Gender und Arbeitsmarkt
Das Themendossier "Gender und Arbeitsmarkt" bietet wissenschaftliche und politiknahe Veröffentlichungen zu den Themen Erwerbsbeteiligung von Frauen und Männern, Müttern und Vätern, Berufsrückkehrenden, Betreuung/Pflege und Arbeitsteilung in der Familie, Work-Life-Management, Determinanten der Erwerbsbeteiligung, geschlechtsspezifische Lohnunterschiede, familien- und steuerpolitische Regelungen sowie Arbeitsmarktpolitik für Frauen und Männer.
Mit dem Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
- Erwerbsbeteiligung von Frauen
- Erwerbsbeteiligung von Männern
- Kinderbetreuung und Pflege
- Berufliche Geschlechtersegregation
- Berufsrückkehr – Wiedereinstieg in den Arbeitsmarkt
- Dual-Career-Couples
- Work-Life
- Geschlechtsspezifische Lohnunterschiede
- Familienpolitische Rahmenbedingungen
- Aktive/aktivierende Arbeitsmarktpolitik
- Arbeitslosigkeit und passive Arbeitsmarktpolitik
- geografischer Bezug
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Literaturhinweis
The 'two lives' of Esping-Andersen and the revival of a research program: Gender equality, employment and redistribution in contemporary social policy (2025)
Zitatform
Ferragina, Emanuele (2025): The 'two lives' of Esping-Andersen and the revival of a research program: Gender equality, employment and redistribution in contemporary social policy. In: Social Policy and Administration, Jg. 59, H. 1, S. 1-19. DOI:10.1111/spol.13029
Abstract
"This article makes two conceptual contributions to social policy literature. First, we summarise key concepts and insights from Gøsta Esping-Andersen's major books, tracing his work in ‘two lives’: ‘the foundations, or the welfare state between states and markets’ and ‘the demographic turn’. Analyzing the ‘first life’, we revisit the centrality of the decommodification and social stratification concepts and the seeds of the social investment approach. Further, we explore Esping-Andersen's masterful analysis of the double bind of the welfare state (supporting full-employment and redistributional harmony) in a post-industrial era and how countries belonging to different regimes have dealt with it. Through his ‘second life’, we explore the ‘impossible marriage’ between full employment and equality, and the development of the social investment approach. Our second contribution is to critically analyse a tension—generated by the shift from a broad to a narrow social policy perspective—between the two lives and how it raises questions for contemporary social policy. We suggest the field should take stock of Esping-Andersen's work holistically, going beyond a simplistic use of welfare regime typologies and the universal proposition of a Scandinavian-style social investment approach. This approach tends to overlook factors related to the international context (e.g., the expansion of the market logic, and questions of exchange, inflation and debt) when assessing the impact of social policy on key outcomes. Our ultimate goal is to revive a research program based on the integration between social policy and international political economy, a program geared at critically assessing issues related to gender equality, employment and redistribution." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
The flexibility paradox and spatial-temporal dimensions of COVID-19 remote work adaptation among dual-earner mothers and fathers (2025)
Zitatform
Parry, Ashley (2025): The flexibility paradox and spatial-temporal dimensions of COVID-19 remote work adaptation among dual-earner mothers and fathers. In: Gender, work & organization, Jg. 32, H. 1, S. 15-36. DOI:10.1111/gwao.13130
Abstract
