Segregation across Workplaces and the Motherhood Wage Gap: Why Do Mothers Work in Low-Wage Establishments?

Fuller, Sylvia

doi:10.1093/sf/sox087

Cited by 41 publications

(51 citation statements)

References 99 publications

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“…In many small and medium-sized enterprises the recruitment process is overseen directly by the ownerproprietor-employer and is not in the hands of well-trained HR managers who likely are less prone to discrimination. Evidence from a Canadian firm-level survey suggests that the motherhood wage gap is much smaller in establishments with a human resources department than in an establishment without a formalized personnel service (Fuller 2017). Our survey experiment results of a wage penalty of 2% to 3% are thus probably lower-bound estimates.…”

Section: Resultsmentioning

confidence: 56%

The wage penalty for motherhood: Evidence on discrimination from panel data and a survey experiment for Switzerland

Oesch¹,

Lipps²,

McDonald³

2017

DemRes

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Section: Resultsmentioning

confidence: 56%

The wage penalty for motherhood: Evidence on discrimination from panel data and a survey experiment for Switzerland

Oesch¹,

Lipps²,

McDonald³

2017

DemRes

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“…With this in mind it is possible that our sample underestimates the effects of employer bias in the Swiss labor market overall. Larger organizations with professionalized human resources services have been shown to discriminate less on personal characteristics of applicants (Fuller, 2018), probably because their recruiters receive more training and instruction on avoiding judgments based on group stereotypes.…”

Section: Institutional Context Data and Methodsmentioning

confidence: 99%

The Male Marriage Premium: Selection, Productivity, or Employer Preferences?

McDonald

2020

J of Marriage and Family

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This paper empirically tests the three theories put forward to explain the male marriage premium. Background: Married men continue to earn more than single across the Western world, despite significant changes to family life. Three theories are put forward to explain this phenomenon: (a) Marriage makes men more productive; (b) more productive men select into marriage; (c) employers prefer married men and therefore offer them higher wages. Method: We use a multi-pronged strategy to test all three theories. First, we analyze a Swiss national panel survey using fixed-effects regressions with observations matched using entropy balancing, as well as fixed-effects individual slopes (FEIS) models to isolate the selection effect. Second, we use a factorial survey experiment of over 500 recruiters in Switzerland to study the preferences of employers. Results: Pooled ordinary least squares regressions showed a marriage premium of 11%, which is reduced to approximately 3.5% when accounting for selection and 2.5-3% when introducing controls related to in-work productivity. The results of the survey experiment showed that employers assign wages 2% higher to married men, with large differences between

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“…2 Where work can be organized flexibly, employers may be less likely to see the demands of their jobs as incompatible with motherhood, thus alleviating concerns about mothers' productivity, work effort, and job commitment. Indeed, recent research shows that mothers' relegation to lower-paying firms is a key mechanism underlying motherhood pay penalties, and that organizational characteristics that should reduce opportunities for discrimination at the hiring stage (unionization, HR departments, non-profit) also substantially reduce or eliminate motherhood wage gaps in Canada (Fuller 2017). Flexibility may similarly serve as a brake on employers' bias at the point of hire, providing mothers equal access to desirable firms and jobs, and thus reducing between-establishment wage penalties that might arise due to mothers' overconcentration in lower-paying establishments.…”

Section: Flexibility and Work-life Facilitation For Mothersmentioning

confidence: 99%

“Family-Friendly” Jobs and Motherhood Pay Penalties: The Impact of Flexible Work Arrangements Across the Educational Spectrum

Fuller

Hirsh

2018

Work and Occupations

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121

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This article focuses on how flexible work arrangements affect motherhood wage penalties for differently situated women. While theories of work-life facilitation suggest that flexible work should ease motherhood penalties, the use of flexibility policies may also invite stigma and bias against mothers. Analyses using Canadian-linked workplace-employee data test these competing perspectives by examining how temporal and spatial flexibility moderate motherhood wage penalties and how this varies by women's education. Results show that flexible work hours typically reduce mothers' disadvantage, especially for the university educated, and that working from home also reduces wage gaps for most educational groups. The positive effect of flexibility operates chiefly by reducing barriers to mothers' employment in higher waged establishments, although wage gaps within establishments are also diminished in some cases. While there is relatively little evidence of a flexibility stigma, the most educated do face stronger wage penalties within establishments when they substitute paid work from home for face time at the workplace as do the least educated when they bring additional unpaid work home. Overall, results are most consistent with the work-life facilitation model. However, variability in the pattern of effects underscores the importance of looking at the intersection of mothers' education and workplace arrangements.

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Segregation across Workplaces and the Motherhood Wage Gap: Why Do Mothers Work in Low-Wage Establishments?

Cited by 41 publications

References 99 publications

The wage penalty for motherhood: Evidence on discrimination from panel data and a survey experiment for Switzerland

The wage penalty for motherhood: Evidence on discrimination from panel data and a survey experiment for Switzerland

The Male Marriage Premium: Selection, Productivity, or Employer Preferences?

“Family-Friendly” Jobs and Motherhood Pay Penalties: The Impact of Flexible Work Arrangements Across the Educational Spectrum

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