work in the U.S. is strong. This course has taught me a lot about how gender influences career choices, treatment in the workplace, wages, and more. From the beginning of industrialization when women worked in dangerous conditions and suffered at the hands of inequality greatly, to today where women are still fighting for equal pay, leadership representation, and better work-life balance. It has been a long process of becoming seen as an equal to men. Gender roles have not remained static, they have shifted to become more accepting of women, however, there is still a lot of inequalities women continue to face in many careers.

The Triangle Shirtwaist Factory fire is a reminder of how far we have come, and how workplace conditions for women could have been the same way today if it were not for the long line of women fighting for change. Women were undervalued and underappreciated back then, and still experience it today, despite policy changes and laws that attempted to prevent that.

As I prepare to enter the field of professional writing, specifically UX writing, I now understand the challenges I will face because of my gender. Yes, it is scary to learn about these disparities and the history, but it is so important to know these things so that I can navigate my career choices better. I can create strategies that may help me become more successful as a woman, and hopefully use my own experience to help other women someday. Gender inequality is not just an issue that happens at some workplaces, it is a societal issue happening everywhere, whether that be through personal biases or policy. This is not a left or right political issue, it is something that everybody should combat and help to eliminate. Blankenship describes this well: “to have a stable society, we need to establish upward mobility and equal opportunity. Otherwise, hierarchies become oppressive and unstable” (Blankenship, 2023). This is how we must evolve.



References

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Weitzman, M. (Director). (2011). The Triangle Fire [Film]. PBS American Experience. https://www.dailymotion.com/video/x1itk1p