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Saejal Kapoor & Prof. (Dr.) Veenus Jain

1 Student, AISS, AMITY UNIVERSITY, NOIDA, 

UTTAR PRADESH, INDIA

Abstract:  The main purpose of the paper is to explore the challenges faced by women in traditionally male-dominated fields and highlight the triumphs and successes of women who have broken through these barriers. The paper aims to raise awareness of the persistent gender discrimination in employment and highlight the need for greater opportunities and support for women in non-traditional careers. It also highlights the importance of breaking down cultural norms and gender biases that reinforce discrimination against women in the workplace.

Index terms: employment, gender discrimination, gender gap, glass ceiling, non-traditional jobs, stereotypes, societal pressure, traditional jobs, women empowerment, workforce.

Introduction

The modern world is witnessing a growing trend toward expanding opportunities for women in traditionally male-dominated fields. There is a growing awareness and encouragement for women to pursue non-traditional careers, including the military, business and finance, science and technology, and blue-collar trades. Still, Gender discrimination in employment is a pervasive issue that affects millions of women worldwide. Despite laws and regulations designed to promote equal employment opportunities, women continue to face significant barriers to entering and advancing in the workforce. These barriers can take many forms, including pay disparities, limited access to promotions and leadership roles, and discrimination based on pregnancy or family status. Society has since long traditionally divided occupations into men’s work and women’s work – the jobs that physically demanding and high-paying have been reserved for men and the occupations that are nurturing, supportive, and lower-paying, such as teaching, nursing, and administrative work have been directed to women. These divisions have been reinforced by cultural norms and gender biases, which have resulted in discrimination against women in the workplace, and a lack of representation in male-dominated fields. Furthermore, there has been a lack of awareness and education about the potential of women in non-traditional jobs, which has prevented them from pursuing careers that are perceived as masculine. While these divisions have been slowly breaking down over the years, women still face adversities and obstacles in these non-traditional occupations and there is still a long way to go in terms of achieving gender equality in the workforce.

Traditional V/S Non-Traditional Careers for Women

The distinction between traditional and non-traditional careers can be influenced by cultural and regional factors and can vary over time as societal attitudes and expectations evolve. For a contemporary dramatization, who do you picture when you think of a teacher, a man, or a woman? How about a healthcare worker?  According to the 2011 Census, 76.5% of all teachers in India are women, and women make up a significant portion of the healthcare workforce in India, with 70% of all healthcare workers being female, according to a report by the World Health Organization (WHO) in 2016. Even though there are no technical gender qualifications required for either of the jobs.

Traditional careers for women are those that are stereotypically considered to be more appropriate for women based on societal norms and expectations, such as nursing, teaching, or administrative roles. These careers are often characterized by low pay, lower social status, and fewer career advancement opportunities. The Women’s Bureau of the US Department of Labour defines non-traditional occupations as those in which the representation of women in total employment is 25 percent or less. This definition covers a wide range of jobs, from manual labour to the highest managerial positions.

On the other hand, non-traditional careers for women are those that are typically male-dominated and have historically been inaccessible to women. These careers can include fields such as science, technology, engineering, and math (STEM), as well as construction, law enforcement, and the military. Non-traditional careers tend to offer higher pay, greater social status, and more opportunities for career advancement, but women often face greater barriers and bias in these fields due to their gender. 

Reasons For Girls Drifting towards Sex-Stereotyped Careers

The persistence of gendered paths in career choices has recently been reflected in the current Global Gender Gap Report of the World Economic Forum (WEF), In 2022, the overall global gender gap has widened for the first time in five years, with the global score declining from 68.6% to 68.2%. This means that the average global gender gap across these four areas is now 31.8%. While progress has been made in some areas, such as educational attainment, the report highlights significant gaps that persist in economic and political participation. On average, women only have 60% of the economic opportunities and outcomes that men have. This gap has widened since last year, with setbacks in labour force participation and income. There has also been little progress in women’s political representation, with women holding only 27.7% of parliamentary seats globally. In terms of health and survival, the gap has narrowed, but women still have only 92% of the health outcomes and access to health care that men have. The report also highlights significant regional differences, with the gender gap being the widest in South Asia, followed by the Middle East and North Africa. The gap is the narrowest in Western Europe, followed by North America.

