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ANDERSON, DEBORAH J. BINDER, MELISSA KRAUSE, KATE Motherhood Wage Penalty: Which Mothers Pay It and Why? Presented: Atlanta, GA, American Economic Association Annual Meeting, January 2002 Cohort(s): Young Women ID Number: 3969 Publisher: American Economic Association Permission to reprint the abstract has not been received from the publisher. Studies of motherhood wage penalty typically focus on the "pure" effect of children, holding all else equal. But as all parents know, the arrival of a child means that nothing stays the same. One change especially salient to labor economists is that many mothers exit the work force. Absences from the labor market are likely to reduce wages because general and firm-specific skills depreciate and workers lose rents associated with good job matches. Low-skilled workers may be less vulnerable to such earnings erosion, since they have less human capital and their wages reflect less rent. If so, these workers may escape a motherhood wage penalty. Conversely, we would expect highly skilled women to experience the largest penalties for exiting the labor force to care for their children. ANDERSON, DEBORAH J. BINDER, MELISSA KRAUSE, KATE Motherhood Wage Penalty: Which Mothers Pay It and Why? American Economic Review 92,2 (May 2002): 354-359 Cohort(s): Young Women ID Number: 4056 Publisher: American Economic Association Permission to reprint the abstract has not been received from the publisher. The authors study the motherhood wage penalty using the 1968-1988 National Longitudinal Survey of Labor Market Experience of Young Women (NLSYW). This data allows them to investigate both cross-sectional samples (with ordinary least-squares [OLS] models) and panel samples (with fixed-effects models to control for heterogeneity). The authors conclude that the least skilled do not suffer lower wages for becoming mothers; high-skilled workers should face high costs for exiting; and women who are high-school graduates and black college graduates appear to occupy a middle position. ANDERSON, DEBORAH J. BINDER, MELISSA KRAUSE, KATE Motherhood Wage Penalty Revisited: Experience, Heterogeneity, Work Effort, and Work-Schedule Flexibility Industrial and Labor Relations Review 56,2 (January 2003): 273-295. Also: http://search.epnet.com/direct.asp?an=8864741&db=buh Cohort(s): Young Women ID Number: 4088 Publisher: New York State School of Industrial and Labor Relations, Cornell University This paper seeks an explanation for the well-documented wage disadvantage of mothers compared to women without children. An analysis of data from the 196888 National Longitudinal Survey of Young Women shows that human capital inputs and unobserved heterogeneity explain 5557% of the gap. Further analysis suggests that mothers tended to face the highest wage penalty when they first returned to work. A finding that medium-skill mothers (high school graduates) suffered more prolonged and severe wage losses than either low- or high-skill mothers casts doubt on the work-effort explanation for the wage gap, according to which women reduce work effort in response to childcare duties. The authors instead cite variable time constraints: high school graduates are likely to hold jobs requiring their presence during regular office hours, and are unlikely to gain flexibility by finding work at other hours or by taking work home in the evening. [ABSTRACT FROM PUBLISHER] ANDERSON, DEBORAH J. SHAPIRO, DAVID Racial Differences in Access to High-Paying Jobs and the Wage Gap Between Black and White Women Industrial and Labor Relations Review 49,2 (January 1996): 273-286 Cohort(s): Young Women ID Number: 2689 Publisher: New York State School of Industrial and Labor Relations, Cornell University Permission to reprint the abstract has not been received from the publisher. A study examines the role that racial differences in access to high-paying occupations played in determining the racial wage gap in the 1980s. Analyzing data on black and white women aged 34-44 from the National Longitudinal Surveys for 1968-1988, the study estimates the effects of human capital characteristics and discrimination on segregation into high- and low-wage jobs by race. It is found that differences in workers' measured characteristics explain little of either the observed occupational segregation by race or the racial wage gap in 1988. Further analysis suggests that several changes in the wage structure for women during the 1980s, notably a widening of occupational wage differentials and an increase in the returns on education, abetted direct discrimination in enlarging the racial wage gap among women. (Copyright New York State School of Industrial & Labor Relations 1996) Search returned 4 items. Search Start: 20:19:27 Search Finish: 20:19:27
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