Relevant bibliographies by topics / Women in workforce

Academic literature on the topic 'Women in workforce'

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Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Women in workforce"

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Faidah, Suzan Nabeel, and Saddiga Al-Ghalib. "The Challenges Saudi Women Faced at the Workforce." International Journal of Psychosocial Rehabilitation 24, Special Issue 1 (February 28, 2020): 28–35. http://dx.doi.org/10.37200/ijpr/v24sp1/pr201130.

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Broderick, Elizabeth. "Women in the Workforce." Australian Economic Review 45, no. 2 (June 2012): 204–10. http://dx.doi.org/10.1111/j.1467-8462.2012.00682.x.

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Hartman, Rosanne L., and Emily G. Barber. "Women in the workforce." Gender in Management: An International Journal 35, no. 1 (January 25, 2020): 92–118. http://dx.doi.org/10.1108/gm-04-2019-0062.

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Purpose While women perform as well as their male counterparts at work, women are drastically underrepresented in the onboarding process to senior leadership. The link between occupational self-efficacy and the role it may play in how men and women make decisions about work has not been done. The purpose of this study is to examine potential differences of occupational self-efficacy, career aspirations and work engagement between women and men. Design/methodology/approach Online surveys were created and sent out as emails and on social network sites including Facebook, Twitter and LinkedIn. Findings Findings indicate that occupational self-efficacy has positive effect on career aspirations of women in the workplace. Further, there was no statistically significant difference between occupational self-efficacy and work engagement between men and women. However, men were found to have statistically significantly higher career aspirations than women do. Research limitations/implications While men and women do not differ in occupational self-efficacy or work engagement, men do have higher career aspirations than women do. Although women may believe they can accomplish challenging tasks in the workplace, it does not mean this belief is acted upon. Practical implications The study highlights the importance of occupational self-efficacy and its relation to career aspirations. Individuals who are high in occupational self-efficacy may set their own path in advancing within their career. However, individuals who are low or moderate in occupational self-efficacy may require further encouragement and development using additional resources as a catalyst for advancement guidance. While no differences were found between men and women in occupational self-efficacy, human resource practitioners should develop those individuals who are low or moderate in occupational self-efficacy with coaching, training and/or mentoring to build leadership capacity, increase self-efficacy and career-planning acumen. Social implications Men and women behave differently when seeking career advancement and in their career aspirations. For men, advancement is linked to performance whereas women use a multi-pronged approach focusing on preparing for career success and building role competency. Differences in strategy for advancement mean men will actively engage in behaviors to advance even when they do not have the knowledge or experience to perform in the new role. Conversely, women seek to feel competent in a work role prior to seeking it out. Finding ways to mentor women toward higher self-efficacy for their next career advancement will benefit organizations overall. Originality/value Research examining the role of occupational self-efficacy and its relation to career aspirations does not exist in comparing men and women.
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Haughton, Betsy, and Alexa George. "The Public Health Nutrition workforce and its future challenges: the US experience." Public Health Nutrition 11, no. 8 (August 2008): 782–91. http://dx.doi.org/10.1017/s1368980008001821.

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AbstractObjectivesTo describe the US public health nutrition workforce and its future social, biological and fiscal challenges.DesignLiterature review primarily for the four workforce surveys conducted since 1985 by the Association of State and Territorial Public Health Nutrition Directors.SettingThe United States.SubjectsNutrition personnel working in governmental health agencies. The 1985 and 1987 subjects were personnel in full-time budgeted positions employed in governmental health agencies providing predominantly population-based services. In 1994 and 1999 subjects were both full-time and part-time, employed in or funded by governmental health agencies, and provided both direct-care and population-based services.ResultsThe workforce primarily focuses on direct-care services for pregnant and breast-feeding women, infants and children. The US Department of Agriculture funds 81·7 % of full-time equivalent positions, primarily through the WIC Program (Special Supplemental Nutrition Program for Women, Infants, and Children). Of those personnel working in WIC, 45 % have at least 10 years of experience compared to over 65 % of the non-WIC workforce. Continuing education needs of the WIC and non-WIC workforces differ. The workforce is increasingly more racially/ethnically diverse and with 18·2 % speaking Spanish as a second language.ConclusionsThe future workforce will need to focus on increasing its diversity and cultural competence, and likely will need to address retirement within leadership positions. Little is known about the workforce’s capacity to address the needs of the elderly, emergency preparedness and behavioural interventions. Fiscal challenges will require evidence-based practice demonstrating both costs and impact. Little is known about the broader public health nutrition workforce beyond governmental health agencies.
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Spaights, Ernest, and Ann Whitaker. "Black Women in the Workforce." Journal of Black Studies 25, no. 3 (January 1995): 283–96. http://dx.doi.org/10.1177/002193479502500301.

