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Contraception and the women’s liberation movement were some of the most important factors leading to the passing of the Equal Rights Amendment.

Reproductive Control. Although the contraceptive Pill first went to market in 1960, it was not widely available until the early 1970s. In 1999, The Economist magazine named The Pill the invention that defined the twentieth century. And it is no coincidence that when the birth control pill became widely available, the number of young women applying to post-secondary schools dramatically increased. It allowed young women to decide when to have children and gave them the confidence to begin careers that required longer education and training. 

The nuclear family shifted during the 1960s and 1970s. Divorce rates increased, and it was more common to see unmarried couples living together. Single mothers also became more normalized. The message was clear to young women that they needed to be more independent and not count on marriage for their security.  

The Influence of the Civil Rights Movement. Finally, the Civil Rights Movement influenced the feminists of the 60s. They learned lessons from the struggles and successes of the black community. After coming to grips with the realities of racism in America, young people were more willing to question traditional cultural norms, which opened the way for others who had been discriminated against to stand up and fight. It was the perfect storm for the Women’s Liberation movement to take shape and grow. 

➡️➡️ Read More: 09_Is This All?

Gail Collins explains the change in the movement, “The first wave won the ballot but failed to eliminate the wall between women and the male-controlled public world. The second wave wanted an equal role in everything – business, the arts, sports, politics, science, and academia. It had begun a couple of years earlier, in Betty Friedan’s hotel room in Washington. Now it was about to explode into a movement that included reformers such as Friedan and revolutionaries such as New York Radical Women, with countless students, factory workers, teachers, and housewives in between. It was a moment when history opened to every woman ready to join a march, start a consciousness-raising group, or give her daughter a baseball and bat for Christmas.”

Women’s Lib Leadership Emerges. Many women were protesting, but there was no unifying voice. Some radicals envisioned a world with no men, while reformers such as the National Organization of Women simply wanted to create a fairer world where both sexes could work together. There were many viewpoints, and local chapters focused on different issues. Regardless of organizational unity, the movement grew and evolved. 

In 1972, Ms. magazine was founded by activists Gloria Steinem and Dorothy Pittman Hughes. The first issue sold out in eight days and generated more than 26,000 subscribers. Steinem became the face and spokesperson of the women’s lib movement in the 70s. Betty Friedan had woken up a generation of women, and Steinem brought more women into the fold with her approachable style and near-celebrity status. She served as a symbol that women could be intelligent, beautiful, and demanding of their rights.

In 1970, Betty Friedan stepped down as the head of NOW. In her farewell speech, she called on every working woman to stop and take to the streets on August 26, the 50th anniversary of the 19th Amendment. Thousands of women marched across America on that day as a strike for equality. In her post-march speech, Freidan said, “In the religion of my ancestors, there was a prayer that Jewish men said every morning. They prayed, ‘Thank thee, Lord, that I was not born a woman.’ Today I feel, feel for the first time, feel absolutely sure that all women are going to be able to say, as I say tonight, ‘Thank thee, Lord, that I was born a woman for this day.’”

➡️➡️ Read More: 08_The Myth of the Ideal Woman

Things were changing in ways big and small, and America was feeling it. Women were fighting for rights, and their voices were being heard. In 1974, the Equal Credit Opportunity Act became law which prohibited discrimination in lending. Title IX prohibited sex discrimination in federally funded education programs. People seemed to be on board with equal rights for women. Many states reformed their laws to reduce discriminatory practices. Everything was aligned for the passage of the Equal Rights Amendment. 

ERA Passes Congress. At 85, Alice Paul was in D.C. orchestrating the final details. Women were pressuring the members through extensive networking, and Representative Martha Griffiths was forcing the ERA through the House. The Equal Rights Amendment is simple and reads, “Equality of rights under the law shall not be denied or abridged by the United States or by any state on account of sex.” The ERA passed the House in 1971 with a vote of 352 to 15 after only an hour of debate – the first time the House had acted on it since its introduction in 1923. The Senate held out longer due to resistance, such as N.C. Senator Sam Ervin who said, “Keep the law responsible where the good Lord put it – on the man to bear the burdens of support and the women to bear the children.”

➡️➡️ Read More: 07_A Woman’s Place

In 1972, the amendment finally passed Congress and needed 38 states to ratify for the Constitution to be amended. Hawaii was the first state to ratify within minutes of the passage. Within two days, six states unanimously ratified it, and 24 more states quickly followed. However, the momentum eventually died, and the backlash began with only three states remaining to ratify. 

Women in the Workforce: We Can Do It!

Whether married or single, with children or not, working part-time, full-time, or even two jobs, as a stay-at-home mom or a community volunteer, American women can do it! Throughout history, American women always have. And I am so proud we do! Over the next few months, I will explore how topics about women in the workforce from the early 1900s until the present. Also, I want to note the changing trends of women in the workforce that this series contemplates will focus on white, middle-class women. Women of color have had very different experiences, and their work lives have been defined by racism, sexism, and financial necessity. I have pointed this out when possible, but please keep in mind that this series is not a complete picture of all women. 

