Women at Work

Studies on women participation in the workforce show inequalities and distinguish vertical and horizontal segregation. Despite their progress in education and training, the gender pay gap and glass ceiling phenomenon persist. Women’s labour force participation rates have increased in the last decade, but nevertheless women earn less than men and are more likely to work part-time than men and to obtain career advancement and representation in political and business leadership positions. Unequal distribution of family duties could hindrance female presence in labour market leading to situations of work-family conflict (WFC), which represents one of the main psychosocial risk factors leading to poorer health and reduced psychological well-being. Considering the increase in the studies that confirm the health implications of work-family conflict, it is important to shift attention to the positive side of work-family relationship. Work and family could benefit from each other rather than being conceptualized as conflicting. In order to promote good work-family role conciliation, scholars and practitioners could purpose interventions both at individual and organizational levels.