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time worker reveal a clear-cut pattern for male-female salary
comparisons -- men make more money. In the largest employment
categories, men make about $2000 a year more. There are, moreover,
fewer men in the low-salaried jobs. The high salary gradation
for men tapers off evenly, whereas after the $6000 average,
that for women plummets. The survey shows that in the three
highest pay categories -- jobs paying above $12,000 -- only seven
women are employed in such positions.
Graph B shows the employment profile be occupational category.
Men consistently outnumbered women in all categories except
technical, sales, and office-clerical. Nearly half of all
men are employed as operatives or semi-skilled workers, and nearly
half 0, all women are employed in the office and clerical category.
An interesting sidel ight on the profile shows that 668 women
apol ied for office and clerical jobs within the year and 268
(40%) were hired; 133 men appl ied for office and clerical jobs
and 58 (44%) of them were hired.
RecruJting and Hiring Practices
Several survey questions were concerned with recruiting
practices as they related to women. More than 1/3 of the responding
companies indicated that they routinely administer tests
to job appl icants. For most of the companies tests were said
to be the sole or the priority consideration for hiring; others
balanced tests with interviews and references. Typing and shorthand
tests were the most frequently given, follo~~by aptitude
and abil ity, manual dexterity, perception performance, and others
that determined more specific skills. Women tended to be given
more typing and shorthand tests and men more aptitude and manual
dexterity tests.
Only one company indicated that it maintained separate
maximum age 1 imits for hiring men and women (40 for women, 50
for men); 44 said they had no such 1 imits, and 40 have maximum
age 1 imits ranging from 45 to 65. Six companies have differing
physical standards for male and female appl icants, and 73 have
none.
To recruit applicants, 2/3 of the companies responding use
personal referrals, private employment agencies, and local advertising.
Approximately 1/3 seek referrals from Indiana State
Employment, and another 1/3 recruit at colleges; less than 1/4
use national advertising. Less than 1/5 recruit through local
organizations working with minority groups. Women using this
information to determine how best to job hunt locally should be
aware that in most jobs historically open to them through pri-
. vate employment agencies, the company does not pay the fee. One
half of the respondents say they pay no agency fee at all, and
those who do usually 1 imit full payment to management and tec~
nical jcbs.
Only eleven of the responding companies said that the fact
that the female appl icant has pre-school children was a consideration
in hiring. Two were concerned with the adequacy of babysitting
arrangements, and nine stated that children must not
interfere with the woman's attendance at work.
18
Object Description
| Title | Fort Wayne women, 1973-1974 |
| Alternative Title | Report of the Mayor's Commission on the Status of Women |
| Creator | Fort Wayne (Ind.). Mayor's Commission on the Status of Women |
| Topic | Human Services |
| Subject | Women--Indiana--Fort Wayne--Social Conditions |
| Geographical Coverage | Fort Wayne, Indiana |
| Date of Original | 1975? |
| Time Period | 1900-1999 |
| Source | Print version: Fort Wayne (Ind.). Mayor's Commission on the Status of Women. Fort Wayne women, 1973-1974. (Fort Wayne, Ind.: Mayor's Commission on the Status of Women, 1975?), 72 p. |
| Additional Availability | Print version might be available at IPFW Helmke Library. See online catalog. |
| Rights | Copyright Indiana University-Purdue University Fort Wayne, 2006- . All rights reserved. May not be reproduced without permission. For information regarding reproduction and use see: http://cdm16776.contentdm.oclc.org/cdm/about/collection/p16776coll1/ |
| Date Digitally Created | April 17 2012 |
| Digital Publisher | Walter E. Helmke Library, Indiana University-Purdue University Fort Wayne |
| Digitization Specifications | This pdf file was derived from 400 dpi, 1-bit, uncompressed TIFF images that were scanned from the originals using a Fujitsu 5750C scanner with Adobe Acrobat 9.0 Professional scanning software, black and white configuration. |
| Content Type | Text |
| Digital Format | text/pdf |
| Collection | Fort Wayne Area Government Information |
| Identifier | 30000122013539 |
| File Name | 30000122013539.pdf |
Description
| Title | Page 21 |
| Transcript | time worker reveal a clear-cut pattern for male-female salary comparisons -- men make more money. In the largest employment categories, men make about $2000 a year more. There are, moreover, fewer men in the low-salaried jobs. The high salary gradation for men tapers off evenly, whereas after the $6000 average, that for women plummets. The survey shows that in the three highest pay categories -- jobs paying above $12,000 -- only seven women are employed in such positions. Graph B shows the employment profile be occupational category. Men consistently outnumbered women in all categories except technical, sales, and office-clerical. Nearly half of all men are employed as operatives or semi-skilled workers, and nearly half 0, all women are employed in the office and clerical category. An interesting sidel ight on the profile shows that 668 women apol ied for office and clerical jobs within the year and 268 (40%) were hired; 133 men appl ied for office and clerical jobs and 58 (44%) of them were hired. RecruJting and Hiring Practices Several survey questions were concerned with recruiting practices as they related to women. More than 1/3 of the responding companies indicated that they routinely administer tests to job appl icants. For most of the companies tests were said to be the sole or the priority consideration for hiring; others balanced tests with interviews and references. Typing and shorthand tests were the most frequently given, follo~~by aptitude and abil ity, manual dexterity, perception performance, and others that determined more specific skills. Women tended to be given more typing and shorthand tests and men more aptitude and manual dexterity tests. Only one company indicated that it maintained separate maximum age 1 imits for hiring men and women (40 for women, 50 for men); 44 said they had no such 1 imits, and 40 have maximum age 1 imits ranging from 45 to 65. Six companies have differing physical standards for male and female appl icants, and 73 have none. To recruit applicants, 2/3 of the companies responding use personal referrals, private employment agencies, and local advertising. Approximately 1/3 seek referrals from Indiana State Employment, and another 1/3 recruit at colleges; less than 1/4 use national advertising. Less than 1/5 recruit through local organizations working with minority groups. Women using this information to determine how best to job hunt locally should be aware that in most jobs historically open to them through pri- . vate employment agencies, the company does not pay the fee. One half of the respondents say they pay no agency fee at all, and those who do usually 1 imit full payment to management and tec~ nical jcbs. Only eleven of the responding companies said that the fact that the female appl icant has pre-school children was a consideration in hiring. Two were concerned with the adequacy of babysitting arrangements, and nine stated that children must not interfere with the woman's attendance at work. 18 |
