Eldercare and Childcare: How Does Caregiving Responsibility Affect Job Discrimination?

Henle, Christine A.; Fisher, Gwenith G.; McCarthy, Jean; Prince, Mark A.; Mattingly, Victoria; Clancy, Rebecca L.

doi:10.1007/s10869-019-09618-x

Cited by 24 publications

(15 citation statements)

References 50 publications

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“…Empirical evidence has largely supported these complementary theoretical frameworks by finding that mothers face pervasive negative stereotypes and discrimination in professional settings. Because mothers are presumed to carry the primary caregiver role, they are perceived as less available and agentic than non-caregiving parents, which are usually men (Henle et al, 2019). Compared to fathers and women without children, mothers are viewed as less committed and less competent but warmer (Cuddy et al, 2004;Heilman & Okimoto, 2007).…”

Section: Hiring Discrimination Against Working Mothersmentioning

confidence: 99%

Beyond the Baby Bump: Subtle Discrimination Against Working Mothers In the Hiring Process

Cheung

Anderson²,

King

et al. 2022

J Bus Psychol

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Despite a large proportion of working mothers in the American workforce, research suggests that negative stereotypes and discrimination against working mothers continue to exist. In a set of two experimental studies, the current paper examined subtle discrimination against non-pregnant, working mothers in different hiring settings. In Study 1, using a between-subject field experiment and applying for geographically dispersed jobs with manipulated resumes, we found evidence for subtle discrimination, such that mothers received more negativity in callback messages than women without children, men without children, and fathers. They were also rejected more quickly than women without children and fathers. In Study 2, using a more controlled experimental paradigm, we tested our hypothesis in a hypothetical interview evaluation setting. We found that mothers faced more interpersonal hostility across different job types as compared to women without children. Together, these studies highlight the presence of subtle discrimination against working mothers at different stages of the hiring process.

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Section: Hiring Discrimination Against Working Mothersmentioning

confidence: 99%

Beyond the Baby Bump: Subtle Discrimination Against Working Mothers In the Hiring Process

Cheung

Anderson²,

King

et al. 2022

J Bus Psychol

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“…Un efecto asociado del incremento de la esperanza de vida es la situación que afrontan cada vez más trabajadores de mediana edad y adultos mayores relativa a la obligación de cuidar a sus progenitores dependientes (Burch et al, 2019), tareas de cuidado que se pueden extender también a los hijos que aún viven en el domicilio familiar o a los nietos. A estos trabajadores que combinan su actividad laboral con las del doble cuidado familiar se les ha denominado como la Sandwich Generation (Burke, 2017), y tienen más probabilidad de cambiar a contratos a tiempo parcial, de sufrir evaluaciones negativas y discriminaciones en el trabajo, y de entrar en la jubilación anticipada a edades más tempranas (Converso et al, 2020;Henle et al, 2020), especialmente en el caso de las mujeres (Bauer & Sousa-Poza, 2015), quienes siguen desempeñando mayoritariamente las tareas de cuidado.…”

Section: Age Work and Occupational Health: Challenges And Opportunities For Workers And Organizations In Ibero-americaunclassified

Edad, trabajo y salud ocupacional: retos y oportunidades para los trabajadores y las organizaciones en Iberoamérica

Hera¹

2021

praxis psy

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El envejecimiento de la fuerza de trabajo debido a los cambios sociodemográficos globales plantea un conjunto de retos y de oportunidades cuya gestión es compleja y cuyos resultados pueden traer consigo consecuencias muy diversas para las personas y para las organizaciones. El principal objetivo de este artículo es analizar los más importantes identificados por la investigación internacional aplicados al contexto iberoamericano. Tras una contextualización de esos cambios sociodemográficos y sus impactos en el mundo del trabajo en los países de Iberoamérica, se abordan tres de los principales retos. En primer lugar, el relacionado con los conceptos de edad cronológica y edad subjetiva, así como otros tipos de conceptualizaciones de la edad aplicados en contextos organizacionales y laborales. En segundo lugar, analizar la evidencia disponible sobre la motivación, las actitudes y el desempeño de los trabajadores mayores, con objeto de reflexionar y cuestionar los estereotipos heredados acerca de su comportamiento y capacidad laboral. Y en tercer lugar, identificar los principales elementos del enfoque de la empleabilidad sostenible, con el que se pretende responder al reto de mantener y prolongar la vida laboral de los trabajadores mayores en buenas condiciones de satisfacción, desempeño, bienestar y salud. El artículo concluye identificando algunas de las principales futuras líneas de investigación e intervención en este ámbito cuya importancia seguirá aumentando en los próximos años

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“…Caring for an older adult is potentially more challenging than caring for a newborn or infant because the onset and duration of eldercare are highly unpredictable, the demand for care usually increases over time, and the caregiving often brings complex negative emotions (confusion, anger, helplessness, or guilt) (Calvano, 2013;Williams, Devaux, Petrac, & Feinberg, 2012). Consequently, workers with eldercare responsibilities are more likely to experience negative impacts of caregiving on their employment compared to workers with childcare responsibilities (Clancy et al, 2020;Henle et al, 2020). Furthermore, spousal caregivers may feel those impacts more profoundly than adult children caregivers because they provide more support for the care recipient which leads to greater physical, psychological, and financial burdens (Pinquart & Sörensen, 2011).…”

Section: Introductionmentioning

confidence: 99%

California’s Paid Family Leave Law and the Employment of 45- to 64-Year-Old Adults

Bartel

Kim

Ruhm

2021

Work, Aging and Retirement

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Paid family leave allows workers to take time off from work to care for a family member with a serious health condition, with reduced financial risk and increased job continuity. In 2004, California was the first state in the nation to implement a paid family leave program allowing workers to take up to 8 weeks off work with partial pay to care for their own or a family member’s serious health condition. Although the effects of California’s law on the labor supply of parents of newborns have been extensively studied, the role of paid family leave in the labor supply of workers who may need to provide care for a spouse has not been studied widely. We examine the effects of California’s law on the employment of workers who are aged 45–64 and have a disabled spouse, using the 2001–2008 American Community Survey. Our preferred estimates suggest the paid leave program increased the employment of 45- to 64-year-old women with a disabled spouse in California by around 0.9 percentage points (or 1.4% on a prelaw base rate of 65.9%) in the postlaw period compared with their counterparts in other states, with a 2.9 percentage point rise in private-sector employment. The employment of men with a disabled spouse in California also increased, but by a smaller amount: 0.7 percentage points (or 0.8% on a prelaw base 86.8%; with a nonsignificant 0.4 percentage point decrease in private-sector employment).

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Eldercare and Childcare: How Does Caregiving Responsibility Affect Job Discrimination?

Cited by 24 publications

References 50 publications

Beyond the Baby Bump: Subtle Discrimination Against Working Mothers In the Hiring Process

Beyond the Baby Bump: Subtle Discrimination Against Working Mothers In the Hiring Process

Edad, trabajo y salud ocupacional: retos y oportunidades para los trabajadores y las organizaciones en Iberoamérica

California’s Paid Family Leave Law and the Employment of 45- to 64-Year-Old Adults

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