Gender and the Economy

Author: Carmina Ravanera

  • The unequal burden of care: How does parental leave affect immigrant care workers in Canada?

    The unequal burden of care: How does parental leave affect immigrant care workers in Canada?

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    Research has documented the consequences that mothers might face in the labour market, including career interruptions, barriers to advancement, and a “motherhood penalty” in terms of wages. Mothers and families might wish to hire support in their households to help with care responsibilities, and Canada has consistently relied in immigrant labour to assist with care shortages. But what happens to immigrant caregivers when they are faced with their own care needs?

    Naomi Lightman, associate professor at Toronto Metropolitan University, studied how immigrants care workers fare when having a child interrupts their careers. She found that on average, immigrant women’s income is lower when they encounter a birth-related interruption, as compared to their men counterparts who see an increase in income.

    The author used Statistics Canada’s Longitudinal Immigration Database (IMDB) and the General Social Survey (GSS) to find out who is likely to experience a career interruption and how employment income changes before and after this interruption, with specific attention on the effects of gender and immigration pathways. The author looked at individuals who accessed employment insurance (EI) in a given year and had a child younger than one year, and  primarily examined immigrant care workers who entered through Canada’s Live-in Caregiver Program/Caregiver Program (LCP/CP).

    Lightman found that not only did a higher proportion of immigrant women experience birth-related career interruption each year than immigrant men, but also that immigrant women experienced lengthier career interruptions than men. This career interruption affected immigrant women’s incomes negatively the year after having a child: they experienced on average lower income than before, while immigrant men’s average income actually increased. This points to a gendered divide when it comes to the effect of birth-related career interruptions on incomes and careers. The lengthier birth-related career interruption for women aligns with existing findings that point to a lack of childcare support or deskilling that occurs from the career interruption as contributing to difficulties in re-entering the labour market.

    “This career interruption affected immigrant women’s incomes negatively the year after having a child: they experienced on average lower income than before, while immigrant men’s average income actually increased”

    There are also differences based on different immigration categories. The author compared the LCP/CP–a temporary worker program—with immigrants who entered through economic class and family class immigration pathways, ­forms of permanent immigrant categories in Canada. The analyses suggest that immigrant care workers (through the LCP/CP) are more likely to have a birth-related career interruption as compared to those who entered through economic or family class. However, regardless of immigration categories, immigrant women are still more likely to have a lower income after a career interruption compared to immigrant men. The findings suggest that different immigration classes might be tied to access to income after a birth-related career interruption, based on the types of jobs that immigrant women who enter through LCP/CP tend to take part in (i.e., low-wage jobs in care).

    Lightman notes that this project stems from her own curiosity and experiences of taking parental leave: “I was having to think about taking parental leave and I started to wonder about how immigrant caregivers were handling and experiencing the effects of taking leave and balancing their work and family obligations.”

    This research has implications for policies on the labour market integration of immigrants, which currently create a barrier to upward mobility and higher wages. This barrier is especially relevant for the LCP/CP program, which has targeted a highly feminized workforce that has traditionally been characterized by low-income and citizenship precarity, such as the condition for workers to fulfill live-in requirements before they can apply for permanent residency status.

    “…the LCP/CP program…has targeted a highly feminized workforce that has traditionally been characterized by low-income and citizenship precarity”

    Lightman stresses the importance of changing policy to support highly skilled and qualified immigrants who are often not able to practice in their field due to lack of credential recognition. One of the biggest barriers to labour market integration for new immigrants is that their credentials from their home countries are not recognized in Canada. This has resulted in skill-job mismatch and underemployment for immigrants. In addition, more financial and governmental support for unpaid caregiving is needed to better support new parents. It is important to have proactive policies to ensure that those who take care of others in Canada can also take care of themselves and their families.

    ______
    Research brief prepared by:

    Laura Lam

    [/fusion_text][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” top_margin=”20″ bottom_margin=”20″ alignment=”center” /][fusion_button link=”https://www.gendereconomy.org/research-briefs/” target=”_blank” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” color=”custom” button_gradient_top_color=”#62bd19″ button_gradient_bottom_color=”#62bd19″ button_gradient_top_color_hover=”#00c2e2″ button_gradient_bottom_color_hover=”#00c2e2″ stretch=”yes” icon_position=”left” icon_divider=”no” animation_direction=”left” animation_speed=”0.3″]See more research briefs[/fusion_button][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” top_margin=”20″ bottom_margin=”20″ alignment=”center” /][fusion_recent_posts layout=”default” hover_type=”none” columns=”3″ number_posts=”3″ offset=”0″ pull_by=”category” cat_slug=”research-briefs” thumbnail=”yes” title=”yes” meta=”no” meta_author=”no” meta_categories=”no” meta_date=”yes” meta_comments=”yes” meta_tags=”no” excerpt=”no” excerpt_length=”35″ strip_html=”yes” scrolling=”no” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” animation_direction=”left” animation_speed=”0.3″ /][/fusion_builder_column][fusion_builder_column type=”1_4″ layout=”1_4″ center_content=”no” hover_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” background_position=”left top” background_repeat=”no-repeat” border_style=”solid” border_position=”all” animation_direction=”left” animation_speed=”0.3″ last=”true” first=”false” border_sizes_top=”0″ border_sizes_bottom=”0″ border_sizes_left=”0″ border_sizes_right=”0″ background_blend_mode=”overlay” min_height=”” link=””][fusion_title title_type=”text” rotation_effect=”bounceIn” display_time=”1200″ highlight_effect=”circle” loop_animation=”off” highlight_width=”9″ highlight_top_margin=”0″ title_link=”off” link_target=”_self” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” sticky_display=”normal,sticky” class=”briefsummary” content_align=”left” size=”3″ text_shadow=”no” text_shadow_blur=”0″ text_stroke=”no” text_stroke_size=”1″ text_overflow=”none” gradient_font=”no” gradient_start_position=”0″ gradient_end_position=”100″ gradient_type=”linear” radial_direction=”center center” linear_angle=”180″ style_type=”none” animation_direction=”left” animation_speed=”0.3″ animation_delay=”0″]

    Title

    The High Costs of Caring: Measuring the Prevalence and Consequences of Birth-Related Career Interruptions for Immigrant Care Workers in Canada

    Author

    Naomi Lightman

    Source

    Canadian Public Policy

    Published

    2024

    Link

    https://www.utpjournals.press/doi/full/10.3138/cpp.2023-005

    Research brief prepared by

    Laura Lam

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  • Shining a light on boardroom diversity: Lessons from comply-or-explain regulations

    Shining a light on boardroom diversity: Lessons from comply-or-explain regulations

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    Recognizing the predominance of men in boardrooms, regulators worldwide are increasingly working to address this gender disparity. In Europe, several governments have responded by enforcing diversity quotas due to inadequacies in firms’ self-regulation. While quotas offer advantages in terms of clarity of implementation, measurement, and monitoring, some decision-makers argue that they disrupt the functioning of the market system. Consequently, comply-or-explain policies have gained popularity as an alternative to quotas across the globe. This regulatory approach requires organizations to either adhere to specific guidelines (“comply”) or provide a rationale for taking an alternative course of action (“explain”).