"There is an increased blurring of work and home life in contemporary society due to access to technology and the mass expansion of remote work during the COVID-19 pandemic. Flexible working arrangements like remote work can lead to men self-exploiting themselves in the workplace and women self-exploiting themselves in the domestic sphere in the context of a work-centric society that is reliant upon passion at work and traditional gender norms. This study extends Chung's ideas on gendered patterns in the flexibility paradox by examining spatial-temporal dimensions of COVID-19 remote work adaptation among an extreme sample: dual-earner parents with young children. Semi-structured interviews were conducted on Zoom with 20 mothers and 17 fathers working from home in the U.S. with children ages 5 and under between the summer of 2020 and the spring of 2021. Findings indicate that fathers' work is prioritized in spatio-temporal terms whereas mothers' work is fragmented and dispersed. Gendered patterns in the flexibility paradox and labor shouldered by mothers as primary caregivers are considered as potential theoretical explanations for the privileging of fathers' workspace and work time." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
The gender pay gap—What's the problem represented to be? Analyzing the discourses of Estonian employers, employees, and state officials on pay equality (2024)
Zitatform
Aavik, Kadri, Pille Ubakivi-Hadachi, Maaris Raudsepp & Triin Roosalu (2024): The gender pay gap—What's the problem represented to be? Analyzing the discourses of Estonian employers, employees, and state officials on pay equality. In: Gender, work & organization, Jg. 31, H. 1, S. 171-191. DOI:10.1111/gwao.13061
Abstract
"The gender pay gap (GPG) remains significant in most countries and is a key indicator of gender inequality in society. Qualitative research on the GPG is scarce, yet, qualitative perspectives on the GPG are valuable as the ways in which the GPG is understood and talked about shape actions to tackle it. This article focuses on how the GPG is represented in the context of work and organizations, inspired by the “What's the Problem Represented to be?” approach, developed by Carol Bacchi. The analysis draws on qualitative data—63 interviews with employers, employees, and state officials—collected in Estonia which exhibits one of the largest GPGs in the European Union. Five dominant representations of the GPG were identified: the GPG as (a) consciously produced by employers, (b) different pay for the same work, (c) unmeasurable due to “unique” and “incomparable” jobs and workers, (d) produced by women's failure to ask for fair pay, and (e) impossible for employers to reduce because of market forces. Collectively, these representations render the GPG inevitable, downplaying its emergence as a result of specific gendered social practices. This has implications for the employers' and the state's willingness and strategies to reduce the GPG." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
An analysis of the gender layoff gap implied by a gender gap in wage bargaining (2024)
Zitatform
Abrahams, Scott (2024): An analysis of the gender layoff gap implied by a gender gap in wage bargaining. In: Economics Letters, Jg. 234. DOI:10.1016/j.econlet.2023.111505
Abstract
"The assumption that wage bargaining power is greater for men than for women yields a novel, mechanical implication regarding the gender wage gap: there should also be a gender layoff gap. If women with the same marginal product of labor as men exercise less bargaining power and consequently earn lower wages, then female workers should on average be more profitable for a firm. When conditions reduce labor demand, the firm should therefore prefer to lay off its male workers first. I show that this is consistent with the data for the United States from 1982–2019. A calibration exercise based on the gender gap in layoff rates suggests that the female bargaining share has risen from 14% lower to 6% lower than the male share over time." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
The Underconfidence Wage Penalty (2024)
Zitatform
Adamecz, Anna & Nikki Shure (2024): The Underconfidence Wage Penalty. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17033), Bonn, 16 S.