Let us look at recent statistics to see the overrepresentation of women in certain sex-stereotyped jobs compared to their gross underrepresentation in non-traditional, male-dominated occupations. 

According to data from the International Labour Organization (ILO)(2019), the occupations with the highest representation of women in the world are:

1. Domestic workers – 72% of workers in this occupation are women.
2. Childcare workers and teachers – 61% of workers in this occupation are women.
3. Healthcare professionals – 70% of workers in this occupation are women.
4. Education professionals – 65% of workers in this occupation are women.
5. Personal care and service workers – 67% of workers in this occupation are women.

According to the International Labour Organization (ILO)(2019), some of the high-paying non-traditional occupations with the least representation of women worldwide include:

1. Construction and extraction occupations: Women account for only 2.6% of workers in this field globally.
2. Installation, maintenance, and repair occupations: Women represent only 1.7% of workers in this field globally.
3. Architecture and engineering occupations: Women account for only 14.5% of workers in this field globally.
4. Production occupations: Women represent only 21.4% of workers in this field globally.
5. Transportation and material moving occupations: Women account for only 22.5% of workers in this field globally.

Women in the fields of politics and law are rare, As of September 2021, there are 78 women Members of Parliament (MPs) in India, out of a total of 543 MPs in the Lok Sabha, the lower house of the Parliament. In the Rajya Sabha, the upper house of the Parliament, there are currently 29 women MPs out of a total of 245 members. This comprises only 14% of the total number of seats. This is only slightly better than the situation that prevailed in 2010, women’s participation in governance in India was relatively low, with women holding a limited number of political positions. At that time, women held only 59 seats in the Lok Sabha, which is the lower house of the Indian Parliament, out of a total of 543 seats. This represented about 11% of the total seats.

In terms of state-level governance, women’s participation varied widely across different states. Some states had implemented policies to increase women’s participation in local governance, such as the reservation of seats for women in local village councils. However, in many other states, women’s participation in governance remained limited due to cultural norms, discrimination, and other barriers. 

There are several reasons for this imbalance and lack of women representation in several high-paying occupations, As Nina MacLaughlin, a writer, and carpenter who chronicled her journey in Hammer Head: The Making of a Carpenter, notes that the lack of female representation in physically demanding trades such as carpentry, plumbing, and electrical work can discourage young girls from considering these professions as viable career options. As MacLaughlin observes, “If you don’t see any women carpenters or plumbers or electricians when you’re growing up, then it doesn’t feel like an option. There are several reasons why girls may not choose high-paying non-traditional jobs. Firstly, societal stereotypes and expectations often dictate that women should pursue more “feminine” careers, such as teaching, nursing, or administrative work, rather than physically demanding or male-dominated jobs like engineering or construction. From a young age, women are pushed into believing by their family and schools, they are programmed into believing by counselling, television, toys, and other admonitions of how certain activities and occupations require unladylike aggressiveness, which if revealed will make them less sought out for marriages. This gender bias and societal grooming can lead girls to believe that they are not capable or interested in pursuing these fields. Additionally, there may be a lack of female role models or mentors in these industries, which can further discourage girls from considering these careers as viable options. This lack of representation can also contribute to a lack of confidence and self-doubt among girls, who may not believe they can succeed in non-traditional fields. Moreover, systemic barriers such as discrimination, harassment, and a lack of workplace flexibility or family-friendly policies make it harder for women to advance in these careers. These factors combined make it challenging for girls to break into high-paying non-traditional jobs, even if they have the skills and aptitude for them.

