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Law’s Normative Influence on Gender Schemas: An Experimental Study on Counteracting Workplace Bias against Mothers and Caregivers

Published online by Cambridge University Press:  18 April 2023

Catherine Albiston  and
Shelley Correll
Catherine Albiston
Affiliation:
Jackson H. Ralston Professor of Law and Professor of Sociology (by courtesy); Faculty Director, Center for the Study of Law and Society, University of California, Berkeley, United States Email: [email protected]
Shelley Correll
Affiliation:
Michelle Mercer and Bruce Golden Family Professor of Women’s Leadership; Director, Stanford VMware Women’s Leadership Innovation Lab; Professor of Sociology, Stanford University; Professor of Organizational Behavior (by courtesy), Stanford Graduate School of Business, United States Email: [email protected]
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Abstract

Status-based theories of labor market inequality contend that, even when workers have identical qualifications and performance, employers evaluate them differently based on stereotypes about their status group. Gender and parenthood are status characteristics that affect decisions about hiring, pay, and promotion through stereotypes that mothers should not work, fathers should not take leave, and caregivers of either gender are less reliable, committed workers. We contend that family-leave laws mitigate these status effects by conveying a consensus that both men and women can legitimately combine work and family. An experiment testing this theory shows that, when the law is not salient, participants pay mothers (whether or not they take leave) and fathers who take leave less and rate them as less promotable than other identical workers. Participants also rate these employees as less competent, committed, and congenial than other identical workers. By contrast, when participants review family-leave laws before they evaluate employees, they treat mothers and caregivers no worse than other workers. Reviewing an organizational family-leave policy did not reduce the effects of stereotypes as much as reviewing formal law. These findings suggest that making law salient during workplace evaluations can reduce inequality through law’s expressive effects.

Type
Articles
Information
Law & Social Inquiry , Volume 49 , Issue 2 , May 2024 , pp. 916 - 954
Copyright
© The Author(s), 2023. Published by Cambridge University Press on behalf of American Bar Foundation

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Footnotes

The authors thank Christina Stevens Carbone, Julia Gonzalez, Cathy Hu, and Traci Mehlman for their invaluable research assistance. Many thanks to Lauren Edelman, Catherine Fisk, Victoria Plaut, Cecilia Ridgeway, Robin Stryker, and colleagues at the Center for Advanced Study in Behavioral Sciences, the American Bar Foundation, the Center for Law, Society and Culture (University of California, Irvine), the Weatherhead Center (Harvard University), University of Massachusetts, Amherst (Department of Sociology), Stanford University (Department of Law), Duke University (Department of Law), and University of California, Davis (Department of Law) for their helpful comments and suggestions. This research was supported by National Science Foundation Grant no. SES-0818659. Views expressed in this article are the authors’ own and not necessarily those of the National Science Foundation. Institutional Review Board approval for this research was obtained from the Committee for Protection of Human Subjects, University of California, Berkeley and from Stanford University.

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