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De Nardi, Mariacristina, Giulio Fella & Gonzalo Paz-Pardo (2025): Wage Risk and Government and Spousal Insurance. In: The Review of Economic Studies, Jg. 92, H. 2, S. 954-980. DOI:10.1093/restud/rdae042

Abstract

"The extent to which households can self-insure depends on family structure and wage risk. We calibrate a model of couples and singles’ savings and labour supply under two types of wage processes. The first wage process is the canonical—age-independent, linear—one that is typically used to evaluate government insurance provision. The second wage process is a flexible one. We use our model to evaluate the optimal mix of the two most common types of means-tested benefits—IW versus income floor. The canonical wage process underestimates wage persistence for women and thus implies that IW benefits should account for most benefit income. In contrast, the richer wage process that matches the wage data well, implies that the income floor should be the main benefit source, similarly to the system in place in the U.K. This stresses that allowing for rich wage dynamics is important to properly evaluate policy." (Author's abstract, IAB-Doku) ((en))

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Elhinnawy, Hind, Morag Kennedy & Silvia Gomes (2025): From public to private: the gendered impact of COVID-19 pandemic on work-life balance and work-family balance. In: Community, work & family, Jg. 28, H. 2, S. 291-310. DOI:10.1080/13668803.2023.2265044

Abstract

"This article provides insights into the ways flexible, hybrid and work-from-home arrangements have impacted women during COVID-19 lockdowns in the UK. Based on 10 in-depth interviews with women living and working in the East Midlands, England, who turned to work from home during COVID lockdowns, this study found that despite heightened care needs and the additional burdens women faced during the pandemic, one silver lining was that flexible and hybrid work has positively impacted some. All women spoke about how the pandemic and associated restrictions have altered their conceptualisation of space both positively and negatively. Life during the pandemic gave participants extra care needs and added burdens, but it also gave them more space to be with family and to manage their lives more effectively. This sense of increased space for social and family bonding and life and time management was reduced (again) after the pandemic due to the difficulties women had to bear in balancing the demands of work and family obligations. This article contributes to the studies on the impact of COVID-19 lockdowns on women's work-life-balance (WLB) and work-family-balance (WFB),demonstrating the need to think of innovative ways to support women's flexible work in the long term." (Author's abstract, IAB-Doku) ((en))

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Kuang, Bernice, Brienna Perelli-Harris & Ann Berrington (2025): How Do Parents Share Childcare That Interferes With Paid Work? Work Arrangements, Flexible Working, and Childcare. In: Journal of Marriage and Family, S. 1-16. DOI:10.1111/jomf.13112

Abstract

"Objective: This study examines how mothers and fathers divide childcare tasks that interfere with paid work and whether there is an association with patterns of work and access to work flexibility. Background: Childcare encompasses a range of diverse tasks, yet is persistently gendered, with women doing more than men, regardless of work arrangements. Flexible working can exacerbate childcare inequalities among working couples, but less is known about how flexible working is associated with the gender division of childcare tasks that directly interfere with the workday. Method: We used the UK Generations and Gender Survey (2022–23), a stratified national probability sample, to study heterosexual couples with children under the age of 12 (n = 1152). Using logistic regression, we analyze the gender division of specific childcare tasks and associations with work arrangements (i.e., dual earner, male/female breadwinner, and less than full-time work) and work flexibility (i.e., doing work from home and access to flexible hours). Results: Childcare tasks that interfere with the workday (i.e., staying home with ill children, getting children dressed, dropping children off at school or childcare) are particularly gendered. Fathers working from home or having access to flexible hours were associated with a higher likelihood of equally sharing these tasks; the same relationship was not found for mothers. Conclusion: Fathers' access to and use of flexible working may help to address one persistent form of gender inequality." (Author's abstract, IAB-Doku) ((en))

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Mogstad, Magne, Kjell G. Salvanes & Gaute Torsvik (2025): Income Equality in The Nordic Countries: Myths, Facts, and Lessons. (BFI Working Papers / University of Chicago, Becker Friedman Institute for Research in Economics 2025,25), Chicago, 58 S. DOI:10.2139/ssrn.5133608

Abstract

"Policymakers, public commentators, and researchers often cite the Nordic countries as examples of a social and economic model that successfully combines low income inequality with prosperity and growth. This article aims to critically assess this claim by integrating theoretical perspectives and empirical evidence to illustrate how the Nordic model functions and why these countries experience low inequality. Our analysis suggests that income equality in the Nordics is primarily driven by a significant compression of hourly wages, reducing the returns to labor market skills and education. This appears to be achieved through a wage bargaining system characterized by strong coordination both within and across industries. This finding contrasts with other commonly cited explanations for Nordic income equality, such as redistribution through the tax-transfer system, public spending on goods that complement employment, and public policies aimed at equalizing skills and human capital distribution. We consider the potential lessons for other economies that seek to reduce income equality. We conclude by discussing several underexplored or unresolved questions and issues." (Author's abstract, IAB-Doku) ((en))

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Osso, Katia & Michael Halinski (2025): The dark side of work-life policies: the influence of co-workers taking childcare leave on work anxiety. In: Career Development International, Jg. 30, H. 2, S. 125-138. DOI:10.1108/cdi-04-2023-0098

Abstract

"Purpose: While work-life policies (WLPs) are tools that employees may draw on to better manage and balance their work and life demands, there is growing evidence that suggests the usage of WLPs may negatively impact other employees. Drawing from the theory of role dynamics and social role theory, we examine the indirect effect of co-workers taking childcare leave (CTCL) on work anxiety via work-role overload, as well as the impact of gender on this indirect relationship. Design/methodology/Approach: We used Prolific Academic to recruit 236 employees to participate in a three-wave study. These data were analyzed as a hypothesized structural equation modelling (SEM) using SPSS AMOS. Findings: Findings reveal: (1) CTCL positively relates to work anxiety via work-role overload, and (2) gender moderates this indirect effect such that this positive relationship is stronger for men than women. Practical implications: Work-life policy makers should take note of the “hidden costs” associated with work-life policy usage on other employees. Managers should work with policy users to mitigate the negative effects of policy usage on others. Originality/value: In contrast to broader WLP research, which focuses on the benefits of policy usage on the policy user, this research shows the negative implications of work-life policies on others’ work anxiety via work-role overload. In doing so, it becomes the first study to showcase a crossover effect of CTCL on employees’ work anxiety." (Author's abstract, IAB-Doku, © Emerald Group) ((en))

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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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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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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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Andrews, Rhys (2024): Social Equity in Municipally Owned Corporations: Do Women in the Boardroom Make a Difference to the Gender Pay Gap? In: Public Administration. DOI:10.1111/padm.13045

Abstract

"Representative bureaucracy theory posits that the presence of less-advantaged social groups in public leadership positions is an important driver of social equity among the recipients of public services and the public servants who provide them. To evaluate whether active representation can lead to improvements in social equity within arms-length public service organizations, this article presents an analysis of the relationship between women in the boardroom and the gender pay gap in 102 large municipally owned corporations (MOCs) in England for a 6-year period (2017–2022). The findings suggest that MOCs led by female chief executive officers (CEOs) have a lower pay gap between male and female employees. The presence of more women directors on MOC boards is also negatively related to the pay gap, especially in MOCs led by male CEOs. The findings highlight the importance of board gender representation to address social equity in arms-length public service organizations." (Author's abstract, IAB-Doku) ((en))

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Banister, Emma & Ben Kerrane (2024): Glimpses of change? UK fathers navigating work and care within the context of Shared Parental Leave. In: Gender, work & organization, Jg. 31, H. 4, S. 1214-1229. DOI:10.1111/gwao.12813

Abstract

"This study focuses on the lived experiences of 25 professionally employed UK fathers who are first-wave beneficiaries of Shared Parental Leave (SPL), which facilitated a period of leave from work during their child's first year. Using exploratory qualitative interviews, we investigate the ways in which family relations, organizational initiatives, and public policy collaborate to disrupt or transform what have hitherto been traditional gendered expectations around early infant care. Our understanding is framed using Giddens' democratic family and notions of “undoing gender”. Our longitudinal design allows us to capture fathers' lived experiences at two points, firstly pre/during their period of SPL and secondly following their return to work. In seeking glimpses of change, we first explore this at the level of men's disruption of generational biographies, then how fathers navigate SPL policy within a contested gendered context, and finally their subsequent transformations in work/care practices. We discuss the implications for policy, recognizing shortcomings in the current design of UK leave offerings." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Blom, Niels & Lynn Prince Cooke (2024): Wage Effects of Couples' Divisions of Labour across the UK Wage Distribution. In: Work, Employment and Society, Jg. 38, H. 5, S. 1223-1243. DOI:10.1177/09500170231180818

Abstract

"Specialisation and gender theories offer competing hypotheses of whether men’s and women’s wages rise or fall based on the couple’s division of household unpaid and paid labour, and how effects differ across the wage distribution. We test division effects by analysing British panel data using unconditional quantile regression with individual fixed effects, controlling for own hours in housework and employment. We find only high-wage men’s wages were significantly greater when their partners specialised in routine housework, and when they were the sole breadwinner. Conversely, low- and high-wage partnered women incurred significant wage penalties as their share of housework exceeded their partners’. Wages for low-wage men and median- and high-wage women also decreased as their share of household employment increased. We conclude only elite partnered men benefit from specialisation. Everyone else is either better off or no worse off with equitable household divisions of paid and unpaid work." (Author's abstract, IAB-Doku) ((en))

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Bryson, Alex, Tim Morris, David Bann & David Wilkinson (2024): The Gender Wage Gap across Life: Effects of Genetic Predisposition Towards Higher Educational Attainment. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17255), Bonn, 40 S.

Abstract

"Using two polygenic scores (PGS) for educational attainment in a biomedical study of all those born in a single week in Great Britain in 1958 we show that the genetic predisposition for educational attainment is associated with labour market participation and wages over the life- course for men and women. Those with a higher PGS spend more time in employment and full-time employment and, when in employment, earn higher hourly wages. The employment associations are more pronounced for women than for men. Conditional on employment, the PGS wage associations are sizeable, persistent and similar for men and women between ages 33 and 55. A one standard deviation increase in the PGS is associated with a 6-10 log point increase in hourly earnings. However, whereas a 1 standard deviation increase in the PGS at age 23 raises women's earnings by around 5 log points, it is not statistically significant among men. These associations are robust to non-random selection into employment and to controls for parental education. Our results suggest that genetic endowments of a cohort born a half century ago continued to play a significant role in their fortunes in the labor market of the 21st Century." (Author's abstract, IAB-Doku) ((en))

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Chung, Heejung (2024): National family policies and the association between flexible working arrangements and work-to-family conflict across Europe. In: Journal of Family Research, Jg. 36, S. 229-249. DOI:10.20377/jfr-1002

Abstract

"Objective: This paper explores how national family policies moderate the association between flexible working arrangements and work-to-family conflict across countries. Background: Although flexible working is provided to enhance work-family integration, studies show that it can in fact increase work-to-family conflict. However, certain policy contexts can help moderate this association by introducing contexts that enable workers to use of flexible working arrangements to better meet their family and other life demands. Method: The paper uses the European Working Conditions Survey of 2015 including data from workers with caring responsibilities from across 30 European countries. It uses a multilevel cross-level interaction model to examine how family policies, such as childcare and parental leave policies, can explain the cross-national variation in the association between flexible working arrangements, that is flexitime, working-time autonomy, and teleworking, and work-to-family conflict. Results: At the European average, flexible working was associated with higher levels of work-to-family conflict for workers, with working-time-autonomy being worse for men’s, and teleworking being worse for women ’s conflict levels. In countries with generous childcare policies, flexitime was associated with lower levels of work-to-family conflict, especially for women. However, in countries with long mother’s leave, working-time-autonomy was associated with even higher levels of work-to-family conflict for men. Conclusion: The results of this paper evidence how flexible working arrangements need to be introduced in a more holistic manner with possible reforms of wider range of family policies in order for flexible working to meet worker’s work-family integration demands." (Author's abstract, IAB-Doku) ((en))

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Clifford, David (2024): Gender inequalities in unpaid public work: Retention, stratification and segmentation in the volunteer leadership of charities in England and Wales. In: The British journal of sociology, Jg. 75, H. 2, S. 143-167. DOI:10.1111/1468-4446.13070

Abstract

"While gender inequalities in employment (paid public work) and domestic and reproductive labor (unpaid private work) are a prominent focus within the sociological literature, gender inequalities in volunteering (unpaid public work) have received much less scholarly attention. We analyze a unique longitudinal dataset of volunteer leaders, that follows through time every individual to have served as a board member (trustee) for a charity in England and Wales between 2010 and 2023, to make three foundational contributions to our understanding of gender inequalities in unpaid public work. First, the salience of vertical gender stratification and horizontal gender segmentation in trusteeship shows that gendered inequalities in work extend to public work in general—encompassing unpaid public work, and not only paid public work. In terms of gender segmentation, we find that women are over‐represented as trustees in a small number of fields of charitable activity but under‐represented across the majority of fields. In terms of gender stratification, we find that women are under‐represented on the boards of the largest charities; under‐represented as chairs of trustee boards; and particularly under‐represented as chairs of the largest charities. Second, the dynamics underlying gendered differences in unpaid public work, which show higher rates of resignation for women trustees, resonate with research on paid employment which emphasises the importance of attrition to an understanding of how gendered inequalities in work are reproduced. This means that increasing the retention of women, not only the recruitment of women, becomes central to the policy agenda. Third, we show that there has been a decline in gender stratification and gender segmentation in trusteeship since 2010. This decline over time in gendered inequalities in unpaid public work provides an interesting counterpoint to influential research documenting a ‘stall’ in the reduction of gendered inequalities in paid employment." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Clifton-Sprigg, Joanna, Eleonora Fichera, Ezgi Kaya & Melanie K. Jones (2024): Fathers Taking Leave: Evaluating the Impact of Shared Parental Leave in the UK. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17076), Bonn, 18 S.

