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.In WO
MONTANA WOMEN AND WORK
A Survey of Needs and Attitudes
October, 1980
STATE DOCUMENTS COLLECTMJM
MAR 1 7 1981
Conducted by:
The Women's Bureau
Department of Labor
and Industry
State of Montana
Final Report Completed With the Cooperation of:
Employment and Training Division
Department of Labor and Industry
State of Montana
Study Conducted and Written by:
Marcia A. Dias Laurie A. Lamson
S33,^C?NTANA STATE LIBRARY
S331.4Llmw 1980c . 1 D,as UDWnT
Montana women and wnri -= -
II II ,, TVai;urve»<""eed
11 IV J in u
3 0864 00036255
2007 X5
INTRODUCTION
The "Survey of Montana Women and Work" was one component of a project conducted by staff of the Women's Bureau of the Montana Department of Labor and Industry under a special grant from the Employment Standards Admini- stration of the U.S. Department of Labor. The overall purpose of the project was to review the impact of departmental policies upon women of the state of Montana.
Three major activities were conducted under this project. First, activities and structure of the Women's Bureau were reviewed, and recom- mendations were made regarding improved methods of reaching and serving the women of Montana. Second, a review of the Montana Job Service was con- ducted to determine its impact upon women. Again, certain recommendations were made for possible improvements in its operation. Third, a survey of the women of Montana was conducted to determine their attitudes and needs regarding employment.
The "Survey of Montana Women and Work", the third component of the study, was addressed to a cross-section of all women of Montana, irrespec- tive of employment status. Initially, a descriptive summary of the survey's tabulations was produced under the Department of Labor grant. It was later decided that a more indepth, refined analysis would prove useful. The following report is a product of that latter activity, completed with the cooperation of the Employment and Training Division of the Department of Labor and Industry, the State Occupational Information Coordinating Com- mittee (SOICC) and the state Interdepartmental Coordinating Committee for Women (ICCW).
Results of the survey portray a variety of attitudes and needs regard- ing employment. Women's actual circumstances also vary greatly according to factors such as age, race, number of young children, level of training and attitudes toward working.
The following report is intended to address a number of the special needs and circumstances of both working and non-working women. The con- tents of the chapters are diverse, due to the many different persons with varied interests providing input to this research endeavor. However, in spite of the variety of topics discussed, each chapter contains information regarding Montana women — as the women themselves report it.
"Montana Women and Work - A survey of Needs and Attitudes" was con- ducted, analyzed and written by Marcia A. Dias and Laurie A. Lamson for the Women's Bureau. If you have any questions about this study, please write or call the Women's Bureau, Department of Labor and Industry, 35 South Last Chance Gulch, Helena, Montana 59601. phone (406) 449-5600.
DtoVliyH. FILLER,' Commissioner Department of Labor and Industry
TABLE OF CONTENTS
Page Number I. Methodology 4
II. A Profile of Montana Women-- 5
A demographic description
III. Aspects of Work and Education Work-Related Needs Problems of Working Women Aspects of Work Causing Dissatisfaction
IV. Job Training Interests 15
General Interests Interest in Non-traditional Work
V. Women and Occupational Attachment 21
VI. Non-employed Women 23
A Description of the Non-Employed Woman Reasons for Not Working Outside the Home Child Care Needs
VII. Displaced Homemakers 27
VIII. Battered Women 33
IX. Conclusions 39
X. Appendix 41
I. METHODOLOGY
A random sample of 2000 women was drawn from Montana's 1978 voter registration lists, supplemented by names drawn from AFDC lists of the Department of Social and Rehabilitative Services. The latter lists were included to guarantee that low-income persons, underrepresented on voter lists, would be included within the resultant sample. The sample was stratified by county to insure adequate geographic inclusion. Responses were obtained by mailed questionnaires; with 1360 questionnaires returned, the return rate approaches 70%.
The sample closely parallels the general population on major demo- graphic characteristics, such as race, age, income level and geographic location --indicative that no serious bias associated with these demographic characteristics prevail either in the original sample or among that formed by the returned questionnaires. Information regarding these demographic characteristics is presented in the next chapter, "A Profile of Montana Women".
II. A PROFILE OF MONTANA WOMEN
Employment
It is estimated that there are 393,285 women in Montana as of 1978.* Approximately two-thirds of this total, or 252,882 women, are adults (18 years or older). It is this adult female population which is the concern of the analysis in this report.
Nearly half of all adult women in Montana are employed outside the home; the other half are not employed outside the home, as enumerated on the table which follows.
TABLE 1 Employment Status of Montana Women (1978)
Total Employed Ful 1-time Part-time
Total Not Employed Non-working Retired Disabled
45.3% (3075%) (14.8%)
54.6% (39781) (12.5%) ( 2.3%) 100.0% (N=1300)
"Calculations based on 1978 intercensal estimates.
These employment rates are consistent with current national rates on
women's employment. Most of the non-employed women consider themselves to
be full-time homemakers; more discussion is devoted to the homemaker in Chapter VI of this report.
As seen from Table 1, about two-thirds of all working women are
employed full-time and a third work part-time. A more precise breakdown of
the number of hours worked (Table 2) reaffirms the data appearing in Table 1.
|
TABLE 2 |
|
|
Number of Hours Worked Per Week: |
Employed Woi |
|
Number of Hours |
|
|
One to 10 |
6.5% |
|
11 to 20 |
13.8% |
|
21 to 30 |
10.3% |
|
31 to 40 |
61.9% |
|
41 or more |
7.4% |
100.0% (N=494)
Most women do not belong to labor unions. About 85% have no union affiliation and 15% are union affiliated. (See Table A-l in the Appendix.) This finding is in keeping with unionization rates quoted by national surveys on women. An even smaller portion (7.2%) of all working women are self-employed. (See Table A-2 in the Appendix.)
Martial Status
Almost three- fourths of the women (73.9%) in this state are married. Somewhat less than 10% have never been married, and the remaining portion are either widowed, divorced or separated. This breakdown does not differ substantially from that of the 1970 census. For a comparison, see Table A-3 in the Appendix.
Age
When women are grouped into ten-year age cohorts, the population is fairly equally disbursed over the categories. That is, approximately 15% to 20% of the women comprise each of the ten-year age cohorts beginning with those in their twenties on through to those in their sixties and over. (Due to the natural decline in numbers of this latter category, all of those aged sixty and over are grouped together. )
The proportion of women within these ten-year age cohorts are equiva- lent to those reported by the last available census (1970). This is anti- cipated, since age cohorts generally are stable population characteristics, changing little from decade to decade unless there is massive in- or out- migration, which has not characterized Montana recently. For a comparison of age distribution as reported by the 1970 census and the sample utilized in this study, see Table A-4 of the Appendix.
Education
In Montana, the typical level of education for women is twelve years, or high school graduation. According to the survey, a third of all women have completed high school and about 16% have not completed high school. The remainder have either attended college a few years or completed college.
This data is not congruent with that reported in the 1970 census. Although both sources report about the same proportion of high school graduates, the census reports more women not completing high school and fewer having attended or completed college. (See Table A-5 in the Appen- dix.) There are several plausible explanations for this discrepancy. Obviously, a common bias known with mailed questionnaires may be in an underrepresentation of the least educated coupled with overrepresentation of the highest educated. However, it is interesting that education level, unlike age structure, is a volatile population characteristic, and the level continues to accelerate upward in the United States. This trend is particularly true for women in recent years. In fact, national statistics have shown an increase in the number of female college graduates by more than 100% between 1965 and 1975. This type of trend is likely affecting the discrepancy witnessed on Table A-5 of the Appendix.
In spite of these discrepancies, the set of figures which most accu- rately portrays the actual educational characteristics of Montana women is questionable. Thus, weighting of the sub-groups is inappropriate.
Race
The current racial composition of Montana women is essentially iden- tical to that reported in the 1970 census. It is comprised almost entirely (95%) of whites with a very small proportion of non-whites (5%). The latter is almost exclusively American Indian. (See Table A-6 in the Appen- dix.)
Geographic Location
A comparison also was made between the last census and the survey data regarding county of residence. This information is contained in Table A-7 of the Appendix. Briefly stated, no substantial difference was reported in the proportion of population residing in the largest counties since 1970. Population changes observed in 1978 are very similar to those changes projected by intercensal reports.
More than half of the population is concentrated in seven of the 56 counties in Montana. The rural nature of this state is easily comprehended when one realizes that the remaining half of the population is scattered across 49 counties, most of which have a county population of less than 10,000.
The preceding discussion highlights Montana's female population on key characteristics. Furthermore, the comparisons with census data on stable characteristics substantiate the reliability of the sample employed. Consequently, overall data on women is easily and fully presented although in-depth analysis of particular sub-groups is not as elaborate as might be desired due to the limitations imposed by some of the small frequencies.
Other Information
A large section of this report deals with work-related problems and needs. Each type of need or problem is presented as it affects the overall female workforce. Each problem or need is then presented as related to educational level of the respondents. Substantial differences among the educational categories are thus reported. Although many different items could have been cross-tabulated against these problems and needs, educa- tional level is particularly useful from the training perspective. It can pinpoint the particular problems encountered by people with certain levels of education.
Overviews of occupational attachment follow, as well as descriptions of non-employed women. Information also is presented on the types of women who are interested in training for certain occupational areas, including non-traditional lines of work. Race, age, educational level and community size are related to training interests for this information.
Finally, two special groups, displaced homemakers and battered women, are gleaned from the sample and briefly discussed according to their parti- cular problems and needs.
III. ASPECTS OF WORK AND EDUCATION
Work-related Needs
This chapter discusses various work-related needs as reported by Montana women who are either working or planning to seek work in the near future. The following table shows the magnitude of these needs — the percentage who require assistance* with various work-related services.
