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Review of Relational Inequalities: An Organizational Approach, with audio

cover of Relational Inequalities

I had the privilege of sitting on an author-meets-critics panel for the the book Relational Inequalities: An Organizational Approach, by Donald Tomaskovic-Devey and Dustin Avent-Holt, at the Eastern Sociological Society meetings this weekend. The panel was organized by Steven Vallas, and included Adia Harvey Wingfield. Because two other panelists canceled, I had a lot of time and ended up speaking for 25 minutes. We had a great discussion after the formal remarks, which only deepened my appreciation for the book. I recorded my remarks. Here is audio, with 4 minutes of ums and dead ends edited out:

 

And here is a lightly edited transcript:

I want to thank Steve, as well as Don and Dustin, for organizing and writing, respectively. It’s really been a pleasure. In the same way that once upon a time I used to run faster when I played competitive sports, because someone was yelling at me to run faster, reading a book knowing that I’m going to offer commentary on it to an audience of people whose opinions I respect makes me try harder and pay more attention, and focus more on it. So it’s a privilege to have this be one part of my job. I don’t normally read books all the way through and think about them carefully and sketch out my thoughts, so I really learned a lot doing that.

In the process, you know, it’s 10 months ago whenever we got this invitation, and then finally the book comes, and then I skim through it, then I put it down, and then you know it comes down to the last couple of days in my room reading the book carefully, and it’s been great. And fresh. Very fresh, right through breakfast.

I want to start by talking about my own work. Just kidding.

I have an outline. I start with praise. And then questions about what’s the relationship between organizations and inequality, as far as creating, reflecting, reproducing inequality; discussion of the role of education, as one of the things that it is external to organizations; and then a discussion of inequality within and between organizations, and where this fits in with the path of social change.

Praise

It’s a really really good book. And I look forward to putting it on our comprehensive exam reading list for the inequality reading group, I think it teaches this stuff really well – the literature on organizations and inequality. A great audience for it is people who are designing research projects having to do with inequality, and what is the role of organizations going to be in the work.

One of the things that’s really important, and you have to get to it right away, is the disconnect between the method of most research which is individual observation, and mostly surveys, and the theorized mechanisms about how inequality works, which are largely relational. And so we look at individuals and we say, oh look people with more education have more income, or we say we have racial inequality and we have immigration, and we have all these measures which are usually at the individual level, and then the mechanisms which we think are producing these are schools and segregation and discrimination, and things that are all interactional, or relational, between people within and around organizations. And so that’s just a sociological take that is very important here.

I love the mezo/contextual way of thinking in the analysis, between the individual and the country or the state or something like that, and at the organizational level that complexity and variation – how there is so much difference in the patterns of inequality within organizations. Yes, men make more money than women, but how that works is very different across different organizations and places and times, and the dispersion is different, and the patterns of dispersion change, and all that variation gives us leverage to understand how inequality works, but also where policy and law can intervene. Because if you have a range of practices, and you can see the consequences of the range of practices, that’s where you get something like the idea for a policy – we should do more of this and less of this, and so on. So that variation is key, and having it at the organizational level is important.

They set out a really useful research agenda. They talk a lot about workplace ethnographies and surveys, and various ways that organizational dynamics of inequality have been studied, and the research agenda that emerges has to do with comparative organizational studies, with attention to the role of external influences on organizations. So the gold standard is sort of multi-organizational research where the context is carefully considered between the different organizations and the workings of the relations within the organizations, and hopefully between them.

The relational framework they have here is sort of Charles Tilly’s Durable Inequality plus Cecilia Ridgeway – that’s my background reading on this, which is kind of thin, admittedly. And so it’s categories and the durableness of them within institutions and organizations, and putting people into cognitive categories and how that represents the integration of social structure into personality and interaction and so on. So that’s sort of the frame, which I think is really useful.

And then the moral framework they have is very clear, at the end; and the policies they give us to talk about, both “what about worker cooperatives,” and, “what about a universal basic income” – sort of state level and organizational level policies that address the variety of problems and inequalities that we have.

