Fiche du document
1 juillet 2023
- handle: 10670/1.0wq4kf
- hal: hal-03873809
- doi: 10.3368/jhr.1121-12014R2
Ce document est lié à :
info:eu-repo/semantics/altIdentifier/doi/10.3368/jhr.1121-12014R2
http://creativecommons.org/licenses/by-nc-nd/ , info:eu-repo/semantics/OpenAccess
Mots-clés
Work absence Job substitutability Gender wage inequality J - Labor and Demographic Economics/J.J1 - Demographic Economics/J.J1.J16 - Economics of Gender • Non-labor Discrimination J - Labor and Demographic Economics/J.J2 - Demand and Supply of Labor/J.J2.J22 - Time Allocation and Labor SupplySujets proches
Work, Method of Industry (Psychology) Method of work Professional services Jobs Careers Career patterns Jobs Careers Trades Career patternsCiter ce document
Ghazala Azmat et al., « Workplace Presenteeism, Job Substitutability and Gender Inequality », Archive ouverte de Sciences Po (SPIRE), ID : 10.3368/jhr.1121-12014R2
Métriques
Partage / Export
Résumé
This paper explores how the parenthood wage penalty is partially explained by an increased within-couple gap in job uniqueness (i.e., the within-establishment substitutability of workers). Uniqueness is rewarded with higher wages, but it requires worker presenteeism (i.e., the lack of unpredictable work absences), which entails a higher cost of childbearing. Using a within-couple event study approach, we show that after the arrival of the first child, women take more days of absence than men and their likelihood of holding jobs with low substitutability decreases. We find that 15 years after childbearing, the male-female gender gap in holding a (higher-paying) unique jobs increases by 6 percentage points. The results suggest that structural changes towards greater work flexibility, making it less costly for workers in unique jobs not to be present, can help to reduce the parenthood wage penalty.