Career Break Research Articles

The Motherhood Wage Penalty: A Meta-Analysis

Mothers tend to receive lower wages than comparable childless women. This ‘motherhood wage gap’ has been reported in numerous studies. We summarize the existing empirical evidence on this topic using meta-analysis and test for several mechanisms which can be responsible for the persistence of the wage gap. Based on 208 wage effects of having exactly one child and 245 wage effects of the total number of children, we find an average motherhood wage gap of around 3.7 percent. While the gaps associated with the total number of children are mostly explained by the loss of mothers’ human capital during child-related career breaks, the gaps associated with one child are predominantly driven by mothers’ choice of jobs and occupations that pay less. The residual gap is smallest in Nordic countries, where public policies actively support gender equality and reconciliation of work and family, as well as Belgium and France, and largest in the post-socialist countries of Central and Eastern Europe and Anglo-Saxon countries.

Regional Women’s Economic Participation: A Systematic-based Review of Structural Economic Transformation in Indonesia

This article draws upon available works of literature to argue that the regional women’s economic participation in structural economic transformation in Indonesia has been challenged continuously by cultural and structural factors. This reviewed article aims at providing several scientific publications on a related topic to map the available sources in understanding the contribution of women in the economic sector as well as the challenges they faced. This review paper employs a qualitative method with a systematic review of certain works related to women’s participation in the economic sector. This review paper aims to provide a conceptual framework and navigation for further research conducted in a related field study. This article also synthesising an overview of the current study. By analysing reports, statistics, and prior works on this women’s participation and transition into formal employment issues, this article finds Indonesian women are still less involved in the labour force and labour market than men. Socio-cultural and structural barriers contribute to the low participation of women in the economy. Such barriers include career interruption of childbirth and childcare responsibility, less education and skills, care services that the women involved considered secondary, low wage, unsupported gender-based regulations, and low support to gender equality.

A Springboard for physicians returning to practice.

Many physicians take time out of training and have decreased confidence and poor performance ratings on their return. Courses employing multiple educational methods have been shown to be effective in easing learners into new clinical roles during transition periods but, to date, there is limited evidence for courses to support trainees returning to practice (RTP). A 2-day course, named Springboard, was developed, specifically to address theneeds oftrainee physicians RTP.It employed a blended, multi-modal approach to learning, including lectures, workshops, case-based sessions, interactive panel discussions, small group teaching, peer-led practical advice sessions and simulation training. Springboard was delivered eight times between 2014 and 2019 with a total of 540 doctors attending. We analysed participant pre-and post-course questionnaire feedback. Reasons for doctors taking time out of training included parental leave, research, fellowships in education and leadership, health-related absence and career breaks. Time out of training ranged between 3months and 6years. A significant pre/post-course increase in candidates' self-reported leadership skills and confidence in being prepared to return to practice was demonstrated alongside an appreciation of a multi-modal, 'boot camp' course delivered by expert faculty and a networking experience. Dedicated training courses tailored to the needs of physicians RTP provide an opportunity for improving confidence relating to many areas of clinical and non-clinical practice as well as providing an environment for networking and sharing experiences. Further work would be valuable to establish the potential of providing this on a larger scale.

Career Break, Not a Brake on Career: A Study of the Reasons and Enablers of Women’s Re-entry to Technology Careers in India

Career re-entry of women in the technology sector remains an unexplored area. With the increasing focus of information technology (IT) organisations to attract, retain and promote women at the workplace, career re-entry among women professionals’ merits attention. The purpose of this study is to investigate the reasons and enablers of career re-entry among women who plan a re-entry in the IT sector in India. This study employed a qualitative research method and used interviews as a tool for data collection. Data collected through the interviews of re-entry women ( n = 28) was analysed with the help of qualitative analysis software ATLAS.ti. Further, text analysis was also performed through Voyant tools. Findings suggest that a strong career identity, a high level of work centrality and an urge to regain financial independence motivated women to return to IT careers. Findings revealed seven distinct enablers of career re-entry. Based on this finding, a model of the support ecosystem is discussed that presents an intricate relationship between the enablers of career re-entry, support ecosystem and career resumption. Moreover, findings indicate that an active agency of women, a support ecosystem and favourable life events lead to career re-entry. Managerial and theoretical implications of findings are discussed. The article concludes with limitations and future research agenda.

Acknowledging complexity in evaluation of gender equality interventions.

Acknowledging complexity in evaluation of gender equality interventions.