TABLE 3
The Need for Work-Related Services Among
Those Working or Planning to Seek Work **
Referral to specific job openings 56.3%
Counseling about suitable jobs 55.8%
General support and encouragement 44.2%
Counseling regarding different occupations 42.6%
Assistance with long-range plans 42.0%
Assertiveness training 40.2%
Referral to part-time jobs 40.1%
Information on apprenticeship programs 38.3%
Employment training 37.1%
Assistance with interview skills 34.9%
Counseling for on-the-job problems 28.9%
Test-Tutoring 26.3%
Information about child care 22.8%
""Required Assistance" includes responses which indicated either "high" or "medium" need on a four-point scale of "high-medium-low-not needed".
*These figures do not total 100%, since respondents may check more than one item.
Table 3 shows that many women have a need for various work-related services. More than half of these women indicate a need for referral to specific job openings (56.3%) and counseling regarding jobs suitable to their background (55.8%), while general support and encouragement (44.2%), counseling re- garding different occupations (42.6%), long-range career plans (42.0%) and assertiveness training (40.2%) rank next highest as needed services.
Following these, at least a third or more women indicate a need for information on apprenticeship programs (38.3%), employment training (37.1%), assistance with interviews skills (34.9%), and assistance with resume preparation (33.0%).
And lastly, not an unsubstantial proportion (29.8%) indicate a need for on-the-job counseling, while 26.3% would like test-tutoring and 22.8% indicate a need for information regarding child-care assistance.
Work-related Needs and Education Level
When these same work-related needs were viewed according to a woman's level of education, some interesting patterns emerged. Those with differ- ent levels of education had different needs, shown by the particular edu- cational groups displaying disproportionately high or low numbers of women needing a service. As Table A-8 of the Appendix shows, for almost half of these survey items, education was related to a work-related need in a statistically significant way.
For practically all items it can be generalized that there is the least need for services among those at the lowest and highest educational extremes. Women with 8 years or less of schooling and women with college graduation both report not needing most work related services. The great- est need for these services is perceived among women within the middle- range of the educational categories.
Within the generalization two distinct patterns are apparent as demon- strated by the curves on Graphs 1 and 2.
First, Graph 1 shows that the need for certain services and the level of education are positively associated, with the exception of college graduates. That is, the higher the level of education (except for college graduates), the greater the number needing the following services: referral to specific job openings, information on apprenticeship programs and infor- mation on child care.
GRAPH 1 EDUCATION BY SERVICES NEEDED
70%-- 60%-- 50%-- 40%--
30% - ■ 20%-- 10%--
0%
|
8 years |
Some High |
High School |
Some |
College |
|
or less |
School |
Graduate |
College |
Graduate |
Secondly, the other emergent pattern's bimodality can best be likened to an 'M' curve, with the center never falling as low as the extremes. Services plotted on Graph 2 show that the highest and lowest educational categories require the least work-related services specified in the survey, and the middle educational categories require these services the most; while the dip in the center of these curves consistently indicates those
completing high school feel less of a need for these services than do counterparts with either some high school or with some college. The ser- vices most needed by the middle levels of education are: test-tutoring, career planning, asserti veness training, general support and encouragement and counseling about suitable jobs.
Graphs 1 and of the Appendix.
2 were plotted on the basis of data contained in Table A8
GRAPH 2 EDUCATION BY OTHER SERVICES NEEDED
60% -■
50% --
40% --
30% --
20% --
10%
Counseling about suitable |obs
General Support Assertiveness Training
Career Plans Test Tutoring
8 years or less
Some High School
High School Graduates
Some College
College Graduates
Respondents with different levels of education sometimes express similar needs, but this may likely be for different reasons. Although purely speculative, it stands to reason that the college graduate may not feel a need for work-related services because her education alone is a sufficient means to the end of adequate employment. While one with less than eight years of schooling likewise may not feel a need for work-related services, the reason may be different; she may feel the services are irrel- evant if she has ceased trying to improve her employabi 1 ity. Yet, women with middle levels of education may be striving for job improvements and therefore most anxiously report a need for work-related services.
While theoretical, an understanding of the curves of Graph 2 is reli- ant upon the idea of differential expectations. The more one is educated, the more one expects to achieve in the sphere of employment. Those parti- cipating in an education curriculum would have higher expectations than would those never enrolling. However, those beginning but not completing the program are probably in no better position job-wise than those never enrolling. Consequently, their dissatisfaction and subsequent perception of a needed service is greater. This thought may underlie the poignant need reported by women with "some high school" or "some college," as com- pared to those with high school and college degrees.
10
Problems of Working Women
Sometimes the employment-related services just discussed are the reciprocal of problems faced by working women. However, the problems of working women can and do cover a much broader spectrum as evidenced by the information contained in Table 4 of this chapter. Many problems women encounter result from the actual characteristics of the job, but many others stem from family settings; still others result from ecomomic, social or personal factors.
The following table lists various problems reported by working women in Montana. These same problems are broken out by the education level of respondents as shown on Table A-9 of the Appendix.
TABLE 4 Problems of Working Women*
Responsibility of job and family 37.3%
Work physically tiring 20.5%
Adequate child care 19.7%
Can't afford to quit, like to 19.3%
Help at home 19.2%
Prefer part-time work 17.8%
Lack of self confidence 17.0%
Need full-time work 15.6%
Transportation 14.2%
Sex discrimination 12.4%
Children too young 11.4%
Traveling on job 10.7%
Difficulty of work 10.4%
Husband's attitude toward wife working 9.3%
Supervision of teens 8.4%
Pregnancy 4.7%
Traveling with male associates 4.7%
Want to quit--afraid of retaliation 4.5%
Sexual harrassment on-the-job 4.0%
Race discrimination 1.6%
*These figures do not total 100% since respondents may check more than one item.
For working women, the greatest problem is the responsibility of both family and job. Obviously, this responsibility is defined differently by different women within different family structures, as seen by the propor- tions of women rating various aspects of this dual family role as problems. Nearly 40% indicate that, in general, the responsibility of job and family is a problem; likewise, 20% indicate that obtaining adequate child care is a problem. Somewhat more that 11% felt their children were too young, while about 8% worried about teenage supervision and 9% of the working women had difficulties with their husbands' attitudes. Therefore, it is not suprising that nearly 18% of all working women would prefer to be working part-time.
11
Overall, the problem of responsibility of both job and family was directly related to education. The more education a respondent had, the greater problem this dual responsibility posed. For those with eight years or less of formal schooling, this was a problem for 18.5% while among college graduates it was a problem for 42%. See Table A-9 of the Appendix. This finding may suggest greater responsibility linked to jobs held by those with higher levels of education, but could also represent an associa- tion between educational level and age.
Although family-related problems affect more women that do most of the other problems as shown by Table 4, some of the other problems that affect a substantial number of the respondents also deserve discussion.
Economic problems cannot be dismissed when 20% are so disenchanted with their jobs that they continue to work only because they can't afford to quit. This type of dissatisfaction is most preponderant among the middle education levels, not among the most and least educated women. Economics is also probably the crux of the problem for the 16% who report having part-time jobs, but prefer full-time jobs. These breakdowns are contained in Table A-9 of the Appendix.
Another problem reported by 14% of the women in Montana is the diffi- culty of transportation to and from work. This finding is consistent with findings from other surveys in this state which have concluded that the same percentage of the overall population has a transportation problem.
Physical strain of the job is a problem for somewhat more than 20% of all working women. This is especially a problem for those with some high school, of whom 33.2% record it as a problem. (See Table A-9 of the Ap- pendix.) It is less of a problem for women as their education increases. This finding likely describes the type of jobs with which certain levels of education are associated.
Traveling on the job does not appear to be a major problem for working women — affecting only 11% of the female work force. And traveling with male associates is an even smaller problem with less than 5% of the female population mentioning this as a difficulty. Interestingly, there is an inverse relationship between education and this latter problem; the more education, the less problem traveling with male associates presents. For college educated females this problem is nearly non-existent. Less than 1% of the college graduates report this as a problem.
As the data demonstrates, sex-related problems do exist, but are not as preponderant as are many other types of problems. About 4% of all women report sexual harassment as an on-the-job problem. Females with lower levels of education more often experience sexual harrassment than do more educated females. However, the more educated women more frequently experi- ence job discrimination. As some suggest, if women are victims in our society, it might be concluded that the form of victimization doesn't disappear, but merely changes form, as one passes through different educa- tional levels.
12
Aspects of Work Causing Dissatisfaction
For working women there are numerous sources of work dissatisfaction. Table 5 shows the extent to which the repondents are dissatisfied with certain aspects of their work.
TABLE 5 Aspects of Work Causing Dissatisfaction
Opportunity for promotion 50.4%
Salary 46.8%
Availability of training programs 42.8%
Availability of job counseling 37.2%
Sufficient leisure time 35.3%
Means of solving job problems 33.4%
Retirement benefits 29.3%
Morale of co-workers 29.1%
Recognition of work 28.3%
Use of my skills 27.1%
Health Benefits 25.0%
Supervisor's managerial skills 23.8%
Vacation, personal leave 20.5%
Working conditions 19.6%
Hours 16.1%
Actual work 15.0%
Treatment by boss 14.7%
Interest in job 14. 3%
Relations with co-workers 8.9%
For women in general, opportunity for promotion and salary were the foremost sources of dissatisifaction. Nearly half of all women feel dis- satisfied with their salaries and with the opportunities they have for promotion. Availability of training programs follows closely; about 43% express dissatisfaction with this aspect of their work. Those most dis- satisfied with salary, promotional opportunities and availability of train- ing were those who attended a few years of college, but didn't graduate. See Table A-10 of the Appendix.
More than a third of all women were dissatisfied with availability of job counseling, sufficient leisure time, and means of solving job problems. And between 20% and 30% were dissatisfied with the use of their skills, morale of co-workers, retirement benefits, recognition of their work, health benefits, vacation and personal leave, and supervisees managerial abilities.