    Unlike “hard law” quotas, comply-or-explain policies operate as a “soft law,” aiming to bolster organizational transparency and accountability to its stakeholders in the hope that this will guide corporate action. While recent data suggest that comply-or-explain policies are associated with increases in diversity in boardrooms, implementation remains problematic. Aaron A. Dhir, Sarah Kaplan (founding director of GATE), and Maria Arabella Robles set out to analyze the experience of comply-or-explain regulations around the world along with a deep dive into the Ontario Security Commissions implementation of this approach for women on boards in Canada starting in 2015. In doing so, they showed why firms’ explanations in the disclosure statements indicate a missed opportunity for real change. The regulator’s justification for taking a comply-or-explain approach in Canada rather than setting quotas was that it would “shine a light on things, and things will change,” Kaplan explained. The research question was whether this approach has had the intended impact.

    Comply-or-explain policies have legal precedents in Australia, Canada, Hong Kong, Singapore, South Africa, Thailand, the United Kingdom, and numerous European Union countries. Studies examining these legal precedents all reach a similar conclusion: that firms do comply—the compliance rate may be as much as 50%—but they tend to only take the actions that are the lowest cost to implement. However, nearly half of the firms still choose not to comply.

    The researchers’ primary observation was that results fall short of the intentions behind the regulations. Canada is no exception. “When we compiled the statistics for Canada and compared them to similar countries, I was surprised by how significantly Canada lags behind in board diversity,” Kaplan stated. Canada falls far behind nations that have adopted quotas and is even behind other peer countries that have not.

    Canada falls far behind nations that have adopted quotas [for boards] and is even behind other peer countries that have not.

    To gain deeper insights into why the intended outcomes of the regulation were not achieved in Canada, the researchers collected and analyzed all disclosure statements released by approximately 750 firms subject to the comply-or-explain regulation from 2015 to 2018. This regulation asked firms to disclose the number and percent of women on the board along with information on their diversity practices, including whether they had set targets, whether they had a written diversity policy, whether they considered gender representation when appointing new board members and if they had a board renewal practice such as term limits. Their analysis of the texts of the disclosures found that firms often did not provide sincere or satisfactory explanations for why they did not comply with the regulations. Furthermore, the actions they reported to have taken were often vague. Firms would, for example, state that they would consider diverse candidates for an open board seat but shied away from setting a target for the number of women on the board. Explanations also frequently relied on tired or inaccurate statements related to meritocracy and “pipeline” limitations as excuses for not increasing diversity.

    “I was not necessarily surprised by these findings,” Kaplan comments. “But I was surprised by how little regulators tried to learn from other jurisdictions to improve their comply-or-explain implementation. Because the devil is always in the details, and our research shows that the details are crucial for comply-or-explain policies.”

    For regulators aiming to implement or revise comply-or-explain policies, Kaplan recommends focusing on transparency and the cost of action. First, transparency is critical. As she puts it, “If you are going to go through the effort of putting in a comply-or-explain regulation – which really is based on disclosure and transparency – then truly make it transparent.” What does that mean? According to Kaplan, regulators should “avoid allowing firms to bury the disclosure within complex documents like the Information Circular or the 10-K. Instead, they should create a separate web form that firms could fill out and that is publicly accessible for search. Anyone should be able to search for a specific company, or all companies in a particular sector, and compare them easily. Again, make it genuinely transparent to facilitate the work of stakeholders and reporters and, of course, to enable businesses to benchmark against their peers.”

    She notes that Canada already has some precedents for such a database: the Sunshine List. In Ontario, the Sunshine List discloses salary information for all public sector employees earning CAD 100,000 or more, as governed by the Public Sector Salary Disclosure Act, and users can access it through an interactive tool or downloadable file.[1] Similarly, the Canadian Federal government’s Equi’Vision employment equity tool allows any user to look at company wage and employment gaps at different levels of the organization for women, people with disabilities, Indigenous people, and members of visible minorities.[2]

    “Anyone should be able to search for a specific company, or all companies in a particular sector, and compare them easily…make it genuinely transparent to facilitate the work of stakeholders and reporters and, of course, to enable businesses to benchmark against their peers.”

    Secondly, the researchers observed that firms tended to avoid more costly actions. Amongst firms subject to the comply-or-explain regulation, a substantial proportion of firms were willing to formulate a diversity policy (60%) or affirm that they consider gender diversity in board nominations (74%). However, firms showed more reluctance to take actions they could be held accountable for, such as establishing specific diversity targets (32%) or appointing women to their boards (only 35% of boardroom seats were filled with women in 2021). The results varied across sectors, firm sizes, and approach to the comply-or-explain regulation: companies in biotechnology, technology, and mining, as well as smaller firms, were less likely to have women on their boards. Federally regulated companies such as banks were more likely to have adequate gender representation. Boards of firms with disclosed diversity targets had, on average, 28% women on their boards, compared to an average of 18% at firms that did not.

    Comply-or-explain approaches present considerable potential as a soft-touch approach for enhancing gender diversity on boards that aligns with the market system. However, the mixed results from the Canadian experience signal room for improvement. Regulators can benefit from insights gleaned from past shortcomings and adopt a more intentional approach in future actions. The researchers suggest that meaningful explanations, standardized data accessibility for stakeholders, and targeted support for firms—especially smaller ones—in setting and achieving internal diversity targets are crucial features to consider. Importantly, there is still much to be learned. Kaplan emphasizes that their effort to place comply-or-explain within a broader context represents just a preliminary step. How this policy’s “explain” component improves organizational diversity is still unclear. And we have yet to learn whether groups other than women can benefit from the comply-or-explain policy.

    References

    [1] Government of Ontario (2023, March 24). Public sector salary disclosure 2022: All sectors and seconded employees. Ontario.ca. Retrieved January 30, 2024, from https://www.ontario.ca/public-sector-salary-disclosure/2022/all-sectors-and-seconded-employees/

    [2] https://equivision.services.gc.ca/?GoCTemplateCulture=en-CA

    ______
    Research brief prepared by:

    Manuela R. Collis

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    Title

    Corporate Governance and Gender Equality: A Study of Comply-or-Explain Disclosure Regulation

    Author

    Aaron A. Dhir, Sarah Kaplan, Maria Arabella Robles

    Source

    Seattle University Law Review

    Published

    2023

    Link

    https://digitalcommons.law.seattleu.edu/sulr/vol46/iss2/11/

    Research brief prepared by

    Manuela R. Collis

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  • How do you cope?: How employees with communication impairments experience professional isolation

    How do you cope?: How employees with communication impairments experience professional isolation

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    In organizations, the relationships employees form with their managers and team leaders are integral to their job performance. These are thus important relationships to understand and nurture. A key part of forming such relationships is through communication. But what about employees with communication impairments? How do they experience isolation in the workplace and what is the impact on their career outcomes?

    Brent Lyons and Camellia Bryan from York University, along with David Baldridge from Oregon State University and Liu-Qin Yang of Portland State University, studied how employees with disability-related communication impairments (including conditions such as hearing or vision loss) experience isolation at work, the quality of their relationships with their supervisors, and how their communication impairments affect their career outcomes. The findings suggest that employees with more severe communication impairments may develop coping strategies to manage challenges of professional isolation, which has an impact on career outcomes.

