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Public release date: 11-Jun-2013[ | E-mail |
Share ] Contact: Ken McGuffin
mcguffin@rotman.utoronto.ca
416-946-3818
University of Toronto, Rotman School of Management
Toronto If policy-makers want to do something about falling birth rates, they may want to take a look at improving how people are treated at work when they step outside of traditional family roles at home.
New studies show that middle-class men who take on non-traditional caregiving roles are treated worse at work than men who stick closer to traditional gender norms in the family. Women without children and mothers with non-traditional caregiving arrangements are treated worst of all.
"Their hours are no different than other employees', but their co-workers appear to be picking up on their non-traditional caregiving roles and are treating them disrespectfully," says Prof. Jennifer Berdahl of the University of Toronto's Rotman School of Management, who co-authored the study with Sue Moon from the Long Island University Post.
Results were based on two separate field studies, each using mail-in surveys. The first was targeted at unionized workers in female-dominated occupations and the other was targeted at public service workers in a male-dominated workforce.
Overall, the studies found consequences for any employee who violated traditional gender roles when it came to having a family. The least harassed in the office? Fathers and mothers who followed more traditional gender norms; that is, men who did less caregiving and domestic tasks at home and women who did more.
The results suggest that how well a worker performs their gender role in the home has more bearing on how they are treated at work than how well that worker performs their job. As a result, men and women are likely to feel pressure at work to conform to traditional roles at home. "They may choose not to have children if these traditional roles are not feasible for them, or get in the way of family or career goals," according to Prof. Berdahl.
Prof. Berdahl points out that workplace treatment is different from pay and promotions. "Both male and female employees suffer lower pay and fewer promotions after taking time off work to care for family, to extents that cannot be explained by possible skill loss, hours, performance, or ambition."
"What we really need is a more flexible workplace and policies that protect employees who choose to use that flexibility or not, regardless of their gender," says Prof. Berdahl.
###
The study is to be published in the Journal of Social Issues.
For the latest thinking on business, management and economics from the Rotman School of Management, visit http://www.rotman.utoronto.ca/FacultyAndResearch/NewThinking.aspx.
The Rotman School of Management at the University of Toronto is redesigning business education for the 21st century with a curriculum based on Integrative Thinking. Located in the world's most diverse city, the Rotman School fosters a new way to think that enables the design of creative business solutions. The School is currently raising $200 million to ensure Canada has the world-class business school it deserves. For more information, visit http://www.rotman.utoronto.ca.
For more information:
Ken McGuffin
Manager, Media Relations
Rotman School of Management
University of Toronto
Voice 416.946.3818
E-mail mcguffin@rotman.utoronto.ca
Follow Rotman on Twitter @rotmanschool
Watch Rotman on You Tube http://www.youtube.com/rotmanschool
[ | E-mail | Share ] ?
AAAS and EurekAlert! are not responsible for the accuracy of news releases posted to EurekAlert! by contributing institutions or for the use of any information through the EurekAlert! system.
Public release date: 11-Jun-2013[ | E-mail |
Share ] Contact: Ken McGuffin
mcguffin@rotman.utoronto.ca
416-946-3818
University of Toronto, Rotman School of Management
Toronto If policy-makers want to do something about falling birth rates, they may want to take a look at improving how people are treated at work when they step outside of traditional family roles at home.
New studies show that middle-class men who take on non-traditional caregiving roles are treated worse at work than men who stick closer to traditional gender norms in the family. Women without children and mothers with non-traditional caregiving arrangements are treated worst of all.
"Their hours are no different than other employees', but their co-workers appear to be picking up on their non-traditional caregiving roles and are treating them disrespectfully," says Prof. Jennifer Berdahl of the University of Toronto's Rotman School of Management, who co-authored the study with Sue Moon from the Long Island University Post.
Results were based on two separate field studies, each using mail-in surveys. The first was targeted at unionized workers in female-dominated occupations and the other was targeted at public service workers in a male-dominated workforce.
Overall, the studies found consequences for any employee who violated traditional gender roles when it came to having a family. The least harassed in the office? Fathers and mothers who followed more traditional gender norms; that is, men who did less caregiving and domestic tasks at home and women who did more.
The results suggest that how well a worker performs their gender role in the home has more bearing on how they are treated at work than how well that worker performs their job. As a result, men and women are likely to feel pressure at work to conform to traditional roles at home. "They may choose not to have children if these traditional roles are not feasible for them, or get in the way of family or career goals," according to Prof. Berdahl.
Prof. Berdahl points out that workplace treatment is different from pay and promotions. "Both male and female employees suffer lower pay and fewer promotions after taking time off work to care for family, to extents that cannot be explained by possible skill loss, hours, performance, or ambition."
"What we really need is a more flexible workplace and policies that protect employees who choose to use that flexibility or not, regardless of their gender," says Prof. Berdahl.
###
The study is to be published in the Journal of Social Issues.
For the latest thinking on business, management and economics from the Rotman School of Management, visit http://www.rotman.utoronto.ca/FacultyAndResearch/NewThinking.aspx.
The Rotman School of Management at the University of Toronto is redesigning business education for the 21st century with a curriculum based on Integrative Thinking. Located in the world's most diverse city, the Rotman School fosters a new way to think that enables the design of creative business solutions. The School is currently raising $200 million to ensure Canada has the world-class business school it deserves. For more information, visit http://www.rotman.utoronto.ca.
For more information:
Ken McGuffin
Manager, Media Relations
Rotman School of Management
University of Toronto
Voice 416.946.3818
E-mail mcguffin@rotman.utoronto.ca
Follow Rotman on Twitter @rotmanschool
Watch Rotman on You Tube http://www.youtube.com/rotmanschool
[ | E-mail | Share ] ?
AAAS and EurekAlert! are not responsible for the accuracy of news releases posted to EurekAlert! by contributing institutions or for the use of any information through the EurekAlert! system.
Source: http://www.eurekalert.org/pub_releases/2013-06/uotr-cdt061113.php
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