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
Does the added worker effect matter? (2020)
Zitatform
Guner, Nezih, Yuliya Kulikova & Arnau Valladares-Esteban (2020): Does the added worker effect matter? (IZA discussion paper 12923), Bonn, 32 S.
Abstract
"The added worker effect (AWE) measures the entry of individuals into the labor force due to their partners’ job loss. We propose a new method to calculate the AWE, which allows us to estimate its effect on any labor market outcome. We show that the AWE reduces the fraction of households with two non-employed members. The AWE also accounts for why women’s employment is less cyclical and more symmetric compared to men. In recessions, while some women lose their employment, others enter the labor market and find jobs. This keeps the female employment relatively stable." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Gender Gap Among Top Business Executives (2020)
Zitatform
Keller, Wolfgang, Teresa Molina & William W. Olney (2020): The Gender Gap Among Top Business Executives. (NBER working paper 28216), Cambridge, Mass, 35 S.
Abstract
"This paper examines gender differences among top business executives using a large executive-employer matched data set spanning the last quarter century. Female executives make up 6.2% of the sample and we find they exhibit more labor market churning – both higher entry and higher exit rates. Unconditionally, women earn 26% less than men, which decreases to 7.9% once executive characteristics, firm characteristics, and in particular job title are accounted for. The paper explores the extent to which firm-level temporal flexibility and corporate culture can explain these gender differences. Although we find that women tend to select into firms with temporal flexibility and a female-friendly corporate culture, there is no evidence that this sorting drives the gender pay gap. However, we do find evidence that corporate culture affects pay gaps within firms: the within-firm gender pay gap disappears entirely at female-friendly firms. Overall, while both corporate culture and flexibility affect the female share of employment, only corporate culture influences the gender pay gap." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
An unforeseen story of alpha-woman: breadwinner women are more likely to quit the job in work-family conflicts (2020)
Zitatform
Kim, Rae Yule (2020): An unforeseen story of alpha-woman: breadwinner women are more likely to quit the job in work-family conflicts. In: Applied Economics, Jg. 52, H. 55, S. 6009-6021. DOI:10.1080/00036846.2020.1781775
Abstract
"Extensive research studied the effect of work-family conflicts on employee turnover, however, limited studies explored how work-family conflicts might influence the turnover decision. This paper utilizes role congruity theory and predicts that the employee vulnerability to work-family conflicts might be enhanced when their perceived and actual parental roles are incongruent. This study examines the life history of 8,616 working parents in the U.S. National Longitudinal Surveys and finds that there is a gender difference in how employees respond to increasing family demands. Ironically, the results of this study indicate that growing family demands influence women to quit the job when they are the dominant financial provider to the family. Family demands did not have a significant effect on employee turnover for non-breadwinner women. Men are more likely to stay in the job as the family demand increases. The findings suggest that role-incongruity might be a substantial influence on how employees handle work-family conflicts. We also discus sthe policy implications from this study." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Workplace gender pay gaps: Does gender matter less the longer employees stay? (2020)
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Kronberg, Anne-Kathrin (2020): Workplace gender pay gaps: Does gender matter less the longer employees stay? In: Work and occupations, Jg. 47, H. 1, S. 3-43. DOI:10.1177/0730888419868748
Abstract
"Research indicates men often receive greater merit rewards than women for the same performance. It is unclear, however, whether gender differences in merit rewards narrow with increasing firm tenure or whether gender differences in merit-rewards stay constant across employees' firm-internal career. Using longitudinal personnel records of a private U.S. employer (2005 - 2014), the author finds no evidence for declining gender effects on pay when employees stay longer, not even among nonprofessionals where performance is easier to assess. Results contradict information-based theories and speak to status characteristics theory. Moreover, gender disparities are significant only when supervisors have discretion over merit increases." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The persistence of pay inequality: The gender pay gap in an anonymous online labor market (2020)
Litman, Leib; Waxman, Joshua; Bates, Lisa M.; Rosen, Zohn; Robinson, Jonathan; Rosenzweig, Cheskie ;Zitatform
