Who chooses part-time work and why?

Dunn, Megan

doi:10.21916/mlr.2018.8

Cited by 20 publications

(23 citation statements)

References 20 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Note that the unemployment rate was well above the underemployment rate before the Great Recession. For the US, our underemployment index is not available, and we have to proxy it using U7, a statistic which only uses data on involuntary part-timers who are usually part-time (see Dunn, 2018). However, from the UK as well as data from other European countries based on the European Labour Force Surveys, it is clear that it is not just involuntary part-timers who want more hours, but so too do voluntary part-timers and even some fulltimers (Bell and Blanchflower, 2019).…”

Section: Unemployment and Underemploymentmentioning

confidence: 99%

Us and Uk Labour Markets Before and During the Covid-19 Crash

Bell¹,

Blanchflower

2020

NIER

122

View full text Add to dashboard Cite

We examine labour market performance in the US and the UK prior to the onset of the Covid-19 crash. We then track the changes that have occurred in the months and days from the beginning of March 2020 using what we call the Economics of Walking About (EWA) that shows a collapse twenty times faster and much deeper than the Great Recession. We examine unemployment insurance claims by state by day in the US as well as weekly national data. We track the distributional impact of the shock and show that already it is hitting the most vulnerable groups who are least able to work from home the hardest – the young, the least educated and minorities. We have no official labour market data for the UK past January but see evidence that job placements have fallen sharply. We report findings from an online poll fielded from 11–16 April 2020 showing that a third of workers in Canada and the US report that they have lost at least half of their income due to the Covid-19 crisis, compared with a quarter in the UK and 45 per cent in China. We estimate that the unemployment rate in the US is around 20 per cent in April. It is hard to know what it is in the UK given the paucity of data, but it has gone up a lot.

show abstract

Section: Unemployment and Underemploymentmentioning

confidence: 99%

Us and Uk Labour Markets Before and During the Covid-19 Crash

Bell¹,

Blanchflower

2020

NIER

122

View full text Add to dashboard Cite

show abstract

“…By age, teenagers and older workers are most likely to work part-time compared with prime-age (25-54 years) workers. Older workers (65 years of age and older) have tended to work part-time a great deal more than workers age 55 to 64 years, but their employment in part-time work has declined greatly from 1994 to 2016, from 48.3% to 34.6% ( Dunn, 2018 ). Nevertheless, many older workers need assistance in searching for part-time work, something that the unemployment insurance (UI) system has rarely supported in the past when recipients formerly had been working full-time.…”

Section: Part-time Employmentmentioning

confidence: 99%

Public Employment Policy for an Aging Workforce

Wandner

Balducchi²,

O’Leary

2018

Gerontology and Geriatric Medicine

View full text Add to dashboard Cite

Americans are working longer. For many older workers, employment earnings are essential for self-sufficiency. When older workers are forced to change jobs, they suffer bigger earnings losses and take longer to find new jobs than prime-age workers. Unfortunately, public workforce policy has not adapted to serve older workers. Our strategic survey of published research evidence and government statistics suggests a variety of ways that employment programs could be adapted to benefit older workers. In this article, we examine the changing age composition of the labor force, the employment patterns of older workers, and offer specific improvements in public employment policy for an aging workforce.

show abstract

“…It has been over 50 years since the passage of the Equal Pay Act in 1963, yet women only make 80 cents for every dollar that a man earns (Fontenot, Semega, & Kollar, ). Societal explanations for this pay gap between men and women include higher rates and success of negotiation attempts for males, a disproportionately higher rate of males in leadership positions, and higher rates of females working part‐time and/or shouldering a greater proportion of family care requirements (Artz, Goodall, & Oswald, ; Bowles, Babcock, & Lai, ; Budig & England, ; Dunn, ; Hultin, ; McKinsey & Company, ). The degree to which the aforementioned factors contribute to the pay gap in genetic counseling has not been specifically explored.…”

Section: Introductionmentioning

confidence: 99%

“…Female genetic counselors may also be at a salary disadvantage due to family care responsibilities that limit their availability to work full‐time or work long hours. Studies of non‐genetic counseling fields have shown that women across the world are almost twice as likely to hold part‐time positions and experience breaks in employment than men (OECD, ) and may experience part‐time work or breaks in employment for reasons relating to child and family care (Budig & England, ; Dunn, ; Juhn & McCue, ). It should be explored if such factors impact salary in genetic counseling settings.…”

Section: Introductionmentioning

confidence: 99%

The gendered pay gap in genetic counseling

Barnett

Myers

Spaeth

et al. 2020

Journal of Genetic Counseling

View full text Add to dashboard Cite

A gendered pay gap in the genetic counseling profession has been identified in recent years, though reasons for its existence have not been explored in depth. The primary aim of this study was to determine what demographic characteristics and career experiences influence annual salary rates and which of those factors differ between male and female genetic counselors. The secondary aim of this study was to determine whether genetic counselors perceive a pay gap and to identify attitudes toward their salaries. Surveys were sent to the nearly 4,000 genetic counselors who are members of the National Society of Genetic Counselors (NSGC), and we report results from 355 respondents. A significant interaction was found between gender and position (direct vs. non‐direct patient care). In the best‐fitting multiple regression model, male genetic counselors earned $23,736 more than females in non‐direct patient care roles (p < .001) and $1,552 more than females in direct patient care roles (p < .001). Years of experience, leadership experience score, negotiation attempts, licensure, and certification were all found to be predictors of annual salary. Most female genetic counselors perceived there to be a pay gap and most male genetic counselors did not (p = .01). Results from this study could contribute to changes in employment and compensation practices, as well as impact genetic counselors’ strategies in role‐ and salary‐based conversations.

show abstract

Who chooses part-time work and why?

Abstract: The Federal Interagency Forum on Aging-Related Statistics (Forum) was founded in 1986 to foster collaboration among Federal agencies that produce or use statistical data on the older population. Forum agencies as of June 2016 are listed below.

Cited by 20 publications

References 20 publications

Us and Uk Labour Markets Before and During the Covid-19 Crash

Us and Uk Labour Markets Before and During the Covid-19 Crash

Public Employment Policy for an Aging Workforce

The gendered pay gap in genetic counseling

Contact Info

Product

Resources

About