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Workplace Presenteeism, Job Substitutability and Gender Inequality

Author

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  • Ghazala Azmat

    (ECON - Département d'économie (Sciences Po) - Sciences Po - Sciences Po - CNRS - Centre National de la Recherche Scientifique, CEP - LSE - Centre for Economic Performance - LSE - London School of Economics and Political Science)

  • Lena Hensvik

    (Uppsala University)

  • Olof Rosenqvist

    (IFAU - The Institute for Evaluation of Labour Market and Education Policy)

Abstract

Following the arrival of the first child, women's absence rates soar and become less predictable. This fall in workplace presenteeism harms women's wages, especially in jobs with low substitutability. Although both presenteeism and job uniqueness are rewarded, we document that women's likelihood of holding jobs with low substitutability decreases relative to men's after childbearing. This gap persists, with important long-run wage implications. We highlight that the parenthood wage penalty for women could be reduced by organizing work so that more employees have tasks that can be performed satisfactorily by other employees in the workplace.

Suggested Citation

  • Ghazala Azmat & Lena Hensvik & Olof Rosenqvist, 2021. "Workplace Presenteeism, Job Substitutability and Gender Inequality," SciencePo Working papers Main hal-03812822, HAL.
    • Handle: RePEc:hal:spmain:hal-03812822
    Note: View the original document on HAL open archive server: https://hal-sciencespo.archives-ouvertes.fr/hal-03812822
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    References listed on IDEAS

    as
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    Keywords

    Work absence; Job substitutability; Gender wage inequality;
    All these keywords.

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