The ‘dual-income, no kids’ moniker is suddenly everywhere, and the lexicon has ballooned to include DINKWADs, SINKs and DINOs
4 min
Natalie and Keldon Fischer have no debt other than the mortgage from their Seattle condo, where they live with their Pomeranian, Noble. They each have six-figure salaries and hefty savings accounts. Last year, they traveled nearly every other month, including to Italy, Mexico, Thailand and Finland.
“I really enjoy being a DINK,” says Keldon, a 30-year-old software engineer.
DINK, of course, stands for “dual income, no kids.” It isn’t new slang, but suddenly, vocal DINKs are everywhere as more couples like the Fischers not only embrace the label but boldly let their DINK flags fly.
“Being DINKs means we just have a lot of freedom, time and money,” says Natalie Fischer, 25, a full-time content creator. She’s open to having children, but is first focused on building a net worth of $1 million by age 30. “I know that once I have a kid I will have to assume a lot of the caregiving responsibility and work less.”
Videos touting the DINK lifestyle now rack up millions of views on TikTok and Instagram. Most feature married couples sending the message that they don’t have kids yet (so stop asking), possibly never will, and life is fantastic, thank you very much.
The lexicon has ballooned to include DINKWADs (DINKs with a dog), SINKs (single-income, no kids). Some DINKs prefer “DINO,” for dual-income, no offspring.
There is even DINKY—for dual income, no kids, yet.
The public pronouncements represent a shift, says Zachary P. Neal, a psychology professor at Michigan State University who studies child-free adults. Though not all DINKs are strictly child-free, as some may have kids later, he says there is overlap in the groups.
“It has been for a very long time a sort of stigmatised category,” says Neal. “There are all sorts of stereotypes—things like…they’re self-absorbed, they have no stake in the future, they’re too focused on their career.”
But these days, DINKs are leaning into the label, thanks in part to the snowball effect of social media, Neal says, where DINKs are finding safety in numbers. “As some people start to openly identify as child-free, it creates an environment more open and welcoming.”
In a 2021 Pew Research Center survey, 44% of non-parents ages 18 to 49 said they were not likely to have kids ever, up 7% since 2018. Reasons included economic obstacles, concerns about the state of the world and simply not wanting to. And many young adults who do want children are having them later in life than previous generations.
The recent vocal DINK-dom is also generating backlash.
On social media, parents argue they do much of what DINKs do, just with kids in tow. Internet commentators and comedians are using DINKs as material.
“Childless couples are even more annoying than the imaginary children they complain about not even having,” said Lewis Spears, an Australian comedian. “They don’t seem to do anything with their free time except make videos about how much free time they have.”
Brenton and Mirlanda Beaufils, both in their 30s, have been together for over a decade, and say that they’re often questioned about whether they plan to have children.
But they are not ready to give up the flexibility of the DINK lifestyle.
On a trip to Las Vegas, for instance, they partied poolside, dined at the renowned Nobu restaurant, visited casinos and totally lost track of time and went to bed after 5 a.m.
And when Brenton, who is 32 and works in property management, was offered a new job that started in two weeks in another city, the couple made the move—from Boston to Dallas—happen in one week.
“We go where the wind blows,” says Mirlanda, a 30-year-old real-estate agent. “We love that about our relationship.”
In Dallas, they’re closer to Mirlanda’s sisters, including Preciana Prinstil, 29, who often jokingly wonders when Mirlanda will give her children some cousins.
“I want her to feel the love of kids and how they bring joy,” says Prinstil. “Even though they can be a headache.”
Others in the couples’ orbit are also curious. Mirlanda, who wants to be a mom one day, but isn’t in a rush, has a stock retort. “I’m like, ‘Oh, you guys ready to babysit for us? If you can’t answer that question, then stop.’ ”
When Norelle Marquez was younger, she imagined having children at around age 24 or 25. But lately, the 26-year-old hasn’t seen them in her future.
Norelle, a professional photographer, and her husband Robert Marquez, a 28-year-old Marine Corps service member, have no debt, and stick to a firm budget for their Dallas household. “It’s fairly easy being DINKs,” says Robert.
Norelle appreciates that DINK life allows her to provide for family, including her mother, who raised her and her brother as a single parent. She has given her mother a new washer and dryer, house floors, an almost new Toyota RAV4 and more.
The couple posted a video on TikTok about the benefits and quirks of being DINKs, such as, “When we tell people we’re going to Disneyland on vacation, they think we’re weirdos.” It drew nearly 4,000 commenters, including some critics, but many declaring themselves DINKs.
“That TikTok has solidified my feelings about being a DINK and knowing that it’s OK,” says Norelle. “Family doesn’t have to be bloodline,” Robert adds.
Ultimately, whether to have children is a decision that can evolve, says Holly Hummer, a Harvard University Ph.D. candidate who studies women without children.
“We’re all sort of a SINK or a DINK for a portion of our lives,” she says.
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New research suggests that bonuses make employees feel more like a mere cog in a wheel.
2 min
When it comes to rewarding workers financially, cash isn’t always king.
Companies frequently give employees monetary bonuses, but a new study suggests that paid vacation time is a perk employers should also consider.
The study’s authors say that while they didn’t explicitly look into whether employees prefer time off, the study found that receiving extra vacation time rather than bonus money makes workers feel less like a mere cog in a wheel and more like people who are recognised and valued as individuals with a life beyond work.
It makes them feel more human, in the researchers’ terms.
And that feeling benefits employers as well as employees, says Sanford DeVoe, a professor at the Anderson School of Management at the University of California, Los Angeles, and one of the study’s authors.
Feeling more human is strongly correlated with higher job satisfaction, greater engagement with work, better relationships with colleagues and less inclination to leave a job, he says.
In one experiment, the researchers asked about 1,500 participants to recall times when they received a monetary bonus or paid time off—all had received both—and how that made them feel.
Participants responded to the question on a 7-point scale, from feeling more like a robot on the low end of the scale to feeling more human on the high end. Monetary bonuses were given an average score of 5.04, compared with 5.4 for paid vacation time.
“While that difference may sound modest numerically, it represents a meaningful psychological shift,” says DeVoe. “It’s the difference between feeling neutral and feeling genuinely seen as a person.”
The authors then sought to better understand why paid vacation time made employees feel more human. In another experiment, about 500 participants were asked to imagine starting a new job where they might be awarded a bonus. Some were told the bonus would be an extra week of vacation, others were told it would be an extra week of pay.
Participants were then asked about their expectations for being able to keep their work and home lives separate in the new job. Those who could hope for a bonus of extra time off expected more separation between their work and personal lives than those whose potential bonus would be extra pay.
They also reported feeling more human on the 7-point scale. This suggested to the researchers that time off makes people feel more human because it creates a clearer psychological distance from work than a monetary bonus.
In a third experiment, the researchers further tested the idea that clear boundaries between work and personal lives were driving their results.
Two hundred participants were told to imagine being on a vacation and receiving two texts, including one from their mother. Half were told the second text was from a friend and half were told the second text was from their boss.
The authors then measured how human participants felt after each scenario. The average score for those receiving a text from a friend was 5.4 on the 7-point scale, compared with 4.16 for those receiving a text from the boss.
The difference in the scores “demonstrates that even minimal work intrusions can undo the psychological benefits of time off,” says DeVoe. “It shows that it’s not just time away that matters—it’s whether work actually lets go.”
All of this is important for employers looking to get the most out of their workers, he says. “For managers concerned with sustainable productivity, giving people uninterrupted time away from work can be a powerful lever.”
