The work of women was pivotal to the success of America in
the war, “Women in uniform
took office and clerical jobs in the armed forces in order to free men to
fight. They also drove trucks, repaired airplanes, worked as laboratory
technicians, rigged parachutes, served as radio operators, analyzed
photographs, flew military aircraft across the country, test-flew newly
repaired planes, and even trained anti-aircraft artillery gunners by acting as
flying targets. Some women served near the front lines in the Army Nurse Corps,
where 16 were killed as a result of direct enemy fire. Sixty-eight American
service women were captured as POWs in the Philippines. More than 1,600 nurses
were decorated for bravery under fire and meritorious service, and 565 WACs in
the Pacific Theater won combat decorations. Nurses were in Normandy on
D-plus-four” (NationalWW2Museum.org). Despite their outstanding work, women
were forced to return home to care for their families, and relinquish their
jobs to men who returned from battle. Sadly, women are still expected to step
aside in order a to support the professional advancement of men. Whether it’s
giving up her career to be a stay-at-home mom so her husband can work, or a
co-worker allowing her male colleague to take credit for her idea that earns
him a promotion, women’s aspirations are constantly put on the back burner. After
years of fighting for equity in the
workplace, and at home, “The time is long overdue to encourage more women to
dream the possible dream and encourage more men to support women in the
workforce and in the home” (Sandberg, pg. 11).
Women have to overcome the barriers of parenthood, often with minimal support from their employers; men tend to be applauded for holding down a career and managing their fatherly duties. At a basic level, there is a lack of support for families, working parents face many struggles, and if companies are to empower women they need to begin supporting working parents across the board, “ As in an Olympic relay race, working parenthood depends on the ability to successfully navigate transition points — the hand-offs, the turns. Coming back from leave, welcoming a second or third child, or accepting a change in role or schedule are just a few of the transition points that can derail or strain the most competent working parent employee. That’s why concentrating benefits and programming on these critical points can yield significant return on investment. Johnson & Johnson permits mothers and fathers to use their parental leave on a phase-back basis, ensuring ...
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