This is Part 10 of a 14-part series, Women in the Workforce: We Can Do It!, which explores topics related to the history, challenges, and accomplishments of working women in America. Topics to date include: 01_Women in the Workforce: We Can Do It!, 02_The War Opens the Doors for Working Women, 03_Rise of Jobs, Rise of Inequality,  04_Working Women and The Great Depression, 05 The Rise of Female Empowerment, 06_Stay Home or Be Paid Less and 07_A Woman’s Place, 08_The Myth of the Ideal Woman and 09_Is This All?

Propel HR President Lee Yarborough

“My father, Braxton Cutchin, and I founded the company in 1996. After being in the PEO and HR world for 25 years, I have experienced firsthand the value we can provide to both the clients and the employees. It is truly a win for all parties. I’m proud to have helped establish Propel HR as an industry forerunner in the Southeast. There is nothing I love more than receiving phone calls from clients who seek my advice as a trusted advisor. This is a business where I feel that I can help others, and that is important to my own value.”

 — Lee Yarborough, President, Propel HR

Active in many professional and community organizations, Lee recently served as Chair of the Board of Directors of the National Association of Professional Employer Organizations (NAPEO). As NAPEO Chair, Lee focused on diversity and initiatives to deepen member relations. Under her leadership, she formed Women in NAPEO (WIN), a networking group designed to engage, empower, and encourage women working in the PEO industry. On the local level, Lee also served as the Chair of NAPEO’s Carolinas Leadership Council for more than a decade. In 2015, she was named a Fellow of the eleventh class of the Liberty Fellowship Program and a member of the Aspen Global Leadership Network.

An advocate for public education, Lee has served on the executive board as Chair of Public Education Partners and is the founder and director of Read Up Greenville, a young adult and middle grades book festival in downtown Greenville, SC.

When she breaks from board meetings, client visits, and networking, most likely, you will find Lee reading, camping, or spending time with her family. She also enjoys volunteering at her church and staying involved with her children’s schools.

About Propel HR. Propel HR is an IRS-certified PEO that has been a leading provider of human resources and payroll solutions for more than 25 years. Propel partners with small to midsized businesses to manage payroll, employee benefits, compliance and risks, and other HR functions in a way that maximizes efficiency and reduces costs. Visit our new website, www.propelhr.com.

Is this all? Well-educated middle-class suburban women in the early 1960s begin to push back

In the early 1960s, the United States was no longer a farming country; only 30% lived in rural areas. Prosperity was high, 60% of families lived in homes they owned, and 75% owned a car. A quarter of all families lived in the suburbs. Jackie Kennedy was the ultimate “corporate wife” role model, and it appeared that the American dream was fulfilled. Housework was easier than in years past, and women had more time on their hands. 

And then, one woman asked in a book that sparked a movement, “Is this all?” Betty Friedan published The Feminine Mystique in 1963 in response to her own restlessness as well as the women around her. Her book validated the unhappiness that many women in the 1960s were feeling. She shared that well-educated middle-class suburban women were being duped into believing that housework was satisfying and that, in essence, “the feminine mystique has succeeded in burying millions of American women alive.” The book was a call to action and a call for outside employment. The book inspired women all over, and women began to question what was right for themselves. 

Women Work Politically to Make Changes. While Friedan was asking suburban women if they were satisfied, other women were working politically to make a change. Each year, Alice Paul led the National Women’s Party to Congress to request the introduction of the Equal Rights Amendment or ERA. Alice Paul was instrumental in the suffrage movement in the early 20th century and continued to fight for the ERA, which was first introduced in 1923 as a constitutional amendment barring discrimination on the basis of sex. 

➡️➡️Read More: Women In the Workforce: 08_The Myth of the Ideal Woman

The ERA was controversial because many believed that by solidifying legal equality, laws which protected women, such as reduced working hours or prohibiting military service, would be dismissed. Although the ERA was not a pressing issue at the time, President Kennedy was beginning to feel the pressure that his administration was not doing enough for women’s issues. He formed a special Presidential Commission on the Status of Women and asked Eleanor Roosevelt to serve as the symbolic head. The commission was like many committees in government, and it produced a well-meaning but useless report on the status of women. But more importantly, it brought together many women who might never have met, and they discussed women’s rights, a subject that rarely came up at the time. These women pushed for the Equal Pay Act, which Kennedy signed into law in 1963, and many of these women would later be involved in the women’s movement in more fundamental ways. 

