Working Paper: NBER ID: w25378
Authors: Elizabeth L. Doran; Ann P. Bartel; Jane Waldfogel
Abstract: Although the gender wage gap in the U.S. has narrowed, women’s career trajectories diverge from men’s after the birth of children, suggesting a potential role for family-friendly policies. We provide new evidence on employer provision of these policies. Using the American Time Use Survey, we find that women are less likely than men to have access to any employer-provided paid leave and this differential is entirely explained by part-time status. Using the NLSY97, we find that young women are more likely to have access to specifically designated paid parental leave, even in part-time jobs. Both datasets show insignificant gender differentials in access to employer-subsidized child care and access to scheduling flexibility. We conclude with a discussion of policy implications
Keywords: gender wage gap; family-friendly policies; labor market; paid leave
JEL Codes: J32; J38; J71
Edges that are evidenced by causal inference methods are in orange, and the rest are in light blue.
| Cause | Effect |
|---|---|
| part-time status (J22) | access to paid leave (J22) |
| gender (J16) | access to paid leave (J22) |
| gender differential in access to paid leave (J16) | part-time status (J22) |
| gender (J16) | part-time status (J22) |
| part-time status (J22) | gender differential in access to paid leave (J16) |
| young women (J16) | access to paid parental leave (J22) |
| gender (J16) | access to employer-subsidized childcare (J32) |
| gender (J16) | scheduling flexibility (J29) |