Book contents
- Lifetime Disadvantage, Discrimination and the Gendered Workforce
- Lifetime Disadvantage, Discrimination and the Gendered Workforce
- Copyright page
- Dedication
- Contents
- Tables
- Preface
- Table of Cases
- Table of Legislation
- 1 Lifetime Disadvantage
- 2 Education and Training
- 3 Stereotyping and Multiple Discrimination
- 4 Caregiving and Career Outcomes
- 5 Glass Ceilings and Pay Inequality
- 6 Occupational Segregation and Non-standard Working
- 7 Pensions and Retirement
- 8 Beyond Lifetime Disadvantage
- Bibliography
- Index
4 - Caregiving and Career Outcomes
Published online by Cambridge University Press: 13 October 2016
- Lifetime Disadvantage, Discrimination and the Gendered Workforce
- Lifetime Disadvantage, Discrimination and the Gendered Workforce
- Copyright page
- Dedication
- Contents
- Tables
- Preface
- Table of Cases
- Table of Legislation
- 1 Lifetime Disadvantage
- 2 Education and Training
- 3 Stereotyping and Multiple Discrimination
- 4 Caregiving and Career Outcomes
- 5 Glass Ceilings and Pay Inequality
- 6 Occupational Segregation and Non-standard Working
- 7 Pensions and Retirement
- 8 Beyond Lifetime Disadvantage
- Bibliography
- Index
Summary
There is a historical assumption that it is women who have the dominant role in caring for children, the disabled, and the infirm, and certainly this is supported by statistics. Women are much more likely to be in unpaid and economically unvalued work compared to men. This includes a greater likelihood of taking on caring responsibilities. Women are more likely than men to take on these caregiving roles, and this chapter is concerned with looking at the picture when caregiving is given to the young, the elderly, and the infirm. We consider who gives this care and what the effect on careers and income can be and then examine some of the piecemeal legal responses available in the contrasting jurisdictions of the United Kingdom and the United States.
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- Publisher: Cambridge University PressPrint publication year: 2016