Gender Roles, Comparative Advantages and the Life Course: The Division of Domestic Labor in Same-Sex and Different-Sex Couples

Who Cares? Unpaid Caregiving by Sexual Identity, Gender, and Partnership Status Among U.S. Adults

Recent scholarship indicates that sexual minority adults have higher caregiving rates than heterosexuals and that women are more likely to be caregivers than men. However, little research has addressed how gender and sexuality intersect in shaping caregiving status. This study uses data from the Behavioral Risk Factor Surveillance System and aggregates a probability-based sample of adults living in 36 U.S. states between 2015 and 2021. We examine who provides care among adult heterosexual, lesbian, gay, and bisexual men and women. Results reveal that women are more likely to be caregivers than men, but only among heterosexuals. We find little variation in caregiving by sexuality among women, but bisexual men are more likely than heterosexual men to be caregivers; the latter result appears to be driven by unpartnered, bisexual men. Lastly, we contextualize caregivers' experiences and reveal selected descriptive differences in patterns of care recipient-caregiver relationships across gender and sexual identity groups. Our findings advance understanding of caregiving and changing family ties in an era of population aging and increasing diversity in sexual identities.

It Was Not the Best Option: Family-Role Overload and Regret about Sacrificing Work for the Family

We aimed to analyze whether women with higher family-role overload regret sacrificing their professional work to fulfill family responsibilities better after analyzing the costs of making the work sacrifice. In Study 1, participants (n = 218 women and men) self-reported their family-role overload, rated the costs of sacrificing their work for their family, and rated the extent to which they experienced regret about this sacrifice. In Study 2, participants (n = 285 women) reported their gender role ideology and responded to the same measures as in Study 1. In Study 3, participants (n = 180 women) reported their ideology and their partner's perceived gender role ideology and completed the same procedure as in Study 1. The main findings showed that women (but not men) with higher family-role overload perceived more costs of sacrificing their work for the family, which were associated with greater regret about making the sacrifice. Additionally, women who perceived a traditional ideology in their partner reported more family-role overload, which was associated with greater costs of making the work sacrifice, which in turn was related to greater experienced regret. These findings indicate that although women make these sacrifices based on societal expectations in accordance with their gender role, they could not have obtained the results they could have expected and consequently could regret risking their professional progress for the family. In addition, they suggest that partner involvement is also necessary to overcome this invisible gender inequality.

How Do Women and Men Perceive the Sacrifice of Leaving Work for Their Families? A Cost-Benefit Analysis

We aimed to analyze perceptions of the costs and benefits of family and work sacrifices. In Study 1, participants (n = 222) rated the associated benefits and costs of a sacrifice (work vs. family). In Study 2, participants (n = 213) rated the associated benefits and costs of a work sacrifice, their willingness to sacrifice, and their sense of authenticity. In Study 3, participants (n = 186) reported on commitment and relationship satisfaction, rated the associated benefits and costs of a work sacrifice, and their life satisfaction. Participants perceived that work sacrifices were costlier for men and more beneficial for women and that women felt more authentic for making them. For women, higher commitment or relationship satisfaction was associated with greater perception of benefits, which was associated with greater life satisfaction. These findings highlight the relevance of gender differences in work sacrifices and hence in women's professional advancement.

The management of cognitive labour in same-gender couples

OBJECTIVE

This study explored how cognitive labour as a form of unpaid, household labour is performed by people in same-gender couples.

BACKGROUND

Excessive performance of unpaid labour has been associated with several health impacts. Cognitive labour (anticipating needs, identifying options for meeting needs, making decisions and monitoring progress) is an underexamined dimension of unpaid labour which has centered on the experiences of heterosexual couples.

METHOD

Dyadic and individual interviews were carried out to explore how cognitive labour was performed in same-gender couples between March and October 2021 using an inductive methodology. Adults who were in a same-gender couple, had lived with their partner for at least six months, were not living with children were recruited largely via social media.

RESULTS

Examining cognitive labour performance amongst same-gender couples revealed four key themes: 1) habitually fostered patterns of trust; 2) agency in redefining family; 3) barriers to cognitive harmony; and 4) facilitators to cognitive harmony. Findings regarding the relationships between themes are presented in a narrative model. Dyadic interviews allowed for deep, narratives relating to cognitive labour performance.

CONCLUSIONS

The narrative model provides new conceptual understanding of how cognitive labour is performed outside of the heteronormative sphere. Couple's adoption of a strengths-based frame to cognitive labour performance removed the opposition inherent in gender dichotomies. These findings support calls for research to incorporate social change to build and refine theory, including how queer and feminist movements have challenged gendered and heteronormative family and household roles.

Gendering of care and care inequalities in couple therapy

Reciprocal partner or spousal caregiving in romantic relationships has been identified as a key determinant of the quality of couple relationships. In this article, we interrogate this premise concerning the presumed reciprocity of caregiving in romantic relationships, focusing on cisgender heterosexual relationships and offering implications for relationships of all genders and sexualities. Looking beyond the conventional focus on individual or dyadic processes, we theorize imbalances in care as gendered. Feminists have repeatedly critiqued gender ideology that devalues caring labor and allocates it to women. Gendered power dynamics can lead to imbalances in care-seeking and care provision. We discuss how the gendering of care and care inequalities can manifest in couple therapy, illustrating with examples from recorded interactions. Implications for therapy practice are discussed.