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Jarvis, Suzanne. "Valuing women in the workforce." Veterinary Record 184, no. 19 (May 9, 2019): 569. http://dx.doi.org/10.1136/vr.l2112.

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Worthington, Amber, Talia Shirazi, and Erin Burke. "Supporting Women in the Workforce." Obstetrics & Gynecology 135 (May 2020): 16S. http://dx.doi.org/10.1097/01.aog.0000663060.32071.42.

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Das, Runumi. "Women Workforce Participation: An Analysis of North Eastern Region of India." Journal of Advanced Research in Dynamical and Control Systems 11, no. 0009-SPECIAL ISSUE (September 25, 2019): 1173–78. http://dx.doi.org/10.5373/jardcs/v11/20192688.

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TULLO, ALEX. "High-Tech Workforce Needs Women, Minorities." Chemical & Engineering News 78, no. 30 (July 24, 2000): 10. http://dx.doi.org/10.1021/cen-v078n030.p010.

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Brodribb, Wendy E. "Breastfeeding Women in the Paid Workforce." Breastfeeding Medicine 10, no. 6 (July 2015): 349. http://dx.doi.org/10.1089/bfm.2015.29000.

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Dissertations / Theses on the topic "Women in workforce"

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Caruth, Fran. "The health of Canadian women in the workforce : a comparison between homemaker women, workforce women and workforce men based on the 1979 Canada health survey." Thesis, University of British Columbia, 1987. http://hdl.handle.net/2429/26181.

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In the past twenty-five years there has been a marked increase in the number of women in the paid labour force, especially among women with young children. Time studies have shown that when a woman has a young family plus a position in the paid labour force, she works a very long day and has little time for recreational or leisure pursuits. This thesis therefore poses the following questions: 1. Do women who participate in the paid labour force report poorer health status than their counterparts who are homemakers? 2. Do women who participate in the paid labour force exhibit lifestyle patterns significantly different from their homemaker counterparts? 3. Do women in the paid labour force exhibit health care utilization patterns significantly different from their homemaker counterparts? and 4. Do women's lifestyles, reported health status and health care utilization patterns differ from those of their male counterparts in the paid labour force? Data from the 1978-79 Canada Health Survey (C.H.S.), which had asked a wide cross-section of Canadians about their lifestyle, health status and use of the health care system, were used to explore these questions. A model was then developed for this study which linked health risk behaviours, health status and health care related behaviours, and which used the variables available in the C.H.S. data base. Multiple Classification Analyses were carried out to determine the best predictors of women's health risk behaviours, health status and health care related behaviours. The three study groups were then standardized using the top two predictors and the rates of the various states and behaviours were compared. First, in the prediction of women's health risk behaviours, the demographic variables included in the model were not effective as only 3-4% of the variance in the scores could be explained. Secondly, in the prediction of health status scores, the composite health risk scores developed for each subject plus the demographic variables were able to explain 4 - 11% of the variation. Thirdly, in the prediction of women's health care related behaviours the composite health risk scores, the health status scores and the demographic variables were together able to explain 14 - 27% of the variance. When the standardized rates for high health risk behaviours were compared, there were significant differences between the three groups but no group was consistently better or worse than any other. The men's group however, consistently reported better health and less use of the health care system. The women's groups reported similar health states but women in the paid labour force reported a higher use of medications and fewer days in hospital. The C.H.S. was designed to address issues which affect the whole population. The questions therefore, were not always sufficiently specific to describe the special circumstances of women, especially for example in their childbearing and nurturing years. The rapidly changing social and economic circumstances of women and their families, as women enter the paid labour force, plus the need for more information on their health risk behaviours - what these behaviours are, and what predisposes women to engage in them - point to the need for more research focused specifically on this section of the population.
Medicine, Faculty of
Population and Public Health (SPPH), School of
Graduate
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Hamade, Mona. "Women and Emiratisation in the UAE workforce." Thesis, University of Cambridge, 2016. https://www.repository.cam.ac.uk/handle/1810/288678.

