Gender und Arbeitsmarkt
Die IAB-Infoplattform "Gender und Arbeitsmarkt" bietet wissenschaftliche und politiknahe Veröffentlichungen zu den Themen Erwerbsbeteiligung von Frauen und Männern, Müttern und Vätern, Berufsrückkehrenden, Betreuung/Pflege und Arbeitsteilung in der Familie, Work-Life-Management, Determinanten der Erwerbsbeteiligung, geschlechtsspezifische Lohnunterschiede, familien- und steuerpolitische Regelungen sowie Arbeitsmarktpolitik für Frauen und Männer.
Zurück zur Übersicht- Erwerbsbeteiligung von Frauen
- Erwerbsbeteiligung von Männern
- Kinderbetreuung und Pflege
- Berufliche Geschlechtersegregation
- Berufsrückkehrende – Wiedereinstieg in den Arbeitsmarkt
- Dual-Career-Couples
- Work-Life
- Geschlechtsspezifische Lohnunterschiede
- Familienpolitische Rahmenbedingungen
- Aktive/aktivierende Arbeitsmarktpolitik
- Arbeitslosigkeit und passive Arbeitsmarktpolitik
- geografischer Bezug
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Literaturhinweis
How Do I Compare? The Effect of Work-Unit Demographics on Reactions to Pay Inequality (2022)
Zitatform
Cobb, J. Adam, JR Keller & Samir Nurmohamed (2022): How Do I Compare? The Effect of Work-Unit Demographics on Reactions to Pay Inequality. In: ILR review, Jg. 75, H. 3, S. 665-692. DOI:10.1177/00197939211001874
Abstract
"Prior research suggests that individuals react negatively when they perceive they are underpaid. Moreover, individuals frequently select pay referents who share their race and gender, suggesting that demographic similarity affects one’s knowledge of pay differences. Leveraging these insights, the authors examine whether the gender and racial composition of a work unit shapes individuals’ reactions to pay deprivation. Using field data from a large health care organization, they find that pay deprivation resulting from workers receiving less pay than their same-sex and same-race coworkers prompts a significantly stronger response than does pay deprivation arising from workers receiving less pay than their demographically dissimilar colleagues. A supplemental experiment reveals that this relationship likely results from individuals’ propensity to select same-category others as pay referents, shaping workers’ information about their colleagues’ pay. The study’s findings underscore the need to theoretically and empirically account for how demographically driven social comparison processes affect reactions to pay inequality." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Persönlichkeitsmerkmale tragen insbesondere bei hohen Einkommen zur Lohnlücke zwischen den Geschlechtern bei (2022)
Zitatform
Collischon, Matthias (2022): Persönlichkeitsmerkmale tragen insbesondere bei hohen Einkommen zur Lohnlücke zwischen den Geschlechtern bei. In: IAB-Forum H. 18.01.2022 Nürnberg, 2022-01-14. DOI:10.48720/IAB.FOO.20220118.01
Abstract
"Frauen verdienen im Schnitt noch immer deutlich weniger als Männer. Die Gründe sind vielfältig und noch nicht vollständig geklärt. Zu den bislang wenig beachteten Einflussfaktoren zählen geschlechtsspezifische Persönlichkeitseigenschaften. Sie dürften insbesondere bei individuellen Gehaltsverhandlungen einen nicht unerheblichen Unterschied machen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Intra-firm hierarchies and gender gaps (2022)
Dalvit, Nicoló; Tan, Joanne; Patel, Aseem;Zitatform
Dalvit, Nicoló, Aseem Patel & Joanne Tan (2022): Intra-firm hierarchies and gender gaps. In: Labour Economics, Jg. 77, H. August. DOI:10.1016/j.labeco.2021.102029
Abstract
"We study how changes in female representation at the top of a firm’s organisation affect gender-specific outcomes across hierarchies within firms. We start by developing a theoretical model of a hierarchical firm, where gender representation in top organisational layers can affect gender-specific hiring and promotion probabilities at lower layers. We then exploit a recent French reform that imposed gender representation quotas in the boards of directors and test the model’s predictions in the data. Our empirical results show that the reform was successful in reducing gender wage and representation gaps at the upper layers of the firm, but not at lower firm layers. A Panel VAR analysis confirms that the trickle-down effects of this policy were limited and suggests that quotas targeting middle management, rather than corporate boards, may have a more widespread effect across the firm." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
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Literaturhinweis
Increasing Inequality and Voting for Basic Income: Could Gender Inequality Worsen? (2022)
Zitatform
Day, Creina (2022): Increasing Inequality and Voting for Basic Income: Could Gender Inequality Worsen? (CAMA working paper series / Centre for Applied Macroeconomic Analysis, The Australian National University 2022-54), Canberra, 27 S.