Abstract
"Recent evidence on the gender wage gap shows that it has remained stagnant for those with a university degree and is the largest at the top of the earnings distribution. Many studies have explored institutional factors that contribute to the gender wage gap, but there is little evidence on the role of non-cognitive traits, including overconfidence. This is surprising given its prominence in academic and popular literature. We use a measure of overconfidence captured in adolescence to explain the gender wage gap at age 42. Our results show that overconfidence explains approximately 5.5% of the unconditional gender wage gap. This is driven by women being more underconfident, not men being more overconfident. Furthermore, we find negative wage returns on being underconfident for both men and women. Most of this penalty works via occupational sorting, having lower pre-university educational outcomes, and being less likely to study high-return subjects at university. This has implications for the limitations of workplace-based interventions aimed at boosting women's confidence." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Coparenting and conflicts between work and family: Between-within analysis of German mothers and fathers (2024)
Zitatform
Adams, Ayhan (2024): Coparenting and conflicts between work and family: Between-within analysis of German mothers and fathers. In: Journal of Family Research, Jg. 36, S. 262-282. DOI:10.20377/jfr-1013
Abstract
"Objective: The study examines the relationship between coparenting conflicts and work-to-family/family-to-work conflicts for employed mothers and fathers. Background: The presence of children exacerbates the compatibility of work and duties of the private life for working parents. Working along similar lines in terms of parenting seems to be necessary to cope with these challenges. Still, a few studies have focused on the relationship between coparenting and interrole conflicts. Method: The quantitative analysis draws on longitudinal data from waves 6 to 10 of the German Family Panel, comprising N=3,608 observations of 1,377 individuals. The study employs between-within regression models to examine the inter- and intraindividual associations of coparenting conflicts and work-to-family/family-to-work conflicts. Results: The results revealed a statistically significant association between the level of coparenting conflicts and both, work-to-family and family-to-work conflicts. Additionally, changes in coparenting conflicts are associated with changes in family-to-work conflicts. Interestingly, the interaction between the level of coparenting conflicts and gender shows that the associations with interrole conflicts are more pronounced for fathers than mothers. Conclusion: The study provides insights into the interrelatedness between the parental coparenting relationship and the compatibility of work and family. The results underscore the significant relationship between coparenting conflicts and interrole conflicts for mothers and fathers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Persistence of Gender Pay and Employment Gaps in European Countries (2024)
Afonso, António; Blanco-Arana, M. Carmen;Zitatform
Afonso, António & M. Carmen Blanco-Arana (2024): The Persistence of Gender Pay and Employment Gaps in European Countries. (CESifo working paper 11315), München, 18 S.
Abstract
"The gender pay gap and the gender gap in employment remains persistent in Europe despite the basic assertion of gender equality under EU law. We assess the factors that influence the gender pay gap and gender employment gap across European countries. Therefore, we use an unbalanced panel of 31 European countries over the period 2000-2022, and estimate a system generalized method of moment model (GMM). The main conclusions confirm that tertiary education significantly reduces gender pay gap and part-time and temporary contracts significantly increase this gap. Moreover, part-time reduces significantly gender employment gap. Gross Domestic Product (GDP) per capita does not affect these gaps and the Global Financial Crisis (GFC) saw a narrowing of the gender pay and employment gaps in European countries. The results are robust when using a fixed effects (FE) model." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The labor and health economics of breast cancer (2024)
Ahammer, Alexander; Pruckner, Gerald J.; Stiftinger, Flora;Zitatform
Ahammer, Alexander, Gerald J. Pruckner & Flora Stiftinger (2024): The labor and health economics of breast cancer. (Working paper / Department of Economics, Johannes Kepler Universität of Linz 2024-09), Linz, 60 S.
Abstract
"We estimate the long-run labor market and health effects of breast cancer among Austrian women. Compared to a random sample of same-aged non-affected women, those diagnosed with breast cancer face a 22.8 percent increase in health expenses, 6.2 percent lower employment, and a wage penalty of 15 percent five years after diagnosis. Although affected women sort into higher quality jobs post-diagnosis, this is offset by a reduction in working hours. We argue that the hours reduction is more likely driven by an increase in the time preference rate, meaning that patients increasingly value the present over the future, rather than by an incapacitation effect or employer discrimination." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Parental Leave: Economic Incentives and Cultural Change (2024)
Zitatform
Albrecht, James, Per-Anders Edin, Raquel Fernández, Jiwon Lee, Peter Thoursie & Susan Vroman (2024): Parental Leave: Economic Incentives and Cultural Change. (NBER working paper / National Bureau of Economic Research 32839), Cambridge, Mass, 49 S.
