COVID-19 and Gender Gaps in Employment, Wages, and Work Hours: Lower Inequalities and Higher Motherhood Penalty
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ABSTRACT: Supplementary Information
The online version contains supplementary material available at 10.1057/s41294-022-00198-z.
SUBMITTER: Tverdostup M
PROVIDER: S-EPMC9366806 | biostudies-literature | 2022 Aug
REPOSITORIES: biostudies-literature
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Project description:In this paper, we present evidence from the Current Population Survey examining the effects of the COVID-19 crisis on parental status and gender inequalities in employment in the United States. We show that the drop in the employment rate in post-outbreak months was largely driven by mass layoffs and not by workers quitting their jobs. Results from fixed-effects regression models show a strong fatherhood premium in the likelihood of being laid off for post-outbreak months compared to mothers, men without children, and women without children. We also found that the "fatherhood premium" was higher among lower-educated and mid-educated workers. These findings show that gaps in layoff rates exacerbated pre-existing forms of parental status and gender inequality in employment. Possible mechanisms are discussed, but more work is needed to explain why employers were less likely to lay off fathers following the outbreak, and the short- and long-term consequences of the COVID-19 pandemic in reinforcing parental status and gender inequality in employment in the United States.
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Project description:Many societies report an increasingly divergent development of managers' salaries compared to that of their workforce. Moreover, there is often a lack in diversity amongst managerial boards. We investigate the role of managers' gender and incentive scheme on wages chosen for workers by conducting two experimental studies. The data reveal male managers respond in more self-oriented ways to their incentive scheme. Further, we find that experience with the workers' task can increase appreciation of workers. Effects are strongest when the managers' compensation scheme rules out self-orientation. Overall, female managers display more consistency in choosing adequate wages for workers, i.e. their choices are less affected by incentives. An increase in diversity may thus help reducing salary disparities and foster work atmosphere.
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Project description:Using panel data on the age group 50-70 in 15 European countries, we analyze the effects of providing informal care to parents, parents-in-law, stepparents, and grandparents on employment status and work hours. We account for fixed individual effects and test for endogeneity of caregiving using moments exploiting standard instruments (e.g., parental death) as well as higher-order moment conditions (Lewbel instruments). Specification tests suggest that informal care provision and daily caregiving can be treated as exogenous variables. We find a significant and negative effect of daily caregiving on employment status and work hours. This effect is particularly strong for women. On the other hand, providing care at a weekly (or less than weekly) frequency does not significantly affect paid work. We do not find evidence of heterogeneous effects of caregiving on paid work across European regions.
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Project description:Background: Physicians marry other physicians at a high rate, and theories suggest being married to a physician (MTP) may impact a physician's productivity in different ways. This impact may differ by gender and rurality of work location. This study empirically examines MTP's effects by gender and rurality of physicians' work location. Data and Method: This study uses both the Association of American Medical Colleges (AAMC) 2019 National Sample Survey of Physicians (n = 6,000) and the American Community Survey data 2006-2017 (n = 72,900). We conducted cross-sectional, multivariate analysis with interaction terms between MTP, gender, and rurality, controlling for various work and personal characteristics. Results: A female MTP physician works 2.9 fewer hours (95% confidence interval [CI]: -4.3 to -1.4, p = 0.000) per week than a female non-MTP physician, while a male MTP physician's weekly work hours are not significantly different from a male non-MTP physician's. Compared to non-MTP counterparts, male MTP physicians are more likely to have on-call work, and female MTP physicians are much less likely to have on-call work; male MTP physicians earn $6,635 more (95% CIs: $1,613-$11,657, p = 0.010) per year, while female MTP female physicians earn $5,018 less (95% CIs: -$10,684 to $648, p = 0.083). Furthermore, the MTP-associated gender differential effects are more prominent for physicians in rural areas than in urban areas. Results from both datasets are highly comparable. Conclusions: MTP's effects widen the gender gap in physicians' work hours, on-call probability, and earnings. Understanding and examining the mechanisms for these gender differential effects are essential to promote equity in the physician workforce.
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Project description:To date, relatively few studies analyzed the motherhood penalty as experienced by immigrant women. The principal objective of this research is to establish whether the negative effect of motherhood on wages is higher for immigrants than it is for the native population; and how this effect may vary across different immigrant regions of origin. Using data from the Enquête Revenus Fiscaux et Sociaux from 2009 to 2012 (INSEE, 2009-2012), a series of linear regression models were calculated to examine whether the effect of motherhood on wages differs for immigrant women and native women; and to what extent this effect varies across different immigrant origin groups. Specifically, this study explores the effect of motherhood on immigrant labor market integration in France from three regions of origin, as compared to native French women: immigrants from sub-Saharan Africa, the Maghreb (Algeria, Tunisia, and Morocco), and from European countries (each and every region of origin is considered separately in comparison to native French women). The results revealed substantial differences in the motherhood penalty between the different regions of origin and assert the existence of an especially pronounced motherhood penalty for mothers from the Maghreb. Given the gap in the research with regards to the cost of motherhood for immigrants in the labor market of the host country, this research sheds light on specific mechanisms influencing the integration patterns of immigrant women. Moreover, by choosing France, which is one of the main immigration destinations in Europe, and a country where the motherhood penalty for the native population is almost non-existent, this study provides a new perspective on the intersection of motherhood, immigration, and region of origin in the immigrants' labor-market integration process.
