Gender Shifts in US Jobs Since 1900
Women in the workforce have gone from just 18% in 1900 to nearly 50% today. Over the past century, women have broken barriers, entering fields once dominated by men and reshaping industries. Here’s a quick snapshot of this transformation:
- 1900: Only 20% of women worked, mostly in domestic roles.
- 1950: Women made up 30% of the workforce, with limited career options.
- 2023: Women now account for 47% of the civilian labor force.
- Pay Gap: Women earn 83–85% of what men make, with younger women narrowing the gap to 95 cents for every dollar.
- Leadership: Women lead 11% of Fortune 500 companies in 2025, up from almost none decades ago.
Despite progress, challenges like wage gaps, underrepresentation in leadership, and barriers in male-dominated fields remain. This article explores how societal norms, wars, and policy changes have reshaped gender roles in the workforce and highlights the steps needed to achieve true equality.
Evolution of Women in the American Workplace: A Brief History
Major Milestones in Gender Employment Trends
The evolution of America's workforce over the past century tells a compelling story of how women's roles in the economy have shifted. From rigidly defined gender roles to broader participation across industries, each era brought significant changes that shaped the modern labor market.
Early 1900s: Gender-Specific Job Roles
In the early 20th century, societal norms, limited job opportunities, and legal restrictions tightly defined women's roles in the workforce. Most women were expected to focus on domestic responsibilities, leaving few options for those who sought paid employment.
For the women who did work, opportunities were confined to a narrow set of industries. Domestic service was the largest employer, with 28% of working women - approximately 1.35 million - recorded in household service in the 1911 census for England and Wales. These numbers reflect how limited the landscape was, but they also show the beginnings of change.
A few women began to defy these expectations. By 1930, nearly 50% of single women participated in the workforce, while 12% of married women joined their ranks. These early efforts would lay the groundwork for the seismic changes brought by global conflicts.
Mid-1900s: The Impact of World Wars
World War I marked a turning point in gender roles within the workforce. Labor shortages during the war pushed women into jobs traditionally held by men. Between 1914 and 1918, women's employment rates jumped from 23.6% to as high as 46.7%. Munitions factories became a major employer, with women producing 80% of the weapons and shells used by the British Army by 1917. By the end of the war, nearly 40% of working women were married, challenging the idea that employment was only for single women.
World War II brought even greater changes. In 1939, about 5.1 million women (26%) were employed, but by 1943, this number had risen to over 7.25 million, representing 36% of women of working age. By September 1943, 46% of all women aged 14 to 59 - and 90% of able-bodied single women aged 18 to 40 - were either employed or involved in National Service. Women proved they could excel in roles previously reserved for men, and even some trade unions began admitting women during this time. However, after the wars, many women were pushed out of their jobs to make way for returning soldiers or were relegated to lower-paying positions.
Late 1900s: A Surge in Workforce Participation
The post-war era saw social movements and policy changes further expand women's opportunities. From the 1960s through the 1980s, women's participation in the workforce grew significantly. The Civil Rights Act of 1964, which prohibited discrimination based on sex, marked a pivotal moment in breaking down workplace barriers. Economic factors also played a role, as more families relied on dual incomes. This shift encouraged women to pursue higher education and full-time careers.
By the 1970s, 20% of women with a child under one year old were in the workforce. By the 2000s, that number had climbed to 62%. These decades saw women increasingly balancing family responsibilities with professional aspirations, reshaping societal expectations.
2000s: Approaching Parity
As the new millennium began, women's labor force participation reached unprecedented levels. The rate peaked at 60.0% in 1999. While growth slowed in the 1990s as participation rates neared their ceiling, structural challenges became more evident. Despite these hurdles, women’s economic contributions continued to grow. Between 1970 and 2019, wives' earnings made up a larger share of family income, and the gap between men’s and women’s earnings narrowed. By 2024, the employment rate stood at 55.2%, compared to 54.3% in 1990.
Job Sector Changes and Gender Role Shifts
The American job market has come a long way from its past of strictly gendered roles, evolving into a more inclusive and diverse environment. What started as rigid divisions between "men's work" and "women's work" has transformed over time, though some barriers still linger. These historical divides set the stage for the shifts that have redefined gender roles in the workforce.
Early Gender-Specific Jobs
In the past, societal norms dictated narrow career paths for women. They were largely confined to roles like domestic service, home-based piece work, or clerical positions, while men dominated higher-paying industries such as manufacturing and construction. These divisions were deeply ingrained in both social expectations and institutional practices.
