March is a time to celebrate Women’s History Month in New Hampshire, a month dedicated to honoring the contributions of women in American history. But beyond the celebrations, it’s also an important time to reflect on the evolution of women in the workforce and recognize the ongoing challenges they face.
At Apis Law, we are dedicated to fighting for women’s rights in the workplace. As we celebrate Women's History Month, we reflect on the legal challenges women have faced to combat sex discrimination, secure equal employment opportunities, balance work and family life, and demand fair compensation for work-related injuries.
Since the late 19th century, women's roles in the workforce have dramatically evolved. It’s been a journey filled with struggles, triumphs, and unyielding persistence, as women broke barriers to achieve their rightful place in the labor force. But even today, there’s more work to do.
Let’s take a closer look at this evolution—how women got here, the setbacks they’ve overcome, and where they’re headed.
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Early 20th Century: The Rise of Women in the Workforce
The story of women entering the workforce really begins around 1890, when the number of women in employment started to rise. This was a direct result of significant societal and economic changes in the United States. By 1910, women were filling roles in manufacturing, especially in industries related to apparel, food, and tobacco.
Many women were employed in dangerous conditions, and they were often exploited and underpaid for their labor. Their roles were largely confined to domestic service, clerical work, and factory labor. However, the seeds of change were already being planted.
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World War I: A Pivotal Shift
The First World War marked a significant turning point for women in the workforce. As men left for the frontlines, women took up positions in factories, shipyards, and munitions plants. While this was a major opportunity, it didn’t come without its share of dangers. These new roles were often risky, and women faced hazardous work environments with limited safety protocols in place.
In 1920, women made up about 20% of the total labor force. But their efforts were largely overshadowed, and the workplace injuries they faced went largely unaddressed. Nevertheless, this marked a beginning.
Women's Bureau | U.S. Department of Labor
On June 5, 1920, the U.S. Department of Labor established the Women’s Bureau through Public Law No. 66-259. This law tasked the Bureau with developing standards and policies aimed at promoting the welfare of wage-earning women, improving their working conditions, enhancing their efficiency, and expanding their opportunities for profitable employment. Additionally, the Bureau was granted the authority to investigate and report on all issues related to the welfare of women in industry. As the only federal agency dedicated to advocating for the needs of wage-earning women in the public policy process, the Women’s Bureau has played a critical role in shaping workplace protections and opportunities for women throughout American history.
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Frances Perkins: A New Era of Advocacy
One of the most significant figures during this time was Frances Perkins, who became the first female cabinet member in U.S. history. Appointed as Secretary of Labor in 1933 by President Franklin D. Roosevelt, Perkins played a pivotal role in shaping the foundation of worker protections, pushing forward policies that improved workers compensation, safety standards, and labor laws for women. Perkins' work didn’t just impact women in the workforce—it helped define the future of labor laws in America.
During her tenure, Perkins faced the task of addressing the many challenges posed by the Great Depression, a time when unemployment soared and working conditions were often dire. She recognized the urgent need for comprehensive reforms that would not only alleviate the suffering of millions of American workers but also ensure their rights and safety in the workplace. With her extensive background in social work and her deep commitment to social justice, Perkins set out to implement a series of progressive policies aimed at improving worker protections.
One of her most notable achievements was her advocacy for the establishment of unemployment insurance and old-age pensions, which provided a safety net for workers who found themselves without jobs. Perkins was also a strong proponent of improving workplace safety standards, recognizing that many workers were exposed to hazardous conditions that jeopardized their health and lives. She championed legislation that mandated safer working environments and sought to reduce workplace accidents, thereby enhancing the overall quality of life for laborers.
In addition to these initiatives, Frances Perkins was particularly focused on advancing the rights of women in the workforce. She understood that women often faced unique challenges and discrimination in the labor market, and she fought tirelessly for policies that would promote equal pay and fair treatment. Her efforts led to the establishment of labor laws that not only benefited women but also laid the groundwork for broader labor rights that would eventually encompass all workers, regardless of gender.
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World War II: A Massive Leap Forward
The impact of World War II on women’s labor force participation cannot be overstated. As men went off to fight, women filled crucial roles in industries like aircraft production, ammunition manufacturing, and shipbuilding. This was the first real push for women into positions that were previously considered “men’s work.”