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The Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) which was adopted in 1979, and the 1995 Beijing Declaration and Platform for Action have generated global and regional momentum in the advance of equal gender opportunities. This research explores the increased presence of women in higher education and their subsequent entry into the workforce in the United Arab Emirates. The government has attempted to reduce its citizens' dependency on public sector employment and promote opportunities in the private sector. Governmental efforts have included improving the education system, granting women access to education and introducing funding schemes to encourage employment initiatives. Yet, despite these efforts, unemployment across the UAE remains at a high level, with public sector favoured by Emirati nationals. The country's drive to nationalise the labour force reflects the necessity of utilising the capabilities of Emirati nationals, both men and women, to diversify the rentier state economy. Emiratisation is a national government strategy in the United Arab Emirates that aims to reduce the country's reliance on expatriate labour and increase the participation of nationals in the labour market, both in the public and private sectors. The research for this thesis begins by exploring the inadequacy of classical rentier state theory and examining Mathew Gray's theory of late rentierism within the context of the United Arab Emirates. It further builds on the late rentierism model with a particular focus on the role of women, education and youth participation. The methodological approach used in this research is primarily qualitative, including interviews with final year university students, and professionals in the banking sector of both sexes. These groups were chosen to highlight the practical implications of governmental Emiratisation policies aiming to increase job opportunities across the United Arab Emirates. To date, very little research has been conducted on the issues of gender, work life balance policies and new workforce trends in the UAE.
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Squire, Marjorie Olwyn. "The Experiences of Older Women Participating in the Workforce." The University of Waikato, 2008. http://hdl.handle.net/10289/2499.

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The purpose of this study was to explore the experiences of older working nurses and the reason they were still in the workforce while the majority of their cohort had exited from active nursing. New Zealand's legislative changes in the Human Rights Act, 1993 and the Employment Relations Act, 2000 makes it unlawful to discriminate on the grounds of age. In effect, this means the abolishment of mandatory retirement as the individual is now able to exit from the workforce by choice. For nurses the choice for exiting the workforce occurs noticeably in the 50-54 age group with further declines in subsequent years. This research study revealed a group of older nurses who valued autonomy in their nursing practice and valued the contribution they made as experienced practitioners in a variety of health sectors in the Waikato. As the demographic shift in New Zealand's population is towards older age groups and likely to require future nursing care, it becomes essential to retain experienced nurses in the workforce. This small scale qualitative study interviewed ten registered nurses over the age of 60 to discover how social life was constructed as they aged.
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Espana, Amber Ann. "Women in the workforce: How the wage gap affects Hispanic and non-Hispanic womens income." Thesis, Wichita State University, 2009. http://hdl.handle.net/10057/2411.

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The wage gap between men and women is a well known truth; Non-Hispanic men tend to make higher incomes than both Hispanic and Non-Hispanic women (Smith & Powell, 1990). Less known are wage differences between different ethnicities of women in the workforce that also exist (Alon & Haberfield, 2007). Hypothesis #1 was supported, net of other factors, income increases as age increases. Support was found for hypothesis #2, as income increases so will every unit of educational attainment, net of other factors. Hypothesis #3, those who work in the goods producing sectors will make more income than those who do not work in the goods producing sector, net of other factors was supported. Hypothesis #4 was supported; net of other factors, higher skilled occupations will have higher incomes than lower skilled occupations. Support was found for hypothesis #5; Hispanic women are sorted into inferior economic positions relative to Non-Hispanic women. Hypothesis #6 was also supported; net of other factors, being a Hispanic woman will lead to a decrease in wages. There are some limitations specific to this study, using cross sectional data allows only for one point in time; it does not capture recent changes such as promotions, demotions, or divorces.
Thesis (M.A.)--Wichita State University, College of Liberal Arts and Sciences, Dept. of Sociology
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Gielgud, Judy. "Nineteenth century farm women in Northumberland and Cumbria : the neglected workforce." Thesis, University of Sussex, 1992. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.359732.