Jobs That Changed Gender Patterns
Changes in economic policies and workplace regulations began to open doors for women. One pivotal moment came in 1974 when women were finally allowed to apply for credit without needing a male co-signer. This change not only expanded financial independence but also began to shift the gender makeup of the banking and finance industries.
Women in Male-Dominated Fields
Over time, women made strides into fields traditionally dominated by men, though progress has been uneven. For example, women now make up 28% of the global STEM workforce. However, the numbers vary significantly by specialty, with only 15% of engineers and 20% of IT professionals being women.
In the U.S., women hold 35% of tech jobs as of late 2023, but they face unique challenges in these roles. Women in tech are 1.6 times more likely to be laid off than their male counterparts, and 57% of women in Technology, Media, and Telecom plan to exit their jobs within two years, often citing poor work-life balance. Women-led startups also face funding hurdles, securing just 2.3% of venture capital in 2022.
Leadership positions present a similarly mixed picture. While women made up 52.0% of workers in management, professional, and related occupations in 2021, only about 10% of Fortune 500 CEOs were women as of 2023. Skilled trades, such as construction, electrical work, and plumbing, remain some of the most gender-segregated sectors. Efforts like the Women in Apprenticeship & Nontraditional Occupations Act (WANTO), which allocated $1.49 million in 2019 to support women in nontraditional roles, aim to address these disparities.
Political representation reflects a comparable trend of gradual progress. Globally, women hold about 26% of parliamentary seats. In the U.S., women make up 28% of Congress and roughly a third of state legislators as of September 2023.
"In the corporate world, it is now almost completely inexcusable to have leadership teams [exclusive of women], and if a pitch team [without women] turns up for a presentation, they risk being turned away at the door. Organizations just aren't comfortable doing business with companies that have a board or management [lacking representation]." - Nicole Julius, Partner, Strategic Assurance and SOC Services Solution Leader, Grant Thornton LLP
Despite these advancements, disparities persist across demographics. In 2022, Black women earned just 70% of what White men made, while Hispanic women earned only 65% as much.
As the workforce continues to evolve, job seekers must adapt to these shifts. Tools like JobLogr (https://joblogr.com) offer AI-driven career resources, including automated job searches and resume analysis, to help individuals navigate this changing landscape and seize new opportunities while addressing ongoing challenges.
Education and Earnings: Progress and Gaps
The evolving relationship between education and earnings has reshaped career opportunities for women over the past century. While women have made remarkable strides in education, these gains have not fully translated into financial equality. A stubborn wage gap continues to influence career trajectories and economic outcomes.
Women's Education Levels Rise
Since the early 1980s, women have surpassed men in earning bachelor's and master's degrees. By the 2013–2014 academic year, women accounted for 57% of all bachelor's degrees awarded. The progress in advanced degrees is even more striking: in 1971, women earned just 10.6% of all doctoral degrees, but by 2013–2014, that figure had surged to 52%. Fields once dominated by men, such as law and medicine, have also seen significant shifts. For instance, women made up only 4.2% of law school students in 1963–64, but by 2012–13, that number had climbed to 47%, and by 2016, women constituted 48% of medical school enrollees. Additionally, in 2015, women represented 51.5% of workers in management, professional, and related occupations. These educational achievements, however, have not eliminated wage disparities.
Closing the Pay Gap
Despite these academic milestones, the wage gap persists. Women currently earn about 83–85% of what men make, with younger women (aged 25–34) narrowing the gap to 95 cents for every dollar earned by their male counterparts in 2024. However, as women age or become parents, the gap widens. Disparities exist at every education level: in 2015, women without a high school diploma earned a median of $418 weekly compared to $520 for men. Among those with a bachelor's degree or higher, women earned $1,230 weekly versus $1,420 for men.
Over a lifetime, the financial impact is staggering. College-educated women lose nearly $800,000 in earnings compared to their male peers, and progress in narrowing the wage gap has been slow - only about a 10-cent improvement over the last 25 years. Union membership offers some relief, with unionized women earning 91% of what their male counterparts make, compared to 80% for non-unionized women. However, these gaps underscore the ongoing need for greater representation and equity in leadership roles.
