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U LEGH!NY COLLEGE LliSKAKl 4. To Take or Train /or Jobs in Medical Fields. Women are being increasingly employed in occupations connected with the medical profession and there is a growing demand for them to train for and serve as medical technologists, X-ray and laboratory technicians, dental hygienists, physical and occupational therapists, public health nutritionists and dietitians. 5. To Fill Immediate Local Shortgages in Office Work. The number of trained secretaries among younger women is far below the demand in many cities throughout the country. Shortages of typists and other trained office workers are apparent in many areas. Competition /or Young Women Workers. Competing with these shortage occupations are the numerous other lines of work open to young women in business and industry which require little training and offer relatively good pay. Young mobile women are also wanted in all branches of the Armed Forces. In the fall of 1952, there were approximately 48,000 women in uniform, serving as Wacs, Waves, Wafs, and Marines. Many more are needed, and active recruiting is expected to continue. Limited Number Available The number of young mobile women in the 18-to-34 age bracket, and particularly single women 18 to 24 years of age, is inadequate to meet these demands and will continue to be through the 1950-1960 decade. Census Figures Show: There are fewer young women in the population in their late teens and early twenties than there were 10 years ago. Although the female population increased by 10½ million between 1940 and 1950, there was a drop of 722,370 or 11.7 percent in the 15- t o 19-year age group from which career recruits are largely drawn today. The low birth rate of the depression years is the cause of the present decline in this portion of the population. A gradual increase in girls attaining the age of 18 is expected in the next decade, but not before 1960 will the number of 18- and 19-year-olds exceed the 1940 level. There has been a sharp increase in the number of early marriages and the birth rate has risen in the postwar years. Hence ther e are more young women with family responsibilities which keep them from taking jobs outside the home, and the labor reserve is accordingly cut down. At best, the labor reserve in the 18-to-34 age bracket is not more than 2.6 million since there are in this highdemand bracket only 1 million single women and only 1.6 million married women without children who are not already employed. For military service, for nursing careers and other vocations which r equire considerable training, the most preferred are women 18 to 24 and not married. In 1952, the reserve of unmarried women in this younger group who were not in school or working was only 500,000. Let's Face It There simply are not enough young "mobile" women to fill today's jobs and train for tomorrow's. Women's Bureau Publications Related to The Employment Outlook for Women SCIENCE SERIES, Bull. 223. The Outlook for Women in : 1. Science. (General Introduction.) 1949. 20 cents. 2. Chemistry. 1948. 25 cents. 3. Biological Sciences. 1948. 25 cents. 4. Mathematics and Statistics. 1948. 10 cents. 5. Architecture and E ngineering. 1948. 25 cents. 6. P hysics and Astronomy. 1948. 15 cents. 7. Geology, Geography, and Meteorology. 1948. 20 cents. 8. Occupations Related to Science. 1948. 15 cents. THE SHORTAGE OF YOUNG WOMEN WORKERS What SOCIAL WORK SERIES, Bull. 235. The Outlook for Women in: 1. Social Case Work in a Medical Setting. 1950. 25 cents. 2. Socia l Case Work in a Psychiatric Setting. 1950. 25 cents. 3. Social Case Work with Children. 1951. 25 cents. 4. Social Case Work with Families. 1951. 30 cents. 5. Community Organization in Social Work. 1951. 20 cents. 6. Social Work Administ ration, Teaching, and Research. 1951. 25 cents. 7. Social Group Work. 1951. 20 cents. 8. Social Work-General Summary. 1952. 30 cents. MEDICAL AND OTHER HEALTH SERVICES, Bull. 203. The Outlook for Women as: 1. Physical Therapists. Revised 1952. 20 cents. 2. Occupational Therapists. Revised 1952. 20 cents. it Means to the Nation to Employers to the Young Women Themselves HOME ECONOMICS SERIES, Bull. 234. 1. The Outlook for Women in Dietetics. 1950. 25 cents. 2. The Outlook for Women as Food Service Managers and Supervisors. 1952. 20 cents. T he Outlook for Women in P olice Work, Bull. 231. 1949. 15 cents. Your Job Future After High School. Leaflet 8. Reprinted in 1952. 5 cents. Your Job Future After College. Leaflet 9. Repr inted 1952. 5 cents. 1952 Handbook of Facts on Women Workers. Bull. 242. 1952. 30 cents. Women's Chances for Advancement in Business and Industry. Leaflet 14. 1952. 5 cents. Women's Jobs-Advance and Growth. Bull. 232. 1949. 30 cents. U. S. DEPARTMENT OF LABOR Martin P. Durkin, Secretary WOMEN'S BUREAU Frieda S. Miller, Director Bulletins can be purchased from the Superintendent of Documents, U. S. Government Printing Office, Washington 25, D. C., at prices listed, with a discount of 25 per cent on orders of 100 copies or more. Wu hington : 1953 Leaflet 15 U.S. GOVERNMENT PRINTING OFFICE: 1953-0-24,1.787 F or snle by the S uperintendent of Documents. n. S. Governmen t Prlntlni; Office Washington 2:'i. D . C. • Price 5 cents https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis l-- /?, . 1I ; I ~j Looking Over the Situation Today one hears much about shortages of skilled workers but one seldom relates this talk to women. True, there is no overall shortage of women workers. But there is a sizable number of occupations traditionally filled by women where shortages do exist. These are largely in occupations that require training of several years and where, in many cases, the economic rewards are relatively less than for jobs where little training is required. Young women choosing a job are likely to pass over such occupations for others which offer quicker or better financial returns. There are further fundamental reasons for the present shortages of young women workers. These reasons must be known and understood if we as a Nation are to solve the problems resulting from the fact that there are not enough young women in teaching, nursing, and other occupations essential to community and national welfare. All indications are that the demand will increase over the next decade in the shortage fields. Accent on Youth For nearly all the shol'tage occupations and for jobs in the Armed Forces, the call is almost entirely for young women between the ages of 18 and 34 and without family responsibilities to tie them down. Having a preference for workers in the younger age brackets is a customary employment practice; for the professional and semiprofessional occupations which require long periods of training, it is practical to recruit trainees who are under 34 and as near 18 as possible. In all branches of the armed services except the nursing service, present standards call for mobile women 18 to 34 years of age. With so many employers recruiting from the same labor supply, the shortage has become general with regard to young mobile women. