Gender und Arbeitsmarkt
Das Themendossier "Gender und Arbeitsmarkt" bietet wissenschaftliche und politiknahe Veröffentlichungen zu den Themen Erwerbsbeteiligung von Frauen und Männern, Müttern und Vätern, Berufsrückkehrenden, Betreuung/Pflege und Arbeitsteilung in der Familie, Work-Life-Management, Determinanten der Erwerbsbeteiligung, geschlechtsspezifische Lohnunterschiede, familien- und steuerpolitische Regelungen sowie Arbeitsmarktpolitik für Frauen und Männer.
Mit dem Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
- Erwerbsbeteiligung von Frauen
- Erwerbsbeteiligung von Männern
- Kinderbetreuung und Pflege
- Berufliche Geschlechtersegregation
- Berufsrückkehr – Wiedereinstieg in den Arbeitsmarkt
- Dual-Career-Couples
- Work-Life
- Geschlechtsspezifische Lohnunterschiede
- Familienpolitische Rahmenbedingungen
- Aktive/aktivierende Arbeitsmarktpolitik
- Arbeitslosigkeit und passive Arbeitsmarktpolitik
- geografischer Bezug
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Literaturhinweis
How do parents care together? Dyadic parental leave take-up strategies, wages and workplace characteristics (2025)
Zitatform
Valentova, Marie (2025): How do parents care together? Dyadic parental leave take-up strategies, wages and workplace characteristics. In: Work, Employment and Society, Jg. 39, H. 1, S. 91-114. DOI:10.1177/09500170241229281
Abstract
"The article explores the association between within-household couples’ parental leave take-up strategies and parents’ earning capacity (hourly wages) and their workplace characteristics. The results, based on the social security register data from Luxembourg, reveal that a couple strategy where both partners take parental leave is more likely when the partners have equal earning capacity, when the mother works in the sector of education, health and social services rather than in other sectors, and when the father is employed in a larger-sized company. Couples where the mother earns more than the father are more likely to opt for a strategy where neither parent takes any leave. The economic sector moderates the effect of fathers’ wages on the probability of choosing the strategy where both partners take leave." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Female labor force participation and development: improving outcomes for women takes more than raising labor force participation - good jobs are important too (2025)
Zitatform
Verick, Sher (2025): Female labor force participation and development. Improving outcomes for women takes more than raising labor force participation - good jobs are important too. (IZA world of labor 87), Bonn, 11 S. DOI:10.15185/izawol.87.v3
Abstract
"Der Zusammenhang zwischen der wirtschaftlichen Entwicklung eines Landes und der Erwerbsbeteiligung von Frauen wird durch den Verlauf von Wirtschaftswachstum und Bildungserwerb, durch Geburtenraten, soziale Normen und andere Faktoren geprägt. Die Erwerbsquote zeichnet nur ein Teilbild der Frauenbeschäftigung und lässt Aussagen über ihre Qualität nur eingeschränkt zu. Deren Verbesserung kann nur unter Berücksichtigung von angebots- und nachfrageseitigen Aspekten erreicht werden. Ein erleichterter Zugang zu sekundärer und höherer Bildung ist dabei entscheidend, muss aber mit der Schaffung von passenden Jobs für Frauen einhergehen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Vereinbarkeit von Beruf und Pflege im neuen Verantwortungsmix – mehr Sicherheit oder neue Ungleichheit? (2025)
Völz, Silke; Evans-Borchers, Michaela; Lenzen, Julia; Wirth, Lena Marie; von Spee, Adelheid; Hampel, Sarah;Zitatform
Völz, Silke, Julia Lenzen, Lena Marie Wirth, Sarah Hampel, Adelheid von Spee & Michaela Evans-Borchers (2025): Vereinbarkeit von Beruf und Pflege im neuen Verantwortungsmix – mehr Sicherheit oder neue Ungleichheit? In: Sozialer Fortschritt, Jg. 74, H. 2/3, S. 177-197. DOI:10.3790/sfo.2024.1457807
Abstract
"Personen, die Sorge- und Erwerbsarbeit erbringen, tragen Verantwortung für das Vereinbaren dieser Handlungsbereiche und übernehmen das Risiko für drohende Nachteile nicht gelingender Vereinbarkeit. Unternehmen, die zunehmend von Personalmangel betroffen sind, bieten immer häufiger Maßnahmen an, um Pflegevereinbarkeit zu unterstützen, die Beschäftigungsfähigkeit von Individuen zu stärken sowie die Arbeitgeberattraktivität zu verbessern. Diese Vereinbarkeitsangebotsgestaltung wird anhand von Daten aus einer Unternehmensbefragung in diesem Beitrag analysiert. Die Verantwortungsübernahme von Unternehmen als Akteur:innen im Verantwortungsmix Pflege wird zwar begrüßt, dennoch wird davor gewarnt, dass neue Ungleichheitsdimensionen dadurch entstehen können, dass sozialstaatliche Aufgaben auf Unternehmen übertragen und nicht zugleich Infrastrukturen der Daseinsvorsorge gestärkt werden. Darauf basierend reflektiert der Beitrag sozial-, arbeits- und versorgungspolitische Handlungs- und Gestaltungsimplikationen" (Autorenreferat, IAB-Doku)
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Literaturhinweis
Gender disparities in job flexibility, job security, psychological distress, work absenteeism, and work presenteeism among U.S. adults (2025)
Zitatform
Wang, Monica L., Marie-Rachelle Narcisse, Kate Rodriguez & Pearl A. McElfish (2025): Gender disparities in job flexibility, job security, psychological distress, work absenteeism, and work presenteeism among U.S. adults. In: SSM - population health, Jg. 29. DOI:10.1016/j.ssmph.2025.101761
Abstract
"Background: While international research has examined the relationship between job characteristics and mental health, including gender differences, few studies have assessed these associations at the national level in the U.S., which has unique labor markets, health care systems, and societal structures that may exacerbate gender disparities. This study investigates gender differences in the associations between job flexibility, job security, mental health outcomes, work absenteeism, work presenteeism, and mental health care utilization among a representative sample of working U.S. adults. Methods: We analyzed cross-sectional population-based survey data from employed adults in the 2021 National Health Interview Survey. Job characteristics included perceived job flexibility and security. Outcomes included serious psychological distress, frequency of anxiety, work absenteeism, work presenteeism, and mental health care utilization. Multivariable logistic and binomial regression analyses examined associations of interest, with statistical interaction tests conducted to assess gender differences. Findings: The study sample included 18,112 respondents weighted to represent a population of 168,068,586 civilian, non-institutionalized working U.S. adults (47.7% female). Females with low job security had a decreased probability of serious psychological distress than males with low job security (F(3,589) = 2.79; p = 0.040). Females with the lowest job flexibility reported more days worked while ill than males over the past 3 months, while males with higher job flexibility reported more days worked while ill than females (F(3,589) = 4.1; p = 0.007). The average number of work days missed over 12 months was lower among females than males when job security was perceived as fairly low and higher among females than males as job security increased (F(3,589) = 4.3; p = 0.005). Interpretation: Findings highlight the need for policies and practices that recognize and address gender-specific workforce experiences and needs. Tailored interventions that enhance job flexibility and security, support caregiving responsibilities, and provide comprehensive mental health services can address such challenges." (Author's abstract, IAB-Doku, © 2025 The Authors. Published by Elsevier Ltd.) ((en))
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Literaturhinweis
Die Arbeitszeitunterschiede zwischen Frauen und Männern verringern sich nur langsam (Serie "Equal Pay Day 2025") (2025)
Zitatform
Wanger, Susanne (2025): Die Arbeitszeitunterschiede zwischen Frauen und Männern verringern sich nur langsam (Serie "Equal Pay Day 2025"). In: IAB-Forum H. 18.03.2025. DOI:10.48720/IAB.FOO.20250318.01