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Project description:ImportanceThe share of the population covered by accountable care organizations (ACOs) is growing, but the association between this increase and physician employment is unknown.ObjectiveTo investigate the association between the growth of ACOs and changes in physician work hours, probability of being self-employed, and probability of working in a hospital.Design, setting, and participantsA fixed-effects design was used in this cross-sectional study to compare changes in physician employment in hospital referral regions with high vs low ACO growth. A nationally representative 1% sample of all working US physicians obtained annually from 2011 through 2015 from the American Community Survey (N = 49 582) was included. Data analysis was conducted from March 28, 2017, to April 10, 2018.Main outcomes and measuresPhysician hours worked per week, probability of being self-employed, and probability of working in a hospital.ResultsOf the 49 582 physicians included in the study, 63.5% were men; the mean (SD) age of sampled physicians was 46.01 (11.59) years. In 2011, sampled physicians worked a mean (SD) of 52.2 (16.1) hours per week, 24.43% were self-employed, and 42.03% worked in a hospital. A 10-percentage point increase in ACO enrollment in a hospital referral region was associated with a statistically significant reduction of 0.82 (95% CI, -1.52 to -0.13; P = .02) work hours in men and a decrease of 2% (95% CI, -3.8% to -0.1%; P = .04) in the probability of all physicians being self-employed. The association with self-employment was strongest (-5.0%; 95% CI, -8.7% to -1.4%; P = .006) in physicians aged 50 to 69 years, who were also more likely (4.0%; 95% CI, 1.0% to 6.9%; P = .009) to work in a hospital.Conclusions and relevanceThe growth of ACOs within hospital referral regions appears to be associated with a reduction in hours of work and self-employment among physicians. These results suggest that ACOs may affect physician employment patterns.
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Project description:BackgroundThe gender gap in physician pay is often attributed in part to women working fewer hours than men, but evidence to date is limited by self-report and a lack of detail regarding clinical revenue and gender differences in practice style.MethodsUsing national all-payer claims and data from electronic health records, we conducted a cross-sectional analysis of 24.4 million primary care office visits in 2017 and performed comparisons between female and male physicians in the same practices. Our primary independent variable was physician gender; outcomes included visit revenue, visit counts, days worked, and observed visit time (interval between the initiation and the termination of a visit). We created multivariable regression models at the year, day, and visit level after adjustment for characteristics of the primary care physicians (PCPs), patients, and types of visit and for practice fixed effects.ResultsIn 2017, female PCPs generated 10.9% less revenue from office visits than their male counterparts (-$39,143.2; 95% confidence interval [CI], -53,523.0 to -24,763.4) and conducted 10.8% fewer visits (-330.5 visits; 95% CI, -406.6 to -254.3) over 2.6% fewer clinical days (-5.3 days; 95% CI, -7.7 to -3.0), after adjustment for age, academic degree, specialty, and number of sessions worked per week, yet spent 2.6% more observed time in visits that year than their male counterparts (1201.3 minutes; 95% CI, 184.7 to 2218.0). Per visit, after adjustment for PCP, patient, and visit characteristics, female PCPs generated equal revenue but spent 15.7% more time with a patient (2.4 minutes; 95% CI, 2.1 to 2.6). These results were consistent in subgroup analyses according to the gender and health status of the patients and the type and complexity of the visits.ConclusionsFemale PCPs generated less visit revenue than male colleagues in the same practices owing to a lower volume of visits, yet spent more time in direct patient care per visit, per day, and per year. (Funded in part by the Robert Wood Johnson Foundation.).
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Project description:This article provides a comprehensive analysis of the increase in gender inequality in paid work during the pandemic to unpack the relative relevance of labor market and work-family conflict processes. Using panel data from the United States Current Population Survey, we examine four mechanisms in an integrated analysis that explicitly includes single-parent households and assesses the moderating role of women's economic position relative to their partners. The results indicate that increases in gender inequality during the pandemic were heavily concentrated in households with children but also partly connected to gender differences in prepandemic labor market positions and to the higher prevalence of women in lower earner position relative to their partners. Single parents were more negatively impacted than partnered parents, but the disproportionate concentration of this impact on women does not contribute much to increases in overall gender inequality due to the relatively smaller size of this group.
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