Organizations and inequality

A key question, and a motivating question for them, is what is the role of organizations in the wider system of inequality – that is, are they creating inequality, are they reflecting inequality that comes to them from the outside of the organization, what’s their role in the reproduction of inequality. And so you have the organization – it’s a workplace, which is mostly what they talk about – and there are things coming at it from the outside: cognitive categories and hierarchies, status between groups, privilege groups, esteem groups, minority groups that are less privileged and so on. And then there’s a law and regulatory policy environment that they’re working within, there are market conditions that they’re working within, and then there are the workers that are coming to them with their range of unequal skills and education, their health, their social capital, their histories of incarceration – everything that workers bring to the organization. So you could ignore organizations and say, look we have all this inequality out there, outside the organization, and the organization is basically just sort of applying formulas to this: “Well, men are privileged over women, so we pay them a little bit more, we discriminate against people with criminal records, if you don’t have the skills to do the job you’re out, if you’re health is not good, if you have children, if you can’t show up…” You could think of organizations as just sort of administering the system of inequality, the structures of inequality that they’re in, or you can think of them as implementing or enacting the inequality. So until the organization gets its hands on it, all that inequality is sort of not really operationalized, it’s not really functioning – the status inequality between men and women doesn’t really happen until somebody decides to pay the man more than the woman. That’s sort of their view, not necessarily – [Don: “I agree”] – not necessarily true, but that’s the question, are organizations doing that, or they just sort of receiving that.

And the authors point out – I’ll give you a little taste of this (p. 14): “Most inequalities are generated through the relationships in and around workplaces.” That’s a very strong statement, although “most” is a little bit vague, it’s 51% to 99%. That clearly gives you a strong reason to focus on workplaces, and it’s somewhat debatable.

And they point out in a footnote (p. 58): “Obviously, power can be exercised as violence in addition to discursive claims-making [so it’s not just people debating over rewards within organizations]. Strong-armed robbery and colonial conquest are examples of violent exploitation, genocide, ethnic cleansing, political suppression via arrest of social movements’ claims of dignity and access are the violent faces of closure.” Well, none of that stuff is happening within workplaces. So if you think colonial conquest, genocide, ethnic cleansing, and political suppression are important parts of inequality, and we know that those aren’t happening within workplaces, you know the field is generating a lot of inequality outside workplaces. You have to weigh that up against their, “most of inequality comes from within workplaces,” And to their credit, it’s an empirical question, which they note. It’s hard to quantify and it’s kind of pointless to quantify but the question is where should our focus be?

By the time they’re to their conclusion, they write, “We are not arguing that only organizations matter for inequality,” ok, they are definitely not arguing that – but if you have to say that, it’s obviously relevant, so that’s a question. It really is an organizations manifesto, the book, the importance of organizations, and it makes the case very strongly. It’s extremely useful and valuable and informative. And the fact that they make the claims really strongly helps motivate it and make it clear. And whether I want to argue about whether it’s 51% or 80% of inequality that comes from workplaces, for most uses of it that’s not the point.

Related to the question of what organizations do – whether they’re creating or reflecting – is inequality, unequal what? What are we talking about? Most obviously money, some people have more money than others. But especially when you’re talking about intersectional questions, are race and class and gender just three different ways of deciding who’s going to have how much money? No, it’s much more than money, it’s cultural in terms of who’s valued and esteemed, and who gets to set the discourse, and it’s status in terms of whose opinions get respected, and voice within organizations, and it’s also geographic with segregation, and so on. And so they talk a lot about “organizational resources” being what’s at issue. Whenever I teach inequality I push sociology grad students to get beyond thinking of all these status inequalities as being different ways of deciding how much money we get. And especially, what is the content of the inequality. Unequal amounts of what are we actually talking about? And that’s why I think the feminist discourse over sexuality is so important. Because control over sexuality is sort of orthogonal to the amount of money that you have – it’s obviously related, but it’s a different quality. So that stuff is really important and there’s a lot of food for thought on that here.

I mentioned genocide and ethnic cleansing, and there are other things which are happening outside organizations that are relevant. Things that happen outside workplaces, that may be in other organizations: welfare, taxation, the education system, residential segregation, incarceration – these are all things that are packaging inequality that arrive at the doorstep of the workplace. So I’ll give two possible policy ideas that are totally outside workplaces: if we had a 90% marginal tax rate on upper incomes, you might say, “who cares about inequality within organizations?” You get rich, and the government takes your money and gives it to poorer people. And so that lowers the stakes. And partly they focus on organizations because in the United States we don’t do that. And so that question of how much empirically are organizations creating of the system of inequality, is partly that number is higher because we don’t have that kind of society. So it’s not a statement about how inequality will always forever work, it’s really driven by the reality that we have now. And the other policy challenge to thinking organizationally is reparations. If the government stepped in and had a big reparations program and orientation, that is totally outside of individual workplaces, what would that do? So those are just things to think about.

