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Whether it’s in the playground, the school formal, or the workforce, we often find ourselves divided into groups of boys and girls. When it comes to careers, certain jobs are traditionally seen as male or female because certain industries are genuinely dominated by one gender. Generally speaking, male-dominated industries tend to have more power or authority (think politicians, lawyers, police force, etc.) and unsurprisingly, tend to be better paid. Female-dominated professions are largely lower paid and relate to caregiving or nurturing, such as nurses, midwives, teachers, and childcare professionals.
Breaking stereotypes and working in male-dominated industries can be empowering for women, as it challenges traditional gender roles and typecasts. It can also open up opportunities for career advancement and higher pay. However, it may come with challenges such as gender bias and the need to prove oneself constantly.
Having worked across both sides, I want to explore which is better. What are the pros and cons for women working in jobs with primarily other women compared to stepping into a male-dominated environment? Is the money everything?
We know that the conversations, the vibe, and the overall atmosphere can differ in rooms full of just women, just men, or a mixed group. Female-dominated industries often provide a more supportive and collaborative work environment. These professions can offer a sense of community and shared understanding. On the flip side, it can come with challenges too.
Having attended an all-girls high school, pursued a nursing degree (with only a few men in a room of 80 students), and then worked in a hospital, being surrounded by women was the norm for me. However, it can sometimes be challenging, as I learned early on in nursing that older nurses were said to ‘eat their young,’ referring to the bullying that can occur in that environment.
The atmosphere in a male-dominated workplace or industry can be quite different. Often, it takes longer to notice the gender dynamics, as the office itself may be mixed in terms of gender representation. However, you might observe that most administrative or support staff are female, while the lawyers, accountants, or financial advisers are predominantly male. This often means that men run the meetings, hold positions of power, and set the company culture. It also means that at industry events such as conferences or training days, you might suddenly realize how outnumbered you are.
Many women have experienced being interrupted, talked over, dismissed, or having their ideas ignored, only to see them put forth and seized on by a male colleague. This can be disheartening and impact job opportunities and career trajectory if their ideas are taken by others.
Office banter can sometimes resemble locker room talk, and women may feel the need to join in or feel uncomfortable raising concerns. There is evidence showing that women working in male-dominated industries are more likely to experience harassment than those in other workplaces. When harassment does occur in traditionally female industries, the perpetrators are usually customers rather than colleagues. High-profile cases, such as those involving Blizzard Activision and law firm Russell McVeigh, highlight the risk that certain workplace cultures can lead to harassment.
Industries dominated by women often offer better work-life balance, which can be crucial for those with caregiving responsibilities. On the other hand, male-dominated industries might demand longer hours and higher stress levels, but they can also provide more financial stability.
Women's roles are more likely to fit into school hours or around childcare, often being part-time and having structured work hours, even if those are sometimes unsociable shifts.
Additionally, the clients in these roles are often transactional (as in retail work) or vulnerable (as with nurses, teachers, etc.), with clear professional interactions. This contrasts with many sales or management roles or business owners, whose job is to win over clients and build personal relationships, often outside of the 9-5 and frequently involving social activities like golfing or lunches.
The need to work long hours or attend networking and client-related functions outside of office hours can be a barrier for those looking to enter these roles. The need to fit work around family has arisen because, as more women entered the workforce, there hasn't been an equivalent shift in men taking on household management or childcare. This leaves women trying to balance both, often unable to fully participate in industries that require frequent additional social engagements.
One of the best features of my nursing role (which I didn’t realize until I changed) was that although I was working busy, often stressful, 12-hour shifts – once I had clocked off, I was properly off. I had completed a thorough handover to the next nurse and had no concerns about the patient being looked after, and no expectation or ability to do anything for them on my days off, so I was much more present in my personal life.
In many office jobs and client-based or sales-focused roles, you are almost never ‘off’ even when you are out of the office, or the weekend has rolled around.
