History of labor unions in the US

Changing demographics in the unions, men leaving do to better workplace conditions

History of women in labor unions (past, present and future predictions)

US and International demographics of women in unions

Closing arguments and summation

Women’s earnings in society have had various impacts on the social structure as a response them being allowed to work outside the home. Before the Second World War, women working outside their homes, was not all that common. But in the post Second World War era this practice was more common. This situation had arisen because of the fact that there were many men killed or injured and so could not hold jobs. Hence many wives, mothers, daughters and sisters had to work outside their homes in order to earn a living and survive.

It might be said that this situation was taken for granted because from then on a structure had so naturally evolved in which, were a part of the economic structure. But the problem was that they had more than just work outside the home to be engaged in.

Many of these workingwomen were mothers or the eldest of siblings, and they had to look after the home and the children as part of their domestic responsibilities. This meant that women had greater load on them.

History of labor unions in the US

In places where women were allowed to hold jobs in the latter half of the 20th century there was mass employment available to them. This is because of the fact that many of these women needed jobs and they were provided these by industries. This structure in the United States was further enhanced during the late 1960s and 1970s because of the rights movements that people struggled for. This was certainly a struggle for the amelioration of women’s social status, but in the long run has proved to be exploited (Maclean, 1999).

Working conditions have always been questioned constantly in the last hundred years. This is because of the fact that people began to realize the value of their labor and began to take a stand against their employers through forming unions.

The formation of unions served as an organized battle for better pay, working conditions, etc. and with the passage of time these have all been ameliorated. However, the battle for unions is not over.

In a country like China people are expected to work long hours. But women, in addition to the long hours they put in at factories also have their household responsibilities. In contrast to the United States and other developed countries hiring people to look after one’s homes is rare.

Changing demographics in the unions

In developed countries day care centers have been developed for this purpose, and is an example of a better structure for working women to hold their jobs and at the same time lessen their home responsibilities (Minorities And Women Earn Graduate Degrees At Record Levels, 1999). Men generally are aware of this fact, and realize that women do have significant power since welfare is on their side; they know that if welfare is on their side, women have immense support and scope for facing men as equals or evening dominating them.

This has caused several men to leave labor unions where they would have to oppose dedicated or headstrong women face-to-face.

However, the problem mainly lies with the developing countries because of the fact that their structure to accommodate women has not been developed to cope with the problems that women face while holding jobs outside their homes (Quinn, 2000).

As a result of this their health is liable to deteriorate far more quickly than men. And since there are many women working in these countries there is a possibility that a large part of the female population would suffer from ill health due to over work. This is the reason why there is an urgent need for adjustments in the social structure of some countries (Equal Pay and Highest Executive Ranks Still Elude Women, 1998). If they are not implemented then there could be a catastrophe in their societies.

In contrast to this is the fact that developed countries have adjusted to these structures since the Second World War and the civil rights movement. This is the reason why they have women have a lot of power today in places like the United States (Harrison, 2001). These are all exemplified in the laws that are made so that they are discriminated against.

The more development that women achieve the more they need to be protected by the law. This is a reflection of the fact that there are more problems for women when they earn more.

Female owners of organizations for instance are in need of greater support legally so that their earning cannot be taken away from them. But then again this is something that is understood from a an economic approach because in contrast to women who earn a lot there are women who earn less but still suffer, and this is exemplified in the ways that they struggle to make ends meet and may not be appreciated for their efforts.

History of women in labor unions

Through the last century unions mainly comprised of men, and hence their working conditions have improved, leaving women behind. Though women have made some progress it is not enough. In fact it is safer to say that what women have been granted in labor is at a good distance from what men have achieved. An example of this is the amount women are paid in contrast to every dollar earned by a male. In 1993, for every dollar that a male earned, women earned 72 cents. But this is an improvement as compared to 68 cents in 1990, and 64 cents in the early 1980s that women were paid for every dollar that a male earned (Fudge, 1990).

