A US Labor study establishes that in the year 2016, women will represent 47% of the country’s workforce and that Health and Computer-related careers will be experiencing the fastest growth. These fields also pay well. In 2009 women working in Computer Software & Information Systems earned 50% more than those working as psychologists, educators or nurses. Furthermore, the median weekly earnings for women as of 2009 was $ 657, but computer and engineering related careers have salaries more than twice the national median, as shown in the following table:

(1) Both men and women

(2) Only women

The National Science Foundation published a study called “Diversity in the Federal Science and Engineering Workforce”, which shows that almost 15% of federal engineers are women, a percentage that is in line with the national figures on gender distribution on these fields.

In the same line, according to NCWIT the computer and mathematical sciences fields are the ones that will experience the highest growth in the near future. Despite the increasing demand for computing related professionals, the number of students with these orientations is decreasing. Among the reasons cited by the NCWIT study as to why women are not interested in these careers are lack of mentors and lack of challenges for women. “Providing access to a diverse range of mentors is helpful” the study says.

“Barriers to Advancement” considers the glass-ceiling that women encounter, but it also goes a step further and introduces the idea of the “sticky-floor.”  The sticky-floor was introduced by Zhen Zeng of the University of Wisconsin-Madison, and suggests that promotions are more difficult to find in lower-level positions, which makes it increasingly difficult for women to move up in their careers.  Zeng also cites the idea of a “leaky pipeline,” which fosters the notion that women on their way to the top slowly move away from the jobs (essentially “leaking out”).

While Shadovitz notes that none of these researchers are rejecting the idea of the glass-ceiling, they strongly believe that there are other reasons that women are kept from reaching senior level position within their companies.

Download the video transcript.

We recently talked with Melanie Holmes, the vice president of World of Work Solutions at Manpower, about her views on global workforce trends and how work is going to be performed in the future.

In this video, Melanie discusses generational workforce issues and the impending talent shortage as two of many changes forcing organizations to think differently about workplace planning and talent engagement. Her views are supported by Manpower’s 2010 Talent Shortage Survey.

Related Resources:
Manpower Research and Insights
Millennials: Your Next Generation Workforce
Get Ready for the Next Generation of Workers: Linksters