Education

Their attitude toward education is interesting. And it’s – what do you call that when it’s not traditional, it’s not “heretic,” it’s very challenging. [The word I was looking for is “heterodox.”] They basically treat education as a proxy for claims-making resources. So the amount of education people have, when they get to the workplace, allows them to essentially bargain for or demand more or less money. Which, if you’ve ever had surgery, from a doctor, you want your surgeon to have gone to medical school. [Don: “You want your surgeon to be a good surgeon.”] Right, exactly. In our system, the proxy for that is that they’ve gone to medical school, and the board certifying and all that. So their issue is how much doctors are paid, not who gets to be a doctor. They’re not talking about inequality in the education system, all the things that create the unequal distribution of medical education.

Consider this also: there are limits to the organizational variation in this. There are no organizations in the United States that let people perform surgery without medical degrees. So that’s something very strong coming from the external reality that workplaces have to deal with. They can only hire people with medical degrees to do surgery, and surgery is very valued, it commands a lot of money in the market. So if they’re going to say “wages and jobs are organizational phenomena,” which they say, and education is this way of making claims on those things, then it’s interesting to push them on this issue of who gets to have the education. They say, sort of grudgingly in my opinion, yes, sometimes educational credentialing has to do with the skills required to do the job, but basically it’s about how much money you can extract from your employer. That’s why I focus on surgery, because lots of other education is just a cruder proxy for particular skills and whatnot.

They review literature on how factories work in Mexico and the U.S., including within the same multinational company, and the gender difference between maquiladoras. But if you think globally, the difference between a doctor in the U.S. and a factory worker in Mexico, and the vast inequality in resources they command, is not determined by the practices of their organizations, right? And an interesting thing about doctors in particular, is we pay a fortune in this country because the government (because of doctors) doesn’t let foreign doctors come practice here. Our doctors get paid ridiculously high amounts (Dean Baker, the economist, has written very compellingly about this). If we allowed foreign doctors to come here, foreign doctors would make a lot more money than they’re making, our doctors would make less money, and we would all pay less for equally good healthcare. So that’s a state policy, and not something that the hospitals can address.

While we’re thinking about the external factors, and I’m pushing them on this, they do a little review of Devah Pager’s work, “the mark of a criminal record” – employers don’t hire people with criminal records – so is that a problem of employer practices or is that a problem of mass incarceration and the distribution of criminal records? It’s both, but you couldn’t understand it by only studying the practices of employers, because that’s not a fixed quantity of a randomly distributed stigma.

So when you get to the intersectional stuff – consider race, class, and gender in our system of inequality. They point out gender and race integration in education “led to a weakening of gender and race based closure” (and that shows up in Don and Kevin’s previous book, and that’s reviewed here). So there’s less job segregation by race and gender than there used to be, and less exclusion, “while leaving unchallenged, or perhaps even strengthening, education based closure.” Well, by one way of thinking, of course, if race and gender are becoming less determinative of workplace outcomes, and education is becoming more determinative, that’s literally the goal of rational modern society, is to stop with the ascriptive criteria, and start using rational educational criteria, for skills and productivity. So they’re all up in arms about this, but it’s interesting to say, well, wait a second isn’t that kind of the point, like meritocracy. “There is an intersectional reality weakening closure on the basis of race and gender even as closure rules around education remain hegemonic.” So it would be worth it to explain, and I guess they do explain, why they think this is not the definition of progress. I’m being provocative. It’s not like education is fairly distributed, so it’s still all about ascriptive inequalities through the education system.

Between and within organizations

So what about inequality between and within organizations. And here it’s interesting because the world has changed while they were writing this book. In making their case for why organizations are so important, they write, “We are born and die in organizations.” OK, I like that, they obviously think it’s very important. “We spend a great deal of our lives working alongside others in organizations” – and then listen to this list of sort of other things: “We go to one organization to be educated (schools), to another to get income (workplaces), which we then spend in another (stores), in order to bring food and clothing to a fourth (households).” So they’re telling your other organizational fields. What’s interesting is that in schools, stores, and households, there’s more inequality between than within organizations. And so they’re very focused on workplaces, where probably you find more inequality within the organizations. They’re interested in those dynamics: What causes inequality within organizations, why do CEOs make so much, why is there gender segregation in the division of labor, and so on. Interestingly, and the trend over time is probably toward more inequality between. And if you think about families, in the old days, if you had an employed man and three children and a woman who had no income, then you have a tremendous amount of inequality within that organization, within that family. Nowadays if you have two children and the parents both have jobs, you have fewer people with no income and more people with income, and so there’s less within-household inequality, and that’s a trend over time.