When it comes to pay, there is still a gender pay gap of 8.6% in New Zealand, which is even more pronounced for women who become mothers, losing an average of 4% in pay for every child they have.
It's more than just individual pay differences and the systemic devaluing of mothers in the workforce; there are clear pay differences for female-dominated professions. Union activist Helen Kelly took a historic case to the employment court in 2013, arguing that caregivers in New Zealand are lower paid because they are predominantly women (92% at that time). She highlighted that the job is physically and emotionally demanding, requiring skill and care, and that a job with equivalent requirements done by men would be better paid. She won her case, and the Fair Pay Agreements Act was finally passed in 2022 after almost a decade of slow progress. However, it was repealed by the current Government in December last year.
We know that jobs where women are overrepresented tend to be lower paid overall. So, is it a clear win for male industries when it comes to pay? It's not that simple. Pay transparency and security are issues I have encountered since moving to the corporate world.
In sales-based roles, pay structures can vary widely, from fully commission-based to contracting with a retainer to salaried with a bonus, and you generally don’t know how your pay or package compares with your colleagues. While the overall average pay in those industries is higher, there may be expectations of long hours or a need to generate income through networking and bringing in clients, which can be more challenging for women. This leaves them in roles with great potential earnings but without the social infrastructure to achieve them.
So, what’s the verdict? Which side wins the award for best workplace to join? Well, neither.
Factors to Consider
It really depends on:
Finding the Right Fit
Ultimately, the choice between working in a male or female-dominated industry depends on individual preferences, career goals, and personal circumstances. Both have their unique advantages and challenges, and it's important to find a path that aligns with one's values and aspirations. My best advice is to find out everything you can before making a change. Research thoroughly about the hours, the role, the culture, and the pay structures so that you can choose something that will work for you.
And if you need a little help, reach out, that’s what we’re here for.
Elizabeth.
I see my role as a Financial Adviser not just to advise on individual aspects of your finances, and certainly not to simply transact on your behalf. My role is as a guide, to help chart the course, provide scaffolding and support as you progress and redirect you if you’re getting lost in the weeds. Most of our regrets, I have found, come from not having started sooner. So, let’s start today.
About Elizabeth
Hi, I'm Elizabeth, one of the Financial Advisers here at Velocity Financial. Day-to-day, this involves engaging in conversations with clients about their lives, families, aspirations, and, of course, financial goals. In a big picture sense, though, I'm driven by my perpetual desire to improve outcomes for individuals and, eventually, communities. At Velocity we aim to bolster the financial literacy of Kiwis, helping to alleviate financial anxieties, and opening up the possibilities of what can be achieved. We empower our clients to formulate a plan for the future. I'm particularly passionate about assisting women in reaching their financial goals and feeling confident in managing their money. To aid in this, I write a monthly blog on topics that affect women and maintain an Instagram page @what_would_she_do.vf. This platform provides financial content for those who might not be prepared to consult with an adviser yet but still require and deserve sound advice. In my past life, I was a nurse, so helping people is essentially my modus operandi (I'm also quite resilient and not easily grossed out!). During my spare time, I'm likely attempting to keep up with my energetic kids. If I do manage to find some time for myself, you'll find me curled up with a coffee and a book.
Elizabeth is the author of the monthly blog What Would She Do? A column for women, by women.
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Disclaimer: Elizabeth Moloney-Geany (FSP693611) is a Financial Adviser with Velocity Financial (FSP95466). No investment decision should be taken based on the information in this blog alone. Please see Elizabeth’s disclosure statement on our website.
Always get professional advice
The information shared in this post is meant to be general guide to support you on your journey. When making important decisions about your finances, we encourage you to seek independent financial advice first, tailored to your unique situation. As well as talking with a financial adviser, make sure you talk to your lawyer and accountant too – together they'll help you find the best solution for your specific situation. Our knowledgeable financial advisers are here to help. Check out our website for the details about our financial advisory services in our disclosures https://www.velocityfinancial.co.nz/disclosure-statement.