Abstract
"Die Zahl der von berufstätigen Frauen jährlich geleisteten Arbeitsstunden liegt im Schnitt 24 Prozent unter der der Männer. Sie ist damit nur 4 Prozentpunkte niedriger als vor 25 Jahren. Hauptgrund sind die über den gesamten Erwerbsverlauf hinweg deutlich höheren Teilzeitquoten von Frauen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Verantwortung darf kein Risiko sein: Vereinbarkeitsperspektiven im Umfeld von Erwerbstätigkeit und privaten Sorgeaufgaben (2025)
Wirth, Lena Marie; Evans-Borchers, Michaela; Lange, Joachim; Völz, Silke;Zitatform
Wirth, Lena Marie, Michaela Evans-Borchers, Silke Völz & Joachim Lange (2025): Verantwortung darf kein Risiko sein: Vereinbarkeitsperspektiven im Umfeld von Erwerbstätigkeit und privaten Sorgeaufgaben. In: Sozialer Fortschritt, Jg. 74, H. 2/3, S. 83-97. DOI:10.3790/sfo.2024.1457802
Abstract
"Erwerbstätige sehen sich zunehmend mit der Herausforderung konfrontiert, Beruf und private Pflege zu kombinieren, was eine intensivere Auseinandersetzung mit den Perspektiven, Rahmenbedingungen und Herausforderungen zwischen den betrieblichen Produktions- und den Lebenswirklichkeiten pflegender Erwerbstätiger erfordert. Die Übernahme von An- und Zugehörigenpflege hat Einfluss sowohl auf die freistellenden Betriebe als auch auf die Erwerbstätigen und ihr familiäres Umfeld. Im Rahmen des Beitrags werden neben der Darstellung von Vereinbarkeitsperspektiven ein Überblick über die Beiträge des Schwerpunktheftes gegeben sowie Impulse aufgeführt, welche Akteur:innen zukünftig bei der Bewältigung dieser Herausforderungen unterstützen und eine Balance zwischen Beruf und Pflege fördern können." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Bridging the gap? The moderating role of non-parental childcare use in the gap in maternal employment between immigrants and non-immigrants (2025)
Wu, Mengyao; Loi, Silvia; Lee, D. Susie; Poveda, Alberto del Rey;Zitatform
Wu, Mengyao, Silvia Loi, D. Susie Lee & Alberto del Rey Poveda (2025): Bridging the gap? The moderating role of non-parental childcare use in the gap in maternal employment between immigrants and non-immigrants. (MPIDR working paper / Max Planck Institute for Demographic Research 2025-008), Rostock, 24 S. DOI:10.4054/MPIDR-WP-2025-008
Abstract
"While the growing inequalities between non-immigrant and immigrant mothers’ labour market outcomes have been extensively studied, the extent to which these disparities vary across nonparental childcare arrangements remains relatively underexplored. This study examines different types of childcare support – informal care only, formal care only, and mixed care arrangements – as potential moderators of the gap in maternal employment by migration background, while taking into account the immigrant mothers’ length of stay in the receiving country. Using data from the 2018 Fertility Survey in Spain, our results paint a complex picture of the distinctive roles played by different types of childcare arrangements in shaping the employment gap between immigrant and non-immigrant mothers: while long-term immigrant mothers who rely on informal or mixed childcare arrangements have higher employment rates than their non-immigrant counterparts, recent immigrant mothers benefit more from formal childcare services, which are associated with greater participation in paid work. Given that maternal employment is essential for the economic integration of immigrant families, our findings have important implications for developing more inclusive family policies aimed at improving the social inclusion of immigrant women with diverse childcare needs." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Dollars and Domestic Duties: A 22‐Year Study of Income, Home Labor, and Gendered Career Outcomes in Dual‐Earner Couples (2025)
Zitatform
Yu, Hyejin, Alexis Nicole Smith & Nikolaos Dimotakis (2025): Dollars and Domestic Duties: A 22‐Year Study of Income, Home Labor, and Gendered Career Outcomes in Dual‐Earner Couples. In: Journal of organizational behavior. DOI:10.1002/job.2879
Abstract
"Although women's outsized share of household labor and subsequent career disadvantages are well-documented, the impact of income arrangements within dual-earner couples has been underexplored in the context of the work–family dynamic. Drawing upon resource and gender construction theories, we examine how income dynamics within male–female dyads can differentially affect each partner's career success via unpaid home labor. Using multilevel polynomial regression on a longitudinal sample of 7252 dual-earner couples over a 22-year period from the Household, Income, and Labor Dynamics in Australia (HILDA) Survey, we demonstrate that the interplay of income within these dyads differentially shapes partners' household labor, ultimately influencing female (but not male) career promotion. Specifically, women face a lower likelihood of promotion when in male- and female-breadwinning arrangements compared with dual-breadwinning arrangements with minimal resource differentials, partly due to the increased household labor. Among dual-breadwinning arrangements, we find that female partners have a higher chance of promotion when male partners have similarly high (versus low) income levels, due to reduced household labor. Our supplementary analysis uncovers that work centrality accounts for the gendered impact of household labor on promotion while also illustrating how the effect of income arrangements evolves over 22 years. Overall, our findings provide new revelations on how breadwinning arrangements within couples can reinforce or hinder women's career advancement, while largely leaving men's careers unaffected, through the gendered spillover effect of unpaid household labor." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Fairness Evaluations of Higher Education Graduates’ Earnings: The Role of Female Preference for Equality and Self‐Interest (2025)
Zitatform
Zamberlan, Anna, Diana Roxana Galos, Susanne Strauss & Thomas Hinz (2025): Fairness Evaluations of Higher Education Graduates’ Earnings: The Role of Female Preference for Equality and Self‐Interest. In: The British journal of sociology, S. 1-12. DOI:10.1111/1468-4446.13192
Abstract
"Educational and occupational horizontal segregation contribute significantly to economic inequalities, especially in contexts with a strong correspondence between fields of study and occupational outputs, such as in Germany. However, the extent to which individuals perceive disparities in economic returns across different fields of study as fair and the factors influencing these fairness evaluations remain largely unexplored. This study aims to understand fairness evaluations by assessing two theoretical explanations and their interrelation: (1) female preference for equality, where women generally favour smaller earnings disparities, and (2) biases leading to higher reward expectations for individuals in the same field of study as the evaluator. Our empirical research draws on a novel survey experiment from the German Student Survey (2021), in which higher education students evaluated the fairness of realistic earnings for graduates from various fields of study. These earnings relate to the entry phase of an individual's career, reflecting differences in economic returns exclusively tied to fields of study, independent of occupational or life trajectories. Our findings support the female preference for equality and self-interest theoretical perspectives, revealing that women and respondents in fields associated with lower-earning jobs tend to perceive greater unfairness. We further find evidence of an interaction between the two mechanisms, with women being particularly likely to perceive greater unfairness when it aligns with their self-interest." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Zur Einführung des Elterngeldes und zur Einkommenssituation der Begünstigten (2025)
Zitatform
(2025): Zur Einführung des Elterngeldes und zur Einkommenssituation der Begünstigten. (Sachstand / Deutscher Bundestag, Wissenschaftliche Dienste), Berlin, 18 S.