    While existing research focuses on how employees with more severe communication impairments experience greater stigmatization from their peers—which can lead to isolation in the workplace and other negative consequences—the authors add in a new perspective by looking at how these employees may experience psychological disengagement.

    The research was conducted through two studies involving employees with disability-related communication impairment. In the first study, the authors conducted an online survey to measure communication impairment severity, the quality of their relationship with supervisors, their perceptions of professional isolation, and career attitudes. In the second study, the authors enriched the findings of the first study by examining career outcomes, analyzing career awards such as promotions and salary.

    The authors found that employees with more severe communication impairments develop lower quality relationships with supervisors because they psychologically disengage at work. According to psychological disengagement theory, people cope with stigma and difficulties by disengaging from activities when they know that engaging might harm their views of themselves. An example of psychological disengagement is that a person might choose to withdraw from certain parts of their vibrant and busy social life if they develop a barrier to communication (thus leading to stigma or difficulties), and choose to focus their attention on fewer relationships instead.

    …employees with more severe communication impairments who experience lower-quality relationships with their supervisors are more likely to psychologically disengage as a coping mechanism and to develop resiliency.

    The researchers found that employees with more severe (rather than less severe) communication impairments experience less professional isolation when they are in lower-quality relationship with their supervisors. That is, those who experience more severe communication impairments perceive being less isolated than employees with less severe communication impairments.  Less professional isolation exposes them to fewer negative consequences with respect to their career attitudes, meaning they may have higher levels of job satisfaction and commitment than those with less severe communication impairments.

    Their findings suggest that employees with more severe communication impairments who experience lower-quality relationships with their supervisors are more likely to psychologically disengage as a coping mechanism and to develop resiliency. In other words, these employees might disengage from professional connections and as a result, they bear fewer negative consequences of professional isolation on career outcomes.

    This study shows that organizations have a role in strengthening the quality of relationships with supervisors to support those with communication impairments. For example, organizational leaders can offer coaching and mentorship opportunities with members of their team with communication impairments. In addition, access to resources – such as through training workshops that address diverse communication needs or methods in the workplace – for all team members might be able to help prevent social isolation.

    Co-author of this study, Camellia Bryan (a GATE post-doctoral fellow) notes that organizations “can encourage managers to be proactive to communicate with their team members and provide greater awareness of the diversity and challenges that team members with communication impairments face by giving company-wide resources”. Such resources can include investment in supporting wider education on communication techniques for those with communication impairments. Workplaces can also be more proactive in encouraging awareness and training for the diversity of experiences that team members might have in the workplace.

    Bryan notes further that “psychological disengagement in the workplace serves as tool for self-protection.” Another practical implication for organizations is that they can encourage these team members to engage, such as by building employee resource groups and community. Organizations can also be attentive to the diverse ways that communication can happen in the workplace.

    ______
    Research brief prepared by:

    Laura Lam

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    Title

    Disability Severity, Professional Isolation Perceptions, and Career Outcomes: When Does Leader–Member Exchange Quality Matter?

    Author

    Brent J Lyons, David C Baldridge, Liu-Qin Yang, Camellia Bryan

    Source

    Journal of Management

    Published

    2023

    DOI

    10.1177/01492063221143714

    Link

    https://journals.sagepub.com/doi/full/10.1177/01492063221143714

    Research brief prepared by

    Laura Lam

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  • “The Issue” student zine: Call for submissions on Un/Equal Reflections

    “The Issue” student zine: Call for submissions on Un/Equal Reflections

     

    The Issue student zine, published by the Institute for Gender and the Economy (GATE), is seeking visual art, poetry, written and visual essays, op-eds, interviews, short stories, comics, photography, multimedia (audio or video) and any other creative work for our first volume on the theme of UN/EQUAL REFLECTIONS.  

    We encourage you to explore your own reflection, not only in the mirror but also in class, on public transit, at parties, in cafés, at work, and elsewhere. What’s reflected back at you? How un/equal do these reflections look and feel? Do you get a sense of community, acceptance, individualism, disdain, or something in between? 

    At GATE, we’ve been reflecting on the nexus of the personal, the communal, and the professional, and where in/equalities lie. We encourage you to do some reflecting of your own on the in/equality in your life and to submit your creative work on the subject to theissuezine@gmail.com by March 18, 2024. For our first volume, we will only be accepting submissions from students at the University of Toronto. Please send your name and year at University of Toronto along with your submission. 

    Topics to think about: 

    • Representation (or lack of it) in school, at work, in politics, etc.  
    • Exclusion and erasure 
    • Being missing or disappearing 
    • “Finding yourself” 
    • Self-love and self-care 
    • What does it mean to be included? 
    • Experiencing homogenous groups or communities 
    • “Being seen” 
    • Microaggressions and discrimination 
    • Whatever else you take from this!   
  • Was it me or was it gender discrimination?

    Was it me or was it gender discrimination?

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    Discrimination remains a pervasive issue for women in the workplace. According to Statistics Canada, 44.8% of women have encountered some form of workplace discrimination.[1] And increasingly, those cases of discrimination are mediated by the courts. The Canadian Human Rights Commission received 763 complaints in 2022, with sex-based discrimination or harassment being among the top three reasons for the complaint.[2] While this shows that women are speaking out against discrimination, distinguishing whether an incident constitutes discrimination poses a significant challenge. A recent study by Professors Laura Doering, Jan Doering, and András Tilcsik delves into the obscure realm of gender-based discrimination, focusing on the ambiguity surrounding potentially discriminatory experiences and its repercussions for women. This study finds that women encounter ambiguous incidents of discrimination more often than clearly discriminatory ones. But these ambiguous situations do not lead to overreporting by women, as is often assumed. Instead, women engage in extensive cognitive work to navigate the ambiguity and assess whether their experiences really involve discrimination or not.

    Ambiguous incidents are events or interactions perceived by women as potentially discriminating. In those incidents, women lack the necessary information to say for certain whether the incident can be attributed to their characteristics and behaviors or to them as a member of a marginalized group (which would be discrimination). Ranging from everyday microaggressions to infrequent but substantial events such as missing a promotion, these incidents have unclear motives and contextual nuances that obscure intent.

    For instance, consider the scenario where supervisor Logan promotes Aretha’s junior male colleague but not Aretha. Aretha knows that her colleague recently moved from another position where he was in a much more senior role. At the same time, Aretha had let her supervisor know that she is hoping for a promotion and the supervisor validated her efforts and aspirations. The supervisor’s intent is unclear: perhaps Logan has made the male colleague a promise for promotion upon acceptance of his job. But perhaps Logan prefers to fill more senior roles with men over women. And at the same time, the lack of clear promotion guidelines makes it difficult to evaluate whether the colleague was truly more deserving of the promotion than Aretha. Other examples of ambiguous incidents involve discounting, overlooking, or ignoring contributions made by women.

    When faced with ambiguous discrimination, women tend to alter their work habits…or self-representation instead of reporting the incident.