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis The Shortage Occupations Young women are in greatest demand: I. To Enter and Train /or Teaching. It is officially estimated that the number of schoolage children will continue to increase for the next 5 years at an average of 1 million a year. At least 800,000 new teachers for the elementary grades will be needed between 1953 and 1960 to handle the additional enrollments and replace teachers who leave the profession. This need cannot possibly be met unless many more students than now enroll for teacher t raining. 2. As Nurses and to Train /or Nursing Service. Our increased population, the tremendous expansion of civilian hospital and public health programs, and the stepped up military needs have created a demand for nurses which already far exceeds the supply. Estimates vary as to future requirements, but it is certain that the demand for nurses will continue for some time. Thousands more than the present quotas should enter training annually if the growing need for professional registered nurses is to be met in the approaching years. There will also be an increased need for practical nurses and nurse aides to perform nursing duties that do not require professional knowledge. 3. To Take Professional Training and Enter Social Work. Increasing use of social work as a public service has created a demand for more professionally t rained personnel in this field. The present shortage of qualified workers is expected to continue for several years, affecting private and public welfare agencies, hospitals, and State and Federal institutions. What This Situation Means What Can Be Done About It? As a Nation we face serious limitations that stem from these womanpower shortages. Many schools are forced to run on a ·makeshift basis with double-sized classes and children attending in two or three shifts a day. The quality of the teaching is also cut down by such handicaps and by the hiring of underqualified teachers because of the shortage. These conditions will not improve unless many more young people can be induced to train for the teaching profession. Our hospitals and other health serv- . ices are not adequately staffed and cannot be unless more women enter this profession. The scarcity of physical and occupational therapists and medical technicians deprives our Armed Forces and our civilian population of needed supplementary services in the medical field. In whatever occupation the shortage occurs, it is bound to affect at least some portion of our population. With such definite limitations on the number of available young women who are mobile and in the pr eferred age bracket of 18 to 34, it is not to be expected that so great a demand can be entirely filled from this r eserve. Consideration will need to be given to other sources of supply, to steps which might be t aken to make a larger number of qualified applicants available, and to better utilization of trained per sonnel already in these essential lines of work. Such measures would include : For young women ready to enter or choose a career, the decision is made more complex by the current shortages in so many fields employing women. With the demand so great in these occupations and with jobs of more immediate promise also open to t hem, it is unusually difficult for young women to determine what line of work is best for them to go into. If they decide upon teaching, nursing, social work or one of the other shortage occupations, they can look forward to a future wherein the demand is almost certain to continue well beyond the time it would take for training. They also have the sat isfaction of knowing that the work they do helps fill a great public need. While salaries are still comparatively low in these professional and semiprofessional fields, the very fact that there are such acute shortages has called public attention to the need for improvement. There is also a growing community awareness of the necessity to improve other employment standards. 1. Improving salaries and other working conditions so t hat teaching, nursing, social work, and other public service occupations will be more attractive as careers. This would include equal pay for women and equal opportunity for advancement in fields where both men and women are employed. 2. Removal of arbitrary upper age specifications for employment. 3. Increased training opportunities in the fields where women ar e most in demand, par ticular ly nursing. Providing scholarships for training and subsidies to help establish new schools where needed and to enlarge and improve existing facilities. 4. More and better counseling in schools and colleges with attention given to current tr ends in supply and demand as well as to the personal considerations involved. 5. Special studies, such as those now being conducted in the nursing profession, to determine ways in which better use can be made of the professional skills now available. 6. More equitable and less restrictive licensing laws and more reciprocity between States so that teachers and other professional persons can move from one State to another without losing status. 7. Retr aining of women not now working but with pr evious experience in the shor tage occupations. 