Abstract
"Im Jahr 2007 wurde das Elterngeld eingeführt, um das pauschale Erziehungsgeld durch eine einkommensabhängige Leistung zu ersetzen. Als Lohnersatzleistung soll das Elterngeld finanzielle Einbußen nach der Geburt eines Kindes kompensieren. Zugleich soll es Anreize für eine partnerschaftlichere Aufteilung von Erwerbs- und Sorgearbeit schaffen. Im Vergleich zum früheren Erziehungsgeld, das vorrangig als Sozialleistung konzipiert war, 1 richtet sich das Elterngeld an alle Mütter und Väter, so auch an Erwerbstätige mit höheren Einkommen, und sichert diese ökonomisch in der Phase der Familiengründung ab.2 Das Elterngeld stellt mit 7,99 Milliarden Euro im Haushalt 2024 den größten Einzelposten der gesetzlichen Leistungen für Familien dar (insgesamt 12,45 Milliarden Euro).3 In der öffentlichen Debatte ist das Elterngeld vor kurzem grundsätzlich kritisiert worden. So stellte der Ifo-Präsident Clemens Fuest angesichts angespannter Haushaltslagen in einem Interview die fiskalische Tragfä¿higkeit und Wirksamkeit des Elterngeldes grundsätzlich infrage.4 Diese Aussage rief Widerspruch hervor: Befürworter betonen vor allem die gleichstellungspolitische Bedeutung der Leistung sowie die Förderung der Vereinbarkeit von Familie und Beruf. 5 Die Befürworter kritisieren allerdings die bisher ausgebliebene Erhöhung des Elterngeldes. Seit seiner Einführung hat es keine finanziellen Anpassungen – insbesondere keinen inflationären Ausgleich – erfahren. So zeigt eine Studie des Instituts der deutschen Wirtschaft aus dem Jahr 2024 einen realen Kaufkraftverlust des Elterngeldes von rund 38 Prozent seit 2007 auf. Der vorliegende Sachstand befasst sich auftragsgemäß mit den Hintergründen zur Einführung des Elterngeldes und gibt einen Überblick über den aktuellen Stand der Forschung zu den Auswirkungen des Elterngeldes mit Blick auf die Veränderungen der Einkommenssituation der Begünstigten. Darüber hinaus werden auch die neusten Analysen zum fehlenden Inflationsausgleich dargestellt." (Textauszug; IAB-Doku)
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Literaturhinweis
Gleichstellung in der sozial-ökologischen Transformation: Gutachten für den Vierten Gleichstellungsbericht der Bundesregierung (2025)
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(2025): Gleichstellung in der sozial-ökologischen Transformation. Gutachten für den Vierten Gleichstellungsbericht der Bundesregierung. (Verhandlungen des Deutschen Bundestages. Drucksachen 20/15105 Vierter), Berlin, 259 S.
Abstract
"Der Vierte Gleichstellungsbericht widmet sich dem Klimawandel und Klimapolitiken in Deutschland unter dem Aspekt der Geschlechtergerechtigkeit. Die Sachverständigen waren beauftragt Ursachen und Auswirkungen des Klimawandels sowie Auswirkungen umwelt- und klimapolitischer Maßnahmen auf die Geschlechterverhältnisse darzustellen, Empfehlungen zur gleichstellungsorientierten Gestaltung der ökologischen Transformation zu erarbeiten, und Empfehlungen zu Strukturen, Instrumenten und institutionellen Mechanismen für eine an Art. 3 Abs. 2 und 3 Grundgesetz orientierte Gleichstellungs-, Umwelt- und Klimapolitik zu entwickeln. Die von Bundesgleichstellungsministerin Lisa Paus im März 2023 berufene Sachverständigenkommission übergab ihr Gutachten Anfang Januar 2025 an die Ministerin. Dieses wurde Anfang März 2025 veröffentlicht. Am 12. März 2025 beschloss das Bundeskabinett die Stellungnahme der Bundesregierung zum Vierten Gleichstellungsbericht, die zusammen mit dem Gutachten als Gleichstellungsbericht veröffentlicht wurde (Bundestags-Drucksache 20/15105). Der Bericht wurde anschließend dem Bundestag und dem Bundesrat vorgelegt." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Zehnter Familienbericht: Unterstützung allein- und getrennterziehender Eltern und ihrer Kinder - Bestandsaufnahme und Handlungsempfehlungen: mit Stellungnahme der Bundesregierung (2025)
Zitatform
(2025): Zehnter Familienbericht: Unterstützung allein- und getrennterziehender Eltern und ihrer Kinder - Bestandsaufnahme und Handlungsempfehlungen. Mit Stellungnahme der Bundesregierung. (Verhandlungen des Deutschen Bundestages. Drucksachen 20/14510 (16.01.2025)), Berlin, 448 S.
Abstract
"Der Zehnte Familienbericht baut auf den Leitlinien einer zukunftsorientierten und nachhaltigen Familienpolitik auf, die in den vorangegangenen Berichten entwickelt wurden. Er betont die Notwendigkeit einer Politik, die die Resilienz sowohl des Individuums als auch der Gesellschaft stärkt, insbesondere in krisenhaften Lebensphasen wie Trennung, Scheidung oder dem Verlust einer Partnerin/ eines Partners. Zugleich sollten Eltern und Kinder auf die Unterstützung durch die Solidargemeinschaft vertrauen können. In diesem Sinne formuliert die Kommission folgende vier zentrale Ziele: 1. Die Förderung der ökonomischen Eigenständigkeit von Müttern wie Vätern, 2. die Stärkung der gemeinsamen Elternverantwortung, 3. die Berücksichtigung von Vulnerabilitäten – also von Familien, die auf Grund ihrer besonderen Lebenslage belastet sind – und 4. die Anerkennung sowie Förderung der Vielfalt von Familienformen." (Textauszug, Dokumentations- und Informationssystem Bundestag und Bundesrat - DIP)
Weiterführende Informationen
Dokumentation des zugehörigen parlamentarischen Vorgangs -
Literaturhinweis
The gender pay gap—What's the problem represented to be? Analyzing the discourses of Estonian employers, employees, and state officials on pay equality (2024)
Zitatform
Aavik, Kadri, Pille Ubakivi-Hadachi, Maaris Raudsepp & Triin Roosalu (2024): The gender pay gap—What's the problem represented to be? Analyzing the discourses of Estonian employers, employees, and state officials on pay equality. In: Gender, work & organization, Jg. 31, H. 1, S. 171-191. DOI:10.1111/gwao.13061
Abstract
"The gender pay gap (GPG) remains significant in most countries and is a key indicator of gender inequality in society. Qualitative research on the GPG is scarce, yet, qualitative perspectives on the GPG are valuable as the ways in which the GPG is understood and talked about shape actions to tackle it. This article focuses on how the GPG is represented in the context of work and organizations, inspired by the “What's the Problem Represented to be?” approach, developed by Carol Bacchi. The analysis draws on qualitative data—63 interviews with employers, employees, and state officials—collected in Estonia which exhibits one of the largest GPGs in the European Union. Five dominant representations of the GPG were identified: the GPG as (a) consciously produced by employers, (b) different pay for the same work, (c) unmeasurable due to “unique” and “incomparable” jobs and workers, (d) produced by women's failure to ask for fair pay, and (e) impossible for employers to reduce because of market forces. Collectively, these representations render the GPG inevitable, downplaying its emergence as a result of specific gendered social practices. This has implications for the employers' and the state's willingness and strategies to reduce the GPG." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
An analysis of the gender layoff gap implied by a gender gap in wage bargaining (2024)
Zitatform
Abrahams, Scott (2024): An analysis of the gender layoff gap implied by a gender gap in wage bargaining. In: Economics Letters, Jg. 234. DOI:10.1016/j.econlet.2023.111505
Abstract
"The assumption that wage bargaining power is greater for men than for women yields a novel, mechanical implication regarding the gender wage gap: there should also be a gender layoff gap. If women with the same marginal product of labor as men exercise less bargaining power and consequently earn lower wages, then female workers should on average be more profitable for a firm. When conditions reduce labor demand, the firm should therefore prefer to lay off its male workers first. I show that this is consistent with the data for the United States from 1982–2019. A calibration exercise based on the gender gap in layoff rates suggests that the female bargaining share has risen from 14% lower to 6% lower than the male share over time." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Gender occupational segregation: a new approach to quantifying the effect of educational segregation (2024)
Zitatform
Acosta-Ballesteros, Juan, María Del Pilar Osorno-Del Rosal & Olga María Rodríguez-Rodríguez (2024): Gender occupational segregation: a new approach to quantifying the effect of educational segregation. In: Applied Economics, S. 1-15. DOI:10.1080/00036846.2024.2423067
Abstract
"This article analyses the impact of educational segregation on the gender gap in the probability of working in a gendered or gender-balanced occupation, which is our measure of occupational segregation. Specifically, our methodology allows quantifying two different effects of education on this gap: one due to girls and boys choosing different educational options (presorting), and the other due to men and women with the same education entering the same or different occupations (postsorting). Using a sample of university graduates from Spain, a country with a highly segregated labor market, we conclude that the gender composition of education and occupation are strongly related. However, the greater presence of women in female-dominated jobs is not only due to them choosing female-dominated degrees, but also due to many women from gender-balanced, and even some from male-dominated programs, working in female-dominated occupations. Thus, reducing educational segregation does not seem to be enough to fight against occupational segregation. It is also necessary to guarantee that men and women enjoy the same opportunities in the labour market, removing discrimination practices, and to ensure that both, workers and employers, do not make decisions based on gender role expectations or stereotypes." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Underconfidence Wage Penalty (2024)
Zitatform
Adamecz, Anna & Nikki Shure (2024): The Underconfidence Wage Penalty. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17033), Bonn, 16 S.