Abstract
"This paper examines the link between political support for basic income funded by linear income taxation and income inequality by household and gender. We develop a model with an increasingly right-skewed distribution of skill across households and a gender wage gap within households. Household preference for basic income decreases as skill level increases and female labour supply decreases with time spent rearing children. Majority voting supports the basic income scheme as mean relative to median household skill increases. Household fertility and skill level are inversely related under the scheme. An increase in the marginal tax rate to fund required government revenue could excacerbate gender inequality by reducing female labour supply. Quantitative illustrations suggest that the recent peak in the mean to median wage gap would provide voting support for basic income from the majority of households in the United States. Basic income of $12,000 conditional on below-median wages would increase government spending by 10.8% which, if funded by progressive income taxation, could reduce the adverse effects on gender inequality." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender and Gender Role Attitudes in Wage Negotiations: Evidence from an Online Experiment (2022)
Zitatform
Demirović, Melisa, Jonathan Rogers & Blaine G. Robbins (2022): Gender and Gender Role Attitudes in Wage Negotiations: Evidence from an Online Experiment. (SocArXiv papers), 59 S. DOI:10.31235/osf.io/7esb9
Abstract
"Gender differences in wage negotiations is a popular explanation for why the gender gap in pay persists in the United States. In this study, we use data from an artificial wage negotiation experiment (N = 330) to interrogate the gender-negotiation link, and to test whether gender role attitudes (GRAs) moderate this association. Our experiment yields three principal discoveries. First, men are more likely to select into negotiations than women, but this effect varies by GRAs. As GRAs become more traditional, men enter negotiations at a much higher rate than women, but for non-traditional GRAs we observe no gender differences in selection. Second, while men and women are proficient at knowing when to negotiate, men and women are much less proficient when they harbor traditional GRAs. Third, profits are equivalent for men and women, and traditional men are no more effective than women—regardless of their GRAs—at securing higher profits. Our findings suggest that traditional women should “lean-in”, and that traditional men should “lean-out”." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Why Do the Earnings of Male and Female Graduates Diverge? The Role of Motherhood and Job Dynamics (2022)
Doris, Aedín; O'Neill, Donal; Sweetman, Olive;Zitatform
Doris, Aedín, Donal O'Neill & Olive Sweetman (2022): Why Do the Earnings of Male and Female Graduates Diverge? The Role of Motherhood and Job Dynamics. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 15805), Bonn, 35 S.
Abstract
"This paper explores gender wage dynamics using an administrative dataset covering Irish graduate earnings from 2010-2020. Our data allows us to look at a broad range of degrees and compare workers who are identical in important observable characteristics. We find that although male and female graduates have similar returns to study field immediately after graduation, a substantial gap soon emerges. This is particularly true when considering women with children and is driven by a 27 percent fall in earnings immediately after childbirth. We find no striking differences between fields of study; there is a substantial and persistent motherhood effect for all field groupings. We examine and dismiss the possibility that the gender difference in earnings dynamics is driven by job mobility; in fact, almost all of the difference is accounted for by changes within a job. Although there is a large and persistent reduction in hours of work after childbirth, this does not seem to explain all of the reduction in earnings." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Dynamics of the Gender Earnings Gap for College Educated Workers: The Child Earnings Penalty, Job Mobility, and Field of Study (2022)
Doris, Aedín; O'Neill, Donal; Sweetman, Olive;Zitatform
Doris, Aedín, Donal O'Neill & Olive Sweetman (2022): The Dynamics of the Gender Earnings Gap for College Educated Workers: The Child Earnings Penalty, Job Mobility, and Field of Study. (Working papers / Department of Economics, NUI Maynooth 315), Maynooth, 32 S.
