This research proposes and tests a new theoretical mechanism to account for a portion of the motherhood penalty in wages and related labor market outcomes. At least a portion of this penalty is attributable to discrimination based on the assumption that mothers are less competent and committed than other types of workers. But what happens when mothers definitively prove their competence and commitment? In this study, we examine whether mothers face discrimination in labor-market-type evaluations even when they provide indisputable evidence (...) that they are competent and committed to paid work. We test the hypothesis that evaluators discriminate against highly successful mothers by viewing them as less warm, less likable, and more interpersonally hostile than otherwise similar workers who are not mothers. The results support this “normative discrimination” hypothesis for female but not male evaluators. The findings have important implications for understanding the nature and persistence of discrimination toward mothers. (shrink)

Under what conditions do motherhood penalties emerge in countries undergoing transition from state socialism to capitalism? This analysis identifies the ways managers in global financial firms employ gendered assumptions in constructing and implementing labor practices among highly skilled professional workers in Hungary. Relying on 33 in-depth interviews with employers as well as interviews with headhunting firms, labor and employment lawyers, and analysis of antidiscrimination cases brought before Hungary’s Equal Treatment Authority between 2004 and 2008, we identify several strategies global employers (...) use to shed, demote, and marginalize professional mothers. By demonstrating the salience of motherhood as a status characteristic in the postsocialist labor market, our work contributes to existing scholarship on motherhood penalties. Our work also extends this scholarship by showing how the salience of motherhood is strongly conditioned by state-level arrangements that shape the opportunity context in which employers design and carry out employment practices. (shrink)