There are several myths about women that limit their opportunities in non-traditional careers. The idea that women are not physically or mentally capable of handling such jobs is baseless, as women have been successfully handling physically demanding jobs for centuries. Similarly, the myth that women lack interest or passion in non-traditional careers is incorrect, as many women are interested in fields such as STEM but face societal barriers in pursuing them. The myth that women are not good leaders or team players in non-traditional fields is also not supported by evidence, as women have proven to be successful leaders and team players in various fields. Lastly, the myth that women who choose non-traditional careers are unfeminine or reject their gender identity is problematic, implying that there is a particular way that women should behave or work based on their gender. Women in Asia and Africa make up a significant portion of the labor-intensive workforce, including in agriculture, construction, and mining. However, employers may save money in the short term by gendering and racializing jobs. For example, in jobs like head loading, where both men and women perform the same tasks, women and children are often paid less or not included on the payroll. Women may be labelled as “helpers” in industries like construction and mining, where they perform heavy manual labor but are prevented from working in skilled trades or mines due to religious reasoning or superstition.

Employers can save money in the short term by gendering and racializing jobs. For example, in jobs like head loading, where both men and women perform the same tasks, women and children are often paid less or not included on the payroll. Women may be labeled as “helpers” in industries like construction and mining, where they perform heavy manual labor but are prevented from working in skilled trades or mines due to religious reasoning or even superstition. The discourse of gender stereotypes is employed by employers to justify paying women less and by male workers to defend their claim to higher-paying skilled jobs in both the global North and South. 

Some women have even in these conditions and despite the prevailing prejudices Broken the mould and are Shattering Gender Stereotypes in Non-Traditional Jobs and Excelling, One such story is that of Kalavati Devi, who was born into a family of construction workers in the state of Uttar Pradesh. As a child, Kalavati worked alongside her parents on construction sites, carrying bricks and mixing cement. Despite facing numerous obstacles, including discrimination and a lack of education, Kalavati was determined to make a better life for herself. She started her own construction company and gradually built it into a successful enterprise, employing other women from impoverished backgrounds. Today, Kalavati is a millionaire and an inspiration to countless women in India who are striving to break free from poverty and achieve success in non-traditional jobs. Her story is a testament to the power of determination and hard work and a reminder that anything is possible if we set our minds to it. She like many other women like her are role-models to other women, inspiring them to break the glass ceiling. 

 Women’s Representation in Non-Traditional Industries

Shanti Devi started working as a construction worker at the age of 17 in Rajasthan, India. Despite facing ridicule and harassment from her male colleagues, she persisted and worked hard to prove herself. With her earnings, she was able to support her family and even send her children to school. In 2017, Shanti Devi was honored by the Indian government for her contributions to the construction industry, becoming the first female construction worker to receive such recognition. The inspiring stories of Kalavati and Shanti devi remind us how for too long, certain jobs have been deemed “men’s work,” while others have been relegated to women and how times are changing, and more and more women are breaking into non-traditional jobs and excelling. From construction to technology, women are breaking into non-traditional jobs and excelling, proving they are just as capable as men in traditionally male-dominated industries. Education plays a crucial role in encouraging women to pursue non-traditional careers, providing them with the skills, knowledge, confidence and self-assurance necessary to succeed. Educational institutions and training programs have also started to address gender stereotypes and promote gender equality in the workplace, opening up new opportunities for women to thrive in previously male-dominated industries. This shift in attitude has encouraged more women to explore non-traditional career paths and has allowed them to challenge and debunk myths and misconceptions about their capabilities and potential in non-traditional jobs. Overall, education has been a critical factor in empowering women to pursue non-traditional jobs and has helped to break down barriers and promote gender equality in the workforce.

The 21st century has seen a significant increase in women considering non-traditional careers, such as construction, engineering, and technology. This shift can also be attributed to various other factors, including the desire for better economic opportunities, breaking down gender stereotypes, personal interests or passions, a desire for challenges, and the inspiration of female role models. 

The government in India, has also helped women break into non-traditional career patterns by taking various pro-active steps, the most important of which was lifting various bans on women doing few particular jobs. Here are a few examples:

1. Mining: Until 2019, women in India were not allowed to work in underground coal mines due to safety concerns. However, in January 2019, the government of India lifted the ban, allowing women to work in coal mines on the surface as well as underground.
2. Night shifts: For many years, women in India were restricted from working night shifts in many sectors, including the IT and BPO industries. However, in 2018, the Indian government amended the Factories Act, which now allows women to work night shifts with adequate safety provisions.
3. Combat roles in the military: Until recently, women in India were not allowed to serve in combat roles in the military. However, in 2020, the Indian government announced that women would be allowed to take up combat roles in all branches of the armed forces.
4. Bartending: Until 2017, women in Maharashtra, India, were not allowed to work as bartenders due to a law that prohibited women from working in establishments that served alcohol. However, the Bombay High Court struck down the law, allowing women to work as bartenders.