Abstract
"Recent evidence on the gender wage gap shows that it has remained stagnant for those with a university degree and is the largest at the top of the earnings distribution. Many studies have explored institutional factors that contribute to the gender wage gap, but there is little evidence on the role of non-cognitive traits, including overconfidence. This is surprising given its prominence in academic and popular literature. We use a measure of overconfidence captured in adolescence to explain the gender wage gap at age 42. Our results show that overconfidence explains approximately 5.5% of the unconditional gender wage gap. This is driven by women being more underconfident, not men being more overconfident. Furthermore, we find negative wage returns on being underconfident for both men and women. Most of this penalty works via occupational sorting, having lower pre-university educational outcomes, and being less likely to study high-return subjects at university. This has implications for the limitations of workplace-based interventions aimed at boosting women's confidence." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Coparenting and conflicts between work and family: Between-within analysis of German mothers and fathers (2024)
Zitatform
Adams, Ayhan (2024): Coparenting and conflicts between work and family: Between-within analysis of German mothers and fathers. In: Journal of Family Research, Jg. 36, S. 262-282. DOI:10.20377/jfr-1013
Abstract
"Objective: The study examines the relationship between coparenting conflicts and work-to-family/family-to-work conflicts for employed mothers and fathers. Background: The presence of children exacerbates the compatibility of work and duties of the private life for working parents. Working along similar lines in terms of parenting seems to be necessary to cope with these challenges. Still, a few studies have focused on the relationship between coparenting and interrole conflicts. Method: The quantitative analysis draws on longitudinal data from waves 6 to 10 of the German Family Panel, comprising N=3,608 observations of 1,377 individuals. The study employs between-within regression models to examine the inter- and intraindividual associations of coparenting conflicts and work-to-family/family-to-work conflicts. Results: The results revealed a statistically significant association between the level of coparenting conflicts and both, work-to-family and family-to-work conflicts. Additionally, changes in coparenting conflicts are associated with changes in family-to-work conflicts. Interestingly, the interaction between the level of coparenting conflicts and gender shows that the associations with interrole conflicts are more pronounced for fathers than mothers. Conclusion: The study provides insights into the interrelatedness between the parental coparenting relationship and the compatibility of work and family. The results underscore the significant relationship between coparenting conflicts and interrole conflicts for mothers and fathers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Persistence of Gender Pay and Employment Gaps in European Countries (2024)
Zitatform
Afonso, António & M. Carmen Blanco-Arana (2024): The Persistence of Gender Pay and Employment Gaps in European Countries. (CESifo working paper 11315), München, 18 S.
Abstract
"The gender pay gap and the gender gap in employment remains persistent in Europe despite the basic assertion of gender equality under EU law. We assess the factors that influence the gender pay gap and gender employment gap across European countries. Therefore, we use an unbalanced panel of 31 European countries over the period 2000-2022, and estimate a system generalized method of moment model (GMM). The main conclusions confirm that tertiary education significantly reduces gender pay gap and part-time and temporary contracts significantly increase this gap. Moreover, part-time reduces significantly gender employment gap. Gross Domestic Product (GDP) per capita does not affect these gaps and the Global Financial Crisis (GFC) saw a narrowing of the gender pay and employment gaps in European countries. The results are robust when using a fixed effects (FE) model." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The labor and health economics of breast cancer (2024)
Zitatform
Ahammer, Alexander, Gerald J. Pruckner & Flora Stiftinger (2024): The labor and health economics of breast cancer. (Working paper / Department of Economics, Johannes Kepler Universität of Linz 2024-09), Linz, 60 S.
Abstract
"We estimate the long-run labor market and health effects of breast cancer among Austrian women. Compared to a random sample of same-aged non-affected women, those diagnosed with breast cancer face a 22.8 percent increase in health expenses, 6.2 percent lower employment, and a wage penalty of 15 percent five years after diagnosis. Although affected women sort into higher quality jobs post-diagnosis, this is offset by a reduction in working hours. We argue that the hours reduction is more likely driven by an increase in the time preference rate, meaning that patients increasingly value the present over the future, rather than by an incapacitation effect or employer discrimination." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Parental Leave: Economic Incentives and Cultural Change (2024)
Albrecht, James ; Vroman, Susan ; Fernández, Raquel ; Edin, Per-Anders ; Thoursie, Peter; Lee, Jiwon;Zitatform
Albrecht, James, Per-Anders Edin, Raquel Fernández, Jiwon Lee, Peter Thoursie & Susan Vroman (2024): Parental Leave: Economic Incentives and Cultural Change. (NBER working paper / National Bureau of Economic Research 32839), Cambridge, Mass, 49 S.
Abstract
"The distribution of parental leave uptake and childcare activities continues to conform to traditional gender roles. In 2002, with the goal of increasing gender equality, Sweden added a second “daddy month,” i.e., an additional month of pay-related parental leave reserved exclusively for each parent. This policy increased men's parental leave uptake and decreased women's, thereby increasing men's share. To understand how various factors contributed to these outcomes, we develop and estimate a quantitative model of the household in which preferences towards parental leave respond to peer behavior. We distinguish households by the education of the parents and ask the model to match key features of the parental leave distribution before and after the reform by gender and household type (the parents' education). We find that changed incentives and, especially, changed social norms played an important role in generating these outcomes whereas changed wage parameters, including the future wage penalty associated with different lengths of parental leave uptake, were minor contributors. We then use our model to evaluate three counterfactual policies designed to increase men's share of parental leave and conclude that giving each parent a non-transferable endowment of parental leave or only paying for the length of time equally taken by each parent would both dramatically increase men's share whereas decreasing childcare costs has almost no effect." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Green Jobs and the Future of Work for Women and Men (2024)
Alexander, Naomi-Rose; Cazzaniga, Mauro; Mondragon, Jorge; Jaumotte, Ms. Florence; Fabrizio, Ms. Stefania; Li, Longji; Priano, Sahar; Tavares, Ms. Marina Mendes;Zitatform
Alexander, Naomi-Rose, Mauro Cazzaniga, Ms. Stefania Fabrizio, Ms. Florence Jaumotte, Longji Li, Jorge Mondragon, Sahar Priano & Ms. Marina Mendes Tavares (2024): Green Jobs and the Future of Work for Women and Men. (IMF staff discussion note / International Monetary Fund 2024,003), Washington, DC, 46 S.
