A vicious cycle: Lack of gender equality in both the home and the workplace
Many gender inequalities stem from deep cultural norms that also influence how men and women are treated differently in the workplace and who are expected to be primary caregivers. In the United States, the gender pay gap starts early. Male-dominated fields, like computer engineering, pay much better than female-dominated occupations, like care work. In addition, the study continues to find a pay gap between men and women in the same role with the same level of education and experience. One study found that 38% of the pay gap was unexplained and could be the result of gender stereotypes. On top of that, the US has a “motherhood penalty” and a “fatherhood bonus” where men start earning more and women start earning less when they become parents.
Studies show that employers often view mothers as less committed, capable or available, and generally less financially valuable. In addition, men typically receive a 12% increase in pay after they become fathers. In the end, married mothers with at least one child under the age of 18, earned 76 cents for a married father’s dollar. If a woman is unmarried, has had more children, or is a woman of color, the gap only widens.
As a result, at home, women spend twice as much time taking care of and doing housework as men, while men spend more time at work. This “double shift,” where women work all day at the office before returning home from hours of domestic work, has not changed in decades. In addition, unlike every other advanced competitive economy, the United States does not have a paid maternity leave policy and is one of only seven rich countries that does not have a paid maternity leave policy. Private companies do not fill much of this void. Eight in ten workers in the civilian workforce in the United States do not have paid family leave benefits at all through their employers, with low-wage workers less likely to be enjoy any benefits.
Changing gender norms through policy
In contrast, countries around the world are carefully designing public policy to change the archaic gender norms and financial disadvantages that underpin them. For example, when paid parental leave was introduced in Sweden, the first iteration of the policy was gender-neutral, meaning that either parent could accept any part of the leave period. However, because of social norms around caregiving, mothers took large leave of absence, which was detrimental to them at work. Some employers are reluctant to hire young women, and many are forced to work part-time or in the public sector.
With the goal of promoting true gender equality, legislators have redesigned paid leave policies with individual benefits in mind. Instead of defaulting to gender discrimination, each parent receives a specific amount of leave. That means if the father doesn’t take leave, the rest of the money won’t go to the mother, and the family will lose the ability to maximize the total amount of time the baby spends with the parents at home.
The “use it or lose it” policy shift has resulted in Sweden’s paternity acceptance rate skyrocketing from 5 to 90% within a few short years. Cultural norms also began to change. Being a good dad means spending time with family and using paid leave, rather than doubling down on work. The global gender equality rankings show that these and other reforms have closed the gender pay gap in Sweden, while the time men and women spend in work and care is shrinking. should be more equal.
Meanwhile, in Japan, good policy is only one piece of the gender equality puzzle. To influence change, cultural narratives, mindsets, and workplace norms must also change. Japan has one of the most generous paid leave policies for men, yet, even after concerted efforts to get men to do it, only about 7% actually do. Even people who accept benefits often only get it for a few weeks, not a guaranteed year. According to some studies, these men fear that spending time with their families will derail their careers. It’s a place where it can help to survey, discuss barriers, and share stories of men who have been pioneering the normalization of male care. Research has shown that, because gender equality is not openly addressed, men in Japan want to be more active caregivers, but worry that they will be ostracized for doing so.
Other countries may want to heed Sweden’s nuanced approach and design incentives specifically to address the gender disparity that makes many men hesitant to become active carers. pole. When policies are carefully designed to address the cultural resistance and stigma associated with men investing their care and energy in their children, they are particularly effective. fruit.
When cultural stigmas and financial penalties are removed, men can and do perform caregiving. For example, our research shows that men are equally likely to need time off work to care for loved ones. The difference, however, is that many men do not feel they can comply with those care needs and women feel they have no other choice, having to leave work even without being paid for it. caregiver.
As the world has shown us, real solutions to support caring men, women and people of all genders are not out of reach here. We – as a nation – just have to be willing to find them and make them a reality.
Discover four additional ways to support men dealing with the care crisis in America.
About the author
Brigid Schulte is the director of Better Life Lab, the gender equality and work-family equity program in New America, a nonpartisan think-tank that uses narrative to change public policy, local practices work and culture so that people of all genders and racial and ethnic identities can thrive, with decent, decent work and time to care and connect throughout their lives.
Jennifer Ng’andu, executive director – The program, at RWJF, helps lead funding activities to promote social and environmental changes that help ensure that all children and their families have the full opportunities opportunities and resources to lead a healthy life, starting in the early years of a child’s life.
