A Brief History of Women in the Workplace

KEY POINTS

Women’s workforce roles expanded significantly in the 20th century, especially during the World Wars.

Despite progress, challenges like unequal pay, leadership gaps, and work-life balance persist.

Flexible work, paid leave, and diversity initiatives are key to advancing equality.

Updated on: 28/07/26

Mental Wellbeing

A Brief History of Women in the Workplace

Despite significant progress, they continue to encounter obstacles related to work-life balance, equal pay, and leadership opportunities.

Throughout this article, we'll delve into the historical journey of women in the workforce, examining the challenges they've faced and the strides they've made. It's crucial to openly discuss these issues to gain a comprehensive understanding of the ongoing struggle for gender equality in the workplace and pave the way for further progress in the future.

Throughout history, women have occupied a variety of roles, bearing domestic responsibilities, being involved in economic activities and occupying positions of authority, depending on the cultural and societal context. But their road to independence was always faced with adversity. Patriarchal systems and societal expectations limited women's access to education and positions of power, reinforcing the notion of women's primary roles within the home.

When were women allowed to work?

The history of women entering the workforce is a complex narrative shaped by societal norms, cultural shifts, and legal changes. While women have always contributed to various aspects of society through informal work, their formal inclusion in the labor force was restricted for centuries. It wasn't until the late 19th and early 20th century that significant strides were made towards granting women the right to work in more diverse roles. Factors such as industrialisation, labor shortages during wartime, and the women's rights movement all played pivotal roles in challenging traditional gender roles and paving the way for greater opportunities for women in the workforce.

A journey through the history of women in the workplace

In agricultural societies, women often worked alongside men in farming activities, planting and harvesting crops, tending to livestock, and managing household gardens. In urban areas, women engaged in domestic work, such as cooking, cleaning, and childcare, to support their families. Additionally, women were active participants in cottage industries, producing textiles, pottery, and handicrafts for local markets. As industrialisation progressed, women started working in factories, particularly in textile mills, where they operated machinery and assembled products. In the service sector, women worked as domestic servants, nurses, teachers, and seamstresses. These experiences laid the groundwork for the expanded opportunities for women in the workforce that followed the wars.

The First World War: Women joining the workforce

A notable change in women’s labor force participation was recored during the First World War. Women made significant strides in joining the workforce, stepping into roles traditionally held by men who were serving in the military. With millions of men enlisted in the armed forces, industries faced labor shortages, creating opportunities for women to fill essential positions, working in factories, offices, and other workplaces. Women took on diverse roles, including factory workers, clerks, nurses, and drivers. Their contributions were pivotal in sustaining the war effort, producing munitions, supplies, and providing crucial support services.

The Second World War: Opportunities for women in the workplace

During World War II, women's roles in the workplace expanded even further as the demand for labor intensified. As men once again joined the military, women took on diverse roles previously dominated by men. They served as welders, electricians, mechanics, and engineers in factories producing weapons and military equipment. Women also took on roles as pilots, codebreakers, and nurses, contributing significantly to the war effort on multiple fronts. The war transformed societal perceptions of women's capabilities and laid the groundwork for lasting changes in gender roles and workplace opportunities.

The continuous rise of women in the workplace

Statistics indicate that in 1950, more than 30% of women over the age of 16 were part of the workforce, reflecting a significant rise compared to previous decades. This transition was propelled by various factors: internal, such as young women’s pursuit of financial independence or the wish follow their own aspirations and external – like the economic context of that time.

During this time dual incomes within households became more prevalent. Women’s participation in the labor force saw a steady rise during the 1960s, 1970s, and 1980s, reaching the peak of 60% in 1999. But, despite their professional commitments, women still bore the primary responsibility for domestic duties, as societal norms still dictated that homemaking was predominantly a woman’s role. This era witnessed a significant shift in women’s attitudes toward family and career, with many aspiring to balance both.