Reflections on motherhood and the impact of COVID 19 pandemic on women's scientific careers.

I am writing this piece in a bit of an impulse. It has been several months now since life was normal. I used to have childcare support and I could often go outside to work, to run errands or for any other reason. Now, my two-year-old daughter wakes me up at about 6:30 AM and I play with her until lunchtime. She takes a two-hour nap in the afternoon, a period I use for remote work meetings. When she wakes up, I stay with her until around 7:00 PM. Then it is TV and dinnertime for her and work time for me again. She typically goes to bed at 8:30 PM, and I stay in her room until about 9:30 PM. At that point, I am exhausted. I can rarely work at that time. I have been in self-isolation at home with my elderly mother, who is at high risk for SARS-CoV-2 infection. Of course, it does not help that I no longer can count on external childcare and that in my country the response to COVID-19 has been the second worst in the world, with potential to become the worst soon.

Work, life, and the gender effect: Perspectives of ACVIM Diplomates in 2017. Part 2-The intersection of personal life and professional career.

BackgroundIn the field of veterinary surgery, women neither marry nor have children at the same rate as men, and those who do may experience more career disruption as a result. The American College of Veterinary Internal Medicine (ACVIM) is 1 of the few areas of specialized medicine that is predominantly female; it is unknown if such a demographic shift would produce a different environment for individuals cultivating their personal life.Hypothesis/ObjectivesTo report data regarding subjective and objective aspects of the intersection of the personal and professional lives of Diplomates of the ACVIM.SampleEight hundred ninety‐six surveys (781 completed) of ACVIM Diplomates, including cardiology, large and small animal internal medicine, neurology, and oncology.MethodsAn 82‐item online survey was distributed to ACVIM Diplomates via Diplomate college listservs. Participation was voluntary.ResultsMen were more likely to be married and have children than were women. Women had or adopted their first child at a later career stage compared with men, and agreed more strongly that career stage was an influential factor in family planning. Those with children worked fewer hours compared with those without, and this effect was greater among women. Women were more likely to require external childcare, but most men and women shared childcare responsibilities equally outside of working hours.Conclusions and Clinical ImportanceThe intersection of personal and professional life differs between men and women in the ACVIM, which may create different needs, preferences, or barriers to work‐life balance in the workforce.

Gender pension gaps along the distribution: An application to the French case

AbstractIn this article we estimate the relative contributions to the gender pension gap of career duration and income earned at different points along the pension income distribution, as well as the role played by minimum pensions and other partly or wholly non-contributory policies in reducing this gap. Our research covers all retirees in France in 2012 employed in the public or private sector at least once in their lifetimes. We first highlight that at every point in the distribution, the gender pension gap is wider for private-sector retirees than for those in the public sector. This is because public sector careers are less fragmented and because the calculation of the public sector reference wage does not penalize career interruptions so heavily. This relative advantage of women in the public sector is probably an additional factor explaining their over-representation in this sector. Applying the decomposition method proposed by Firpo et al. (2007, 2009), we show that composition differences in the gender pension gap are essentially due to differences in contribution periods and wages, with a smaller effect of career duration in the public sector than in the private. In the first deciles, the gap can be attributed largely to differences in career duration. This effect gradually weakens, and differences in the reference wage become the main explanation. We also show that minimum contributory pensions play an extremely important role in limiting the gender pension gap in the first deciles, essentially in the private sector. Last, we show that in all cases the unexplained share of the pension gap is substantial only at the bottom of the distribution and, to a lesser extent, in the top decile. The unexplained share is generally smaller than the explained one and favours men.

A Design Thinking Approach for Designing Careers: Finding Authenticity and Increasing Self-Efficacy

The current work environment, characterized by high mobility, career interruptions and temporary work, requires management students to actively design their career trajectories and re-design them as circumstances change. Departing from traditional one-on-one coaching sessions, we investigate the effectiveness of a collaborative life design method based on Design Thinking and conducted in large groups. Through a quasi-experiment we find that students who attended the life design workshop significantly increased their Positive Psychological Capital (specifically self-efficacy, resilience and hope), their self-esteem and the presence of meaning in life. The qualitative data analysis revealed that the intervention allowed students to broaden their sight on life, discover authenticity by reframing their measures of success. Business schools could consider offering courses on career design with a collaborative design thinking approach to support students in learning a methodology which could better equip them to navigate the future of work.