Women in Leadership Roles
The combination of educational progress and persistent wage inequities has fueled a gradual increase in female leadership. While women are stepping into leadership positions more frequently, challenges remain. As of 2025, women lead 11% of companies on the Fortune 500 list, with 55 female CEOs - up slightly from 52 in both 2023 and 2024. In the S&P 500, women held 8.2% of CEO roles in 2024. Prominent leaders include Mary Barra, CEO of General Motors since January 2014, Corie Barry, who became CEO of Best Buy Co. Inc. in June 2019, and Vicki Hollub, CEO and president of Occidental Petroleum since April 2016.
Despite these advances, representation remains limited, particularly for women of color. In 2025, only two Black women lead Fortune 500 companies. Women also hold 22.5% of board seats in Fortune 500 companies, and while 87% of global businesses have at least one woman in management, women occupy just over 40% of top management positions in the U.S..
"The pace of change remains stubbornly slow... This minor uptick, while positive, is not a signal that we can ease off our efforts; if anything, it shows the deep-seated nature of the barriers that still exist." - Jennifer McCollum, president and CEO of Catalyst
Even women with advanced business degrees face steep challenges. Women with MBAs earn just 77 cents for every dollar earned by their male peers. Similarly, mothers earn only 75 cents for every dollar that fathers make. These figures highlight the enduring obstacles women face in achieving true equality in the workplace.
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Data Comparison Over Time
Over the past 125 years, the American workplace has undergone a dramatic transformation, reflecting both the strides made in gender equality and the challenges that remain.
Workforce Participation by Decade
One of the most notable shifts has been the rise of women in the workforce. Back in 1900, women accounted for just 18% of the labor force, with only 20.4% of all women employed. Fast forward to 2015, and the picture looks entirely different - women made up 47% of the labor force, and 57% of all women were working. The number of working women skyrocketed from 5.1 million in 1900 to 73.5 million in 2015.
On the other hand, men's workforce participation has seen a steady decline. From its peak of 86.6% in 1948, it dropped to 67.6% in 2021, marking the lowest rate ever recorded.
| Decade | Women's Participation Rate | Men's Participation Rate | Gender Gap |
|---|---|---|---|
| 1948 | 32.0% | 86.6% | 54.6 points |
| 1970s | ~43% | ~80% | ~37 points |
| 1999 (Peak) | 60.0% | ~75% | ~15 points |
| 2021 | 56.1% | 67.6% | 11.5 points |
| 2025 | 57.5% | 67.6% | 10.1 points |
Between 1948 and 2000, women’s participation in the workforce surged by 28.1 percentage points.
Gender Breakdown by Job Sector
The gender composition of various industries has shifted dramatically over the decades. Fields like healthcare and education, which were once dominated by men, are now primarily staffed by women. By 2015, women held 75% of healthcare practitioner and technical roles and 73% of education, training, and library positions.
Some specific professions show even more striking changes:
- Pharmacists: Women’s representation grew from 17% in 1985 to 57% in 2015.
- Technical Writers: Increased from 36% to 58% between 1985 and 2015.
- Chemists: Rose from 21% in 1985 to 36% in 2015.
Despite these advancements, STEM fields remain heavily male-dominated. In 2015, women occupied just 25% of computer and mathematical roles and only 15% of architecture and engineering positions. In management, however, women have made significant strides, holding 51.5% of management, professional, and related positions as of 2015. This marks a dramatic shift from the early 1900s, when such roles were almost exclusively held by men. These changes also echo broader trends in pay equity.
Pay Gap Changes Over Time
While the wage gap between men and women has narrowed, progress has been slow. The most noticeable improvements occurred during the 1980s and 1990s, with only minor gains since 2000.
| Time Period | Women's Earnings (% of Men's) | Progress Rate |
|---|---|---|
| 1979 | 62.3% | Baseline |
| 2003 | 81.0% | +18.7 points |
| 2021 | 83.1% | +2.1 points |
| 2024 | 85.0% | +1.9 points |
By 2021, women working full-time earned 83.1% of what men earned, with projections reaching 85 cents per dollar by 2024. Age plays a significant role in pay equity; for instance, women aged 25 to 34 are expected to earn 95 cents for every dollar earned by their male peers in 2024.
The distinction between controlled and uncontrolled pay gaps sheds light on different aspects of wage inequality. In 2025, the uncontrolled pay gap - comparing the overall earnings of men and women - stands at $0.83, meaning women earn 17% less than men. However, the controlled gap, which compares salaries for similar roles, is much smaller at $0.99, with women earning 99 cents for every dollar men make in comparable positions.