Abstract
"The transition to a sustainable and green economy requires workers to move out of carbon-intensive jobs and workers to move into green jobs. The pace and effectiveness of the transition hinge not only on climate policies but also on the skills and adaptability of workers. Evidence suggests that economies with a robust supply of STEM-educated workers and a more equal treatment of women are better placed to transition faster and at a lower cost to a green economy, even after controlling for other country characteristics, because these economies generate more green innovation and face lower bottlenecks in expanding the green workforce. Altogether, climate policies, particularly energy taxes, in these economies are associated with emission reductions that are 2 to 4 percentage points larger than in economies with a less inclusive and educated workforce. While green jobs have been growing worldwide, men currently hold close to two-thirds of these positions and women only one-third. Green jobs are associated with a 7 percent premium for men and an even higher premium of 12 percent for women, suggesting that men's and women's labor supply may not meet demand. These findings highlight the critical need for educational and labor policies that promote skill enhancement and gender inclusivity, to ensure a sufficient supply of workers for the green economy and that all workers can benefit from the green transition. Finally, AI could be beneficial for workers in green jobs." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Does gender equality in labor participation bring equality? Evidence from developing and developed countries (2024)
Zitatform
Alfani, Federica, Fabio Clementi, Michele Fabiani, Vasco Molini & Enzo Valentini (2024): Does gender equality in labor participation bring equality? Evidence from developing and developed countries. In: Empirical economics, Jg. 67, H. 1, S. 289-311. DOI:10.1007/s00181-023-02545-0
Abstract
"The female labor force participation (FLFP) has a strong and significant dis-equalizing impact in at least three groups of developing countries, and relatively low initial participation levels, based on a macro- and micro-data comparison, whereas, in developed countries, both a cross-country comparison and a literature review have shown that the relationship is tendentially equalizing. Based on a decile-level data analysis in developing countries, we found that the FLFP showed higher levels of returns among top deciles compared to the lower ones. This evidence emphasizes the importance of developing policies to encourage participation among women belonging to lower deciles of the income distribution." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Vom Gender Gap zum Gender Gain: Wissenschaftliche Erkenntnisse und Anregungen zur Politikgestaltung (2024)
Allmendinger, Jutta; Boden, Michelle;Zitatform
Allmendinger, Jutta & Michelle Boden (2024): Vom Gender Gap zum Gender Gain: Wissenschaftliche Erkenntnisse und Anregungen zur Politikgestaltung. In: Ifo-Schnelldienst, Jg. 77, H. 8, S. 7-10.
Abstract
"Die finanzielle Gleichstellung von Frauen und Männern, Müttern und Vätern sei noch lange nicht erreicht, erklären Jutta Allmendinger und Michelle Boden, Wissenschaftszentrum Berlin für Sozialforschung. Insbesondere die immensen Unterschiede in den Lebenseinkommen zeigen dies deutlich. Aus ihrer Sicht wird es noch einige Zeit dauern, bis die ökonomische Gleichstellung tatsächlich Realität sei. Dies liege nicht nur an langwierigen politischen Entscheidungsprozessen, sondern auch an hartnäckigen Vorurteilen und Stereotypen, die Frauen und Männer in verschiedene Rollen zwängen und Entscheidungen beeinflussen. Ein Teufelskreis aus Strukturen und Kulturen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Managing families, managing time. Parents’ work-family difficulties and work-family strategies over time (2024)
Alsarve, Jenny;Zitatform
Alsarve, Jenny (2024): Managing families, managing time. Parents’ work-family difficulties and work-family strategies over time. In: Community, work & family, S. 1-20. DOI:10.1080/13668803.2024.2425377
Abstract
"This article contributes expanded knowledge about parents’ difficulties in reconciling work and family and their work-family strategies by studying how these difficulties and strategies change over time, e.g. from the early childhood years to the school-age/preteen years. Drawing on qualitative, longitudinal interviews with Swedish parents of school-age children who were interviewed when their first child was about 1.5 years of age, and then later when that child was 11 years of age, the article addresses the following research questions: What are the main difficulties in the parents’ reconciliation ofpaid work and caring responsibilities, and how have these difficulties changed over time? What are the parents’ most important work-family strategies for reconciling paid work and caring responsibilities and how have these strategies changed over time? The article draws on theories of work-family conflict, gender and time, and the results indicate change and continuity concerning the work-family difficulties and work-family strategies. Time famine appears to be a central difficulty that is consistent throughout the years. The findings also indicate gendered aspects of some of the strategies." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Effects of the expanded Child Tax Credit on employment outcomes (2024)
Zitatform
Ananat, Elizabeth, Benjamin Glasner, Christal Hamilton, Zachary Parolin & Clemente Pignatti (2024): Effects of the expanded Child Tax Credit on employment outcomes. In: Journal of Public Economics, Jg. 238. DOI:10.1016/j.jpubeco.2024.105168
Abstract
"The temporary 2021 expansion of the Child Tax Credit (CTC) was intended to reduce child poverty during the COVID-19 pandemic. The expansion’s elimination of an existing phase-in with earnings, however, potentially disincentivized labor supply, raising concerns that it would reduce parent employment. We empirically test for employment effects using difference-in-differences analyses with Current Population Survey data. Across many specifications and multiple sub-groups, we find very small, inconsistently signed, statistically insignificant impacts of the 2021 CTC on parental labor force participation and employment." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Social Security, Gender and Class: The impacts of the Universal Credit Conditionality Regime on Unpaid Care and Paid Work (2024)
Zitatform
Andersen, Kate (2024): Social Security, Gender and Class: The impacts of the Universal Credit Conditionality Regime on Unpaid Care and Paid Work. In: Social Policy and Society, S. 1-16. DOI:10.1017/S1474746424000071
Abstract
"The introduction of Universal Credit, a new means-tested benefit for working-aged people in the UK, entails a significant expansion of welfare conditionality. Due to mothers’ disproportionate responsibility for unpaid care, women are particularly affected by the new conditionality regime for parents who have the primary responsibility for the care of dependent children. This article draws upon qualitative longitudinal research with twenty-four mothers subject to the new conditionality regime to analyze the gendered impacts of this new policy and whether there is variation in experiences according to social class. The analysis demonstrates that the new conditionality regime devalues unpaid care and is of limited efficacy in improving sustained moves into paid work. It also shows that the negative gendered impacts of the conditionality within Universal Credit are at times exacerbated for working-class mothers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Social Equity in Municipally Owned Corporations: Do Women in the Boardroom Make a Difference to the Gender Pay Gap? (2024)
Zitatform
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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Literaturhinweis
When Women Learn That They Earn Less: The Gender Pay Gap in University Student Internships (2024)
Zitatform
Antoni, Manfred, Hans-Dieter Gerner, Robert Jäckle & Stefan Schwarz (2024): When Women Learn That They Earn Less: The Gender Pay Gap in University Student Internships. (MPRA paper / University Library of Munich 122018), München, 34 S.
Abstract
"Internships are an important and often mandatory part of academic education. They offer valuable insights into the labor market but can also expose students to negative aspects of the working world, such as gender pay disparities. Our paper provides first evidence of a gender pay gap in mandatory internships, with women earning up to 7% less per hour than men. Notably, this gap is not due to women choosing higher-quality internships over higher pay. Further analyses show that the internship pay gap is similar in magnitude to the labor market entry wage gap among graduates. We discuss potential mechanisms by which the internship pay gap may contribute to the graduation wage gap and present empirical evidence to support this." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender Choice at Work (2024)
Aragonès, Enriqueta;Zitatform
Aragonès, Enriqueta (2024): Gender Choice at Work. (Barcelona GSE working paper series 1460), Barcelona, 29 S.
Abstract
"This paper analyzes the demand based causes of gender discrimination in the labor market and it aims to explain the currently existing gender gaps in terms of labor market participation and lab or income. I propose a formal model to analyze the gender discrimination that individuals face at work due to statistical discrimination and taste-based discrimination. I study the effects of discrimination on the lab or market participation, income, and utility distributions and compare these effects between the female and male sectors of the society. I show that the conditions that dissipate the gender gaps are also good to improve efficiency. However, in order to reach a first best it is necessary to eliminate all kinds of gender related idiosyncratic preferences that are based on stereotypes and conscious and unconscious biases." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Family Restrictions at Work (2024)
Aragonès, Enriqueta;Zitatform
Aragonès, Enriqueta (2024): Family Restrictions at Work. (Barcelona GSE working paper series 1429), Barcelona, 24 S.
