You have made an informed decision, assessed all of your options, and are going to be a mom! Congratulations! You have guaranteed yourself a lifetime of macaroni art, tiny hand prints, misspelled poems, and eventually some flowers, or even a nice handbag. As Mother’s Day approaches I am left contemplating what I could possibly give the woman who sacrificed it all for me. She gave me her time, her attention, and perhaps her economic mobility as well?
We can’t talk about mothers and the economy without discussing the history of women in the workforce. World Wars I and II brought more women into industry and public service jobs, filling vacancies left by servicemen. These vacancies broadened the scope of both the type of jobs and the types of women in the workforce. (Before World War I, many employers refused to hire married women.) By 1963, Congress passed the Equal Pay Act, which mandated equal pay for both genders. Adding another layer of protection, the Pregnancy Discrimination Act of 1978, banned discrimination against pregnant women in the workplace.
Currently there are over 72 million women in the labor force, 47 percent of all workers. These women, however, are not paid the equal wage guaranteed to them by the Equal Pay Act, instead making 77 cents to every dollar made by their male counterparts. The wage disparities are even greater for women of color. African-American women earn only 64 cents, while Hispanic/Latinas are even worse off, with a mere 56 cents to the dollar.
Both dual income and single mothers face similar challenges at work and with economic mobility. In a Cornell University study entitled “Getting a Job: Is There a Motherhood Penalty?” researchers found that employed mothers face discrimination that could significantly interfere with their economic mobility, in both wages and perceptions of competence and commitment. Using job applications for a pair of same-gendered and equally qualified applicants who differed on parental status, researchers compared hiring outcomes in both a laboratory study and with actual employers. They found that in addition to the gender wage gap women face, mothers experienced a per-child penalty of 5 percent. Researchers also found that mothers are perceived as less competent and committed to their work. (The opposite was found to be true for fathers in the workforce. They were seen as more committed and even offered higher starting salaries.) Women without children were seen as more competent than men without children. The study was unable to determine the causal mechanism for this bias. The fact that evaluators offered higher salaries to fathers suggests a gendered mentality as to who the bread winner should be. (And let’s not forget the unpaid labor of mothers working in the home as primary caregivers. It is estimated that these moms should be paid about $59,862 for all of the work they do managing households and caring for children.)
These biases have even more devastating implications for single mothers, who do not have a supplemental income from a partner. According to the U.S. Census Bureau, out of about 12 million single-parent families in 2016, more than 80 percent were headed by single mothers. Of those single mothers, about 49 percent have never married and 51 percent are divorced, separated, or widowed. Single mothers earn well below married mothers on the income ladder: in 2013, single mothers had a median income of $26,000 compared to married mothers’ median income of $84,000. All in all, single mothers fare worse on almost all accounts when compared to married mothers. Making ends meet is especially challenging for single mothers with poverty rates five times higher than that of married mothers. This leads to a higher incidence of homelessness and subpar access to health care (75 percent of homeless families are headed by single mothers and over 20 percent lack healthcare).
As mentioned earlier, women of color face an even larger wage gap compared to men and white women. The challenges facing mothers of color—single and married, working and non-working—are notable. The proportion of female-headed working families is higher among African Americans (65 percent), compared with whites (36 percent), Asians (20 percent), Latinos (31 percent), and those in other racial groups (45 percent). Mothers of color must also manage the disparities in education, obtaining culturally relevant child care, and fear of violence that their children may face due to discrimination.
While there is no holiday where more money is spent to celebrate any one individual more than Mother’s Day, I wonder if mothers have the same place of high esteem in our policies or practices. Perhaps the best way to appreciate a mother’s role in society this year would be to offer equitable wages, flexible employment opportunities, and supportive services, like quality, affordable dependent care. (But you could send the flowers, too, I guess.)
We’ve got some STEMpathy if you’re kind of over stories about science, technology, engineering, and math (STEM) jobs, and the education and training required to get them. But there’s a good reason for all (or at least most) of those stories: employment in STEM occupations tends to be higher-wage and higher-growth than other occupations. With startlingly low economic mobility for young people in the South, STEM jobs could provide new pathways into stable careers.
In many Southern metros, STEM employment makes up a significant portion of the workforce. According to Bloomberg Business, in Austin, Huntsville, Raleigh, Durham, the figure is at least 10 percent:
Source: Bloomberg Business
These jobs typically pay better than many occupations, and they are more likely to have the characteristics that allow for economic security and wealth building, like paid sick and family leave, health insurance, and retirement accounts. The gap between median pay in STEM occupations and non-STEM occupations is substantial in many Southern metros:
Source: Bloomberg Business
The prevalence of these jobs in certain areas is not based just on luck; they are areas that have seen sustained investment in innovation and education over time. From Bloomberg Business descriptions of Huntsville and Durham:
Like many high-tech locales, Huntsville owes its 21st century economy to an initial burst of funding for government research. It was a town of 16,000 residents working in cotton mills and on watercress farms when, in 1950, the U.S. Army relocated a team of rocket scientists to Redstone Arsenal, a local installation that produced chemical munitions during World War II. In the decades that followed, NASA designed, assembled, and tested the rockets that put the first men on the moon. Boeing, Lockheed Martin, and dozens of lesser-known aerospace and defense companies have swarmed to Huntsville.