Abstract
"The distribution of parental leave uptake and childcare activities continues to conform to traditional gender roles. In 2002, with the goal of increasing gender equality, Sweden added a second “daddy month,” i.e., an additional month of pay-related parental leave reserved exclusively for each parent. This policy increased men's parental leave uptake and decreased women's, thereby increasing men's share. To understand how various factors contributed to these outcomes, we develop and estimate a quantitative model of the household in which preferences towards parental leave respond to peer behavior. We distinguish households by the education of the parents and ask the model to match key features of the parental leave distribution before and after the reform by gender and household type (the parents' education). We find that changed incentives and, especially, changed social norms played an important role in generating these outcomes whereas changed wage parameters, including the future wage penalty associated with different lengths of parental leave uptake, were minor contributors. We then use our model to evaluate three counterfactual policies designed to increase men's share of parental leave and conclude that giving each parent a non-transferable endowment of parental leave or only paying for the length of time equally taken by each parent would both dramatically increase men's share whereas decreasing childcare costs has almost no effect." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Green Jobs and the Future of Work for Women and Men (2024)
Alexander, Naomi-Rose; Cazzaniga, Mauro; Mondragon, Jorge; Jaumotte, Ms. Florence; Fabrizio, Ms. Stefania; Li, Longji; Priano, Sahar; Tavares, Ms. Marina Mendes;Zitatform
Alexander, Naomi-Rose, Mauro Cazzaniga, Ms. Stefania Fabrizio, Ms. Florence Jaumotte, Longji Li, Jorge Mondragon, Sahar Priano & Ms. Marina Mendes Tavares (2024): Green Jobs and the Future of Work for Women and Men. (IMF staff discussion note / International Monetary Fund 2024,003), Washington, DC, 46 S.
Abstract
"The transition to a sustainable and green economy requires workers to move out of carbon-intensive jobs and workers to move into green jobs. The pace and effectiveness of the transition hinge not only on climate policies but also on the skills and adaptability of workers. Evidence suggests that economies with a robust supply of STEM-educated workers and a more equal treatment of women are better placed to transition faster and at a lower cost to a green economy, even after controlling for other country characteristics, because these economies generate more green innovation and face lower bottlenecks in expanding the green workforce. Altogether, climate policies, particularly energy taxes, in these economies are associated with emission reductions that are 2 to 4 percentage points larger than in economies with a less inclusive and educated workforce. While green jobs have been growing worldwide, men currently hold close to two-thirds of these positions and women only one-third. Green jobs are associated with a 7 percent premium for men and an even higher premium of 12 percent for women, suggesting that men's and women's labor supply may not meet demand. These findings highlight the critical need for educational and labor policies that promote skill enhancement and gender inclusivity, to ensure a sufficient supply of workers for the green economy and that all workers can benefit from the green transition. Finally, AI could be beneficial for workers in green jobs." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Does gender equality in labor participation bring equality? Evidence from developing and developed countries (2024)
Zitatform
Alfani, Federica, Fabio Clementi, Michele Fabiani, Vasco Molini & Enzo Valentini (2024): Does gender equality in labor participation bring equality? Evidence from developing and developed countries. In: Empirical economics, Jg. 67, H. 1, S. 289-311. DOI:10.1007/s00181-023-02545-0
Abstract
"The female labor force participation (FLFP) has a strong and significant dis-equalizing impact in at least three groups of developing countries, and relatively low initial participation levels, based on a macro- and micro-data comparison, whereas, in developed countries, both a cross-country comparison and a literature review have shown that the relationship is tendentially equalizing. Based on a decile-level data analysis in developing countries, we found that the FLFP showed higher levels of returns among top deciles compared to the lower ones. This evidence emphasizes the importance of developing policies to encourage participation among women belonging to lower deciles of the income distribution." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Vom Gender Gap zum Gender Gain: Wissenschaftliche Erkenntnisse und Anregungen zur Politikgestaltung (2024)
Allmendinger, Jutta; Boden, Michelle;Zitatform
Allmendinger, Jutta & Michelle Boden (2024): Vom Gender Gap zum Gender Gain: Wissenschaftliche Erkenntnisse und Anregungen zur Politikgestaltung. In: Ifo-Schnelldienst, Jg. 77, H. 8, S. 7-10.