Although life in the 1960s looked like the decade before for most white suburban families, the nation was changing. The early 60s continued the long fight for civil rights. The fights did not take place in the white suburbs, but the news showed horrific and unsettling scenes from the sit-ins, Freedom Riders, and the Freedom Summer. In 1963, President Kennedy asked Congress for a comprehensive Civil Rights bill, and after his assassination, President Lyndon Johnson signed into law the Civil Rights Act of 1964, which prohibited discrimination based on race, color, sex, religion, or national origin and included Title VII which prohibited discrimination in employment by hiring, firing, and promoting. 

How Sex Was Added to The Civil Rights Act. A little-known story about this important bill is how the word “sex” was added. The Civil Rights Act was at the top of the list of bills that Representative Howard Smith of Virginia wanted to stop. When it came up for a vote on the House floor, he offered an amendment that would add women. He offered the change as a joke believing that adding women would actually kill the bill. He even read funny letters and told “yes, dear” jokes as part of his speech. As the male legislators laughed at Smith’s ridiculous addition, Representative Martha Griffiths of Michigan rose and stated, “I presume that if there had been any necessity to point out that women were a second-class sex, the laughter would have proved it.” 

This got their attention, and eleven of the 12 female representatives rose to support the addition of women to the Act. The one hold-out was Edith Green of Oregon, who felt that black Americans had to come first. She said, “For every discrimination that has been made against a woman in this country, there have been ten times as much discrimination against the Negro.” However, Griffiths felt that by adding the prohibition based on sex, both black and white women would be able to take a modest step forward together. The amendment passed the House as well as the Senate. Years later, when retired Representative Smith ran into Martha Griffiths, she commented about the good that their amendment had done, and he replied, “Martha, I’ll tell you the truth. I offered it as a joke.”

➡️➡️Read More:  Women in the Workforce: 07_A Woman’s Place

Representative Smith was not the only one who thought that providing women equal protection in the workplace was funny. Jokes were everywhere, citing the new law as the “Bunny Law,” with lots of fodder around the many unshapely men who would apply to be Playboy bunnies or chorus line dancers. 

Title VII of the Civil Rights Act created the Equal Employment Opportunity Commission (EEOC) to implement the law, but it did not focus on sex discrimination. The first commission only had one female, and it ruled that help wanted ads could no longer mention a preferred race but did nothing to stop the classifieds from being separated by gender. Surprisedly, the first complainants to the EEOC were not men interested in being a Playboy bunny, nor were they oppressed black men as expected – they were airline stewardesses. They complained about the airline ban on marriage, age discrimination, and constant weight checks. When a hearing was held on the issue, one male representative jokingly said to the female flight attendants, “Stand up so we can see the dimensions of this problem.”

Again, Representative Martha Griffiths did not find this funny. When the airlines insisted that businessmen wouldn’t want to fly if women who gave them coffee were unattractive, she responded, “What are you running, an airline or a whorehouse?” 

A Movement Begins. When it became clear that the EEOC had no intention of protecting female workers, women began to organize. With the popularity of her book, Betty Friedan became a natural leader. During the summer of 1966, at a conference of state commissions on the status of women, a group met in Friedan’s hotel room to discuss how to organize. Ideas ranged from starting a female version of the NAACP to a simple proclamation against discrimination. After hours of debate – with Friedan locking herself in the bathroom – a resolution was drafted, and the National Organization for Women(NOW) was created. Everyone pitched in five dollars to get the organization started, and a movement began. 

NOW started by picketing EEOC offices nationwide and championing the legal cases of women who had been discriminated against. The women who started NOW understood the law and how to use the media effectively, but they did not have the infrastructure to grow a mass movement and did not have the legal help to take on the number of cases proposed. Friedan wrote, “With no money, no office, no staff, it was impossible to answer all the letters and calls from women who wanted to join NOW. When someone would get so impatient that she’d call long-distance … I’d make her the local NOW organizer – if she didn’t sound too crazy.” 

➡️➡️Read More: Women in the Workplace: 06_Stay Home or Be Paid Less

An Important Legal Victory. NOW’s most important legal victory was Weeks v. Southern Bell. Lorena Weeks had been denied a promotion from a clerk to a switchman’s position. She was told that it was because men are the breadwinners and women don’t need this type of job. She filed a complaint with the EEOC and lost her case because Southern Bell used an argument that employers could declare a job was for men or women only if there was a reasonable qualification that only one sex could fulfill. In Weeks’ case, the new position would require her to move equipment over 30 pounds which was allegedly too much for a woman. (Never mind that her typewriter, which had to be removed from the desk each night, was 35 pounds.) This was a loophole, and the NOW legal team wanted to clarify it. After bringing in large items for NOW’s attorney, Sylvia Roberts, to move in court, the Fifth Circuit of Appeals decided in favor of Lorena Weeks. It was an important victory and showed that women could choose whether they wanted non-traditional jobs, not employers. She eventually received $31,000 in back pay and the switchman’s job. 

