Even though pay differences between men and women have declined in past decades, evidence suggests men continue to receive greater pay raises than women for the same performance.

In a recent study, I investigate whether these biases in annual merit raises disappear when supervisors get to know new employees over time.

I found that no matter how long employees work with their company, gender pay gaps widen with each additional year employees stay.

Balancing work and life outside of work can be difficult in modern societies. Work-family imbalance especially pertains to women in the labor market, because they are often responsible for childcare and housework besides working their jobs.

In a recent study, we examine how different work arrangements that play a role in reconciling work and family life relate to jobs’ gender composition. We scrutinize whether women specifically choose jobs with work arrangements that correspond with women’s preference for reconciling work and family life, or whether more and more women entering jobs shifts the work arrangements in these jobs towards women’s preferences.

Our results show that women increasingly enter jobs that offer more part-time work and work from home, and avoid jobs with more weekend work. We do not find that working women can shift the work arrangements in their jobs toward a better balance of work and family life.

Just a few decades ago, it was rare for young children to attend a preschool of any kind. The majority of children of this age were cared for in their homes by their parents, usually their mothers. Fast forward to today, and a majority of young children attend some kind of preschool.

Certainly, many preschools in the contemporary United States are private, but cities like New York and states like Oklahoma have made tuition-free public preschool universally available to all families. The United States still invests less in preschools than most other advanced democracies. However, as public preschool programs have been rolled out in state after state, US investment in preschool is now more similar to what we see in other countries than is investment in childcare for younger children. 

The important role of these investments in public preschool for inequalities in children’s learning and development is well-documented. In a recent study, I set out to better understand the implications of the rise in children’s preschool attendance for the work lives of their parents, focusing on the very simple outcome of whether parents with children of this age participate in the labor market.

Why do the children of highly educated parents so often turn out highly educated themselves? Is this inheritance largely a social affair, that the welfare state can compensate for by levelling the playing field? Or is educational attainment “mostly in the genes” and thereby beyond the influence of policy levers?

Historically, sociologists have tended to favor social explanations. At the same time we have often shied away from competing perspectives (with important exceptions). Recently, that has begun to change. Understanding the links between genetics and the social environment in generating social inequalities is increasingly a concern for social scientists.

The way housework is organized has changed significantly over time. We have witnessed a proliferation of platforms and private agencies that provide consumers with occasional cleaners or live-in domestic workers. But what are the experiences of these diverse workers and do they share common interests and struggles? 

In the context of globalizing neoliberal policies, documenting experiences of labor organizing and autonomous initiatives is more important than ever for emancipatory politics. In global care chains, the logistics around the mobility, placement and regulation of domestic workers are increasingly mediated through private-sector brokers.

In a recently published article, we compare emerging infrastructures for the regulation of domestic work in Belgium and Lebanon and analyze subversive attempts to organize within these infrastructures. Our case studies illustrate how the commodification and logistification of domestic labor pose new challenges for organizing. 

Since the mid-twentieth century, women have entered the labor market in droves and now make up over half of the paid workforce. Still, women do a disproportionate amount of housework and childcare, despite their increasing hours spent in the labor force. Both academic research and public sentiment suggest that most people support gender equality and we just need workplace policies to catch up. But what if workplace policies are not the only barrier to progress?

Our new study in Sociological Science finds that fewer young people desire gender egalitarian arrangements—equal earning and caring roles for men and women—than conventional wisdom presumes. We analyzed almost 40 years of Monitoring the Future data to examine trends in young peoples’ division of labor preferences, an indicator of beliefs about appropriate roles for men and women in both work and family contexts.

Our study differs from prior research by evaluating perceptions of both women and men’s behavior in work and family contexts. Each year, high school seniors were instructed to imagine they were married and have one or more pre-school children. They then evaluated six distinct division of labor arrangements as not at all acceptable, somewhat acceptable, acceptable, or desirable for their future selves. This data enabled us to evaluate whose employment was prioritized, not just tolerated.

