The Avoidance of Bias Against Caregiving

  title={The Avoidance of Bias Against Caregiving},
  author={Robert Drago and Carol L. Colbeck and Kai Dawn Stauffer and Amy Pirretti and Kurt R. Burkum and Jennifer Fazioli and G Lazzaro and Tara Habasevich},
  journal={American Behavioral Scientist},
  pages={1222 - 1247}
The authors analyze bias avoidance behaviors, whereby employees respond to biases against caregiving in the workplace by strategically minimizing or hiding family commitments. They divide bias avoidance behaviors into productive types that improve work performance and unproductive types that are inefficient. Original survey data from 4,188 chemistry and English faculty in 507 U.S. colleges and universities suggest both types of bias avoidance are relatively common and women more often report… 

Tables from this paper

Bias Avoidance: Cross-cultural Differences in the US and Australian Academies

Bias avoidance behaviour arises when individuals minimize or hide family commitments to achieve career success. Bias avoidance behaviour can be divided into productive types of behaviour that free up

Family‐friendly policies and gender bias in academia

It is found that similar conditions for female academics exist in the US as in Nordic countries, suggesting that advancement may be more dependent upon prevailing social conditions and gender stereotypes.

Antecedents and Consequences of Perceived Family Responsibilities Discrimination in the Workplace

Family responsibilities discrimination (FRD) is a fast-developing trend in employment law, with the number of successful lawsuits brought by family caregivers doubling since 2000. Although the legal

Workplace Matters

Policies to render employment and family more compatible have been adopted in many postindustrial countries. But the organizational contexts that facilitate or hinder employees' policy usage have

Moving Beyond Family-Friendly Policies for Faculty Mothers

This article reports the findings of a study of family-friendly workplace policies at 17 institutions in one midwestern state to analyze the potential impact of policies on the career pathways of

Is Family Responsibilities Discrimination the New Sex Discrimination? Lessonsfrom School Teachersâ Perceptions

This exploratory mixed-methods study uses grounded theory to examine the organizational and individual dimensions of Family Responsibilities Discrimination (FRD) and perceptions of FRD as a

Compensatory Work Devotion: How a Culture of Overwork Shapes Women’s Parental Leave in South Korea

Despite growing concerns that parental leave policies may reinforce the marginalization of mothers in the labor market and reproduce the gendered division of household labor, few studies examine how

Gender Inequality, Stress Exposure, and Well-Being among Academic Faculty

Gender inequalities in salary, rank and access to leadership positions characterize institutions of higher education and disadvantage women faculty. Differential exposure to noxious working

Antecedents and Consequences of Faculty Women’s Academic–Parental Role Balancing

This paper examines antecedents and consequences of faculty women’s academic–parental role balancing, defined as the process of experiencing greater interrole facilitation/enhancement than interrole

Workplace Faculty Friendships and Work-Family Culture

Although various work-family policies are available to faculty members, many underuse these policies due to concerns about negative career consequences. Therefore, we believe it is important to



Impact of family-supportive work variables on work-family conflict and strain: A control perspective.

The authors examined the direct and indirect effects of organizational policies and practices that are supportive of family responsibilities on work-family conflict and psychological, physical, and

The Role of Organizational Size and Industry in Job Quality and Work-Family Relationships

In this study we update analyses of the 1977 QES (Zipp, 1991) using data from the 1997 National Study of the Changing Workforce. We use hierarchical linear modeling procedures to partition the

Understanding the "Family Gap" in Pay for Women with Children

Evidence is provided on the links between one such family policy and women's pay, which suggests that maternity leave coverage, by raising women's retention after childbirth, also raises women's levels of work experience, job tenure, and pay.

The Impact of Workplace Support on Work-Family Role Strain

Work-family research has demonstrated that a significant proportion of employed parents experience some or a great deal of difficulty coordinating employment and family demands (see review by

Breaking the Mold: Women, Men, and Time in the New Corporate World.

east to the west. (This is probably the case in Russia, which has recorded substantial capital flight in the past two years.) They conclude that only proper economic policies in the eastpolicies

Changes in Children's Time with Parents, U.S. 1981-1997

This paper examines changes in the time American children spent with their parents between 1981 and 1997, and the contribution to these changes of shifting patterns of female labor force

Changes in Children's Time with Parents

This paper examines changes in the time American children spent with their parents between 1981 and 1997, and the contribution to these changes of shifting patterns of female labor force

Is Anyone Doing the Housework? Trends in the Gender Division of Household Labor

Time-diary data from representative samples ofAmerican adults show thatthenumber ofoverall hours ofdomestic labor (excluding child care andshopping) has continued to decline steadily and predictably

Do Babies Matter? The Effect of Family Formation on the Lifelong Careers of Academic Men and Women.

When I first became the Dean of the Graduate Division at Berkeley last year, Fifty-one percent of the 2,500 new graduate students whom I welcomed were women, which is close to the majority in that profession.

A Study on the Status of Women Faculty in Science at MIT

This report describes the efforts of an extraordinary group of women faculty in the School of Science to understand and ameliorate the long-term effects of discrimination in academia.