8. Part-time employment to make use of qualified women unable for personal reasons to work full time. 9. Increased community facilities which would help relieve working women of housekeeping responsibilities. Looking Over the Situation Today one hears much about shortages of skilled workers but one seldom relates this talk to women. True, there is no overall shortage of women workers. But there is a sizable number of occupations traditionally filled by women where shortages do exist. These are largely in occupations that require training of several years and where, in many cases, the economic rewards are relatively less than for jobs where little training is required. Young women choosing a job are likely to pass over such occupations for others which offer quicker or better financial returns. There are further fundamental reasons for the present shortages of young women workers. These reasons must be known and understood if we as a Nation are to solve the problems resulting from the fact that there are not enough young women in teaching, nursing, and other occupations essential to community and national welfare. All indications are that the demand will increase over the next decade in the shortage fields. Accent on Youth For nearly all the shol'tage occupations and for jobs in the Armed Forces, the call is almost entirely for young women between the ages of 18 and 34 and without family responsibilities to tie them down. Having a preference for workers in the younger age brackets is a customary employment practice; for the professional and semiprofessional occupations which require long periods of training, it is practical to recruit trainees who are under 34 and as near 18 as possible. In all branches of the armed services except the nursing service, present standards call for mobile women 18 to 34 years of age. With so many employers recruiting from the same labor supply, the shortage has become general with regard to young mobile women. The Shortage Occupations Young women are in greatest demand: I. To Enter and Train /or Teaching. It is officially estimated that the number of schoolage children will continue to increase for the next 5 years at an average of 1 million a year. At least 800,000 new teachers for the elementary grades will be needed between 1953 and 1960 to handle the additional enrollments and replace teachers who leave the profession. This need cannot possibly be met unless many more students than now enroll for teacher t raining. 2. As Nurses and to Train /or Nursing Service. Our increased population, the tremendous expansion of civilian hospital and public health programs, and the stepped up military needs have created a demand for nurses which already far exceeds the supply. Estimates vary as to future requirements, but it is certain that the demand for nurses will continue for some time. Thousands more than the present quotas should enter training annually if the growing need for professional registered nurses is to be met in the approaching years. There will also be an increased need for practical nurses and nurse aides to perform nursing duties that do not require professional knowledge. 3. To Take Professional Training and Enter Social Work. Increasing use of social work as a public service has created a demand for more professionally t rained personnel in this field. The present shortage of qualified workers is expected to continue for several years, affecting private and public welfare agencies, hospitals, and State and Federal institutions. What This Situation Means What Can Be Done About It? As a Nation we face serious limitations that stem from these womanpower shortages. Many schools are forced to run on a ·makeshift basis with double-sized classes and children attending in two or three shifts a day. The quality of the teaching is also cut down by such handicaps and by the hiring of underqualified teachers because of the shortage. These conditions will not improve unless many more young people can be induced to train for the teaching profession. Our hospitals and other health serv- . ices are not adequately staffed and cannot be unless more women enter this profession. The scarcity of physical and occupational therapists and medical technicians deprives our Armed Forces and our civilian population of needed supplementary services in the medical field. In whatever occupation the shortage occurs, it is bound to affect at least some portion of our population. With such definite limitations on the number of available young women who are mobile and in the pr eferred age bracket of 18 to 34, it is not to be expected that so great a demand can be entirely filled from this r eserve. Consideration will need to be given to other sources of supply, to steps which might be t aken to make a larger number of qualified applicants available, and to better utilization of trained per sonnel already in these essential lines of work. Such measures would include : For young women ready to enter or choose a career, the decision is made more complex by the current shortages in so many fields employing women. With the demand so great in these occupations and with jobs of more immediate promise also open to t hem, it is unusually difficult for young women to determine what line of work is best for them to go into. If they decide upon teaching, nursing, social work or one of the other shortage occupations, they can look forward to a future wherein the demand is almost certain to continue well beyond the time it would take for training. They also have the sat isfaction of knowing that the work they do helps fill a great public need. While salaries are still comparatively low in these professional and semiprofessional fields, the very fact that there are such acute shortages has called public attention to the need for improvement. There is also a growing community awareness of the necessity to improve other employment standards. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis 1. Improving salaries and other working conditions so t hat teaching, nursing, social work, and other public service occupations will be more attractive as careers. This would include equal pay for women and equal opportunity for advancement in fields where both men and women are employed. 2. Removal of arbitrary upper age specifications for employment. 