Getting a Job: Is There a Motherhood Penalty?1

By Shelley J. Correll, S. Benard, In-Sun Paik. American Journal of Sociology, 2007

1,751 citations recorded by the source corpus.

Subfields: Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/863c6fd910392b109ae4599942c8ce8460e31db3

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Citations in the corpus

Why Should Women Get Less? Evidence on the Gender Pay Gap from Multifactorial Survey Experiments (2017, background): “With respect to an adequate theoretical understanding of gender pay ratios, reward expectations theory might interact with processes of statistical discrimination on the employer side, which was not the focus of this study (for similar arguments, see Correll and Benard 2006; Correll et al. 2007).”
Business as Plan B (2015, background): “…very few, responsibilities outside of work (Acker, 1990; Williams, 2001; Jacobs and Gerson, 2004), create more work–family conflict for women than for men because cultural norms still prescribe that women have greater responsibility for caregiving (Blair-Loy, 2003; Correll, Benard, and Paik, 2007).”
Discrimination against Queer Women in the U.S. Workforce (2016, background): “Thus, although this audit study established an actual rate of discrimination against queer women who apply to jobs in the United States, it is not possible to understand or measure the mechanism underlying this discrimination (Correll et al. 2007).”
The Parity Penalty in Life Course Perspective (2014, background): “Demand-side arguments offer an alternative explanation: mothers are less likely than childless women to work in high-status occupations, because employers view them as less productive, committed, and competent (Correll et al. 2007; England 2010).”
Good Housekeeping, Great Expectations: Gender and Housework Norms (2019, background): “Vignette studies and experiments as such resume audit studies are now well known in the sociological literature on labor market inequality and work-family ideals (Correll, Benard, and Paik 2007; Pager 2003; Pedulla and Thébaud 2015).”
The individual experience of unemployment. (2012, background): “Pregnant job applicants and women who indicate they are parents may receive lower hiring recommendation ratings (Correll et al. 2007, Cunningham & Macan 2007).”
Inside the Black Box of Organizational Life: The Gendered Language of Performance Assessment (2020, background): “Existing social psychological research, reviewed below, identifies mechanisms that produce bias favoring men over women (Correll et al. 2007; Ridgeway 2011; Rudman et al. 2012; Steinpreis et al. 1999; Wynn and Correll 2018).”
Gender Stereotypes. (2018, background): “For instance, in a study in which job applications were rated, mothers were approximately two times less likely to be recommended for the job than women without children, despite the fact that their stated qualifications were identical (Correll et al. 2007).”
A Reconsideration of the Fatherhood Premium (2013, background): “In a laboratory experiment, Correll, Benard, and Paik (2007) found that, when evaluating equally qualified married fathers and married childless men, undergraduates rated fathers more favorably in terms of their anticipated commitment to the job and recommended a higher starting salary.”