Abstract
"This paper analizes the discrimination that individuals face at work due to their commitment to unpaid care work. The formal model presents a parametrization of the discrimination that affects the individual's optimal labor market participation. The welfare of individuals with commitment to family duties is reduced for two different reasons: for not being able to participate as much in the labor market and thus receive a lower labor income, and for not being able to contribute as much to their family commitments. We compare the results for the female and male sections of the society and we illustrate the observed gender gaps in terms of labor market participation, income levels, and overall utility obtained. We find that even though the gender wage gap may be alleviated with reductions of the cost associated to unpaid care work, the gender utility gap will persist." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender and Education Gaps in Employment: New Evidence for the EU (2024)
Arsenev, Aleksandr; Schütz, Bernhard ; Gökten, Meryem ; Lichtenberger, Andreas ; Heimberger, Philipp ;Zitatform
Arsenev, Aleksandr, Meryem Gökten, Philipp Heimberger, Andreas Lichtenberger & Bernhard Schütz (2024): Gender and Education Gaps in Employment: New Evidence for the EU. (WIIW working paper 251), Wien, 45 S.
Abstract
"This paper analyses (age-adjusted) employment rates by gender and education. We find that male female gender gaps and high-low education gaps in employment vary markedly across European Union (EU) countries and regions, with larger gaps existing in Eastern and Southern Europe than in Nordic and Continental EU countries. We estimate that closing existing education gaps in employment between high and lower education levels would raise the employment rate in the EU for the year 2022 by 10.6 percentage points, whereas closing the gender gaps between men and women would lead to an increase of 2.5 percentage points. At the same time, closing both the gender and education gaps would raise the EU employment rate from 76% to 89% of the population. Furthermore, we provide new evidence on the cyclical behaviour of employment gaps, finding that gender gaps are procyclical. While female employment rates tend to be more resilient than male employment rates during economic downturns, male employment rates tend to grow at a faster pace than female employment rates during upswings. In contrast, education gaps are more countercyclical, as employment risks are more strongly concentrated where education is low." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Für Mütter im Grundsicherungsbezug ist Kinderbetreuung der mit Abstand wichtigste Grund für die Freistellung von der Arbeitssuche (2024)
Artmann, Elisabeth;Zitatform
Artmann, Elisabeth (2024): Für Mütter im Grundsicherungsbezug ist Kinderbetreuung der mit Abstand wichtigste Grund für die Freistellung von der Arbeitssuche. In: IAB-Forum H. 02.09.2024, 2024-09-02. DOI:10.48720/IAB.FOO.20240902.01
Abstract
"Alleinerziehende mit minderjährigen Kindern sind häufiger auf Leistungen der Grundsicherung angewiesen als Paare mit Kindern. Alleinerziehende Mütter sind in solchen Fällen nach eigenen Angaben häufiger als Mütter und seltener als Väter in Paar-Bedarfsgemeinschaften zur Arbeitssuche verpflichtet. Diese Unterschiede resultieren im Wesentlichen aus der Altersverteilung der Kinder. Für Mütter ist Kinderbetreuung mit Abstand der wichtigste Grund, warum sie von der Arbeitssuche freigestellt sind. Bei Vätern hingegen sind gesundheitliche Einschränkungen oder das Absolvieren einer Ausbildung die wichtigsten Freistellungsgründe." (Autorenreferat, IAB-Doku)
Beteiligte aus dem IAB
Artmann, Elisabeth; -
Literaturhinweis
Jobcenter-Betreuung von Alleinerziehenden im Vergleich zu Eltern in Paarbedarfsgemeinschaften (2024)
Artmann, Elisabeth;Zitatform
Artmann, Elisabeth (2024): Jobcenter-Betreuung von Alleinerziehenden im Vergleich zu Eltern in Paarbedarfsgemeinschaften. (IAB-Forschungsbericht 03/2024), Nürnberg, 44 S. DOI:10.48720/IAB.FB.2403
Abstract
"Alleinerziehende müssen die Doppelbelastung bewältigen, ohne Unterstützung eines Partners im Haushalt für den Familienunterhalt und die Kinderbetreuung zu sorgen, weshalb sie als Bevölkerungsgruppe mit besonderem sozialpolitischen Unterstützungsbedarf gelten. Rund ein Drittel der Alleinerziehenden-Haushalte mit minderjährigen Kindern war im Jahr 2022 auf Grundsicherungsleistungen angewiesen, während nur 6,3 Prozent der Paarhaushalte mit minderjährigen Kindern Leistungen bezog. Der vorliegende Forschungsbericht untersucht deshalb anhand von Befragungsdaten des Panels „Arbeitsmarkt und soziale Sicherung” für die Jahre 2008 bis 2021 deskriptiv, wie alleinerziehende Mütter im Vergleich zu Müttern und Vätern in Paarbedarfsgemeinschaften von den Jobcentern betreut werden, welche Förder- und Beratungsangebote sie erhalten und wie sie die Jobcenter-Betreuung bewerten. Dabei werden ausschließlich Erziehende im Grundsicherungsbezug betrachtet, die nicht sozialversicherungspflichtig beschäftigt sind. Ein Vergleich dieser Elterngruppen zeigt zunächst, dass Alleinerziehende im Durchschnitt weniger und ältere Kinder haben als Eltern in Paar-BGs. Zudem hat ein hoher Anteil aller drei Elterngruppen keinen Berufsabschluss, wobei dieser Anteil bei den Alleinerziehenden aber etwas geringer ist als bei den Eltern in Paarhaushalten. In der Regel sind Grundsicherungsbeziehende zur Arbeitssuche verpflichtet, um ihren Leistungsbezug zu reduzieren oder zu beenden. Allerdings gibt es mehrere Ausnahmen von dieser Pflicht. Alleinerziehende sind ihren eigenen Angaben nach insgesamt signifikant häufiger zur Arbeitssuche verpflichtet als Mütter in Paarhaushalten, aber seltener als Väter. Eine wichtige Rolle spielt hier das Alter des jüngsten Kindes, denn die Jobcenter-Betreuung Alleinerziehender ähnelt der der Mütter in Paarhaushalten, wenn ein Kleinkind zu betreuen ist, aber der der Väter, wenn das jüngste Kind mindestens drei bis fünf Jahre alt ist. Im Beobachtungszeitraum ist der Anteil der Personen, der zur Arbeitssuche verpflichtet ist, in allen Elterngruppen rückläufig, was an der sich verändernden Zusammensetzung der Gruppe der Leistungsbeziehenden liegen könnte. In den bis 2020 erhobenen Befragungswellen haben nur wenige Eltern keinen Kontakt zum Jobcenter und die Mehrheit der Eltern mit Verpflichtung zur Arbeitssuche wird vom Jobcenter beschäftigungsorientiert beraten. In der im Jahr 2021 erhobenen Welle zeigen sich die Auswirkungen der Covid-19-Pandemie, denn der Anteil der Personen ohne Kontakt zum Jobcenter steigt bei allen Elterngruppen sprunghaft an und ein geringerer Anteil der Leistungsbeziehenden wird ausführlich beraten. Liegt nach eigenen Angaben der befragten Personen eine Befreiung von der Suchverpflichtung vor, so gibt die Mehrheit der Mütter als Grund Kinderbetreuungspflichten an. Bei Vätern in Paarhaushalten sind die häufigsten Freistellungsgründe hingegen gesundheitliche Probleme und Ausbildung. Betrachtet man die Förderangebote, die Jobcenter-Mitarbeitende den arbeitsuchenden Leistungsbeziehenden unterbreiten, zeigt sich, dass Alleinerziehende insgesamt ähnlich und zum Teil sogar intensiver gefördert werden als Eltern in Paarbedarfsgemeinschaften. So werden ihnen im Vergleich zu Müttern in Paarbedarfsgemeinschaften signifikant häufiger eine sozialversicherungspflichtige Stelle oder Ausbildung sowie Aktivierungs- oder Vermittlungsgutscheine angeboten; im Vergleich zu Vätern wird ihnen öfter ein Minijob angeboten. Vätern werden hingegen häufiger Weiterbildungen, Umschulungen