However, the danger for personal injury was still very much present. Women working in factories and manufacturing were subjected to long hours and exposure to toxic substances with minimal protective gear.
Yet, during this period, women proved their resilience and capability in fields they had once been excluded from. Organizations were formed to support women in the workforce, providing mentorship and resources that were previously unavailable. These initiatives not only fostered a sense of community among women but also inspired a collective push for gender equality across various sectors. The resilience demonstrated by women during this time was not just about individual achievement; it was a collective assertion of their right to participate fully in all aspects of society.
By 1948, approximately 33% of women aged 16 and older were in the workforce—an impressive leap. But despite this growth, the pay gaps, lack of opportunities, and limited rights continued to persist. Women were still often exploited in the workforce, working long hours for lower wages than their male counterparts.
Post-War Era: Rising Momentum
After World War II, women remained in the workforce, but it wasn’t all smooth sailing. While opportunities for women continued to grow, the post-war period was characterized by societal expectations that women would return to the home.
Despite these challenges, more women entered professions like medicine, science, law, and social work. Overall, the growing participation of women in these critical professions not only reflected a changing societal landscape but also contributed to a diverse workforce. This evolution has had profound implications for the way these fields operate today, leading to more holistic approaches to problems and a broader understanding of the needs of various populations. Through their resilience and determination, women have not only carved out their own paths but have also paved the way for future generations to follow in their footsteps.
During this time, significant strides were made in securing equal pay for women. The Equal Pay Act of 1963 was passed to prohibit wage discrimination based on sex, marking a historic victory in the fight for gender equality in the workplace.
The 1960s also saw the enactment of the Civil Rights Act of 1964, which provided further protections for women in the workplace. The Civil Rights Act of 1964 was signed into law by President Lyndon B. Johnson just a few hours after House approval on July 2. The act outlawed segregation in businesses such as theaters, restaurants, and hotels. It banned discriminatory practices in employment and education.
Among its many provisions, the Act included significant protections for women in the workplace, addressing the pervasive discrimination they faced in various employment sectors. Prior to this legislation, women often encountered systemic barriers that limited their opportunities for advancement, fair wages, and equitable treatment in the workforce.
The Civil Rights Act of 1964 was instrumental in prohibiting employment discrimination based on race, color, religion, sex, or national origin. This inclusion of "sex" as a protected category marked a revolutionary step forward in the fight for gender equality. It meant that women could no longer be legally denied job opportunities or promotions simply because of their gender. The Act empowered women to challenge discriminatory practices and seek justice in instances where they faced unfair treatment in hiring, wages, and sexual harassment in the workplace.
Furthermore, the establishment of the Equal Employment Opportunity Commission (EEOC) under the Act provided a federal mechanism for enforcing these protections. The EEOC was tasked with investigating complaints of discrimination and ensuring compliance with the law, thereby giving women a formal avenue to address grievances and seek redress for injustices encountered in the workplace. This development not only fostered a greater awareness of women's rights but also encouraged more women to enter the workforce, knowing they had legal protections against discrimination.
The implications of the Civil Rights Act extended beyond the immediate workplace environment; it also contributed to a broader cultural shift regarding gender roles and expectations. The 1960s were a time of significant social upheaval, and the Act played a crucial role in galvanizing the women's rights movement. Activists began to advocate more vigorously for equal pay, maternity leave, and the elimination of sexual harassment, laying the groundwork for future legislative measures aimed at achieving gender equity.
The Civil Rights Act of 1964 was not just a legislative milestone; it was a transformative force that provided essential protections for women in the workplace, fostering an environment where they could pursue careers and contribute to society on equal footing with their male counterparts. The Act's legacy continues to influence discussions and policies surrounding gender equality and workplace rights to this day.
In the 1960s, deep cultural changes were altering the role of women in American society. The approval of the birth control pill by the federal government in 1960 marked a groundbreaking moment in women's history. By the end of the Sixties, more than 80 percent of wives of childbearing age were utilizing contraception, a statistic that underscored the widespread acceptance and reliance on this new form of birth control. The availability of the pill fundamentally altered the landscape of family planning and reproductive autonomy, empowering women to take control of their bodies and destinies. This newfound ability to prevent unwanted pregnancies provided women with a greater array of choices regarding their personal lives, including the timing of marriage and childbearing, educational pursuits, and career ambitions.
