work-family policies

Cut Child Poverty by Half

The United Kingdom did it between 1999 and 2008. The Canadian government implemented a plan to do it in 2016. The U.S. almost did it between 1967 and 2016: cut the incidence of child poverty by half.

The Childcare Conundrum

The Warren proposal gets good marks from most progressive policy wonks. It seems edgy but possible. If implemented, would almost certainly have positive effects. So what’s not to like?

Care, Affluence, and Development

I am gearing up to attend the annual meetings of the Indian Society of Labour Economics in Mumbai, with support from the Canadian International Development Research Centre.

Developing Care

A committment by the International Development Research Centre (IDRC) of Canada

The Massachusetts Pregnant Workers Fairness Act

Guest post by Laura Sylvester, graduate student at the Center for Public Policy and Administration and the School of Public Health and Health Sciences, University of Massachusetts Amherst. Laura drafted the initial version of the Pregnant Workers Fairness Act and has been actively involved in organizing and advocating for its passage for the past 18 months.

The Opt-Out Elite

Hersch’s research does explain why trends at the very top are not representative even of the college-educated, much less the majority of the population of working mothers.

Options Other than Opting Out

Joan Williams of the Hastings College of the Law at the University of California has some very specific advice for lawyers considering career “pause”

Millennial Women and “The Pause”

Guest Post by Myra Strober, Professor of Education and Economics, Emerita, and founding director of the Michelle Clayman Institute for Gender Research at Stanford University. She is the author of the forthcoming memoir, Kicking in the Door.

When Family-Friendly Journalism Backfires

Poorly–designed policies that may initially appear “family-friendly” can impede progress toward gender equality in two different ways—by making it costly for employers to hire or promote workers suspected of having costly family commitments (e.g. women of childbearing age) or by encouraging workers with such commitments to drop out of paid employment for so long that their prospects of advancement on the job are permanently damaged. In other words, increases in women’s job tenure and/or reductions in work-family stress may be purchased at the expense of women’s earnings and career advancement.