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Biased practices by employers have been suggested as one possible cause for the observed gender disparities in labor market outcomes. While US-based laboratory experiments show a clear motherhood penalty in recruitment, European laboratory experiments on the topic are to our knowledge lacking. We conducted a laboratory experiment with 228 university students to study a potential gender bias in the evaluation of (fictitious) job candidates for an accounting manager position, and how recruitment decisions are made. We explore two dimensions of decision-making, that is, evaluators’ individual ratings and collectively made ratings. The results show a statistically significant gender bias in job applicant ratings in favor of female applicants. Thus, female job applicants are more often than male applicants rated as the top candidates, regardless of their parental status. Also, we find no motherhood penalty in the applicant ratings. Moreover, there is a statistically significant pro-female bias in applicant ratings made by female evaluators individually and by all-female evaluation groups.

A common assumption in comparative family policy studies is that employers statistically discriminate against women in countries with dual-earner family policy models. The empirical evidence cited in support of this assumption has exclusively been observational data, which should not be relied on to identify employer discrimination. In contrast, we investigate whether employers discriminate against women in Sweden—frequently viewed as epitomizing the dual-earner family policy model—using field experiment data. We find no evidence supporting the notion that Swedish employers statistically discriminate against women.

It is well known that couples tend to relocate for the sake of the man's career rather than the woman's, also known as the “trailing spouse phenomenon.” The role of employer choices in this process is unknown however. If employers are hesitant to make job offers to women who live a long way from the workplace (e.g., because of work–family balance concerns or a perceived risk that they will not follow through on their applications, or stay hired if employed), this tendency might constitute an underlying mechanism behind the moving premium of partnered men. Ours is the first study to empirically test whether employers prefer geographically distant men over geographically distant women. We sent applications for 1,410 job openings in the Swedish labour market, randomly assigning gender and parental status to otherwise equivalent applications from cohabiting or married women and men and recorded employer callbacks to these. The results indicate that employers in general tend to disfavour job applicants who live a long way from the employer's workplace. This tendency is stronger for women, both for mothers and for women with no children. Our estimated effects are imprecise but clearly suggest that employer recruitment choices contribute to the trailing spouse phenomenon by offering men a larger pool of geographically distant jobs. We call for more research on this hitherto ignored mechanism behind the trailing spouse phenomenon.

One of the most obvious consequences of divorce is the moving out of one or both ex‐partners from the formerly common household. Here we focus on a particular postdivorce residential move, the return to the parental home in Sweden, where intergenerational coresidence is uncommon. We ask whether family dissolution increases the likelihood of intergenerational coresidence among separated/divorced individuals who have at least 1 child below age 18. Furthermore, we ask whether the strength of the effect depends on socio‐economic and geographical factors. Our analysis of 670,777 individuals from Swedish population register data shows that even if living with parents is, in absolute terms, not a common intergenerational support strategy, its likelihood increases considerably after a family dissolution. This event increases the probability of living with one's parents especially among men, those with low incomes, and those who live close to their parent(s). We discuss the implications of our findings for the literature on patterns of intergenerational support across Europe.

This study investigates whether shared residence parents experience higher life satisfaction than sole and non-resident parents, and whether frequent visitation is similarly related to parents’ life satisfaction as shared residence. Regression analyses on data from 4,175 recently divorced parents show that shared residence parents report higher life satisfaction than other, particularly non-resident, parents, but that this relationship can largely be explained by benefits and opportunity costs of parenthood. Shared residence fathers enjoy a better relationship with their child and their ex-partner and are more engaged in leisure activities than nonresident fathers. Shared residence mothers are more involved in leisure activities, employment, and romantic relationships than sole resident mothers. These differences contribute to the shared residence parents’ higher life satisfaction. Frequent interaction between the non-resident father and the child could partly, but not completely, substitute for shared residence, increasing both non-resident fathers’ and sole mothers’ life satisfaction.

We theorize how social policy affects marital stability vis-à-vis macro and micro effects of wives' employment on divorce risk in 11 Western countries. Correlations among 1990s aggregate data on marriage, divorce, and wives' employment rates, along with attitudinal and social policy information, seem to support specialization hypotheses that divorce rates are higher where more wives are employed and where policies support that employment. This is an ecological fallacy, however, because of the nature of the changes in specific countries. At the micro level, we harmonize national longitudinal data on the most recent cohort of wives marrying for the first time and find that the stabilizing effects of a gendered division of labor have ebbed. In the United States with its lack of policy support, a wife's employment still significantly increases the risk of divorce. A wife's employment has no significant effect on divorce risk in Australia, Flanders, France, Germany, Italy, the Netherlands, and the United Kingdom. In Finland, Norway, and Sweden, wives' employment predicts a significantly lower risk of divorce when compared with wives who are out of the labor force. The results indicate that greater policy support for equality reduces and may even reverse the relative divorce risk associated with a wife's employment.

A large number of studies have shown that parental divorce is associated with psychological maladjustment in children. Less is known about whether the magnitude of this association has changed over time. This is mainly because of the lack of repeated data, containing identical measures over time. In the present article, the authors use data from two waves of the Swedish Level of Living Survey, conducted in 1968 and 2000, to analyze whether the association between parental divorce and psychological adjustment in 19- to 34-year-olds (i.e., born during 1934-1949 and 1966-1981) has changed between the two survey years. Results indicate a weakening association over time, but the change does not reach statistical significance. A reason for the persisting link seems to be that parental divorce is still associated with economic hardship and, above all, family dissensions, two conditions that in turn are strongly associated with psychological problems in children.