How does job context influence employers’ views of mothers as workers? Drawing on 51 in-depth interviews with employers in the finance and business service sectors of Hungary, the authors find that finance employers rely on a variety of strategies aimed at excluding mothers from entry-level professional jobs, while business services employers invest significant resources aimed at recruiting and accommodating mothers. To explain this variation, the authors suggest that employers’ views of mothers are dependent on their perception of skill requirements and knowledge/skill dynamism.
AbendrothA.HuffmanM.TreasJ. (2014) The parity penalty in life course perspective: Motherhood and occupational status in 13 European countries. American Sociological Review79(5): 993–1014.
2.
AckerJ. (2006) Inequality regimes: Gender, class and race in organizations. Gender and Society20: 441–464.
3.
BassB. (2015) Preparing for parenthood: Gender, aspirations and the reproduction of labor market inequality. Gender & Society29(3): 362–385.
4.
BenardS.CorrellS. (2010) Normative discrimination and the motherhood penalty. Gender & Society24(5): 616–646.
5.
Blair-LoyM. (2003) Competing devotions: Career and family among female executives, Cambridge, MA: Harvard University Press.
6.
Blair-LoyM. (2009) Work without end? Scheduling flexibility and work-to-family conflict among stockbrokers. Work and Occupations36(4): 279–317.
7.
BoeckmannI.MisraJ.BudigM. (2015) Mothers’ employment in wealthy countries: How do cultural and institutional factors shape the motherhood employment and working hours gap?Social Forces94(3): 1301–1333.
8.
BriscoeF. (2007) From iron cage to iron shield? How bureaucracy enables temporal flexibility for professional service workers. Organization Science18(2): 297–314.
9.
BrittonD. (2000) The epistemology of the gendered organization. Gender and Society14(3): 418–434.
10.
BudigM.EnglandP. (2001) The wage penalty for motherhood. American Sociological Review66: 204–225.
11.
BudigM.HodgesM. (2010) Differences in disadvantage: Variation in the motherhood penalty across White women’s earnings distribution. American Sociological Review75: 705.
12.
BudigM.MisraJ.BoeckmannI. (2012) The motherhood penalty in cross-national perspective: The importance of work-family policies and cultural attitudes. Social Politics19(2): 163–193.
13.
BudigM.MisraJ.BoeckmannI. (2016) Work-family policy trade-offs for mothers? Unpacking the cross-national variation in motherhood earnings and penalties. Work & Occupations43(2): 119–177.
CastillaE. (2011) Bringing managers back in: Managerial influences on workplace inequality. American Sociological Review76(5): 667–694.
16.
CechE.Blair-LoyM. (2014) Consequences of flexibility stigma among academic scientists and engineers. Work & Occupations41(1): 86–110.
17.
ChristopherK. (2012) Extensive mothering: Employed mothers’ constructions of the good mother. Gender & Society26: 73–96.
18.
CookeL. (2014) Gendered parenthood penalties and premiums across the earnings distribution in Australia, UK and US. European Sociological Review30(3): 360–372.
19.
CorrellS.BenardS.PaikI. (2007) Getting a job: Is there a motherhood penalty?American Journal of Sociology112(5): 1297–1338.
20.
CorrellS.KellyE.Trimble-O’ConnorL.WilliamsJ. (2014) Redesigning/redefining work. Work & Occupations41(1): 5–19.
21.
CrittendonA. (2001) The price of motherhood, New York, NY: Henry Hold and Co.
22.
CrowleyJ.KolenikovS. (2013) Flexible work options and mothers’ perceptions of career harm. The Sociological Quarterly55(1): 168–195.
23.
CuddyA. J. C.FiskeS. T.GlickP. (2004) When professionals become mothers, warmth doesn’t cut the ice. Journal of Social Issues60: 701–718.
24.
Cukrowska, E., & Lovász, A. (2014). Are children driving the gender wage gap? Comparative evidence from Poland and Hungary (Budapest Working Papers on the Labor Market, BWP 2014/4). Retrieved from http://www.econ.core.hu/file/download/bwp/bwp1404.pdf.
25.
DamaskeS. (2011) For the family? How class and gender shape women’s work, Oxford, England: Oxford University Press.
26.
