母亲向低薪企业的分选

Journal of Human Resources · 2026 · [{"name": "Élise Coudin", "affiliation": ["Centre de Recherche en Économie et Statistique"]}, {"name": "Sophie Maillard", "affiliation": ["The Centers"]}, {"name": "Maxime Tô", "affiliation": ["Institute for Fiscal Studies", "Institut Polytechnique de Paris"]}, {"name": "Julie Tréguier", "affiliation": ["German Institute for Economic Research"]}]

中文摘要

考察企业特定工资溢价对生育惩罚的贡献, 我们发现, 生育后母亲相对于父亲的收入下降 39%, 并面临 9% 的小时工资惩罚。利用法国雇主—雇员匹配数据 (1995—2021 年), 我们表明企业溢价解释了工资惩罚的 10%, 这源于母亲流向薪酬较低的企业, 而非在企业内部获得较低的溢价。生育后, 母亲流向那些提供更有利于协调家庭生活与职业生活特征的企业: 兼职工作与离家较近。这些发现表明, 应对生育惩罚需要能够使母亲得以申请或留在高薪企业的政策, 而非仅仅关注企业内部差异。

Abstract

<h3>Abstract</h3> Examining firm-specific wage premiums’ contribution to child-penalties, we find mothers experience 39% income decline relative to fathers following childbirth, with 9% hourly wage penalty. Using French employer-employee data (1995-2021), we show firm premiums account for 10% of wage penalty, from mothers sorting into lower-paying firms rather than receiving lower premiums within firms. After childbirth, mothers sort into firms offering characteristics more conducive to reconciling family and professional lives: part-time work and proximity to home. These findings suggest that addressing the child-penalty requires policies enabling mothers to apply to or remain in high-paying firms, rather than focusing solely on within-firm disparities.