Exploring the Experience of Women in sports field Overcoming Career breaks

Exploring the Experience of Women in sports field Overcoming Career breaks

Cooperative as A Lifelong Learning Platform: Focusing on Cases of Career Break Women’s Consumer Cooperative Activities

Cooperative as A Lifelong Learning Platform: Focusing on Cases of Career Break Women’s Consumer Cooperative Activities

Maori Scientists Experiences of Work: The Cultural Double-Shift and the Drivers and Consequences

This paper explores Maori, the indigenous people of New Zealand, and the role that cultural factors play on work experiences of Maori Scientists, given their limited number but growing legislated sector demands around cultural engagement. This paper seeks to understand the drivers and consequences of the unique pressures and demands on their work time. In study one, we interviewed 12 Maori scientists around their work experiences which identified cultural factors as a significant job-related pressures and themes around whakawhanaungatanga (relationship management), kawenga (responsibilities), and taumaha (workload). In study two, we used a three-wave study design with a large cohort of Maori Scientists and find commonality with study one themes, but also more detailed themes emerged around aheinga tangata (human capacity), tikanga (correct practice), hauora (wellbeing) and umanga takaware (career disruption). Ultimately, we classify these pressures as mahi-rua (cultural double-shift) whereby Maori Scientists feel they must work two roles (work and culture) to do their job properly. The consequences are detrimental towards wellbeing and career. Finally, using study two data and a third study examining job descriptions/contracts, we find limited employer support for adequate engagement in cultural roles. We discuss the implications for employers and the sector.

Career breaks, broken pensions? Long-run effects of early and late-career unemployment spells on pension entitlements

AbstractUnemployment periods and other career breaks have long-term scarring effects on future labour market possibilities, permanently affecting workers' retirement income and standard of living as pensioners. Previous literature has focused on the impact of job loss on working careers with little attention to its impact on pension wealth, particularly the extent to which longevity heterogeneity amplifies unemployment scars. This paper investigates the effect of single and multiple unemployment spells on the lifetime pension entitlements of earnings-related contributory pension schemes, considering the timing and duration of breaks, alternative lifecycle labour earnings profiles, scarring and restoration effects on labour market re-entry, the existence of pension credits and pension accruals for periods spent outside the labour market, longevity heterogeneity, and the accumulation and decumulation redistributive features of the pension scheme. Pension entitlements are estimated using a backward-looking simulation approach based on the actual Portuguese public pension system rules and stylized labour market profiles identified in the SHARE Job Episodes Panel data using a sequence analysis. Longevity heterogeneity is modelled using a stochastic mortality model with a frailty model. Our results show that the timing and duration of unemployment periods is critical, that scarring effects amplify pension wealth losses, that minimum pension provisions, pension credits and pension scheme redistributive features can partially mitigate the impact of unemployment periods on future entitlements, and that the presence of positive correlation between lifetime income and longevity career breaks can amplify the asymmetry in the distribution of pension entitlements across income groups.

Universal Basic Income as a Way of Redistribution of Experience between Individuals and Groups

This article reviews the possible role of the universal basic income in the transformation of experience in gender and age perspectives. The universal basic income has been particularly hotly debated in recent decades. Regardless of the position, the common tone of the debates is the imperative “we must experiment.” Such a close interest in the universal basic income derives from the fact that it threatens to change the “generic” for humans situation of finiteness of resources and the need to work. Thus, it is able to change the experience of what it means to be human. Since the universal basic income allows to separate labor from income, it is likely that its introduction will return value to the currently stigmatized or devalued types of labor, such as child care, elderly care or domestic work. It creates opportunities for experience redistribution in gender perspective: care and leaving (career break), affective connection, and sensitivity could become the business of both parents, not just mothers. Another experience redistribution is possible in age perspective. Along with automation of labor, population ageing is a universal process that will sooner or later affect all the countries. Alarmist narratives that present this process as a threat and a problem now prevail. They are largely based on outdated ideas about old age and what it means to be old. However, in fact, ageing is the maturation of the population as a whole. With a proper re-evaluation of the meaning and significance of old age, the introduction of the universal basic income could create material conditions for the transfer of experience from the elderly to the younger – for the first time since traditional societies.

A Study on the Transformation of Perception of Women with Career Break through Lifelong Learning -Focusing on Women Participants in the Image Coaching Program-

A Study on the Transformation of Perception of Women with Career Break through Lifelong Learning -Focusing on Women Participants in the Image Coaching Program-

Perspectives on Participation in Continuous Vocational Education Training-An Interview Study.