From the above inequality it is clear that women’s issues need to be addressed more through unions. But the problem is that there have been obstacles to this approach. Since there have been employment opportunities for males and plenty of them to fill these vacancies the value of female labor has been severely undermined. This accounts for them being paid less for their labor, even though many of them have been bread earners for their families. It is because of this injustice that many women have been driven to enter labor unions, but the problem is that there are hindrances to this (Penny, 1983).

Women have had a tough battle on their hands trying to get into labor unions. However, in recent years there have been more and more women being educated and taking up professional positions in major organization around the world. This is because of the awareness that has been propagated so that women are treated and paid justly.

This success has been a direct result of overcoming the hurdles in women taking seats through affirmative action. It appears that this was the only way that they could do this, as many women may not have the strength and skills that men have. Males oppose this kind of allowance for women, as they believe that organizations may be sacrificing quality, etc. by encouraging women to hold seats in unions through affirmative action (Stinson and Richmond, 1993).

On the other hand, women argue that the implementation of affirmative action is essential for women to have equal rights, and this is reflected in the 41% of women’s seats that they occupy in labor centrals.
Obtaining the seats is one problem or a set of impeding factors to overcome for women, being an oppressed group with perhaps less skill and experience on their hands. The next set of impeding factors is another monster for women.

Having secured seats in important labor organizations means that women in these positions have to make sure that they maintain them and resist any hostility. This especially goes for the women who get their seats through affirmative action. Many of these women face extreme problems at the work place, ranging from being ignored and belittled to being targeted and sexually harassed.

Besides facing all the stress of the way that other workers may treat women, working for unions demands workers to put in long tedious hours. This is difficult for women who have responsibilities at home. This demanding attitude of union culture is in fact referred to as ‘greedy’ (Stinson and Richmond, 1993).

Such environments would naturally make some women want to leave a union. To begin with women join these unions so that they can attain some stability, and the last thing that they need is to be at risk of discrimination and harassment within the union.

In order to deter women leaving unions alternative measures have been sought. This refers to the formation of committees, which have been an issue for quite some time.

There are generally two ways that unions would like to go about organizing themselves for their own good. Most unions are in favor of maintaining one general body within which men and women work together to achieve pre-determined goals. This approach is one that believes that men and women are equals and therefore there is no difference in the goals they have.

Hence, there is no need for them to have separate organizations. However, there are other approaches that unions have resorted to, mainly due to the demands that women have made.
Though unions may feel that men and women are equals, and the need for solidarity is paramount they may not always be able to curtail the feelings of women who endeavor women’s committees with unions.
In more and more organizations men are being encouraged to accept the idea of women’s committee in unions. Though there are exceptions to the general approval of women’s committees the idea is well established in most unions and central unions.

The idea is one that is seemingly necessary for women, but it should not go any further in case there are repercussions. Maintaining the balance is essential too, as the women’s committee also does need to prove the value of its existence to the mainstream union. This is in fact another reason for the excess pressure on women union members.

In spite of all the pressure and hurdles women have gone through and still continue to go through they have managed to come through well. But this does not mean that the battle for equal rights is over. Women’s committees have been successful in having several conditions ameliorated even though they have had to go through the toughest of situations.

Women’s committees have succeeded elevating the pay scale for women, even if it is lower than what men earn. This is because this action will apparently need more time as there are several issues at the legislative level attached to it (Fudge, 1990).

Besides better pay, there were other pressing issues at center, like paid leave (Penny, 1983). This was an issue of great importance, as women need their pay while they are on leave at the latter part of gestation. 17 weeks full pay was a certain win for women, and in addition to this there is an option of 24 weeks unpaid leave that may be availed by either parent.

It is clear through this gain that women are being compensated financial though they are not on the job. Just because women are at home does not mean that they are not busy. Giving birth and looking after a child thereafter isn’t easy, and if women were to do without their pay being major supporters of their families they would be in trouble (Armstrong & Armstrong, 1997).