The movement continued to grow and evolve as additional forces contributed to the trajectory of the women’s movement. For one, the economy was growing, and more women were needed in the workforce. Jobs were changing, and there was a need for fewer laborers and more customer service representatives. In 1966, President Johnson even urged employers to hire “women, teenagers, the handicapped, and immigrants” to fill the vast number of job openings. Recruiters were targeting stay-at-home moms to meet the supply. Two-thirds of new jobs in the 1960s went to women. The economy continued to grow, and consumers kept buying. Advertisements and media highlighted the good life, which was expanding to include two cars, multiple televisions, and entertainment for the kids. 

Women in the Workforce: We Can Do It!

Whether married or single, with children or not, working part-time, full-time, or even two jobs, as a stay-at-home mom or a community volunteer, American women can do it! Throughout history, American women always have. And I am so proud we do! Over the next few months, I will explore how topics about women in the workforce from the early 1900s until the present. Also, I want to note the changing trends of women in the workforce that this series contemplates will focus on white, middle-class women. Women of color have had very different experiences, and their work lives have been defined by racism, sexism, and financial necessity. I have pointed this out when possible, but please keep in mind that this series is not a complete picture of all women. .

This is Part 9  of a 14-part series, Women in the Workforce: We Can Do It!, which explores topics related to the history, challenges, and accomplishments of working women in America. Topics to date include: 01_Women in the Workforce: We Can Do It!, 02_The War Opens the Doors for Working Women, 03_Rise of Jobs, Rise of Inequality,  04_Working Women and The Great Depression, 05 The Rise of Female Empowerment, 06_Stay Home or Be Paid Less and 07_A Woman’s Place, and 08_The Myth of the Ideal Woman.

Propel HR President Lee Yarborough

“My father, Braxton Cutchin, and I founded the company in 1996. After being in the PEO and HR world for 25 years, I have experienced firsthand the value we can provide to both the clients and the employees. It is truly a win for all parties. I’m proud to have helped establish Propel HR as an industry forerunner in the Southeast. There is nothing I love more than receiving phone calls from clients who seek my advice as a trusted advisor. This is a business where I feel that I can help others, and that is important to my own value.”

                                                — Lee Yarborough, President, Propel HR

Active in many professional and community organizations, Lee recently served as Chair of the Board of Directors of the National Association of Professional Employer Organizations (NAPEO). As NAPEO Chair, Lee focused on diversity and initiatives to deepen member relations. Under her leadership, she formed Women in NAPEO (WIN), a networking group designed to engage, empower, and encourage women working in the PEO industry. On the local level, Lee also served as the Chair of NAPEO’s Carolinas Leadership Council for more than a decade. In 2015, she was named a Fellow of the eleventh class of the Liberty Fellowship Program and a member of the Aspen Global Leadership Network.

An advocate for public education, Lee has served on the executive board as Chair of Public Education Partners and is the founder and director of Read Up Greenville, a young adult and middle grades book festival in downtown Greenville, SC.

When she breaks from board meetings, client visits, and networking, most likely, you will find Lee reading, camping, or spending time with her family. She also enjoys volunteering at her church and staying involved with her children’s schools.

About Propel HR. Propel HR is an IRS-certified PEO that has been a leading provider of human resources and payroll solutions for more than 25 years. Propel partners with small to midsized businesses to manage payroll, employee benefits, compliance and risks, and other HR functions in a way that maximizes efficiency and reduces costs. Visit our new website, www.propelhr.com.

The 1960s began just as the 1950s ended. Women were still considered the weaker sex, and society reinforced this ideal.

The 1950s was the end of an era, and our nation was on the verge of a precipice. The myth of the ideal woman was prominent in the 1950s, and the M.R.S. was the most sought-after degree in college. It was a unique time economically, with opportunities for young couples to buy houses and raise their children on one salary. Marriage rates were high, and birth rates had increased. More than 95% of women who came of age in the 1950s married, more than at any other time. 

➡️➡️Read More_Women In the Workforce: 05 The Rise of Female Empowerment

At the same time, the number of women completing higher education decreased. More women were dropping out early to marry, and degrees were forgotten to begin a family. As the 1950s ended, the country was in a prosperous place but on the verge of a coming change.

It is important to note that the changing trends this blog series addresses primarily impacted white, middle-class women. Women of color and women in poverty have had very different experiences. I highlight choices that women have made as well as movements and political actions that women have inspired. I recognize the privilege that one has in the ability to choose careers or family. I also recognize the privilege of political action. When one is just trying to survive and feed their family, they are unlikely to start a feminist movement. 

Jobs Defined by Gender. The 1960s began just as the ‘50s ended. Women were still considered the weaker sex, and society reinforced this ideal. Help wanted ads had specific female sections advertising “pink collar” jobs, such as clerical, nursing, teaching, and housekeeping. The few women who became professionals were defined by their gender, such as a “female physician” or a “lady lawyer.” Employers had different salaries for women as a policy. The assumption was still that women who worked were either single and living with parents or married and just wanted some “pin” money. The reality was that by 1960, there were as many women working as at the peak of World War II, and the majority were married. Thirty percent of American wives were working, including 40% with young children. 