    Doering, Doering, and Tilcsik conducted interviews with 31 professional women in the United States and found that such ambiguous incidents are highly prevalent. In fact, in a conversation with Jan Doering, he pointed out that he was surprised at how often these incidents occur. As he puts it, “we really struck a nerve with participants when we asked them in interviews about their experience with ambiguous incidents. The response and interest were very strong – you don’t always have that. And what emerged was that while perceived experiences of discrimination were very prevalent, ambiguous incidents were even more so!” Their study substantiated this finding with quantitative data, revealing that ambiguous incidents are more common than obviously discriminating ones. In their follow-up survey of 600 college-educated women professionals, 74.17% reported experiencing an ambiguous incident at least once over the course of a year, while 64.17% reported experiencing obvious discrimination.

    The second key takeaway from the study is that women invest significant cognitive effort in navigating ambiguity before reporting an incident. Doering notes, “Women engage in a lot of work behind the scenes before they speak up. And that’s really important to point out. Because, while the public discourse is sometimes concerned about woman making false attributions, our evidence suggests that women don’t complain too much. In fact, women are actually not quick at all to point toward discrimination.”

    The level of ambiguity of an incident significantly influences a woman’s reaction. After conducting interviews, the researchers designed another study through which they documented women professionals’ anticipated responses to situations with different degrees of ambiguity. The researchers found that women are much more hesitant to talk to others about the incident or report it to the human resources department if they experience an ambiguous incident compared to a clear case of discrimination. When faced with ambiguous discrimination, women tend to alter their work habits (and in some cases their workplaces) or self-representation instead of reporting the incident. This entails, for example, working harder, drawing a supervisor’s attention to their accomplishments, or communicating more formally.

    “…while the public discourse is sometimes concerned about woman making false attributions, our evidence suggests that women don’t complain too much. In fact, women are actually not quick at all to point toward discrimination.”

    Addressing the issue requires a shift in focus from merely encouraging reporting to fostering dialogues and raising awareness about the frequency of ambiguous incidents.  Doering says that enabling more open conversations and raising awareness about the prevalence of potential incidents of discrimination may be a first important step to help increase women’s willingness to talk about such incidents. An open exchange of experiences may both help women make sense of the incident and help them reduce the ambiguity.

    Another important structural change the organization can implement is related to transparency. Many ambiguous incidents are linked to attribution of merit or promotions. An employer can reduce ambiguity simply by being more transparent about their processes and expectations. This can enable women to better evaluate incidents, like the promotion scenario involving Aretha.

    Simultaneously, there is a need for a deeper understanding of women’s unique experiences in the workplace. Doering emphasizes that the next important question to address is how women can effectively voice their concerns and contest ambiguous incidents. Additionally, he suggests exploring the role of facilitated conversations or open spaces, considering their potential to play a pivotal role in improving women’s experiences in the workplace.

    References

    [1] Statistics Canada, General Social Survey – Social Identity, 2020

    [2] 2022 CHRC Annual Report – By the numbers (chrcreport.ca) and personal email exchange with CHRC

    Note: the quotes in this article have been reframed for readability and approved by Jan Doering.

    ______
    Research brief prepared by:

    Manuela R. Collis

    [/fusion_text][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” top_margin=”20″ bottom_margin=”20″ alignment=”center” /][fusion_button link=”https://www.gendereconomy.org/research-briefs/” target=”_blank” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” color=”custom” button_gradient_top_color=”#62bd19″ button_gradient_bottom_color=”#62bd19″ button_gradient_top_color_hover=”#00c2e2″ button_gradient_bottom_color_hover=”#00c2e2″ stretch=”yes” icon_position=”left” icon_divider=”no” animation_direction=”left” animation_speed=”0.3″]See more research briefs[/fusion_button][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” top_margin=”20″ bottom_margin=”20″ alignment=”center” /][fusion_recent_posts layout=”default” hover_type=”none” columns=”3″ number_posts=”3″ offset=”0″ pull_by=”category” cat_slug=”research-briefs” thumbnail=”yes” title=”yes” meta=”no” meta_author=”no” meta_categories=”no” meta_date=”yes” meta_comments=”yes” meta_tags=”no” excerpt=”no” excerpt_length=”35″ strip_html=”yes” scrolling=”no” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” animation_direction=”left” animation_speed=”0.3″ /][/fusion_builder_column][fusion_builder_column type=”1_4″ layout=”1_4″ center_content=”no” hover_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” background_position=”left top” background_repeat=”no-repeat” border_style=”solid” border_position=”all” animation_direction=”left” animation_speed=”0.3″ last=”true” first=”false” border_sizes_top=”0″ border_sizes_bottom=”0″ border_sizes_left=”0″ border_sizes_right=”0″ background_blend_mode=”overlay” min_height=”” link=””][fusion_title title_type=”text” rotation_effect=”bounceIn” display_time=”1200″ highlight_effect=”circle” loop_animation=”off” highlight_width=”9″ highlight_top_margin=”0″ title_link=”off” link_target=”_self” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” sticky_display=”normal,sticky” class=”briefsummary” content_align=”left” size=”3″ text_shadow=”no” text_shadow_blur=”0″ text_stroke=”no” text_stroke_size=”1″ text_overflow=”none” gradient_font=”no” gradient_start_position=”0″ gradient_end_position=”100″ gradient_type=”linear” radial_direction=”center center” linear_angle=”180″ style_type=”none” animation_direction=”left” animation_speed=”0.3″ animation_delay=”0″]

    Title

    “Was It Me or Was It Gender Discrimination?” How Women Respond to Ambiguous Incidents at Work

    Author

    Laura Doering, Jan Doering, András Tilcsik

    Source

    Sociological Science

    Published

    2023

    DOI

    10.15195/v10.a18

    Link

    https://doi.org/10.15195/v10.a18

    Research brief prepared by

    Manuela R. Collis

    [/fusion_title][fusion_widget_area name=”avada-custom-sidebar-researchbriefsidebar” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” /][/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]

  • Discriminated and disadvantaged: Disability discrimination shows up before children enter the classroom

    Discriminated and disadvantaged: Disability discrimination shows up before children enter the classroom

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    For parents, bringing children to school for the first time can be a thrilling but nerve-wracking experience. Parents need access to crucial information to decide on the right school setting that will enable their child to thrive academically and socially. This information is important for any parent, let alone for parents with children with a disability. Yet in a recent study, researchers find that access to information about schools is not equal for all parents.

    Parents’ attempts to find information pertaining to their child’s disability might come with harder toil, as discrimination happens even before the child has a chance to enter into the school system.

    Researchers Lauren Rivera and András Tilcsik find in their recent study that public school principals are less responsive to providing information about their schools to parents who have children with a disability. Black children with a disability face an additional disadvantage – parents of Black children are less likely to receive information from school principals when asked about a prospective school tour.

    …parents of Black children [with disabilities] are less likely to receive information from school principals when asked about a prospective school tour.

    The researchers sent emails from fictitious prospective parents asking for school tours to 20,000 public school principals in four states. The emails differed in terms of the child’s gender and whether the email mentioned the child’s disability. The email also differed based on the signature sign-off, which indicated the parent’s perceived race. The outcome measured was on the responsiveness of the principals to the parents’ request for a school tour – a positive outcome was an affirmative response to a tour (or equivalent meeting) and a negative outcome was a negative response to a tour or no response.

