First Published in 1987. Routledge is an imprint of Taylor & Francis, an informa company.

On the family relationships and psychological mindset of working class professional women in India; a study.

In the contentious debate about women and work, conventional wisdom holds that middle-class women can decide if they work, while working-class women need to work. Yet, even after the recent economic crisis, middle-class women are more likely to work than working-class women. Sarah Damaske deflates the myth that financial needs dictate if women work, revealing that financial resources make it easier for women to remain at work and not easier to leave it. Departing from mainstream research, Damaske finds three main employment patterns: steady, pulled back, and interrupted. She discovers that middle-class women are more likely to remain steadily at work and working-class women more likely to experience multiple bouts of unemployment. She argues that the public debate is wrongly centered on need because women respond to pressure to be selfless mothers and emphasize family need as the reason for their work choices. Whether the decision is to stay home or go to work, women from all classes say work decisions are made for their families. In For the Family?, Sarah Damaske at last provides a far more nuanced and richer picture of women, work, and class than the one commonly drawn.

Superwoman is a myth. And nobody, even the most successful woman, really has it all. These are just two of the conclusions from this timely book based on a survey of 900 women over a ten year period. The results provide a new definition of success which includes the homefront as well as the work-front.

"In Career and Family, Claudia Goldin builds on decades of complex research to examine the gender pay gap and the unequal distribution of labor between couples in the home. Goldin argues that although recent public and private discourse has brought these concerns to light, the actions taken-such as a single company slapped on the wrist or a few progressive leaders going on paternity leave-are the economic equivalent of tossing a band-aid to someone with cancer. These solutions, Goldin writes, treat the symptoms and not the disease of gender inequality in the workplace and economy. Goldin points to data that reveals how the pay gap widens further down the line in women's careers, about 10 to 15 years out, as opposed to those beginning careers after college. She examines five distinct groups of women over the course of the twentieth century: cohorts of women who differ in terms of career, job, marriage, and children, in approximated years of graduation-1900s, 1920s, 1950s, 1970s, and 1990s-based on various demographic, labor force, and occupational outcomes. The book argues that our entire economy is trapped in an old way of doing business; work structures have not adapted as more women enter the workforce. Gender equality in pay and equity in home and childcare labor are flip sides of the same issue, and Goldin frames both in the context of a serious empirical exploration that has not yet been put in a long-run historical context. Career and Family offers a deep look into census data, rich information about individual college graduates over their lifetimes, and various records and new sources of material to offer a new model to restructure the home and school systems that contribute to the gender pay gap and the quest for both family and career"--

Focuses on vital contemporary issues Women in the work force today are still subjected to the glass ceiling, sexual discrimination, income inequality, stereotyping, and other obstacles to equal employment and professional advancement. Now a collection of 150 original articles written for this handbook explores the challenges and career blocks that today's women face in the workplace, discuss important contemporary issues, and offers a wide range of facts and data on women's employment. Offers insights and information The Handbook answer hundreds of questions as it illuminates current achievements and obstacles to success for women in the marketplace. Drawing upon a growing body of research in the social and behavioral sciences, the articles provide insights into such issues as the sex segregation of occupations, comparable worth, women in traditionally male occupations, career plans of college women, gende4r bias in job evaluations and personnel decisions, sexual harassment, the gendered culture of organizations, the effects of maternal employment on children and child care, and more. The articles draw on extensive research and studies on women in the workplace across the U.S. and around the world. A valuable research aid This handbook presents the reader with a broadly-based understanding of women's work experiences and provides a useful set of sources for in depth research. It is a valuable reference for professors, librarians, researchers, guidance counselors, and students who need reliable, up-to-date information. The handbook includes a subject and name index.

Today, women are assuming greater roles within the workplace and men are assuming greater roles within the home. Both spheres have to be seen as a place where males and females are competent. Gersick suggests that women have to let go of the traditional identities related to social role, family, and work. Both men and women have to step into new identities and develop new roles. Will the home look different and the workplace be a different environment? Absolutely, men will do their work in their way within the family and home, while women will clarify their identity within the workplace. Helgessen and Johnson (2010) describe the “female vision” which views the world differently than men. Women also bring a unique perspective to the workplace. This book encourages us to explore, embrace and celebrate these new identities within the workplace and the family.