3. Increased training opportunities in the fields where women ar e most in demand, par ticular ly nursing. Providing scholarships for training and subsidies to help establish new schools where needed and to enlarge and improve existing facilities. 4. More and better counseling in schools and colleges with attention given to current tr ends in supply and demand as well as to the personal considerations involved. 5. Special studies, such as those now being conducted in the nursing profession, to determine ways in which better use can be made of the professional skills now available. 6. More equitable and less restrictive licensing laws and more reciprocity between States so that teachers and other professional persons can move from one State to another without losing status. 7. Retr aining of women not now working but with pr evious experience in the shor tage occupations. 8. Part-time employment to make use of qualified women unable for personal reasons to work full time. 9. Increased community facilities which would help relieve working women of housekeeping responsibilities. Looking Over the Situation Today one hears much about shortages of skilled workers but one seldom relates this talk to women. True, there is no overall shortage of women workers. But there is a sizable number of occupations traditionally filled by women where shortages do exist. These are largely in occupations that require training of several years and where, in many cases, the economic rewards are relatively less than for jobs where little training is required. Young women choosing a job are likely to pass over such occupations for others which offer quicker or better financial returns. There are further fundamental reasons for the present shortages of young women workers. These reasons must be known and understood if we as a Nation are to solve the problems resulting from the fact that there are not enough young women in teaching, nursing, and other occupations essential to community and national welfare. All indications are that the demand will increase over the next decade in the shortage fields. Accent on Youth For nearly all the shol'tage occupations and for jobs in the Armed Forces, the call is almost entirely for young women between the ages of 18 and 34 and without family responsibilities to tie them down. Having a preference for workers in the younger age brackets is a customary employment practice; for the professional and semiprofessional occupations which require long periods of training, it is practical to recruit trainees who are under 34 and as near 18 as possible. In all branches of the armed services except the nursing service, present standards call for mobile women 18 to 34 years of age. With so many employers recruiting from the same labor supply, the shortage has become general with regard to young mobile women. The Shortage Occupations Young women are in greatest demand: I. To Enter and Train /or Teaching. It is officially estimated that the number of schoolage children will continue to increase for the next 5 years at an average of 1 million a year. At least 800,000 new teachers for the elementary grades will be needed between 1953 and 1960 to handle the additional enrollments and replace teachers who leave the profession. This need cannot possibly be met unless many more students than now enroll for teacher t raining. 2. As Nurses and to Train /or Nursing Service. Our increased population, the tremendous expansion of civilian hospital and public health programs, and the stepped up military needs have created a demand for nurses which already far exceeds the supply. Estimates vary as to future requirements, but it is certain that the demand for nurses will continue for some time. Thousands more than the present quotas should enter training annually if the growing need for professional registered nurses is to be met in the approaching years. There will also be an increased need for practical nurses and nurse aides to perform nursing duties that do not require professional knowledge. 3. To Take Professional Training and Enter Social Work. Increasing use of social work as a public service has created a demand for more professionally t rained personnel in this field. The present shortage of qualified workers is expected to continue for several years, affecting private and public welfare agencies, hospitals, and State and Federal institutions. What This Situation Means What Can Be Done About It? As a Nation we face serious limitations that stem from these womanpower shortages. Many schools are forced to run on a ·makeshift basis with double-sized classes and children attending in two or three shifts a day. The quality of the teaching is also cut down by such handicaps and by the hiring of underqualified teachers because of the shortage. These conditions will not improve unless many more young people can be induced to train for the teaching profession. Our hospitals and other health serv- . ices are not adequately staffed and cannot be unless more women enter this profession. The scarcity of physical and occupational therapists and medical technicians deprives our Armed Forces and our civilian population of needed supplementary services in the medical field. In whatever occupation the shortage occurs, it is bound to affect at least some portion of our population. With such definite limitations on the number of available young women who are mobile and in the pr eferred age bracket of 18 to 34, it is not to be expected that so great a demand can be entirely filled from this r eserve. Consideration will need to be given to other sources of supply, to steps which might be t aken to make a larger number of qualified applicants available, and to better utilization of trained per sonnel already in these essential lines of work. Such measures would include : For young women ready to enter or choose a career, the decision is made more complex by the current shortages in so many fields employing women. With the demand so great in these occupations and with jobs of more immediate promise also open to t hem, it is unusually difficult for young women to determine what line of work is best for them to go into. If they decide upon teaching, nursing, social work or one of the other shortage occupations, they can look forward to a future wherein the demand is almost certain to continue well beyond the time it would take for training. They also have the sat isfaction of knowing that the work they do helps fill a great public need. While salaries are still comparatively low in these professional and semiprofessional fields, the very fact that there are such acute shortages has called public attention to the need for improvement. There is also a growing community awareness of the necessity to improve other employment standards. 