Abstract
"Die finanzielle Gleichstellung von Frauen und Männern, Müttern und Vätern sei noch lange nicht erreicht, erklären Jutta Allmendinger und Michelle Boden, Wissenschaftszentrum Berlin für Sozialforschung. Insbesondere die immensen Unterschiede in den Lebenseinkommen zeigen dies deutlich. Aus ihrer Sicht wird es noch einige Zeit dauern, bis die ökonomische Gleichstellung tatsächlich Realität sei. Dies liege nicht nur an langwierigen politischen Entscheidungsprozessen, sondern auch an hartnäckigen Vorurteilen und Stereotypen, die Frauen und Männer in verschiedene Rollen zwängen und Entscheidungen beeinflussen. Ein Teufelskreis aus Strukturen und Kulturen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Effects of the expanded Child Tax Credit on employment outcomes (2024)
Zitatform
Ananat, Elizabeth, Benjamin Glasner, Christal Hamilton, Zachary Parolin & Clemente Pignatti (2024): Effects of the expanded Child Tax Credit on employment outcomes. In: Journal of Public Economics, Jg. 238. DOI:10.1016/j.jpubeco.2024.105168
Abstract
"The temporary 2021 expansion of the Child Tax Credit (CTC) was intended to reduce child poverty during the COVID-19 pandemic. The expansion’s elimination of an existing phase-in with earnings, however, potentially disincentivized labor supply, raising concerns that it would reduce parent employment. We empirically test for employment effects using difference-in-differences analyses with Current Population Survey data. Across many specifications and multiple sub-groups, we find very small, inconsistently signed, statistically insignificant impacts of the 2021 CTC on parental labor force participation and employment." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Social Security, Gender and Class: The impacts of the Universal Credit Conditionality Regime on Unpaid Care and Paid Work (2024)
Zitatform
Andersen, Kate (2024): Social Security, Gender and Class: The impacts of the Universal Credit Conditionality Regime on Unpaid Care and Paid Work. In: Social Policy and Society, S. 1-16. DOI:10.1017/S1474746424000071
Abstract
"The introduction of Universal Credit, a new means-tested benefit for working-aged people in the UK, entails a significant expansion of welfare conditionality. Due to mothers’ disproportionate responsibility for unpaid care, women are particularly affected by the new conditionality regime for parents who have the primary responsibility for the care of dependent children. This article draws upon qualitative longitudinal research with twenty-four mothers subject to the new conditionality regime to analyze the gendered impacts of this new policy and whether there is variation in experiences according to social class. The analysis demonstrates that the new conditionality regime devalues unpaid care and is of limited efficacy in improving sustained moves into paid work. It also shows that the negative gendered impacts of the conditionality within Universal Credit are at times exacerbated for working-class mothers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
When Women Learn That They Earn Less: The Gender Pay Gap in University Student Internships (2024)
Zitatform
Antoni, Manfred, Hans-Dieter Gerner, Robert Jäckle & Stefan Schwarz (2024): When Women Learn That They Earn Less: The Gender Pay Gap in University Student Internships. (MPRA paper / University Library of Munich 122018), München, 34 S.
Abstract
"Internships are an important and often mandatory part of academic education. They offer valuable insights into the labor market but can also expose students to negative aspects of the working world, such as gender pay disparities. Our paper provides first evidence of a gender pay gap in mandatory internships, with women earning up to 7% less per hour than men. Notably, this gap is not due to women choosing higher-quality internships over higher pay. Further analyses show that the internship pay gap is similar in magnitude to the labor market entry wage gap among graduates. We discuss potential mechanisms by which the internship pay gap may contribute to the graduation wage gap and present empirical evidence to support this." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Family Restrictions at Work (2024)
Aragonès, Enriqueta;Zitatform
Aragonès, Enriqueta (2024): Family Restrictions at Work. (Barcelona GSE working paper series 1429), Barcelona, 24 S.