In their second-to-last chapter they have a very good discussion about how this is also happening with firms and workplaces in the U.S. So if General Motors outsources their custodial service (I’m just making this up), some big company outsources lower status, or higher status, work, there’s a firm that is less hierarchical somewhere, that’s just all custodians. And there’s a firm that’s just all engineers. And General Motors is like bundling those services. So the inequality is increasingly between organizations there, rather than within. So instead of hierarchy within Amazon being from Bezos to the drivers, the drivers are all contracted, and so on. And Uber, and self-employment, and the gig economy, and all that stuff is sort of like if every Uber driver is an organization the way Uber thinks they are, then the inequality is all between organizations.

And so that’s the direction of social change, and it’s a challenge for their theory. If their theory is focused on inequality within firms, and organizations, then what’s happening in world, and how does their theory address this? And they say, “even if there were no internal inequalities within firms, there still might be considerable inequality between firms, as a function of firm resource inequality.” So they’re sort of already projecting to a world where every company had no inequality within it. We’re not there at all, but their answer to that is maybe more aspirational than empirical, and I think it’s debatable, and it’s worth debating, it’s: “The processes governing inequality between organizations is fundamentally the same as that governing inequality within organizations: relational claims-making, exploitation, and social closure.” OK, that’s a very strong statement. It says we’ve sketched out this whole theory about how inequality works within organizations, we see that the world is moving toward inequality between organizations, and we’re going to apply the concepts that we’ve developed to this new reality also. And that is a challenge for future work in this area. And so I’m not expecting them to have established this empirically before they do it, but that’s their case.

That’s one of the many examples of the great research agenda that comes out of this really interesting and important work. And with that I close. Thank you.

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Equal-education and wife-more-education married couples don’t have sex less often

In my review of Mark Regnerus’s book, Cheap Sex, I wrote: “The book is an extended rant on the theme, ‘Why buy the cow when you can get the milk for free?’ wrapped in a misogynist theory about sexual exchange masquerading as economics, and motivated by the author’s misogynist religious and political views.”

Someone just reposted an old book-rehash essay of Regnerus’s called, “The Death of Eros.” In it he links to my post documenting the decline in sexual frequency among married couples in the General Social Survey. In marriage, Regnerus writes, “equality is the enemy of eros,” before selectively characterizing some research about the relationship between housework and sex. (Here’s a recent analysis finding egalitarian couples don’t have sex less.)

But I realized I never looked at sexual frequency in married couples by the relative education of the spouses, which is available in the GSS. So here’s a quick take: Married man-woman couples in which the wife has equal or more education don’t have sex less frequently.

I modeled sexual frequency (an interval scale from “not at all” = 0 to “4+ times per week” = 6 as a function of age, age-squared, respondent education, respondent sex, decade, and relative education (wife has lower degree, wife has same degree, wife has higher degree). The result is in this figure. Note the means are between 3 (“2-3 times per month”) and 4 (“weekly”). Stata code for GSS below.

death of eros

OK, that’s it. Here’s the code (I prettied the figure a little by hand afterwards):

*keep married people
keep if marital==1

* with non-missing own and spouse education
keep if spdeg<4 & degree<4
recode age (18/29=18) (30/39=30) (40/49=40) (50/59=50) (60/109=60), gen(agecat)
recode year (1970/1979=1970) (1980/1989=1980) (1990/1999=1990) (2000/2008=2000) (2010/2016=2010), gen(decade)
gen erosdead = spdeg>degree
gen equal=spdeg==degree

gen eros=0
replace eros=1 if spdeg<degree & sex==1
replace eros=2 if spdeg==degree
replace eros=3 if spdeg>degree & sex==1

replace eros=1 if spdeg>degree & sex==2
replace eros=3 if spdeg<degree & sex==2

label define de 1 "wife less"
label define de 2 "equal", add
label define de 3 "wife more", add
label values eros de

reg sexfreq i.sex i.agecat i.decade i.degree i.eros [weight=wtssall]
reg sexfreq i.sex c.age##c.age i.degree i.eros##i.decade [weight=wtssall]
margins i.eros##i.decade
marginsplot, recast(bar) by(decade)

Note: On 25 Dec 2018 I fixed a coding error and replaced the figure; the results are the same.

