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Getting a Job: Is There a Motherhood Penalty?

2007/03/01 by Shelley J. Correll, Stephen Benard, In Paik · 1 voice · 108 citations
Social Sciences · #Gender Diversity and Inequality #Work-Family Balance Challenges #Gender Politics and Representation

paper · doi:10.1086/511799

Abstract

Survey research finds that mothers suffer a substantial wage penalty, although the causal mechanism producing it remains elusive. The authors employed a laboratory experiment to evaluate the hypothesis that status-based discrimination plays an important role and an audit study of actual employers to assess its real-world implications. In both studies, participants evaluated application materials for a pair of same-gender equally qualified job candidates who differed on parental status. The laboratory experiment found that mothers were penalized on a host of measures, including perceived competence and recommended starting salary. Men were not penalized for, and sometimes benefited from, being a parent. The audit study showed that actual employers discriminate against mothers, but not against fathers. Mothers experience disadvantages in the workplace in addition to those commonly associated with gender. For example, two recent studies find that employed mothers in the United States suffer a per-child wage penalty of approximately 5%, on average, after controlling for the usual human capital and occupational factors that affect wages (Budig and England 2001; Anderson, Binder, and Krause 2003). In a summary of economic research, Crittenden (2001) concludes that, for those under the age of 35, the pay gap between mothers and nonmothers is larger than the pay gap between men and women. As Glass (2004) notes, employed mothers are 1

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