Framework for advancing equity in academic medicine and science: Perspectives from early career female faculty during the COVID-19 pandemic

Early-career female faculty, both physician scientists and basic researchers, have disproportionately experienced negative professional, financial, and personal consequences associated with the novel coronavirus disease 2019 (COVID-19) pandemic. This career phase represents a critical time for establishing a network of mentors and collaborators, demonstrating professional independence, and balancing new teaching, research, and service duties while simultaneously navigating personal and familial responsibilities. Persistent gender inequality perpetuated by adherence to traditional gender roles place early-career women faculty at a further disadvantage. Women in academic medicine and research do not attain promotion, leadership positions, and other established markers of success at the same rate as their male counterparts. This disparity was the impetus for the creation of a Recruitment and Retention action group within the Center for Women in Medicine and Science (CWIMS) at the University of Minnesota Medical School (UMN). This perspective piece is written from the viewpoint of a group of female-identifying early-career faculty participating in a career development program for early-stage and newly appointed faculty at UMN, sponsored by the Recruitment and Retention CWIMS action group and our Office of Faculty Affairs. We describe areas of stress exacerbated by the COVID-19 pandemic: work, financial, and work-life well-being, and propose an adapted diversity, equity and inclusion (DEI) model to guide the response to future challenges within a faculty competency framework. We offer recommendations based on the DEI-competency framework, including opportunities for lasting positive change that can emerge from this challenging moment of our collective history.

Using chi-squared automatic interaction detection modelling to identify student opinion profiles regarding same-sex couples as a family structure

The aim was to determine the opinions held by a sample of students in relation to homoparenting as a family modality. A cross-sectional study was conducted on a sample of university students specialization: social sciences using the AHFH. It is patent that opinions of students about the three factors (support, rejection and acceptance) that compose the construct of attitudes towards same-sex couples as a family structure, differ greatly depending on the positive or negative nature of these components. In conclusion, in relation to the dimension pertaining to rejection of same-sex couples as a family entity, we derived a configuration determined by 1 of the 4 predictor variables. In this case, gender was the only one of the 4 variables considered to support formation of a profile. This profile was constituted by male students who, independent of their birthplace setting, qualification and whether they personally know any same-sex couples, showed stronger agreement with the dimension describing rejection of same-sex couples as a family structure.

Division of Labor Among Transgender and Gender Non-binary Parents: Association With Individual, Couple, and Children's Behavioral Outcomes

The division of unpaid labor is an important aspect in understanding co-parenting dynamics, along with individual well-being, couple functioning, and family dynamics. This study explores the division of household and childcare unpaid labor, well-being, relationship functioning, and child behavioral outcomes in 163 transgender and gender non-binary (TGNB) parents. Research exploring the division of labor among cisgender heterosexual couples has found that cisgender women in heterosexual couples disproportionately conduct more of the household and childcare labor (e.g., Lachance-Grzela and Bouchard, 2010). In addition, among heterosexual (e.g., Lachance-Grzela and Bouchard, 2010) and same-sex couples (Tornello et al., 2015b), discrepancies in the division of unpaid labor has been associated with individual well-being, along with couple functioning. We know very little about the factors that predict how labor is divided, along with the impact these arrangements among of families headed by TGNB parents. In this study, TGNB parents reported dividing their household and childcare labor in an egalitarian fashion and wanted to divide their labor in that way. The gender of participants, gender design of the couple, educational attainment, and legal status of the couple’s relationship were not associated with the division of unpaid labor. In contrast, participants who reported making a lower proportion of the household income, worked less hours in paid employment, and were genetically related to their eldest child, reported completing significantly more childcare-related tasks, but not household labor. Using multiple regressions, participants’ genetic relatedness to their eldest child was the only significant predictor of performing greater unpaid childcare labor. Lastly, discrepancies in the household, but not childcare labor, predicted parental well-being and couple functioning. The division of labor among TGNB couples was unrelated to their child behavior outcomes. This study not only sheds light on the dynamics of TGNB-headed families, but also additional factors that influence the division of unpaid labor and how this division affects individuals within the family system.

Are the Generations and Gender Surveys Well Suited for Studying Same-Sex Couples?

Different studies of same-sex couples based on the Generations and Gender Survey (GSS) have been published in recent years. However, in this survey, people in gay and lesbian couples are not identified via a direct question but by comparing two separate variables: the sex of the respondent and that of the partner. But the identification of same-sex couples by comparing the sex of both partners is very unreliable. The few sex-coding errors of one of the partners in heterosexual couples generate a very high proportion of "false" same-sex couples among all couples considered to be of the same sex. The aim of this paper is to demonstrate the problematic nature of the indicator in order to avoid inappropriate use of GGS data (and other surveys more generally) and to discuss the reliability of analyses of same-sex couples made with these data.