Den DulkL.PetersP.PoutsmaE. (2012) Variations in the adoption of workplace work-family arrangements in Europe: The influence of welfare-state regimes and organizational characteristics. The International Journal of Human Resource Management23(13): 2785–2808.
EaglyA.CarliL. (2007) Through the labyrinth: The truth about how women become leaders, Boston, MA: Harvard Business School Press.
29.
European Commission (2009) Gender segregation in the labour market: Root causes, implications and policy responses in the EU. Report by the EC’s Expert Group on Gender and Employment, Luxembourg: Office of the European Union.
30.
FodorE. (1997) Gender in transition: Unemployment in Hungary, Poland and Slovakia. East European Politics and Societies11(3): 470–500.
31.
FreyM. (2009) Nők és férfiak a munkaerőpiacon – A Lisszaboni Növekedési és Foglalkoztatási Stratégia céljainak a tuükrében [Women and men in the labour market in light of the Lisbon Strategy]. In: NagyI.TibornéP. (eds) Szerepváltozások: Jelentésa nők és férfiak helyzetéről 2009 [Changing roles: Report on women’s and men’s situation 2009], Budapest, Hungary: TÁRKI, SZMM.
32.
Fuller, S. (2016). Do mothers face glass doors? Exploring the role of between-workplace-segregation for motherhood wage gaps. Unpublished manuscript.
33.
GanglM.ZiefleA. (2009) Motherhood, labor force behavior and women’s careers: An empirical assessment of the wage penalty for motherhood in Britain, Germany and the U.S. Demography46: 341–369.
34.
GersonK. (1986) Hard choices: How women decide about work, career and motherhood, Berkeley, CA: University of California Press.
35.
GlassC. (2008) Gender and work during transition: Job loss in Bulgaria, Hungary, Poland and Russia. East European Politics and Societies22(4): 757–783.
36.
GlassC.FodorE. (2011) Public maternalism goes to market: Recruitment, hiring and promotion practices in post-socialist Hungary. Gender & Society25(1): 5–26.
37.
GlauberR. (2007) Marriage and the motherhood wage penalty among African Americans, Hispanics and Whites. Journal of Marriage and the Family69: 951–961.
38.
GormanE. (2005) Gender stereotypes, same-gender preferences, and organizational variation in the hiring of women: Evidence from law firms. American Sociological Review70: 702–728.
39.
GormanE.SandefurR. (2011) ‘Golden age’, quiescence and revival: How the sociology of professions became the study of knowledge-based work. Work & Occupations38(3): 275–302.
40.
GornickJ.MeyersM. (2003) Families that work: Policies for reconciling parenthood and employment, New York, NY: Russell Sage Foundation.
41.
GornickJ.MeyersM.RossK. (1997) Supporting the employment of mothers: Policy variation across fourteen welfare states. Journal of European Social Policy7(1): 45–70.
42.
GoughM.NoonanM. (2013) A review of the motherhood wage penalty in the U.S. Sociology Compass7: 328–342.
43.
Harkness, S., & Waldfogel, J. (1999). The family gap in pay: Evidence from seven industrialized countries (CASE Paper 29). London, England: Center for Analysis of Social Exclusion.
44.
HaysS. (1998) The cultural contradictions of motherhood, New Haven, CT: Yale University Press.
45.
HeilmanM.OkimotoT. (2007) Motherhood: A potential source of bias in employment decisions. Journal of Applied Psychology93(1): 189–198.
46.
HochschildA. (1997) The time bind: When work becomes home and home becomes work, New York, NY: Holt Paperbacks.
47.
Hondagneu-SoteloP. (2007) Domestica, Berkeley, CA: University of California Press.
48.
HookJ.PettitB. (2009) Gendered tradeoffs, New York, NY: Russell Sage Foundation.
49.
IrvineJ.SutlovićL. (2015) Gender equality in Croatia: Closing the compliance gap. In: HassenstabC.RametS. (eds) Gender (in)equality and gender politics in southeastern Europe: A question of justice, London, England: Palgrave MacMillan, pp. 62–86.
50.
KallebergA. (2001) Organizing flexibility: The flexible firm in a new century. British Journal of Industrial Relations39: 479–504.
51.
KennellyI. (1999) ‘That single-mother element’: How white employers typify black women. Gender & Society13(2): 168–192.
52.
KmecJ. (2011) Are motherhood penalties and fatherhood bonuses warranted?Social Science Research40: 444–459.