Abstract
"This paper uses a rich set of administrative data to examine the dynamics of the gender earnings gap for college graduates from 2010-2020 in Ireland. We focus on the dynamics of the gap in the first 10 years of the working career, what this looks like, what determines it and what can explain the patterns. We examine the extent to which changes in job mobility after childbirth can explain the dynamics of the gender earnings gap across fields of study. Our findings suggest that the fact that men experience much higher earnings gains than women, particularly within jobs, is the key driver behind the observed earnings divergence. This is particularly evident among women who have studied Business or Law in University. Changes in job mobility after childbirth are not a major contributor to the divergence in earnings but analysis of household survey data suggests that reductions in hours of work following childbirth explains approximately 60% of the initial decline in female weekly earnings and much of the male-female earnings gap in the years after childbirth." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Why do women ask for less? (2022)
Dreber, Anna; Säve-Söderbergh, Jenny; Heikensten, Emma;Zitatform
Dreber, Anna, Emma Heikensten & Jenny Säve-Söderbergh (2022): Why do women ask for less? In: Labour Economics, Jg. 78. DOI:10.1016/j.labeco.2022.102204
Abstract
"Women are often less likely to negotiate or ask for less when they do negotiate compared to men. In this study, we send out a survey to a large sample of recent college graduates in Sweden. We ask respondents whether they made an explicit salary request and what the outcome was. We include several questions on beliefs and attitudes towards negotiations. While women are more likely to state a salary request, we find that they on average ask for less than men. This gender gap is reduced when we control for beliefs and attitudes. However, neither perceived social costs nor confidence appear to matter for the gender gap. Instead, while men and women consider themselves relatively similar to an ideal candidate applying for the same job, they differ on average in their beliefs about what constitutes a reasonable request amount for the ideal candidate. This variable is the only statistically significant mediating variable of the gender gap in salary requests, and suggests that information interventions affecting beliefs could potentially reduce the gender gap in negotiations. As our results are correlational they should however be interpreted with caution." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
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Literaturhinweis
A Field Study of Age Discrimination in the Workplace: The Importance of Gender and Race. Pay the Gap (2022)
Zitatform
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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Literaturhinweis
Financial risk-taking and the gender wage gap (2022)
Zitatform
Edin, Per-Anders & Håkan Selin (2022): Financial risk-taking and the gender wage gap. In: Labour Economics, Jg. 75. DOI:10.1016/j.labeco.2022.102144
Abstract
"Could differences in risk attitudes explain parts of the gender wage gap? We present estimates on the association between labor market outcomes and financial risk-taking using individual level administrative data on individual wealth portfolios and wage rates from year 2000, when high-quality wealth data were available in Sweden. The individual's share of risky to total financial assets is significantly and positively associated with the wage rate. However, it turns out that our risk measure explains only a small part of the observed gender difference in wages." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
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Literaturhinweis
The multiple dimensions of selection into employment (2022)
Elass, Kenza;Zitatform
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))
Ähnliche Treffer
auch erschienen als: AMSE working paper, 2022,19 -
Literaturhinweis
Selection and the Distribution of Female Hourly Wages in the U.S (2022)
Fernández-Val, Iván; Vella, Francis; Vuuren, Aico van; Peracchi, Franco;Zitatform
Fernández-Val, Iván, Aico van Vuuren, Francis Vella & Franco Peracchi (2022): Selection and the Distribution of Female Hourly Wages in the U.S. (IZA discussion paper 15028), Bonn, 51 S.