Abstract

"We study the effect of the introduction in 2015 of UK Shared Parental Leave policy on the up-take and the length of leave taken by fathers. Using the UK Household Longitudinal Study and Regression Discontinuity in Time, we show that the reform has not affected uptake or length of parental leave reinforcing questions as to its effectiveness." (Author's abstract, IAB-Doku) ((en))

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Delfino, Alexia (2024): Breaking Gender Barriers: Experimental Evidence on Men in Pink-Collar Jobs. In: The American economic review, Jg. 114, H. 6, S. 1816-1853. DOI:10.1257/aer.20220582

Abstract

"I investigate men’s limited entry into female-dominated sectors through a large-scale field experiment. The design exogenously varies recruitment messages by showing photographs of current workers (male or female) and providing information on the share of workers who received high evaluations in the past (higher or lower). A male photograph has no impact on men’s applications, but informing about a lower share of high evaluations encourages men to apply and enables the employer to hire and retain more talented men. The impact of this informational intervention remains positive for the employer also accounting for its effects on female applicants and hires. (JEL C93, D83, J16, J22, J23, J24, M51)" (Author's abstract, IAB-Doku) ((en))

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Deuflhard, Carolin (2024): Divergent rhythms of motherhood. Patterns of paid and unpaid work and domestic outsourcing among mothers in the United Kingdom and Western Germany. In: Journal of Family Research, Jg. 36, S. 351-372. DOI:10.20377/jfr-1054

Abstract

"Objective: This article investigates class differences in mothers’ daily organization of paid and unpaid work, and how they are associated with domestic outsourcing in the United Kingdom and Western Germany. Background: Operating hours of schools and daycare facilities often conflict with long working hours in high-skilled jobs and nonstandard working hours in low-skilled jobs. However, little is known on whether advantaged mothers rely on domestic outsourcing to resolve such scheduling conflicts, and how disadvantaged mothers reconcile their daily care responsibilities with paid work, depending on the welfare state context. Method: The study uses sequence and cluster analyses on time-use data to identify typical patterns of paid and unpaid work (N=1,947). Regression models predict how these patterns differ by the mothers’ education and household income, and how they are associated with outsourcing housework and childcare. Results: In both contexts, disadvantaged mothers were more likely to have unpaid workdays rather than nonstandard workdays. However, British advantaged mothers were considerably more likely to outsource childcare to pursue standard workdays. By contrast, the pattern of partial workdays in the morning, combined with more unpaid work allocation, prevailed among Western German mothers. Conclusion: In the United Kingdom, more market-oriented as opposed to conservative family policies, stronger labor market deregulation, and more consistent policy incentives for domestic outsourcing seem more effective than in Western Germany in promoting advantaged mothers’ careers. However, this comes at the expense of greater class differences in how mothers organize their time." (Author's abstract, IAB-Doku) ((en))

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Doorley, Karina & Claire Keane (2024): Tax-benefit systems and the gender gap in income. In: Journal of Economic Inequality, Jg. 22, H. 2, S. 285-309. DOI:10.1007/s10888-023-09594-6

Abstract

"The gender wage gap and the gender work gap are sizable, persistent and well documented for many countries. The result of the gender wage and gender work gap combined is an income gap between men and women. A small literature has begun to examine how the tax-benefit system contributes to closing gender income gaps by redistributing between men and women. In this paper, we study the effect of tax-benefit policy on gender differences in income in the EU27 countries and the UK. We use microsimulation models linked to survey data to estimate gender gaps in market income (before taxes and transfers) and disposable income (after taxes and transfers) for each country. We then decompose the difference between the gender gap in market income and the gender gap in disposable income into the relative contribution of taxes and benefits in each country. We also isolate the relative contributions of the gender wage gap and the gender work gap to the overall gap in income between men and women in two of these countries." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Echeverría, Lucía, J. Ignacio Giménez-Nadal & José Alberto Molina (2024): Commuting in dual-earner households: international gender differences with time use surveys. In: Review of Economics of the Household, S. 1-23. DOI:10.1007/s11150-024-09726-5

Abstract

"Prior studies show men commute longer than women, often due to household responsibilities. However, research on commuting differences within couples is limited. This study examines gender gaps in commuting times and mode choices among dual-earner couples in Spain, Italy, South Korea, and the UK. Using Ordinary Least Squares regressions, we find that the presence of children significantly increases gender gaps in commuting times in Italy and the UK, supporting the household responsibility hypothesis. Conversely, no significant link between children and gender gaps is observed in Spain and Korea. Additionally, children’s presence affects commuting mode choices in Italy across all modes, and in Korea for public transit only, with Italian women showing the most changes in commuting mode when children are present." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Elass, Kenza (2024): Male and female selection effects on gender wage gaps in three countries. In: Labour Economics, Jg. 87. DOI:10.1016/j.labeco.2024.102506

Abstract

"A vast literature on gender wage gaps has examined the importance of selection into employment. However, most analyses have focused only on female labor force participation and gaps at the median. The Great Recession questions this approach because of the major shift in male employment that it implied. This paper uses the methodology proposed by Arellano and Bonhomme (2017) to estimate a quantile selection model over the period 2007–2018. Using a tax and benefit microsimulation model, I compute an instrument capturing both male and female decisions to participate in the labor market: the potential out-of-work income. Since my instrument is crucially determined by the welfare state, I consider three countries with notably different benefit systems – the UK, France and Finland. My results imply different selection patterns across countries and a sizeable male selection in France and the UK. Correction for selection bias lowers the gender wage gap and reveals a substantial glass ceiling with different magnitudes. Findings suggest that disparities between these countries are driven by occupational segregation and public spending on families." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))

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Gamage, Danula K., Georgios Kavetsos, Sushanta Mallick & Almudena Sevilla (2024): Pay transparency intervention and the gender pay gap: Evidence from research-intensive universities in the UK. In: BJIR, Jg. 62, H. 2, S. 293-318. DOI:10.1111/bjir.12778

Abstract

"This study investigates the impact of a pay transparency intervention in reducing the gender pay gap in the UK university sector. Introduced in 2007, the initiative enabled public access to average annual earnings disaggregated by gender in UK universities. We use a detailed matched employee-employer administrative dataset that follows individuals over time, allowing us to adopt a quasi-experimental approach based on event studies around the intervention. We find that the earnings of female academics increased by around 0.62 percentage points compared to their male counterparts as the control group, whose earnings remained constant after the pay transparency intervention, reducing the gender pay gap by 4.37 per cent. Further evidence suggests that the main mechanism for the fall in the pay gap is driven by female employees negotiating higher wages, particularly among senior female academics." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Geffen, Rona (2024): A Cohort Replacement of Household Labour Supply in Germany and the UK. In: Comparative Population Studies, Jg. 49, S. 467-492. DOI:10.12765/cpos-2024-18

Abstract

"In recent decades, fluctuating unemployment rates and welfare state retrenchment have led to increased levels of economic insecurity in some countries. At the same time, cultural norms and family policies have become more gender-egalitarian. While earlier research related these trends to the decline in the male breadwinner model, little is known about whether recent cohorts who entered adult life against the backdrop of a new socio-economic opportunity structure have established new configurations of household labour supply. Using sequence analysis and cluster analyses across harmonised longitudinal data (GSOEP, BHPS and Understanding Society) for a sample of adults born between 1961 and 1973 in Germany and the United Kingdom (UK), this study introduces an innovative indicator of household labour supply types and new descriptive findings on the cohort replacement of household labour supply in these two countries. Descriptive findings show that recent cohorts in both Germany and the UK are forming more gender-egalitarian households, as reflected by the decline in the male breadwinner model as well as by the rise of 1.5-male breadwinner households in Germany and dual-earner households in the UK. However, the proportion of single and low labour intensity households in recent cohorts has declined in the UK, while there has been no meaningful change in East Germany and a strong increase in West Germany. The evolution of household labour supply types can be attributed to the replacement of cohorts who entered adulthood and established their households under shifting socio-economic contexts and gender ideologies." (Author's abstract, IAB-Doku) ((en))

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Goll, David, Robert Joyce & Tom Waters (2024): Hours of work and the long-run effects of in-work transfers. In: Economica, Jg. 91, H. 364, S. 1222-1254. DOI:10.1111/ecca.12548

Abstract

"Policymakers have increasingly turned to ‘in-work transfers’ to boost incomes among poorer workers and strengthen work incentives. One attraction of these is that labour supply elasticities are typically greatest at the extensive margin. Because in-work transfers are normally subject to earnings-related phase-outs, they tend to most strongly incentivize part-time work, weakening incentives to increase hours beyond that. But if part-time work generates relatively little in the way of human capital and career progression, then policy design should factor in the longer-term consequences of labour supply choices along the intensive margin. To that end, we use a dynamic model of female labour supply with endogenous human capital accumulation, and study actual and hypothetical welfare reforms in the UK. We show that for a given expansion in the government budget, those reforms that incentivize full-time work can do considerably more to increase incomes, including among poorer households, and to raise welfare. Our results suggest that in-work transfers could be refined by paying greater attention to the intensive margin effects through the design of their phase-outs." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Jones, Melanie & Ezgi Kaya (2024): The gender pay gap in medicine: evidence from Britain. In: Oxford economic papers, Jg. 76, H. 4, S. 1033-1051. DOI:10.1093/oep/gpad050

Abstract

"This study quantifies the drivers of the gender pay gap among medical doctors in the British public sector, both at the mean and across the earnings distribution. We make comparisons to private sector doctors, as well as to other public sector health professionals and find that the substantial 22% hourly gender pay gap among public sector doctors, which is predominately unexplained by personal and work-related characteristics, is far larger than in these comparator occupations. Our evidence suggests sector–occupation-specific drivers of gender pay inequality among public sector doctors, which are particularly pronounced at the top end of the wage distribution." (Author's abstract, IAB-Doku) ((en))

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Martinez Dy, Angela, Dilani Jayawarna & Susan Marlow (2024): Racial Capitalism and Entrepreneurship: An Intersectional Feminist Labour Market Perspective on UK Self-Employment. In: Sociology, Jg. 58, H. 5, S. 1038-1060. DOI:10.1177/00380385241228444

Abstract

"This article explains entrepreneurial activity patterns in the United Kingdom labour market using theories of racial capitalism and intersectional feminism. Using UK Office for National Statistics Labour Force Survey data 2018–2019 and employing probit modelling techniques on employment modes, self-employment types and work arrangements among differing groups, we investigate inequality in self-employment within and between socio-structural groupings of race, class and gender. We find that those belonging to non-dominant gender, race and socio-economic class groupings experience an intersecting set of entrepreneurial penalties, enhancing understanding of the ways multiple social hierarchies interact in self-employment patterns. This robust quantitative evidence challenges contemporary debates, policy and practice regarding the potential for entrepreneurship to offer viable income generation opportunities by those on the socio-economic margins." (Author's abstract, IAB-Doku) ((en))

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Middlemiss, Aimee Louise, Ilaria Boncori, Joanna Brewis, Julie Davies & Victoria Louise Newton (2024): Employment leave for early pregnancy endings: A biopolitical reproductive governance analysis in England and Wales. In: Gender, work & organization, Jg. 31, H. 1, S. 75-91. DOI:10.1111/gwao.13055

