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A father is the male parent of a child. Besides the paternal bonds of a father to his children, the father may have a parental, legal, and social relationship with the child that carries with it certain rights and obligations. A biological father is the male genetic contributor to the creation of the infant, through sexual intercourse or sperm donation. A biological father may have legal obligations to a child not raised by him, such as an obligation of monetary support. An adoptive father is a man who has become the child's parent through the legal process of adoption. A putative father is a man whose biological relationship to a child is alleged but has not been established. A stepfather is a non-biological male parent married to a child's preexisting parent, and may form a family unit but generally does not have the legal rights and responsibilities of a parent in relation to the child.
Parental leave, or family leave, is an employee benefit available in almost all countries. The term "parental leave" may include maternity, paternity, and adoption leave; or may be used distinctively from "maternity leave" and "paternity leave" to describe separate family leave available to either parent to care for small children. In some countries and jurisdictions, "family leave" also includes leave provided to care for ill family members. Often, the minimum benefits and eligibility requirements are stipulated by law.
The working poor are working people whose incomes fall below a given poverty line due to low-income jobs and low familial household income. These are people who spend at least 27 weeks in a year working or looking for employment, but remain under the poverty threshold.
New feminism is a form of feminism that emphasizes the integral complementarity of women and men, rather than the superiority of men over women or women over men, and advocates for respecting persons from conception to natural death.
Sociology of the family is a subfield of the subject of sociology, in which researchers and academics study family structure as a social institution and unit of socialization from various sociological perspectives. It can be seen as an example of patterned social relations and group dynamics.
Employment discrimination is a form of illegal discrimination in the workplace based on legally protected characteristics. In the U.S., federal anti-discrimination law prohibits discrimination by employers against employees based on age, race, gender, sex, religion, national origin, and physical or mental disability. State and local laws often protect additional characteristics such as marital status, veteran status and caregiver/familial status. Earnings differentials or occupational differentiation—where differences in pay come from differences in qualifications or responsibilities—should not be confused with employment discrimination. Discrimination can be intended and involve disparate treatment of a group or be unintended, yet create disparate impact for a group.
The gender pay gap in the United States is a measure between the earnings of male and females in the workforce. When calculating the pay gap, non-adjusted versus adjusted pay gap is utilized. The adjusted pay gap takes into consideration the differences in hours worked, occupations chosen, education and job experience, whereas the non-adjusted pay gap is the overall difference of gross hourly earnings of males and females in the United States. The non-adjusted average female annual salary is around 80% of the average male salary, compared to 95% for the adjusted average salary.
A mommy track is a path in a woman's life that puts priority to being a mother. It can also specifically refer to work arrangements for women in the workforce that facilitate motherhood, such as flexible hours, but at the same time usually provides fewer opportunities for career advancement. References to the mommy track often go along with being a housewife, "opting out" of the workforce, temporarily or even permanently. Women following the mommy track may be contrasted to career women who prioritize their careers more than having children.
Work–family conflict occurs when an individual experiences incompatible demands between work and family roles, causing participation in both roles to become more difficult. This imbalance creates conflict at the work-life interface. It is important for organizations and individuals to understand the implications linked to work-family conflict. In certain cases, work–family conflict has been associated with increased occupational burnout, job stress, decreased health, and issues pertaining to organizational commitment and job performance.
Feminine psychology or the psychology of women is an approach that focuses on social, economic, and political issues confronting women all throughout their lives. It emerged as a reaction to male-dominated developmental theories such as Sigmund Freud's view of female sexuality. The original work of Karen Horney argued that male realities cannot describe female psychology or define their gender not because they are not informed by girls' or women's experiences. Theorists, like Horney, claimed this new feminist approach of women's experiences being different than men's was required, and that women's social existence was crucial in understanding their psychology. It is suggested in Dr. Carol Gilligan's research that some characteristics of female psychology emerge to comply with the given social order defined by men and not necessarily because it is the nature of their gender or psychology.
Occupational inequality is the unequal treatment of people based on gender, sexuality, age, disability, socioeconomic status, religion, height, weight, accent, or ethnicity in the workplace. When researchers study trends in occupational inequality they usually focus on distribution or allocation pattern of groups across occupations, for example, the distribution of men compared to women in a certain occupation. Secondly, they focus on the link between occupation and income, for example, comparing the income of whites with blacks in the same occupation.