Maternity leave with pay is essential for the country as a whole too because of the fact that a large portion of the working class is comprised of women, and if they were to refrain from becoming mothers and sustain their jobs so that they have continuous income several repercussions may arise (White, 1990).

US and International demographics of women in unions

The achievement of paid leave has in turn had an impact on leave for males. It is because of paid leave being placed at 17 weeks that unpaid leave for both males and females being raised to 24 weeks. Hence males have stood to gain from this, but one must also realize that matriarchy in some cases has gained the upper hand over men. This refers to the fact that there are more and more women coping with a household in the absence of a male partner.

Maternity leave with pay has greatly supported such a situation. However, a positive aspect of the situation exposes the way that women have managed to save themselves and their children in situations where supporting members are not present. If it were not for maternity paid leave there would be several women with their children in pretty bad conditions (White, 1990).

This is something that needs to be considered in the light of developing countries. It is known that there are third world countries as well that do allow women to work but they are generally not treated the way that men are. They are hardly granted leave with pay, and are viewed as a reserve force of labor. Hence, having a child while having a regular job is inhibiting for women in these countries, in contrast to this, women in the US are largely given the right to have children while engaged in permanent employment

Though there is considerable amount of reservation still prevailing as to the efficiency and therefore the existence of such a committee, women still have the upper hand. In order to prove the worth of the women’s committee, women have to put in long hours and prove that they are solid contributors of the union.

However, their sacrifices have proved worthy and this is reflected in the benefits that all workingwomen have today. At the same time it must be emphasized that there is certainly more room for improvement with respect to the pay that working women receive in contrast to men’s pay. Besides this, there are other issues that need to be addressed from time to time in order to maintain the best working conditions for women.

Though issues may arise from time to time, it must be asserted finally, that it is because of women being members of unions wage inequality, sexual harassment and sexism are being mitigated. It is anticipated that this mitigation will further increase in order to provide better working conditions for women in time to come.

References:

Armstrong, Pat, and Hugh Armstrong “The Conflicting Demands of ‘Work’ And ‘Home’,” In Karen Anderson, et al., Family Matters: Sociology and Contemporary Canadian Families. Toronto, 1997.
Fudge, Judy, and Patricia McDermott. “Conclusion: Pay Equity in a Declining Economy: The Challenge Ahead.” In Just Wages: A Feminist Assessment of Pay Equity, edited by Judy Fudge and Patricia McDermott, pp 281-288. University of Toronto Press, 1991.
Guberman, Nancy. “Working, Mothering and Militancy: Woemnin the CNTU.” In Union Sisters: Women in Labor Movement, edited by Linda Briskin and Lynda Yanz, 272-284.
Jet: Minorities And Women Earn Graduate Degrees At Record Levels. Nov 22, 1999
Maclean, Nancy. Feminist Studies: The hidden history of affirmative action: working women's struggles in the 1970s and the gender of class. Issue: Spring, 1999
Pal, Leslie. “Maternity Benefit and Unemployment Insurance: A question of policy Design,” Canadian Public Policy, vol. 11, No. 3, September 1976, p. 4.
Penny, Jenifer. Hard earned Wages: Women Fighting for better work. Toronto, 1983.
Quinn, Jane Bryant. Los Angeles Business Journal: Prosperity Lets Women Exit Workforce to Care for Kids. Issue: July 31, 2000
Stinson, Jane, and Penni Richmond, “Chapter 6:Women Working for Unions: Female Staff and the Politics of Transformation.” In “Women Challenging Unions: Feminism, Democracy, and Militancy, edited by Linda Briskin and Patricia McDermott, pp. 137-156. Toronto, 1993.
White, Julie. “Chapter 9: Paid Maternity Leave.” In mail and Female: Women and the Canadian Postal Workers, pp149-163. Thompson Educational Publishing, 1990.