While the policy rationale for family leave is clear, it has created unintended consequences for women in the fight for equal pay, write Benjamin Posmanick, Morgan Adderley, and Peter Q. Blair
over the past three decades. This statistic is surprising on its own, but even more so because the wage gap wasAs labor economists studying inequality, we were drawn to the question of stagnant gender wage convergence. The answer that we found surprised us—the passage of family-leave policies such as the Family and Medical Leave Act contributed to the stagnation of gender wage convergence.
The FMLA is a federal policy that requires firms to provide unpaid job-protected leave of up to 12 weeks for qualified workers, regardless of gender. The FMLA is often used following the birth or adoption of a child, for someone’s own medical needs, or the medical needs of a loved one. The policy rationale for family leave is clear: people should not be penalized for taking time away from work to take care of their families or themselves. However, if the intention of the leave is to prevent family obligations from negatively impacting someone’s career, our research sheds light on an unexpected consequence for women.
In our study, we show that men and women differ in the length of job leave spells when the leave is due to the birth or adoption of a child. Women take approximately four times more days of leave, compared to men. Firms, engaging in a practice that economists refer to as statistical discrimination, may take the expected difference into consideration during the hiring or promotion process.
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