Durham, N.C., has a STEM labor force that’s 13.9 percent of all workers. Its biotech economy started with a sprawling research park that began to grow around the same time that Huntsville’s high-tech transformation was getting started.
The Bloomberg author notes that these jobs pay good salaries and those salaries support other draws—like good public schools, restaurants, and arts and entertainment that make the communities appealing to potential employers and potential workers.
Job growth doesn’t happen automatically, and it’s happening less and less through traditional industrial recruitment. STEM jobs are growing in the places where there’s been investment in the services, amenities, and institutions that support those sectors, and particularly in places with a highly educated workforce or the ability to attract one.
These occupations are typically high-skill and require targeted training and education, but the majority are going to populations that are the most likely to connect with high-wage work anyway: white men. Women and people of color are underrepresented in STEM fields. Women make up less than a third of all STEM employment in every Southern state:
Source: IWPR’s Status of Women in the States
Southern cities that are seeking to take advantage of STEM job growth must make sure that the pathways into those jobs are strong and equitable. We have to consider what barriers, both real and perceived, are preventing women and people of color from pursuing those careers in greater numbers.
As the Institute for Women’s Policy and Research found, women are significantly less likely than men to get degrees in STEM fields, and the proportion of women receiving associate’s degrees in STEM fields decreased between 2001 and 2009:
Though these data show a significant gender gap, community colleges are an important part of the pathway to STEM careers for both women and men, as detailed in an article this week by Lane Florsheim in Marie Claire magazine. More than half of people who receive bachelor’s degrees or higher in a STEM field completed some of their coursework at a community college, including 55 percent of women (63 percent of women with young children) and 44 percent of men.
Florsheim cites research that suggests community colleges are often more accessible and inviting to women interested in these fields:
… a recent study by two Iowa State University researchers found that women at community colleges reported a friendlier atmosphere in STEM-related classes than at four-year colleges. “It is just such a global community,” one student said of her community college experience. The researchers found that similarity in backgrounds and lifestyles made women feel more comfortable stepping into leadership roles in activities and assignments. Strong advising and support from faculty also marked a major difference. Since so many students transfer out, they often work closely with guidance counselors to develop transfer plans. “The two-year plan keeps me focused, and saved me with financial aid,” another woman said.
That welcoming atmosphere, where women and people of color are encouraged and expected to thrive instead of being seen as unusual, must be sustained at community colleges and created at other educational institutions. It hasn’t always been so unusual: computer programming was once thought of as women’s work, but it became overwhelmingly male starting in the mid-1980s as stereotypes about gender and computer science shifted:
Stereotyped messages about who “belongs” in a field matter to young people who are trying to envision themselves in careers.
Holding that vision is difficult to do while women in corporate leadership, especially tech corporate leadership, are few and far between. Only 5 percent of Fortune 500 companies have female CEOs (women make up 15 percent of C-level executives and 17 percent of board members, even though research shows that boards with women tend to outperform board without women). A TechCrunch analysis of 84 “unicorn” companies, or U.S. software or internet-oriented companies that are backed by venture capital and valued at more than $1 billion, found that only two CEOs are women, 30 percent have no women in senior leadership, and approximately 70 percent do not have women on their boards. And a Fortune analysis of 191 major U.S. venture capital firms—the crucial backers of tech innovation—found that only 5.6 percent of decision-makers and 10 percent of all investment professionals were women.
The power of these stereotypes is seen in a study of academia that found fields that prioritize brilliance and raw talent tend to have lots of white men in them, while fields that emphasize the importance of hard work tend to have larger percentages of women and people of color. Unconscious bias influences who we think of as brilliant and talented—if you don’t look like the typical applicant, then the employer may not be as able to see your unique talent. Women make up 20 percent or less of PhDs in physics, engineering, and computer science; it’s understandable that young women may not see STEM fields as welcoming for either education or employment.
For the Southern economy to thrive, our workforce needs the skills to compete in the global economy and emerging fields—and we need those skills be to accessible to a broad range of workers, including women and people of color. STEM skills will often be highly technical and specialized, requiring both postsecondary training and job-based experience. Developing equitable education and hiring systems can help us shift patterns of economic mobility and ensure that more Southerners can connect to living-wage careers.