Race and Marital History as Correlates of Women's Access to Family-Friendly Employee Benefits

Using a nationally representative sample of young women surveyed intermittently since 1968 (N = 2030), this study assessed the effects of race and marital history on access to family-friendly employee benefits between 1978 and 1995. Accounting for such factors as work history, total number of employers for whom the respondent has worked, education level, and number of children, race was found to act as a suppressor variable. White women were found to work for more years for employers providing family-friendly benefits even though Black women worked for more years in full-time jobs. Results suggested that systematic biases relegated Black women to lower-paying full-time jobs without family-friendly benefits more so than was the case for White women. Policy implications regarding affirmative action are discussed. No relationship was found between marital history and access to jobs with family-friendly benefits when taking into account other sociodemographic and employment-related characteristics.