On Tuesday, October 8^th 2019, the Supreme Court heard arguments for the first time regarding whether the federal laws that have banned employment discrimination on the basis of sex can also be applied to lesbian, gay, bisexual, transgender, and queer (LGBTQ) workers. 

Essentially, the question that is now before the court is whether it is legal for LGBTQ workers to be fired or denied jobs on the basis of their sexual orientation and/or gender expression. Given recent social science scholarship documenting persistent patterns of discrimination against sexual and gender minority workers, it is hard to over-estimate the importance of a favorable ruling for current and future generations of LGBTQ-identifying working Americans. 

A common goal in the existing literature on LGBTQ workers is to uncover mechanisms, such as hiring discrimination, that prevent LGBTQ workers from accessing or entering into certain jobs and occupations. Thus, much attention has been paid to the factors impeding LGBTQ workers’ access to certain jobs and occupations. A Supreme Court ruling making such discrimination illegal, many advocates say, would go a long way to addressing these disadvantages. 

Our research suggests that banning discrimination for the hiring and promotion of LGBTQ workers may not act as the great equalizer many have hoped for. In a study of LGBTQ workers who already enjoy anti-discrimination protections, we find that those workers still face a myriad of biases in their workplaces on a day-to-day basis. 

Most readers of this blog probably live in countries where a pharmaceutical regulatory agency decides what medical treatments are made available. Following the paradigm of the US Food and Drug Administration, for the last fifty years these agencies have been testing new treatments for safety and efficacy with a standardized experimental design called randomized clinical trials (RCTs). Historians of medical experimentation (like the late Harry Marks) claim that RCTs were adopted because they implemented controls that warranted the impartiality of the experiment. 

There is an open debate over how the experiments bear relevance to the world in which regulatory decisions play out. But regulatory agencies have trusted evidence from well-designed RCTs as the most impartial ground to decide on the safety and efficacy of a new treatment. 

A clinical trial often generates major conflicts of interest because the sponsoring pharmaceutical company wants its treatment to succeed in the trial and patients often have preferences on treatments even before enrolling in the trial. Blinding all participating stakeholders is a device to control the experiment and prevent interferences. If neither physicians nor patients know whether they are receiving the experimental treatment or a placebo, their preferences will not influence the outcome of the trial. 

At least one good thing has come out of Amazon warehouses. The horror stories about the company’s working conditions—including sonic wristbands that follow employees’ every move—have increased public concern about the potential dangers of workplace surveillance. Beyond Amazon, workers across a range of industries are already being tracked and monitored.

In a recent article, I focus on the digital surveillance of fast fashion retail workers. Fast fashion chains such as Zara and H&M are known for selling a tremendous amount of trendy, cheap clothing. Less well known about these companies is the extent to which they too rely on a vast amount of data—tracking customers and workers alike—to keep their stores running.

Between 2015 and 2018, I immersed myself in this industry. I worked as a sales associate at two major fast fashion retailers in New York City, interviewed twenty other retail workers, volunteered with a retail workers’ center, and attended corporate retail conferences where the latest technologies were on display.

One of the most vexing political and social science problems is the persistence of the gender wage gap. In a recently published article in the American Journal of Sociology, we argue that looking at an organization’s choices is crucial to understanding the gender pay gap. Studies that focus on pay as a result of individual worker choices (such as assuming women choose lower paying jobs to accommodate family) are missing that organizations also make choices about pay. 

Our article offers a new approach to analyzing the gender pay gap, examining how different organizations pay women less than men using multiple mechanisms at the organization level. These organizational-level processes are often hidden, and harder to see than individual choices, but may be more powerful. 

Because we were looking at workers in the federal government in the US, initially we assumed that the federal general schedule (GS)—the system of pay grades tied to job requirements, responsibilities, education, and tenure—would effectively reduce most pay inequality between similarly qualified workers.