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Workplace Presenteeism, Job Substitutability, and Gender Inequality.

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Title: Workplace Presenteeism, Job Substitutability, and Gender Inequality.
Authors: Azmat, Ghazala (AUTHOR) ghazala.azmat@sciencespo.fr, Hensvik, Lena (AUTHOR), Rosenqvist, Olof (AUTHOR)
Source: Journal of Human Resources. Jul2025, Vol. 60 Issue 4, p1435-1457. 23p.
Subject Terms: *PRESENTEEISM (Labor), *GENDER wage gap, *JOB classification, *FLEXIBLE work arrangements, GENDER inequality
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. [ABSTRACT FROM AUTHOR]
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Database: Business Source Index
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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. [ABSTRACT FROM AUTHOR]
ISSN:0022166X
DOI:10.3368/jhr.1121-12014r2