Litman, Leib, Jonathan Robinson, Zohn Rosen, Cheskie Rosenzweig, Joshua Waxman & Lisa M. Bates (2020): The persistence of pay inequality: The gender pay gap in an anonymous online labor market. In: PLoS ONE, Jg. 15, H. 2. DOI:10.1371/journal.pone.0229383
Abstract
"Studies of the gender pay gap are seldom able to simultaneously account for the range of alternative putative mechanisms underlying it. Using CloudResearch, an online microtask platform connecting employers to workers who perform research-related tasks, we examine whether gender pay discrepancies are still evident in a labor market characterized by anonymity, relatively homogeneous work, and flexibility. For 22,271 Mechanical Turk workers who participated in nearly 5 million tasks, we analyze hourly earnings by gender, controlling for key covariates which have been shown previously to lead to differential pay for men and women. On average, women's hourly earnings were 10.5% lower than men's. Several factors contributed to the gender pay gap, including the tendency for women to select tasks that have a lower advertised hourly pay. This study provides evidence that gender pay gaps can arise despite the absence of overt discrimination, labor segregation, and inflexible work arrangements, even after experience, education, and other human capital factors are controlled for. Findings highlight the need to examine other possible causes of the gender pay gap. Potential strategies for reducing the pay gap on online labor markets are also discussed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The gender pay gap in the USA: A matching study (2020)
Zitatform
Meara, Katie, Francesco Pastore & Allan Webster (2020): The gender pay gap in the USA: A matching study. In: Journal of population economics, Jg. 33, H. 1, S. 271-305. DOI:10.1007/s00148-019-00743-8
Abstract
"This study examines the gender wage gap in the USA using two separate cross-sections from the Current Population Survey (CPS). The extensive literature on this subject includes wage decompositions that divide the gender wage gap into 'explained' and 'unexplained' components. One of the problems with this approach is the heterogeneity of the sample data. In order to address the difficulties of comparing like with like, this study uses a number of different matching techniques to obtain estimates of the gap. By controlling for a wide range of other influences, in effect, we estimate the direct effect of simply being female on wages. However, a number of other factors, such as parenthood, gender segregation, part-time working, and unionization, contribute to the gender wage gap. This means that it is not just the core 'like for like' comparison between male and female wages that matters but also how gender wage differences interact with other influences. The literature has noted the existence of these interactions, but precise or systematic estimates of such effects remain scarce. The most innovative contribution of this study is to do that. Our findings imply that the idea of a single uniform gender pay gap is perhaps less useful than an understanding of how gender wages are shaped by multiple different forces." (Author's abstract, © Springer-Verlag) ((en))
Ähnliche Treffer
auch erschienen als: GLO discussion paper , 363 -
Literaturhinweis
His and Her Earnings Following Parenthood in the United States, Germany, and the United Kingdom (2020)
Zitatform
Musick, Kelly, Megan Doherty Bea & Pilar Gonalons-Pons (2020): His and Her Earnings Following Parenthood in the United States, Germany, and the United Kingdom. In: American sociological review, Jg. 85, H. 4, S. 639-674. DOI:10.1177/0003122420934430
Abstract
"This article advances a couple-level framework to examine how parenthood shapes within-family gender inequality by education in three countries that vary in their normative and policy context: the United States, Germany, and the United Kingdom. We trace mothers? share of couple earnings and variation by her education in the 10-year window around first birth, using long-running harmonized panel surveys from the 1990s and 2000s (N = 4,117 couples and 28,488 couple-years) and an event study methodology that leverages within-couple variation in earnings pre- and post-birth. Our results show steep declines in her share of couple earnings following first birth across the three countries that persist over several years of follow-up. Declines are smallest in the United States, due to U.S. mothers? higher employment and longer work hours. Declines are also smaller among female partners without a college degree in the United States, where mothers have less work-family support and fewer options to manage work and family on one income. Results shed light on how parenthood plays into gender inequality within couples, and how country context shapes couple dynamics and inequality across households." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Career Evolution of the Sex Gap in Wages: Discrimination vs. Human Capital Investment (2020)
Zitatform
Neumark, David & Giannina Vaccaro (2020): The Career Evolution of the Sex Gap in Wages. Discrimination vs. Human Capital Investment. (NBER working paper 28191), Cambridge, Mass, 39 S.