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Decadally-biased marriage recall in the American Community Survey

Do people forget when they got married?

In demography, there is a well-known phenomenon known as age-heaping, in which people round off their ages, or misremember them, and report them as numbers ending in 0 or 5. We have a measure, known as Whipple’s index, that estimates the extent to which this is occurring in a given dataset. To calculate this you take the number of people between ages 23 and 62 (inclusive), and compare it to five-times the number of those whose ages end in 0 or 5 (25, 30 … 60), so there are five-times as many total years as 0 and 5 years.

If the ratio of 0/5s to the total is less than 105, that’s “highly accurate” by the United Nations standard, a ratio 105 to 110 is “fairly accurate,” and in the range 110 to 125 age data should be considered “approximate.”

I previously showed that the American Community Survey’s (ACS) public use file has a Whipple index of 104, which is not so good for a major government survey in a rich country. The heaping in ACS apparently came from people who didn’t respond to email or mail questionnaires and had to be interviewed by Census Bureau staff by phone or in person. I’m not sure what you can do about that.

What about marriage?

The ACS has a great data on marriage and marital events, which I have used to analyze divorce trends, among other things. Key to the analysis of divorce patterns is the question, “When was this person last married?” (YRMARR) Recorded as a year date, this allows the analyst to take into account the duration of marriage preceding divorce or widowhood, the birth of children, and so on. It’s very important and useful information.

Unfortunately, it may also have an accuracy problem.

I used the ACS public use files made available by IPUMS.org, combining all years 2008-2017, the years they have included the variable YRMARR. The figure shows the number of people reported to have last married in each year from 1936 to 2015. The decadal years are highlighted in black. (The dropoff at the end is because I included surveys earlier than those years.)

year married in 2016.xlsx

Yikes! That looks like some decadal marriage year heaping. Note I didn’t highlight the years ending in 5, because those didn’t seem to be heaped upon.

To describe this phenomenon, I hereby invent the Decadally-Biased Marriage Recall index, or DBMR. This is 10-times the number of people married in years ending in 0, divided by the number of people married in all years (starting with a 6-year and ending with a 5-year). The ratio is multiplied by 100 to make it comparable to the Whipple index.

The DBMR for this figure (years 1936-2015) is 110.8. So there are 1.108-times as many people in those decadal years as you would expect from a continuous year function.

Maybe people really do get married more in decadal years. I was surprised to see a large heap at 2000, which is very recent so you might think there was good recall for those weddings. Maybe people got married that year because of the millennium hoopla. When you end the series at 1995, however, the DBMR is still 110.6. So maybe some people who would have gotten married at the end of 1999 waited till New Years day or something, or rushed to marry on New Year’s Eve 2000, but that’s not the issue.

Maybe this has to do with who is answering the survey. Do you know what year your parents got married? If you answered the survey for your household, and someone else lives with you, you might round off. This is worth pursuing. I restricted the sample to just those who were householders (the person in whose name the home is owned or rented), and still got a DBMR of 110.7. But that might not be the best test.

Another possibility is that people who started living together before they were married — which is most Americans these days — don’t answer YRMARR with their legal marriage date, but some rounded-off cohabitation date. I don’t know how to test that.

Anyway, something to think about.

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Predicted divorce decline rolls on

With the arrival of the 2017 American Community Survey data on IPUMS.org, I have updated my analysis of divorce trends (paper | media reports | data and code).

In the first version of the paper, based on data from 2008 to 2016, I wrote:

Because divorce rates have continued to fall for younger women, and because the risk profile for newly married couples has shifted toward more protective characteristics (such as higher education, older ages, and lower rates of higher-order marriages), it appears certain that – barring unforeseen changes – divorce rates will further decline in the coming years.

I don’t usually make predictions, but this one seemed safe. And now the 2017 data are consistent with what I anticipated: a sharp decline in divorce rates among those under age 45, and continued movement toward a more selective pattern in new marriages.