In the last 20 years, women have worked hard and strived for leadership positions, aiming to equal their male counterparts in professional achievement. Advancing their careers came with difficulties, due to the perception of being less committed or available than their male colleagues. This was especially hard for the women who required flexible working arrangements or time off for childcare. With more women in the workforce, natality rates experienced fluctuations, reflecting the changing dynamics of family planning and career aspirations. On the other hand, mothers in full-time positions had to manage the stress and guilt for trying to balance the demands of their careers with the needs of their families.

In the last few years, the Covid-19 pandemic has disproportionately impacted women, particularly those employed in the service sector, leading to job losses and economic instability. With the rapid adoption of remote work, some men increased their participation in household work, but despite that, women have shouldered the bulk of uncompensated childcare work. While the pandemic has prompted a re-evaluation of family dynamics, with potential for more equitable division of household tasks, entrenched gender roles and cultural biases continue to hinder progress.

What initiatives have helped women balance their work-life so far?

Gender diversity initiatives and equal pay policies

Gender diversity initiatives and efforts to address the gender pay gap have played vital roles in advancing workplace equality. By implementing policies such as the Equal Pay Act, organizations establish frameworks aimed at reducing disparities in pay between male and female employees. These initiatives serve as cornerstones for cultivating a workplace culture that prioritizes fairness and inclusivity, empowering women to pursue career growth with the assurance of equitable treatment and opportunities

Flexible working arrangements

Flexible work arrangements, including options for remote work, flexible hours, and compressed workweeks, have been instrumental in enabling women to balance professional responsibilities with personal commitments. However, for these to be viable solutions, they need to be done with no hidden consequences – such as having a slower path to promotion.

Paid parental leave and childcare assistance

Paid family leaveand childcare assistance further alleviate the burdens associated with childcare and caregiving and allow both married women and single women to remain engaged in the workforce.

Paid menstrual leave

Paid menstrual leave, while less common, has also played a role in supporting women’s well-being in the workplace. This policy acknowledges the unique challenges that women face due to menstruation and provides them with paid time off to manage symptoms or discomfort.

What can employers do better to support women in the workforce?

While progress has been made in supporting working women, there is still much room for improvement to ensure equal opportunities in the workplace.

Fostering empathy for women's challenges cultivates an inclusive, supportive workplace. One way employers can prioritise mental health support is through Employee Assistance Programs (EAPs). EAPs can provide confidential counselling and resources to help both men and women navigate personal and professional challenges, including stress, burnout, and work-life balance issues.

Flexible work arrangements should be normalised and destigmatised, while the pervasive hustle culture that disproportionately penalises women for prioritising their personal lives or family responsibilities should be addressed and remedied.

Employers can also take proactive steps to address systemic barriers and biases that hinder women's advancement. Conducting a study within the company to pinpoint the problems could be done through a psycho-social risk assessment or through an equity audit.

Investing in training programs specifically tailored to support women's career development can also make a significant difference in levelling the playing field.

The journey of women in the workforce has been one of resilience and evolution, marked by significant shifts in societal perceptions and economic demands. While women have made remarkable strides in challenging traditional gender norms and contributing to the workforce, they still encounter obstacles such as work-life balance challenges, unequal pay, and limited leadership opportunities.

Proactive efforts to address unconscious bias and promote diversity and inclusion initiatives contribute to creating pathways for women to thrive and succeed in their careers. By embracing these policies and attitudes, workplaces can empower working women to navigate challenges better, pursue their career aspirations, and achieve greater levels of success and fulfilment.

To learn more about how you can support your employees, visit our Employee Assistance Program (EAP) page.

About the author

Alberto Vaccaro

Counsellor

Alberto serves as a CNCP Trainer-Supervisor and Certified Business Coach (CBC®), delivering executive communication and corporate counselling.With two decades of entrepreneurial and journalistic experience, he integrates person-centered counseling methods with SCOA credentials and World Association of Business Coaches certification. His practice is defined by the conviction that mastering communication effectiveness, supported by certified Gordon Training International frameworks, is essential for fostering resilient corporate cultures and optimizing workplace performance.

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