Abstract
"Several studies find that there is little sex gap in wages at labor market entry, and that the sex gap in wages emerges (and grows) with time in the labor market. This evidence is consistent with (i) there is little or no sex discrimination in wages at labor market entry, and (ii) the emergence of the sex gap in wages with time in the labor market reflects differences between men and women in human capital investment (and other decisions), with women investing less early in their careers. Indeed, some economists explicitly interpret the evidence this way. We show that this interpretation ignores two fundamental implications of the human capital model, and that differences in investment can complicate the interpretation of both the starting sex gap in wages (or absence of a gap), and the differences in “returns” to experience. We then estimate stylized structural models of human capital investment and wage growth to identify the effects of discrimination and differences in human capital investment, and find evidence more consistent with discrimination reducing women's wages at labor market entry." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Boxed In: Beliefs about the Compatibility and Likability of Mother-Occupation and Father-Occupation Role Combinations (2020)
Zitatform
Noonan, Mary C., Freda B. Lynn & Mark H. Walker (2020): Boxed In: Beliefs about the Compatibility and Likability of Mother-Occupation and Father-Occupation Role Combinations. In: Socius, Jg. 6, S. 1-20. DOI:10.1177/2378023120942449
Abstract
"Researchers have long noted that role expectations of a "good" mother conflict with those of a "good" worker, described as the "cultural contradiction" of motherhood. But given that work roles vary tremendously in terms of the cultural meanings the public assigns them, the authors examine variability in the perceived compatibility of mother-occupation and father-occupation combinations. Building on previous research, the authors hypothesize that (1) some parent-occupation pairings will be viewed as significantly less compatible because of incongruent expectations and meanings, and (2) incumbents of supposedly compatible parent-occupation pairings will be evaluated more favorably than incumbents of incompatible pairings. Both hypotheses are tested using original survey data on perceptions of mothers and fathers in 28 occupations merged with occupational characteristics from secondary data sources. The results strongly suggest that even though there are well-known prescriptive norms for both mothers and fathers, mothers’ occupational choices are more actively policed compared with fathers?." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
After-School Childcare Arrangements and Maternal Labor Supply in Low-Income American Households: Comparisons between Race and Ethnicity (2020)
Park, Hyejoon; Choi, Shinwoo; Zhan, Min;Zitatform
Park, Hyejoon, Min Zhan & Shinwoo Choi (2020): After-School Childcare Arrangements and Maternal Labor Supply in Low-Income American Households. Comparisons between Race and Ethnicity. In: Journal of Sociology and Social Welfare, Jg. 47, H. 4.
Abstract
"Even though after-school childcare arrangements are a significant matter for working mothers in the United States, only formal childcare has been recognized as relevant by researchers. Therefore, this study aims to find the association between different types of after-school childcare arrangements (after-school programs, relative, parental, self-care, and combination of care) and low-income working mothers’ labor supply, including their working hours and months, with special attention to their race/ethnicity. The study employed the Ordinary Least Squares regression analysis and utilized the National Household Education Survey Programs: After-School Programs and Activities (2005). The results showed that White and Hispanic mothers using relative care reported longer working hours than mothers of the same ethnic groups who used other types of care. Hispanic mothers using parental (spousal) care also reported fewer working months than Hispanic mothers using relative care. Implications for policy, social work practice, and research are discussed along with limitations, including the cross-sectional design of the study." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
A Survey of Gender Gaps through the Lens of the Industry Structure and Local Labor Markets (2020)
Petrongolo, Barbara; Ronchi, Maddalena;Zitatform
Petrongolo, Barbara & Maddalena Ronchi (2020): A Survey of Gender Gaps through the Lens of the Industry Structure and Local Labor Markets. (CEP discussion paper 1688), London, 39 S.
Abstract
"In this paper we discuss some strands of the recent literature on the evolution of gender gaps and their driving forces. We will revisit key stylized facts about gender gaps in employment and wages in a few high-income countries. We then discuss and build on one gender-neutral force behind the rise in female employment, namely the rise of the service economy. This is also related to the polarization of female employment and to the geographic distribution of jobs, which is expected to be especially relevant for female employment prospects. We finally turn to currently debated causes of remaining gender gaps and discuss existing evidence on labor market consequences of women's heavier caring responsibilities in the household. In particular, we highlight how women's stronger distaste for commuting time may feed into gender pay gaps by making women more willing to trade off steeper wage gains for shorter commutes." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
From Professionals to Professional Mothers: How College-educated Married Mothers Experience Unemployment in the US (2020)
Zitatform
Rao, Aliya Hamid (2020): From Professionals to Professional Mothers. How College-educated Married Mothers Experience Unemployment in the US. In: Work, Employment and Society, Jg. 34, H. 2, S. 299-316. DOI:10.1177/0950017019887334
Abstract
Unemployment influences life experiences and outcomes, but how it does so may be shaped by gender and parenthood. Because research on unemployment focuses on men’s experiences of unemployment, it presents as universal a process that may be gendered. This article asks: how do college-educated, heterosexual, married mothers experience involuntary unemployment? Drawing on in-depth interviews with unemployed mothers in the US, their husbands, and follow-up interviews, this article finds that the experience of job loss is tempered for mothers as they derive a culturally valued identity from motherhood which also anchors their lives. Husbands’ support emphasises that employment is one of several options mothers can pursue. Couples pivot attention to husbands’ careers as they worry about finances, often resulting in marital tensions. Using mothers’ unemployment as a case, this study demonstrates that unemployment has more divergent implications depending on gender and parenthood than prior theories suggest. (Author's Abstract, IAB-Doku)
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Literaturhinweis
The central role for the ask gap in gender pay inequality (2020)
Roussille, Nina;Zitatform
Roussille, Nina (2020): The central role for the ask gap in gender pay inequality. 67 S.