Aspects of work in which the fewest women expressed dissatisfaction were: hours (16.1%), interest in the job (14.3%), treatment by boss (14.7%), the actual work (15%) and relations with co-workers (8.9%).
In keeping with information already presented, those women with eight years or less of formal education had the least concern or dissatisfaction
13
with most aspects of their work. The same generally holds true for the most educated, the college graduates. And those with middle levels of educations expressed the most dissatisfaction with various aspects of their work, as demonstrated above. However, it is fascinating to observe how women in the middle educational levels vary on identifying dissatisfying aspects of their own work.
The following pattern occurs:
1. Those most dissatisfied with concrete characteristics of the job are those with some high school. As a group they are most dis- satisfied with hours, working conditions, and retirement bene- fits. This likely reflects conditions attached to their parti- cular type of employment.
2. The problem which most afflicts high school graduates concerns the atmosphere of the working situation and interpersonal rela- tions in the workplace. The problems most often mentioned are: treatment by boss, relations with co-workers, morale of co- workers, supervisees managerial abilities, recognition of work, and ways of solving job problems. These types of problems may well reflect a familiar atmosphere found within secretarial pools, or large-scale clerical divisions.
3. As already stated, those with some college were most dissatisfied with their actual work, as shown by the percentage indicating unhappiness with: opportunity for promotion, availability of training programs, salary, use of skills, and availability of job counseling.
Conclusions: Aspects of Work and Education
A sizeable portion of working women are dissatisfied with their jobs and would welcome on-the-job counseling or referral to other jobs. There is a substantial demand by women for training programs.
In addition, many women are not so dissatisfied with their work, as with the office environment, including morale of co-workers, supervisor's managerial abilities, means of solving on-the-job problems, recognition of work and treatment by boss. Improvement of the working atmospheres and the effective provision of appropriate career incentives could be methods of minimizing turn-over rates.
In view of the number of women experiencing difficulty as a result of the dual responsibility of family and job, the plea for more part-time and flex-time jobs is becoming ever more audible.
For most of the specific problems discussed within this chapter, it can generally be stated that women with the highest and lowest levels of education have the least problems, and therefore the least need for work- related services. Those with middle levels of education have the most problems and subsequently feel the greatest need for services. Interest- ingly, within the middle levels of education, those with high school edu- cations have less need for work-related services than those with slightly higher or lower levels of education.
14
IV. JOB TRAINING INTERESTS
Respondents were polled regarding their interest in job training, which generally included broad categories of occupational attachment, rather than specific jobs. One exception, though, was "professional train- ing", which was concretely defined as "law, medicine, CPA".
Occupational Areas of Interest by Educational Level
The areas of supervisory work and public relations interested more women than other career choices with more than half the respondents indi- cating a desire to be trained in each field. Ranked in descending order, other occupational areas of interst are secretarial and professional fields, followed by sales work. See the figures contained in Table 6.
TABLE 6
Occupational Areas of Interest
Job Areas Total
Supervisory 54.4%
Public Relations 53.7%
Secretarial 47.8%
Professional 42.6%
Sales Work 40.3%
Nurse/LPN/Hospital Aide 30.0%
Child-care Provision 27.9%
Teaching 23.8%
Forestry 20.8%
Agriculture 20.5%
Building Trades 15.9%
Waitress 12.5%
Mechanical/Electrical Trades 12.2%
Factory/Mill Work 10.7%
*These figures do not total 100%, since respondents may check more than one area of interest.
Table A-ll of the Appendix contains the same information broken down by education levels. From this data, it is apparent, though not surpris- ing, that women with the higher levels of education are most interested in professional training and public relations, while women with middle levels of education are most interested in secretarial and sales training.
Nursing and jobs in the child care field rank next in popularity (28-30%), followed by teaching (24%), which, in turn, is followed closely by forestry and agriculture (each about 21%). It may surprise some to see forestry and agriculture occupations ranked almost as appealing as teach- ing.
lb
Training in building trades interests about 16% of Montana women, outranking waitressing (12.5%). The latter is followed closely by mechan- ical/ electrical training (12.2%) and factory/mill work (10.7%).
Interest in building trades, factory/mill work, waitressing, and nursing is found disproportinately more often among those with some high school, but mechanical/electrical, child care provision, agriculture and forestry appear to interest various educational levels, as shown on Table A-ll in the Appendix.
Non-Traditional Work
Non-traditional work is generally defined as work women don't do or haven't usually done in the past. However, because women are now aspiring to work in areas different than in the past, the amount of training inter- est in some of these non-traditional areas was measured.
Areas of work considered non-traditional within this study are: super- vision, professional, forestry, agriculture, building trades/construction, mechanical/ electrical trades and factory /mi 11 work. As might be expected, most occupations traditionally considered to be "women's work" hold the most interest for women, as shown in Table 6 (teaching, nursing, secretar- ial/clerical, sales and child care provision). However, it is noteworthy that women rank highly the desire to be trained in some non-traditional areas — namely, law/medicine/accounting, public relations and supervisory positions. In fact, the preceding table shows that of all non-traditional areas, women are most intersted in training for supervisory positions followed by training interest in professional work, such as medicine, law, CPA, and the like.
There is a moderate amount of interest, which is expressed by approxi- mately a fifth of all respondents, for training in forestry and agriculture- type positions; less interest is shown in training for construction, mech- anical/ electrical trades or factory/mill work.
Non-traditional Work by Age Group
An inverse relationship exists between age and interest in non-tradi- tional training. Younger women have greater interest in training in non- traditional areas than do older women. This interest decreases with each successive age decade for each of the non-traditional areas of work, except for factory/ mill work. See Table 7 which follows.
16
TABLE 7 ]
Interest in Non-Traditional Training by Age"
Supervision
Professional
Forestry
Agriculture
Building Trades/ Construction
Total Women
54.6
42.8
21.0
21.3
16.0
Mechanical or Electrical Trades 12.1
Factory or Mill Work
11.2
20's or less
67.2
61.4
41.2
37.3
27.6
23.6
15.0
30's 64.9 52.8 18.5 19.5
16.3
11.3
7.9
40' s 59.9 41.4 17.5 12.4
12.5
7.2
14.4
50' s 45.7 24.5 7.2 12.4
8.4
5.3
11.5
60's Older
18.1 r C=. 28514
10.5 X^ C=. 26814
2.8 X^ C=. 34463
5.0 V- C=. 30043
3.5 X C=. 24600
4.3 * C=. 26229
4.9 r C=. 15486
1 = interest in measured by summation of (yes) and (maybe) responses on each item. Calculation of C is based upon the original 3X7 table from which these results have been extracted.
2 X significance: * .05
** .01
*** .001
Older women, like women in general, have the greatest interest in training for supervisory and professional fields, respectively. For super- visory positions, the greatest decline in interest occurs after the age of fifty. For example, those in their fifties still indicate a moderate interest (46%) in training for supervisory positions while those in their sixties show much less interest (18%) in this type of training (See Table 7).
However interest in professional training declines most markedly after the forties, although there is still some interest among older women. For example, 41% of the women in their forties still have interest in profes- sional training, if obtainable; but 25% of those in their fifties would have the same interest.
For the areas of forestry, agriculture, building construction and mechanical training, training interest is greatest among those under thirty years of age and declines most rapidly after age thirty. With each age decade the percentage of women interested in these types of training further diminishes.
17
For forestry, agriculture, mechanical/electrical and factory/mill occupations, the greatest training interest is found among respondents in their twenties; this interest diminished abruptly by age thirty. Only about half as many women in the thirty-year-old group compared to the twenty-year-old group maintain an interest in job training for these non- traditional areas. Job training interest in forestry, agriculture and mechanical/electrical fields continues to decrease as age increases. The interest in mill work, incidently, does not follow the same pattern exhib- ited by other fields, since training interest remains at relatively the same level until age sixty.
Non-traditional Work by Race
Training for non-traditional work is more appealing to non-white women than to white women in Montana. There is particular interest among minor- ity women for training in the professions as well as for training in build- ing trades and construction. In each of the other non-traditional areas of work (supervisory positions, forestry, agriculture, mechanical/ electrical, factory /mi 11 work), there also is more training interest among non-white women than among white women. For Montana, non-white women can be equated to Native American women, as they are the only sizable racial minority in the State. (See Table 8.)
TABLE 8 ,
INTEREST IN NON-TRADITIONAL TRAINING AND RACEJ Non-Traditional Employment Interest and Race
|
TOTAL |
WHITE |
NON-WHITE |
|
|
Supervision |
54.4 |
54.2 |
56.1 ?* 64.4 X^ |
|
Professional |
43.1 |
42.0 |
|
|
Forestry |
21.2 |
21.1 |
23.6 |
|
Agriculture |
20.7 |
20.3 |
28.6 9* 27.9 r |
|
Building Trades |
16.4 |
15.2 |
|
|
Mechanical or |
|||
|
Electrical |
12.6 |
12.0 |
15.6 |
|
Factory or Mill |
11.1 |
10.8 |
18.6 |
C=. 08057
Interest is equivalent to a (yes) or (maybe) response on each item. C is based upon a 3 X 2 table from which the above figures are extracted.
X Significance: * =
** -
05 005 *** = .001
Interest in Non-Traditional Jobs Training and Size of Community
The type of non-traditional job training and size of community are associated in a few important ways. First, there is considerably more
18
interest among women from larger communities than from smaller communities in training for either professional jobs or supervisory positions. For example, more than 60% of the women who reside in communities with popula- tions over 10,000 have an interest in training for a supervisory position, while about 49% of those in communities under 2500 have the same interest. This information is contained in Table 9.
