Polarization in Mothers' Employment

Abstract

Using secondary analysis of large, nationally representative government data sets, we explore the interaction of occupational class and the age of youngest child in mothers' labour force participation. We show that levels of full‐time working vary markedly in each occupational class and by age of youngest child. Within part‐time working, the principal form of labour force participation for mothers, there are marked class differences in eligibility for ‘short‐term’ and ‘long‐term’ employment rights, as well as in the ‘quality’ of part‐time working. We suggest that the impact on mothers' employment of the age of the youngest child is mediated by mothers' occupational class and conclude that there is growing evidence of polarities in the employment experience of mothers in different occupational classes.

Universal versus Economically Polarized Change in Age at First Birth: A French–British Comparison

“…Much higher rates of returning to the same job after maternity leave is achieved through a much higher use of formal (paid) child-care in France (Hantrais 1994; Gregory and Windebank 2000). There has been a rise in British mothers returning to work through formal child-care, but this have been concentrated among higher-earners as women’s professional occupational opportunities expanded (Glover and Arber 1995). Part-time work is less common in France.…”

Constraints and Choices in Mothers' Employment careers: a Consideration of Hakim's Preference Theory

“…Addressed in particular is Hakim's argument (2000: 7) that the main determinant of women's heterogeneous employment patterns and work histories is heterogeneity in their preferences for differing combinations of family work and paid employment. There has also been a growing awareness of the existence of differences between women in the labour market (Dex, Joshi and Macran 1996;McRae 1993;Glover and Arber 1995). The existence of a continuum of work-family preferences means that women with similar preferences (but differing capacities for overcoming constraints) will have very different labour market careers.…”

Gendering Pensions: Making Women Visible

“…Furthermore, important empirical and theoretical contributions have been produced regarding the impact upon women of these gendered policies and organizational gender blindness as well as the implications for women's earning capacity and pension entitlements (Blake et al, 2007;Dex 1999;Foster, 2010;Ginn 2003Ginn , 2004Ginn , 2006Ginn , 2008Ginn , 2012Ginn and MacIntye, 2013;Ginn and Aber, 1993Glover and Arber, 1995;Mayer and Bridgen, 2008;Thane, 2002Thane, , 2006Thane, , 2010Walby, 2009). But despite the obvious connections between gender discrimination in the labour market and pension inequality later in life, the subject has received relatively little theoretical attention in the discipline of management and organization studies.…”

“…In addition significant research (Blake et al, 2007;Dex 1999;Foster, 2010;Ginn 2003Ginn , 2004Ginn , 2006Ginn , 2008Ginn , 2012Ginn and MacIntye, 2013;Ginn and Aber, 1993Glover and Arber, 1995;Mayer and Bridgen, 2008;Thane, 2006Thane, , 2010Walby, 2009) has demonstrated how disadvantage is sustained throughout women's lives by gendered labour market participation and gender blind institutional mechanisms and practices. The following section will explore this with specific reference to current UK pension policy.…”