‘Women’s work penalty’ in access to flexible working arrangements across Europe

@article{Chung2019WomensWP,
  title={‘Women’s work penalty’ in access to flexible working arrangements across Europe},
  author={Heejung Chung},
  journal={European Journal of Industrial Relations},
  year={2019},
  volume={25},
  pages={23 - 40}
}
  • Heejung Chung
  • Published 1 March 2019
  • Economics, Business, Sociology
  • European Journal of Industrial Relations
Many assume that women and workers in female-dominated workplaces will have better access to flexible working arrangements. Some use this as justification for the low wages found in these workplaces. Yet, empirical results are mixed. I explore this question by examining workers’ access to schedule control across 27 European countries, and find no discernible gender differences in access to schedule control when individual and company-level characteristics are taken into account. However… 

Dualization and the access to occupational family‐friendly working‐time arrangements across Europe

This paper examines outsider’s relative access to occupational level family-friendly policies. I use data from the European Working Condition Survey of 2015 across 30 European countries examining

Gender Differences in Perceived Workplace Flexibility Among Older Workers in the Netherlands: A Brief Report

  • M. DammanK. Henkens
  • Economics
    Journal of applied gerontology : the official journal of the Southern Gerontological Society
  • 2018
Results show that the studied women on average perceive to have less workplace flexibility than men, both in work schedule and in work location, which warrants attention in discussions about prolonged employment.

Gender, Flexibility Stigma and the Perceived Negative Consequences of Flexible Working in the UK

This study examines the prevalence and the gender differences in the perceptions and experiences of flexibility stigma—i.e., the belief that workers who use flexible working arrangements for care

Women in the German Workplace: What Facilitates or Constrains Their Claims-Making for Career Advancement?

To contribute to the understanding of gender inequalities within the workplace, this article explored gender differences in claims-making for career advancement and how they depend on workplace

Fathers’ Perceptions of the Availability of Flexible Working Arrangements: Evidence from the UK

A conditional right to request flexible working arrangements (FWAs) has existed for most UK employee parents since 2003. However, there are growing concerns about access, particularly among fathers.

Flexible time – but is the time owned? Family friendly and family unfriendly work arrangements, occupational gender composition and wages: a test of the mother-friendly job hypothesis in Sweden

ABSTRACT The relationship between gender, working conditions, occupational gender composition and wages is investigated to test the support for the mother-friendly job hypothesis in the

A more equal deal? Employer-employee flexibility, gender and parents' work-family tensions in Sweden.

BACKGROUND The potential of flexible scheduling to alleviate work-family tensions and replace female part-time work has not been thoroughly explored. Specifically, research has not acknowledged that

Company-Level Family Policies: Who Has Access to It and What Are Some of Its Outcomes?

Despite the increase in the number of studies that examine the cross-national variation in the policy configuration that allow a better work–family integration, very few look beyond the national

Flexible Working, Work–Life Balance, and Gender Equality: Introduction

The results of the studies show that gender matters in understanding the outcomes of flexible working, but also it matters differently in different contexts.

Beyond Formal Access: Organizational Context, Working From Home, and Work–Family Conflict of Men and Women in European Workplaces

Results show that an ideal worker culture amplifies the increase in work family conflict due to working from home, but equally for men and men, since women experience more work–family conflict than men.

References

SHOWING 1-10 OF 54 REFERENCES

Dualization and the access to occupational family‐friendly working‐time arrangements across Europe

This paper examines outsider’s relative access to occupational level family-friendly policies. I use data from the European Working Condition Survey of 2015 across 30 European countries examining

Limited Access: Gender, Occupational Composition, and Flexible Work Scheduling

Results show that those who work in integrated occupations are more likely to have access to flexible scheduling, and women and men do not take jobs with lower pay in return for greater access to flexibility, instead, jobs with higher pay offer greater flexibility.

Individuals, Jobs, and Labor Markets: The Devaluation of Women's Work

Although abundant evidence documents pay penalties for female-dominated jobs, there is also substantial variation in gender inequality across U.S. metropolitan areas. These lines of research are

Paths towards Family‐friendly Working Time Arrangements: Comparing Workplaces in Different Countries and Industries

  • T. Wiss
  • Business
    Social policy & administration
  • 2017
Examination of conditions under which firms provide family‐friendly working time arrangements and what the differences are across four countries and four industries suggests that the effects of agency variables and their direction vary depending on the institutional context.

Women's Opportunities under Different Family Policy Constellations: Gender, Class, and Inequality Tradeoffs in Western Countries Re-examined

This article explores tradeoffs reflecting interaction effects between socioeconomic class and different types of family policies on gender inequalities in terms of agency and economic inequality in

Limited Access: Disparities in Flexible Work Schedules and Work-at-home

This research tests predictions regarding potential disparities among the employed by personal characteristics in the ability to vary the starting and ending times of their workday and engage in work

The Rewards of Authority in the Workplace: Do Gender and Age Matter?

Authority in the workplace has its benefits. It is well-established that job authority generally yields higher earnings. In this study, the authors ask: Does that observation extend to other

A Question of Justice

Within an organizational justice framework, this article investigates which group of employees are less likely to have access to flexible schedule options. Using data from the 1997 National Study of

Family Policies, Wage Structures, and Gender Gaps: Sources of Earnings Inequality in 20 Countries

This study uncovers an unexpected effect of family-friendly policies on women's economic attainments. Using hierarchical linear models, the analysis combines individual-level data (obtained from the

Managing flexible work arrangements in US organizations: formalized discretion or ‘a right to ask’

Scholars of the American workplace agree that the employment relationship has changed in significant ways but disagree about whether workplaces are now best characterized as 'legalized' or
...