Abstract

"When a pregnancy ends in England and Wales, statutory time away from paid employment is limited to circumstances where there is a live birth or stillbirth. Forms of leave, such as Maternity Leave or Paternity Leave, depend on parental status derived from the civil registration of a new person or a post‐viability stillbirth. Other early pregnancy endings, such as miscarriage or abortion, do not provide specific time off work after pregnancy. This paper uses the concept of reproductive governance to analyze current and shifting biopolitical truth discourses, strategies of intervention, and modes of subjectification around post‐pregnancy leaves. It shows how different inclusions and exclusions are generated by the classificatory boundaries which act as political technologies in this field. Contributing to an area that is under‐researched in the literature, we provide a review of post‐pregnancy statutory employment leave entitlements in this context. We then consider proposals for change presented in the United Kingdom political system in relation to more inclusive leave benefits offered by some employers and different pregnancy ending leaves offered in other jurisdictions. We argue that current arrangements and proposals do not adequately reflect the complexity and diversity of pregnancy endings. We conclude with a call to policymakers in all contexts to carefully assess the consequences of new ideas around leaves for pregnancy endings and to formulate inclusive and fair proposals for change." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Monroe, Julie, Steve Vincent & Ana Lopes (2024): 'It's One Rule for Them and One for Us': Occupational Classification, Gender and Worktime Domestic Labour. In: Work, Employment and Society, Jg. 38, H. 5, S. 1175-1196. DOI:10.1177/09500170241235864

Abstract

"In this article, we focus on gender and class to investigate worktime domestic labor. Methodologically, we extend a novel, comparative critical realist method in which occupation-based and gendered positions in productive and reproductive labor are foregrounded. By building theoretical connections between labor process conditions and collective rule-following practices, we illustrate how inequalities are inscribed organisationally. Our analysis provides a more critical contextualisation of technological affordances to develop the literature on how technology is implicated in the reproduction of social inequality. Moreover, our analysis identifies multi-level causal processes, which combine to explain the presence and actualisation of worktime domestic labour or its absence, which is due, principally, to fear of sanction. For realist researchers interested in diversity-based challenges, absences are important because they can point towards specific discriminatory mechanisms. Our investigation thus revealed a surprising level of class-related in-work inequality within the gendered dynamics of domestic work." (Author's abstract, IAB-Doku) ((en))

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Pham, Tho, Daniel Schaefer & Carl Singleton (2024): Unequal Hiring Wages and Their Impact on the Gender Pay Gap. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17285), Bonn, 43 S.

Abstract

"National payroll earnings data reveal that men are generally paid more than women when they enter firms. Although this hiring wage gap has narrowed over the past two decades, it still accounts for over half of the overall gender pay gap in Great Britain. Even when firms hire men and women into the same specific occupation at roughly the same time, and accounting for previous work experience, there remains an unexplained hiring wage gap within jobs that favours men by 2.6%. These findings suggest that gender pay gap reporting laws that focus exclusively on the overall gaps within employers miss an important margin. Mandating employers to additionally disclose their wage gaps among newly hired workers could be highly informative." (Author's abstract, IAB-Doku) ((en))

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Wang, Senhu & Cheng Cheng (2024): Opportunity or Exploitation? A Longitudinal Dyadic Analysis of Flexible Working Arrangements and Gender Household Labor Inequality. In: Social forces, Jg. 102, H. 4, S. 1446-1466. DOI:10.1093/sf/soad125

Abstract

"It has been extensively debated over whether the rise of flexible working arrangements (FWAs) may be an “opportunity” for a more egalitarian gender division of household labor or reinforce the “exploitation” of women in the traditional gender division. Drawing on a linked-lives perspective, this study contributes to the literature by using longitudinal couple-level dyadic data in the UK (2010–2020) to examine how couple-level arrangements of flexible working affect within-couple inequality in time and different types of household labor. The results show that among heterosexual couples, women’s use of FWAs significantly intensifies their disproportionate share of housework and maintains their heavy childcare burden regardless of whether their husbands use FWAs. In contrast, men’s useof FWAs does not change the unequal gendered division of housework and childcare, even when their wives do not use any FWAs. These patterns of intensified gender inequalities are more pronounced in routine housework tasks (e.g., cooking, washing, and cleaning), and among the reduced hours and teleworking arrangements. Overall, rather than providing an “opportunity” for a more egalitarian division of household labor, the use of FWAs maintains or even exacerbates the “exploitation” of women under the existing traditional gender norms." (Author's abstract, IAB-Doku) ((en))

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Wielgoszewska, Bożena, Alex Bryson, Heather Joshi & David Wilkinson (2024): Do Women Pay for Working from Home? Exploring Gender Gaps in Pay and Wellbeing by Work Location in the UK Cohort Studies. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17405), Bonn, 21 S.

Abstract

"Working from home (wfh) has seen a rise in prevalence, particularly in the wake of the COVID-19 pandemic. Although it is widely believed that wfh enables employees to better combine paid work with domestic duties, potentially enhancing work-life balance, emerging evidence suggests that it may also hinder career advancement and adversely affect mental health, with notable impacts on women. We employ longitudinal data from three British Cohort Studies, collected one year into the COVID-19 pandemic, to investigate the characteristics of those who report working from home and the relationship with gender disparities in hourly wages, mental health, and well-being. Using longitudinal data also allows us to control for cohort members' labour market situation prior to the pandemic, thereby helping to isolate the pandemic's effects. Our findings indicate that individuals who work from home typically receive higher wages compared to those who work from employers' premises, but the gender wage gap is most pronounced among those who work from home. Furthermore, consistent with the flexibility paradox, our analysis reveals that women who work from home - particularly those who work hybrid - experience the most detrimental mental health outcomes." (Author's abstract, IAB-Doku) ((en))

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Winters, Jutta; Alan Manning (sonst. bet. Pers.) (2024): Gender Pay Gap in the United Kingdom and in Germany (Video). In: IAB-Forum H. 08.03.2024 Nürnberg. DOI:10.48720/IAB.FOO.20240308.02

Abstract

"The 8th of March marks the annual International Women’s Day. Wages are an important factor in driving gender parity. In a video interview Professor Alan Manning talks about the gender pay gap between men and women in the United Kingdom and in Germany." (Author's abstract, IAB-Doku) ((en))

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Bar-Haim, Eyal, Louis Chauvel, Janet Gornick & Anne Hartung (2023): The Persistence of the Gender Earnings Gap: Cohort Trends and the Role of Education in Twelve Countries. In: Social indicators research, Jg. 165, H. 3, S. 821-841. DOI:10.1007/s11205-022-03029-x

Abstract

"Studying twelve countries over 30 years, we examine whether women's educational expansion has translated into a narrowing of the gender gap in earnings when including persons with zero earnings. As educational attainment is cohort-dependent, an Age-Period-Cohort analysis is most appropriate in our view. Using the micro data from the Luxembourg Income Study (LIS) Database, we show that while, in terms of attainment of tertiary education, women have caught up and often even outperform men, substantial gender differences in our earnings measure persist in all countries. Using the Blinder-Oaxaca decomposition method in an innovative age-period-cohort approach, we demonstrate that the role of education in explaining gender earnings differences has been limited and even decreased over cohorts. We also conclude that, when including persons not receiving earnings, earnings differences at levels far from gender equality will likely persist in the future, even if the “rise of women” in terms of education continues—as the share of women in higher education increases and the returns to education in particular for women declines." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Campaña, Juan Carlos, José Ignacio Giménez-Nadal & Jorge Velilla (2023): Measuring Gender Gaps in Time Allocation in Europe. In: Social indicators research, Jg. 165, H. 2, S. 519-553. DOI:10.1007/s11205-022-03026-0

Abstract

"This paper explores the gender gap in time allocation in European countries, offering a comparison of the 2000s and the 2010s, along with an explanation of the documented gender gaps, based on social norms and institutional factors. The results show that the gender gap in both paid and unpaid work has decreased in most countries, but with a significant level of cross-country heterogeneity in the size of the gender gaps. More traditional social norms are related to greater gender inequalities in paid and unpaid work, while countries with better family-friendly policies and a greater representation of women in politics and in the labour market exhibit smaller gender inequalities. This paper provides a comprehensive analysis of gender gaps in Europe, and attempts to monitor the progress towards the elimination of gender inequalities. Despite that some degree of gender convergence in paid and unpaid work has taken place, there remain inequalities in the distribution of labour in European countries, and possible solutions may be related to social norms and family-friendly policies." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Chanfreau, Jenny (2023): The Persistence in Gendering: Work-Family Policy in Britain since Beveridge. In: Journal of Social Policy, Jg. 52, S. 981-998. DOI:10.1017/S0047279422000125

Abstract

"Understanding the historical policy pathways that have led to the constellation of policies that both reflect and shape the current gender order can reveal reasons for the persistence of gender inequality in paid work and unpaid family care. Bringing together existing research and policy critique with Carol Bacchi’s framework of policy as ‘gendering practices’, this paper focuses on the role of policy as a process that constructs and upholds an unequal gender order. The discussion traces how UK social policies have since the establishment of the post-war welfare state articulated and positioned gendered possibilities for combining paid work and childrearing, shaping gendered and classed work-family life courses. The analysis illustrates that British social policy has not been consistently committed to a more equal gender regime but instead maintained a heteronormative family ideal and thus, despite various policy changes, the gendering of ‘the worker’ and ‘the parent’ as conceptualised in UK policy has persisted over the last several decades." (Author's abstract, IAB-Doku) ((en))

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Cohen, Laurie, Joanne Duberley & Beatriz Adriana Bustos Torres (2023): Experiencing Gender Regimes: Accounts of Women Professors in Mexico, the UK and Sweden. In: Work, Employment and Society, Jg. 37, H. 2, S. 525-544. DOI:10.1177/09500170211041290

Abstract

"This article investigates differences between statistics on gender equality in Mexico, the UK and Sweden, and similarities in women professors’ career experiences in these countries. We use Acker’s inequality regime framework, focusing on gender, to explore our data, and argue that similarities in women professors’ lived experiences are related to an image of the ideal academic. This ideal type is produced in the interplay of the university gender regime and other gender regimes, and reproduced through the process of structuration: signification, domination and legitimation. We suggest that the struggle over legitimation can also be a trigger for change." (Author's abstract, IAB-Doku) ((en))

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English, Claire & Gareth Brown (2023): My mum is on strike! Social reproduction and the (emotional) labor of 'mothering work' in neoliberal Britain. In: Gender, work & organization, Jg. 30, H. 6, S. 1941-1959. DOI:10.1111/gwao.13027

Abstract

"This article will explore the ways mothers and carers use the term ‘emotional labor’ to describe the exhaustion and burnout associated with socially reproductive tasks, rather than the performance of affective labor in the workplace. Scholars of social reproduction theory claim that emotion is key to understanding the specificities of gendered alienation, yet it remains under‐theorised. This article seeks to understand how the emotional lives of carers have been transformed by neoliberal processes that have intensified labor both within and beyond the home. Drawing on interviews with participants from the 2019 ‘My Mum is on Strike’ stay and play event, alongside ethnographic insights from online mothering blogs, sometimes referred to as the ‘mamasphere’ (Wilson et al., 2017), this article seeks to contextualizethe experiences of carers who narrate their reproductive labor as emotional ‘work’. Given the conditions of neoliberal rationality and the marketization of society, where every ‘field of activity… and entity (whether public or private, whether person, business, or state) is understood as a market and governed as a firm’ (Brown, 2015), emotional labor and the associated gendered expectations may begin to ‘feel like’ work, and we argue that this is felt in a specific way by those carrying out mothering labor, warranting further academic investigation." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Ferragina, Emanuele & Edoardo Magalini (2023): Maternal Employment and Childcare Use from an Intersectional Perspective: Stratification along Class, Contractual and Gender Lines in Denmark, France, Germany, Italy, Sweden and the UK. In: Social Politics, Jg. 30, H. 3, S. 871-902. DOI:10.1093/sp/jxad021

Abstract

"Connecting streams of feminist and comparative social policy literature, this article investigates stratification in maternal employment and childcare use along class, contractual, and gender lines across six countries (Denmark, France, Germany, Italy, Sweden, and the United Kingdom) and five family policy models. Detailing the different stratifying factors that intervene in the relation between maternal employment and childcare use offers a concrete analysis of the complex link between social reproduction and work. Employing multivariate regressions and EU-SILC (2007–2018) data, it provides an intersectional perspective to the literature. First, we observe a process of formalization in childcare use with a parallel reduction of nonformal care for couples; this process is slower for single mothers. Second, we document a paradox in relation to the social investment approach: the relation between childcare use and maternal employment is stronger in countries that recently expanded childcare to modify their male-breadwinner orientation, but in these countries childcare use is more stratified along class/contract types, a concern for the outcomes of social investment strategies outside of Scandinavia. Being out of work, being in a lower social class, fulfilling domestic tasks and/or care activities, and having an atypical contract negatively correlates with childcare use in most countries. Third, households where partners have more similar earning levels use childcare to a greater extent. The article also provides models employing different dependent and independent variables, alternative family structures, full and part-time work, formal and nonformal childcare, and rich country details." (Author's abstract, IAB-Doku) ((en))

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Foliano, Francesca, Alex Bryson, Heather Joshi, Bożena Wielgoszewska & David Wilkinson (2023): Gender Wage Gap among Young Adults: A Comparison across British Cohorts. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 15973), Bonn, 61 S.

