Childfree, Childless, and Childcare – They All Attract Bias in the Workplace

a guest post by Tasha Mellins-Cohen for The Scholarly Kitchen blog

“Officially, it’s because the other candidate was a better cultural fit for the organization. Unofficially, they think you are a maternity risk.”



That’s a direct quote from a recruitment consultant circa 2008, telling me that I’d not been offered a job. I can’t even begin to list all the problems in that statement, because there are just so damn many of them. My response to that recruitment consultant all those years ago was that (a) I didn’t want to work for such a bigoted company, and (b) I’m childfree by choice. Childfree, not childless: my life does not lack for children, they just don’t live in my house, eat my food, or require me to in any way be responsible. And by choice, not circumstance: I could have them, but have chosen not to after long and careful consideration of the options.

Let’s take a step back: I am privileged. My parents are hot on education, and pushed me to achieve my potential by sending me to a single-sex grammar school and encouraging me to obtain undergraduate and postgraduate degrees. I am white, middle class, and cis-gendered. I own property (okay, the bank owns it, but it’s my name on the deed) and have managed to pay off my student loans, credit cards, and car loans. Life is good!

However, I can’t help but think that it would be easier, though not better, if I was a man – or if I stuck to the “Life Script”. You know, the one that goes school → university → job → marriage → babies. It’s not a bad script, it just doesn’t work for everyone. For example, while just 9% of English and Welsh women born in 1946 had no children, for those born in 1970 the proportion is 17%, and in Japan the proportion of women without children has risen from 11% for women born in 1953 to 27% for women born in 1970. The latest estimates are that one in five women in the US and Europe will enter menopause without having had a child.

In many cases, higher educational attainment and higher income are associated with childlessness – the 2004 US Census, for instance, showed that nearly half of women with incomes over $100,000, and 25% of those aged between 40 and 44 who held a bachelor’s degree or higher qualification, were childless. We are a pretty significant minority, so in light of the recent amazing posts on The Scholarly Kitchen discussing diversity and inclusivity I feel it’s time to speak out for us.

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Understanding the gender and ethnicity attainment gap in UK higher education

an article by D.R.E. Cotton, M. Joyner, R. George and P.A. Cotton (Plymouth University, UK) published in Innovations in Education and Teaching International Volume 53 Issue 5 (2016)

Abstract

In recent years, the success rates of different groups of students in higher education have come under considerable scrutiny, with gender and ethnicity identified as key attributes predicting differential achievement of ‘good degrees’.

A review of previous studies highlights the need for research which looks beyond ‘the deficit model’ to explain the attainment gap. This research used a mixed-methods approach to explore the academic and social experiences of students, as well as lecturers’ views on student achievement, in one UK University.

Findings suggest that there are significant differences in motivation and confidence speaking English for different ethnic groups in this study, and a divergence in attendance and study time by gender – both of which may go some way to helping understand the gaps in attainment. In addition, male and BME students tended to overestimate their likelihood of achieving a good degree outcome, compared to other groups.

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