und Integrations- oder Deutschkurse angeboten als (alleinerziehenden) Müttern, wobei dies zum Teil am höheren (Sprach-)Förderbedarf der Väter liegen könnte. Jobcenter-Mitarbeitende können Leistungsbeziehende auch an externe Beratungsstellen verweisen, wenn dies für die Erwerbsintegration erforderlich ist. Von den drei betrachteten Beratungsarten besteht der größte Bedarf an einer gesundheitlichen Begutachtung zur Eignungsfeststellung und an einer Schuldnerberatung, während der Bedarf an Suchtberatungen niedrig ist. Bei allen Elterngruppen, vor allem aber bei den Vätern, ist der ungedeckte Bedarf an den entsprechenden Beratungen jedoch etwas höher als der gedeckte Bedarf. Die Betreuung durch die Jobcenter-Mitarbeitenden des Vermittlungsbereichs wird von allen drei Elterngruppen insgesamt als eher vertrauensvoll und kooperativ bewertet. Die befragten Eltern haben allerdings eher nicht den Eindruck, dass ihnen geholfen wird, eine neue Perspektive zu entwickeln und stimmen auch eher nicht der Aussage zu, dass mit ihnen ausführliche Gespräche zur Verbesserung ihrer Arbeitsmarktchancen geführt werden. (Alleinerziehende) Mütter weisen hier signifikant niedrigere Zustimmungswerte auf als Väter, was auch daran liegen könnte, dass sie öfter von der Suchverpflichtung befreit sind." (Autorenreferat, IAB-Doku)
Beteiligte aus dem IAB
Artmann, Elisabeth; -
Literaturhinweis
Are Mothers More Likely Than Fathers to Lose Their jobs? (2024)
Zitatform
Artz, Benjamin (2024): Are Mothers More Likely Than Fathers to Lose Their jobs? In: Journal of Family and Economic Issues, Jg. 45, H. 3, S. 528-545. DOI:10.1007/s10834-023-09923-x
Abstract
"The motherhood wage penalty is often cited as a contributor towards the gender earnings gap. A common explanation involves women's labor supply reductions after having children. Yet, the literature says little about whether mothers' labor supply reductions are entirely voluntary. This study utilizes two US longitudinal panels to measure children's impact on parent job loss. Mothers are significantly more likely than fathers to involuntarily lose their jobs. The gap is substantial, persists over time, is robust to various model specifications, exists among a host of demographic sub-samples, and is driven by gender differences in characteristic effects rather than levels." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Housework as a Woman's Job? What Looks Like Gender Ideologies Could Also Be Stereotypes (2024)
Zitatform
Auspurg, Katrin & Sabine Düval (2024): Housework as a Woman's Job? What Looks Like Gender Ideologies Could Also Be Stereotypes. In: Sociological Science, Jg. 11, S. 789-814. DOI:10.15195/v11.a29
Abstract
"We question the validity of standard measures of gender ideology. When asked about “men” and “women” in general, respondents may imagine women (men) with lower (higher) labor market resources. Therefore, standard measures may conflate gender ideologies (injunctive norms) with stereotypical beliefs (descriptive norms). We test this hypothesis with an experiment in the German family panel pairfam: ∼1,200 respondents rated the appropriate division of housework in ∼3,700 hypothetical couples. By gradually adding information about labor market resources, we were able to override respondents’ stereotypical beliefs. We find that with more information, even “traditional” respondents support egalitarian housework arrangements. The main difference between “traditional” and “egalitarian” respondents is not in their ideologies (as previously thought), but in their interpretation of vague items. This leads us to conclude that standard measures overestimate traditional gender ideologies. Our study also illustrates how varying the amount of information can help identify respondents’ implicit beliefs." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Self-reinforcing Glass Ceilings (2024)
Avenancio-León, Carlos F.; Piccolo, Alessio; Shen, Leslie Sheng;Zitatform
Avenancio-León, Carlos F., Alessio Piccolo & Leslie Sheng Shen (2024): Self-reinforcing Glass Ceilings. (Working papers / Federal Reserve Bank of Boston 2024-14), Boston, 89 S.
Abstract
"After the gender pay gap narrows, what labor choices do men and women make? Several factors contribute to the persistence of the pay gap, such as workplace flexibility, systemic discrimination, and career costs of family. We show that how the labor market responds to the narrowing of the gap is just as pivotal for understanding this persistence. When the gender pay gap declines in a specific sector, women are relatively more likely to seek jobs in that sector, while men readjust their search to less equitable sectors. These compositional effects decrease female participation in less equitable sectors, which typically offer higher wages, reinforcing gender stereotypes and social norms that contribute to the glass ceiling. Through these effects, the same forces that reduce the gender pay gap at the bottom of the pay distribution also contribute to the persistence of gender inequities at the top. This self-reinforcing cycle underscores the need for reforms that are cross-sectoral and comprehensive to effectively achieve meaningful reductions in gender inequities across the labor market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Equal Pay for Better Health: The Health Cost of the Gender Wage Gap (2024)
Zitatform
Averett, Susan L., Adam Biener & Olena Ogrokhina (2024): Equal Pay for Better Health: The Health Cost of the Gender Wage Gap. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17277), Bonn, 40 S.
Abstract
"This paper explores the relationship between gender wage gaps and women's overall health. Using data from the 2011-2019 Current Population Survey, we employ entropy balancing to create comparable samples of men and women and estimate wage gaps for full-time employed working-age women. Adjusting for individual, occupation, and industry characteristics, we estimate the association between wage gaps and self-rated health. Our results suggest that closing the wage gap results in a 1.2 percent reduction in women reporting poor or fair health, equivalent to nearly 170,000 fewer women. These effects are more pronounced for women with below-median wages or in male-dominated jobs." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Decomposing gender wage gaps: a family economics perspective (2024)
Zitatform
Averkamp, Dorothée, Christian Bredemeier & Falko Juessen (2024): Decomposing gender wage gaps: a family economics perspective. In: The Scandinavian Journal of Economics, Jg. 126, H. 1, S. 3-37. DOI:10.1111/sjoe.12542
Abstract
"We propose a simple way to embed family-economics arguments for pay differences between genders into standard decomposition techniques. To account appropriately for the role of the family in the determination of wages, one has to compare men and women with similar own characteristics – and with similar partners. In US survey data, we find that our extended decomposition explains considerably more of the wage gap than a standard approach, in line with our theory that highlights the role of career prioritization in dual-earner couples." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Does Artificial Intelligence Help or Hurt Gender Diversity? Evidence from Two Field Experiments on Recruitment in Tech (2024)
Zitatform
Avery, Mallory, Andreas Leibbrandt & Joseph Vecci (2024): Does Artificial Intelligence Help or Hurt Gender Diversity? Evidence from Two Field Experiments on Recruitment in Tech. (CESifo working paper 10996), München, 70 S.