53.
KmecJ.Trimble O’ConnorL.ScheimanS. (2014) Not ideal: The association between working anything but full time and perceived unfair treatment. Work & Occupations41(1): 63–85.
54.
KonradA.YangY. (2012) Is using work-life interface benefits a career limiting move? An examination of women, men, lone parents and parents with partners. Journal of Organizational Behavior33(8): 1095–1119.
55.
KorenmanS.NeumarkD. (1994) Marriage, motherhood and wages. Journal of Human Resources27(2): 233–255.
56.
KumraS.VinnicombeS. (2008) A study of the promotion to partner proces in a professional services firm: How women are disadvantaged. British Journal of Management19(1): 65–74.
57.
MandelH.SemyonovM. (2006) A welfare state paradox: State interventions and women’s employment opportunities in 22 countries. American Journal of Sociology111(6): 1910–1949.
58.
MisraJ.BudigM.BoeckmannI. (2011) Work-family policies and the effects of children on women’s employment hours and wages. Community Work & Family14: 139–157.
59.
MisraJ.BudigM.MollerS. (2007) Reconciliation policies and the effects of motherhood on employment, earnings and poverty. Journal of Comparative Policy Analysis9(2): 135–155.
60.
MoenP.RoehlingP. (2005) The career mystique: Cracks in the American Dream, Lanham, MD: Rowman & Littlefield.
61.
MossP.TillyC. (2001) Stories employers tell: Race, skill and hiring in America, New York, NY: Russell Sage Foundation.
62.
NelsonR.BridgesW. (1999) Legalizing gender inequality: Courts, markets and unequal pay for women in America, Cambridge, England: Cambridge University Press.
PedullaD. (2016) Penalized or protected? Gender and the consequences of nonstandard and mismatched employment histories. American Sociological Review81(2): 262–289.
65.
PerlowL.KellyE. (2014) Toward a model of work redesign for better work and better life. Work and Occupations41: 111.
66.
RidgewayC.CorrellS. J. (2004) Motherhood as a status characteristic. Journal of Social Issues60: 683–700.
67.
RiveraL. (2012) Hiring as cultural matching: The case of elite professional service firms. American Sociological Review77(6): 999–1022.
68.
RyanM. K.HaslamS. A.HersbyM.BongiornoR. (2007) Think crisis-think female: Glass cliffs and contextual variation in the think-manager-think male stereotype. Journal of Applied Psychology96(3): 470–484.
69.
ScheinV. E. (2001) A global look at psychological barriers to women’s progress in management. Journal of Social Issues57: 675–688.
70.
StoneP. (2008) Opting out? Why women really quit careers and head home, Berkeley, CA: University of California Press.
71.
StrykerR. (2007) Half empty, half full, or neither: Law, inequality and social change in capitalist democracies. Annual Review of Law and Social Science3: 69–97.
TillyC. (1998) Durable inequality, Berkeley, CA: University of California Press.
74.
Tomaskovic-DeveyT. (2014) The relational generation of workplace inequalities. Social Currents1(1): 51–73.
75.
TurcoC. (2010) Cultural foundations of tokenism: Evidence from the leveraged buyout industry. American Sociological Review75: 894.
76.
VinkenburgC.van EngenM.CoffengJ.DikkersJ. (2012) Bias in employment decisions about mothers and fathers: The (dis)advantages of sharing care responsibilities. Journal of Social Issues68(4): 725–741.
77.
WaldfogelJ. (1998) Understanding the family gap in pay for women with children. Journal of Economic Perspectives12(1): 137–156.
78.
WhittingtonK. (2011) Mothers of invention? Gender, motherhood and new dimenstions of productivity in the science profession. Work & Occupations38(3): 417–456.
79.
WilliamsC.KilanskiK.MullerC. (2014) Corporate diversity programs and gender inequality in the oil and gas industry. Work & Occupations41(4): 440–476.
80.
WilliamsJ. (2000) Unbending gender: Why family and work conflict and what to do about it, Oxford, England: Oxford University Press.
81.
WilliamsJ. (2010) Reshaping the work-family debate: Why men and class matter, Cambridge, MA: MIT Press.
82.
WoodS. (1992) The transformation of work? Skill, flexibility and the labour process, London, England: Taylor and Francis.