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This thesis addresses a major omission in the history of agriculture. It is concerned with the contribution made by women to the enterprise of farming during the nineteenth century, in their varied capacities as farm servants, day labourers, bondagers, farmers' wives and daughters, and as women farmers in their own right. The three counties of Northumberland, Westmorland and Cumberland have been chosen partly because comparatively little modern research has focused on this part of the north of England. Information about farming methods and studies of particular areas or estates are, with few exceptions, located south of Lincolnshire. Choosing these more northern counties has therefore given the opportunity for original research to redress the existing Imbalance of information presently available. Additionally, the area, although mainly one of upland farming, also has the advantage of the usual east-west arable-pasture divide, showing women's versatility in day-labour work, dairy-work and stockrearing and fattening. There is also the contrast of extensive farms and smaller, family holdings, where women's unpaid labour as wife or daughter was essential to the viability of the enterprise. This diversity permits investigation into most of the agricultural tasks undertaken by women throughout the whole country. The variety of work done by women is explored in detail, and reevaluated, supported by Day Labour Records and the reports of contemporary commentators, and further interpreted by the use of specially recorded oral sources. The generally accepted decline of women's agricultural work throughout the century is challenged and evidence brought forward to support the view that it continued to be vital into the twentieth century. The marginalisation of their work is analysed and a theory advanced for their historically lower earnings and the continuing invisibility of their work in the eyes of so many agrarian historians. The major source of information on the work of women in agriculture, the two Government Enquiries in 1843 and 1867-8 is critically examined and some of the findings questioned. My argument throughout is that the contribution of women to the agrarian economy has been seriously undervalued, to the detriment of history as a record of the past.
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Chung, Wai-hong. "The white-blouse worker and industrial order : a study of female clerical workforce in Hong Kong /." Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B20716850.

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Magor, Deborah A. "Working women in the news : a study of news media representations of women in the workforce." Thesis, University of Stirling, 2006. http://hdl.handle.net/1893/102.

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This study examines how working women are represented in the news media, and its main aim is to determine to what extent ‘social class’ figures in the representations of women in news content. Using language, visual and narrative analysis, the thesis comprises four case studies each focusing on portrayals of different women from different socio-economic backgrounds determined by their occupation. The first two case studies examine portrayals of low paid working women through coverage of the National Minimum Wage introduction into Britain in April 1999 and the Council Workers’ Strike in England and Wales in 2002. The latter two case studies focus on women in particular professions: elite businesswomen, military women and women war reporters. The study concludes by noting that multiple voices occur in news texts around the key contrasting themes of progress/stagnation and visibility/invisibility and which can give contradictory discourses on the intersection of gender and class. From the massification and silencing of working class women, to the celebrity and sexualisation of the business elite, and the professional competency news frames of middle class women, class was shown to be a determining factor in how women figure in news content. However, these class determinants combined with other news frames pertaining to gender, whereby powerful and established myths of femininity can come to the fore. These myths can be particularly powerful when women enter non-feminine work ‘spaces’ such as business and the military, and class, particularly in the latter case, can tend to slip out of view, as sexist coverage is commonplace and debates are formed about the right and wrong behaviour for women.
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Roche, Teresa Ann. "Women in non-traditional careers." [Tampa, Fla] : University of South Florida, 2006. http://purl.fcla.edu/usf/dc/et/SFE0001720.

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Callahan, Lisa J. (Lisa Jean). "The advent of women into the workforce as it affected housing trends." Thesis, Massachusetts Institute of Technology, 1994. http://hdl.handle.net/1721.1/64888.

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Bishop, Beverly. "Risutora : the impact of globalization and restructuring upon women in the Japanese workforce." Thesis, University of Sheffield, 2003. http://etheses.whiterose.ac.uk/14752/.