Abstract

"We study the evolution of the gender wage gap among young adults in Britain between 1972 and 2015 using data from four British cohorts born in 1946, 1958, 1970 and 1989/90 on early life factors, human capital, family formation and job characteristics. We account for non-random selection of men and women into the labour market and compare the gender wage gap among graduates and non-graduates. The raw and covariate adjusted gender wage gaps at the mean decline over the period among nongraduates, but they rise among young graduates. The gender wage gap across the wage distribution narrows over time for lower wages. Adjusting for positive selection into employment increases the size of the gender wage gap in earlier cohorts, but selection is not apparent in the two most recent cohorts. Thus the rate of convergence in the wages of young men and women is understated when estimates do not adjust for positive selection in earlier cohorts. Differences in traditional human capital variables explain only a very small component of the gender wage gaps among young people in all four cohorts, but occupational gender segregation plays an important role in the later cohorts." (Author's abstract, IAB-Doku) ((en))

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Fonseca, Miguel A. & Ashley McCrea (2023): The role of shortlisting in shifting gender beliefs on performance: experimental evidence. (Department of Economics discussion papers / University of Exeter, Business School 2023,15), Exeter, 65 S.

Abstract

"In labour markets, women are often underrepresented relative to men. This underrepresentation may be due to inaccurate beliefs about ability across genders. Inaccurate beliefs might cause a sampling problem: to have accurate beliefs about a group, one must first collect information about that group. However, inaccurate beliefs may persist due to biased belief updating. We run a stylized hiring experiment to disentangle these two effects. We ask participants to create shortlists from a male and a female pool of workers and give them feedback on the skill of those they shortlist. Based on that information, participants hire workers, and provide us with their beliefs about the distribution of skills in the male and female pots. We study how recruiters update their beliefs as a function of their past shortlisting behaviour, and how they shortlist given their beliefs. As expected, participants were more likely to sample from the pool with the highest subjective mean quality (on average men) and lowest subject variance. Participants were not Bayesian updaters but there were no gender-specific biases in updating. Sampling more from a pool and, somewhat surprisingly, greater time spent engaging in sampling behaviour yield more accurate beliefs." (Author's abstract, IAB-Doku) ((en))

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Jones, Melanie & Ezgi Kaya (2023): The UK gender pay gap: Does firm size matter? In: Economica, Jg. 90, H. 359, S. 937-952. DOI:10.1111/ecca.12481

Abstract

"Motivated by the introduction of the UK Gender Pay Gap Reporting legislation to large firms, defined as over 250 employees, we use linked employee–employer panel data from the Annual Survey of Hours and Earnings to explore pre-legislation variation in the gender pay gap by firm size. In doing so, we contribute to the evidence on the relationship between two prominent empirical regularities in the labour economics literature, namely the gender pay gap and the firm-size wage premium. We find that both the raw and adjusted gender pay gaps increase with firm size in the UK private sector, even after controlling for unobserved worker heterogeneity, consistent with the legislation being targeted effectively. However, this conclusion changes after accounting for unobserved firm-level heterogeneity. Large firms have smaller within-firm raw gender pay gaps and similar adjusted gender pay gaps when compared to smaller firms. Our findings are not specific to the current definition of large firms but hold more generally, including at alternative proposed size thresholds." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Kaya, Ezgi (2023): Gender wage gap trends in Europe: The role of occupational skill prices. In: International Labour Review, Jg. 162, H. 3, S. 385-405. DOI:10.1111/ilr.12338

Abstract

"This paper explores gender wage gap trends by assessing the role of changing wage returns to occupational skills, brains - cognitive and interpersonal skills, and brawn - motor-skills and physical strength. Using harmonised data for six European countries and comparable data for the US, this paper finds substantial variation in the impact of occupational skill prices across countries. However, in all countries, a considerable portion of the change in the gender wage gap cannot be explained by changes in occupational skill prices." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Kowalewska, Helen (2023): Gendered employment patterns: Women's labour market outcomes across 24 countries. In: Journal of European Social Policy, Jg. 33, H. 2, S. 151-168. DOI:10.1177/09589287221148336

Abstract

"An accepted framework for ‘gendering’ the analysis of welfare regimes compares countries by degrees of ‘defamilialization’ or how far their family policies support or undermine women’s employment participation. This article develops an alternative framework that explicitly spotlights women’s labour market outcomes rather than policies. Using hierarchical clustering on principal components, it groups 24 industrialized countries by their simultaneous performance across multiple gendered employment outcomes spanning segregation and inequalities in employment participation, intensity, and pay, with further differences by class. The three core ‘worlds’ of welfare (social-democratic, corporatist, liberal) each displays a distinctive pattern of gendered employment outcomes. Only France diverges from expectations, as large gender pay gaps across the educational divide – likely due to fragmented wage-bargaining – place it with Anglophone countries. Nevertheless, the outcome-based clustering fails to support the idea of a homogeneous Mediterranean grouping or a singular Eastern European cluster. Furthermore, results underscore the complexity and idiosyncrasy of gender inequality: while certain groups of countries are ‘better’ overall performers, all have their flaws. Even the Nordics fall behind on some measures of segregation, despite narrow participatory and pay gaps for lower- and high-skilled groups. Accordingly, separately monitoring multiple measures of gender inequality, rather than relying on ‘headline’ indicators or gender equality indices, matters." (Author's abstract, IAB-Doku) ((en))

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Lekfuangfu, Warn N. & Grace Lordan (2023): Documenting occupational sorting by gender in the UK across three cohorts: does a grand convergence rely on societal movements? In: Empirical economics, Jg. 64, H. 5, S. 2215-2256. DOI:10.1007/s00181-022-02314-5

Abstract

"We consider the extent to which temporal shifts have been responsible for an increased tendency for females to sort into traditionally male roles over time, versus childhood factors. Drawing on three cohort studies, which follow individuals born in the UK in 1958, 1970 and 2000, we compare the shift in the tendency of females in these cohorts to sort into traditionally male roles compared to males, to the combined effect of a large set of childhood variables. For all three cohorts, we find strong evidence of sorting along gendered lines, which has decreased over time, yet there is no erosion of the gender gap in the tendency to sort into occupations with the highest share of males. Within the cohort, we find little evidence that childhood variables change the tendency for females of either the average or highest ability to sort substantively differently. Our work is highly suggestive that temporal shifts are what matter in determining the differential gendered sorting patterns we have seen over the last number of decades, and also those that remain today. These temporal changes include attitudinal changes, technology advances, policy changes and economic shifts." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Maestripieri, Lara (2023): Women's Involuntary Part-Time Employment and Household Economic Security in Europe. In: Feminist economics, Jg. 29, H. 4, S. 223-251. DOI:10.1080/13545701.2023.2251991

Abstract

"The rate of involuntary part-time work among women has increased sharply. Scholars have demonstrated its links with diminished career opportunities, deteriorated working conditions, and low pay at an individual level. However, less attention has been paid to the effects of these contracts on economic security at the household level. This article investigates to what extent women being in part-time work involuntarily hinders their household's ability to attain reasonable living standards and examines whether this would be any different if women were in part-time employment voluntarily. The results show that part-time work in itself does not necessarily constitute a threat to household economic security, but when it is involuntary, part-time employment jeopardizes a household's financial well-being. This occurs in countries that deregulated peripheral corners of their labor markets, or "dualized" countries such as Italy, Spain, and France, and fully liberalized countries, such as Switzerland and the United Kingdom." (Author's abstract, IAB-Doku) ((en))

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Radcliffe, Laura, Catherine Cassell & Leighann Spencer (2023): Work-family habits? Exploring the persistence of traditional work-family decision making in dual-earner couples. In: Journal of vocational behavior, Jg. 145. DOI:10.1016/j.jvb.2023.103914

Abstract

"Decisions made within the family have long been recognised as a central obstacle to achieving gender equality, not only in the home, but also in the workplace due to the interdependent relationship between work and family domains. Here we focus particularly on how couple-level work-family decision-making processes influence (non)egalitarian work-family decisions. We draw on a qualitative diary study with 60 participants, comprising 30 heterosexual, dual-earner couples situated in the UK, to examine work-family decision-making in daily practice. Our findings suggest that egalitarian family identities, previously highlighted as important, are necessary but insufficient in enabling egalitarian work-family decisions. Instead, our findings highlight the important role played by the decision-making processes couples engage in, particularly in relation to their frequently habitual nature. Thus, we show how, while family identities held by men and women may be converging, habitual decision-making processes often continue to prevent egalitarian daily arrangements. We introduce the concept of ‘work-family habits’ and develop a novel framework depicting daily work-family decision making processes engaged in by dual-earner couples, revealing how each of these processes can contribute to either more traditional or egalitarian work-family practices." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))

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Rock, Bram De, Mariia Kovaleva & Tom Potoms (2023): A Spouse and a House are all we need? Housing Demand, Labor Supply and Divorce over the Lifecycle. (ECARES working paper 2023-18), Brüssel, 58 S.

Abstract

"To analyze the impact of changes in the value of marriage on household decisions, we present a limited commitment framework of household behavior in which decisions are made regarding labor supply, divorce and housing demand over the lifecycle. We identify and estimate our structural model using exogenous variation in female labor supply and divorce rates due to the White v. White case in England. We conclude that limited commitment dampens the added worker effect, while the changes in the value of marriage due to a housing price shock have an asymmetric impact on individual welfare both across gender and marital state. We also show that tightening the credit market in different ways can lead to opposite behavior in terms of household savings and female labor supply." (Author's abstract, IAB-Doku) ((en))

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Stoller, Sarah E. (2023): Inventing the Working Parent. Work, Gender and Feminism in Neoliberal Britain. Cambridge: MIT Press, 285 S. DOI:10.7551/mitpress/14918.001.0001

Abstract

"The first historical examination of working parenthood in the late twentieth century - and how the concepts of “family-friendly” work culture and “work–life balance” came to be. Since the 1980s, families across the developed West have lived through a revolution on a scale unprecedented since industrialization. With more mothers than ever before in paid work and the rise of the middle-class, dual-income household, we have entered a new era in the history of everyday life: the era of the working parent. In Inventing the Working Parent, Sarah E. Stoller charts the politics that shaped the creation of the phenomenon of working parenthood in Britain as it arose out of a new culture of work. Stoller begins with the first sustained efforts by feminists to mobilize politically on behalf of working parents in the late 1970s and concludes in the context of an emerging national political agenda for working families with the rise of New Labour in the 1990s. She explores how and why the notion of working parenthood emerged as a powerful new political claim and identity category and addresses how feminists used the concept of working parenthood to advocate for new organizational policies and practices. Lastly, Stoller shows how neoliberal capitalism under Margaret Thatcher and subsequent New Labour governments made a family's ability to survive on one income nearly impossible - with significant consequences for individual experience, the gendered division of labor, and intimate life." (Author's abstract, IAB-Doku, © MIT Press) ((en))

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Zamberlan, Anna & Paolo Barbieri (2023): A 'potential motherhood' penalty? A longitudinal analysis of the wage gap based on potential fertility in Germany and the United Kingdom. In: European Sociological Review, Jg. 39, H. 6, S. 920-934. DOI:10.1093/esr/jcad003

Abstract

"While labour market penalties related to motherhood are a widely studied topic, less is known about the implications of signalled potential fertility. We thus posed the question of whether potential fertility—operationalized as the likelihood that a childless woman will transition to motherhood depending on observed sociodemographic characteristics—is associated with a wage penalty and—if so—what the drivers of this wage gap are. We further tested theory-driven hypotheses about heterogeneity across institutional contexts (i.e. in Germany and the United Kingdom) and socio-economic classes. In so doing, we relied on SOEP, BHPS, and UKHLS panel data to construct a synthetic measure of potential fertility over the period from 1991 to 2017. We first explored the overall association between potential fertility and wages and found a wage gap to the disadvantage of potential mothers in both contexts, albeit with non-negligible heterogeneity across time and socio-economic classes. Subsequently, we selected the top and bottom quartiles of the distribution of potential fertility and performed a 2-fold decomposition of the wage differential between potential mothers and women who are less likely to transition to motherhood. The observed wage gap can mostly be explained by compositional differences in observed characteristics between the two groups of women, thereby leaving little room for explanations based on employer discrimination." (Author's abstract, IAB-Doku) ((en))

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Adamecz-Völgyi, Anna & Nikki Shure (2022): The gender gap in top jobs – The role of overconfidence. In: Labour Economics, Jg. 79. DOI:10.1016/j.labeco.2022.102283