In European industrialized countries, a large number of companies in the healthcare, hotel, and catering sectors, as well as in the technology sector, are affected by demographic, political, and technological developments resulting in a greater need of skilled workers with a simultaneous shortage of skilled workers (CEDEFOP, 2015, 2016). Consequently, employers have to address workers who have not been taken into account such as low-skilled workers, workers returning from a career break, people with a migrant background, older people, and jobseekers and train them, in order to guarantee the professionalization of this workforce (Festing and Harsch, 2018). Continuing vocational education and training (CVET) is seen as an indispensable tool; because CVET has advantages for both employers and employees, it helps to increase the productivity of companies (Barrett and O’Connell, 2001), to prevent the widening of socioeconomic disparities (Dieckhoff, 2007), and to open up career opportunities for the workforce (Rubenson and Desjardins, 2009). However, participation rate on CVET seems to differ, depending on institutional factors (such as sector and size of the company) and individual characteristics (such as qualification level, migration background, age and time of absence from work) (e.g., Rubenson and Desjardins, 2009; Wiseman and Parry, 2017). In contrast to previous research, our study aims to provide a holistic view of reasons for and against CVET, combining the different perspectives of employers and (potential) employees. The analysis of reasons and barriers was carried out based on semi-structured interviews. Fifty-seven employers, 73 employees, and 42 jobseekers (potential employees) from the sectors retail, healthcare and social services, hotels and catering, and technology were interviewed. Results point to considerable differences in the reasons and barriers mentioned by the disadvantaged groups. These differences are particularly significant between employees on the one side and employers, as well as jobseekers, on the other side, while the reasons to attend CVET of jobseekers are more similar to those of employers. The results can be used to tailor CVET more closely to the needs of (potential) employees and thus strengthen both the qualification and career opportunities of (potential) employees and the competitiveness and productivity of companies.

Effects of Health Perception, Generativity, and Wisdom on Job Competency of Korean Care Workers

Purpose: The purpose of this study is to produce fundamental materials for nursing intervention development for care workers’ job competency enhancement by analyzing impact of care workers’ health perception, generativity and wisdom on job competency. Methods: Data was collected by means of self-report questionnaire with ethical considerations from 116 care workers at two nursing homes and one care worker center in D Borough in D City, two nursing homes in J Borough, and one nursing home in S Borough. The collected data was then analyzed by frequency scale, mean, standard deviation, t-test, ANOVA, Pearson correlational coefficients, and stepwise multiple regression. Results: The care workers’ health perception scored 3.86 points out of 5 points, generativity scored 2.75 points out of 4 points, and wisdom scored 3.49 points out of 5 points, and job competency scored 3.79 points out of 5 points. The job competency of care workers was a moderate positive correlation with health perception (r=.49, p<.001), generativity (r=.34, p<.001), wisdom (r=.47, p<.001). The health perception (?=.346, p<.001) of care workers had a significant influence on job competency. Health perception, wisdom and work experience of care workers explained 39.6% of job competency. Conclusion: Care workers should be provided with environmental and institutional strategies for constant service provision without career disruption. Job competency affected by care workers’ health, wisdom and work experience, therefore, regular check-up and spur for maintenance of good health are required, in addition to constant refresher and capability enhancement education for extended wisdom on caring and life in daily lives. On top of that, a capability management program should be developed in consideration of the said factors. Job competency increased in proportion to work years in elder caring, therefore, institutional management of manpower is needed in policy-level.

Career Breakout Sessions Early Career Break Out (CB801)

Career Breakout Sessions Early Career Break Out (CB801)

Senior Career Break Out (CB803)

Senior Career Break Out (CB803)

Gender and Executive Job Mobility: Evidence from Mergers and Acquisitions

The increasing presence of women in executive positions has fostered interest in understanding how men and women fare in the managerial labor market. We examine gender differences in managerial job mobility by focusing on managers displaced (almost 90%) when their firms are acquired. Comparing labor market outcomes for similarly-ranked managers from the same target firm and within the same functional area, we find that career disruption results in a larger drop in rank for female managers, despite similar job search efforts. Gender differences are moderated for managers hired by firms with more women in upper echelon positions. Women with rich prior managerial experience and service on external boards also fare well. Our results point to a significant (implicit) ‘gender penalty’ for women in terms of managerial job mobility, but also indicate contexts in which the penalty may be alleviated, and even reversed.