In this third part, we discuss some tendencies of employers toward female workers and also the need to determine your mental well-being to have a good work-life balance.
High GPA could work against young women job hunters
More than their academic performances, it is the “likeability” of women aspirants that could land them a job - a research that shows how taboo associated with women employs still exist.
As far as women new to the job market are concerned, stellar grades in college could actually hurt than help - according to this new study The Ohio State University that suggests employers place more value on the perceived 'likability' of female applicants than their academic success.
On the other hand, in case of male fresher aspirants, those who excelled in college high grade point averages were twice as likely to be contacted by employers when compared to women with the same grades and comparable experience and educational background.
In this survey of 261 hiring managers, they found that while employers valued competence and commitment in men applicants, it was their perceived likability and average academics that were valued.
This tendency may have stemmed from the long-standing prejudice that women who are moderate achievers are more sociable and outgoing; high-achieving women are met with more scepticism, the study found.
"We like to think that we've progressed past gender inequality, but it's still there. The study suggests that women who didn't spend a lot of time on academics but are 'intelligent enough' have an advantage over women who excel in school," said researcher Natasha Quadlin, an assistant professor of sociology at Ohio State.
"There's a particularly strong bias against female math majors -- women who flourish in male-dominated fields -- perhaps because they're violating gender norms in terms of what they're supposed to be good at."
The 2,106 job seekers who were used in the study weren't actual people -- they were invented for purposes of the research with each "applicant" having a corresponding email address and phone number - but the employers advertising for entry-level positions didn't know this.
The survey created resumes for freshly graduated job seekers of both genders - Some majored in math, an area traditionally thought as male dominated, some in English and some in business.
They used an online employment database to find entry-level jobs. For each job two applications were sent -- one from a man and one from a woman. Both applications had similar cover letters, academic history and extracurricular activities.
When the rate of call-backs based on gender alone were studied, it had almost the same rate for men and women. But when the academic performances of these profiles which got a call back was checked, disparities started to show up. Among men and women with GPAs in the A/A-minus range were checked, the no of female candidates who got call back was very less. All the female candidates who got call back were from the lower category.
Men were called back at approximately the same rate regardless of their GPA, but the call-back rate dropped for women with higher GPAs.
In the second part of the study, survey of hiring managers were conducted.
The employers said that along with the resume, they also looked for the individuals' personal traits.
"Men were more likely to get a call back if they were seen as having more competence and commitment, but only 'likability' seemed to benefit women," Quadlin said. And likability, she added, is associated with moderate academic achievement. "Most people probably aren't aware that they're making these kinds of gender-based decisions," she said.
The study didn't include the high-paying, highly-prestigious jobs and the results in such an area can show a different behaviour.
As far as women in college or just beyond are concerned, the study doesn’t encourage them to aim for mediocrity in the interest of employment. Instead Quadlin advises high-achieving women to value the types of employers who value them.
"These are the people who will be advocates for you throughout your career -- those who support you early on and appreciate your intelligence and hard work."
Depression and fatigue increase women's risk of work-related injuries
IN this significant study conducted by the Colorado School of Public Health's Center for Health, Work & Environment, it was found that depression, anxiety and fatigue are heavily likely to lead to work-related injuries among women while it didn’t have much impact on men suffering from the same ailments.
The authors partnered with the largest workers' compensation insurer in Colorado, USA to examine the claims data of 314 businesses from a variety of industries. Almost 17,000 employees ranging from executives to laborers were represented. The research found that men were more likely to sustain a work-related injury and that behavioral health situations like poor sleep and anxiety, did not directly affect them.
On the other hand, women had an increased risk of getting hurt on the job when they reported to have experienced mental and behavioral health issues. Almost 60% of the women with a work injury reported having a behavioral health condition before they were injured. In the case of men, it was less than 33%.
"There a number of social and cultural factors that may explain why women reported having more behavioral health concerns than men did. Men generally admit to fewer health concerns," said Dr. Schwatka. "And women may face different stresses at work and at home. It's something that is worth exploring in future research."
Thus working women require more care and attention when it comes to ailments like depression, anxiety disorders and fatigue.
Materials provided by Ohio State University.
Materials provided by University of Colorado Anschutz Medical Campus.