Abstract

"There is a large gender gap in the probability of being in a “top job” in mid-career. Top jobs bring higher earnings, and also have more job security and better career trajectories. Recent literature has raised the possibility that some of this gap may be attributable to women not “leaning in” while men are more overconfident in their abilities. We use longitudinal data from childhood into mid-career and construct a measure of overconfidence using multiple measures of objective cognitive ability and subjective estimated ability. Our measure confirms previous findings that men are more overconfident than women. We then use linear regression and decomposition techniques to account for the gender gap in top jobs including our measure of overconfidence. Our results show that men being more overconfident explains 5–11 percent of the gender gap in top job employment. This indicates that while overconfidence matters for gender inequality in the labor market and has implications for how firms recruit and promote workers, other individual, structural, and societal factors play a larger role." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))

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Akitoby, Bernardin, Jiro Honda & Hiroaki Miyamoto (2022): Countercyclical Fiscal Policy and Gender Employment: Evidence from the G-7 Countries. In: IZA Journal of Labor Policy, Jg. 12. DOI:10.2478/izajolp-2022-0005

Abstract

"Would countercyclical fiscal policy during recessions improve or worsen the gender employment gap? We answer this question by exploring the state-dependent impact of fiscal spending shocks on employment by gender in the G-7 countries. Using the local projection method, we find that, during recessions, a positive fiscal spending shock increases female employment more than male employment, contributing to gender employment equality. Our findings are driven by disproportionate employment changes in female-friendly industries, occupations, and part-time jobs in response to fiscal spending shocks. The analysis suggests that fiscal stimulus, particularly during recessions, could achieve the twin objectives of supporting aggregate demand and improving gender gaps." (Author's abstract, IAB-Doku) ((en))

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Avram, Silvia & Daria Popova (2022): Do taxes and transfers reduce gender income inequality? Evidence from eight European welfare states. In: Social science research, Jg. 102. DOI:10.1016/j.ssresearch.2021.102644

Abstract

"We examine how taxes and transfers affect the incomes of men and women. Using microsimulation and intra-household income splitting rules, we measure the differences in the level and composition of individual disposable income by gender in eight European countries covering various welfare regime types. We quantify the extent to which taxes and transfers can counterbalance the gender gap in earnings, as well as which policy instruments contribute most to reducing the gender income gap. We find that with the exception of old-age public pensions, all taxes and transfers significantly reduce gender income inequality but cannot compensate for high gender earnings gaps. Our findings suggest that gender income equality is more likely to be achieved by promoting the universal/dual breadwinner model, whereby women's labour force participation and wages are on a par with men. To achieve this, men will likely need to work less and care more." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))

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Bachan, Ray & Alex Bryson (2022): One high-paid occupation where the gender wage gap has disappeared. Vice Chancellors of the UK’s universities. (VoxEU columns / Centre for Economic Policy Research), London, 6 S.

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Bar-Haim, Eyal, Louis Chauvel, Janet Gornick & Anne Hartung (2022): The Persistence of the Gender Earnings Gap: Cohort Trends and the Role of Education in Twelve Countries. (SocArXiv papers), [Charlottesville, VA], 36 S. DOI:10.31235/osf.io/dkc76

Abstract

"Studying twelve countries over 30 years, we examine whether women’s educational expansion has translated into a narrowing of the gender gap in earnings when including persons with zero earnings. As educational attainment is cohort-dependent, an Age-Period-Cohort analysis is most appropriate in our view. Using the micro data from the Luxembourg Income Study (LIS) Database, we show that while, in terms of attainment of tertiary education, women have caught up and often even outperform men, substantial gender differences in our earnings measure persist in all countries. Using the Blinder-Oaxaca decomposition method in an innovative age-period-cohort approach, we demonstrate that the role of education in explaining gender earnings differences has been limited and even decreased over cohorts. We also conclude that, when including persons not receiving earnings, earnings differences at levels far from gender equality will likely persist in the future, even if the “rise of women” in terms of education continues – as the share of women in higher education increases and the returns to education in particular for women declines." (Author's abstract, IAB-Doku) ((en))

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Brewer, Mike, Sarah Cattan, Claire Crawford & Birgitta Rabe (2022): Does more free childcare help parents work more? In: Labour Economics, Jg. 74. DOI:10.1016/j.labeco.2021.102100

Abstract

"Many governments are considering expanding childcare subsidies to increase the labour force participation of parents (especially mothers) with young children. In this paper, we study the potential impact of such a policy by comparing the effects of offering free part-time childcare and of expanding this offer to the whole school day in the context of England. We use two different strategies exploiting free childcare eligibility rules based on date of birth. Both strategies suggest that free part-time childcare only marginally affects the labour force participation of mothers whose youngest child is eligible, but expanding from part-time to full-time free childcare leads to significant increases in labour force participation and employment of these mothers. These effects emerge immediately and grow over the months following entitlement. We find no evidence that parents adjust their labour supply in anticipation of their children's entitlement to free childcare." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))

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Cooke, Lynn Prince, Anna Erika Hägglund & Rossella Icardi (2022): Paradox or Mitigation? Childless and Parent Gender Gaps across British, Finnish, and German Wage Distributions. In: Social Politics, Jg. 29, H. 3, S. 955-979. DOI:10.1093/sp/jxac016

Abstract

"Part of the welfare paradox is that generous family policies increase private sector employer discrimination particularly against higher-wage women. We argue instead that bundles of generous policies mitigate gender productivity differences among parents, and in turn the discrimination also affecting childless women. We test these assertions by estimating the two gaps across the British, Finnish, and German private sector wage distributions using 2000–2018 panel data and unconditional quantile regression. Because of smaller motherhood penalties below the median, parenthood gaps are smallest in Finland and Germany. In contrast, fatherhood premiums constitute most of the parenthood gap for high-wage German and British women, whereas high-wage British women are disadvantaged by motherhood penalties and fatherhood premiums. The childless gap is also smaller across the bottom of the Finnish and German wage distributions. Overall, our advanced modeling strategy finds strong support for the mitigating effects of generous family policies on gender wage gaps." (Author's abstract, IAB-Doku) ((en))

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Drouvelis, Michalis & Mary L. Rigdon (2022): Gender Differences in Competitiveness. The Role of Social Incentives. (CESifo working paper 9518), München, 36 S.

Abstract

"The provision of social incentives in the workplace, where performance benefits a charitable cause, has been frequently used in modern organizations. In this paper, we quantify the impact of social incentives on performance under two incentive schemes: piece rate and a winner-take-all tournament. We introduce social incentives by informing individuals that 50% of their performance earnings will be donated to a charity of their own choice. Our findings indicate that, in the presence of social incentives, women increase their performance by approximately 23% and 27% in the piece rate and tournament payment schemes, respectively. These effects are sizable and significant. Despite the fact that women also become more confident when social incentives are used, their willingness to compete is not affected due to their general lack of willingness to take financial risks." (Author's abstract, IAB-Doku) ((en))

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Drydakis, Nick, Anna Paraskevopoulou & Vasiliki Bozani (2022): A Field Study of Age Discrimination in the Workplace: The Importance of Gender and Race. Pay the Gap. (IZA discussion paper 15567), Bonn, 33 S.

Abstract

"The study examines whether age intersects with gender and race during the initial stage of the hiring process and affects access to vacancies outcomes and wage sorting. In order to answer the research question the study collects data from four simultaneous field experiments in England. The study compares the labour market outcomes of younger White British men with those of older White British men and women, and with those of older Black British men and women. The study concentrates on low-skilled vacancies in hospitality and sales in the private sector. The results of this study indicate that older White British men and women, as well as older Black British men and women, experience occupational access constraints and are sorted into lower-paid jobs than younger White British men. The level of age discrimination is found to be higher for Black British men and women. In addition, Black British women experience the highest level of age discrimination. These patterns may well be in-line with prejudices against racial minority groups and stereotypical sexist beliefs that the physical strengths and job performance of women decline earlier than they do for men. This research presents for the first-time comparisons of access to vacancies and wage sorting between younger male racial majorities and older male racial majorities, older female racial majorities, older male racial minorities, and older female racial minorities. In addition, the driven mechanism of the assigned differences is explored. Because the study has attempted to minimise the negative employer stereotypes vis-à-vis older employees, with respect to their motivation, productivity, and health, such prejudices against older individuals may be considered Taste-based discrimination. If prejudices against older individuals are present, then anti-discrimination legislation may be the appropriate response, especially for racial minorities and women. Eliminating age discrimination in selection requires firms to adop" (Author's abstract, IAB-Doku) ((en))

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Eberhardt, Markus, Giovanni Facchini & Valeria Rueda (2022): Women are "hardworking", men are "brilliant": Stereotyping in the economics job market. In: VOX H. 08.02.2022, o.Sz.

Abstract

"Academia faces increased scrutiny because of its gender imbalance. This column uses machine learning methods to analyse gendered patterns in the text of reference letters written for candidates for entry-level positions in the economics job market. The findings reveal that women are systematically more likely to be praised for being hardworking and at times less likely to be praised for their ability. Given the time and effort letter writers devote to supporting their students, the authors suggest this gender stereotype is likely due to unconscious biases." (Author's abstract, IAB-Doku) ((en))

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Elass, Kenza (2022): The multiple dimensions of selection into employment. (French Stata Users' Group Meetings 2022 06), Marseille, 49 S.

Abstract

"A vast literature on gender wage gaps has examined the importance of selection into employment. However, most analyses have focused only on female labour force participation and gaps at the median. The Great Recession questions this approach both because of the major shift in male employment that it implied but also because women’s decision to participate seems to have been different along the distribution, particularly due to an “added worker effect”. This paper uses the methodology proposed by Arellano and Bonhomme (2017) to estimate a quantile selection model over the period 2007-2018. Using a tax and benefit microsimulation model, I compute an instrument capturing the male selection induced by the crisis as well as female decisions: the potential out-of-work income. Since my instrument is crucially determined by the welfare state, I consider three countries with notably different benefit systems – the UK, France and Finland. My results imply different selection patterns across countries and a sizeable male selection in France and the UK. Correction for selection bias lower the gender wage gap and, in most recent years, reveals an increasing shape of the gender gap distribution with a substantial glass ceiling for the three countries." (Author's abstract, IAB-Doku) ((en))

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Harris, Deborah A. (2022): Women, work, and opportunities: From neoliberal to feminist mentoring. In: Sociology Compass, Jg. 16, H. 3. DOI:10.1111/soc4.12966

Abstract

"Women-focused mentoring programs are often cited as an important tool to help address gender inequality at work. Despite their popularity, there remain questions about how useful they are at improving women’s career trajectories or transforming gender demographics at the organizational or industry level. A frequent critique of current women-focused mentoring efforts is that they reflect and uphold neoliberal feminism and have shifted from collective support to an individualized focus on competition and accruing human and social capital. These programs encourage women to internalize neoliberal subjectivities and prescribe individual change while shoring up ideas about meritocracy that are utterly divorced from gender. I discuss how feminist mentoring, which takes central tenets of feminism including focusing on collective action and organizational change, can serve as a countermeasure to neoliberal feminism and how this form of mentorship can help address gender inequality at work." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Jones, Melanie & Ezgi Kaya (2022): Performance-related Pay and the UK Gender Pay Gap. (GLO discussion paper / Global Labor Organization 1211), Essen, 48 S.

Abstract

"This paper explores the role of performance-related pay to the UK gender pay gap at the mean and across the earnings distribution. Applying decomposition methods to data from the Annual Survey of Hours and Earnings, we find that performance-related pay is an important but neglected factor, with the lower probability of females being employed in performance-related pay jobs explaining 12 per cent of the observed mean gender pay gap and making a larger contribution than many work-related characteristics routinely included in studies of this nature. Driven by its influence in the private sector, employment in performance-related pay jobs is more important in explaining the gender pay gap at the top end of the wage distribution, consistent with gender differences in receipt of bonus payments. Gender differences in the reward to performance-related pay jobs have a further, but more modest, role in widening the national and private sector mean gender pay gap." (Author's abstract, IAB-Doku) ((en))

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Jones, Melanie & Ezgi Kaya (2022): The gender pay gap: what can we learn from Northern Ireland? In: Oxford economic papers, Jg. 74, H. 1, S. 94-114. DOI:10.1093/oep/gpab017

Abstract

"Northern Ireland (NI) forms an important outlier to the established international pattern of a pronounced gender pay gap (GPG) in favour of men. Using contemporary data from the Quarterly Labour Force Survey we provide a comprehensive analysis of the GPG in NI and make comparisons to the rest of the UK. Despite the relatively common institutional and policy context, the GPG in NI is found to be far smaller than in the rest of the UK. This can largely be attributed to the superior productivity-related characteristics of women relative to men in NI, which partially offset the influence of gender differences in the returns to these characteristics. Our analysis highlights the importance of occupation—both in terms of occupational allocation and the returns to occupations—in explaining the cross-country differential. This is reinforced by the impact of lower earnings inequality in NI." (Author's abstract, IAB-Doku) ((en))

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Jones, Melanie K. & Ezgi Kaya (2022): Organisational Gender Pay Gaps in the UK: What Happened Post-transparency? (IZA discussion paper 15342), Bonn, 27 S.

