The term “pink-collar jobs” might sound outdated, but the reality behind it is still very much alive. Coined in the 1970s, the phrase originally described jobs dominated by women, typically in caregiving and service roles. Secretaries, nurses, teachers, and psychologists are all examples of pink-collar jobs.
Fast-forward to today: The job landscape has changed, but pink-collar occupations still carry deep-rooted gendered expectations, pay disparities, and workplace challenges. Let’s take a look at the past, present, and future of pink-collar jobs—and what that means for the next generation of pink-collar employees.
What is a pink-collar job?
Pink-collar jobs refer to professions that have been traditionally associated with women and often involve caregiving, support, or service-oriented work. These roles typically emphasize emotional labor, communication, and people skills.
Examples of pink-collar jobs include:
The past: How pink-collar jobs came to be
Pink-collar jobs emerged at a time when women’s workforce participation was increasing but still heavily constrained by societal norms. While men dominated blue-collar (manual labor, like plumbers and construction workers) and white-collar (office-based, corporate America, like lawyers and engineers) roles, women were funneled into jobs that aligned with traditional gender roles—think teaching, nursing, and administrative work. These positions were seen as extensions of “women’s work” in the home, emphasizing caregiving, communication, and emotional labor.
During World War II, women took on traditionally male-dominated jobs, proving their capabilities beyond the roles assigned to them. But after the war, many were pushed back into pink-collar jobs, reinforcing the idea that certain jobs were “meant for women.” This division shaped the workforce for decades, cementing both wage gaps and limited career mobility.
The present: Where pink-collar jobs stand today
A lot has changed since the term was first introduced. More women are breaking into male-dominated fields, and there’s increasing awareness of the biases and barriers tied to a pink-collar job. Increasingly, women are negotiating better pay and benefits, pushing for career growth, and advocating for gender equity in their industries. Companies are also recognizing the value of pink-collar work and implementing policies to support these workers better. In addition, gender norms are shifting, and some traditionally pink-collar jobs are seeing increased male participation, helping to break stereotypes and improve wages.
But challenges remain.
- The pay gaps persist. Many pink-collar jobs still pay significantly less than white- and blue-collar roles, even when they require specialized skills and higher education. School teachers and nurses, for example, are notoriously not well compensated despite their essential jobs. And there's still a gender pay gap in these fields: Despite only constituting about 10% of the workforce, the average male occupational therapist salary is $30,000 more than the female average salary, public data shows.
- Career growth can be limited. While some pink-collar roles offer career advancement, many still lack clear paths to leadership, keeping women in lower-paying positions longer.
- Gender expectations remain. Women in pink-collar jobs don't get recognized or compensated for their emotional labor. Instead of emotional intelligence and empathy being seen as highly needed skills, they are seen as “natural to women.”
The future: Where pink-collar jobs are headed
So, what’s next for pink-collar workers? The landscape is evolving, and while challenges remain, there are also promising shifts happening.
- Increased recognition and pay equity efforts: Women and organizations are striving for the equity they deserve and advocating for fairer wages. For example, New York State's recent ban on asking about salary history aims to disrupt pay disparity affecting women in pink-collar jobs. Established organizations such as the American Association of University Women (AAUW) continue their research and advocacy to close the gender pay gap and support women's advancement.
- Technology-driven job market: Automation and artificial intelligence (AI) can change the nature of pink-collar work. While some administrative roles are shrinking, new opportunities are emerging in digital caregiving, virtual assistance, and online education.
- A move beyond gender stereotypes: Ultimately, the goal when discussing the future of pink-collar jobs is to completely eliminate the “pink” stereotypes. Women are and can be everywhere. Work is genderless. In the future, more men will enter what are currently known as pink-collar jobs, similar to the growing movement of women in STEM (science, technology, engineering, and mathematics).
A future of choice and equity
Pink-collar jobs aren’t disappearing, but their role in the workforce is changing. Women pursuing these careers should feel empowered to do so, knowing their work is valuable and essential. However, they should also be aware of the structural challenges and continue pushing for fair pay, career growth, and workplace equity. The goal is to make sure that what is currently known as pink-collar jobs are offered the same respect, opportunities, and rewards as any other career path.