➡️➡️Read More:  Women in the Workforce: 06_Stay Home or Be Paid Less

The Myth of the Ideal Woman Persisted. Yet, the ideal was still to stay at home and allow the husband to be the breadwinner. There was a sense of glory in that version of life and a message that continued to be shared with young girls. Author Gail Collins recounts a story in her book, When Everything Changed: The Amazing Journey of American Women from 1960 to the Present, about an auditorium of working-class high school students. The girls were asked if they expected to have a home and a family, and all the girls raised their hands. Then they were asked how many expected to work, and only a few raised their hands. The last question was how many of their mothers worked, and again, all of the girls raised their hands. 

The myth of the stay-at-home wife persisted whether it was attainable or not. Television and media contributed to the myth. In 1950, only 9% of U.S. households had a television, while in 1960, 90% had one. The women that were seen on the shows and commercials were mainly in the kitchen, and the message to girls was to let boys win. Cowboy shows were very popular in the early ‘60s, and the role of women was primarily to be kidnapped or caught in a natural disaster so that the true heroes could come to the rescue.

Limited Options for Unmarried College Graduates. Women who graduated from college without a ring on their fingers were candidates for short-term jobs as opposed to careers.

A flight attendant was a perfect path for many young women as they could have an adventure by being a hostess in the air. Women were prohibited from being pilots, and many flights were considered “executive flights,” which barred female passengers as well.

The airlines looked to hire attractive, single women to serve drinks and meals to their male passengers. Salaries were low, and flight attendants were subjected to regular weigh-ins and measurements. African American women were not welcome in the sky, with one airline requiring that hands must be “soft and white.” The average tenure of most flight attendants was 18 months because of the rule that required women to quit if married. Supervisors even read the newspaper announcements to ensure that no one broke this rule.

Few Women Entered the Professional World. In 1960, 6% of doctors were women, 3% lawyers, and less than 1% engineers. They were mainly in the low-profile specialties such as pediatricians, real estate law, and journalists writing for the women’s page. It was perfectly legal to discriminate on the basis of sex. If women did get a job in a more male-dominated space, there was very little chance of promotion. Conventional wisdom held that women preferred to be in supportive roles for men.

In the 1960s, Harvard Business Review produced a report on women in management and concluded that “there is scarcely anything to study” since there were so few women in that role. For the women who did succeed in entering the professional world, it was very difficult. Business was often conducted in men’s clubs, gyms, and lounges, and women were not welcome.

Read More:  07_Women in the Workforce: A Woman’s Place

Financially, Women Had Zero Power. All credit was in the husband’s name. Loans were based on the husband’s wages, even if the wife worked as well. If the wife was under 28,her salary was not relevant in calculating a loan because it was assumed she would soon be pregnant. Banks would consider half of her income if she was in her 30s and her full salary if she was over 40 or could prove that she had been sterilized.

Divorced women had an extremely difficult time and had to get their fathers or ex-husbands to co-sign loans. It was widely believed that if a woman could not keep her marriage together, how could she pay her bills properly. 

While this all sounds terrifying to us in 2022, very few people in 1960 questioned it. Collins recounts a story of Nora Ephron applying for a job at Newsweek after college. When told that women don’t become writers here, Ephron said it never crossed her mind to say, “how dare you.” This was just an example of social tradition. In fact, George Gallup found that only 19% of married women and 29% of single women recognized that there was sex discrimination in the workplace. 

Women in the Workforce: We Can Do It! 

Whether married or single, with children or not, working part-time, full-time, or even two jobs, as a stay-at-home mom or a community volunteer, American women can do it! Throughout history, American women always have. And I am so proud we do! Over the next few months, I will explore how topics about women in the workforce from the early 1900s until the present. Also, I want to note the changing trends of women in the workforce that this series contemplates will focus on white, middle-class women. Women of color have had very different experiences, and their work lives have been defined by racism, sexism, and financial necessity. I have pointed this out when possible, but please keep in mind that this series is not a complete picture of all women. 

This is Part 8 of a 14-part series, Women in the Workforce: We Can Do It!, which explores topics related to the history, challenges, and accomplishments of working women in America. Topics to date include: 01_Women in the Workforce: We Can Do It!, 02_The War Opens the Doors for Working Women, 03_Rise of Jobs, Rise of Inequality,  04_Working Women and The Great Depression, 05 The Rise of Female Empowerment, and 06_Stay Home or Be Paid Less and 07_A Woman’s Place

Propel HR President Lee Yarborough

“My father, Braxton Cutchin, and I founded the company in 1996. After being in the PEO and HR world for 25 years, I have experienced firsthand the value we can provide to both the clients and the employees. It is truly a win for all parties. I’m proud to have helped establish Propel HR as an industry forerunner in the Southeast. There is nothing I love more than receiving phone calls from clients who seek my advice as a trusted advisor. This is a business where I feel that I can help others, and that is important to my own value.”