    Positive email responses were lower for the emails that indicated the child had a disability, and there was a particularly negative effect for parents of children with a disability who are Black.

    As a follow-up, the researchers also surveyed over 500 principals and found that principals viewed students with disabilities as imposing a greater burden, such as through the need for more academic or behavioural resources. Black students with a disability faced an additional disadvantage stemming from the principals’ perceptions of their parents: they unfairly believed that these parents lacked knowledge about their child’s disability, would offer fewer potential contributions to the school community (e.g., volunteering, fundraising duties) and would be less warm than their white counterparts.

    This research has significant implications for policy areas such as education, disability, and racial discrimination. It suggests the need for governments to provide sufficient funding to assist schools to support disability programs in schools. The researchers note that while the US government promised to cover 40 percent of the cost to provide special education services through law, that number has not been met to this date.

    Tilcsik notes that “as a first step towards greater equality, it is important to have resources available at the fully promised levels so that principals do not have these difficult choices to make about who to provide information to. Principals are also trying to do their best under funding constraints, with a very limited number of resources.” He also notes that other interventions to educate principals, such as professional development activities, can be another intervention to address intersecting discrimination of race and disability. Schools can also change the barriers to accessing information by having more information online for parents.

    “…it is important to have resources available at the fully promised levels so that principals do not have these difficult choices to make about who to provide information to.”

    This research has further implications for how parents find balance in career and family, especially women who are negotiating professional career advancements and caring for children.  The authors note that previous studies have found that, across race and class backgrounds, the burden of researching and gaining access to school information disproportionately falls on mothers, regardless of the disability status of their children. Barriers to gaining school information for children with disabilities can have spillover effects into career choices of their mothers, This might in turn perpetuate gender inequalities. Tilcsik suggests that employers might need to better understand that some parents of children with disabilities might need time off in order to maintain balance of both their professional and work needs.

    ______
    Research brief prepared by:

    Laura Lam

    [/fusion_text][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” top_margin=”20″ bottom_margin=”20″ alignment=”center” /][fusion_button link=”https://www.gendereconomy.org/research-briefs/” target=”_blank” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” color=”custom” button_gradient_top_color=”#62bd19″ button_gradient_bottom_color=”#62bd19″ button_gradient_top_color_hover=”#00c2e2″ button_gradient_bottom_color_hover=”#00c2e2″ stretch=”yes” icon_position=”left” icon_divider=”no” animation_direction=”left” animation_speed=”0.3″]See more research briefs[/fusion_button][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” top_margin=”20″ bottom_margin=”20″ alignment=”center” /][fusion_recent_posts layout=”default” hover_type=”none” columns=”3″ number_posts=”3″ offset=”0″ pull_by=”category” cat_slug=”research-briefs” thumbnail=”yes” title=”yes” meta=”no” meta_author=”no” meta_categories=”no” meta_date=”yes” meta_comments=”yes” meta_tags=”no” excerpt=”no” excerpt_length=”35″ strip_html=”yes” scrolling=”no” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” animation_direction=”left” animation_speed=”0.3″ /][/fusion_builder_column][fusion_builder_column type=”1_4″ layout=”1_4″ center_content=”no” hover_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” background_position=”left top” background_repeat=”no-repeat” border_style=”solid” border_position=”all” animation_direction=”left” animation_speed=”0.3″ last=”true” first=”false” border_sizes_top=”0″ border_sizes_bottom=”0″ border_sizes_left=”0″ border_sizes_right=”0″ background_blend_mode=”overlay” min_height=”” link=””][fusion_title title_type=”text” rotation_effect=”bounceIn” display_time=”1200″ highlight_effect=”circle” loop_animation=”off” highlight_width=”9″ highlight_top_margin=”0″ title_link=”off” link_target=”_self” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” sticky_display=”normal,sticky” class=”briefsummary” content_align=”left” size=”3″ text_shadow=”no” text_shadow_blur=”0″ text_stroke=”no” text_stroke_size=”1″ text_overflow=”none” gradient_font=”no” gradient_start_position=”0″ gradient_end_position=”100″ gradient_type=”linear” radial_direction=”center center” linear_angle=”180″ style_type=”none” animation_direction=”left” animation_speed=”0.3″ animation_delay=”0″]

    Title

    Not in My Schoolyard: Disability Discrimination in Educational Access

    Author

    Lauren Rivera, András Tilcsik

    Source

    American Sociological Review

    Published

    2023

    DOI

    10.1177/00031224221150433

    Link

    https://journals.sagepub.com/doi/10.1177/00031224221150433

    Research brief prepared by

    Laura Lam

    [/fusion_title][fusion_widget_area name=”avada-custom-sidebar-researchbriefsidebar” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” /][/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]

  • Why decision makers support diversity policies but do not select disadvantaged applicants

    Why decision makers support diversity policies but do not select disadvantaged applicants

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    Although many organizations have policies for equal opportunity in employment and initiatives to increase Diversity, Equity, and Inclusion (DEI), bias and discrimination in hiring persist. One reason for this may be simple: recent research by David Munguia Gomez and Emma Levine suggests there is a “policy-people gap” wherein, across different selection contexts, decision makers are more likely to favor disadvantaged over advantaged applicants when they are choosing policies, but not when they are hiring or selecting individual applicants.

    These results hold across 16 studies that asked a total of 10,883 participants to make a choice between either two individuals or two policies that favor those individuals. The studies were conducted across different population groups such as admission officers, employees with hiring experience in the technology industry, and even the general public. While past research has looked at a policy-implementation gap, where decision makers endorse policies or principles while failing to consider what implementation of those policies actually means , Munguia Gomez and Levine found that even when decision makers are clear about the implementation of the selection policies, the policy-people gap persists.

    Why does this gap between policy and individual selection decisions exist? It turns out that individuals make decisions differently when they are thinking about an individual versus a group: their perceptions of fairness changes. As Munguia Gomez, Assistant Professor at Yale School of Management, shares, “We have these two conflicting views of what is fair. One view comes out when making individual decisions and that view is microjustice – selecting people based on a particular input like that person’s achievements or qualifications. People with a greater level of that achievement should be more likely to be selected. That seems fair at the individual level to people. At the policy level, what seems fair is macrojustice – what does the admitted or hired group look like? And do the policies represent different groups in society that we may care about like race, gender, class etc.?”

    …individuals make decisions differently when they are thinking about an individual versus a group: their perceptions of fairness changes.

    Therefore, when decision makers look at policies, they think about what is fair in the aggregate, but when making individual selection decisions, they focus more on what is fair for the applicant under consideration. Note that in their work, the authors focus on cases that show that the gap results from two views of fairness clashing with each other. However, macro and microjustice perspectives may not necessarily be mutually exclusive. That is, when there is no people-policy gap, what is fair in the aggregate may overlap with what is fair at the individual level.

    To help decision makers align their choices, the authors tested a simple intervention. Before showing participants candidate profiles to select from, they told participants about both micro and macrojustice perceptions of fairness, but explicitly stated that the institution prioritizes macrojustice while making the selection decision. They found that this intervention narrowed down the policy-people gap by half. However, this alignment of choices did not change decision makers’ underlying views of fairness. Nevertheless, it suggests how organizations can help decision makers choose more consistently with the policies set by organizations and overrule their own beliefs about fairness.