1. Improving salaries and other working conditions so t hat teaching, nursing, social work, and other public service occupations will be more attractive as careers. This would include equal pay for women and equal opportunity for advancement in fields where both men and women are employed. 2. Removal of arbitrary upper age specifications for employment. 3. Increased training opportunities in the fields where women ar e most in demand, par ticular ly nursing. Providing scholarships for training and subsidies to help establish new schools where needed and to enlarge and improve existing facilities. 4. More and better counseling in schools and colleges with attention given to current tr ends in supply and demand as well as to the personal considerations involved. 5. Special studies, such as those now being conducted in the nursing profession, to determine ways in which better use can be made of the professional skills now available. 6. More equitable and less restrictive licensing laws and more reciprocity between States so that teachers and other professional persons can move from one State to another without losing status. 7. Retr aining of women not now working but with pr evious experience in the shor tage occupations. 8. Part-time employment to make use of qualified women unable for personal reasons to work full time. 9. Increased community facilities which would help relieve working women of housekeeping responsibilities. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Looking Over the Situation Today one hears much about shortages of skilled workers but one seldom relates this talk to women. True, there is no overall shortage of women workers. But there is a sizable number of occupations traditionally filled by women where shortages do exist. These are largely in occupations that require training of several years and where, in many cases, the economic rewards are relatively less than for jobs where little training is required. Young women choosing a job are likely to pass over such occupations for others which offer quicker or better financial returns. There are further fundamental reasons for the present shortages of young women workers. These reasons must be known and understood if we as a Nation are to solve the problems resulting from the fact that there are not enough young women in teaching, nursing, and other occupations essential to community and national welfare. All indications are that the demand will increase over the next decade in the shortage fields. Accent on Youth For nearly all the shol'tage occupations and for jobs in the Armed Forces, the call is almost entirely for young women between the ages of 18 and 34 and without family responsibilities to tie them down. Having a preference for workers in the younger age brackets is a customary employment practice; for the professional and semiprofessional occupations which require long periods of training, it is practical to recruit trainees who are under 34 and as near 18 as possible. In all branches of the armed services except the nursing service, present standards call for mobile women 18 to 34 years of age. With so many employers recruiting from the same labor supply, the shortage has become general with regard to young mobile women. The Shortage Occupations Young women are in greatest demand: I. To Enter and Train /or Teaching. It is officially estimated that the number of schoolage children will continue to increase for the next 5 years at an average of 1 million a year. At least 800,000 new teachers for the elementary grades will be needed between 1953 and 1960 to handle the additional enrollments and replace teachers who leave the profession. This need cannot possibly be met unless many more students than now enroll for teacher t raining. 2. As Nurses and to Train /or Nursing Service. Our increased population, the tremendous expansion of civilian hospital and public health programs, and the stepped up military needs have created a demand for nurses which already far exceeds the supply. Estimates vary as to future requirements, but it is certain that the demand for nurses will continue for some time. Thousands more than the present quotas should enter training annually if the growing need for professional registered nurses is to be met in the approaching years. There will also be an increased need for practical nurses and nurse aides to perform nursing duties that do not require professional knowledge. 3. To Take Professional Training and Enter Social Work. Increasing use of social work as a public service has created a demand for more professionally t rained personnel in this field. The present shortage of qualified workers is expected to continue for several years, affecting private and public welfare agencies, hospitals, and State and Federal institutions. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis What This Situation Means What Can Be Done About It? As a Nation we face serious limitations that stem from these womanpower shortages. Many schools are forced to run on a ·makeshift basis with double-sized classes and children attending in two or three shifts a day. The quality of the teaching is also cut down by such handicaps and by the hiring of underqualified teachers because of the shortage. These conditions will not improve unless many more young people can be induced to train for the teaching profession. Our hospitals and other health serv- . ices are not adequately staffed and cannot be unless more women enter this profession. The scarcity of physical and occupational therapists and medical technicians deprives our Armed Forces and our civilian population of needed supplementary services in the medical field. In whatever occupation the shortage occurs, it is bound to affect at least some portion of our population. With such definite limitations on the number