Abstract
"We analyze the role of selection bias in generating the changes in the observed distribution of female hourly wages in the United States using CPS data for the years 1975 to 2020. We account for the selection bias from the employment decision by modeling the distribution of the number of working hours and estimating a nonseparable model of wages. We decompose changes in the wage distribution into composition, structural and selection effects. Composition effects have increased wages at all quantiles while the impact of the structural effects varies by time period and quantile. Changes in the role of selection only appear at the lower quantiles of the wage distribution. The evidence suggests that there is positive selection in the 1970s which diminishes until the later 1990s. This reduces wages at lower quantiles and increases wage inequality. Post 2000 there appears to be an increase in positive sorting which reduces the selection effects on wage inequality." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender pay-gap: exploring the school-to-work transition of graduates in Italy (2022)
Zitatform
Ferri, Valentina, Thaís García-Pereiro & Roberta Pace (2022): Gender pay-gap: exploring the school-to-work transition of graduates in Italy. In: International Journal of Manpower, Jg. 44, H. 6, S. 1143-1167. DOI:10.1108/IJM-06-2021-0363
Abstract
"Purpose: In this article, the authors study the gender pay-gap (GPG) among graduates in Italy (2011 cohort) who were employed four years after graduation. The authors focus on individuals who are new entering in the labor market or who match a low level of experience with a high level of education. Design/methodology/approach Aimed at estimating the amount of the differential between male and female average wages, the authors have applied the Oaxaca–Blinder (O–B) decomposition. The results identify the presence of a GPG at the very beginning of graduates’ careers given that, shortly after graduation, women receive lower salaries than men, even after controlling for several characteristics (individual, academic, job and local labor market). The authors completed the analysis with the reweighted O–B decomposition using the recentered influence function (RIF) and the Juhn, Murphy and Pierce and Machado and Mata decomposition approaches. Findings The results show that the GPG is already present at the very beginning of graduates’ careers, and it increases when correcting for women’s lower level of participation in the labour market. The authors also identified sticky floor and the glass ceiling effects due to the existence of a relevant high GPG both at the bottom and the top of the graduates’ wage distribution. Originality/value By focussing attention particularly on graduates, this paper adds to the existing literature a deeper understanding not only of individuals who have recently entered the labor market, but also those who are highly skilled but have little on-the-job experience. In fact, the authors are looking at a particular sample (graduates who are all transitioning from university to work during the same period) with small heterogeneity which allows the authors to compare very similar young men and women graduates and gain a deeper understanding of GPGs in early careers while controlling for confounding and hidden sources of variability." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
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Literaturhinweis
The double "discrimination" of foreign women: A matching comparisons approach (2022)
Ghignoni, Emanuela; Giannetti, Marilena; Salvucci, Vincenzo;Zitatform
Ghignoni, Emanuela, Marilena Giannetti & Vincenzo Salvucci (2022): The double "discrimination" of foreign women. A matching comparisons approach. (Working paper : economia pubblica / Sapienza University of Rome 225), Roma, 37 S.
Abstract
"This paper explores the evolution of wage gaps in Italy by gender and citizenship. Using Labour Force Survey (LFS) data over the period 2009-2020 we apply two different matching comparison methodologies, the Nopo decomposition and the Inverse Probability Weighted Regression Adjustment (IPWRA) technique, that allow "like for like" comparisons between individuals and are able to take into account how gender interacts with citizenship in shaping wages. Our findings show that the general gender wage gap in Italy is rather low This gap is largely explained by workers' observable characteristics. Conversely, the citizenship wage gap appears to be much larger. Moreover, most of the reported wage gaps seem to be explained by unobservable characteristics. We finally estimate the double-negative effect of being both a woman and a foreigner. Non-Italian women earned on average 44.3% per hour less than Italian men in 2009 and 46.5% less than Italian men in 2020." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Determinants of Gender Differences in Change in Pay among Job-Switching Executives (2022)
Zitatform
Groysberg, Boris, Paul Healy & Eric Lin (2022): Determinants of Gender Differences in Change in Pay among Job-Switching Executives. In: ILR review, Jg. 75, H. 1, S. 168-199. DOI:10.1177/0019793920930712
Abstract
"The authors investigate what determines differences in change in pay between men and women executives who move to new employers. Using proprietary data of 2,034 executive placements from a global search firm, the authors observe narrower pay differences between men and women after job moves. The unconditional gap shrinks from 21.5% in the prior employer to 15% in the new employer. After controlling for typical explanatory factors, the residual gap falls by almost 30%, from 8.5% at the prior employer to 6.1% in the new placement. This change reflects a relative increase in performance-based compensation for women and a lower level of unexplained pay inequality generally in external placements. Controlling for individual fixed effects, observed women have higher pay raises than do men. Finally, the authors find suggestive evidence that pay differences may also be moderated by differences in the supply and demand for women executives." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Gender Wage Gap in Japan – the Glass Ceiling Phenomenon (2022)
Hara, Hiromi;Zitatform
Hara, Hiromi (2022): The Gender Wage Gap in Japan – the Glass Ceiling Phenomenon. In: CESifo forum, Jg. 23, H. 2, S. 36-40.