Abstract
"This paper analizes the discrimination that individuals face at work due to their commitment to unpaid care work. The formal model presents a parametrization of the discrimination that affects the individual's optimal labor market participation. The welfare of individuals with commitment to family duties is reduced for two different reasons: for not being able to participate as much in the labor market and thus receive a lower labor income, and for not being able to contribute as much to their family commitments. We compare the results for the female and male sections of the society and we illustrate the observed gender gaps in terms of labor market participation, income levels, and overall utility obtained. We find that even though the gender wage gap may be alleviated with reductions of the cost associated to unpaid care work, the gender utility gap will persist." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender and Education Gaps in Employment: New Evidence for the EU (2024)
Arsenev, Aleksandr; Schütz, Bernhard; Gökten, Meryem ; Lichtenberger, Andreas ; Heimberger, Philipp ;Zitatform
Arsenev, Aleksandr, Meryem Gökten, Philipp Heimberger, Andreas Lichtenberger & Bernhard Schütz (2024): Gender and Education Gaps in Employment: New Evidence for the EU. (WIIW working paper 251), Wien, 45 S.
Abstract
"This paper analyses (age-adjusted) employment rates by gender and education. We find that male female gender gaps and high-low education gaps in employment vary markedly across European Union (EU) countries and regions, with larger gaps existing in Eastern and Southern Europe than in Nordic and Continental EU countries. We estimate that closing existing education gaps in employment between high and lower education levels would raise the employment rate in the EU for the year 2022 by 10.6 percentage points, whereas closing the gender gaps between men and women would lead to an increase of 2.5 percentage points. At the same time, closing both the gender and education gaps would raise the EU employment rate from 76% to 89% of the population. Furthermore, we provide new evidence on the cyclical behaviour of employment gaps, finding that gender gaps are procyclical. While female employment rates tend to be more resilient than male employment rates during economic downturns, male employment rates tend to grow at a faster pace than female employment rates during upswings. In contrast, education gaps are more countercyclical, as employment risks are more strongly concentrated where education is low." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Jobcenter-Betreuung von Alleinerziehenden im Vergleich zu Eltern in Paarbedarfsgemeinschaften (2024)
Artmann, Elisabeth;Zitatform
Artmann, Elisabeth (2024): Jobcenter-Betreuung von Alleinerziehenden im Vergleich zu Eltern in Paarbedarfsgemeinschaften. (IAB-Forschungsbericht 03/2024), Nürnberg, 44 S. DOI:10.48720/IAB.FB.2403
Abstract
"Alleinerziehende müssen die Doppelbelastung bewältigen, ohne Unterstützung eines Partners im Haushalt für den Familienunterhalt und die Kinderbetreuung zu sorgen, weshalb sie als Bevölkerungsgruppe mit besonderem sozialpolitischen Unterstützungsbedarf gelten. Rund ein Drittel der Alleinerziehenden-Haushalte mit minderjährigen Kindern war im Jahr 2022 auf Grundsicherungsleistungen angewiesen, während nur 6,3 Prozent der Paarhaushalte mit minderjährigen Kindern Leistungen bezog. Der vorliegende Forschungsbericht untersucht