Changes in Couples' Earnings Following Parenthood and Trends in Family Earnings Inequality

Gender Equality for Whom? The Changing College Education Gradients of the Division of Paid Work and Housework Among US Couples, 1968-2019

In response to women's changing roles in labor markets, couples have adopted varied strategies to reconcile career and family needs. Yet, most studies on the gendered division of labor focus almost exclusively on changes either in work or family domain. Doing so neglects the process through which couples negotiate and contest traditional work and family responsibilities. Studies that do examine these tradeoffs have highlighted how work-family strategies range far beyond simple traditional-egalitarian dichotomies but are limited to specific points in time or population subgroups. Using data from the Panel Study of Income Dynamics and latent-class analysis, this article provides the first population-based estimates of the couple-level tradeoffs inherent in work-family strategies in the United States, documents trends in the share of couples who fall into each of these strategies, and considers social stratification by gender and college education in these trends. Specifically, I identify seven distinct work-family strategies (traditional, neotraditional, her-second-shift, egalitarian, his-second-shift, female-breadwinner, and neither-full-time couples). Egalitarian couples experienced the fastest increase in prevalence among college-educated couples, whereas couples that lacked two full-time earners increased among less-educated couples. Still, about a quarter of all couples adopted "her-second-shift" strategies, with no variation across time, making it the modal work-family strategy among dual-earner couples. The long-run, couple-level results support the view that the gender revolution has stalled and suggest that this stall may be caused partly by strong traditional gender preferences, whereas structural resources appear to facilitate gender equality among a selected few.

Who Divorces Whom: Unilateral Divorce Legislation and the Educational Structure of Marriage

The introduction of unilateral divorce legislation (UDL) starting in the late 1960s led to spikes in U.S. divorce rates. We ask whether making divorce easier affected the educational structure of marriage. Using marriage and divorce certificate data covering 1970-1988, we provide new evidence on the evolution of the educational structure of marriage inflows (newlyweds) and outflows (divorces). Next, we leverage the timing of UDL introduction across states to estimate its effects on both flows. We find that UDL affected the educational structure of divorce but not of new marriages: it made generally unstable hypogamous couples (women married to less educated partners) less likely to divorce and made homogamous couples more stable than hypergamous ones (women married to more educated partners).

How Education Shapes Women's Work and Family Lives Across Race and Ethnicity

Drawing on life course and intersectional approaches, this study examines how education shapes the intertwined domains of work and family across race and ethnicity. By applying multichannel sequence analysis and cluster analysis to the National Longitudinal Survey of Youth 1979, we identify a typology of life course trajectories of work and family and test for the interactive associations of race and ethnicity with college education for different trajectory types. While our results show statistically significant and often sizable education effects across racial and ethnic groups for most of the work‒family clusters, they also suggest that the size and direction of the education effect vary widely across groups. Educational attainment plays an outsize role in shaping Black women's work‒family lives, increasing their access to steady work and partnerships, while educational attainment primarily works to increase White women's participation in part-time work. In contrast, Latina women's work‒family trajectories are less responsive to their educational attainment. In combination, the racialized role of education and persistent racial and ethnic gaps across the education distribution yield unequal patterns in work‒family strategies among Black, Latina, and White women.

Mothers in the Military: Effect of Maternity Leave Policy on Take-Up

This study exploits changes in paid maternity leave offered by one of the United States' largest employers, the Department of Defense, to estimate the effect of such policies on mothers' leave-taking. Since 2015, the U.S. Marine Corps has shifted its maternity leave policy from 6 to 18 to 12 weeks. Leave expansions increased leave duration, whereas contractions decreased leave taken by active-duty service members. However, the policy changes crowded out other forms of leave: with an increase in maternity leave available, mothers increased use of maternity leave and stopped supplementing with additional annual leave. Although all mothers used the full 6 weeks of leave in the early period, it is the less advantaged mothers-those in the enlisted ranks, first-time mothers, and single mothers-who disproportionately used more of the additional leave than officers, experienced mothers, and married mothers. Pregnant officers, experienced mothers, and single women used less leave than nonpregnant women in the months leading up to birth, but expecting additional post-birth leave did not change average pre-birth leave-taking. Our results highlight the importance of optimally sizing family leave policies and provide evidence that the true cost of such programs may be lower than the raw count of weeks provided by additional maternity leave allowances.

Heterogeneous returns to college over the life course

College graduates earn higher wages than high school graduates by age 30. Among women, the advantages of a college degree decline somewhat as they age, although they are still substantial at age 50; for men, the advantage of a college degree grows throughout the life cycle. Most previous research on returns to higher education has focused on income at a single point in time or averaged over multiple years; our contribution is to study how returns vary by age. We also document how these patterns vary by the propensity of graduating from college. We find modest wage returns for mid-propensity college graduates, but large returns for low-propensity and, for men, high-propensity college graduates. Our results rely on propensity score–based matching combined with multilevel growth curve models applied to data from the National Longitudinal Survey of Youth 1979 cohort.

Rising Inequality in Mothers' Employment Statuses: The Role of Intergenerational Transmission

During the late twentieth century, U.S. mothers' propensities to hold full-time jobs became increasingly unequal across the distribution of socioeconomic status (SES). Consequently, daughters in high-SES households became more likely to be raised by working mothers than daughters in low-SES households. To what extent did this unequal exposure further shape maternal employment inequality in the twenty-first century-when these daughters had grown into adults and begun to raise their own children? Leveraging the genealogical structure of the Panel Study of Income Dynamics, this article estimates intergenerational employment coefficients on a sample of late twentieth century mothers and their daughters. It documents a much stronger intergenerational relationship in high-SES families than in low-SES families. Supplementary analyses reveal that being raised by a working mother significantly reduces the motherhood employment penalty among high-SES women but not among low-SES women. Unequal rates of mother-daughter employment transmission by SES can account for 36% of growing inequality in maternal employment across SES groups, observed in the Current Population Survey, between 1999 and 2016. These findings indicate that family-level transmission processes magnify the effects of structural forces on maternal employment inequality.