    As Munguia Gomez puts it, “The realization that we all have these two senses of fairness within us, that we can disagree with ourselves around what we think is right, offers some solutions and hope because we don’t need to all have the same set of beliefs, we just to be aligned on the same view of fairness or what to prioritize.”

    When selecting individuals, it is not clear how people think about different levels of achievement in light of candidates’ circumstances, such as their socioeconomic advantage or disadvantage. This is something that Munguia Gomez is actively working on. For example, awareness of an applicant’s socioeconomic disadvantage may lead decision makers to be even more impressed with their SAT scores; in contrast, an applicant’s socioeconomic advantage may make their SAT scores seem less impressive in light of the resources they had available to them. These circumstances can add an important layer to this story: fairness concerns may nudge decision makers to adjust their impressions more negatively for advantaged groups.

    “…we don’t need to all have the same set of beliefs, we just to be aligned on the same view of fairness or what to prioritize…”

    This understanding of micro and macrojustice when making decisions can also shed light on other contexts. Munguia Gomez is particularly interested in whether these competing concerns of fairness would also play a role when thinking about how to allocate scarce resources (like ventilators or organs) or where people should live in light of rising housing costs and gentrification. That is, when making these tough decisions, do decision makers face a similar competing tug between micro vs macrojustice perceptions of fairness?

    In the meantime, Munguia Gomez urges that it is imperative for organizations and colleges to acknowledge three key takeaways from this work: “One, there is a gap between individual and policy decisions and that can help explain why organizations are not more diverse; two, this gap exists because people have conflicting views of what is fair, and three, interventions that can align people on the same view of fairness can work.”

    References

    [1] Bell, J. M., & Hartmann, D. (2007). Diversity in everyday discourse: The cultural ambiguities and consequences of “happy talk”. American Sociological Review, 72(6), 895-914.

    ______
    Research brief prepared by:

    Grusha Agarwal

    [/fusion_text][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” top_margin=”20″ bottom_margin=”20″ alignment=”center” /][fusion_button link=”https://www.gendereconomy.org/research-briefs/” target=”_blank” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” color=”custom” button_gradient_top_color=”#62bd19″ button_gradient_bottom_color=”#62bd19″ button_gradient_top_color_hover=”#00c2e2″ button_gradient_bottom_color_hover=”#00c2e2″ stretch=”yes” icon_position=”left” icon_divider=”no” animation_direction=”left” animation_speed=”0.3″]See more research briefs[/fusion_button][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” top_margin=”20″ bottom_margin=”20″ alignment=”center” /][fusion_recent_posts layout=”default” hover_type=”none” columns=”3″ number_posts=”3″ offset=”0″ pull_by=”category” cat_slug=”research-briefs” thumbnail=”yes” title=”yes” meta=”no” meta_author=”no” meta_categories=”no” meta_date=”yes” meta_comments=”yes” meta_tags=”no” excerpt=”no” excerpt_length=”35″ strip_html=”yes” scrolling=”no” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” animation_direction=”left” animation_speed=”0.3″ /][/fusion_builder_column][fusion_builder_column type=”1_4″ layout=”1_4″ center_content=”no” hover_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” background_position=”left top” background_repeat=”no-repeat” border_style=”solid” border_position=”all” animation_direction=”left” animation_speed=”0.3″ last=”true” first=”false” border_sizes_top=”0″ border_sizes_bottom=”0″ border_sizes_left=”0″ border_sizes_right=”0″ background_blend_mode=”overlay” min_height=”” link=””][fusion_title title_type=”text” rotation_effect=”bounceIn” display_time=”1200″ highlight_effect=”circle” loop_animation=”off” highlight_width=”9″ highlight_top_margin=”0″ title_link=”off” link_target=”_self” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” sticky_display=”normal,sticky” class=”briefsummary” content_align=”left” size=”3″ text_shadow=”no” text_shadow_blur=”0″ text_stroke=”no” text_stroke_size=”1″ text_overflow=”none” gradient_font=”no” gradient_start_position=”0″ gradient_end_position=”100″ gradient_type=”linear” radial_direction=”center center” linear_angle=”180″ style_type=”none” animation_direction=”left” animation_speed=”0.3″ animation_delay=”0″]

    Title

    The policy–people gap: Decision-makers choose policies that favor different applicants than they select when making individual decisions

    Author

    David M. Munguia Gomez, Emma E. Levine

    Source

    Academy of Management Journal

    Published

    2022

    DOI

    10.5465/amj.2020.1740

    Link

    https://doi.org/10.5465/amj.2020.1740

    Research brief prepared by

    Grusha Agarwal

    [/fusion_title][fusion_widget_area name=”avada-custom-sidebar-researchbriefsidebar” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” /][/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]

  • Balancing professional prototypes improves how women are valued in men-dominated professions

    Balancing professional prototypes improves how women are valued in men-dominated professions

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    What image comes to our minds when we think of a firefighter, construction worker, or a pilot? Often, we end up picturing a man in those professions rather than a woman. People perceive traits that are associated with success in those professions as more consistent with traits stereotypically possessed by men[i], such as confidence, assertiveness, and influenceability. These assumptions often make it difficult for people to see women as equally successful in those professions as men.

    In a 2020 study, Felix Danbold and Corinne Bendersky show that this disadvantage for women can be minimized by balancing prototypes about these careers in a way that highlights traits associated with women without devaluing traits associated with men. They use the context of fire service to show that by emphasizing the value of compassion (stereotypically associated with women) along with strength (stereotypically associated with men), they were able to create a more balanced firefighter prototype, simultaneously increasing people’s perceived ability of women firefighters and decreasing their opposition to women in the fire service.

    …by emphasizing the value of compassion (stereotypically associated with women) along with strength (stereotypically associated with men), they were able to create a more balanced firefighter prototype

    The authors demonstrated this through an experiment with active duty fire fighters who were assigned to one of  three conditions: 1) they were informed that the three key traits of a successful firefighter, in order of importance, are compassion, team orientation, and physical strength, 2) they were told of the same three key traits but in reverse order, with physical strength as the most important, or 3) they were in a control condition with focus on the neutral trait of team orientation. These conditions enabled the researchers to effectively demonstrate how professional prototypes can be balanced by inverting prototypes (condition 1) to improve how women are perceived in men-dominated professions.

    While past research has extensively documented the challenges experienced by women when they are measured against a masculine prototype, the power of simply balancing prototypes to counter this disadvantage for women is a pivotal finding that was only possible for the authors after they spent time in the field to learn the nuances of how the firefighter prototype was configured in the first place.

    As Danbold, Assistant Professor at University College London School of Management, notes, “Spending time with firefighters, we realized that the metrics for success in the fire service were routinely devaluing stereotypically feminine traits, leading to an association between being a firefighter and being a man. This led women firefighters to face a perpetual sense of exclusion and skepticism. In an experimental intervention, emphasizing the value of legitimately important and stereotypically feminine traits, without devaluing the importance of stereotypically masculine ones, helped to reduce this association between being a firefighter and being a man.”