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This thesis is an analysis of the relationship between gender and globalization in one specific national context: Japan. Japan's position as an affluent, industrialized liberal democracy, with a distinctive model of capitalism, means that Japanese women's experiences of globalization differ from those of women both elsewhere in Asia, and in other First World countries. The actions of the Japanese state and Japanese companies have been instrumental in the globalization of production, which is now having reciprocal effects upon the Japanese national model of capitalism. In response to global economic change, the Japanese model of capitalism is being intentionally restructured through company practice and legal change. This restructuring (risutora) impacts differently upon men and women, as the liberalizing processes associated with globalization interact with specific local institutions, including the ideal of the three generation family and the position of women in the Japanese national model of capitalism. After an analysis of the mainstream literature about globalization, the state and historical institutionalism and feminist literature about gender and globalization, the thesis demonstrates that the complex trends associated with globalization have produced pressures for two kinds of, ostensibly contradictory, employment reforms in Japan. There are pressures for labour market deregulation, to increase the international competitiveness of Japanese production. There are also pressures for the 're'-regulation of labour to establish a principle of sexual equality at work. The deregulation of employment, including the removal of sex-specific protective legislation, has made it increasingly difficult for many women to pursue full-time careers. A detailed examination of the impact of the Equal Employment Opportunities Law (EEOL) shows that this legislation has led to the formalization of the gender-based segregation of regular workers, and encouraged employers to employ an increasing proportion of women in non-regular positions. Nevertheless, social and political changes, which are also associated with globalization, are leading an increasing number of women to seek higher status careers or longer tenure in the workforce. These changes are also providing campaigners for women's labour rights with new opportunities for effective action, as this thesis demonstrates, using a case study of an activist group.
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Books on the topic "Women in workforce"

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Bishop, Beverley. Globalization and women in the Japanese workforce. London: RoutledgeCurzon, 2004.

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Globalisation and women in the Japanese workforce. New York: Routledge, 2004.

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Bishop, Bev. Globalization and women in the Japanese workforce. London: Routledge, 2005.

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Escutia, Marta M. Hispanics in the workforce. Washington, D.C: Policy Analysis Center, Office of Research, Advocacy, and Legislation, National Council of La Raza, 1987.

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Sunny, Grace. Occupational distribution of female workforce in Tanzania. Dar es Salaam: Women's Research and Documentation Project, 1987.

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Pearson, Ruth. Thailand's hidden workforce: Burmese migrant women factory workers. Chiang Mai, Thailand: Silkworm Books, 2013.

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Alcorso, Caroline. Non-English speaking background immigrant women in the workforce. Wollongong, Australia: Centre for Multicultural Studies, University of Wollongong, 1991.

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O'Hara, Patricia. Farm women: Concerns and issues of an undervalued workforce. Dublin: University College Dublin, 1987.

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Weiss, Ann E. The glass ceiling: A look at women in the workforce. Brookfield, Conn: Twenty-First Century Books, 1999.

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Single older women in the workforce: By necessity, or choice? New York: Garland Pub., 1997.

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Book chapters on the topic "Women in workforce"

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Wallace, Michelle, and Neroli Sheldon. "Women and Engineering: A Workforce Development Issue." In Workforce Development, 113–29. Singapore: Springer Singapore, 2013. http://dx.doi.org/10.1007/978-981-4560-58-0_7.

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Stallones, Lorann. "Women in the Workforce." In Encyclopedia of Women’s Health, 10–12. Boston, MA: Springer US, 2004. http://dx.doi.org/10.1007/978-0-306-48113-0_4.

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Punnett, Betty Jane. "Women in the Workforce: A Global Snapshot." In Handbook on Well-Being of Working Women, 579–602. Dordrecht: Springer Netherlands, 2016. http://dx.doi.org/10.1007/978-94-017-9897-6_33.

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Levine, Helisse, and Maria J. D’Agostino. "A Global Comparison of Women in the Workforce." In Governing in a Global World, 19–32. New York, NY: Routledge, 2018.: Routledge, 2017. http://dx.doi.org/10.9774/gleaf.9781315683676_3.

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Bull, Anna Cento. "The Lombard Silk-spinners in the Nineteenth Century: An Industrial Workforce in a Rural Setting." In Women and Italy, 11–42. London: Palgrave Macmillan UK, 1991. http://dx.doi.org/10.1007/978-1-349-21260-6_2.

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Flude, Royston. "What are the Needs of Women in the Workforce?" In People for Business: The Key to Success, 38–52. Dordrecht: Springer Netherlands, 1991. http://dx.doi.org/10.1007/978-94-011-3000-4_3.