Abstract
"The gender ask gap measures the extent to which women ask for lower salaries than comparable men. This paper studies the role of the ask gap in generating wage inequality using novel data from Hired.com, a leading online recruitment platform for full time engineering jobs in the United States. To use the platform, job candidates must post an ask salary, stating how much they want to make in their next job. Firms then apply to candidates by offering a bid salary they are willing to pay the candidate. If the candidate is hired, a final salary is recorded. After adjusting for resume characteristics, the ask gap is 3.3%, the bid gap is 2.4% and the gap in final offers is 1.8%. Remarkably, further controlling for the ask salary explains all of the gender gaps in bid and final salary on the platform. To estimate the market-level effects of an increase in women’s ask salary, I exploit a sudden change in how candidates were prompted to provide their ask salary. For a subset of candidates, in mid-2018, the answer box used to solicit the ask salary went from an empty field to a pre-filled entry with the median salary on the platform for a similar candidate. Comparing candidates creating a profile before and after the feature change, I find that this change drove the ask gap and the bid gap to zero. In addition, women received the same number of bids before and after the change, suggesting they face little penalty for demanding wages comparable to men." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Assortative Mating and Labor Income Inequality: Evidence from fifty years of coupling in the U.S. (2020)
Zitatform
Yonzan, Nishant (2020): Assortative Mating and Labor Income Inequality. Evidence from fifty years of coupling in the U.S. (Stone Center On Socio-Economic Inequality. Working paper series 15), New York, NY, 46 S. DOI:10.31235/osf.io/4whvs
Abstract
"Labor income inequality among couples has increased by 33 percent in the U.S. over the past half-century. Over the same period, the correlation of labor income within couples has also increased sharply. Is this increase in sorting over labor income a cause for the rise of labor income inequality among couples? Using the March supplement of the CPS, first, I find that there has been a sharp increase in positive sorting over labor income in the U.S. in the 1970-2018 period. The top decile of men’s earners married to the top decile of women’s earners has doubled from 10.6 percent in 1970 to 23.3 percent in 2018. Second, I use a bounded copula framework as a reference distribution to track the relative changes in labor income inequality among couples. Using this framework, I find that positive sorting over labor income did play a role in increasing labor income inequality among couples in the 1970-1990 period; however, I find little evidence to suggest that this relationship existed in the 1990-2018 period." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The gender gap in raise magnitudes of hourly and salary workers (2019)
Zitatform
Artz, Benjamin & Sarinda Taengnoi (2019): The gender gap in raise magnitudes of hourly and salary workers. In: Journal of labor research, Jg. 40, H. 1, S. 84-105. DOI:10.1007/s12122-018-9277-8
Abstract
"The gender gap in promotions literature typically uses survey to survey imputed hourly wage changes to measure the earnings effects of promotions alone. By distinction, we study raises with and without promotions using data within surveys that uniquely identify both the current and most recent wages of hourly workers separate from salary workers. In cross-section estimates we identify a gender gap in raise magnitude favoring men only among hourly workers who achieve promotions, but this result vanishes in fixed effects estimates. No gender gaps emerge in any other instance, including for salary workers and raises absent of promotion. We further contribute to the literature by uniquely controlling for natural ability and risk preferences of the workers, the time passed since earning the raise, and also whether the responsibility of the worker's job changed with the raise." (Author's abstract, © Springer-Verlag) ((en))
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Literaturhinweis
Labor market discrimination and the macroeconomy (2019)
Zitatform
Asali, Muhammad & Rusudan Gurashvili (2019): Labor market discrimination and the macroeconomy. (IZA discussion paper 12101), Bonn, 32 S.
