Workplace Variation in Fatherhood Wage Premiums: Do Formalization and Performance Pay Matter?

Sylvia Fuller, Lynn Cooke

Research output: Contribution to journalArticle

Abstract

Parenthood contributes substantially to broader gender wage inequality. The intensification of gendered divisions of paid and unpaid work after the birth of a child create unequal constraints and expectations such that, all else equal, mothers earn less than childless women, but fathers earn a wage premium. The fatherhood wage premium, however, varies substantially among men. Analyses of linked workplace-employee data from Canada reveal how organizational context conditions educational, occupational, and family-status variation in fatherhood premiums. More formal employment relations (collective bargaining and human resource departments) reduce both overall fatherhood premiums and group differences in them, while performance pay systems (merit and incentive pay) have mixed effects. Shifting entrenched gendered divisions of household labour is thus not the only pathway to minimizing fathers’ wage advantage.
LanguageEnglish
Pages768-788
JournalWork, Employment and Society
Volume32
Issue number4
Early online date30 Apr 2018
DOIs
StatusPublished - 1 Aug 2018

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fatherhood
formalization
premium
wage
workplace
performance
father
incentive wage
unpaid work
bargaining
parenthood
human resources
employee
Canada
labor
Formalization
Wages
Performance pay
Work place
Premium

Keywords

  • fatherhood
  • organizations
  • wage inequalities

Cite this

Workplace Variation in Fatherhood Wage Premiums: Do Formalization and Performance Pay Matter? / Fuller, Sylvia; Cooke, Lynn.

In: Work, Employment and Society, Vol. 32, No. 4, 01.08.2018, p. 768-788.

Research output: Contribution to journalArticle

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