This article focuses on how flexible work arrangements affect motherhood wage penalties for differently situated women. While theories of work–life facilitation suggest that flexible work should ease motherhood penalties, the use of flexibility policies may also invite stigma and bias against mothers. Analyses using Canadian linked workplace–employee data test these competing perspectives by examining how temporal and spatial flexibility moderate motherhood wage penalties and how this varies by women’s education. Results show that flexible work hours typically reduce mothers’ disadvantage, especially for the university educated, and that working from home also reduces wage gaps for most educational groups. The positive effect of flexibility operates chiefly by reducing barriers to mothers’ employment in higher waged establishments, although wage gaps within establishments are also diminished in some cases. While there is relatively little evidence of a flexibility stigma, the most educated do face stronger wage penalties within establishments when they substitute paid work from home for face time at the workplace as do the least educated when they bring additional unpaid work home. Overall, results are most consistent with the work–life facilitation model. However, variability in the pattern of effects underscores the importance of looking at the intersection of mothers’ education and workplace arrangements.

中文翻译：

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“家庭友好型”工作和母亲薪酬惩罚：灵活工作安排对整个教育领域的影响

本文重点讨论灵活的工作安排如何影响不同处境女性的孕产工资处罚。虽然工作-生活便利化理论表明，灵活工作应该减轻母亲的惩罚，但灵活政策的使用也可能招致对母亲的污名和偏见。使用加拿大相关工作场所-员工数据进行的分析通过检查时间和空间灵活性如何缓和孕产工资惩罚以及这如何因女性教育而变化，从而测试这些相互竞争的观点。结果表明，弹性工作时间通常会减少母亲的劣势，特别是对于受过大学教育的母亲，在家工作也减少了大多数教育群体的工资差距。灵活性的积极影响主要是通过减少母亲在工资较高的机构就业的障碍，尽管在某些情况下，机构内的工资差距也缩小了。虽然相对较少的证据表明灵活性的耻辱，但当他们将在家中的有偿工作代替在工作场所的面对面时间时，受教育程度最高的人确实在机构内面临更严厉的工资处罚，而受教育程度最低的人在将额外的无薪工作带回家时也是如此。总体而言，结果与工作生活便利化模型最为一致。然而，影响模式的可变性强调了关注母亲教育和工作场所安排交叉点的重要性。受教育程度最高的人在将在家中的有偿工作代替在工作场所的面谈时间时，确实在机构内面临更严厉的工资处罚，而受教育程度最低的人则将额外的无薪工作带回家。总体而言，结果与工作生活便利化模型最为一致。然而，影响模式的可变性强调了关注母亲教育和工作场所安排交叉点的重要性。受教育程度最高的人在将在家中的有偿工作代替在工作场所的面谈时间时，确实在机构内面临更严厉的工资处罚，而受教育程度最低的人则将额外的无薪工作带回家。总体而言，结果与工作生活便利化模型最为一致。然而，影响模式的可变性强调了关注母亲教育和工作场所安排交叉点的重要性。