    Emphasizing the value of legitimately important and stereotypically feminine traits…helped to reduce this association between being a firefighter and being a man.

    A key reason why the authors believe balancing prototypes worked so well is because the firefighters agreed on the importance of stereotypically feminine traits, such as compassion, in their work, but routinely overlooked these traits in their evaluations of who had the potential to succeed in their profession. The intervention, therefore, did not change firefighters’ fundamental beliefs, but prompted them to recognize what they already believe is true. This, as Danbold put it, “allowed them to break out of the reductive thinking that associates being a firefighter with being a man.”

    The success of this intervention is underscored even more when paired with the finding that the increase in women’s perceived ability and decrease in opposition to women in the fire service comes without any threat to men firefighters, or without diminishing clarity around what it means to be a successful firefighter. That is, balancing prototypes did not lead men to feel concerned about losing their own status and did not introduce ambiguity around the role of a firefighter. The intervention thus provided a way to improve outcomes for women without threatening how men feel in the organization.

    In order to effectively balance prototypes in other contexts, policymakers need to take time to understand the prototype of a profession and who is devalued. Danbold suggests auditing evaluation criteria to assess if more weight is being put on criteria that are more strongly associated with men than women, and doing this with other forms of visible and invisible identities like race, age, and disability.

    This research adds to the recent stream of literature pushing for a move away from “fix-the-women” mindset to a “fix-the-institution” framework that avoids trying to get women to change to fit into systems that weren’t built for them. Danbold urges policy makers to shift the onus of change from women and reflect on the prototypes that surround them, then change them in ways that reduce systems of disadvantage.

    References

    [1] Eagly, A. H., & Karau, S. J. (2002). Role congruity theory of prejudice toward female leaders. Psychological review, 109(3), 573.

    ______
    Research brief prepared by:

    Grusha Agarwal

    [/fusion_text][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” top_margin=”20″ bottom_margin=”20″ alignment=”center” /][fusion_button link=”https://www.gendereconomy.org/research-briefs/” target=”_blank” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” color=”custom” button_gradient_top_color=”#62bd19″ button_gradient_bottom_color=”#62bd19″ button_gradient_top_color_hover=”#00c2e2″ button_gradient_bottom_color_hover=”#00c2e2″ stretch=”yes” icon_position=”left” icon_divider=”no” animation_direction=”left” animation_speed=”0.3″]See more research briefs[/fusion_button][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” top_margin=”20″ bottom_margin=”20″ alignment=”center” /][fusion_recent_posts layout=”default” hover_type=”none” columns=”3″ number_posts=”3″ offset=”0″ pull_by=”category” cat_slug=”research-briefs” thumbnail=”yes” title=”yes” meta=”no” meta_author=”no” meta_categories=”no” meta_date=”yes” meta_comments=”yes” meta_tags=”no” excerpt=”no” excerpt_length=”35″ strip_html=”yes” scrolling=”no” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” animation_direction=”left” animation_speed=”0.3″ /][/fusion_builder_column][fusion_builder_column type=”1_4″ layout=”1_4″ center_content=”no” hover_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” background_position=”left top” background_repeat=”no-repeat” border_style=”solid” border_position=”all” animation_direction=”left” animation_speed=”0.3″ last=”true” first=”false” border_sizes_top=”0″ border_sizes_bottom=”0″ border_sizes_left=”0″ border_sizes_right=”0″ min_height=”” link=”” background_blend_mode=”overlay”][fusion_title title_type=”text” rotation_effect=”bounceIn” display_time=”1200″ highlight_effect=”circle” loop_animation=”off” highlight_width=”9″ highlight_top_margin=”0″ before_text=”” rotation_text=”” highlight_text=”” after_text=”” title_link=”off” link_url=”” link_target=”_self” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” sticky_display=”normal,sticky” class=”briefsummary” id=”” content_align_medium=”” content_align_small=”” content_align=”left” size=”3″ animated_font_size=”” fusion_font_family_title_font=”” fusion_font_variant_title_font=”” font_size=”” line_height=”” letter_spacing=”” text_transform=”” text_color=”” hue=”” saturation=”” lightness=”” alpha=”” animated_text_color=”” text_shadow=”no” text_shadow_vertical=”” text_shadow_horizontal=”” text_shadow_blur=”0″ text_shadow_color=”” text_stroke=”no” text_stroke_size=”1″ text_stroke_color=”” text_overflow=”none” margin_top_medium=”” margin_right_medium=”” margin_bottom_medium=”” margin_left_medium=”” margin_top_small=”” margin_right_small=”” margin_bottom_small=”” margin_left_small=”” margin_top=”” margin_right=”” margin_bottom=”” margin_left=”” margin_top_mobile=”” margin_bottom_mobile=”” gradient_font=”no” gradient_start_color=”” gradient_end_color=”” gradient_start_position=”0″ gradient_end_position=”100″ gradient_type=”linear” radial_direction=”center center” linear_angle=”180″ highlight_color=”” style_type=”none” sep_color=”” link_color=”” link_hover_color=”” animation_type=”” animation_direction=”left” animation_color=”” animation_speed=”0.3″ animation_delay=”0″ animation_offset=””]

    Title

    Balancing Professional Prototypes Increases the Valuation of Women in Male-Dominated Professions

    Author

    Felix Danbold and Corinne Bendersky

    Source

    Organizational Science

    Published

    2020

    DOI

    10.1287/orsc.2019.1288

    Link

    https://doi.org/10.1287/orsc.2019.1288

    Research brief prepared by

    Grusha Agarwal

    [/fusion_title][fusion_widget_area name=”avada-custom-sidebar-researchbriefsidebar” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” /][/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]

  • GBV Report

  • Juggling acts: How South Korean new moms balance work and family in a culture of overwork

    Juggling acts: How South Korean new moms balance work and family in a culture of overwork

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    Mothers frequently find themselves balancing family duties with work obligations, caught between deep-seated cultural expectations of motherhood and the rigorous demands of professional life. As they consider parental leave, how do they navigate these dual pressures? A recent study provides insights into the lived experiences and challenges of South Korean college-educated women. South Korea is known for its intense overwork culture where hours are long, the boundaries between office and home often vanish, and the office environment is rife with competition. Drawing on interviews with 64 mothers, this study busts the myth that mothers sideline their careers upon returning from their parental leave. Instead, these new mothers intensify their work commitments, trying to outcompete their prior productivity levels as well as their peers’. This puts them at risk of burning out, especially if they do not have a supportive family network.

    Before conducting this research, researchers Eunsil Oh and Eunmi Mun were intrigued by a puzzling pattern. Despite the South Korean government’s parental leave reforms—including a 90-day fully-paid maternity leave and an additional year with partial pay for childcare—there has not been a change in the alarming rate at which new mothers were leaving the workforce. More startling is the fact that several soon-to-be mothers are forgoing these benefits, choosing instead to leave the companies outright. Over one-fifth of mothers do not stay past a year upon returning. Oh noted this peculiar situation, saying, “You are on leave but you are an employee […], torn between two competing devotions to work and family in this vacuum period.”

