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.. -----..... _. -, Seventy-five companies said that marital status had no bearing on their hiring practices. One has a pol icy against hiring both husband and wife, and four regarded married persons as more stable and responsible than their unmarried counterparts. Fringe Benefits This group of questions was devised to determine the extent and qual ity of various fringe benefits available to male and female 'employees. Eighty-nine companies said there was no difference. in benefits for men and women; seven -said that there was, and three pointed out that maternity leaves and pregnancy benefits were for women only. Of the sixty companies with pension plans, one stated that women are not included. In hospitalization benefits, 87 provide maternity benefits, 77 hernia, 64 medically recommended vasectomy, 64 mental illness, and 38 medically recommended abortion. Tuition refunds and other formal education programs are an important source of training and upgrading for employees. Over half the companies responding have such programs; about 576 men and 295 women participated within the year. Nearly half the companies surveyed have apprenticeships and training programs, through which an estimated total of 382 females and 205 males were trained in the year. It should be noted, ho\~ever, that 232 - of these women and only 14 of the men came from one company which counted, for purposes of this survey, on~the-job orientation sessions as constituting a training program. In the 32 companies having supervisory or management training programs, 172 women and 145 men were reported to have participated during the year. Affirmative Action An important indicator of employment practices is the existence and enforcement of an affirmative action program, generally required of companies holdin§ public contracts. In the survey, employers reported holding 25 federal, 10 state, 4 county, and 8 city contracts. Fifty-six of the firms responding have affirmative action programs currently in force; only 16 of these programs were started before 1970. The questions asking for specific affirmative action goals yielded this: 15 reported specific goals for hiring or promoting women into white collar or managerial positions; 5 planned to hire wome~ into blue collar jobs; 8 called their employment practices for women "fair" as they are; and 2 referred to plans toward changing the attitudes of male employees. When asked about their success in accomp1 ishing their goals for women, 25 companies gave positive responses, 4 negative, and 15 noted "some progress. 1I Role of Mayor's Commission On the question of how the Mayor'S Commission on the Status of Women might be of assistance, the majority of respondents indicated little or no knowledge of the functions, goals, or resources of the Commission. Those responding affirmatively, however, suggested 1) that the Commission could furnish advice, guidance~ and timely data relative to improving the status of women, such as providing examples of other companies' successful programs and serving as a source of ready information regarding 19 ! I I
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 24 |
Transcript | .. -----..... _. -, Seventy-five companies said that marital status had no bearing on their hiring practices. One has a pol icy against hiring both husband and wife, and four regarded married persons as more stable and responsible than their unmarried counterparts. Fringe Benefits This group of questions was devised to determine the extent and qual ity of various fringe benefits available to male and female 'employees. Eighty-nine companies said there was no difference. in benefits for men and women; seven -said that there was, and three pointed out that maternity leaves and pregnancy benefits were for women only. Of the sixty companies with pension plans, one stated that women are not included. In hospitalization benefits, 87 provide maternity benefits, 77 hernia, 64 medically recommended vasectomy, 64 mental illness, and 38 medically recommended abortion. Tuition refunds and other formal education programs are an important source of training and upgrading for employees. Over half the companies responding have such programs; about 576 men and 295 women participated within the year. Nearly half the companies surveyed have apprenticeships and training programs, through which an estimated total of 382 females and 205 males were trained in the year. It should be noted, ho\~ever, that 232 - of these women and only 14 of the men came from one company which counted, for purposes of this survey, on~the-job orientation sessions as constituting a training program. In the 32 companies having supervisory or management training programs, 172 women and 145 men were reported to have participated during the year. Affirmative Action An important indicator of employment practices is the existence and enforcement of an affirmative action program, generally required of companies holdin§ public contracts. In the survey, employers reported holding 25 federal, 10 state, 4 county, and 8 city contracts. Fifty-six of the firms responding have affirmative action programs currently in force; only 16 of these programs were started before 1970. The questions asking for specific affirmative action goals yielded this: 15 reported specific goals for hiring or promoting women into white collar or managerial positions; 5 planned to hire wome~ into blue collar jobs; 8 called their employment practices for women "fair" as they are; and 2 referred to plans toward changing the attitudes of male employees. When asked about their success in accomp1 ishing their goals for women, 25 companies gave positive responses, 4 negative, and 15 noted "some progress. 1I Role of Mayor's Commission On the question of how the Mayor'S Commission on the Status of Women might be of assistance, the majority of respondents indicated little or no knowledge of the functions, goals, or resources of the Commission. Those responding affirmatively, however, suggested 1) that the Commission could furnish advice, guidance~ and timely data relative to improving the status of women, such as providing examples of other companies' successful programs and serving as a source of ready information regarding 19 ! I I |