It has moreover taken significant steps to encourage and support women to break into non-traditional career patterns. These initiatives include providing financial support for skill training, promoting entrepreneurship, and addressing issues of gender discrimination and harassment in the workplace. While there is still much work to be done to achieve gender equality in the workforce, these steps are a positive step towards creating a more inclusive and diverse workforce. Several schemes and initiatives have been put into place. One such initiative is the ‘Women in Aviation’ program, which aims to increase the number of women in the aviation industry. Under this program, the government provides financial support and scholarships for women to pursue aviation courses. Additionally, the government has launched the ‘Pradhan Mantri Kaushal Vikas Yojana’ (PMKVY), which provides skill training and certification to women in non-traditional fields such as construction, plumbing, welding, and carpentry. The program also aims to create a gender-inclusive workforce by encouraging employers to hire and promote women. The ‘Stand-Up India scheme, which provides loans to women to start businesses in non-traditional fields. The government has also launched the ‘Women Entrepreneurship Platform,’ a dedicated platform that provides support and resources to women entrepreneurs.

To address the issue of gender discrimination and harassment at the workplace, the government has introduced several laws and policies, such as the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. The government has also mandated that all organizations with more than ten employees must have an internal complaints committee to address complaints of sexual harassment.

conclusion

Kamaladevi Chattopadhyay was a prominent feminist, social activist, politician was one of the earliest women equality advocates in India, who fought for women’s rights and empowerment throughout her life. 

“Women are the makers of society, the builders of the nation. Women are the leaders of tomorrow. Let us strive to make every woman strong, confident, and free.” 

This quote highlights her belief in the transformative power of women and their ability to lead and shape society.

Non-traditional jobs have the potential to provide women with higher salaries and greater opportunities for personal and professional growth. Having more women in non-traditional jobs can help to address skill shortages in male-dominated industries and bring new perspectives and ideas to the table. By working in fields traditionally dominated by men, women can challenge the notion that certain professions are only suitable for one gender This can lead to innovation and progress in these industries, which ultimately benefits the entire society.  However, despite progress, women still face barriers in male-dominated industries, such as discrimination and lack of support. As such, it is crucial to continue promoting and encouraging women to pursue non-traditional careers and provide them with the necessary resources and support to succeed.

References

• Bagilhole, B. (2002). Women in Non-traditional Occupations: Challenging Men. Palgrave Macmillan.

• Bernard, T. M., & Bouck, L. H. (2000, June). Stress Factors Experienced by Women in Non-Traditional Occupations-Female Commercial Drivers in the Transportation Industry. In ASSE Professional Development Conference and Exposition. OnePetro.

• Cross, S., & Bagilhole, B. (2002). Girls’ jobs for the boys? Men, masculinity and non‐traditional occupations. Gender, Work & Organization, 9(2), 204-226.

• The Economic Times. (2019, January 11). Government lifts ban on women in underground mining, allows women to work in open cast mines at night. https://economictimes.indiatimes.com/industry/indl-goods/svs/metals-mining/government-lifts-ban-on-women-in-underground-mining-allows-women-to-work-in-open-cast-mines-at-night/articleshow/67500906.cms

•       India Today. (2021, September 6). Women’s representation in Parliament and state assemblies: India’s struggle for gender equality. 
• https://www.indiatoday.in/india/story/women-representation-in-parliament-and-state-assemblies-india-s-struggle-for-gender-equality-1858174-2021-09-06 

• Gale, A.W. (1994), “Women in Non‐traditional Occupations: The Construction Industry”, Women in Management Review, Vol. 9 No. 2, pp. 3-14. https://doi.org/10.1108/EUM0000000003989

• Global Gender Gap Report 2022, p. 3-6 

• Hughes, K. (1995). Women in Non-Traditional Occupations. Perspectives on Labour and Income, 7(3), 14-19. University of Alberta School of Business Research Paper No. 2013-564.