of available young women who are mobile and in the pr eferred age bracket of 18 to 34, it is not to be expected that so great a demand can be entirely filled from this r eserve. Consideration will need to be given to other sources of supply, to steps which might be t aken to make a larger number of qualified applicants available, and to better utilization of trained per sonnel already in these essential lines of work. Such measures would include : For young women ready to enter or choose a career, the decision is made more complex by the current shortages in so many fields employing women. With the demand so great in these occupations and with jobs of more immediate promise also open to t hem, it is unusually difficult for young women to determine what line of work is best for them to go into. If they decide upon teaching, nursing, social work or one of the other shortage occupations, they can look forward to a future wherein the demand is almost certain to continue well beyond the time it would take for training. They also have the sat isfaction of knowing that the work they do helps fill a great public need. While salaries are still comparatively low in these professional and semiprofessional fields, the very fact that there are such acute shortages has called public attention to the need for improvement. There is also a growing community awareness of the necessity to improve other employment standards. 1. Improving salaries and other working conditions so t hat teaching, nursing, social work, and other public service occupations will be more attractive as careers. This would include equal pay for women and equal opportunity for advancement in fields where both men and women are employed. 2. Removal of arbitrary upper age specifications for employment. 3. Increased training opportunities in the fields where women ar e most in demand, par ticular ly nursing. Providing scholarships for training and subsidies to help establish new schools where needed and to enlarge and improve existing facilities. 4. More and better counseling in schools and colleges with attention given to current tr ends in supply and demand as well as to the personal considerations involved. 5. Special studies, such as those now being conducted in the nursing profession, to determine ways in which better use can be made of the professional skills now available. 6. More equitable and less restrictive licensing laws and more reciprocity between States so that teachers and other professional persons can move from one State to another without losing status. 7. Retr aining of women not now working but with pr evious experience in the shor tage occupations. 8. Part-time employment to make use of qualified women unable for personal reasons to work full time. 9. Increased community facilities which would help relieve working women of housekeeping responsibilities. U LEGH!NY COLLEGE LliSKAKl 4. To Take or Train /or Jobs in Medical Fields. Women are being increasingly employed in occupations connected with the medical profession and there is a growing demand for them to train for and serve as medical technologists, X-ray and laboratory technicians, dental hygienists, physical and occupational therapists, public health nutritionists and dietitians. 5. To Fill Immediate Local Shortgages in Office Work. The number of trained secretaries among younger women is far below the demand in many cities throughout the country. Shortages of typists and other trained office workers are apparent in many areas. Competition /or Young Women Workers. Competing with these shortage occupations are the numerous other lines of work open to young women in business and industry which require little training and offer relatively good pay. Young mobile women are also wanted in all branches of the Armed Forces. In the fall of 1952, there were approximately 48,000 women in uniform, serving as Wacs, Waves, Wafs, and Marines. Many more are needed, and active recruiting is expected to continue. Limited Number Available The number of young mobile women in the 18-to-34 age bracket, and particularly single women 18 to 24 years of age, is inadequate to meet these demands and will continue to be through the 1950-1960 decade. https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis Census Figures Show: There are fewer young women in the population in their late teens and early twenties than there were 10 years ago. Although the female population increased by 10½ million between 1940 and 1950, there was a drop of 722,370 or 11.7 percent in the 15- t o 19-year age group from which career recruits are largely drawn today. The low birth rate of the depression years is the cause of the present decline in this portion of the population. A gradual increase in girls attaining the age of 18 is expected in the next decade, but not before 1960 will the number of 18- and 19-year-olds exceed the 1940 level. There has been a sharp increase in the number of early marriages and the birth rate has risen in the postwar years. Hence ther e are more young women with family responsibilities which keep them from taking jobs outside the home, and the labor reserve is accordingly cut down. At best, the labor reserve in the 18-to-34 age bracket is not more than 2.6 million since there are in this highdemand bracket only 1 million single women and only 1.6 million married women without children who are not already employed. For military service, for nursing careers and other vocations which r equire considerable training, the most preferred are women 18 to 24 and not married. In 1952, the reserve of unmarried women in this younger group who were not in school or working was only 500,000. Let's Face It There simply are not enough young "mobile" women to fill today's jobs and train for tomorrow's. Women's Bureau Publications Related to The Employment Outlook for Women SCIENCE SERIES, Bull. 223. The Outlook for Women in : 1. Science. (General Introduction.) 1949. 20 cents. 2. Chemistry. 1948. 25 cents. 3. Biological Sciences. 1948. 25 cents. 4. Mathematics and Statistics. 1948. 10 cents. 5. Architecture and E ngineering. 1948. 25 cents. 6. P hysics and Astronomy. 1948. 15 cents. 7. Geology, Geography, and Meteorology. 1948. 20 cents. 8. Occupations Related to Science. 