Clerical Work: A Manual for Change. Report of the Permanent Commission on the Status of Women on Sex Discrimination in Clerical Work.

Institution	Connecticut Permanent Commission on the Status of Women.
Titel	Clerical Work: A Manual for Change. Report of the Permanent Commission on the Status of Women on Sex Discrimination in Clerical Work.
Quelle	(1978), (47 Seiten)Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; Monographie
Schlagwörter	Affirmative Action; Career Ladders; Clerical Occupations; Employment Experience; Employment Opportunities; Equal Opportunities (Jobs); Hearings; Interviews; Job Analysis; Job Development; Job Skills; Occupational Information; Occupational Mobility; Occupational Surveys; Organizational Change; Salaries; Salary Wage Differentials; Sex Discrimination; Sex Stereotypes + Suchen Sie Ihr Suchwort? Office occupations; Büroberuf; Occupational experience; Job experience; Work experience; Berufserfahrung; Berufschance; Beschäftigungschance; Equal opportunity; Equal opportunities; Job; Jobs; Chancengleichheit; Beruf; Interviewing; Interviewtechnik; Arbeitsanalyse; Produktive Fertigkeit; Berufsinformation; Berufliche Mobilität; Berufsanalyse; Organisationswandel; Entlohnung; Gehalt; Sex; Discrimination; Geschlecht; Diskriminierung
Abstract	A three-part investigation of clerical workers in Connecticut concluded that there is sex discrimination in the field. A survey of clerical workers, interviews with various executives, union officials, and personnel consultants, as well as a public hearing with clerical workers led the investigators to conclude that most of the discrimination is systemic. Key causes identified were the sex stereotypes which surround the roles of clerical workers, the unwillingness to promote persons in this line of work, and the oversupply of women in the labor force. Selected additional conclusions of the study are that clerical work is particularly low paid, especially when compared to jobs of a similar skill level which are traditionally held by men; clerical jobs are not adequately defined on the basis of work performed; and the desire for upward mobility in clerical work is being thwarted by low expectations about and inadequate recognition of the aspirations, abilities, and job duties of clerical workers. Recommendations include the development and support of career ladders, clerical through professional levels, with the recognition of job experience as a basis for promotion; the development of affirmative action plans which include upward mobility programs; career education and work experience programs which encourage career awareness emphasizing office rather than clerical work; and the performance of continuous job evaluations which provide mechanisms for job up-grading. (MEK)
Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2004/1/01