Photo is the author’s work.

The migrant crisis, the seemingly unstoppable rise of terrorism and urban violence, the more secretive rise of multinational companies’ power on a global scale, the growing job precariousness, with workers laboring long hours under hazardous conditions for low pay, all these phenomena picture a world of extreme disequilibrium and powerlessness.

So one should accept one’s fate, be it someone being expelled from the Calais jungle, an exploited worker, an evicted Spaniard, or one of the victims of deadly shots or of a crazy truck in the middle of a street…Is this an excessively somber picture, describing late modern people as alone, cut off from their roots, indifferent or ignorant?

The question is important because sometimes people win over big powers. When they decide not to renounce their rights, the dignity of the worker, insisting that the integrity of social life be defended against the vandalism of corporate rationality, when they radicalize their resistance, certain things are possible. This is what we learn from a three-year online ethnographic study conducted on a group of bloggers, former insurance sellers fired by their company for having refused to change crucial aspects of how they do their job, and how they are paid for a job well done.

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Mothers have been shown to receive lower pay than childless women across industrial countries. In the United States, research based on women born in the 1960s or earlier indicates that mothers earn 4-5% less per child, compared to childless women with similar education, length of work experience, and frequency of employment interruptions.

The pay gap between mothers and non-mothers who are otherwise similar—the so-called “motherhood wage penalty”—has been shown to differ in size for women with different marital status, skill level, and age. We know relatively little, however, about how the characteristics of occupations shape the degree to which women are penalized for having children. Occupations, by design, differ in their required training, schedules, and activities. The different work conditions and requirements across occupations may empower or hinder mothers, thereby narrowing or widening the pay gap between mothers and non-mothers.

How exactly should occupational characteristics affect the extent of the motherhood wage penalty? The answer to this question depends on why mothers receive lower wages than childless women in the first place. Because mothers face greater family obligations and time constraints, they may not be able to meet job demands the way childless women can—e.g., being very flexible in making work-related plans—resulting in mothers’ worse job performance and lower pay. If work-family conflict largely accounts for the motherhood wage penalty, then this penalty should be greater in occupations that enable workers less autonomy and more teamwork, as the job performance for such occupations depends more on workers’ ability to perform a certain task at a certain time. Because more autonomous occupations enable greater decision-making latitude, which is thought to lessen job strain, they may also decrease the work-family conflict mothers frequently face, thereby reducing mothers’ wage disadvantage. Likewise, because occupations that require workers to compete intensely with peers tend to be more stressful and time-demanding, mothers in more competitive occupations should be especially likely to suffer from job strain and work-family conflict, resulting in a greater motherhood penalty.

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Image by Beth Redbird

Occupational licensure creates a right to practice, legislatively carving out tasks that can only be performed by authorized practitioners and reserving an occupational title for the sole use of those practitioners.  The authority to practice can be obtained only from the state, and unauthorized practice can result in criminal and civil penalties.

Over the past few decades, occupational closure – most often through occupational licensing – quietly became the norm for a broad swath of American occupations. Where only a small set of ‘traditional’ professions once determined entry through regulation, today the practice governs a much wider range of occupations, from doctors to engineers, carpet layers to massage therapists, agricultural inspectors to wilderness guides, and fortune tellers to legal document assistants.

The most substantial growth in occupational licensing has been in blue-collar occupations.

Many occupational licensing boards are made up of senior professionals in that field. Thus, architects draft guidelines for other architects; standards for hairdressers are styled by instructors in cosmetology schools; and frog farmers must leap over barriers imposed by fellow amphibious agriculturalists.

Because not every worker who wants a license can obtain one, licensure is thought to raise wages for licensed workers by artificially restricting supply. If true, this would mean that licensed workers benefit at the expense of consumers.

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Photo by Brigid Farrell

In the recent news several instances of sexual harassment and sexual abuse have been brought to light. These cases of sexual abuse highlight how powerful men, such as Harvey Weinstein, Kevin Spacey, and Matt Lauer can use their positions to exploit, harass, and cause harm to others.

There has been less focus on how these individuals were made powerful and protected by institutions that both enabled them to harass and gave them the tools through which they could cause harm. In my research, I explore the intersection between bureaucracy and harassment in the context of the United States military.

Earlier this year “Marines United” was identified as a closed Facebook group where over 30,000 servicemen shared nude photos of servicewomen. Many of the comments following the identification of “Marines United” asked whether the military had policies and regulations as well as avenues to prosecute servicemembers for online activities. We often understand policies, rules, and regulations as ways to prevent, address, and punish those who might perpetrate sexual harassment and abuse.

However, my research shows that it is also important to recognize the discretionary power that individuals have in interpreting, carrying out, and implementing organizational rules, policies, and regulations. The interplay between organizational polices, workplace climate, and individuals in power can lead to sexual abuse in the workplace.

In a recently published article, I use the term “bureaucratic harassment” to explain workplace harassment where bureaucracy is both the tool that perpetrators use to harass, as well as their source of power over others in the organization.

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Image by Claire MacNeill (CC BY-SA 2.0)

How is socio-economic advantage and disadvantage passed down from parent to child? This is a central question for sociologists and policymakers alike. No one denies the vital role that education plays in this process. However, sociologists have long argued that there is a persistent ‘direct effect of social origins’ on occupational attainment which cannot be accounted for by education. This residual direct effect of social origins on occupational destinations has acquired the status of a stylized fact within sociology, sometimes simply referred to as ‘DESO’.

Our recent study challenges the consensus on this issue. We ask, could the direct effect of social origins be an artefact of using overly crude measures of education?

If you want to get a top social class position, it certainly helps to be a university graduate.  But simply having a degree may not be enough. It may also matter what subject your degree is in, and whether you attended a prestigious university. Yet most studies of social mobility have not accounted for these educational distinctions, which are likely to matter for access to top jobs nowadays.

We set out to provide a refined account of the educational pathways from origins to destinations, using data from a nationally representative sample of over 17,000 people born in Britain in 1970, using the 1970 British Cohort Study. The BCS70 is longitudinal, meaning that the same group of people have been followed up over time. The BCS70 study members have been followed from birth, when their parents were interviewed, to mid-life. The study is ongoing, and the cohort members are interviewed every few years.

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