Children and Career Interruptions: The Family Gap in Denmark

Gupta, Nabanita Datta; Smith, Nina

doi:10.1111/1468-0335.00303

Cited by 181 publications

(74 citation statements)

References 15 publications

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“…In line with their findings, Waldfogel (1998b) and Budig and England (2001) find that about 30% of the motherhood wage penalty is accounted by women's lower levels of work experience. Gupta and Smith (2002) find that after controlling for unobserved heterogeneity, the negative effect of children on mothers' wages disappears.…”

Section: Endnotesmentioning

confidence: 87%

Female labour market outcomes and the impact of maternity leave policies

Low

Sánchez-Marcos

2015

IZA J Labor Econ

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This paper shows how family policies aimed at reconciling the pressures of family and work generate substantial variation in labour market outcomes across developed countries. We use a life-cycle model of female labour supply and savings behaviour, calibrated to the US economy, to assess the effect of introducing to the US a maternity leave policy similar to Scandinavian-type policies. We focus on the impact on gender differences in participation and in wages. We distinguish between the effect of the job protection offered by maternity leave and the effect of income replacement. Job protection leads to substantial increases in participation of mothers with children under 6, but with little long term effects. The effects on wages are minimal, with negative selection effects offsetting the reduced human capital depreciation. Income replacement has a limited impact on participation or wages.

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Section: Endnotesmentioning

confidence: 87%

Female labour market outcomes and the impact of maternity leave policies

Low

Sánchez-Marcos

2015

IZA J Labor Econ

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“…There is no effect for Denmark (Gupta and Smith, 2002;Nielsen et al, 2004) and Sweden (Albrecht et al, 1999). For West Germany, relatively large losses of 10 to 20 percent related to parental leave have been reported for female full-time workers (Ejrnaes and Kunze, 2013;Ondrich et al, 2003;Schönberg et al, 2014;Beblo et al, 2009;Görlich et al, 2009).…”

Section: Human Capital and The Gender Wage Gapmentioning

confidence: 99%

The Gender Wage Gap in Developed Countries

Kunze

2017

The Oxford Handbook of Women and the Economy

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Despite the increased attachment of women to the labour force in nearly all developed countries, a stubborn gender pay gap remains. This chapter provides a review of the economics literature on the gender wage gap, with an emphasis on developed countries. We begin with an overview of the trends in the gender differences in wages and employment rates. We then review methods used to decompose the gender wage gap and the results from such decompositions. We discuss how trends and differences in the gender wage gap across countries can be understood in light of non-random selection and human capital differences. We then review the evidence on demand-side factors used to explain the existing gender wage gap and then discuss occupational segregation. The chapter concludes with suggestions for further research.

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“…Mens familiepolitikken stimulerer til yrkesaktivitet både før og etter familieetablering, kan en utilsiktet bivirkning av sjenerøse og lange permisjoner vaere at kvinners karriereprogresjon er svakere enn den ville vaert dersom den lønnede permisjonen var kortere (Blau & Kahn 2013;Datta Gupta & Smith 2002). At familieetablering er viktig, bekreftes også i Hardoy, Schøne og Østbakken (2016) som viser at fedre har vedvarende større sannsynlighet enn mødre for å vaere leder etter at paret får sitt første barn.…”

Section: Forklaringer På Den Vedvarende Lave Kvinneandelen Blant Ledereunclassified

Kjønnsforskjeller i ledelse: Kohort eller -livsløp?

Hardoy¹,

Schøne²,

Østbakken³

2017

SPA

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Since women are still under-represented in management or managerial positions, this article investigates whether the gender gap in management can be explained by cohort effects rather than by opportunities and choices over the life-course. If the gender gap is driven by differences across cohorts, we would expect it to diminish over time, but if the career effect prevails we would expect the gender gap to increase as the younger cohorts grow older. Our results confirm that the gender gap in leadership primarily relates to gender differences throughout working life.

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Children and Career Interruptions: The Family Gap in Denmark

Cited by 181 publications

References 15 publications

Female labour market outcomes and the impact of maternity leave policies

Female labour market outcomes and the impact of maternity leave policies

The Gender Wage Gap in Developed Countries

Kjønnsforskjeller i ledelse: Kohort eller -livsløp?

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