1948. 15 cents. THE SHORTAGE OF YOUNG WOMEN WORKERS What SOCIAL WORK SERIES, Bull. 235. The Outlook for Women in: 1. Social Case Work in a Medical Setting. 1950. 25 cents. 2. Socia l Case Work in a Psychiatric Setting. 1950. 25 cents. 3. Social Case Work with Children. 1951. 25 cents. 4. Social Case Work with Families. 1951. 30 cents. 5. Community Organization in Social Work. 1951. 20 cents. 6. Social Work Administ ration, Teaching, and Research. 1951. 25 cents. 7. Social Group Work. 1951. 20 cents. 8. Social Work-General Summary. 1952. 30 cents. MEDICAL AND OTHER HEALTH SERVICES, Bull. 203. The Outlook for Women as: 1. Physical Therapists. Revised 1952. 20 cents. 2. Occupational Therapists. Revised 1952. 20 cents. it Means to the Nation to Employers to the Young Women Themselves HOME ECONOMICS SERIES, Bull. 234. 1. The Outlook for Women in Dietetics. 1950. 25 cents. 2. The Outlook for Women as Food Service Managers and Supervisors. 1952. 20 cents. T he Outlook for Women in P olice Work, Bull. 231. 1949. 15 cents. Your Job Future After High School. Leaflet 8. Reprinted in 1952. 5 cents. Your Job Future After College. Leaflet 9. Repr inted 1952. 5 cents. 1952 Handbook of Facts on Women Workers. Bull. 242. 1952. 30 cents. Women's Chances for Advancement in Business and Industry. Leaflet 14. 1952. 5 cents. Women's Jobs-Advance and Growth. Bull. 232. 1949. 30 cents. U. S. DEPARTMENT OF LABOR Martin P. Durkin, Secretary WOMEN'S BUREAU Frieda S. Miller, Director Bulletins can be purchased from the Superintendent of Documents, U. S. Government Printing Office, Washington 25, D. C., at prices listed, with a discount of 25 per cent on orders of 100 copies or more. Wu hington : 1953 Leaflet 15 U.S. GOVERNMENT PRINTING OFFICE: 1953-0-24,1.787 F or snle by the S uperintendent of Documents. n. S. Governmen t Prlntlni; Office Washington 2:'i. D . C. • Price 5 cents l-- /?, . 1I ; I ~j U LEGH!NY COLLEGE LliSKAKl 4. To Take or Train /or Jobs in Medical Fields. Women are being increasingly employed in occupations connected with the medical profession and there is a growing demand for them to train for and serve as medical technologists, X-ray and laboratory technicians, dental hygienists, physical and occupational therapists, public health nutritionists and dietitians. 5. To Fill Immediate Local Shortgages in Office Work. The number of trained secretaries among younger women is far below the demand in many cities throughout the country. Shortages of typists and other trained office workers are apparent in many areas. Competition /or Young Women Workers. Competing with these shortage occupations are the numerous other lines of work open to young women in business and industry which require little training and offer relatively good pay. Young mobile women are also wanted in all branches of the Armed Forces. In the fall of 1952, there were approximately 48,000 women in uniform, serving as Wacs, Waves, Wafs, and Marines. Many more are needed, and active recruiting is expected to continue. Limited Number Available The number of young mobile women in the 18-to-34 age bracket, and particularly single women 18 to 24 years of age, is inadequate to meet these demands and will continue to be through the 1950-1960 decade. Census Figures Show: There are fewer young women in the population in their late teens and early twenties than there were 10 years ago. Although the female population increased by 10½ million between 1940 and 1950, there was a drop of 722,370 or 11.7 percent in the 15- t o 19-year age group from which career recruits are largely drawn today. The low birth rate of the depression years is the cause of the present decline in this portion of the population. A gradual increase in girls attaining the age of 18 is expected in the next decade, but not before 1960 will the number of 18- and 19-year-olds exceed the 1940 level. There has been a sharp increase in the number of early marriages and the birth rate has risen in the postwar years. Hence ther e are more young women with family responsibilities which keep them from taking jobs outside the home, and the labor reserve is accordingly cut down. At best, the labor reserve in the 18-to-34 age bracket is not more than 2.6 million since there are in this highdemand bracket only 1 million single women and only 1.6 million married women without children who are not already employed. For military service, for nursing careers and other vocations which r equire considerable training, the most preferred are women 18 to 24 and not married. In 1952, the reserve of unmarried women in this younger group who were not in school or working was only 500,000. Let's Face It There simply are not enough young "mobile" women to fill today's jobs and train for tomorrow's. Women's Bureau Publications Related to The Employment Outlook for Women SCIENCE SERIES, Bull. 223. The Outlook for Women in : 1. Science. (General Introduction.) 1949. 20 cents. 2. Chemistry. 1948. 25 cents. 3. Biological Sciences. 1948. 25 cents. 4. Mathematics and Statistics. 1948. 10 cents. 5. Architecture and E ngineering. 1948. 25 cents. 6. P hysics and Astronomy. 1948. 15 cents. 7. Geology, Geography, and Meteorology. 1948. 20 cents. 8. Occupations Related to Science. 1948. 15 cents. THE SHORTAGE OF YOUNG WOMEN WORKERS What SOCIAL WORK SERIES, Bull. 235. The Outlook for Women in: 1. Social Case Work in a Medical Setting. 1950. 25 cents. 2. Socia l Case Work in a Psychiatric Setting. 1950. 25 cents. 3. Social Case Work with Children. 1951. 25 cents. 4. Social Case Work with Families. 1951. 30 cents. 5. Community Organization in Social Work. 1951. 20 cents. 6. Social Work Administ ration, Teaching, and Research. 1951. 25 cents. 7. Social Group Work. 1951. 20 cents. 8. Social Work-General Summary. 1952. 30 cents. MEDICAL AND OTHER HEALTH SERVICES, Bull. 203. The Outlook for Women as: 1. Physical Therapists. Revised 1952. 20 cents. 2. Occupational Therapists. Revised 1952. 20 cents. it Means to the Nation to Employers to the Young Women Themselves HOME ECONOMICS SERIES, Bull. 234. 1. The Outlook for Women in Dietetics. 1950. 25 cents. 2. The Outlook for Women as Food Service Managers and Supervisors. 1952. 20 cents. T he Outlook for Women in P olice Work, Bull. 231. 1949. 