A working parent is a father or a mother who engages in a work life. Contrary to the popular belief that work equates to efforts aside from parents' duties as a childcare provider and homemaker, it is thought that housewives or househusbands count as working parents. The variations of family structures include, but are not limited to, heterosexual couples where the father is the breadwinner and the mother keeps her duties focused within the home, homosexual parents who take on a range of work and home styles, single working mothers, and single working fathers. There are also married parents who are dual-earners, in which both parents provide income to support their family. Throughout the 20th century, family work structures experienced significant changes. This was shown by the range of work opportunities each parent was able to take and was expected to do, to fluctuations in wages, benefits, and time available to spend with children. These family structures sometimes raise much concern about gender inequalities. Within the institution of gender, there are defined gender roles that society expects of mothers and fathers that are reflected by events and expectations in the home and at work.
The breadwinner model is a paradigm of family centered on a breadwinner, "the member of a family who earns the money to support the others." Traditionally, the earner works outside the home to provide the family with income and benefits such as health insurance, while the non-earner stays at home and takes care of children and the elderly. The breadwinner model largely arose in western cultures after industrialization occurred. Before industrialization, all members of the household—including men, women, and children—contributed to the productivity of the household. Gender roles underwent a re-definition as a result of industrialization, with a split between public and private roles for men and women, which did not exist before industrialization.
Work–family balance in the United States differs significantly for families of different social class. This differs from work–life balance: while work–life balance may refer to the health and living issues that arise from work, work–family balance refers specifically to how work and families intersect and influence each other.
Shared earning/shared parenting marriage, also known as peer marriage, is a type of marriage where partners at the outset agree to adhere to a model of shared responsibility for earning money, meeting the needs of children, doing household chores, and taking recreation time in near equal fashion across these four domains. It refers to an intact family formed in the relatively equal earning and parenting style from its initiation. Peer marriage is distinct from shared parenting, as well as the type of equal or co-parenting that father's rights activists in the United States, the United Kingdom and elsewhere seek after a divorce in the case of marriages, or unmarried pregnancies/childbirths, not set up in this fashion at the outset of the relationship or pregnancy.
The motherhood penalty is a term coined by sociologists, that in the workplace, working mothers encounter disadvantages in pay, perceived competence, and benefits relative to childless women. Specifically, women may suffer a per-child wage penalty, resulting in a pay gap between non-mothers and mothers that is larger than the gap between men and women. Mothers may also suffer worse job-site evaluations indicating that they are less committed to their jobs, less dependable, and less authoritative than non-mothers. Thus, mothers may experience disadvantages in terms of hiring, pay, and daily job experience. The motherhood penalty is not limited to one simple cause but can rather be linked to many theories and societal perceptions. However, one prominent theory that can be consistently linked to this penalty is the work-effort theory. It is also based on the mother's intersectionality. There are many effects developed from the motherhood penalty including wage, hiring, and promotion penalties. These effects are not limited to the United States and have been documented in over a dozen other industrialized nations including Japan, South Korea, The United Kingdom, The Netherlands, Poland, and Australia. The penalty has not shown any signs of declining over time.
The gender pay gap or gender wage gap is the average difference between the remuneration for men and women who are working. Women are generally found to be paid less than men. There are two distinct numbers regarding the pay gap: non-adjusted versus adjusted pay gap. The latter typically takes into account differences in hours worked, occupations chosen, education and job experience. In the United States, for example, the non-adjusted average woman's annual salary is 79–83% of the average man's salary, compared to 95–99% for the adjusted average salary.
The maternal wall is a term referring to stereotypes and various forms of discrimination encountered by working mothers and mothers seeking employment. Women hit the maternal wall when they encounter workplace discrimination because of past, present, or future pregnancies or because they have taken one or more maternity leaves. Women may also be discriminated against when they opt for part-time or flexible work schedules. Maternal wall discrimination is not limited to childcare responsibilities. Both men and women with caregiving responsibilities, such as taking care of a sick parents or spouse, may also result in maternal wall discrimination. As such, maternal wall discrimination is also described as family responsibilities discrimination. Research suggests that the maternal wall is cemented by employer stereotypes and gender expectations.
Paper abortion, also known as a financial abortion, male abortion or a statutory abort, is the proposed ability of the biological father, before the birth of the child, to opt out of any rights, privileges, and responsibilities toward the child, including financial support. By this means, before a child is born, a man would be able to absolve himself of both the privileges and demands of fatherhood.
Alexandra (Sasha) Killewald is an American educator, demographer, and professor of sociology at Harvard University since 2012.
References
- ↑ Yu, Wei-hsin; Hara, Yuko (1 February 2021). "Motherhood Penalties and Fatherhood Premiums: Effects of Parenthood on Earnings Growth Within and Across Firms". Demography. 58 (1): 247–272. Retrieved 6 December 2021.
- 1 2 "The fatherhood bonus and the motherhood penalty - Augsburg Now" . Retrieved 6 December 2021.
- ↑ Pay and Parenthood: An analysis of the wage gap between mums and dads (PDF). Retrieved 6 December 2021.
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