                                                   — Lee Yarborough, President, Propel HR

Active in many professional and community organizations, Lee recently served as Chair of the Board of Directors of the National Association of Professional Employer Organizations (NAPEO). As NAPEO Chair, Lee focused on diversity and initiatives to deepen member relations. Under her leadership, she formed Women in NAPEO (WIN), a networking group designed to engage, empower, and encourage women working in the PEO industry. On the local level, Lee also served as the Chair of NAPEO’s Carolinas Leadership Council for more than a decade. In 2015, she was named a Fellow of the eleventh class of the Liberty Fellowship Program and a member of the Aspen Global Leadership Network.

An advocate for public education, Lee has served on the executive board as Chair of Public Education Partners and is the founder and director of Read Up Greenville, a young adult and middle grades book festival in downtown Greenville, SC.

When she breaks from board meetings, client visits, and networking, most likely, you will find Lee reading, camping, or spending time with her family. She also enjoys volunteering at her church and staying involved with her children’s schools.

About Propel HR. Propel HR is an IRS-certified PEO that has been a leading provider of human resources and payroll solutions for more than 25 years. Propel partners with small to midsized businesses to manage payroll, employee benefits, compliance and risks, and other HR functions in a way that maximizes efficiency and reduces costs. Visit our new website, www.propelhr.com.

After the war, consumerism was at an all-time high due to rising income, easy credit, and aggressive advertisements through TV and print. While women did not necessarily have the income,  advertisements appealed to their power in buying decisions.

Brands Recognize Women’s Influence Over Buying Decisions. The ideal woman was portrayed as a perfect mother, beautiful wife, and coveted neighbor, and through the products sold, the ideal could be achieved. New inventions were promoted to make housework easier, and Americans spent a disproportionate amount of their income on appliances.

These ads seem funny today, yet the 1950s began the golden age in advertising, and by appealing to women’s domestic insecurities and using sexist messaging, many brands prospered. 

A Place as a Wife and Mother. Women Childbirth rates had been trending down over the past 100 years in the United States, and women had gradually been marrying later. This trend stopped after the war as women rushed to the altar, and families quickly grew. The number of women in college dropped to only 35 percent. College curriculums changed with an increased focus on home economics. Many women did not receive their diplomas at all because of their desire to drop out early to marry. According to Gail Collins, the “male President of Radcliffe greeted freshmen by telling them their years of college ‘would prepare them to be splendid wives and mothers and their reward might be to marry Harvard men.”

➡️➡️➡️Read More: Stay Home, Or Be Paid Less

Women were meant to marry, and there was a stigma against women who remained single. More than 95% of the women who came of age in the 1950s married, more than at any other time. The Cold War was at its height, and anyone who did not conform to society’s expectations was suspect. A psychiatrist in New York warned about such non-conforming women, “You all know women who lack warmth, tenderness, delicacy, and sweetness…They do not want to be homemakers, they do not want to be mothers. They want to be presiding judges of the Supreme Court.” He went on to warn that such tendencies could lead to “frigidity, homosexuality, and psychosis.”

A Place for a Pink Collar Job. The goal may have been the suburban utopia with a car, dishwasher, and three children, but this was not the reality for many women. Within a few years, after the war ended, women’s employment was almost back to its wartime peak.

Out of necessity and desire, women held jobs. Careers were limited, but women were able to have “pink-collar” jobs such as typists, telephone operators, teachers, and nurses. The jobs available were often low paying and perceived as suitable for women. Basically, they were the jobs that men did not want.  History provides a unique vantage point to see the broad swings of the pendulum. The years after the war represented a huge shift in cultural standards. People were reacting to the trials of the war and the depression. As often happens, the pendulum swung too far. 

Social Change Challenges the Role of Women. In 1963, Betty Freidan published The Feminine Mystique, which challenged the idea that being a mother and wife was the only avenue to fulfillment. The book became an instant bestseller, with over one million copies sold in the first year of publication. That same year, the Civil Rights Act of 1964 passed, which not only prohibited racial discrimination but also protected women in the workplace. It was evident that the times were changing, and the pendulum was starting to swing again. The first part of the 20th century brought about much change for women, and the coming decades were set to bring about even more. Women would have more choices, more opportunities, and continued challenges.

As the 1950s ended, a new era of social change was beginning. The time was right to show the world that a woman’s place is in the home AND at the office. In fact, a woman’s place is Everywhere!

Women in the Workforce: We Can Do It!

