Are motherhood penalties and fatherhood bonuses warranted? Comparing pro-work behaviors and conditions of mothers, fathers, and non-parents |
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Authors: | Julie A Kmec |
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Institution: | Washington State University, Department of Sociology, Pullman, WA 99164-4020, United States |
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Abstract: | Research has confirmed a motherhood penalty and fatherhood bonus at work. Employers, it appears, regard mothers and fathers differently from one another and differently from non-parents. We have yet to systematically explore whether mothers exhibit fewer pro-work behaviors than fathers and non-parents or whether fathers engage in more of them than mothers and non-parents. This article draws on nationally representative data from full-time employed adults to investigate mother, father, and non-parent differences in work effort, work intensity, job engagement, and four measures of work enhancement from home. Mothers and fathers are similar on five out of seven outcomes tapping pro-work dimensions. When they differ, mothers report greater job engagement and work intensity than fathers. Mothers are no different from non-parents on all outcomes. All findings hold net of individual, job, and family controls. I conclude that reducing workplace gender inequality will require organizational changes that pay explicit attention to workers’ care-giving responsibilities. |
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Keywords: | Motherhood Fatherhood Gender Pro-work behaviors and conditions |
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