TABLE 9
Interest in Non-Traditional Job Training
and Size of Community
|
Total 55.0 |
Less than 2500 |
2550- 4900 51.7 |
5000- 9999 54.4 |
More than 10,000 |
|
|
Supervision |
48.8 |
60.8 X2* C=. 12513 |
|||
|
Professional |
43.0 |
39.1 |
46.2 |
44.1 |
44.3 |
|
Forestry |
21.1 |
26.6 |
20.0 |
18.5 |
18.3 |
|
Agriculture |
20.6 |
31.5 |
18.6 |
18.7 |
14.0 X2*** C=. 20291 |
|
Building Trades |
16.4 |
19.2 |
22.4 |
16.3 |
12.2 |
|
Mechanical/ Electrical |
12.5 |
13.9 |
14.9 |
13.1 |
10.4 |
|
Factory or Mill |
11.2 |
14.5 |
15.5 |
8.8 |
8.0 X2* C=. 11459 C=. 21992 |
|
2 X Significance * = .05 ** = .01 *** = .001 |
Not surprisingly, respondents from the most rural communities (under 2500) have the most interest in training for agricultural occupations; nearly a third of these rural women have this training interest, compared to 14% of those residing in the largest Montana communities (communities with populations over 10,000).
Generally speaking, women from smaller communities are more positively inclined toward training in non-traditional areas such as forestry, agriculture, building trades, mechanical /electrical and factory or mill work than are women from larger communities, as clearly demonstrated by Table 9.
Conclusions: Job Training Interest
Women have training interest in many occupational areas, both traditional and non-traditional. In general, traditional areas of work, such as secretar-
19
ial, teaching, nursing and sales, hold the most appeal for women. However, several non-traditional areas are of considerable interest to women — namely, the professions and supervisory positions. These latter two areas usually require either extensive education (the professions) or accumulating experience (supervision). It would be an interesting inquiry to determine comparatively the usefulness of a professional education versus accumulated experience; al- though an even more interesting inquiry would be one regarding the accessibility of education and experience. Entry into a craft or trade also could be compared with the usefulness of educational attainment, since it has been suggested that a professional education is more easily acquired by minorities and women than entry into the ranks of a non-traditional craft or trade.
In spite of a high interest shown for the non-traditional work areas just discussed, there still remains a moderate number of women exhibiting interest in the non-traditional areas of forestry, agriculture, building trades, mechanical/ electrical trades and factory/mill work. Younger women have a greater interest in non-traditional work than do older women, while non-white women have greater interest than white women in non-traditional fields. Those from urban areas have more interest in "white collar" non-traditional fields, while those from smaller, more rural communities have more interest in "blue collar" non-tradi- tional areas of work.
20
V. WOMEN AND OCCUPATIONAL AH ACUMEN I
The following information reports the occupations in which the respondents said they were working at the time of the survey. From Table 10, it is obvious that the greatest number, a third of all employed women, are employed as cleri- cal workers. This group is followed by the number of women in professional, technical and related areas, and followed in turn by the number of women em- ployed in services. The number of women employed in crafts, operatives and transportation fields is conspicuously small. (See Table 10.)
When this information is compared to occupational data for women collected by the 1960 and 1970 censuses (see Tables A-12 and A-13 in the Appendix) there are trends showing both increases and decreases in the percentage of women employed in particular occupational areas. As measured by this survey, there appears to be a substantial increase in the proportion of women in professional, technical and related areas. Similarly, there is an increase in the proportion of women employed as managers and administrators. These increases possibly can be attributed to the great strides women have made in education within the last decade. In some non-traditional areas, which are less dependent on educational requirements, there have been some rather small increases in the proportion of women employed. For example, there have been minute increases in the percentage of women in crafts and transportation. Conversely, there has been a slight increase in the percentage of women employed as operatives.
GRAPH 3
MONTANA
OCCUPATIONAL ATTACHMENT OF EMPLOYED FEMALES
40% -r
30°
20% --
10% -■
0%
Clerical —
Professional — .
Sales
— ""*" • • • • Private Household * "-L.V1
Managers — • '■ — '-=*■ — -„— .J-
Operatives "^ 777177 .• — .-._„
1 1 -~--~- .T
1960 1970 1980
21
In the traditional area of clerical work, there is a slight increase in the percentage of women employed, while in the traditional areas of service and private household workers, there has been a decrease in female employment.
TABLE 10 MONTANA
OCCUPATIONAL ATTACHMENT OF EMPLOYED FEMALES* (1978 Survey of Montana Women)
OCCUPATIONAL AREA
Professional, Technical & Related
Nonfarm Managers and Administrators
Farm Workers
Nonfarm Laborers
Sales Workers
Clerical Workers
Craftsmen, Foremen & Related
Operatives, Except Transport
Transport Equipment Operatives
ice Workers, Except Private Household Cleaning & Food Service Workers Protective Service Workers
■oral , Health, and other Service Workers
ate Household Workers
.m'ons Not Reported
% WOMEN EMPLOYED/1978
22.8%
9.0%
1.0%
1.0%
5.4% 34.0%
1.4%
1.8%
1.2%
15.0% (9.5%) (0.3%) (5.2%)
1.0%
6.5%
100.0%
(N
588)
*Data is based upon information for women 18 years and older in Montana, as determined by a survey in the Fall of 1978.
22
VI. NON-EMPLOYED WOMEN
As mentioned earlier in this report, Table 1 shows that nearly half of all women in this state work outside their home, and half do not. This finding is consistent with national figures on women's employment. The following data provides insight into the needs and attitudes of women who do not work outside the home, and their reasons for not working and/or their desire to begin working. The role of child care facilities also is briefly discussed.
Non-working Women Who Choose Not to Work
The majority (two-thirds) of non-employed women do not plan to seek employment within the next twelve months, as shown on Table A- 14 in the Appendix. The most common reasons cited for not seeking work outside the home include: wanting to be a full-time homemaker, not wanting to work outside the home, and preferring to care for one's own children. Contained below is the actual breakdown of home-related reasons for not taking out- side employment.
TABLE 11 Reasons for not Planning to Seek Employment within the Next Twelve Months
Reason Percent*
Homemaking 40. 3%
Can't find child care 2.2%
Want to care for kids 24.7%
Don't want to work 29.2%
Lack of part-time jobs 6.7%
*The column does not total 100% because respondents could choose more than one reason.
Difficulty in finding child care facilities is not considered a promi- nent reason for staying home. It appears to be a preference, not lack of supporting facilities, which is the deciding factor for these women. This finding, however, should not be confused with the effect of children on a woman's employment status.
The data on Table A-15 in the Appendix suggests that children indeed are a factor, although not a total determinant, of women's employment status. Women with children, particularly young children, are employed full-time less often than are women without children. And the greater the number of children, and the younger the children, the less likelihood there is of a working mother. (See Tables A-15, A- 16 and A-17 in the Appendix.)
Although these appear to be obvious findings, it could be reasoned, conversely, that families with children, particularly many children, have additional financial obligations requiring a homemaker to seek employment outside the home. This factor probably has affected these tabulations, but its effect is not strong enough to cancel out the primary association.
23
Therefore, even though the presence, number and ages of children are
partial factors affecting a woman's employment status, these factors exist
apart from the effect availability of child care services has on employ- abil ity.
Non-working Women Wanting to Work
Of the women who are not currently employed, about a third are consid- ering looking for work during the next year, as the data on Table A-14 suggests.
Of these unemployed women who state they intend to seek employment, about half request additional training and the remaining half state that training is not needed. When asked whether they would take an interesting job if it were offered, these women state they would accept it if they felt they could do it and if the wages and location were satisfactory. It is interesting to note, however, that the consideration of whether they could do a job is a bigger concern than such specifics as wage and location. Other considerations in accepting a job are the agreement of a husband and the ability to find child care. (Tables A-18 and A- 19 in the Appendix contain the information discussed in this chapter.)
Child Care Responsibilities
Of those who potentially may go to work, about a third will need child care services, as shown in Table 12.
TABLE 12
Need for Child Care Services Among Those Intending
to Seek Employment Within the Next Twelve Months
If you accepted a job, would you need child care?
YES 31.5%
NO 68.5%
100.0% (N=232)
Stated differently, about 9% to 10% of all non-working women will need child care services within the coming year (one-third of one-third intend to seek employment, and have a child care need). Women with chil- dren, who are contemplating employment, have an average of two children. The precise ratio is 1.8 children per woman.
Ratio of children per mother
123 = 1.8 69
24
To pinpoint geographic locals most in need of child care services, two questions must be asked, since, taken together, they provide an answer. First, where are child care services most needed? Second, where are child care services most lacking? The geographic areas exhibiting the greatest difference between actual need and lack of service provision are those areas most needing child care services. Table 13 shows the need for child care services by community size and Table 14 shows the lack of child care provision by community size. As Table 13 shows, unemployed women's need for this service is not related to the size of their community. The per- centage needing this .ervice is rather uniform across various-size com- munities.
TABLE 13 Percentage needing child care by community size
Communities:
Under 2500 2500-4999 5000-9999 10,000 +
|
23. |
1% |
|
27. |
1% |
|
21. |
5% |
|
27. |
7% |
|
100. |
0% |
(N=65)
However, a different pattern is manifest for those who cannot find child care. Those in the most, rural areas have the greatest absence of service provision. As evidenced by Table 14 below, half of those not able to find child care reside in communities of less than 2500 people, while the remaining half of those not able to find child care are found distri- buted throughout all other sizes of communities. Clearly, the greatest need for services, as measured by the difference between reported need and existing services, is found in the most rural communities of Montana.
TABLE 14 Lack of Child Care and Community Size
Communities: Under 2500 2500-4999 5000-9999 10,000 +
|
50. |
0% |
|
18. |
8% |
|
12. |
5% |
|
18. |
8% |
|
100. |
0% |
Conclusions: Non-employed Women
Most non-employed women do not plan to seek employment; this is pri- marily a result of their preference for homemaking activities. Those that do plan to seek employment are concerned with their ability to perform jobs, as can be seen by the fact that half of the women request additional
25
training. And a substantial number of women will need child care services in order to go to work.
The greatest lack of child care services exists in the smallest com- munities of the state.