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Chubin, Daryl E., Catherine Didion, and Josephine Beoku-Betts. "Promising Programs: A Cross-National Exploration of Women in Science, Education to Workforce." In Advancing Women in Science, 275–305. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-08629-3_9.

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McClenahan, Catherine L. "‘Endless Their Labour’: Women in Blake’s Illuminated Works and in the British Workforce." In Women Reading William Blake, 137–47. London: Palgrave Macmillan UK, 2007. http://dx.doi.org/10.1007/978-1-349-74105-2_16.

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Cable, Carrie, and Gill Goodliff. "Transitions in Professional Identity: Women in the Early Years Workforce." In Gendered Choices, 173–87. Dordrecht: Springer Netherlands, 2011. http://dx.doi.org/10.1007/978-94-007-0647-7_15.

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Parvez, Zarqa. "Women Workforce Participation in Qatar: Oil, Culture and Demographic Trends." In Gulf Studies, 231–45. Singapore: Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-16-1391-3_14.

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Conference papers on the topic "Women in workforce"

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Özdemir, Zekai, İlkay Noyan Yalman, and Seda Bayrakdar. "Employment of Women and Economic Development: An Example of Transition Economies." In International Conference on Eurasian Economies. Eurasian Economists Association, 2012. http://dx.doi.org/10.36880/c03.00476.

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The participation of women in workforce has been accepted as an important factor of sustainable development. Especially in developing countries, the low workforce participation rate of women has been drawn attention, and therefore the importance of the concept in question on development process becomes a current issue. Albeit the importance of women in workforce markets and on development, being accepted of women as “secondary workforce” leads essential problems both economically and socially. With industrialization process, the necessity and wants of women to participate in work life on the one hand and the workforce need of economy on the other hand accelerate the entry of women in workforce market. Previously being employed in the works that do not require talents and skills and afterwards being employed in the more qualified works that require education exhibit the importance of education on women employment. That is, the education of women on development process, participation in workforce and receiving share from growth are important issues which should be interested by every developing countries. In the transition economies which have the status of a developing country, the education and employment of women workforce are important issues to study. In this sense, the women workforce structure in transition economies, as well as the education levels and economic growth rates will be analyzed with the help of statistical tables and the importance of the issue, current problems, solution proposals and policies will be placed in.
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Yousuf, Muna. "Empowering Women in the Workforce: Leadership Roles." In International Petroleum Technology Conference. International Petroleum Technology Conference, 2014. http://dx.doi.org/10.2523/iptc-17316-ms.

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Yousuf, Muna. "Empowering Women in the Workforce: Leadership Roles." In International Petroleum Technology Conference. International Petroleum Technology Conference, 2014. http://dx.doi.org/10.2523/17316-ms.

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Yousuf, M. "Empowering Women in the Workforce: Leadership Roles." In IPTC 2014: International Petroleum Technology Conference. European Association of Geoscientists & Engineers, 2014. http://dx.doi.org/10.3997/2214-4609-pdb.395.iptc-17316-ms.

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Williams, K. "More Women Into The Workforce: Using Law As Leverage." In SPE Offshore Europe Conference and Exhibition. Society of Petroleum Engineers, 2015. http://dx.doi.org/10.2118/175513-ms.

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Armstrong, Deborah J., Cynthia K. Riemenschneider, Margaret F. Reid, and Jason E. Nelms. "Challenges and barriers facing women in the IS workforce." In the 49th SIGMIS annual conference. New York, New York, USA: ACM Press, 2011. http://dx.doi.org/10.1145/1982143.1982184.

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Trauth, Eileen M., Jeria L. Quesenberry, and Haiyan Huang. "Cross-cultural influences on women in the IT workforce." In the 2006 ACM SIGMIS CPR conference. New York, New York, USA: ACM Press, 2006. http://dx.doi.org/10.1145/1125170.1125178.

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Keen, J. A. "The Retention of Women in the Architectural Engineering Workforce." In Architectural Engineering Conference (AEI) 2011. Reston, VA: American Society of Civil Engineers, 2011. http://dx.doi.org/10.1061/41168(399)3.

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Annabi, Hala, and Mina Tari. "Are Women Affinity Groups Enough to Solve the Retention Problem of Women in the IT Workforce?" In Hawaii International Conference on System Sciences. Hawaii International Conference on System Sciences, 2018. http://dx.doi.org/10.24251/hicss.2018.642.