Abstract

"Since April 2017 UK employers with over 250 employees have been required to publicly report their gender pay gap each year. We exploit this recent source of panel data on employer-level gender pay gaps to provide new insights for the established literature on the gender pay gap based predominately on employee information. More specifically, we explore the factors associated with changing organisational gender pay gaps in the period immediately following transparency. Consistent with information, reflection and pressure brought by the legislation, we find greater narrowing of gender pay gaps in organisations with a larger initial gender pay gap. Moreover, this relationship is magnified over time, consistent with gradual and longer-term adjustment. We further find evidence that interorganisational comparisons matter. For organisations with higher gender pay gaps than the average of their intra-industry comparators, lower comparator gender pay gaps are associated with further narrowing, suggesting relative comparisons enabled by transparency per se provide a channel through which the impact of the legislation operates." (Author's abstract, IAB-Doku) ((en))

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Jones, Melanie & Ezgi Kaya (2022): The UK Gender Pay Gap: Does Firm Size Matter? (GLO discussion paper / Global Labor Organization 1149), Essen, 38 S.

Abstract

"Motivated by the introduction of the UK Gender Pay Gap Reporting legislation to large firms, defined as over 250 employees, we use linked employee-employer panel data from the Annual Survey of Hours and Earnings to explore pre-legislation variation in the gender pay gap by firm size. In doing so, we integrate two prominent but distinct empirical regularities in the labour economics literature, namely the gender pay gap and firm-size wage premium. We find evidence of both a larger raw and unexplained gender pay gap among large relative to smaller firms in the UK private sector even after controlling for unobserved worker heterogeneity, consistent with the legislation being effectively targeted. However, this conclusion changes after accounting for unobserved firm level heterogeneity and focusing on within-firm gender pay gaps. Large firms have smaller within-firm raw gender pay gaps and similar unexplained gender pay gaps when compared to smaller firms. We find that this conclusion is not specific to the current firm size threshold of 250 employees but holds more generally, including at proposed extensions of the legislation to smaller firms." (Author's abstract, IAB-Doku) ((en))

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Jones, Melanie K., Ezgi Kaya & Kerry L. Papps (2022): The Ongoing Impact of Gender Pay Gap Transparency Legislation. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 15817), Bonn, 27 S.

Abstract

"This paper examines the ongoing impact of gender pay gap transparency legislation using a sudden COVID-19-induced temporary suspension to legislation in the UK. Compared to organisations that did not report during the suspension year, reporting organisations have a 6% lower gender pay gap a year later. This is driven by a relative increase in females in the top pay quartile at the same time as rising female concentration in the workforce overall. Further analysis supports the hypothesis that ongoing reporting is most effective in organisations with weaker pre-existing pressures to narrow their gender pay gap through female representation and voice." (Author's abstract, IAB-Doku) ((en))

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Kan, Man-Yee, Muzhi Zhou, Kamila Kolpashnikova, Ekaterina Hertog, Shohei Yoda & Jiweon Jun (2022): Revisiting the Gender Revolution: Time on Paid Work, Domestic Work, and Total Work in East Asian and Western Societies 1985–2016. In: Gender & Society, Jg. 36, H. 3, S. 368-396. DOI:10.1177/08912432221079664

Abstract

"We analyze time use data of four East Asian societies and 12 Western countries between 1985 and 2016 to investigate the gender revolution in paid work, domestic work, and total work. The closing of gender gaps in paid work, domestic work, and total work time has stalled in the most recent decade in several countries. The magnitude of the gender gaps, cultural contexts, and welfare policies plays a key role in determining whether the gender revolution in the division of labor will stall or continue. Women undertake more total work than men across all societies: The gender gap ranges from 30 minutes to 2 hours a day. Our findings suggest that cultural norms interact with institutional contexts to affect the patterns of gender convergence in time use, and gender equality might settle at differing levels of egalitarianism across countries." (Author's abstract, IAB-Doku) ((en))

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Kräft, Charlotte (2022): Equal pay behind the “Glass Door”? The gender gap in upper management in a male-dominated industry. In: Gender, work & organization, Jg. 29, H. 6, S. 1910-1926. DOI:10.1111/gwao.12890

Abstract

"The present paper explores the two components of the glass ceiling effect: promotion barriers for women to the executive sphere and a gender-based differential in executive pay. The research setting is the British oil industry, which constitutes a male-dominated sector. Analyzing both components separately, the results suggest that females are promoted more frequently to the executive ranks while they experience a pay bias compared to men. Thus, the analysis reveals that the glass ceiling is cracking in this gender-imbalanced industry. Yet, pay discrimination still exists. However, within the narrow corridor of executives, the present study suggests that gender pay discrimination diminishes the higher one who climbs up the executive ladder. The latter finding raises the cynical question: How far up the hierarchy ladder does a woman need to climb to overcome gender-based pay discrimination?" (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Martina, Pezer (2022): Public policies supporting families with children across welfare regimes: An empirical assessment of six European countries. In: Journal of European Social Policy, Jg. 32, H. 3, S. 254-269. DOI:10.1177/09589287221080700

Abstract

"Public policies supporting families with children differ among countries but with the same goal of improving the well-being of children. Using a microsimulation model, this article assesses the cash support which families receive for their children in Croatia, Greece, Germany, the Slovak Republic, Sweden and the United Kingdom. The impact of policies across the income distribution on different family sizes, child-rearing cost compensation and child poverty is estimated. A method for the calculation of child-contingent payments for each child by order of birth in the family is proposed as a complementary indicator of policy design. The results confirm that a combination of universal and targeted support (either from family or social assistance benefits) is the most effective in poverty reduction and cost compensation. While high support for larger families greatly reduces poverty, generous universal or even lower support for large families has proved to be at least equally effective." (Author's abstract, IAB-Doku) ((en))

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Paola, Vanessa di, Arnaud Dupray & Stéphanie Moullet (2022): Does occupational gender composition affect women's chances of becoming managers? Evidence from France, Sweden, Switzerland and the UK. In: The international journal of sociology and social policy, Jg. 43, H. 5/6, S. 473-490. DOI:10.1108/IJSSP-12-2021-0315

Abstract

"The authors aim to explore the link between the gender composition of occupations and women's access to managerial positions in four societal contexts. Using EU-LFS data for 2015, the authors measure the relative gender equality performance of France, Sweden, Switzerland and the UK regarding women's access to managerial positions, defined as levels 1 and 2 of the 2008 ISCO classification coupled with the exercise of managerial responsibilities. While gender-mixed working environments offer the largest number of managerial positions, they are also where women are least likely to reach such a position. Overall, except in Switzerland, women fare best in male-dominated occupations. Women do not appear to fare worse than men in female-dominated occupations, except in France. The findings question the relevance of policies aimed simply at reducing occupational gender segregation without providing safeguards against the deleterious effects that gender mixing may have on women's career advancement. The disparities between countries found here show that individual career advancement towards a managerial position may be driven by the social policies, gender ideology and institutions of the societal context. Examining how the societal dimensions involved in the poor performance of women in France and Switzerland are likely to differ sheds light on mechanisms behind the gender gap in management." (Author's abstract, IAB-Doku, © Emerald) ((en))

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Sandher, Jeevun (2022): No Country for Non-Graduate Men: The Childish Roots of Adult Job Tasks & Employment. (SocArXiv papers), 79 S. DOI:10.31235/osf.io/sh58c

Abstract

"Male employment has declined across advanced economies as non-graduate men found it increasingly difficult to gain jobs in the wake of technological change and globalisation. This has led to rising earnings and, subsequently, income inequality. Female employment, by contrast, has risen in this period. Previous work has shown changing job task demands explain this pattern - with declining manual tasks penalising men and rising non-routine tasks benefiting women. In this paper, I test whether gendered differences in childhood & adolescent cognitive, social, perseverance, and emotional-health skills can help explain why men are less adept at non-routine tasks using long-term longitudinal data from the United Kingdom. I find that childhood & adolescent skills have a significant effect on adult job tasks and employment outcomes. Greater cognitive and childhood emotional-health skills lead to people performing more high-pay analytical and interactive job tasks as adults. Greater cognitive and non-cognitive skills are also associated with higher adult employment levels. Indicative calculations show that gendered differences in these childhood and adolescent skills explain an economically significant decline in the analytical and interactive job tasks performed by non-graduate men as well as their employment rates." (Author's abstract, IAB-Doku) ((en))

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Aarntzen, Lianne, Tanja van der Lippe, Elianne van Steenbergen & Belle Derks (2021): How individual gender role beliefs, organizational gender norms, and national gender norms predict parents' work-Family guilt in Europe. In: Community, work & family, Jg. 24, H. 2, S. 120-142. DOI:10.1080/13668803.2020.1816901

Abstract

"The guilt that mothers feel about the time and energy that they invest in work instead of their family is often proposed to be an important reason for why mothers ‘opt-out’ the career track. We sought to understand if mothers indeed experience more work-family guilt than fathers and how this relates to both their own gender role beliefs and organizational gender norms across nine European countries. Analyses draw on the European Social Workforce Survey, with data from 2619 working parents nested in 110 organizations in 9 European countries. Results showed that when fathers and mothers work more than a full-time week (a) fathers with traditional gender role beliefs felt less guilty, and (b) especially mothers working in an organization with low support for the parent role of working fathers felt guilty. Explorative analyses showed no effect of national gender norms on gender differences in guilt. Our results are beneficial for organizations and policy makers by showing that guilt in working mothers can be reduced by developing egalitarian organizational norms, in which there is support for the parent role of mothers and fathers, potentially helping mothers to focus on their careers alongside their families." (Author's abstract, IAB-Doku) ((en))

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Aksoy, Cevat Giray, Berkay Özcan & Julia Philipp (2021): Robots and the Gender Pay Gap in Europe. In: European Economic Review, Jg. 134. DOI:10.1016/j.euroecorev.2021.103693

Abstract

"Could robotization make the gender pay gap worse? We provide the first large-scale evidence on the impact of industrial robots on the gender pay gap using data from 20 European countries. We show that robot adoption increases both male and female earnings but also increases the gender pay gap. Using an instrumental variable strategy, we find that a ten percent increase in robotization leads to a 1.8 percent increase in the gender pay gap. These results are driven by countries with high initial levels of gender inequality and can be explained by the fact that men at medium- and high-skill occupations disproportionately benefit from robotization, through a productivity effect. We rule out the possibility that our results are driven by mechanical changes in the gender composition of the workforce." (Author's abstract, IAB-Doku, © 2021 Elsevier) ((en))

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Alon, Titan, Sena Coskun, Matthias Doepke, David Koll & Michèle Tertilt (2021): From Mancession to Shecession: Women's Employment in Regular and Pandemic Recessions. (IZA discussion paper 14223), Bonn, 104 S.

Abstract

"We examine the impact of the global recession triggered by the Covid-19 pandemic on women's versus men's employment. Whereas recent recessions in advanced economies usually had a disproportionate impact on men's employment, giving rise to the moniker "mancessions," we show that the pandemic recession of 2020 was a "shecession" in most countries with larger employment declines among women. We examine the causes behind this pattern using micro data from several national labor force surveys, and show that both the composition of women's employment across industries and occupations as well as increased childcare needs during closures of schools and daycare centers made important contributions. While many countries exhibit similar patterns, we also emphasize how policy choices such as furloughing policies and the extent of school closures shape the pandemic's impact on the labor market. Another notable finding is the central role of telecommuting: gender gaps in the employment impact of the pandemic arise almost entirely among workers who are unable to work from home. Nevertheless, among telecommuters a different kind of gender gap arises: women working from home during the pandemic spent more work time also doing childcare and experienced greater productivity reductions than men. We discuss what our findings imply for gender equality in a post-pandemic labor market that will likely continue to be characterized by pervasive telecommuting." (Author's abstract, IAB-Doku) ((en))

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Anderson, Lewis R., Erzsébet Bukodi & Christiaan W. S. Monden (2021): Double Trouble: Does Job Loss Lead to Union Dissolution and Vice Versa? In: European Sociological Review, Jg. 37, H. 3, S. 379-398. DOI:10.1093/esr/jcaa060

Abstract

"A now-substantial literature claims that job loss and union dissolution (the end of a marriage or cohabiting relationship) each increase individuals' risk of the other, highlighting that major negative life events in the labour market and family can spill over across domains. We address three limitations of this research using UK data. First, these associations might arise from unmeasured factors which jointly predispose individuals to the two events. Second, the distinction between job loss (an event) and unemployment (the state it may lead to) has been neglected. Third, where the impact of unemployment has been considered, its duration has not. We simultaneously model both processes: does job loss (or being unemployed) lead to union dissolution, and does union dissolution (or being divorced/separated) lead to job loss? To investigate the role of unobserved, time-invariant confounders, we model the individual-specific effects as random variables allowed to correlate across the models for the two outcomes. Upon allowing such cross-process correlations, we find that job loss and union dissolution have modest and non-significant prospective associations with one another. We also find no support for a connection between being divorced/separated and subsequent job loss. Unemployment appears to increase risk of union dissolution; by attending to duration we uncover gender differences in this relationship." (Author's abstract, IAB-Doku) ((en))

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Andrew, Alison, Oriana Bandiera, Mónica Costa Dias & Camille Landais (2021): The careers and time use of mothers and fathers. Briefing note. London, 11 S. DOI:10.1920/BN.IFS.2021.BN0319

Abstract

"In this note, we investigate the evidence, and find no evidence for this hypothesis: the large decline in women’s paid work after childbirth cannot, in general, be explained by couples prioritising the paid work of the higher-wage parent. Put most simply, this is because women are always more likely to stop working after parenthood, regardless of whether or not they were the highest earner, and because among those who remain in paid work we see very similar changes in hours of paid work for mothers and fathers regardless of their relative wages before childbirth. Even in families where the mother had a higher wage than the father before the first child arrived, fathers’ working patterns are largely unaffected by childbirth whereas mothers reduce their hours of paid work substantially. We supplement this evidence with recent evidence from the COVID-19 crisis, which leads to a similar conclusion: additional childcare needs were met disproportionately by mothers, regardless of whether the mother earned more than the father before the crisis. This short report is part of the ongoing IFS Deaton Review of Inequalities which will, among many other things, include in-depth studies of the evidence on gender inequalities and how to address them." (Text excerpt, IAB-Doku) ((en))

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Bartels, Charlotte & Cortnie Shupe (2021): Drivers of Participation Elasticities across Europe: Gender or Earner Role within the Household? (DIW-Diskussionspapiere 1969), Berlin, 61 S.