Increased participation in the labor market also led to the creation of policies like on-site daycare programs, aimed at helping working mothers balance family and work. By the 1970s, the rise in working mothers had shifted the landscape—more women of childbearing age were entering the workforce, and by the 2000s, 62% of mothers with children under one year old were working.
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The 1970s: Breaking Barriers
The economic downturn of the 1970s pushed even more women into the workforce. Women sought employment not just out of necessity, but for personal fulfillment and financial independence. During this period, significant changes in labor laws and workforce structures were implemented to accommodate this new demographic.
Furthermore, as more women entered the workforce, the importance of educational attainment became increasingly clear. Since 1970, the proportion of women with a college degree has quadrupled, while the percentage of men with college degrees has only doubled. By 2019, 45% of women aged 25 to 64 held a college degree, surpassing men in this area.
With the passage of the Comprehensive Employment and Training Act (CETA) in 1973, and later the Job Training Partnership Act (JTPA) in 1982, more women, especially low-income women, gained access to job training programs that would help them secure better job opportunities.
The 1980s
The 1980s marked a period of significant change for women in the workforce, as many were breaking through barriers in both traditionally female-dominated roles and industries previously dominated by men.
Gender discrimination remained a persistent issue, with women often encountering limited opportunities for career advancement and being excluded from leadership positions. The wage gap was also wide, with women earning significantly less than their male counterparts for similar work.
Work-life balance was another challenge, as societal expectations often placed the burden of family care and household responsibilities on women, making it difficult to excel both at work and at home.
The 1980s also saw increased efforts for workplace protections and equality, with the passing of significant laws like the Civil Rights Act and the Pregnancy Discrimination Act. Yet, the fight for equal pay, recognition, and a more inclusive workforce was far from over. Women continued to push against these limitations, paving the way for future generations in the pursuit of gender equality in the workplace.
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1990s And Beyond: Continued Growth and Opportunities
Women in the workforce have continued to increase steadily from 1948 until the turn of the millennium. In 1992, the Women in Apprenticeship & Nontraditional Occupations Act (WANTO) was passed to encourage women’s participation in industries that were traditionally male-dominated, such as manufacturing, technology, and skilled trades. This legislation, alongside the Lilly Ledbetter Fair Pay Act of 2009, which aimed to close the gender wage gap, continued to pave the way for women to enter nontraditional fields and receive fair pay for their work.
The Family and Medical Leave Act (FMLA) passed in 1993, was a major step in balancing work and family, granting employees the right to take unpaid leave for the birth or adoption of a child. The NH Paid Family and Medical Leave (NH PFML) is a voluntary insurance plan that provides NH workers with up to 60% wage replacement for up to 6 weeks per year for absences from work due to covered common life events.
Despite these advances, women still face significant challenges in the workforce today. Women are still underpaid in comparison to men, and the gender wage gap persists across nearly all industries. Women also remain underrepresented in senior leadership roles. According to McKinsey’s "Women in the Workplace" report, women made up only 21% of the C-suite in 2019.
Moreover, women in industries like manufacturing, automotive, and transportation—fields experiencing severe labor shortages—face barriers to entry despite the demand for skilled workers.
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Looking Toward the Future: What’s Next for Women in the Workforce?
The future looks bright for women in the workforce, but there’s still much to be done. Projections suggest that from 2021 to 2031, women’s labor force participation will increase by over 4.6 million—about a 6.1% rise. This upward trend highlights that women are poised to continue making strides in the workforce.
However, ongoing challenges such as the wage gap and underrepresentation in leadership roles must be addressed. Employers must ensure safety, fair pay, and equal opportunity for women to prevent further exploitation. The battle isn’t over, but the momentum is on our side!
Woman's History Month | Recap
The history of women in the workforce is a testament to the resilience, determination, and drive of women who have fought for their rightful place in the labor force. From the early 20th century through the major shifts of the World Wars, to today’s ongoing struggles with workplace injuries, pay equity, and career advancement, women have proven time and again that they are capable, strong, and ready to lead.
The journey is far from finished, but each step forward—no matter how small—is a victory. Let’s continue to support and uplift the women who are shaping the future of the workforce.
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