Berkeley Law

Consumer products are important sources of exposure to harmful chemicals. Product composition is often a mystery to users, however, due to gaps in the laws governing ingredient disclosure. A unique data set that the California Air Resources Board (CARB) uses to determine how volatile organic chemicals (VOCs) from consumer products affect smog formation holds a partial solution. By analyzing CARB data on VOCs in consumer products, we identified and quantified emissions of volatile chemicals regulated under the California Safe Drinking Water and Toxic Enforcement Act ("Prop 65"). We here highlight individual chemicals as well as consumer product categories that people are likely to be exposed to as individual consumers, in the workplace, and at the population level. Of the 33 Prop 65-listed chemicals that appear in the CARB emissions inventory, we classified 18 as "top tier priorities for elimination". Among these, methylene chloride and N-methyl-2-pyrrolidone were most prevalent in products across all three population groups. Of 172 consumer product categories, 105 contained Prop 65-listed chemicals. Although these chemicals are known carcinogens and reproductive/developmental toxicants, they remain in widespread use. Manufacturers and regulators should prioritize product categories containing Prop 65-listed chemicals for reformulation or redesign to reduce human exposures and associated health risks.

Status-based theories of labor market inequality contend that, even when workers have identical qualifications and performance, employers evaluate them differently based on stereotypes about their status group. Gender and parenthood are status characteristics that affect decisions about hiring, pay, and promotion through stereotypes that mothers should not work, fathers should not take leave, and caregivers of either gender are less reliable, committed workers. We contend that family-leave laws mitigate these status effects by conveying a consensus that both men and women can legitimately combine work and family. An experiment testing this theory shows that, when the law is not salient, participants pay mothers (whether or not they take leave) and fathers who take leave less and rate them as less promotable than other identical workers. Participants also rate these employees as less competent, committed, and congenial than other identical workers. By contrast, when participants review family-leave laws before they evaluate employees, they treat mothers and caregivers no worse than other workers. Reviewing an organizational family-leave policy did not reduce the effects of stereotypes as much as reviewing formal law. These findings suggest that making law salient during workplace evaluations can reduce inequality through law’s expressive effects.