15 cents. Your Job Future After High School. Leaflet 8. Reprinted in 1952. 5 cents. Your Job Future After College. Leaflet 9. Repr inted 1952. 5 cents. 1952 Handbook of Facts on Women Workers. Bull. 242. 1952. 30 cents. Women's Chances for Advancement in Business and Industry. Leaflet 14. 1952. 5 cents. Women's Jobs-Advance and Growth. Bull. 232. 1949. 30 cents. U. S. DEPARTMENT OF LABOR Martin P. Durkin, Secretary WOMEN'S BUREAU Frieda S. Miller, Director Bulletins can be purchased from the Superintendent of Documents, U. S. Government Printing Office, Washington 25, D. C., at prices listed, with a discount of 25 per cent on orders of 100 copies or more. Wu hington : 1953 Leaflet 15 U.S. GOVERNMENT PRINTING OFFICE: 1953-0-24,1.787 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis F or snle by the S uperintendent of Documents. n. S. Governmen t Prlntlni; Office Washington 2:'i. D . C. • Price 5 cents l-- /?, . 1I ; I ~j U LEGH!NY COLLEGE LliSKAKl 4. To Take or Train /or Jobs in Medical Fields. Women are being increasingly employed in occupations connected with the medical profession and there is a growing demand for them to train for and serve as medical technologists, X-ray and laboratory technicians, dental hygienists, physical and occupational therapists, public health nutritionists and dietitians. 5. To Fill Immediate Local Shortgages in Office Work. The number of trained secretaries among younger women is far below the demand in many cities throughout the country. Shortages of typists and other trained office workers are apparent in many areas. Competition /or Young Women Workers. Competing with these shortage occupations are the numerous other lines of work open to young women in business and industry which require little training and offer relatively good pay. Young mobile women are also wanted in all branches of the Armed Forces. In the fall of 1952, there were approximately 48,000 women in uniform, serving as Wacs, Waves, Wafs, and Marines. Many more are needed, and active recruiting is expected to continue. Limited Number Available The number of young mobile women in the 18-to-34 age bracket, and particularly single women 18 to 24 years of age, is inadequate to meet these demands and will continue to be through the 1950-1960 decade. Census Figures Show: There are fewer young women in the population in their late teens and early twenties than there were 10 years ago. Although the female population increased by 10½ million between 1940 and 1950, there was a drop of 722,370 or 11.7 percent in the 15- t o 19-year age group from which career recruits are largely drawn today. The low birth rate of the depression years is the cause of the present decline in this portion of the population. A gradual increase in girls attaining the age of 18 is expected in the next decade, but not before 1960 will the number of 18- and 19-year-olds exceed the 1940 level. There has been a sharp increase in the number of early marriages and the birth rate has risen in the postwar years. Hence ther e are more young women with family responsibilities which keep them from taking jobs outside the home, and the labor reserve is accordingly cut down. At best, the labor reserve in the 18-to-34 age bracket is not more than 2.6 million since there are in this highdemand bracket only 1 million single women and only 1.6 million married women without children who are not already employed. For military service, for nursing careers and other vocations which r equire considerable training, the most preferred are women 18 to 24 and not married. In 1952, the reserve of unmarried women in this younger group who were not in school or working was only 500,000. Let's Face It There simply are not enough young "mobile" women to fill today's jobs and train for tomorrow's. Women's Bureau Publications Related to The Employment Outlook for Women SCIENCE SERIES, Bull. 223. The Outlook for Women in : 1. Science. (General Introduction.) 1949. 20 cents. 2. Chemistry. 1948. 25 cents. 3. Biological Sciences. 1948. 25 cents. 4. Mathematics and Statistics. 1948. 10 cents. 5. Architecture and E ngineering. 1948. 25 cents. 6. P hysics and Astronomy. 1948. 15 cents. 7. Geology, Geography, and Meteorology. 1948. 20 cents. 8. Occupations Related to Science. 1948. 15 cents. THE SHORTAGE OF YOUNG WOMEN WORKERS What SOCIAL WORK SERIES, Bull. 235. The Outlook for Women in: 1. Social Case Work in a Medical Setting. 1950. 25 cents. 2. Socia l Case Work in a Psychiatric Setting. 1950. 25 cents. 3. Social Case Work with Children. 1951. 25 cents. 4. Social Case Work with Families. 1951. 30 cents. 5. Community Organization in Social Work. 1951. 20 cents. 6. Social Work Administ ration, Teaching, and Research. 1951. 25 cents. 7. Social Group Work. 1951. 20 cents. 8. Social Work-General Summary. 1952. 30 cents. MEDICAL AND OTHER HEALTH SERVICES, Bull. 203. The Outlook for Women as: 1. Physical Therapists. Revised 1952. 20 cents. 2. Occupational Therapists. Revised 1952. 20 cents. it Means to the Nation to Employers to the Young Women Themselves HOME ECONOMICS SERIES, Bull. 234. 1. The Outlook for Women in Dietetics. 1950. 25 cents. 2. The Outlook for Women as Food Service Managers and Supervisors. 1952. 20 cents. T he Outlook for Women in P olice Work, Bull. 231. 1949. 15 cents. Your Job Future After High School. Leaflet 8. Reprinted in 1952. 5 cents. Your Job Future After College. Leaflet 9. Repr inted 1952. 5 cents. 1952 Handbook of Facts on Women Workers. Bull. 242. 1952. 30 cents. Women's Chances for Advancement in Business and Industry. Leaflet 14. 1952. 5 cents. Women's Jobs-Advance and Growth. Bull. 232. 1949. 30 cents. U. S. DEPARTMENT OF LABOR Martin P. Durkin, Secretary WOMEN'S BUREAU Frieda S. Miller, Director Bulletins can be purchased from the Superintendent of Documents, U. S. Government Printing Office, Washington 25, D. C., at prices listed, with a discount of 25 per cent on orders of 100 copies or more. Wu hington : 1953 Leaflet 15 U.S. GOVERNMENT PRINTING OFFICE: 1953-0-24,1.787 https://fraser.stlouisfed.org Federal Reserve Bank of St. Louis F or snle by the S uperintendent of Documents. n. S. Governmen t Prlntlni; Office Washington 2:'i. D . C. • Price 5 cents l-- /?, . 1I ; I ~j
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