Abstract

"We compute participation tax rates across the EU and find that work disincentives inherent in tax-benefit systems largely depend on household composition and the individual’s earner role within the household. We then estimate participation elasticities using an IV group estimator that enables us to investigate the responsiveness of individuals to work incentives. We contribute to the literature on heterogeneous elasticities by providing estimates for breadwinners and secondary earners separately, according to their potential earnings rather than gender. Our results show an average participation elasticity of 0.0-0.1 among breadwinners and 0.1-0.4 among secondary earners in the EU as well as a high degree of heterogeneity across countries." (Author's abstract, IAB-Doku) ((en))

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Benny, Liza, Sonia Bhalotra & Manuel Fernández (2021): Occupation flexibility and the graduate gender wage gap in the UK. (ISER working paper 2021-05), Colchester, 65 S.

Abstract

"This paper examines the importance of gender differences in labour supply and demand for job flexibility to the growth of the gender wage gap over the life cycle and over time for graduates in the UK. We document that the graduate gender wage gap increases over the life cycle, especially between ages 25 and 40, to about 20% of real hourly male earnings by age 55. The share of women working in flexible occupations has grown over the life cycle, and especially substantially over time for successive cohorts, whereas men are less likely to work in flexible occupations at older ages. The wage penalty from working in flexible occupations increases both over the life cycle and over time. We estimate a model of labour supply and demand to quantify the importance of changes to preferences and relative demand for flexibility on the gender wage gap. Higher relative demand for male labour at older ages, and in in flexible occupations, explains almost all (96%) of the estimated life cycle increases in the gender wage gap, whereas women's higher preferences for working in flexible occupations drives the increases in sorting into flexible occupations over time, contributing to about 60% of the estimated increase in the gender wage gap over time." (Author's abstract, IAB-Doku) ((en))

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Blundell, Jack (2021): Wage responses to gender pay gap reporting requirements. (CEP discussion paper 1750), London, 74 S.

Abstract

"In this paper I study a policy in which employers are required to publicly report gender pay gap statistics. Proponents argue that increasing the information available to workers and consumers places pressure on firms to close pay gaps, but opponents argue that such policies are poorly targeted and ineffective. This paper contributes to the debate by analyzing the UK's recent reporting policy, in which employers are mandated to publicly report simple measures of their gender pay gap each year. Exploiting a discontinuous size threshold in the policy's coverage, I apply a difference-in-difference strategy to linked employer-employee payroll data. I find that the introduction of reporting requirements led to a 1.6 percentage-point narrowing of the gender pay gap at affected employers. This large-magnitude effect is primarily due to a decline in male wages within affected employers, and is not caused by a change in the composition of the workforce. To explain this effect, I propose that a worker preference against high pay gap employers induces the closing of pay gaps upon information revelation. Newly-gathered survey evidence shows that female workers in particular exhibit a significant preference for low pay gap employers. In a hypothetical choice experiment, over half of women accept a 2.5% lower salary to avoid a high pay gap employer. I also demonstrate substantial heterogeneity in the interpretation of pay gap statistics across workers, and show that this affects their valuation of jobs at employers with different pay gaps." (Author's abstract, IAB-Doku) ((en))

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Borrell-Porta, Mireia, Valentina Contreras & Joan Costa-Font (2021): Is 'Employment during Motherhood' a 'Value Changing Experience'? (CESifo working paper 9222), München, 34 S.

Abstract

"Does employment during motherhood change peoples preferences? We study whether the experience of employment during motherhood exerts an effect on attitudes towards gender norms, and more specifically, attitudes towards the impact of women's employment on children's wellbeing (which proxy traditional gender attitudes). Drawing on a large, representative and longitudinal data and an instrumental variable (IV) strategy that exploits a Bartik instrument for employment, we find that, that non-mothers who work and mothers who do not work are more likely to agree that pre-school children suffer if mothers work, which we proxy as having more traditional views. However, this is not the case when women experience both working and motherhood it does not significantly change women's attitudes. These results suggest that exogenous changes in employment during motherhood confirm individuals priors, and point towards the critical role of early life value formation. That is, employment during motherhood is not a “value changing experience” but rather a “value preserving experience”. Hence, the so-called 'motherhood penalty' cannot be fully explained by a change in attitudes after employment during motherhood." (Author's abstract, IAB-Doku) ((en))

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Cavapozzi, Danilo, Marco Francesconi & Cheti Nicoletti (2021): The Impact of Gender Role Norms on Mothers' Labor Supply. In: Journal of Economic Behavior & Organization, Jg. 186, S. 113-134. DOI:10.1016/j.jebo.2021.03.033

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Cavapozzi, Danilo, Marco Francesconi & Cheti Nicoletti (2021): The Impact of Gender Role Norms on Mothers' Labor Supply. (IZA discussion paper 14219), Bonn, 45 S.

Abstract

"We study whether mothers' labor supply is shaped by the gender role attitudes of their peers. Using detailed information on a sample of UK mothers with dependent children, we find that having peers with gender-egalitarian norms leads mothers to be more likely to have a paid job and to have a greater share of the total number of paid hours worked within their household, but has no sizable effect on hours worked. Most of these effects are driven by less educated women. A new decomposition analysis allows us to estimate that approximately half of the impact on labor force participation is due to women conforming gender role attitudes to their peers', with the remaining half being explained by the spillover effect of peers' labor market behavior. These findings suggest that an evolution towards gender-egalitarian attitudes promotes gender convergence in labor market outcomes. In turn, a careful dissemination of statistics on female labor market behavior and attitudes may accelerate this convergence." (Author's abstract, IAB-Doku) ((en))

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Cavapozzi, Danilo, Marco Francesconi & Cheti Nicoletti (2021): Gender role norms and mothers' labour supply. In: VOX H. 13.05.2021, o. Sz.

Abstract

"Despite a significant reduction in gender differences in the labour market over the last 40 years, they are still present in most advanced economies and do not appear likely to vanish soon. This column analyses the impact of culture, defined by women’s gender role attitudes, on maternal labour market decisions. It finds that social pressure is at least as strong as social learning in influencing labour market behaviour. Once these channels are accounted for, there is no direct effect of peers’ gender identity norms on labour force participation. Disseminating detailed statistics on female labour market outcomes and work attitudes may prove to be a cost-effective way to promote labour market participation, especially among less-educated mothers." (Author's abstract, IAB-Doku) ((en))

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Collischon, Matthias & Andreas Eberl (2021): Social capital as a partial explanation for gender wage gaps. In: The British journal of sociology, Jg. 72, H. 3, S. 757-773., 2021-02-01. DOI:10.1111/1468-4446.12833

Abstract

"Despite a long record of research on the sources of the gender wage gap, a large fraction of gender wage differences remains unexplained. In this paper, we propose gender differences in social capital as a novel explanation for the gender wage gap. We use British data from the Understanding Society (UKHLS) survey and wage decompositions to estimate the contribution of social capital derived from network homophily, that is, the similarity to one's peer group, to the gender wage differential. Our results show that differences in network structure explain as much as 15% of the overall gender wage gap. This finding is largely driven by gender differences in the number of males among closest friends, while other social capital measures used in this study hardly matter. We further show that differences in returns to social capital are not statistically significant." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Fan, Yuyang & Kristina Potočnik (2021): The impact of the depletion, accumulation, and investment of personal resources on work–life balance satisfaction and job retention: A longitudinal study on working mothers. In: Journal of vocational behavior, Jg. 131. DOI:10.1016/j.jvb.2021.103656

Abstract

"Our research has empirically supported the long-term manifestation of the resource depletion, accumulation, and investment mechanisms which have been proposed in the conservation of resources (COR) theory but have been under-investigated in the work–life balance (WLB) literature. Specifically, we have examined how multiple work and non-work contextual demands and resources impact working mothers' WLB satisfaction and job retention via changes in their personal resources of childcare time and family finances through these three mechanisms. The use of multilevel analysis and a longitudinal design has enabled us to evaluate the effectiveness of contextual resources for WLB in consideration of both their short-term influence as transient resources via within-individual fluctuations and their long-term impact as durable resources via between-individual differences. We have tested a total of 27 hypotheses on a nationally representative British sample of 10,983 working mothers who participated in a longitudinal study over 6 years of their children's primary education. By highlighting the critical role of both childcare time and family finances in promoting working mothers' WLB satisfaction and job retention over time, our research contributes to the WLB literature that has predominantly emphasized time-based but neglected financial-based constraints and resources. We have found that working mothers may trade their childcare time for better family finances when they undertake a managerial role. Thus, becoming a manager serves as both a time-based demand and a financial-based resource for working mothers, which points to the specific rather than generic nature of contextual demands and resources." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))

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Ford, Jackie, Carol Atkinson, Nancy Harding & David Collinson (2021): 'You Just Had to Get on with It': Exploring the Persistence of Gender Inequality through Women's Career Histories. In: Work, Employment and Society, Jg. 35, H. 1, S. 78-96. DOI:10.1177/0950017020910354

Abstract

"This article examines the career histories of the first generation of UK women to enter professional employment in the 1970s and 1980s in comparatively large numbers. In so doing, it contributes to the sparse literature on older women’s working life histories. Presenting empirical research on women’s experiences in the legal and HR sectors, it reveals how women pioneers were often silenced by requirements to conform with male-dominated norms, values and practices governing masculine career pathways. They learned to speak a predominantly masculine language that in turn constituted a significant barrier to effective resistance and disallowed new ways of speaking about careers. The article argues that these earlier conditions of entry into careers continue to influence the barriers women face at work today. Through this analysis of older women’s working lives, the article also contributes to contemporary debates about intersectionality by illustrating how gender and age interact in ways that reinforce earlier patterns of career disadvantage." (Author's abstract, IAB-Doku) ((en))

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Ledic, Marko & Ivica Rubil (2021): Beyond Wage Gap, Towards Job Quality Gap: The Role of Inter-Group Differences in Wages, Non-Wage Job Dimensions, and Preferences. In: Social indicators research, Jg. 155, H. 2, S. 523-561. DOI:10.1007/s11205-021-02612-y

Abstract

"Wage is not the only thing people care about when assessing the quality of their jobs. Non-wage job dimensions, such as autonomy at work and work-life balance, are important as well. Nevertheless, there is vast literature comparing groups of employed people that focuses on the inter-group wage gaps only. We go beyond the wage gap by proposing a framework for analysing inter-group gaps in multidimensional job quality. Job quality is measured by the so-called equivalent wage, a measure combining wage and multiple non-wage job dimensions in accordance with preferences over jobs as combinations of job dimensions. We derive a decomposition of the inter-group equivalent wage gap into three components: (1) the standard wage gap, (2) the gap in non-wage dimensions, and (3) inter-group preference heterogeneity. In an illustrative empirical application, we focus on the gender gap for recent university graduates using survey data from 19 countries. Men's equivalent wages are substantially higher than women's, and the equivalent wage gaps are significantly larger than the wage gaps. This is because the non-wage job dimensions are on average to men's advantage, and the preference heterogeneity is such that men care about the non-wage dimensions less than women do, and thus suffer less from having the non-wage dimensions at levels below the perfect level. This type of decompositions broadens information about labour market inequalities available to policy makers, but it is up to them to decide which of the three components of the equivalent wage gap are normatively relevant for them and whether they should aim to eliminate them." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Lepinteur, Anthony & Adrián Nieto (2021): All about the money ? The gendered effect of education on industrial and occupational sorting. (Document de travail (Docweb) / CEPREMAP, Centre pour la recherche economique et ses applications 2109), Paris, 53 S.