Whether married or single, with children or not, working part-time, full-time, or even two jobs, as a stay-at-home mom or a community volunteer, American women can do it! Throughout history, American women always have. And I am so proud we do! Over the next few months, I will explore how topics about women in the workforce from the early 1900s until the present. Also, I want to note the changing trends of women in the workforce that this series contemplates will focus on white, middle-class women. Women of color have had very different experiences, and their work lives have been defined by racism, sexism, and financial necessity. I have pointed this out when possible, but please keep in mind that this series is not a complete picture of all women. 

This is Part 7 of a 14-part series, Women in the Workforce: We Can Do It!, which explores topics related to the history, challenges, and accomplishments of working women in America. Topics to date include: 01_Women in the Workforce: We Can Do It!, 02_The War Opens the Doors for Working Women, 03_Rise of Jobs, Rise of Inequality,  04_Working Women and The Great Depression, 05 The Rise of Female Empowerment, and 06_Stay Home or Be Paid Less.

Propel HR President Lee Yarborough

“My father, Braxton Cutchin, and I founded the company in 1996. After being in the PEO and HR world for 25 years, I have experienced firsthand the value we can provide to both the clients and the employees. It is truly a win for all parties. I’m proud to have helped establish Propel HR as an industry forerunner in the Southeast. There is nothing I love more than receiving phone calls from clients who seek my advice as a trusted advisor. This is a business where I feel that I can help others, and that is important to my own value.”

                                                      — Lee Yarborough, President, Propel HR

Active in many professional and community organizations, Lee recently served as Chair of the Board of Directors of the National Association of Professional Employer Organizations (NAPEO). As NAPEO Chair, Lee focused on diversity and initiatives to deepen member relations. Under her leadership, she formed Women in NAPEO (WIN), a networking group designed to engage, empower, and encourage women working in the PEO industry. On the local level, Lee also served as the Chair of NAPEO’s Carolinas Leadership Council for more than a decade. In 2015, she was named a Fellow of the eleventh class of the Liberty Fellowship Program and a member of the Aspen Global Leadership Network.

An advocate for public education, Lee has served on the executive board as Chair of Public Education Partners and is the founder and director of Read Up Greenville, a young adult and middle grades book festival in downtown Greenville, SC.

When she breaks from board meetings, client visits, and networking, most likely, you will find Lee reading, camping, or spending time with her family. She also enjoys volunteering at her church and staying involved with her children’s schools.

About Propel HR. Propel HR is an IRS-certified PEO that has been a leading provider of human resources and payroll solutions for more than 25 years. Propel partners with small to midsized businesses to manage payroll, employee benefits, compliance and risks, and other HR functions in a way that maximizes efficiency and reduces costs. Visit our new website, www.propelhr.com.

Read Part 6 of Women in the Workforce: We Can Do It!, a 14-part series exploring topics related to the history, challenges, and accomplishments of working women in America.

After the war, it was expected that women would move aside and allow the men to return to their previous occupations. The government promoted the view that in peacetime, a mother’s primary duty is to be home with her children. However, not all women felt the same way, and circumstances did not allow women to move right back to their homes. Approximately 75% of women who worked during the war expected to continue their jobs after the war. Interestedly, this included high numbers of married women.

Polls showed that between 47% to 68% of married women wanted to keep working, but employers justified laying off many in favor of veterans returning from the war. The women who did choose to stay in the workforce were usually demoted and paid less. Ninety percent of women who continued to work after the war experienced a decrease in wages. A woman’s average weekly wage dropped from $50 to $37, a decline of almost 26%, compared to the overall decrease of 4% after the war.

➡️➡️READ MORE: 04_Working Women and The Great Depression

In 1947, the Department of Labor unsuccessfully attempted to pass an equal pay amendment. Secretary of Labor Lewis Schwellenbach argued that “There is no sex difference in the food she buys or the rent she pays, there should be none in her pay envelope.” However, cultural norms persisted, and as men returned from the home front, women were expected to stay home or be paid less.

According to the Women’s Bureau studies, of the 75% of women who expected to keep their jobs after the war, 84% felt they had no other alternative and needed to support themselves and their families financially. Eight percent expressed specific reasons such as buying a home or educational expenses which would keep them in the workforce. And only 8% reported that they liked working as the reason to stay part of the labor pool. There was very little difference between the responses of married women and single women. But enlisted men had been guaranteed their jobs back, which meant that women were pushed aside.

The Postwar years were a time of great economic prosperity. The middle class was growing as new jobs and opportunities increased. The GI Bill promoted homeownership, and white, middle-class Americans moved to the suburbs. The 1950s brought an increased focus on the importance of the family.

Traditional gender roles were valued, and it was a period of conformity. After the troubling times of the depression and war, people were in pursuit of the American Dream. Marriage and homeownership rates skyrocketed. Women married young and divorce was rare. The nuclear family was considered the building block to a strong society. The first Baby Boomers were born in 1946, and the idea that women were to be primarily wives and mothers prevailed.

The myth of the ideal woman was prominent in the 1950s. It was a throwback to the Victorian ideas surrounding the virtuous woman. The pants that she wore during the war years were replaced with girdles, full skirts, and unrealistic proportions.

