In a pivotal moment in history, as men were called to serve in World War II, women stepped into roles traditionally held by men across various industries. The transportation sector was no exception, and “Transportation Magazine,” a key publication for professionals in mass transit, addressed this shift directly. This article, originally published in July 1943, provides a fascinating glimpse into the attitudes and advice given to male supervisors tasked with managing women in this evolving workforce. While reflecting the social norms of the time, these eleven tips offer valuable insight into the challenges and considerations of integrating women into non-traditional roles within the mass transportation industry.
Eleven Tips for Maximizing Efficiency with Women Employees
The question of whether transit companies should employ women in positions previously occupied by men was no longer debatable in 1943. The demands of the draft and a significant manpower shortage had made it a necessity. The focus shifted to effectively selecting and utilizing the most capable women available. Drawing from the experiences of western transportation companies, “Transportation Magazine” compiled these eleven recommendations for supervisors:
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Prioritize Young Married Women When Possible: Companies reported that young, married women often demonstrated a stronger sense of responsibility compared to unmarried women. They were also perceived as less likely to be flirtatious and more motivated by necessity, such as supporting a sick or enlisted husband. These women were considered to possess the energy and dedication required for demanding work and efficient public interaction within mass transportation roles.
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For Older Women, Seek Prior Work Experience: When hiring older women, preference was given to those with prior experience outside the home. Transportation companies observed that older women without public-facing work history often struggled to adapt, sometimes displaying inflexibility and irritability. “Transportation Magazine” advised emphasizing the importance of friendliness and courtesy to these older employees to ensure positive interactions within the mass transit environment.
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Consider Physical Build: Favor “Husky” Women: While acknowledging exceptions, the general consensus pointed towards “husky” or slightly heavier women as potentially more even-tempered and efficient than those who were underweight. This observation, though subjective by today’s standards, reflects the physical demands of some transportation roles and perhaps a correlation, perceived at the time, between physical robustness and workplace temperament.
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Implement Specialized Physical Examinations: “Transportation Magazine” strongly recommended that companies engage a physician to conduct specific physical examinations for all female hires, explicitly including “female conditions.” This practice was presented as a measure to protect companies from potential lawsuits and to identify any pre-existing health issues that might affect a woman’s mental or physical suitability for the job. Notably, companies employing this practice reported a significant number of women being rejected due to nervous disorders, highlighting the medical perspectives of the era.
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Emphasize Time Management from the Outset: For women new to working outside the home, it was deemed crucial to immediately stress the importance of punctuality and time management. The guide warned that even minor time losses could significantly disrupt transportation schedules. Until this understanding was firmly established, service efficiency was likely to suffer, impacting the reliability of mass transportation services.
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Provide Structured Daily Schedules: To maximize productivity in garage or office settings, supervisors were advised to provide female employees with a clear, day-long schedule of tasks. “Transportation Magazine” noted that while women were considered excellent workers when given defined responsibilities, they were perceived as lacking initiative in independently seeking out work. Providing structure was seen as key to keeping them engaged and productive within the mass transportation system’s support roles.
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Incorporate Job Variety for Inside Roles: Recognizing potential nervousness and a desire for change, the guide suggested rotating inside female employees between different tasks throughout the day. This approach aimed to improve job satisfaction and maintain engagement by offering variety and preventing monotony in roles supporting mass transportation operations.
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Ensure Adequate Rest Periods for Feminine Needs: Companies with experience employing women emphasized the necessity of providing sufficient rest periods. “Transportation Magazine” explicitly mentioned accommodating “feminine psychology,” suggesting that allowing women time to tidy their hair, refresh makeup, and wash hands contributed to their confidence and overall efficiency. This highlights the societal expectations placed upon women’s appearance even within the workplace during this period and the attempt to address these within the context of mass transportation employment.
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Practice Tactful Communication and Feedback: Supervisors were cautioned to be tactful when giving instructions or criticism. Women were described as more sensitive and less able to disregard harsh words compared to men. The guide explicitly warned against ridiculing women, stating that it could damage their morale and reduce their effectiveness. This advice underscored the importance of adapting management styles to perceived gender differences in workplace communication within the mass transportation industry.
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Moderate Language Around Women: Even if women were accustomed to strong language in their personal lives, “Transportation Magazine” advised supervisors to be mindful of their language in the workplace. Excessive swearing was thought to create an unpleasant work environment for women, potentially impacting morale and retention within mass transportation roles.
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Offer Uniforms with Size Variety for Proper Fit: The availability of uniforms in a range of sizes was presented as crucial for maintaining women’s happiness and job satisfaction. Western transportation companies emphasized the importance of well-fitting uniforms as a key factor in ensuring women employees felt comfortable and valued, thus contributing to their effectiveness in mass transportation roles.
This 1943 guide, published in “Transportation Magazine,” provides a unique historical lens through which to view the integration of women into the mass transportation workforce during World War II. While some of the advice reflects outdated and stereotypical views, it also reveals practical considerations and evolving workplace dynamics as industries adapted to changing demographics. Examining these historical perspectives allows for a deeper understanding of the societal shifts and ongoing evolution of inclusivity within the mass transportation sector and beyond.