Abstract
"Using Integrated Household Survey data from Georgia, we measure the observable and discriminatory ethnic wage gap, among male and female workers, and the gender wage gap, among Georgians and non-Georgians. The gender wage discrimination is larger than the ethnic wage discrimination. In the second estimation stage, these wage discrimination estimates are used in a general-to-specific vector autoregression framework to test for the Granger causality between discrimination and growth. A general, negative, bidirectional Granger causality is found between these two variables: in the long-run, discrimination reduces economic growth, and economic growth lowers discrimination. Also, we find that higher unemployment rates are associated with increased ethnic wage discrimination - in line with the predictions of Becker's theory of discrimination." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Long-term changes in married couples' labor supply and taxes: Evidence from the US and Europe since the 1980s (2019)
Zitatform
Bick, Alexander, Bettina Brüggemann, Nicola Fuchs-Schündeln & Hannah Paule-Paludkiewicz (2019): Long-term changes in married couples' labor supply and taxes: Evidence from the US and Europe since the 1980s. In: Journal of International Economics, Jg. 118, H. May, S. 44-62. DOI:10.1016/j.jinteco.2019.01.014
Abstract
"We document the time-series of employment rates and hours worked per employed by married couples in the US and seven European countries (Belgium, France, Germany, Italy, the Netherlands, Portugal, and the UK) from the early 1980s through 2016. Relying on a model of joint household labor supply decisions, we quantitatively analyze the role of non-linear labor income taxes for explaining the evolution of hours worked of married couples over time, using as inputs the full country- and year-specific statutory labor income tax codes. We further evaluate the role of consumption taxes, gender and educational wage premia, and the educational composition. The model is quite successful in replicating the time series behavior of hours worked per employed married woman, with labor income taxes being the key driving force. It does however capture only part of the secular increase in married women's employment rates in the 1980s and early 1990s, suggesting an important role for factors not considered in this paper. An independent and important contribution of the paper is that we make the non-linear tax codes used as an input into the analysis available as a user-friendly and easily integrable set of Matlab codes." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))
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Literaturhinweis
Economic Self-Reliance and Gender Inequality between U.S. Men and Women: 1970-2010 (2019)
Zitatform
Bloome, Deirdre, Derek Burk & Leslie McCall (2019): Economic Self-Reliance and Gender Inequality between U.S. Men and Women. 1970-2010. In: American Journal of Sociology, Jg. 124, H. 5, S. 1413-1467. DOI:10.1086/702278
Abstract
"Women have become increasingly economically self-reliant, depending more on paid employment for their positions in the income distribution than in the past. We know little about what happened to men, however, because most prior research restricts changes in self-reliance to be 'zero-sum,' with women's changes necessitating opposite and proportionate changes among men. This article introduces a measure that allows asymmetric changes and also incorporates multiple population subgroups and income sources beyond couples' labor earnings. Using Current Population Survey data, the authors find that women's self-reliance increased dramatically, as expected, but men's declined only slightly. The authors decompose these trends into changes in family structure and redistribution, which increased and decreased self-reliance, respectively, for men and women, though more for women. Labor market shifts, by contrast, were asymmetric and opposing, reducing men's self-reliance much less than they increased women's. The authors' approach opens opportunities for new insight into both gender inequality and the income attainment process." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The rise of services: the role of skills, scale, and female labor supply (2019)
Zitatform
Buera, Francisco J., Joseph P. Kaboski & Min Qiang Zhao (2019): The rise of services. The role of skills, scale, and female labor supply. In: Journal of Human Capital, Jg. 13, H. 2, S. 157-187. DOI:10.1086/702926
Abstract
"This paper provides a quantitative analysis of the growth in the service share in the United States. We model households that make decisions on home and market production of services that vary in their skill intensity at any point in time and vary in their optimal scale over time. We also allow for skill- and sector-biased technology progress. The benchmark model fully accounts for the rise in the service share, with the rising scale of services, rising demand for skill-intensive output, and skill-biased technical change all playing dominant roles. Furthermore, the model with multiperson households confirms that the essential findings of our benchmark model are robust to demographic considerations. It can explain two-thirds of the increase in female labor supply, which also plays a role in services growth." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: NBER working paper , 19372 -
Literaturhinweis
Does individualizing the labor contract hurt women? (2019)
Zitatform
Cahen, Claire (2019): Does individualizing the labor contract hurt women? In: Industrial relations, Jg. 58, H. 3, S. 317-375. DOI:10.1111/irel.12239
Abstract
"The twenty-first century has been marked by a retreat of the collective bargaining rights of public employees throughout the United States. This study exploits the variation in legal environments resulting from these reforms to estimate the causal impact of different collective bargaining policies on public employee compensation. Using data from the American Community Survey, results show a modest wage penalty at the aggregate level for employees covered by constraints on collective bargaining. However, this wage penalty is differential and is concentrated on women in all but one case -- a legal environment in which collective bargaining over wages has either been prohibited or directly constricted, allowing governments to periodically institute wage freezes and caps on raises for public employees. In this case, a pre-existing wage gap in which men earned more than women is disappearing as male and female earnings converge at a lower wage. The paper suggests that the long-term effects of restricting collective bargaining occur through the individualization of the labor contract and should be examined along individual-level characteristics, such as gender." (Author's abstract, Published by arrangement with John Wiley & Sons) ((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