26
VII. DISPLACED HOMEMAKERS
More attention is now being directed toward the particular employment disadvantages of the displaced homemaker. These women withdrew from the labor market for seven or more years due to full-time participation in homemaking and child-rearing. Due to separation, divorce or a spouse's death, they are thrust back upon the job market to provide for themselves without the benefit of recent employment experience or up-to-date skills. Often they are victims of age discrimination in the job market, yet they are not old enough to collect retirement benefits.
From Table 15 we can see that sixteen percent of all women were form- erly married. About a third of these women (or 5% of all women) meet the criteria of having been a homemaker for seven or more years, yet. have not reached retirement age.
|
8.3% 73.9% 8.8%) 1.4%) 6.0%) 1.5% |
|
00.0% |
TABLE 15 Marital Status Never Married Currently Married Widowed
Separated 1.4%) 16.2%
Divorced Living Together
Thus, about 5% of all women in Montana are characterized by the condi- tions described above and are delineated as displaced homemakers. This percentage represents about 12,600 women in Montana. This is likely a minimal estimate because women not answering any one of the items included within the definition of a displaced homemaker have not been included in this sub-group analysis.
Job Training Interests
When displaced homemakers were questioned regarding their interest in job training, more than half answered affirmatively. As Table 16 demon- strates, 53% replied either a "yes" or "maybe" to the question on job training interest.
TABLE 16 Are you interested in training for a new profession?
Yes 34.4%
Maybe 18.8%
No 46.9%
Total 100.0% (N=65)
27
This information should not be construed conversely to mean that those not interested in job training are not interested in employment, since, as Table 18 indicates, about 70% are already engaged in some type of employ- ment-related activities. Furthermore, many displaced homemakers have attained a relatively high level of education (Table 20' , they probably lack an accompanying high level of job experience due to their withdrawal from the job market. This lack of experience, in turn, rontinues to put them at a comparative disadvantage with their careers.
TABLE 17 Are you planning to seek employment within the next twelve months?
Yes 13.9%
No 16.9% Not App I icab lc ;
Already Employed 69.2%
100.0% (N=65)
When this same group of women was polled regarding their job training interests, it was discovered that the greatest number were interested in either public relations or secretarial work. Nearly half of all displaced homemakers indicated a potential interest in training for these two areas. (See Table 18).
More than a quarter of all displaced homemakers were favorably dis- posed toward training in sales work, child care provision, nurse/LPN, teaching or a profession, as shown on Table 18. As the table also shows, nearly a fifth of this gr up had interest in the non-traditional areas of construction trades, forestry and agriculture, followed closely by factory/ mill work and mechanical/electrical work.
However, displaced homemakers essentially have the same types of training interests as do other women in the state, although displaced homemakers do not aspire toward professional training as much as do women in general, and they have somewhat more interest than other women have in blue-collar, non-traditional occupations such as construction, mill work and mechanical/electrical trades. The main difference may be that the need of displaced homemakers for this training is more acute.
28
TABLE 18 Displaced Homemakers and Interest in Areas of Job Training*
|
Public Relations |
51.8% |
|||||
|
Secretarial |
45.3% |
|||||
|
Sales Work |
34.6% |
|||||
|
Child Care Provision |
31.5% |
|||||
|
Nurse/LPN |
29.9% |
|||||
|
Teaching |
27.4% |
|||||
|
Professional |
26.4% |
|||||
|
Construction Trades |
21.8% |
|||||
|
Forestry |
20.4% |
|||||
|
Agriculture |
20.0% |
|||||
|
Factory/Mi 1 1 |
16.7% |
|||||
|
Mechanical /Electrical |
16.3% |
|||||
|
Waitress |
9.4% |
(N=65) |
||||
|
*The column does not total |
100%, |
, because |
res |
pondents |
could choose more |
|
|
than one response. |
||||||
|
Demographic Characteristics of |
Displaced |
Homemake |
rs |
|||
|
Race |
When displaced homemakers are identified by race, it is found that there is a higher prevalence among non-whites than among whites. See Table 19.
TABLE 19 Displaced Homemakers by Race
Whites 84. 1%
Non-whites 15.9%
Total 100.0% (N=65)
This information is more meaningful when it is remembered that less than 5% of the stated population is non-white, yet the latter account for more than 15% of the tate's displaced homemakers. Furthermore, the pre- dicament of being a displaced homemaker, coupled with minority group status, should merit special consideration.
Education
Table 20 contains the educational breakdowns for displaced homemakers as well as for all women in Montana.
29
|
4. |
.9% |
|
24. |
6% |
|
31. |
1% |
|
23. |
0% |
|
16. |
4% |
|
All |
Women |
|
4. |
9% |
|
6. |
1% |
|
35. |
5% |
|
26. |
4% |
|
27. |
1% |
TABLE 20
Education
Displaced Homemakers
8 years or less Some High School Completed High School Some College Completed Col lege
Total 100.0% (N=6b) 100.0% (N=5CJ1)
Although no educational level immunizes one against becoming a dis- placed homemaker, the preceding table indicates that those with the lowest level of education (8 years or less) constitute only 5% of all displaced homemakers - the same proportion they represent in the population. The bulk, 80% of all displaced homemakers, have educations ranging from some high school to some college. Furthermore, those with some high school are greatly over-represented. An interesting correlation between displaced homemaking and an uncompleted high school education is suggested. Those who have "completed college" are substantially under-represented among displaced homemakers.
Size of Community
Displaced homemakers reside in communities of all sizes. However, they most likely reside in either the smallest communities (under 2,500) or the most urban areas of the state (over 10,000). They are less likely to be found in (1) communities ranging from 2,500 - 4,900 in population, and (2) communities ranging from 5,000 - 9,999 in population. The following table contains this data.
TABLE 21 Community Size of Displaced Homemakers
Under 2500 2500 - 4999 5000 - 9999 10,000 or more
Total 100.0% (N=65)
Without drawing inferences concerning the stability of middle-sized towns it should be remembered that the trend in this state, as elsewhere, is an ongoing rural-to-urban migration. Thus, even though the initial location of displacement may be unknown - the current location of the individual in need of a relevant service is known.
30
|
34. |
4% |
|
14. |
8% |
|
13. |
1% |
|
37. |
7% |
Income
As can be seen in Table 22, women in the lowest income brackets are more interested in job training for most occupations than are other women. This is particularly true for women whose family income is less than $6,000. These women express more interest than do other women in training for construction trades, forestry, factory or mill work, agriculture, mechani- cal/electrical, child care provision, secretarial, saleswork, waitress, and nurse/LPN work. This relationship, however, is not true for training interest in professions, supervisory, teaching, and public relations. In these areas either the magnitude of interest remains stable across various income brackets or there is more interest among the highest income brackets, such as is the case for training in professional occupations or teaching.
TABLE 22 Income And Job Training Interest*
$3,000 $6,000 $8,000 $10,000 $13,000 $16,000 Under to to to to to or Total $3,000 $5,999 $7,999 $9,999 $12,999 $15,999 More
|
Professional |
42.9 |
48.8 |
48.5 |
54.1 |
39.1 |
35.9 |
50.0 |
33.0 |
|
Teach ing |
33.7 |
39.6 |
21.0 |
41.0 |
34.4 |
35.6 |
55.6 |
35.0 |
|
Construction |
||||||||
|
Trades |
16.2 |
19.3 |
21.5 |
17.9 |
10.6 |
18.7 |
15.4 |
10.0 |
|
Forestry |
21.1 |
25.8 |
26.9 |
24.1 |
19.7 |
18.7 |
17.9 |
10.0 |
|
Factory or |
||||||||
|
Mill |
11.1 |
12.4 |
13.0 |
8.4 |
3.1 |
7.8 |
2.6 |
6.7 |
|
Agriculture |
20.7 |
30.0 |
23.9 |
19.1 |
15.2 |
17.5 |
20.5 |
6.9 |
|
Mechanical / |
||||||||
|
Electrical |
12.5 |
16.3 |
15.8 |
16.7 |
7.6 |
7.9 |
5.1 |
0.0 |
|
Chi Id Care |
||||||||
|
Provision |
27.9 |
34.8 |
22.2 |
25.3 |
25.4 |
14.3 |
17.9 |
13.8 |
|
Secretary |
47.8 |
60. 0 |
54.2 |
62.8 |
33.3 |
32.3 |
26.3 |
20.0 |
|
Sales |
40.4 |
51.0 |
43.3 |
36.8 |
17.6 |
26.2 |
33.3 |
26.7 |
|
Waitress |
13.4 |
22.6 |
10.7 |
6.0 |
9.1 |
1.6 |
10.3 |
10.0 |
|
Nurse / LPN |
31.3 |
36.0 |
41.6 |
21.7 |
19.7 |
18.2 |
17.5 |
21.4 |
|
Public |
Relations 53.1 (.0.4 61.8 56.0 52.2 55.2 60.0 51.5 * Neither rows nor columns are additive
Conclusions: Displaced Homemakers
Displaced homemakers are becoming a more and more visible entity within our society, and in view of the ever-increasing number of marital dissolutions, the number of displaced homemakers, likewise, can be expected to increase. Displaced homemakers are favorably inclined toward job train- ing, and although they exist within all segments of our society, they are
31
over-represented among the non-white minority, and among those who were high-school drop-outs. They are most likely found in extremely rural communities (under 2500 in population) and the most populous communities (over 10,000 in population). These individuals are most inclined toward the types of training offered by government programs such as CETA and WIN, which include training in largely traditional occupations such as secretar- ial/clerical work, although substantial training interest in other areas exists.
32
VIII. BATTERED WOMEN
Family violence is finally gaining recognition as a prevalent problem within the United States. For some time, child abuse has been recognized, and attempts to deal with it have been implemented, but only recently has spouse abuse begun to be taken seriously. There are few studies which have endeavored to measure the prevalence of spouse abuse and for the most part, these findings are at wide variance with one another. This is understandable considering the delicacy of the subject and different methods of measurement used.