Here is the overall trend in divorces per 100 married women, 2008-2017, with and without the other variables in my model:

divtrend

With the 2017 data, the divorce rate has now fallen 21% since 2008. To show the annual changes by age, I made this heatmap style table, with shading for divorce rates, rows for years, columns for age, and the column widths proportional to the age distribution (so 15-19 is a sliver, and 50-54 is the widest). The last row shows the sharp drop in divorce rates for women under age 45 in 2017:

2008-2017 divorce marriage.xlsx

To peek into the future a little more, I also made a divorce protective-factor scale, which looks just at newlywed couples in each year, and gives them one point for each spouse that is age 30 or more, White or Hispanic, has BA or higher education, is in a first marriage, and a point if the woman has no own children in the home at the time of the survey. So it ranges from 0 to 9. (I’m not saying these factors have equal importance, but they are all associated with lower odds of divorce.) The gist of it is new marriages increasingly have characteristics conducive to low divorce rates. In 2008 41% of couples had a score of 5 or more, and in 2017 it’s 50%.

mdpf

So divorce rates will probably continue to fall for a while.

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The coming divorce decline

Unless something changes outside the demogosphere, the divorce rate is going to go down in the coming years.

Divorce represents a number of problems from a social science perspective.

    • Most people seem to assume “the divorce rate” is always going up, compared with the good old days, which are supposed to be the whole past but are actually represented by the anomalous 1950s.
    • On other hand, social scientists have known for a few decades that “the divorce rate” has actually been declining since the 1980s. That shows up in the official statistics, with the simple calculation — known as the refined divorce rate — of the number of divorces per 1,000 married women.
    • On the third hand, the official statistics are very flawed. The federal system, which relies on states voluntarily coughing up their divorce records, broke down in the 1990s and no one fixed it (hello, California doesn’t participate). In the debate over different ways of getting good answers, a key 2014 paper from Sheela Kennedy and Stephen Ruggles showed that the decline in divorce after 1980 was mostly because the whole married population was getting older, and older people get divorced less. That refined divorce rate doesn’t account for age patterns. When you remove the age patterns from the data, you see a continuously increasing divorce rate. Yikes!
    • On the fourth hand, Kennedy and Ruggles stopped in about 2010. Since then, the very divorce-prone, multi-marrying, multi-divorcing Baby Boomers have moved further out of their peak action years, and it’s increasingly clear that divorce rates really are falling for younger people.

In my new analysis, which I wrote up as a short paper for submission to the Population Association of America 2019 meetings, I argue that all signs point to a divorce decline in the coming years. Here is the paper on SocArXiv, where you will also find the data and code. And here is the story, in figures (click to enlarge).

1. The proportion of married women who divorce each year has fallen 18% in the decade after 2008. (There are reasons to do this for women — some neutral, some good, some bad — but one good thing nowadays is at least this includes women divorcing women.) And when you control for age, number of times married, years married, education, race/ethnicity, and nativity, it has still fallen 8%.

ddf1

2. The pattern of increasing divorce at older ages, described by Susan Brown and I-Fen Lin as gray divorce, is no longer apparent. In the decade after 2008, the only apparent change in age effects is the decline at younger ages, holding other variables constant.

ddf2

3. The longer term trends, identified by Kennedy and Ruggles, which I extend to 2016, show that the upward trajectory is all about older people. These are prevalences (divorced people in the population), not divorce rates, but they are good for illustrating this trend.

ddf3

4. In fact, when you look just at the last decade, all of the decline in age-specific divorce rates is among people under age 45. This implies there will be more older people who have been married a long time, which means low divorce rates. Also, their kids won’t be as likely to have divorced parents, although more kids will have parents who aren’t married, which might work in the other direction. (You can ignore then under-20s, who are 0.2% of the total.)

ddf4

5. Finally, to get a glimpse of the future, I looked at women who report getting married in the year before the survey, and how they have changed between 2008 and 2016 on traits associated with the risk of divorce. They clearly show a lower divorce-risk profile. They are more likely to be in their first marriage, to have college degrees, to be older, and to have no children in their households (race/ethnicity appears to be a wash, with fewer Whites but more Latinas).

ddf5

6. Finally finally, I also looked at the spouses of the newly-married women, and made an arbitrary divorce-protection scale, with one point to each couple for each spouse who was: age 30 or more, White or Hispanic, BA or higher education, first marriage, and no own children. Since 2008 the high scale scores have become more common and the low scores have become rarer.

ddf6

7. It’s interesting that the decline in divorce goes against the (non-expert) conventional wisdom. And it is happening at a time when public acceptance of divorce has reached record levels (which might be part of why people think it’s growing more common — less stigma). Here are the trends in attitudes from Pew and Gallup:

ddf7

That’s my story — thanks for listening!

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