At the current pace of progress, achieving global gender parity is estimated to take a staggering 134 years. For modern job seekers, tools like JobLogr can help research salary ranges and prepare for better negotiation outcomes.
Conclusion
The American workforce has undergone a dramatic transformation: in 1900, only 18% of workers were women, but today, nearly half of the workforce is female. Despite this progress, many barriers to equality remain.
Main Trends Summary
Over the past century, women's participation in the workforce has surged, climbing from 20% in 1900 to 57.4% by 2019. Occupational segregation has also declined significantly, with women breaking into fields previously dominated by men. For instance, women now account for about one-third of workers in the country’s 10 highest-paying occupations - an impressive jump from just 13% in 1980. These shifts highlight the strides made and set the stage for further progress.
Next Steps for Gender Equality
While the gains are evident, true gender equality remains elusive. Shockingly, over 90 countries still lack laws guaranteeing equal pay for equal work. Additionally, in 2023, unpaid caregiving responsibilities kept approximately 708 million women worldwide out of the labor force. Leadership positions also reflect the slow pace of change: women hold just 11% of Fortune 500 CEO roles and 30% of board seats.
These persistent challenges pose risks to economic growth. Overcoming them requires systemic reforms, such as investing in childcare infrastructure, implementing flexible workplace policies, and addressing unconscious bias in hiring and promotions. Companies must go beyond superficial diversity efforts to foster environments that genuinely support women’s career advancement.
What This Means for Job Seekers
The lessons of the past offer guidance for today’s job seekers. Women entering male-dominated industries can capitalize on their education and skills to tap into higher-paying roles, particularly in STEM fields where representation is still limited.
Navigating the workforce also means understanding how to negotiate fair compensation and overcome barriers like the "motherhood penalty." Prioritizing employers that provide flexible schedules, paid family leave, and childcare support can make a lasting difference in career outcomes.
Technology can be a valuable ally in this process. Tools like JobLogr help job seekers research salaries, optimize resumes to avoid bias, and track applications efficiently. By combining these resources with historical insights, individuals can better position themselves in an evolving workplace.
FAQs
Why does the gender wage gap persist in the U.S. despite women achieving higher levels of education?
The gender wage gap remains a persistent issue in the U.S., even as women achieve higher levels of education. At the start of their careers, women’s salaries are often on par with their male counterparts. However, as time goes on, the gap grows wider. A key factor is family responsibilities - many mothers scale back their working hours or take career breaks, which impacts their long-term earning potential. Meanwhile, fathers often increase their working hours and, in many cases, see their wages rise, further contributing to the disparity.
On top of that, gender stereotypes and workplace discrimination continue to shape career trajectories and limit advancement opportunities for women. Even in professions that demand advanced degrees, women frequently encounter challenges that hinder their earning power. These combined factors highlight that while education is important, it isn’t enough on its own to bridge the wage gap.
How did events like World War I and World War II impact women’s roles in the U.S. workforce?
Women in the Workforce During the World Wars
The impact of World War I and World War II on women’s participation in the U.S. workforce was transformative. During World War I, with many men serving in the military, women stepped into roles traditionally held by men, especially in manufacturing and munitions production. By 1918, women represented a notable portion of the workforce, challenging long-held gender norms. However, they often faced lower wages and uncertain job prospects once the war ended.
World War II marked an even larger shift. Nearly 19 million women joined the workforce during this period, with many taking on manufacturing jobs critical to the war effort. By 1944, women held one-third of all manufacturing positions. The iconic image of Rosie the Riveter became a symbol of this era, showcasing women’s ability to excel in roles previously dominated by men. Although many left these jobs after the war, their contributions opened doors for future generations and began to normalize the idea of women working outside the home.
What challenges do women face in reaching leadership roles in male-dominated industries?
Women working in industries traditionally dominated by men often face a range of obstacles when aiming for leadership roles. One of the biggest hurdles is gender bias during hiring and promotion processes, where women are frequently passed over, even when their qualifications match - or surpass - those of their male counterparts. This systemic issue can make career progression an uphill battle.
Another challenge is the lack of mentorship and professional networks, which are crucial for career growth. Without these connections, many women find themselves feeling isolated, which can limit their opportunities to advance.
On top of that, societal expectations around work-life balance add another layer of complexity. Women are often expected to excel professionally while managing personal and family responsibilities, creating additional pressure. These combined challenges make it more difficult for women to secure leadership roles, despite gradual progress in certain industries.