deshalb anhand von Befragungsdaten des Panels „Arbeitsmarkt und soziale Sicherung” für die Jahre 2008 bis 2021 deskriptiv, wie alleinerziehende Mütter im Vergleich zu Müttern und Vätern in Paarbedarfsgemeinschaften von den Jobcentern betreut werden, welche Förder- und Beratungsangebote sie erhalten und wie sie die Jobcenter-Betreuung bewerten. Dabei werden ausschließlich Erziehende im Grundsicherungsbezug betrachtet, die nicht sozialversicherungspflichtig beschäftigt sind. Ein Vergleich dieser Elterngruppen zeigt zunächst, dass Alleinerziehende im Durchschnitt weniger und ältere Kinder haben als Eltern in Paar-BGs. Zudem hat ein hoher Anteil aller drei Elterngruppen keinen Berufsabschluss, wobei dieser Anteil bei den Alleinerziehenden aber etwas geringer ist als bei den Eltern in Paarhaushalten. In der Regel sind Grundsicherungsbeziehende zur Arbeitssuche verpflichtet, um ihren Leistungsbezug zu reduzieren oder zu beenden. Allerdings gibt es mehrere Ausnahmen von dieser Pflicht. Alleinerziehende sind ihren eigenen Angaben nach insgesamt signifikant häufiger zur Arbeitssuche verpflichtet als Mütter in Paarhaushalten, aber seltener als Väter. Eine wichtige Rolle spielt hier das Alter des jüngsten Kindes, denn die Jobcenter-Betreuung Alleinerziehender ähnelt der der Mütter in Paarhaushalten, wenn ein Kleinkind zu betreuen ist, aber der der Väter, wenn das jüngste Kind mindestens drei bis fünf Jahre alt ist. Im Beobachtungszeitraum ist der Anteil der Personen, der zur Arbeitssuche verpflichtet ist, in allen Elterngruppen rückläufig, was an der sich verändernden Zusammensetzung der Gruppe der Leistungsbeziehenden liegen könnte. In den bis 2020 erhobenen Befragungswellen haben nur wenige Eltern keinen Kontakt zum Jobcenter und die Mehrheit der Eltern mit Verpflichtung zur Arbeitssuche wird vom Jobcenter beschäftigungsorientiert beraten. In der im Jahr 2021 erhobenen Welle zeigen sich die Auswirkungen der Covid-19-Pandemie, denn der Anteil der Personen ohne Kontakt zum Jobcenter steigt bei allen Elterngruppen sprunghaft an und ein geringerer Anteil der Leistungsbeziehenden wird ausführlich beraten. Liegt nach eigenen Angaben der befragten Personen eine Befreiung von der Suchverpflichtung vor, so gibt die Mehrheit der Mütter als Grund Kinderbetreuungspflichten an. Bei Vätern in Paarhaushalten sind die häufigsten Freistellungsgründe hingegen gesundheitliche Probleme und Ausbildung. Betrachtet man die Förderangebote, die Jobcenter-Mitarbeitende den arbeitsuchenden Leistungsbeziehenden unterbreiten, zeigt sich, dass Alleinerziehende insgesamt ähnlich und zum Teil sogar intensiver gefördert werden als Eltern in Paarbedarfsgemeinschaften. So werden ihnen im Vergleich zu Müttern in Paarbedarfsgemeinschaften signifikant häufiger eine sozialversicherungspflichtige Stelle oder Ausbildung sowie Aktivierungs- oder Vermittlungsgutscheine angeboten; im Vergleich zu Vätern wird ihnen öfter ein Minijob angeboten. Vätern werden hingegen häufiger Weiterbildungen, Umschulungen und Integrations- oder Deutschkurse angeboten als (alleinerziehenden) Müttern, wobei dies zum Teil am höheren (Sprach-)Förderbedarf der Väter liegen könnte. Jobcenter-Mitarbeitende können Leistungsbeziehende auch an externe Beratungsstellen verweisen, wenn dies für die Erwerbsintegration erforderlich ist. Von den drei betrachteten Beratungsarten besteht der größte Bedarf an einer gesundheitlichen Begutachtung zur Eignungsfeststellung und an einer Schuldnerberatung, während