• McIlwee, J. S. (1982). Work satisfaction among women in nontraditional occupations. Work and Occupations, 9(3), 299-335.

• Waite, L. J., & Berryman, S. E. (1985). Women in Nontraditional Occupations. Choice and Turnover. Rand Corporation, 1700 Main Street, PO Box 2138, Santa Monica, CA 90406-2138.

• World Health Organization. (2016). Gender equity in the health workforce: Analysis of 104 countries. Retrieved from https://www.who.int/hrh/resources/gender_equity-health_workforce_analysis/en/

• World Economic Forum. (2022). Global gender gap report 2022. Retrieved from https://www.weforum.org/reports/global-gender-gap-report-2022

• International Labour Organization. (2019). Women and men in the informal economy: A statistical picture (3rd ed.). Retrieved from https://www.ilo.org/wcmsp5/groups/public/—dgreports/—stat/documents/publication/wcms_711798.pdf.

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An initiative of RPF, the Strategy of the entails interaction with lady passengers especially those travelling alone by a team of young lady RPF personnel at the originating station. These lady passengers are briefed about all precautions to be taken during the journey and told to dial 182 in case they face or see any problem in the coach. The RPF team collects only the seat numbers of the ladies and conveys them to stoppages en-route. The platform duty RPF personnel at the stopping stations en-route keep unobtrusive watch over the concerned coaches and berths and if need arises, interact with the lady passengers. RPF/RPSF escort onboard also covers all the coaches/identified berths during its duty period.

RPF teams at the destination collect the feedback from the identified lady passengers. The feedback is then analysed and corrective action, if any, is taken. If some distress call comes from a train covered under “Meri Saheli” initiative, the disposal of the call is monitored at the level of senior officers.

The “Meri Saheli” initiative was started as a pilot project in South Eastern Railway in September 2020 and after getting encouraging response from lady passengers, it was extended to all zones and KRCL w.e.f. 17.10.2020.The operation is gathering momentum.

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The first batch of women pilots of Indian Navy have been operationalized on Dornier Aircraft by the Southern Naval Command (SNC) at Kochi. The three women pilots were part of the six pilots of the 27^th Dornier Operational Flying Training  (DOFT) Course, who graduated as ‘Fully operational Maritime Reconnaissance (MR) Pilots’ at a passing out ceremony held at INS Garuda, Kochi on 22 Oct 20.

Rear Admiral Antony George, VSM, NM, Chief Staff Officer (Training) of SNC was the chief guest of the event and presented awards to the pilots who are now fully qualified on Dornier aircraft for all operational missions. The three women pilots of first batch are LieutenantDivya Sharma (from Malviya Nagar, New Delhi), LieutenantShubhangiSwaroop (fromTilhar, Uttar Pradesh) and Lieutenant Shivangi (fromMuzaffarpur, Bihar). These officers had initially undergone basic flying training partly with Indian Air Force and partly with the Navy prior to DOFT course. Amongst the three women pilots operationalized for MR flying, Lt Shivangi was the first to qualify as a naval pilot on 02 Dec 2019.

The course comprised of one month of ground training phase, which was conducted at various professional schools of SNC and eight months of flying training at the Dornier Squadron of SNC, INAS 550.Lt Divya Sharma & Lt Shivam Pandey were adjudged ‘First in Flying’ and ‘First in Ground’ subjects, respectively. TheFlag Officer Commanding-in-Chief (South) rolling trophy in memory of late Lt Simon George Pynomootil for the ‘Most spirited trainee’ was presented to Lt Kumar Vikram. This trophy was instituted on18 Jun 2019during the Diamond Jubilee Celebration of INAS 550 to immortalize the spirit of the officer who was a qualified Islander pilot and lost his life in a fatal air crash whilst serving the squadron on 17 May 1985.

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Women SSC officers were till now allowed Permanent Commission only in the Judge and Advocate General (JAG) and Army Educational Corps (AEC) branches.