Action programs, which deal specifically with abused victims, generally estimate a larger prevalence of spouse abuse than do polls, but their data is usually obtained through the victims themselves, and thus there is no non-abused segment for comparison. Polls, conversely, may underestimate the incidence of spouse abuse given the impersonal nature of this method of data collection; another difficulty is the large number of respondents necessary to provide an accurate picture of this subgroup within the popu- lation.
Acknowledging the latter limitations, which are inherent in any poll, the data presented here is not infallible. However, it does represent the largest single inquiry into this type of problem with a scientific sample, at least for this state. This poll, in turn, allows for the projection of prevalence rates to the statewide population.
As the tabulations on the following table show, approximately 1% of the female populuation report currently being beaten and another 5.5% report having been beaten in the past. About 11% of the respondents did not answer this question. (See Table 23. )
TABLE 23 Percent of Battered Women
Do you have the problem of a husband or partner who violently beats you?
Yes 1.0%
No, not now, but at one time ---------- 5.4%
No 82.9%
No Answer -------------------- 10.8%
Total 100.0% (N=1359)
The number of non-responses representing battered women is unknown. Since 83% of all women claim definitely not to have been beaten and 6.5% claim either past or present beating situations, the estimate for the incidence of this problem could range anywhere from 6.5% to 18.5% of the population. It is the estimate of this research that approximately 7% to 8% of the female population is or has been battered.*
'" This estimate is based upon commonalities between non-respondents and battered v omen, as compared to other segments of the sample.
33
A Profile of Battered Women
Some characteristics of the battered woman, compared to the non-bat- tered, are examined as follows.
A. Self-Confidence
As some psychological studies already report, and our findings further support, a salient characteristic of the battered woman is a lack of self- confidence. Battered women report a greater problem with lack of self-con- fidence than do their unbeaten counterparts. Whether this problem results from living in a violent family setting or whether the victim's personality traits unknowingly attract her to an abusive situation is not the inquiry of this report. The fact remains that the battered woman lacks self-confi- dence to a much greater degree than does the non-battered woman. Table 24 clearly illustrates the point of the present discussion.
|
TABLE 24 |
|||||
|
Women |
Having a |
Problem With |
Self-Conf |
idence |
|
|
Great |
Moderate |
Slight |
No |
||
|
Problem |
Problem |
Problem |
Problem |
Total |
|
|
Battered Women |
25.0% |
25.0% |
37.5% |
12.5% |
100% |
|
Formerly Battered |
|||||
|
Women |
0.0.% |
25.0% |
26.9% |
48.1% |
100% |
|
Non-Battered Womer |
i 4.0% |
12.5% |
28.7% |
54.1% |
100% |
(N=1359)
Table 24 states tha+ half of all battered women have a substantial* problem with self-confide ce and a fourth of all formerly battered women have this problem. By conlrast, approximately a sixth of all non-battered women feel that their lack of self-confidence is a problem. One '7-year- old woman recalls the effect battering had on her: "It was nothing but cursing and beatings I received. I stood it as long as I could and then I divorced him. It took me five years to overcome the feeling of inferiority that I acquired. "
Age
Although battering affects women of all ages, it is most prevalent among younger women; in particular, active battering situations affect younger women to a greater extent than older women. All of those currently being battered are in their twenties or thirties, as exhibited on Table 25. Even for women who were formerly battered, two-thirds are still only in their twenties and thirties with the remaining third primarily in their forties and fifties. No information exists to indicate the actual date(s) these batterings occurred.
""Substantial problem" is defined as either a "high" or "medium" r; nking on a four-point scale.
34
|
20 's |
TABLE Battering |
25 and Age |
60 |
's |
||||
|
or less |
30' s |
40 's |
50 |
' s |
or Older |
Total |
||
|
Battered |
||||||||
|
Women |
54.fo% |
27.3% |
9.1% |
9. |
1% |
0 . 0% |
100% |
|
|
Formerly Bat- |
||||||||
|
tered Women |
30 . 4% |
29.0% |
14.5% |
14 |
■ 5% |
11.5% |
= 100% |
|
|
Non-Battered |
||||||||
|
Women |
25 . 3% |
20.8% |
16.2% |
18. |
3% |
19.3% |
100% (N=1359) |
The meaning associated with this data is not obvious. The high inci- dence among young women suggests this type of violence is on the increase, such as has been observed with other forms of violence such as murder and rape. For even if battering situations were eliminated over time, the formerly battered should still be enumerated; unless, of course, older women are more reluctant to admit having experienced this type of familial violence.
Children and Battering
There definitely seems to be a correlation between having children under 18 years old in the home, and being beaten. About 60% of all bat- tered women have minor children. The same proportion holds for formerly battered women, of whom 60% also have minor children. Women who are not battered are less likely to have minor children, if they do, they have fewer of them. (See Table 26.)
TABLE 26 Battering by Number of Minor Children
Number of Minor Children
0 12 3 4
|
5 or more |
i |
Total |
|
0.0% |
100% |
|
|
2.8% |
100% |
|
|
1.8% |
100% |
|
|
(N = |
1359) |
Battered Women 38.5% 30.8% 15.4% 7.7% 7.7% Formerly Battered
Women 39.2% 18.9% 21.6% 12.2% 5.4%
Non-Battered
Women 52.8% 16.7% 17.2% 7.8% 3.7%
When children are involved in a battering situation, they too, prob- ably are members of a family suffering from spouse abuse. It is sometimes asked whether men who beat their wives are the same as those who beat their
35
children and vice versa, and there are divergent lines of thought on this question. When items indicative of these two types of behavior are cross- tabulated in this study, results are as follows. (See Table 27.)
TABLE 21 Spouse Abuse & Child Abuse
|
Battered |
Formerly Battered |
Non-Battered |
|||
|
Chi Idren 33.3% |
Chi ldren |
Chi ldren |
T0TAI |
||
|
Battered Women |
25.0% |
41.7% |
100% |
||
|
Formerly Battered |
|||||
|
Women |
2.8% |
20.8% |
76.4% |
100% |
|
|
Non-Battered |
|||||
|
Women |
0.2% |
0.5% |
99.3% (N = |
100% = 1359) |
|
|
x2 *** C = .5103 |
|||||
|
Somers D = .71196 |
Beat Wife (I |
ndepi |
?ndent ) |
||
|
Somers D = .28157 |
Beat Kids (I |
ndepi |
indent) |
This finding confirms that those beating their wives are very likely beating their children. If a wife is being beaten, there is a high prob- ability that children are being beaten. For example, in the latter situ- ation the chances are 1 in 3 that the child is being beaten, whereas, for the public at large, 1 in 30 children is being beaten.
The predictive value of this association however, is strongest in the opposite direction. Conse gently if a child is being beaten by a male figure, one can be almost certain that their mother is also being beater. If it is known that a cnild is beaten, chances are ten times greater that the mother is al^o being beaten than if this were not known.
These findings tend to verify that family violence appears to be non-specific, even though mothers may often be targets for violence at lower thresholds than are children. Where one victim of family violence is found, there are likely to be other victims as well.
Education and Income
No clear-cut association between the level of education and battered victims was discovered. Battering appeared to be non-discriminatory, afflicting victims within various educational categories. However, if the educational level of the batterer were to be measured, different results might be found.
Correlations between battering and income also did not reveal any particular pattern. (See Table A-20. )
36
Race
Most battering in this state occurs among white women, because most of Montana's women are white. However, the proportion of non-white women being beaten is much greater than the proportion of white women being beaten. More than 20% of all minority women have been or are victims of battering compared to 6.5% of the white sector. Although a viable explan- ation lies with cultural differences, disproportionate stresses placed upon minority families should not be overlooked as a contributing factor. (See Table 28. )
Battered Women Formerly Battered Women Non-Battered Women Total
TABLE 28 Battering and Race
White
.9%
5.6%
93.5%
100.0%
|
Non-White |
|
|
2, |
,1% |
|
18 |
.8% |
|
79 |
.2% |
100.0% (N=1208)
Size of Community
There is no definite association between the size of community and battering. Battering is reported at about the same freguency in various sizes of communities. For victims in the extremely rural areas, the prob- lem is probably most desperate, however, because of the absence of any type of supportive services. One battered woman explains, "I would never have let the situation go on as long as I did had I not been completely isolated in a remote rural community and stone broke". (See Table 29 for a corre- lation of battering and community size.)
TABLE 29 Battering and Community Size
|
Under |
2500- |
5000- |
10,000 |
|
|
2500 |
4999 |
9999 |
or more |
|
|
Battered Women |
1.7% |
.6% |
2.0% |
0.4% |
|
Formerly Battered |
||||
|
Women |
6.4% |
6.8% |
2.6% |
6.2% |
|
Non Battered |
||||
|
Women |
91.9% |
92.6% |
95.4% |
93.4% |
100.0% 100.0%
100.0%
100.0%
(N=1156)
Conclusions: Battered Women
Battered women constitute a sizeable group within our population. Furthermore, it is suggested by the data that this type of violence is on the increase. Battered women have a greater problem with self-confidence
37
than do non-battered women, which has implications regarding job perform- ance and employabi 1 ity. Former victims often report that gainful employ- ment would have provided an exit from such a situation.
Although battered women are found in all segments of our society, they are somewhat overrepresented among non-white minorities, and among younger women, particularly younger women with small children at home. Battering occurs at a similar rate in all size communities and across various income and educational brackets.
38
IX. CONCLUSIONS: WOMEN AND WORK SURVEY
This "Survey of Women and Work" was made possible through a U.S. Department of Labor grant, which was received and administered by the Women's Bureau of the Montana Department of Labor and Industry. This statewide survey was conducted by mailing questionnaires to a random sample of 2,000 women of which 70% participated by returning the questionnaire.
