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Title: Occupational Segregation, Human Capital, and Motherhood: Black Women's Higher Exit Rates from Full-time Employment
Resulting in 1 citation.
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Reid, Lori Lynn |
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Occupational Segregation, Human Capital, and Motherhood: Black Women's Higher Exit Rates from Full-time Employment Gender and Society 16,5 (October 2002): 728-747. Also: http://gas.sagepub.com/cgi/content/abstract/16/5/728 Cohort(s): NLSY79 Publisher: Sage Publications Keyword(s): Discrimination, Racial/Ethnic; Employment; Event History; Exits; Family Characteristics; Human Capital; Layoffs; Modeling; Motherhood; Occupational Segregation; Quits; Racial Differences; Racial Studies Permission to reprint the abstract has not been received from the publisher. This article examines the reasons that young Black and white women leave fulltime employment. I focus on full-time employment because I am interested in the reasons that young Black and white women have differential access to work as a labor market resource, and full-time employment typically offers greater payoffs in terms of income and benefits than part-time employment. I also focus on explaining young Black women's higher exit rates from full-time employment. As the National Longitudinal Survey of Youth (NLSY) data indicate, young Black women are no less likely to enter full-time employment than young white women. However, they exit full-time employment at higher rates. Black women's rate of exiting full-time employment is 38 percent higher than that of white women (a risk ratio of 1.38, significant at a p value of less than .001). Based on data from the NLSY, I use event history analysis to estimate the rate at which young women exit full-time employment for seven reasons: layoffs, plant closings, temporary/seasonal work, firings, the completion of a job program, quitting for pregnancy/family reasons, and quitting for other reasons. My analyses indicate whether Black women are at a significantly higher risk of exiting full-time employment than are white women for each of these reasons. A variety of factors drawn from different theoretical models are tested to determine whether they explain racial differences in exit rates for each reason. Below, I review the literature on labor market inequalities to suggest factors that affect employment after individuals are hired. The literature suggests that structural features, discrimination, individual characteristics, and family characteristics are important factors that may affect employment exits. |
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Bibliography Citation
Reid, Lori Lynn. "Occupational Segregation, Human Capital, and Motherhood: Black Women's Higher Exit Rates from Full-time Employment." Gender and Society 16,5 (October 2002): 728-747.
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