Workplace Presenteeism, Job Substitutability, and Gender Inequality

Ghazala Azmat, Lena Hensvik and Olof Rosenqvist

Journal of Human Resources, 2025, vol. 60, issue 4, 1435-1457

Abstract: This work explores how the parenthood wage penalty is partially explained by an increased within-couple gap in job uniqueness (that is, the within-establishment substitutability of workers). Uniqueness is rewarded with higher wages, but it requires worker presenteeism (that is, the lack of unpredictable work absences), which entails a higher cost of childbearing. Using a within-couple event study approach, we show that after the arrival of the first child, women take more days of absence than men, and their likelihood of holding jobs with low substitutability decreases. We find that 15 years after childbearing, the male–female gender gap in holding a (higher-paying) unique job increases by six percentage points. The results suggest that structural changes towards greater work flexibility, making it less costly for workers in unique jobs to not be present, can help to reduce the parenthood wage penalty.

JEL-codes: J16 J22 (search for similar items in EconPapers)
Date: 2025
Note: DOI: https://doi.org/10.3368/jhr.1121-12014R2
References: Add references at CitEc
Citations:

Downloads: (external link)
http://jhr.uwpress.org/cgi/reprint/60/4/1435
A subscription is required to access pdf files. Pay per article is available.

Related works:
This item may be available elsewhere in EconPapers: Search for items with the same title.

Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text

Persistent link: https://EconPapers.repec.org/RePEc:uwp:jhriss:v:60:y:2025:i:4:p:1435-1457

Access Statistics for this article

More articles in Journal of Human Resources from University of Wisconsin Press
Bibliographic data for series maintained by ().