The heart of the study is the description and analysis of women's employment related needs; e.g., service needed to gain employment, training interests, dissatisfying aspects of jobs. The most salient needs, as reported by half the respondents, deal with actually obtaining jobs; e.g., referral to job openings, referral to apprenticeship programs and promo- tional opportunities. There is moderate need, as reported by a third of the women, for assistance with such items including counseling for on-the- job problems and counseling regarding suitable occupations.
The dual responsibility of homemaking and employment is often cited as a concern by working women. Two-thirds of the non-working women do not plan to seek employment in the near future. This decision appears to be a personal choice, rather than resulting from the absence of supportive facilities or suitable jobs.
Women, in general, are keenly interested in training programs. Al- though their interest tends to gravitate along traditionaly female lines of employment, there is tremendous interest in training for professional jobs and supervisory/ management positions. The proportion of women now working in these areas is on the increase, as measured against that of past decades. Also, substantial numbers of women have interests in the non-traditional "blue-collar" occupational areas of construction, agriculture and forestry. The types of training interest varies with age, education, race and commu- nity size of respondents.
Displaced homemakers comprise about 5% of the female population, which represents about 12,600 persons. These women are particularly disadvant- aged due to extended periods of withdrawal from active employment in addi- tion to lacking up-to-date skills. However, they are exceedingly receptive to occupational training. Their training interests are similar, yet more enthusiastically expressed, compared to those of other older women. Their aspirations for "professional" work is not as great as that exhibited by other women, but they have substantial interest, in supervision/management positions as well as interest in some of the traditionally female occupa- tions, like clerical, sales and nursing. Displaced homemakers, likewise, have interest in the non-traditional areas of construction, agriculture, forestry and mill work.
Battered women were ennumerated within this study. One percent of the population reports being actively beaten, which is indicative of 2500 current victims statewide. Another 5.5% report having been battered in the past, but not presently. The percentage of non-responses to this item suggests that battering rates could be somewhat higher, but past and pre- sent victims do not appear to exceed 10% of the female population. Most battered women are relatively young (twenties or thirties) and the majority have minor children -- more children than have the average non-battered
39
women of the same age. Furthermore, there is evidence that spouse abuse and child abuse are part of the same syndrome. Very ikely where one battered member exists, others are to be found. An importcnt problem faced by battered women is lack of self-confidence, which reportedly spills over into the employment arena. Some formerly battered women state that the opportunity for gainful employment could have enabled them to exit the situation sooner.
Both displaced homemakers and battered women are realities of our society, and findings suggest that they are both on the increase.
Women cannot be overlooked as a crucial segment of the American eco- nomy. Many of their needs and problems are common to those of men; others are not, stemming from society's definitions of sex-related roles and expectations. Although all of this is in a state of flux, women and their role in the American economy and its accompanying social structure is and will continue to be an issue which cannot be ignored.
40
APPENDIX
41
TABLE A-l
Labor Union Membership for Employed Women
Do you belong to a labor union':
|
YES |
15.1% |
|
NO |
84.8% |
|
100.0% |
|
|
(N=556) |
42
TABLE A-2 Sel f-Employment
Are you self-employed?
YES 7.2%
NO 92.8%
1 00 . 0%
(N=874)
43
TABLE A- 3
Marital Status of Montana Women 1970 and 1978
1970 Census 1978 Study
Single 11.1% 8.3%
Married 69.5% 73.9%
Widowed 13.3% 8.8%
Divorced 3.9% 6.0%
Separated 2.9% 1.4%
Living Together -0- 1 . 5%
100.0% 100.0%
(N=1359)
44
TABLE A-4 Age Categories for Women 18 and Older
Age 18 to 19 20 to 29 30 to 39 40 to 49 50 to 59 60 and over No answer
|
1970 Census |
1978 Study |
|
5.8% |
1.7% |
|
21.0% |
21.7% |
|
16.8% |
19.3% |
|
17. 1% |
14.8% |
|
16.6% |
17.1% |
|
22.7% |
19.7% |
|
-o- |
5.7% |
|
100.0% |
100.0% |
|
(N=1359) |
45
TABLE A-5 Education of Montana Women
|
1970 Census* |
1978 Study** |
|
|
8 years or less |
21.0% |
7.7% |
|
Some High School |
16.3% |
9.9% |
|
High School |
36.9% |
36.2% |
|
Some College |
16.4% |
24.6% |
|
Completed College |
9.3% |
21.5% |
|
100.0% |
100.0% (N=1359) |
* Age 25 and Older ** Age 18 and Older
46
TABLE A-6 Racial Groups of Montana
|
1970 Census |
1978 Study |
|||
|
White |
95.5% |
95.6% |
||
|
Non-White |
4.5% |
4.4% |
||
|
(American |
Ind |
ian) |
(3.9%) |
(3.7%) |
|
(Other) |
(0.6%) 100.0% |
(0.7%) 100.0% |
(N=1280)
47
TABLE A-7 Geographic Residence by County*
|
1970 Census |
1978 Study |
||
|
Cascade |
11.8% |
11.1% |
|
|
Flathead |
5.7% |
6.1% |
|
|
Gal latin |
4.7% |
5.1% |
|
|
Lewis & Clark |
4.7% |
5.2% |
|
|
Missoula |
8.3% |
8.8% |
|
|
Silver Bow |
6.0% |
5.3% |
|
|
Yel lowstone |
12.6% |
13.2% |
|
|
Total Proport ion of |
State |
53.8% |
54.8% |
*These tables include only those counties with the largest populations. Other counties are omitted due to reliability concerns associated with small frequencies.
48
TABLE A-8 THE NEED FOR WORK-RELATED SERVICES BY EDUCATIONAL LEVEL OF RESPONDENTS
8 Years Some High
|
Total % |
or Less 36.6 |
High Schoo 1 52.8 |
School Grad. 54.3 |
Some Col lege 64.7 |
Col lege Graduate |
||
|
Referral to specific job openings |
56.3 |
56.9 |
|||||
|
Counsel ing about suitable |
jobs |
55.8 |
28.6 |
50.0 |
48.8 |
53.6 |
36.7 |
General support & encouragement
Counsel ing regarding different occupations
Assistance with long range plans
44.2 35.7 47.2 42.3 49.0
42.6 31.0 44.4 44.1 47.4
42.0 17.2 44.4 41.7 51.3
42.8 X2 C = .19662
37.4 X C = .19058
37.2 X2* C = .20223
Assertiveness training
40.2 24.1 47.2 38.1 48.0
36.7
Referral to part- time jobs
40.1 40.0 38.2 38.9 47.1
35.1
Information on apprenticeship programs
38.3 17.2 38.
41.9 47.
>**
28.5 X C = .20494
Employment training
37.1 24.1 47.3 43.8 43.
21.6
Assistance with interview skills
34.9 23.3 42.9 39.7 34.9
28.9
Assistance with resume preparation
33.0 24.1 28.5 46.0 36.1
29.8
Counseling for on the job problems
Test tutoring
29.8 20.7 27.
35.2 31.2
23.6
26.3 13.8 33.4 28.6 38.0 12.7 X2 C = .24162
Info regarding child care
22.8
9.7
14.3
22.6
28. 1
22.4
X significance:
***
.05
.01 001
49
TABLE A- 9 PROBLEMS OF WORKING WOMEN BY EDUCATIONAL LEVEL OF RESPONDENTS
|
Total % |
8 yrs. or less |
Some High School |
High School Grad. |
Some Col lege |
Col lege Grad. |
|
|
Problems |
||||||
|
Responsibility of job & fami ly |
37.3 |
18.5 |
36.9 |
35.6 |
38.2 |
42.0 |
Work physically tiring 20.5 14.8 33.2 23.0
Adequate child care 19.7 4.0 14.6 20.9
Can't afford to quit,
like to 19.3 7.7 21.9 20.9
Help at home 19.2 7.7 18.2 17.8
Prefer part-time work 17.8 4.2 25.0 18.4
Lack of self confidence 17.0 18.5 15.5 15.4
Need full-time work 15.6 11.5 23.8 12.9
Transportation 14.2 11.5 20.9 12.7
Sex discrimination 12.4 3.8 7.0 6.5
Children too young 11.4 4.0 7.2 11.9
Traveling on job 10.7 0.0 11.9 11.0
Difficulty of work 10.4 0.0 16.7 8.1
Husband's attitude
toward wife's work 9.3 0.0 21.4 5.7
Supervision of teens 8.4 3.8 11.1 8.5
Pregnancy 4.7 3.8 2.3 3.7
Travel ing with
male associate 4.7 7.6 9.6 5.2 6.3 .6
Want to quit- afraid of retaliation
Sexual harrassment
Race discrimination
50
|
38.2 |
42.0 |
|
17.3 |
17.2 |
|
21.0 |
20.5 |
|
23.9 |
8.2 |
|
22.2 |
20.0 |
|
22.9 |
12.1 |
|
20.8 |
17.0 |
|
15.8 |
17.2 |
|
17.5 |
11.6 |
|
15.0 |
2* 17. 9X |
|
13.2 |
11.3 |
|
10.1 |
11.6 |
|
9.5 |
14.4 |
|
12.9 |
8.0 |
|
8.8 |
8.0 |
|
2.6 |
8.7 |
|
4.5 |
7.7 |
5.0 |
3.4 |
7.9 |
1.8 |
|
4.0 |
0.0 |
7.0 |
3.2 |
5.7 |
3.1 |
|
1.6 |
3.7 |
7.2 |
1.3 |
0.0 |
.6 |
TABLE A- 10 ASPECTS OF WORK CAUSING DISSATISFACTION BY EDUCATIONAL LEVEL
Some High 8 yrs. High School Some College Aspects of Work Total % or less School Grad. College Grad.
