Category: work-family policies

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 Massachusetts Pregnant Workers… Read more →

The Opt-Out Elite

Claire Cain Miller’s recent article on mothers’ “career pauses” reminds me of Lisa Belkin’s controversial piece, “The Opt-Out Revolution,” published about twelve years ago. In both instances, women’s expressed preferences get more attention than their particular economic circumstances, making it difficult to assess the choices available to them (a point Myra Strober made in a previous post and that Pamela… Read more →

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 the kind of career “pause” described in Claire Cain Miller’s recent New York Times article. In “Don’t Leave When You Leave” over at Huffington Post, Joan describes five new companies that offer legal firms “accordion” services–curated access to… Read more →

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. Her recent work on the economics of work and family can be viewed at gender.stanford.edu/work-and-family.     Claire Cain Miller of the New… Read more →

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… Read more →