der Bedarf an Suchtberatungen niedrig ist. Bei allen Elterngruppen, vor allem aber bei den Vätern, ist der ungedeckte Bedarf an den entsprechenden Beratungen jedoch etwas höher als der gedeckte Bedarf. Die Betreuung durch die Jobcenter-Mitarbeitenden des Vermittlungsbereichs wird von allen drei Elterngruppen insgesamt als eher vertrauensvoll und kooperativ bewertet. Die befragten Eltern haben allerdings eher nicht den Eindruck, dass ihnen geholfen wird, eine neue Perspektive zu entwickeln und stimmen auch eher nicht der Aussage zu, dass mit ihnen ausführliche Gespräche zur Verbesserung ihrer Arbeitsmarktchancen geführt werden. (Alleinerziehende) Mütter weisen hier signifikant niedrigere Zustimmungswerte auf als Väter, was auch daran liegen könnte, dass sie öfter von der Suchverpflichtung befreit sind." (Autorenreferat, IAB-Doku)
Beteiligte aus dem IAB
Artmann, Elisabeth; -
Literaturhinweis
Für Mütter im Grundsicherungsbezug ist Kinderbetreuung der mit Abstand wichtigste Grund für die Freistellung von der Arbeitssuche (2024)
Artmann, Elisabeth;Zitatform
Artmann, Elisabeth (2024): Für Mütter im Grundsicherungsbezug ist Kinderbetreuung der mit Abstand wichtigste Grund für die Freistellung von der Arbeitssuche. In: IAB-Forum H. 02.09.2024, 2024-09-02. DOI:10.48720/IAB.FOO.20240902.01
Abstract
"Alleinerziehende mit minderjährigen Kindern sind häufiger auf Leistungen der Grundsicherung angewiesen als Paare mit Kindern. Alleinerziehende Mütter sind in solchen Fällen nach eigenen Angaben häufiger als Mütter und seltener als Väter in Paar-Bedarfsgemeinschaften zur Arbeitssuche verpflichtet. Diese Unterschiede resultieren im Wesentlichen aus der Altersverteilung der Kinder. Für Mütter ist Kinderbetreuung mit Abstand der wichtigste Grund, warum sie von der Arbeitssuche freigestellt sind. Bei Vätern hingegen sind gesundheitliche Einschränkungen oder das Absolvieren einer Ausbildung die wichtigsten Freistellungsgründe." (Autorenreferat, IAB-Doku)
Beteiligte aus dem IAB
Artmann, Elisabeth; -
Literaturhinweis
Are Mothers More Likely Than Fathers to Lose Their jobs? (2024)
Zitatform
Artz, Benjamin (2024): Are Mothers More Likely Than Fathers to Lose Their jobs? In: Journal of Family and Economic Issues, Jg. 45, H. 3, S. 528-545. DOI:10.1007/s10834-023-09923-x
Abstract
"The motherhood wage penalty is often cited as a contributor towards the gender earnings gap. A common explanation involves women's labor supply reductions after having children. Yet, the literature says little about whether mothers' labor supply reductions are entirely voluntary. This study utilizes two US longitudinal panels to measure children's impact on parent job loss. Mothers are significantly more likely than fathers to involuntarily lose their jobs. The gap is substantial, persists over time, is robust to various model specifications, exists among a host of demographic sub-samples, and is driven by gender differences in characteristic effects rather than levels." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
Aspekt auswählen:
- Erwerbsbeteiligung von Frauen
- Erwerbsbeteiligung von Männern
- Kinderbetreuung und Pflege
- Berufliche Geschlechtersegregation
- Berufsrückkehr – Wiedereinstieg in den Arbeitsmarkt
- Dual-Career-Couples
- Work-Life
- Geschlechtsspezifische Lohnunterschiede
- Familienpolitische Rahmenbedingungen
- Aktive/aktivierende Arbeitsmarktpolitik
- Arbeitslosigkeit und passive Arbeitsmarktpolitik
- geografischer Bezug