Young women dropped out of college to marry early. The M.R.S. was the most sought-after degree in college. Magazines urged women to pretend to be helpless and dumb to maintain their husband’s love. Women were isolated in the suburbs as the men left each day for their jobs in the city.

The explosive economy created opportunities like no other time in history when a young couple could marry while the husband was still in school, buy a house with no savings, have children right away, and continue to increase their standard of living, all on a single income. Middle-class women everywhere were raising children with the help of Dr. Spock and sharing casserole recipes at the neighborhood get-togethers.

The media reinforced this image of domestic bliss. Television shows such as Leave It to Beaver and Father Knows Best praised the virtues of the perfect family: a hard-working father who provided for his family, a beautiful and adoring mother who kept a clean house and prepared wonderful meals, and mischievous children who learned life lessons in 30 minutes. These shows implied that a woman’s place was only in the home, and being a housewife held the ultimate fulfillment. June Cleaver even wore high heels and pearls while cooking dinner!

Comedian Lucille Ball perpetuated this myth in I Love Lucy. As independent and fun-loving as Lucy seemed, every time she tried to pursue an outside interest or job, she always failed in the most hysterical ways. The episode usually ends with Ricky teaching her a lesson and reminding her that she is best suited as Mrs. Ricky Ricardo. In the very first episode, Ricky states, “I want a wife who’s just a wife.”

➡️➡️READ MORE: 05 The Rise of Female Empowerment

Women’s magazines also promoted traditional gender roles. Articles focused on how to be a better wife, and advertisements targeted women as consumers by playing on her fears of not meeting the ideal domestic standards. African Americans also embraced the notion that a woman’s place is in the home, with a twist based on their traditional place in society. Ebony magazine wrote that Black women should stay in their own kitchens instead of cleaning someone else’s. This was a more powerful message than the magazines geared to white audiences, which promoted submissiveness and helplessness. It was as if women were not interested in anything except housekeeping, children, and the desire to please their husbands. Author Betty Friedan theorized that the change in journalism displayed in the 1950s was a result of women writers leaving their jobs after the war. Male writers replaced them and their ideal of domestic life was pushed.

Women in the Workforce: We Can Do It! 

Whether married or single, with children or not, working part-time, full-time, or even two jobs, as a stay-at-home mom or a community volunteer, American women can do it! Throughout history, American women always have. And I am so proud we do! Over the next few months, I will explore how topics about women in the workforce from the early 1900s until the present. Also, I want to note the changing trends of women in the workforce that this series contemplates will focus on white, middle-class women. Women of color have had very different experiences, and their work lives have been defined by racism, sexism, and financial necessity. I have pointed this out, when possible, but please keep in mind that this series is not a complete picture of all women. 

Please check back to read the next blog in the series, Women in the Workforce: We Can Do It!  Other topics to date include: 01_Women in the Workforce: We Can Do It!, 02_The War Opens the Doors for Working Women, 03_Rise of Jobs, Rise of Inequality,  04_Working Women and The Great Depression and 05 The Rise of Female Empowerment.

Propel HR President Lee Yarborough

“My father, Braxton Cutchin, and I founded the company in 1996. After being in the PEO and HR world for 25 years, I have experienced firsthand the value we can provide to both the clients and the employees. It is truly a win for all parties. I’m proud to have helped establish Propel HR as an industry forerunner in the Southeast. There is nothing I love more than receiving phone calls from clients who seek my advice as a trusted advisor. This is a business where I feel that I can help others, and that is important to my own value.”

 — Lee Yarborough, President, Propel HR

Active in many professional and community organizations, Lee recently served as Chair of the Board of Directors of the National Association of Professional Employer Organizations (NAPEO). As NAPEO Chair, Lee focused on diversity and initiatives to deepen member relations. Under her leadership, she formed Women in NAPEO (WIN), a networking group designed to engage, empower, and encourage women working in the PEO industry. On the local level, Lee also served as the Chair of NAPEO’s Carolinas Leadership Council for more than a decade. In 2015, she was named a Fellow of the eleventh class of the Liberty Fellowship Program and a member of the Aspen Global Leadership Network.

An advocate for public education, Lee has served on the executive board as Chair of Public Education Partners and is the founder and director of Read Up Greenville, a young adult and middle grades book festival in downtown Greenville, SC.

When she breaks from board meetings, client visits, and networking, most likely, you will find Lee reading, camping, or spending time with her family. She also enjoys volunteering at her church and staying involved with her children’s schools.

About Propel HR. Propel HR is an IRS-certified PEO that has been a leading provider of human resources and payroll solutions for 25 years. Propel partners with small to midsized businesses to manage payroll, employee benefits, compliance and risks, and other HR functions in a way that maximizes efficiency and reduces costs. Visit our new website, www.propelhr.com.