This publication contains four papers presented by the Director of the Women's Bureau (Canada), which cover topics of concern and interest to the Bureau. Papers are: (1) "The Underemployed, Underpaid Third of the Labour Force," which presents statistical data reflecting a picture of working women in Canada, showing the occupational…

Rather than encourage massive federal or State funding for day care centers, it would be fairer and wiser to use the funds to establish a generous family assistance program. Parents could then exercise their own discretion, using or passing by day-care facilities. (Author)

Although women are entering the labor force in large numbers, evidence is presented suggesting that mechanization has served to reinforce the traditional position of women both at home and in the labor market. Topics discussed include among others, occupations, time spent in housework, segregation of occupation by sex, and earnings. (Author/JN)

Many have asserted that high female labor turnover imposes costs on employers which induce firms to discriminate in hiring and pay against women. This study examines male and female quit data and draws two primary conclusions. First, women are less likely than men to quit for job related reasons although women do quit more often because of…

This U.S. Congressional hearing, chaired by Representative Matthew G. Martinez (California), focuses on women in the work force. Issues, such as equal participation, pay, and advancement, along with sex discrimination and sexual harassment, are addressed. Testimony and written statements were presented by representatives from District of Columbia…

The proceedings delve into facets of the women's movement in America and, particularly the effect of women on the national economy. Highlighted are the speeches to the Assembly of Ms. Betty Friedan, Mrs. Catherine East, Dr. Peggy Kruger, Dr. Jean Lipman-Blumen, and Mrs. Phyllis Schlafly, as well as a final report adopted by the Assembly. The…

Results from this survey show: (1) turnover rates--between 7 and 10 percent--are relatively low compared to those in other service fields; (2) although not statistically significant, female turnover rate was 66 percent higher than the male rate; and (3) males are more likely to resign for another position, females to leave the workforce. (CDD)

The British Oxygen Company Limited's Gases Division Study on the female workforce concluded: not enough use is made of female employee's skill and knowledge, the company shouldn't assume all women want careers but should help them realize the demands a career makes on their time, energy, and commitment. (Author/BP)

A socioeconomic life cycle model consisting of six temporally-ordered stages is used to compare the impact of family background, educational achievement, early occupational achievement, and current family and work role variables on the 1966 earning achievement of a nationally representative sample of black and white married women, ages 30 to 44. A…

Whether women choose to work in the home or in business, they receive the worst of both worlds in terms of protection against poverty. The author describes how the income security program discriminates against women and presents ways of eliminating the injustice. (Author)

A systematic examination and debunking of three myths surrounding black women workers: (1) black women have better jobs than black men, (2) black women and white men are the most successful groups in U.S. society, and (3) black women do most of the work because they are the heads of most black families. (EH)

Considers women in the labor force on a world wide basis and distinguishes between the female labor force participation rates of less and more developed regions including information by region and country. (BR)

Clarifies major issues of women's employment by means of a self-administered, true-false questionnaire. Issues considered are sex differences in employment and earnings, occupational segregation, women's participation in the work force, unemployment and women, social change, and myths and misconceptions surrounding women and employment. Answers…

Educational factors which must change if jobs opportunities for women are to equal those for men are the traditional exclusion of girls from a wider scope of vocational courses, cultural pressures and assumptions, and counseling and administrative policies and circumstances. (JH)

Two essays address the issue of pay equity and present opinions favoring and opposing comparable-worth adjustments. Movement of women out of traditionally female jobs, the limits of "equal pay," fairness of comparable worth and market-based wages, implementation and efficiency of comparable worth system, and alternatives to comparable…