Choice, Discrimination, and the Motherhood Penalty

Kricheli‐Katz, Tamar

doi:10.2139/ssrn.3480513

Cited by 7 publications

(8 citation statements)

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“…Despite having made substantial progress in gaining access to higher education and the labor market over recent decades, women today still face considerable labor market disadvantages, particularly when they have children. Mothers are often considered to be less competent than nonmothers (Cuddy, Fiske and Glick 2004;Heilman and Okimoto 2008); they are less likely to be promoted (Abendroth, Huffman and Treas 2014;Benard and Correll 2010;Correll, Benard and Paik 2007;Firth 1982;Halpert, Wilson and Hickman 1993) and earn considerably less than childless women and men (Anderson, Binder and Krause 2003;Budig and England 2001;England, Bearak, Budig and Hodges 2016;Gangl and Ziefle 2009;Harkness and Waldfogel 2003;Joshi, Paci and Waldfogel 1999;Kricheli-Katz 2012). Having children does not, however, seem to be detrimental to men.…”

Section: Gendered Employment Effects Of Parenthoodmentioning

confidence: 99%

Do Hiring Practices Penalize Women and Benefit Men for Having Children? Experimental Evidence from Germany

Hipp

2019

European Sociological Review

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Although observational studies from many countries have consistently shown that motherhood negatively affects women’s wages, experimental findings on its effect on the likelihood of being hired are less conclusive. Motherhood penalties in hiring have been reported in the United States, the prototypical liberal market economy, but not in Sweden, the prototypical social-democratic welfare state. Based on a field experiment in Germany, this study examines the effects of parenthood on hiring processes in the prototypical conservative welfare state. My findings indicate that job recruitment processes indeed penalize women but not men for having children. In addition to providing theoretical explanations for why motherhood penalties in hiring are particularly likely to occur in the German context, this study also highlights several methodological and practical issues that should be considered when conducting correspondence studies to examine labour market discrimination.

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Section: Gendered Employment Effects Of Parenthoodmentioning

confidence: 99%

Do Hiring Practices Penalize Women and Benefit Men for Having Children? Experimental Evidence from Germany

Hipp

2019

European Sociological Review

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“…Kricheli‐Katz (2012, 2013) examined how what she calls choice-based discrimination affects women and minorities in the workplace. She defines this form of discrimination as one in which an individual is treated more negatively when the stigmatized characteristics they hold are believed to be controllable.…”

Section: Three Individual-level Legitimizing Myths Associated With Gementioning

confidence: 99%

From “Her” Problem to “Our” Problem: Using an Individual Lens Versus a Social-Structural Lens to Understand Gender Inequity in STEM

Miner

Walker

Bergman

et al. 2018

Ind. Organ. Psychol.

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“…In the US, mothers have greater difficulties finding jobs, getting promotions, and are often considered to be less competent than nonmothers (Benard and Correll 2010;Correll, Benard, and Paik 2007;Firth 1982;Halpert, Wilson, and Hickman 1993). Moreover, in the US as well as in most other countries, they also earn considerably less than childless women and men, even when important factors in professional advancement, such as human capital endowments, work experience, and job type, are taken into account (Anderson, Binder, and Krause 2003;Budig and England 2001;England, Bearak, Budig, and Hodges 2016;Gangl and Ziefle 2009;Harkness and Waldfogel 2003;Kricheli-Katz 2012). Having children, by contrast, does not seem to disadvantage men.…”

Section: Caregiver Penaltiesmentioning

confidence: 99%

Damned if you do, damned if you don't? Experimental evidence on hiring discrimination against parents with differing lengths of family leave

Hipp¹

2018

Preprint

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This study examines how changes in the traditional division of childcare responsibilities affect mothers’ and fathers’ likelihood of getting a job. Can women overcome motherhood penalties by quickly returning to their jobs after childbirth? Do employers discriminate against fathers who take extended family leave? To answer these questions, I exploit some unique features of the parental leave system and job application process in Germany. The findings from my field experiment show that mothers who take nothing beyond the mandatory leave of two months are 50 percent less likely to be invited to a job interview than mothers who stay home for a year after childbirth. There is, however, no difference between fathers with short vs. long leave. With my laboratory experiment I disentangle the underlying mechanisms for these findings. Employers may value different traits in fathers with short and long family leave, which in sum tend to cancel each other out but discriminate against mothers who “lean in” and “act like men” for violating prevailing gender norms.

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Choice, Discrimination, and the Motherhood Penalty

Cited by 7 publications

References 0 publications

Do Hiring Practices Penalize Women and Benefit Men for Having Children? Experimental Evidence from Germany

Do Hiring Practices Penalize Women and Benefit Men for Having Children? Experimental Evidence from Germany

From “Her” Problem to “Our” Problem: Using an Individual Lens Versus a Social-Structural Lens to Understand Gender Inequity in STEM

Damned if you do, damned if you don't? Experimental evidence on hiring discrimination against parents with differing lengths of family leave

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