Opportunity for
promotion 50.4 46.4 34.4 19.7 60.2 46.7
Salary 46.8 39.3 52.9 47.8 53.1 38.5
Avail of training
programs 42.8 30.7 40.6 43.3 50.0 38.0
Avail of job
counseling 37.2 36.0 33.4 39.0 41.8 35.5
Insufficient
leisure time 35.3 46.2 29.0 36.7 22.0 36.7
Means of solving job problems
Retirement benefits
Morale of co-worker
Recognition of work
Use of my skills
Health benefits
Supervisor' s
managerial skills 23.8 11.1 15.7 29.1 22.0 22.8
Vacation, personal leave
Working conditions
Hours
Actual work
Treatment by boss
Interest in job Relations with
Co-workers 8.9 10.7 3.0 12.6 7.0 2.9
51
|
33.4 |
24.0 |
28.2 |
42.3 |
32.3 |
24.5 |
|
29.3 |
16.0 |
45.2 |
34.3 |
26.0 |
24.5 |
|
29.1 |
16.0 |
12.5 |
37.8 |
26.7 |
23.7 |
|
28.3 |
11.5 |
25.0 |
31.1 |
29.5 |
27.2 |
|
27.1 |
29.6 |
15.7 |
28.8 |
36.0 |
18.8 |
|
25.0 |
25.9 |
15.2 |
24.6 |
31.0 |
22.3 |
|
20.5 |
29.6 |
27.3 |
21.9 |
21.0 |
15.1 |
|
19.6 |
7.1 |
29.3 |
23.8 |
23.2 |
10.8 |
|
16.1 |
10.3 |
29.4 |
16.0 |
16.3 |
15.8 |
|
15.0 |
17.2 |
14.7 |
14.2 |
20.2 |
11.0 |
|
14.7 |
3.4 |
11.8 |
18.4 |
16.3 |
11.5 |
|
14.3 |
10.7 |
15.2 |
14.8 |
16.5 |
12.3 |
TABLE A-ll OCCUPATIONAL INTERESTS BY EDUCATIONAL LEVELS
Education
Job Areas Public Relations Secretarial Professional
Sales work
Nurse/LPN
Child-care Provision
Teaching
Forestry
Agriculture
Building Trades
Waitress
Mechanical/Elec. Trades
Factory /Mi 11 work
* = X* sig. at .01
= X sig. at . 05 *** p
= X sig. at .001
Some 8 yrs. High Total % or less Schoo"
53.7 25.0
47.8 23.4 42.6 14.7
40.3 33.9
30.0 21.9
27.9 23.8 20.8 20.5 15.9 12.5
18.0 18. 1
8.2 18.0 14.7
6.6
12.2 9.9 10.7 11.5
37.6 41.1 25.0
42.1
45.2
29.1 17.4 27.0 16.0 25.3 24.7
13.1 22.1
High
School
Grad.
52.8
36.4
39.3
46.2
29.9
15.2 23.4 18.1 18.9 13.2 15.2
Some College Col lege Grad.
54.5 58.1 55.7
46.9
30.4
31.3 39.6 24.8 24.3 16.9 12.8
10.9 14.6 12.3 11.2
55.6 29.2 46.4
24.2
26.2
30.5 54.7 21.5 20.7 16.2 5.9
11.6 3.6
p*** X C
X^ c
21592 26512
X2*
**
C = .24931
X2
***
C =
2 * X^ C
X^ c
20047 12880
.32158
p*** X c
p***
X c
= .12268
. 15834
52
TABLE A- 12*
MONTANA
OCCUPATIONAL ATTACHMENT OF EMPLOYED FEMALES
(1970 Census Data)
TOTAL EMPLOYED
PROFESSIONAL, TECHNICAL & RELATED Engineers
Medical and Health Workers Teachers, Elementary & Secondary Schools Other Professional Workers
PERCENT 100.0 17.9
4.5 8.0 5.4
NONFARM MANAGERS & ADMINISTRATORS Salaried Self-employed
FARM WORKERS
NONFARM LABORERS
5.5
2.4
1.1
SALES WORKERS Retail Stores Other Sales Workers
7.7 6.7 1.0
CLERICAL WORKERS
Secretaries, Stenographers, & Typists Other Clerical Workers
31.7 10.2 21.5
CRAFTSMEN, FOREMEN & RELATED Construction Craftsmen Mechanics & Repairmen Machinist & other Metal Craftsmen Other Craftsmen
1.0
OPERATIVES, EXCEPT TRANSPORT Durable Goods Manufacturing Nondurable Goods Manufacturing Nonmanuf acturi ng
TRANSPORT EQUIPMENT OPERATIVES
SERVICE WORKERS EXCEPT PRIVATE HOUSEHOLD Cleaning & Food Service Workers Protective Service Workers Personal, Health, other Service Workers
3.4
0.4 0.5 2.5
0.4
25.4
16.0
0.1
9.3
PRIVATE HOUSEHOLD WORKERS
3.4
*From: Montana Women on the Move, Employment Security Division, Department of Labor and Industry, 1978
53
TABLE A- 13*
MONTANA
OCCUPATIONAL ATTACHMENT OF EMPLOYED FEMALES
(1960 Census Data)
PERCENT TOTAL EMPLOYED 100.0
PROFESSIONAL, TECHNICAL & KINDRED 16.5 Medical and Other Health Workers Salaried 4.5
Self-employed 0.4
Teachers, Elementary & Secondary 7.6
Other Professional, Technical and Kindred Salaried 3.1
Self-employed 0.9
FARMERS AND FARM MANAGERS 1.2
MANAGERS, OFFICIALS & PROPRIETORS (Non-Farm) 5.6
Salaried 3.0
Sel f-employed
Retail Trade 1.3
Other than retail trade 1.3
SALES WORKERS 8.9
Retail Trade 8.0
Other than retail trade 0.9
CLERICAL & KINDRED WORKERS 27.8 Secretaries, Stenographers & Typists 8.3
Other Clerical Workers 19.4
CRAFTSMEN, FOREMEN & RELATED 0.7
OPERATIVES & KINDRED 4.2
Durable Goods Manufacturing 0.1
Nondurable Goods Manufacturing 0.6
Manufacturing 3.5
FARM LABORERS & FOREMEN 1.5
NON-FARM LABORERS, EXCEPT MINE 0.3
PRIVATE HOUSEHOLD WORKERS 7.5
SERVICE WORKERS EXCEPT PRIVATE HOUSEHOLD 21.5
Food Service Workers 10.2
Other Services 11.3
OCCUPATIONS NOT REPORTED 4.4
*From: Montana Women on the Move, Employment Security Division, Department of Labor and Industry, 1978
54
TABLE A- 14 PLANS TO SEEK EMPLOYMENT
YES 13.4%
MAYBE 19.2%
NO 67.4%
100.0%
(N=749)
55
Table A- 15 EMPLOYMENT STATUS AND NUMBER OF CHILDREN Total
Working/Ful 1-Time Working/Part-Time Not Working Not Working/Retired Not Working/Disable Total Women
|
0 |
1 |
2 |
3 |
4 |
5+ |
Total |
|
56.3% |
19.5% |
14.2% |
5.8% |
2.0% |
2.2% |
100.0% |
|
44.3% |
22.7% |
17.5% |
10.3% |
2.6% |
2.5% |
100.0% |
|
41.7% |
16.5% |
23.1% |
10.9% |
5.6% |
2.2% |
100.0% |
|
95.7% |
1.2% |
0.6% |
0.0% |
0.6% |
1.8% |
100.0% |
|
d 83.3% |
6.7% |
6.7% |
3.3% |
0.0% |
0.0% |
100.0% |
|
54.3% |
16.2% |
16.4% |
7.7% |
3.3% |
2.1% |
100.0% |
%
TABLE A- 16 EMPLOYMENT STATUS BY CHILDREN IN VARIOUS AGE GROUPS
|
Chi ldren* |
Chi ldren* |
Ch |
i ldren* |
Chi ldren* |
|
|
Under 3 Years |
3-6 Years |
6- |
12 Years |
12-18 Years |
|
|
Working Full-Time |
9.9% |
9 . 9% |
17.5% |
21.3% |
|
|
Working Part-Time |
15.5% |
17.5% |
24.2% |
23.2% |
|
|
Not Working |
21.2% |
19.6% |
26.0% |
26.2% |
|
|
Retired |
1.8% |
2.5% |
1.2% |
3.7% |
|
|
Disabled |
0 . 0% |
0.0% |
0.0% |
16.7% |
*These rows are not additive, not being exclusive of each other.
57
TABLE A-17
Women Paying Child Care Costs
%
Working Full-Time 21.1%
Working Part-Time 22.2%
Not Working 7.6%
Retired 0.0%
Disabled 0.0%
58
TABLE A- 18 I would take an interesting job if . . .
Conditions for Employment*
If I can do it 52.0%
If satisfied with wage 40.0%
If satisfied with location 36.4%
If husband agrees 20.0%
If I can find child care 13.1%
Other 1.6%
*Column does not add to 100%, since more than one answer is possible.
59
TABLE A- 19 Reasons for Not Working*
Already retired 28.0%
Health reasons 15.0%
Want to be homemaker 40.3%
Can't find child care 2.2%
Prefer to care for own children 24.7%
Pregnancy 3.0%
Don't want to work outside home 29.3%
Personal reasons 3.0%
Husband objects 9.0%
School 2.0%
Don't think J can get a job 5.0%
Can't find work I'd really like 7.0%
Lack of part-time work 6.7%
Other 10.0%
'Column does not add to 100%, since more than one answer is possible.
60
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61
TABLE A-21 Spouse Abuse by Victim's Education
Less than Some high High Some
high school school school Col lege College TOTAL
Currently
Battered 0%
Formerly
Battered 4.4%
Never
Battered 7.6%
|
9.1% |
45.5% |
27.3% |
18.2% |
100.0% |
|
19.1% |
38.2% |
22.1% |
16.2% |
100.0% |
|
9.4% |
35.5% |
25.3% |
22.3% |
100.0% |
62
200 copies of this public document were published at an estimated cost of $2.15 per copy, for a total cost of $430.70, which includes $430.70 for printing and $.00 for distribution.
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