Assesses the quantity and quality of Comprehensive Employment and Training Act (CETA) services. Analyses of the Continuous Longitudinal Manpower Survey for fiscal years 1976-78 show that women are underrepresented relative to their eligibility in CETA's Titles II and VI. Independent of background characteristics, women are more apt than men to be assigned to classroom training activities than to on-the-job training (OJT) and to income transfer jobs than to jobs expected to produce unsubsidized employment. Although CETA is mandated to desegregate occupations by sex, CETA placed substantially smaller proportions of women who preferred traditionally male or mixed jobs than women who preferred traditionally female jobs in the occupations of their choice. Male CETA participants made consistently higher wages than their female counterparts in OJT and jobs, except in the professional and managerial occupations. The wage difference was greatest in OJT, even controlling on education and where both sexes are presumably equally inexperienced.
Berryman, Sue E., Winston Chow, and Robert M. Bell, CETA: Is It Equitable for Women?. Santa Monica, CA: RAND Corporation, 1981. https://www.rand.org/pubs/notes/N1683.html. Also available in print form.
Berryman, Sue E., Winston Chow, and Robert M. Bell, CETA: Is It Equitable for Women?, Santa Monica, Calif.: RAND Corporation, N-1683-NCEP, 1981. As of June 22, 2022: https://www.rand.org/pubs/notes/N1683.html