Challenges in Women’s Job Training and Employment in the U.S. Sunhwa Lee, Ph.D. Institute for Women’s Policy Research World Bank LAC Gender Focal Point Workshop II April 7, 2005

Challenges for low-income women’s work in the US Job training --limited opportunities --emphasis on “work-first” approach --gender segregated patterns in enrollment (women in bank teller, child care, cosmetology programs; men in appliance/automotive repair programs) Job retention Job mobility

Potential barriers in nontraditional job training (1) Job training administrators/counselors (“gatekeepers”) often reinforce limited interests by women in nontrad. jobs: Often perceive that women have only limited interests in nontrad. jobs (less than actual interests by women) Also, perceive nontrad. job not so realistic for women with low education or skills Need to provide enough information about job opportunities or wage options between traditional and nontraditional jobs for their clients/students Need to expand options in nontraditional jobs

Potential barriers in nontraditional job training (2) Women have some interests but limited interests: About 2/3 of women interested in at least one nontrad job Lack of understanding of different career opportunities/wages between traditional and nontraditional jobs Factors related to interests in nontraditional job training: Previous exposure to vocational/technical courses in HS Greater economic needs but w/ low education Marital status (e.g., single women’s need for earnings)

Steps to improve women’s opportunities in nontraditional job training Explore clients’ aptitude to motivate their interests in nontraditional job training Cultivate interests & encourage enrollment with information on wages and career opportunities Focus on specific work-related training that is linked to the demands of the labor market (simple job readiness or low basic skills not sufficient for higher-wage jobs) Provide necessary supports for women’s participation  child care  transportation/easy access to job training facilities

Low-income women’s job retention Job turnover is higher among low-income (LI) mothers than higher-income (HI) mothers: During 3-year period, 23% LI mothers vs. 41% of HI mothers stayed in the same job What helps/prevents LI mothers’ employment stability High wages Employer-provided health insurance Regular child care (for pre-school children) Health problems – a significant barrier

For low-income women’s employment stability… Important to start out in better jobs (high wages, good job-related benefits) Job placement strategies need to aim at finding a good job, not just any job Need to develop regular, stable child care arrangements supportive of women’s steady employment (Center-based care not always available for LI women)

Low-income women’s job mobility When LI mothers move to a different job, are they moving to a better job?  Not always…  Some experience wage increases (40%); others experience decreases (40%) or same wages (20%) in new jobs In moving back to the labor force after leaving a job, child care is a critical barrier for mothers

Who is moving to a better-paying job? Having at least some college education significantly improves LI mothers’ chances of obtaining a better-paying job – wage increases (high school education not as effective as college education) Importance of education and nontraditional job training that can move LI women into different segments of the labor market

Challenges vary…. Challenges in women’s work vary depending on the particular stage of women’s employment. Finding a good job, sustaining employment, moving up to a better job all pose distinct challenges for low- income women in the US. Policies directed toward low-wage workers or low- income women need to include diverse support strategies for people in different stages of employment.

Figure 1. Health Insurance among Working Mothers Source: Institute for Women’s Policy Research calculation based on data from the 1996 panel of the SIPP, wave 4, collected in March-June 1997.

Figure 2. Primary Child Care Arrangements among Working Mothers Percent Source: Institute for Women’s Policy Research calculation based on data from the 1996 panel of the SIPP, wave 4, collected in March-June 1997