    Mun, meanwhile, had been exploring the complexities of parental leave policies. One of her previous studies highlighted the ambivalence of HR managers towards mothers in the East Asian context.1 While they touted the potential of these policies to attract and retain women employees, they implicitly expected new mothers to seamlessly return to the office post-leave, maintaining their pre-leave work ethos and efficiency. Mun reflects, “I never had the chance to listen to women’s voices about these perceptions.” She adds, “We [researchers] actually do not know how women think about parental leave, if they can manage it? If so, how do they manage it?”

    When setting the duration of their leave, career and team considerations take precedence over their personal needs.

    Oh’s fieldwork in South Korea helped provide this missing piece: the two researchers incorporated a question about mothers’ parental leave experiences in her study. Responses were overwhelming, with 64 mothers sharing extensively on their experiences.  From the interviews, it is clear that mothers are acutely conscious of these unspoken expectations from their peers and managers. They strategically approach parental leave, opting for this benefit only if they plan to return to their career. When setting the duration of their leave, career and team considerations take precedence over their personal needs. Even when off-duty, the mothers interviewed never detached from their professional commitments. They would recalibrate the duration of their leave, paying attention to signals from their team about workload and urgency.

    Upon their return, these new mothers experience a deep sense of obligation to their employers for “granting” them a parental leave. This prompts them to go above and beyond in their roles, a phenomenon Oh and Mun refer to as “compensatory work devotion.” These mothers attempt to work harder and longer than they did before their leave and compared to their “childless” peers. Yet, achieving this without family support is nearly insurmountable. In South Korea, it is widely believed that children under the age of three should be under family care and, more specifically, mothers’ and grandmothers’ care. Some mothers interviewed decided to quit their careers because they could not provide this compensatory work devotion while being a mom.

    These mothers attempt to work harder and longer than they did before their leave and compared to their “childless” peers. Yet, achieving this without family support is nearly insurmountable.

    When discussing recommendations for policymakers, the researchers stress the importance of reconsidering existing workplace norms and, if needed, pushing against these norms, by, for example, curbing work hours and overtime. South Korea started a 52-hour workweek in 2018, yet this is only a beginning, as such measures remain a topic of debate.2 Mun, weighing on the broader societal implications, notes that “these new policies [parental leave] are not simply pushing organizations or individuals to provide certain benefits, but they are sending a message of where the society needs to be headed.”

    Organizations can also take an active role in helping mothers reintegrate their position after a leave. Encouraging findings come from firms that tailor task distribution and allocate teams in ways that allow mothers to re-enter without having to prove their place. For effective policy design that champions women in the workforce, reconsidering workplace norms and the nature of work is crucial — a sentiment Oh encapsulates as treating them as a “package deal,” where policies promoting gender equality need to go hand in hand with labor market policies.

    References

    [1] Brinton, M.C. and Mun, E. Between state and family: managers’ implementation and evaluation of parental leave policies in Japan, Socio-Economic Review, Volume 14, Issue 2, April 2016, Pages 257–281, https://doi.org/10.1093/ser/mwv021

    [2] McCurry, J. (2023, March 15). South Korea U-turns on 69-hour working week after youth backlash. The Guardian. https://www.theguardian.com/world/2023/mar/15/south-korea-u-turns-on-69-hour-working-week-after-youth-backlash

    ______
    Research brief prepared by:

    Daphné Baldassari

    [/fusion_text][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” top_margin=”20″ bottom_margin=”20″ alignment=”center” /][fusion_button link=”https://www.gendereconomy.org/research-briefs/” target=”_blank” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” color=”custom” button_gradient_top_color=”#62bd19″ button_gradient_bottom_color=”#62bd19″ button_gradient_top_color_hover=”#00c2e2″ button_gradient_bottom_color_hover=”#00c2e2″ stretch=”yes” icon_position=”left” icon_divider=”no” animation_direction=”left” animation_speed=”0.3″]See more research briefs[/fusion_button][fusion_separator style_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” top_margin=”20″ bottom_margin=”20″ alignment=”center” /][fusion_recent_posts layout=”default” hover_type=”none” columns=”3″ number_posts=”3″ offset=”0″ pull_by=”category” cat_slug=”research-briefs” thumbnail=”yes” title=”yes” meta=”no” meta_author=”no” meta_categories=”no” meta_date=”yes” meta_comments=”yes” meta_tags=”no” excerpt=”no” excerpt_length=”35″ strip_html=”yes” scrolling=”no” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” animation_direction=”left” animation_speed=”0.3″ /][/fusion_builder_column][fusion_builder_column type=”1_4″ layout=”1_4″ center_content=”no” hover_type=”none” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” background_position=”left top” background_repeat=”no-repeat” border_style=”solid” border_position=”all” animation_direction=”left” animation_speed=”0.3″ last=”true” first=”false” border_sizes_top=”0″ border_sizes_bottom=”0″ border_sizes_left=”0″ border_sizes_right=”0″ min_height=”” link=”” background_blend_mode=”overlay”][fusion_title title_type=”text” rotation_effect=”bounceIn” display_time=”1200″ highlight_effect=”circle” loop_animation=”off” highlight_width=”9″ highlight_top_margin=”0″ before_text=”” rotation_text=”” highlight_text=”” after_text=”” title_link=”off” link_url=”” link_target=”_self” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” sticky_display=”normal,sticky” class=”briefsummary” id=”” content_align_medium=”” content_align_small=”” content_align=”left” size=”3″ animated_font_size=”” fusion_font_family_title_font=”” fusion_font_variant_title_font=”” font_size=”” line_height=”” letter_spacing=”” text_transform=”” text_color=”” hue=”” saturation=”” lightness=”” alpha=”” animated_text_color=”” text_shadow=”no” text_shadow_vertical=”” text_shadow_horizontal=”” text_shadow_blur=”0″ text_shadow_color=”” text_stroke=”no” text_stroke_size=”1″ text_stroke_color=”” text_overflow=”none” margin_top_medium=”” margin_right_medium=”” margin_bottom_medium=”” margin_left_medium=”” margin_top_small=”” margin_right_small=”” margin_bottom_small=”” margin_left_small=”” margin_top=”” margin_right=”” margin_bottom=”” margin_left=”” margin_top_mobile=”” margin_bottom_mobile=”” gradient_font=”no” gradient_start_color=”” gradient_end_color=”” gradient_start_position=”0″ gradient_end_position=”100″ gradient_type=”linear” radial_direction=”center center” linear_angle=”180″ highlight_color=”” style_type=”none” sep_color=”” link_color=”” link_hover_color=”” animation_type=”” animation_direction=”left” animation_color=”” animation_speed=”0.3″ animation_delay=”0″ animation_offset=””]

    Title

    Compensatory Work Devotion: How a Culture of Overwork Shapes Women’s Parental Leave in South Korea

    Author

    Eunsil Oh, Eunmi Mun

    Source

    Gender & Society

    Published

    2022

    DOI

    10.1177/089124322211021

    Link

    https://doi.org/10.1177/089124322211021

    Research brief prepared by

    Daphné Baldassari

    [/fusion_title][fusion_widget_area name=”avada-custom-sidebar-researchbriefsidebar” hide_on_mobile=”small-visibility,medium-visibility,large-visibility” /][/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]