The Government Sanction Letter, paving the way for women officers shouldering larger roles in the organisation, specifies grant of PC to SSC women officers in eight additional streams of the Army: Army Air Defence (AAD), Signals, Engineers, Army Aviation, Electronics and Mechanical Engineers (EME), Army Service Corps (ASC), Army Ordnance Corps (AOC) and Intelligence Corps.

The Army Headquarters has set in motion a series of preparatory actions for the conduct of the Permanent Commission Selection Board for Women Officers. The Selection Board will be set up as soon as all SSC women officers exercise their option and complete the requisite documentation.

The directive will apply to those who had joined as SSC officers, but were not given an option during their service tenure to opt for Permanent Commission.

Their male counterparts from same batches and streams went on to become PC officers. The SSC officers – men or women – join for a period of 10 or 14 years following which an option is given for becoming Permanent Commission officers.

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The Supreme Court also ordered the government to extend permanent service – which has only been applicable to men so far – to all women officers, signalling a move towards gender parity in the traditionally male bastion.

With this women will get the same opportunities and benefits as their male colleagues, including ranks, promotions and pensions and be allowed to serve longer tenures.

Currently, women are inducted through a short-service commission that lets them work for up to 14 years and only allowed permanent commission in the army’s legal and educational wings.

“To cast aspersion on their abilities on the ground of gender is an affront not only to their dignity as women but to the dignity of the members of the Indian Army,” judges said in their ruling.

Last week the government opposed women being appointed to top roles such as colonels and brigadiers, saying most soldiers were men from rural backgrounds who were not “mentally schooled to accept women officers in command”.

The government also argued that men and women officers were physically different and could not be treated equally.

The top court rebuked the government, describing its views as “disturbing” and urged “the need for change in mindsets to bring about true equality in the army”.

It, however, did not rule on deploying women in combat roles, saying a competent authority needed to decide.

India, with one of the largest armies in the world, has long resisted including women in combat roles, citing concerns over women’s vulnerability if captured and over their physical and mental ability to cope with front-line deployments.

India’s air force and navy offer a permanent commission to women as well as select combat roles.

Most countries employ women in various roles in their armed forces but only a handful, including Australia, Germany, Israel and the United States, allow them to take on combat roles.

India began recruiting women to non-medical positions in the armed forces in 1992, yet they make up about 4 percent of the army’s more than one million personnel, according to latest data.

Aishwarya Bhati, a lawyer who represented female officers at court, lauded Monday’s judgement as one that would remove discrimination and boost women’s role in the army.

“They (judges) have completely negated all the farcical stands raised by the army to deny women equal opportunities,” she told the Thomson Reuters Foundation.

“These battles are watershed moments not just for women in the Indian army, but for women across the world.”

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A cabinet meeting, chaired by Chief Minister Pinarayi Vijayan, took the decision on Wednesday.

Women would be appointed as drivers as part of the government’s decision to ensure gender equality in all walks of society.

“The cabinet has decided to induct women as drivers in government services and public-sector units. For this, the existing recruitment rules will be amended,” an official release said.

The government had recently formed the first women battalion with over 550 members as part of efforts to enhance representation of women in the police force.

The move is expected to take another two to three months for the implementation. After amending the rules, Public service Commission will be informed and then recruitment will take place.

The decision is part of state government’s plan to ensure gender equality in all sectors of the society.

Biju Prabhakar, Special Secretary of Women and Child Development said, “It’s a measure to remove the disparities in the society and to demonstrate that women can undertake any work traditionally meant to be in the domain of men. This is a major step for moving towards a gender neutral society. Women have to have equal or more status in any developed society. If women can fly aircrafts, why can’t they drive KSRTC buses?” He added that the state government has started training women as drivers, plumbers, electricians, etc so that there are enough opportunities for unemployed women.

Women Rights Activists are also delighted with the move and hopes that the government move will help women not just in this sector but many other areas considered as male bastions.

there were projects like she-taxi, women auto drivers but the numbers were less. Now with the government move to employ women in all government departments and public sector undertakings, the number will be huge.

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