Abstract

"Using the UK 1972 compulsory education reform as a natural experiment, we isolate the effect of education on occupational and industrial sorting. More education leads to greater probabilities of working in the public administration and non-manual occupations for men and in the health and education industries for women. We find that men may shift towards non-manual occupations to work in high-paying jobs. In contrast, men may relocate into the public administration and women into the health and education industries because more educated workers place more importance into non-pecuniary job dimensions. These gender differences may be widening the gender wage gap." (Author's abstract, IAB-Doku) ((en))

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Olsen, Karen M. (2021): Employment Trade-Offs under Different Family Policy Constellations. In: Work, Employment and Society, Jg. 35, H. 1, S. 37-56. DOI:10.1177/0950017019892827

Abstract

"This article examines how employees consolidate the spheres of work and family in three countries with different family policy constellations: Sweden, Germany and Great Britain. The analyses are based on data from the International Social Survey Programme, 2015. Building on family policy typologies, the study demonstrates how gender and family and employment demands interact with the institutional setting regarding how people make employment trade-offs. The results show that (1) employees in Sweden make the fewest employment trade-offs, (2) family demands exert a gendered effect on employment trade-offs in Germany and (3) employment demands have both similar and distinct gender effects across countries. The article contributes to the literature by showing how individual characteristics interact with family policy constellations. The findings provide little support for a welfare-state paradox regarding family demands but some support with regard to employment demands." (Author's abstract, IAB-Doku) ((en))

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Pető, Rita & Balázs Reizer (2021): Gender differences in the skill content of jobs. In: Journal of Population Economics, Jg. 34, H. 3, S. 825-864. DOI:10.1007/s00148-021-00825-6

Abstract

"There is significant heterogeneity in actual skill use within occupations even though occupations are differentiated by the task workers should perform during work. Using data on 12 countries which are available both in the Programme for the International Assessment of Adult Competencies survey and International Social Survey Program, we show that women use their cognitive skills less than men even within the same occupation. The gap in skill intensity cannot be explained by differences in worker characteristics or in cognitive skills. Instead, we show that living in a partnership significantly increases the skill use of men compared with women. We argue that having a partner affects skill use through time allocation as the gender penalty of partnered women is halved once we control for working hours and hours spent on housework. Finally, we do not find evidence of workplace discrimination against women." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Wood, Marsha (2021): Childcare costs and Universal Credit: awareness, affordability and the challenge of an embedded system. In: The Journal of Poverty and Social Justice, Jg. 29, H. 2, S. 203-220. DOI:10.1332/175982721X16172947026094

Abstract

"Helping parents meet the cost of childcare is an important policy objective in the UK and there are various financial subsidies available. For low-income working parents, this support is increasingly provided through Universal Credit, the main means-tested benefit for working-age people in the UK. This article draws on qualitative interviews with parents on Universal Credit and explores issues of awareness, affordability, administration and the consequences of embedding childcare costs into a monthly-based means-tested system. The conclusions reflect on the implications for the Universal Credit goals of supporting employment, of simplification of the system, and of increasing personal responsibility." (Author's abstract, IAB-Doku, © 2021 Policy Press) ((en))

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Chung, Heejung & Mariska van der Horst (2020): Flexible Working and Unpaid Overtime in the UK. The Role of Gender, Parental and Occupational Status. In: Social indicators research, Jg. 151, H. 2, S. 495-520. DOI:10.1007/s11205-018-2028-7

Abstract

"Recent studies have shown that flexible boundaries between work and family may make employees work harder and longer. Yet most studies were not able to show whether there are differences across different types of flexible working arrangements, and whether this relationship may only hold for certain groups of workers. We examine how three different types of flexible working arrangements, that is schedule control, flexitime, and teleworking, are associated with an increase in unpaid overtime hours of workers in the UK using the Understanding Society data from 2010 to 2015 and fixed effects panel regression models. Results show that the flexible arrangements that were introduced primarily for work-life balance purposes, i.e., flexitime and teleworking, do not necessarily increase unpaid overtime hours significantly. On the other hand, workers' control over their schedule, mainly introduced as a part of high-performance strategies, leads to increased unpaid overtime hours. This is especially true for professional men, and women without children, especially those working full-time, and surprisingly part-time working mothers. The results of this study point to the importance of distinguishing between different groups of workers as well as between different types of arrangements when examining outcomes of flexible working. Furthermore, the results of the study contribute to the argument that performance enhancing flexible working arrangements can potentially exacerbate gender inequalities in the labour market by enabling men to commit more time to their jobs, while for women, especially full-time working mothers, this may be less possible." (Author's abstract, © Springer-Verlag) ((en))

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Cukrowska-Torzewska, Ewa & Anna Matysiak (2020): The motherhood wage penalty: A meta-analysis. In: Social science research, Jg. 88/89. DOI:10.1016/j.ssresearch.2020.102416

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Falkenberg, Helena, Petra Lindfors, Tarani Chandola & Jenny Head (2020): Do gender and socioeconomic status matter when combining work and family: Could control at work and at home help? Results from the Whitehall II study. In: Economic and Industrial Democracy, Jg. 41, H. 1, S. 29-54. DOI:10.1177/0143831X16682307

Abstract

"Work and family are sources of both satisfaction and conflicting demands. A challenge is to identify individuals at risk for conflict and factors that potentially reduce conflict. This study investigated how gender and socioeconomic status (SES) were associated with work - family interference (WFI) and family - work interference (FWI) and how control at work and at home related to WFI and FWI. Data from 1991 - 1993 and 1997 - 1999 of the Whitehall II study of British civil servants, including 3484 (827 women and 2657 men) employees in three SES-levels, were analysed. Women reported a higher risk for WFI and FWI. High SES employees reported higher WFI. Less control at home increased risks for WFI and FWI as did low control at work but only for WFI. This suggests that high SES women are especially at risk for conflict and that aspects from the spheres of both work and home should be considered in further research and practice." (Author's abstract, IAB-Doku) ((en))

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Flèche, Sarah, Anthony Lepinteur & Nattavudh Powdthavee (2020): Gender norms, fairness and relative working hours within households. In: Labour Economics, Jg. 65. DOI:10.1016/j.labeco.2020.101866

Abstract

"Using data in the United States, UK and Germany, we show that women whose working hours exceed those of their male partners report lower life satisfaction on average. By contrast, men do not report lower life satisfaction from working more hours than their female partners. An analysis of possible mechanisms shows that in couples where the woman works more hours than the man, women do not spend significantly less time doing household chores. Women with egalitarian ideologies are likely to perceive this unequal division of labour as unfair, ultimately reducing their life satisfaction." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))

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Ganguli, Ina, Ricardo Hausmann & Martina Viarengo (2020): Gender Differences in Professional Career Dynamics: New Evidence from a Global Law Firm. (IZA discussion paper 13174), Bonn, 44 S.

Abstract

"We examine gender gaps in career dynamics in the legal sector using rich panel data from one of the largest global law firms in the world. The law firm studied is representative of multinational law firms and operates in 23 countries. The sample includes countries at different stages of development. We document the cross-country variation in gender gaps and how these gaps have changed over time. We show that while there is gender parity at the entry level in most countries by the end of the period examined, there are persistent raw gender gaps at the top of the organization across all countries. We observe significant heterogeneity among countries in terms of gender gaps in promotions and wages, but the gaps that exist appear to be declining over the period studied. We also observe that women are more likely to report exiting the firm for family and work-life balance reasons, while men report leaving for career advancement. Finally, we show that various measures of national institutions and culture appear to play a role in the differential labor-market outcomes of men and women." (Author's abstract, IAB-Doku) ((en))

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Giménez-Nadal, J. Ignacio & José Alberto Molina (2020): The Gender Gap in Time Allocation in Europe. (IZA discussion paper 13461), 42 S.

Abstract

"This article explores the gender gap in time allocation in Europe, offering up-to-date statistics and information on several factors that may help to explain these differences. Prior research has identified several factors affecting the time individuals devote to paid work, unpaid work, and child care, and the gender gaps in these activities, but most research refers to single countries, and general patterns are rarely explored. Cross-country evidence on gender gaps in paid work, unpaid work, and child care is offered, and explanations based on education, earnings, and household structure are presented, using data from the EUROSTAT and the Multinational Time Use Surveys. There are large cross-country differences in the gender gaps in paid work, unpaid work, and child care, which remain after controlling for socio-demographic characteristics, although the gender gap in paid work dissipates when the differential gendered relationship between socio-demographic characteristics and paid work is taken into account. This paper provides a comprehensive analysis of gender gaps in Europe, helping to focus recent debates on how to tackle inequality in Europe, and clarifying the factors that contribute to gender inequalities in the uses of time." (Author's abstract, IAB-Doku) ((en))

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Goraus, Karolina, Joanna Tyrowicz & Lucas van der Velde (2020): How rankings disguise gender inequality: a comparative analysis of cross-country gender equality rankings based on adjusted wage gaps. (GRAPE working paper 46), Warszawa, 23 S.

Abstract

"In the case of gender wage gaps, adjusting adequately for individual characteristics requires prior assessment of several important deficiencies, primarily whether a given labor market is characterized by gendered selection into employment, gendered segmentation and whether these mechanisms differ along the distribution of wages. Whether a country is perceived as more equal than others depends on the interaction between the method of adjusting gender wage gap for individual characteristics and the prevalence of these deficiencies. We make the case that this interaction is empirically relevant by comparing the country rankings for the adjusted gender wage gap among 23 EU countries. In this relatively homogeneous group of countries, the interaction between method and underlying deficiencies leads to substantial variation in the extent of unjustified inequality. A country may change its place in the ranking by as much as ten positions - both towards greater equality and towards greater inequality." (Author's abstract, IAB-Doku) ((en))

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Hoherz, Stefanie & Mark Bryan (2020): Provider or Father? British Men’s Work Hours and Work Hour Preferences after the Birth of a Child. In: Work, Employment and Society, Jg. 34, H. 2, S. 193-210. DOI:10.1177/0950017019870752

Abstract

This study uses data from the British Household Panel Survey and Understanding Society to analyse the effect of fatherhood on men’s work hours and work hour preferences. Past research indicates that British men follow the traditional male provider model by either not changing or increasing their working hours when they have fathered a child, but these previous findings are primarily based on descriptive or cross-sectional analyses. Longitudinal analysis of men in the UK (1991 to 2013) shows a significant positive effect of fatherhood on men’s work hours. However, this effect is mainly limited to the fathers of children between one and five years old whose partner is not employed. If the female partner is employed (especially part time) fatherhood leads the male partner to reduce his work hours. Analysis of men’s work hour preferences did not find significant links with the number and age of children. (Author's Abstract, IAB-Doku)

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Jewell, Sarah Louise, Giovanni Razzu & Carl Singleton (2020): Who works for whom and the UK gender pay gap. In: BJIR, Jg. 58, H. 1, S. 50-81. DOI:10.1111/bjir.12497

Abstract

"This study reports novel facts about the UK gender pay gap. We use a representative, longitudinal and linked employer - employee dataset for 2002 - 2016. Men's average log hourly wage was 22 points higher than women's in this period. We find that 16 per cent of this raw pay gap is accounted for by estimated firm-specific wage effects. This is almost three times the amount explained by gender occupation differences. When we decompose a pre-adjusted measure of the pay gap, we find less than 1 percentage point or a 6 per cent share is accounted for by the gender allocation across high- and low-wage firms. In other words, only a small share of what is traditionally referred to as the 'unexplained' part of the pay gap is explained by the differences between men and women in whom they work for." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Lauri, Triin, Kaire Põder & Rossella Ciccia (2020): Pathways to gender equality. A configurational analysis of childcare instruments and outcomes in 21 European countries. In: Social Policy and Administration, Jg. 54, H. 5, S. 646-665. DOI:10.1111/spol.12562

Abstract

"The ability to produce desired outcomes represents an important basis of the legitimacy of social policies. Nonetheless, policy outcomes have not systematically figured in the analysis of childcare regimes despite growing political interest in issues such as female employment, gender wage gap, and men's involvement in childcare. In this article, we use fuzzy set qualitative comparative analysis to investigate the relationship between the configuration of policy instruments, attitudes toward childcare and outcomes in 21 European countries. Our results show that there is only one mix of policy instruments consistently linked with positive gen- der equality outcomes and this route has the quality of the universal caregiver model. It also demonstrates that both a combination of policy instruments and favorable attitudinal factors are necessary to produce desirable outcomes in the gender division of paid work and unpaid childcare." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))