Abstract
"The gender gap is one of the most serious and persistent challenges in the Japanese labor market. In 1986, the Equal Employment Opportunity Act aimed to achieve gender equality in the labor market by providing both equal opportunity and treatment between men and women in all aspects and every stage of employment. Since then, it has been revised several times to increase its rigor, and this was followed in 2015 with the Act on the Promotion of Female Participation and Career Advancement in the Workplace, which recognized that tackling the issue of worklife balance is necessary to make inroads into the challenges facing women as they advance in their professional lives. Despite these legislative efforts, however, numerous gaps remain between men and women in the Japanese labor market including the labor force participation rate, working style (regular versus part-time), wages, the proportion of workers in management positions, and education and training opportunities, to name a few. This paper focuses on the gender wage gap in Japan because wages are a broad-based labor outcome relevant to all workers." (Text excerpt, IAB-Doku) ((en))
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Literaturhinweis
Gender identity and relative income within households: Evidence from Sweden (2022)
Hederos, Karin; Stenberg, Anders;Zitatform
Hederos, Karin & Anders Stenberg (2022): Gender identity and relative income within households. Evidence from Sweden. In: The Scandinavian Journal of Economics, Jg. 124, H. 3, S. 744-772. DOI:10.1111/sjoe.12477
Abstract
"Bertrand et al. (2015) show that the U.S. distribution of the wife’s share of household income drops sharply where the wife starts earning more than her husband. They attribute the drop to a gender norm prescribing that a wife's income should not exceed her husband’s income. We document a similar drop in Swedish data. However, we also show that there is a spike where spouses earn exactly the same. Excluding the equal-earning spouses, the drop is small and mostly statistically insignificant. We conclude that, if anything, we find only weak evidence that Swedish couples comply with this gender norm." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Gender Gaps in Employment, Working Hours and Wages in Germany: Trends and Developments Over the Last 35 Years (2022)
Zitatform
Ilieva, Boryana & Katharina Wrohlich (2022): Gender Gaps in Employment, Working Hours and Wages in Germany: Trends and Developments Over the Last 35 Years. In: CESifo forum, Jg. 23, H. 2, S. 17-19.
Abstract
"In the following, we describe the development of male and female employment rates, part-time employment rates as well as wages over the last 35 years for West Germany. We show that there has been a strong convergence in employment rates of men and women over this period of time. Female employment rates have increased strongly, from about 50 to about 75 percent, while male employment rates have remained fairly stable at about 90 percent. The gender gap in hours worked, however, has remained constant at a very high level of 40 percentage points in the same period of time. The development of the gender gap in wages has also lagged behind the convergence in employment rates, declining only by a third. The large gender gap in parttime work in combination with the part-time penalty in hourly wages is contributing to the persisting gender gap in wages" (Text excerpt, IAB-Doku) ((en))
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Literaturhinweis
The Ongoing Impact of Gender Pay Gap Transparency Legislation (2022)
Zitatform
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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Literaturhinweis
Performance-related Pay and the UK Gender Pay Gap (2022)
Zitatform
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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- Erwerbsbeteiligung von Frauen
- Erwerbsbeteiligung von Männern
- Kinderbetreuung und Pflege
- Berufliche Geschlechtersegregation
- Berufsrückkehrende – Wiedereinstieg in den Arbeitsmarkt
- Dual-Career-Couples
- Work-Life
- Geschlechtsspezifische Lohnunterschiede
- Familienpolitische Rahmenbedingungen
- Aktive/aktivierende Arbeitsmarktpolitik
- Arbeitslosigkeit und passive Arbeitsmarktpolitik
- geografischer Bezug