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Trauth, Eileen M., Jeria L. Quesenberry, and Benjamin Yeo. "The influence of environmental context on women in the IT workforce." In the 2005 ACM SIGMIS CPR conference. New York, New York, USA: ACM Press, 2005. http://dx.doi.org/10.1145/1055973.1055979.

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Reports on the topic "Women in workforce"

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Smith-Taylor, Heather C. The Feminist Movement and Equality in the Federal Workforce: Understanding the Position of Women in USAID's Foreign Service. Fort Belvoir, VA: Defense Technical Information Center, April 2015. http://dx.doi.org/10.21236/ad1001861.

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Skufca, Laura. Something's Gotta Give: COVID-19 Could Rapidly Expand Family Leave Policies — It Could Also Deal a Serious Blow to Women in the Workforce. Washington, DC: AARP Research, October 2020. http://dx.doi.org/10.26419/res.00418.001.

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Zhao, Sophia. Overcoming Barriers to Women’s Leadership. Center for Creative Leadership, 2020. http://dx.doi.org/10.35613/ccl.2020.2041.

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Hashemian, Hassan. Infrastructure Academy Transportation Program. Mineta Transportation Institute, January 2021. http://dx.doi.org/10.31979/mti.2021.1919.

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The College of Engineering, Computer Science, and Technology at the California State University, Los Angeles has expanded its National Summer Transportation Institute into a year-long program by creating the Infrastructure Academy Transportation Program (IATP). The goal of this program is to build a pipeline of diverse, well qualified young people for the transportation industry. The program works with high school students and teachers to offer academic courses, basic skills, workforce readiness training, internships, extracurricular activities, and career placements to prepare students and place them into the Science, Technology, Engineering, and Math (STEM) College track. The academy emphasizes on transportation as an industry sector and aims to increase the number of underrepresented minorities and women who directly enter the transportation workforce. It also aims at increasing the number of young people who enter college to study engineering or technology and subsequently pursue careers in transportation- and infrastructure-related careers. The IATP was conducted as a full-year program with 30 student participants from high schools.
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Enfield, Sue. Covid-19 Impact on Employment and Skills for the Labour Market. Institute of Development Studies (IDS), February 2021. http://dx.doi.org/10.19088/k4d.2021.081.

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This literature review draws from academic and grey literature, published largely as institutional reports and blogs. Most information found considered global impacts on employment and the labour market with the particular impact for the very high numbers of youth, women, migrant workers, and people with disabilities who are more likely to be employed in the informal sector. There has been a high negative impact on the informal sector and for precariously employed groups. The informal labour market is largest in low and middle-income countries and engages 2 billion workers (62 percent) of the global workforce (currently around 3.3 billion). Particularly in low- and middle-income countries, hard-hit sectors have a high proportion of workers in informal employment and workers with limited access to health services and social protection. Economic contractions are particularly challenging for micro, small, and medium enterprises to weather. Reduced working hours and staff reductions both increase worker poverty and hardship. Women, migrant workers, and youth form a major part of the workforce in the informal economy since they are more likely to work in these vulnerable, low-paying informal jobs where there are few protections, and they are not reached by government support measures. Young people have been affected in two ways as many have had their education interrupted; those in work these early years of employment (with its continued important learning on the job) have been interrupted or in some cases ended.
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Angevine, Colin, Karen Cator, Jeremy Roschelle, Susan A. Thomas, Chelsea Waite, and Josh Weisgrau. Computational Thinking for a Computational World. Digital Promise, 2017. http://dx.doi.org/10.51388/20.500.12265/62.

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Computers, smartphones, smart systems, and other technologies are woven into nearly every aspect of our daily lives. As computational technology advances, it is imperative that we educate young people and working adults to thrive in a computational world. In this context, the essential question for American education is: In a computational world, what is important to know and know how to do? This paper argues that computational thinking is both central to computer science and widely applicable throughout education and the workforce. It is a skillset for solving complex problems, a way to learn topics in any discipline, and a necessity for fully participating in a computational world. The paper concludes with recommendations for integrating computational thinking across K-12 curriculum.
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