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Female Executives and the Motherhood Penalty

January 2021

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The 10 most similar working papers to the working paper 'Female Executives and the Motherhood Penalty' are listed below in order of similarity.

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  The Parental Gender Earnings Gap in the United States
  

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  This paper examines the parental gender earnings gap, the within-couple differences in earnings over time, before and after the birth of a child. The presence and timing of children are important components of the gender wage gap, but there is selection in both decisions. We estimate the earnings gap between male and female spouses over time, which allows us to control for this timing choice as well as other shared external earnings shifters, such as the local labor market. We use Social Security Administration Detail Earnings Records (SSA-DER) data linked to the Survey of Income and Program Participation (SIPP) to examine a panel of earnings from 1978 to 2011 for the individuals in the SIPP sample. Our main results show that the spousal earnings gap doubles between two years before the birth of the first child and the year after that child is born. After the child's first year of life the gap continues to grow for the next five years, but at a much slower rate, then tapers off and even begins to fall once the child reaches school-age.
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• Working Paper

  
  
  The Timing of Teenage Births: Estimating the Effect on High School Graduation and Later Life Outcomes
  

  January 2016

  Authors: Danielle H. Sandler, Lisa Schulkind

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  We examine the long-term outcomes for a population of teenage mothers who give birth to their children around the end of their high school year. We compare the mothers whose high school education was interrupted by childbirth, because the child was born before her expected graduation date to mothers who did not experience the same disruption to their education. We find that mothers who give birth during the school year are seven percent less likely to graduate from high school, are less likely to be married, and have more children than their counterparts who gave birth just a few months later. The labor market outcomes for these two sets of teenage mothers are not statistically different, but with a lower likelihood of marriage and more children, the households of the treated mothers are more likely to fall below the poverty threshold. While differences in educational attainment have narrowed over time, the differences in labor market outcomes and family structure have remained stable.
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• Working Paper

  
  
  Maternal Labor Dynamics: Participation, Earnings, and Employer Changes
  

  December 2019

  Authors: Danielle H. Sandler, Nichole Szembrot

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  As aging of the U.S. population places increased demands on public programs such as Social Security, an important question is how long older Americans are willing and able to work before they retire from the labor force. While studies based on household surveys have provided information on the role of savings, health status, pension and health insurance coverage, there is relatively little information on how workplace and employer characteristics affect the employment of older workers. In this study we use linked employer-employee data to explore the relationship between the characteristics of jobs held at age 55 and early retirement. We focus on a sample of 63-year-olds drawn from the 2005-2008 American Community Survey. We match this sample to information on their earnings, employment, employers and coworkers drawn from the Longitudinal Employer-Household Dynamics data for the years in which they age from 55 to 63. We use employment status as reported in the ACS to split the sample into those who have retired by age 63 and those who continue to work. We then examine differences between early retirees and continuing workers in the characteristics of their employment at age 55, and at how these characteristics change as they approach age 63. We find that early retirees are more likely to be employed by larger employers at age 55 than are continuers. They work for employers with somewhat higher pay than do continuers, and are less likely to have young coworkers.
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• Working Paper

  
  
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  September 2020

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  CES-20-25

  We study the role of family-leave mandates in shaping the gender composition at U.S. firms that experience a negative demand shock. In a regression discontinuity framework, we compare firms mandated to provide job-protected leave under the Family and Medical Leave Act (FMLA) and firms that are exempt from the law (non-FMLA) following the post-2001 surge in Chinese imports. Using confidential microdata on matched employers and employees in the U.S. non-farm private sector, we find that between 2000 and 2003, an increase in import competition decreases the share of female workers at FMLA compared to non-FMLA firms. The negative differential effect is driven by female workers in prime childbearing years, with less than college education, and is strongest at firms with all male managers. We find similar patterns in changes in the female share of earnings and promotions. These results suggest that, when traditional gender norms prevail, adverse shocks may exacerbate gender inequalities in the presence of job-protected leave mandates.
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• Working Paper

  
  
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  March 2018

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  We document the tendency of fathers in the U.S. to share employers with their sons and daughters. We show that the rate of job sharing is much higher than can be explained by the fact that fathers and sons tend to live near each other. Younger children are much more likely to share their father's employer, as are children of high-earning fathers. We find that sons' earnings at shared jobs tend to be higher than at unshared jobs but see no statistically signi?cant di'erence for daughters. Much of the earnings differential is associated with jobs at shared employers being in higher-paying industries. When we control for employer characteristics, we see a much smaller son earnings premium for working together with his father. We also investigate the impact of sharing an employer on intergenerational mobility and demonstrate that for sons, sharing an employer at some point before age 30 is associated with a higher rank in the earnings distribution as an adult but that this association is independent of the father's rank in the earnings distribution.
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• Working Paper

  
  
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  September 2015

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• Working Paper

  
  
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