Women as a Labour Force in Britain

Abstract

IN Broadsheet No. 285, "Employment of Women", Planning (P.E.P.) examines some of the implications of the task of maintaining, and if possible increasing, the female labour of Britain at a time when the number of women of working age is declining. The difficulty is enhanced by the even greater decline in the number of women under forty-five years of age, from whom the bulk of the female labour force is drawn. The broadsheet points out that it is very important that employers should not be unprepared for the probable fall in the number of women in employment during the next fifteen years. The Ministry of Labour should forecast the probable trend in the number of women available for work in the various industries and regions, and should make the findings widely known. It must then be considered whether rising productivity will make good the loss of women workers, and if not, what adjustments should be made ; in particular, whether to try to maintain the proportion of women in certain industries and occupations, or whether to allow the proportion to fall in all. Two conclusions stand out : first, that any substantial increase in the number of women in employment must come from married women ; and, secondly, that if the female labour force is not to fall greatly, there must be a big rise in the number of middle-aged and elderly women in employment. By far the most hopeful means is to extend the opportunities for part-time workers. This is a desirable solution from the women‘s point of view ; but from the employers' aspect entails careful organisation, additional supervision, and flexibility. In compensation there is evidence that part-time workers give good service, that their output is often higher than that of full-time workers, and that absenteeism and labour turn-over do not compare unfavourably. The importance of improving working conditions and providing more nurseries is stressed, and also of employing women who are in jobs to the best advantage. Those who aspire to a skilled, professional or executive job should have the opportunity, and the size, composition and distribution of the female labour force must not be left to chance.