Abstract
"The use of Artificial Intelligence (AI) in recruitment is rapidly increasing and drastically changing how people apply to jobs and how applications are reviewed. In this paper, we use two field experiments to study how AI recruitment tools can impact gender diversity in the male-dominated technology sector, both overall and separately for labor supply and demand. We find that the use of AI in recruitment changes the gender distribution of potential hires, in some cases more than doubling the fraction of top applicants that are women. This change is generated by better outcomes for women in both supply and demand. On the supply side, we observe that the use of AI reduces the gender gap in application completion rates. Complementary survey evidence suggests that anticipated bias is a driver of increased female application completion when assessed by AI instead of human evaluators. On the demand side, we find that providing evaluators with applicants' AI scores closes the gender gap in assessments that otherwise disadvantage female applicants. Finally, we show that the AI tool would have to be substantially biased against women to result in a lower level of gender diversity than found without AI." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: Monash Economics Working Papers, 2023-09 -
Literaturhinweis
Heterogeneity in the US gender wage gap (2024)
Zitatform
Bach, Philipp, Victor Chernozhukov & Martin Spindler (2024): Heterogeneity in the US gender wage gap. In: Journal of the Royal Statistical Society. Series A, Statistics in Society, Jg. 187, H. 1, S. 209-230. DOI:10.1093/jrsssa/qnad091
Abstract
"As a measure of gender inequality, the gender wage gap has come to play an important role both in academic research and the public debate. In 2016, the majority of full-time employed women in the United States earned significantly less than comparable men. The extent to which women were affected by gender inequality in earnings, however, depended greatly on socio-economic characteristics, such as marital status or educational attainment. In this paper, we analyse data from the 2016 American Community Survey using a high-dimensional wage regression and applying double lasso to quantify heterogeneity in the gender wage gap. We find that the wage gap varied substantially across women and that the magnitude of the gap varied primarily by marital status, having children at home, race, occupation, industry, and educational attainment. These insights are helpful in designing policies that can reduce discrimination and unequal pay more effectively." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
DIW Berlin: Technological Progress, Occupational Structure, and Gender Gaps in the German Labour Market (2024)
Zitatform
Bachmann, Ronald & Myrielle Gonschor (2024): DIW Berlin: Technological Progress, Occupational Structure, and Gender Gaps in the German Labour Market. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 1207), Berlin, 52 S.
Abstract
"We analyze if technological progress and the change in the occupational structure have improved women’s position in the labor market. We show that women increasingly work in non-routine manual and in interactive occupations. However, the observed narrowing of the gender wage gap is entirely driven by declining gender wag gaps within, rather than between, occupations. A decomposition exercise reveals that while explained factors have become more important contributors to the gender wage gap, the importance of unexplained factors factors has strongly declined. Therefore, unequal treatment based on unobservables, i.e. discrimination, is likely to have declined over time. Finally, technological change as measured by job tasks plays an ambiguous role. Institutional factors, and in particular part-time employment, are still a major driver of the gender wage gap." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The role of non-base compensation in explaining the motherhood wage gap: Evidence from Italy (2024)
Zitatform
Badaoui, Eliane, Eleonora Matteazzi & Vincenzo Prete (2024): The role of non-base compensation in explaining the motherhood wage gap: Evidence from Italy. In: Kyklos, Jg. 77, H. 4, S. 873-894. DOI:10.1111/kykl.12393
Abstract
"This paper underlines the importance of accounting for non-base compensation in explaining the motherhood wage gap. We consider two alternative measures of hourly wage using Italian EU-SILC data from 2007 to 2019: the base-wage and the full-wage . The former refers to the contractual base wage, while the latter includes performance-based bonuses, productivity bonuses, commissions, pay incentives, and other extra payments. We address the endogeneity issues of motherhood and examine the effect of motherhood status across various quantiles of the wage distribution for the two hourly wage measures. Empirical findings provide evidence of a motherhood base-wage premium, which becomes nonsignificant when using the full-wage measure, suggesting that non-base compensation is a source of inequality for mothers. These findings are consistent across the wage distribution. Exploring potential heterogeneity across macro-regions and periods, we find no notable regional disparities except minor distinctions for the Southern regions, alongside a decline in the base-wage premium over time and the emergence of a full-wage penalty in recent years. A comparative analysis with a sample of men reveals that fathers enjoy a premium with both wage measures. Nevertheless, fatherhood is also associated with reduced extra remunerations, yet to a lesser extent than motherhood." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
When will global gender gaps close? (2024)
Zitatform
Badel, Alejandro & Rishi Goyal (2024): When will global gender gaps close? In: Economics Letters, Jg. 237. DOI:10.1016/j.econlet.2024.111544
Abstract
"Global gender gaps are commonly expected to gradually close along a deterministic path over time. This paper uses Markov chains as in Quah (1993) to simulate the future dynamic path of the global distribution of gender labor force participation gaps based on country data from the last 30 years. The simulations suggest that global gender gaps will never close. A large share of countries will feature elevated gaps in the long run owing to the potential for individual episodes of increasing gaps found in the data. Absent improved and strengthened policy measures, the observed waste and misallocation of women's skills and talents may persist indefinitely." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
How the 1963 Equal Pay Act and 1964 Civil Rights Act Shaped the Gender Gap in Pay (2024)
Bailey, Martha J.; Helgerman, Thomas E.; Stuart, Bryan A.;Zitatform
Bailey, Martha J., Thomas E. Helgerman & Bryan A. Stuart (2024): How the 1963 Equal Pay Act and 1964 Civil Rights Act Shaped the Gender Gap in Pay. In: The Quarterly Journal of Economics, Jg. 139, H. 3, S. 1827-1878. DOI:10.1093/qje/qjae006
Abstract
"In the 1960s, two landmark statutes—the Equal Pay and Civil Rights Acts—targeted the long-standing practice of employment discrimination against U.S. women. For the next 15 years, the gender gap in median earnings among full-time, full-year workers changed little, leading many scholars to conclude that the legislation was ineffectual. This article revisits this conclusion using two research designs, which leverage (i) cross-state variation in preexisting state equal pay laws and (ii) variation in the 1960 gender gap across occupation-industry-state-group cells to capture differences in the legislation's incidence. Both designs suggest that federal antidiscrimination legislation led to striking gains in women's relative wages, which were concentrated among below-median wage earners. These wage gains offset preexisting labor market forces, which worked to depress women's relative pay growth, resulting in the apparent stability of the gender gap at the median and mean in the 1960s and 1970s. The data show little evidence of short-term changes in women's employment but suggest that firms reduced their hiring and promotion of women in the medium to long term. The historical record points to the key role of the Equal Pay Act in driving these changes." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Does performance pay increase the risk of marital instability? (2024)
Zitatform
Baktash, Mehrzad B., John S. Heywood & Uwe Jirjahn (2024): Does performance pay increase the risk of marital instability? In: Review of Economics of the Household, S. 1-32. DOI:10.1007/s11150-024-09738-1
Abstract
"This study is the first to systematically examine the association between performance pay and marital instability. Using German survey data on married couples and including an extensive set of controls, we show that performance pay is associated with an increased probability of subsequent separation or divorce. Yet, the results are entirely gender specific. When husbands earn performance pay, no association with marital instability is found. When wives earn performance pay, the association is large and robust. This pattern persists across a variety of modeling choices and holds in instrumental variable estimations accounting for the endogeneity of performance pay. We argue that the pattern fits theoretical expectations and discuss the implications." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Variable Pay and Work Hours: Does Performance Pay Reduce the Gender Time Gap? (2024)
Zitatform
Baktash, Mehrzad B., John S. Heywood & Uwe Jirjahn (2024): Variable Pay and Work Hours: Does Performance Pay Reduce the Gender Time Gap? (GLO discussion paper / Global Labor Organization 1450), Essen, 32 S.
Abstract
"Using German survey data, we show that performance pay is associated with a substantially lower gender hours gap. While performance pay increases the work hours of both men and women, the increase is much larger for women than for men. This finding persists in worker fixed effects estimates. We argue our finding likely reflects differences in household production and specialization by gender. Thus, we show that performance pay is not associated with increased hours for men with children in the household. Yet, performance pay is associated with a very large increase in hours for women with children in the household." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: Research Papers in Economics, 2024-08 -
Literaturhinweis
Glimpses of change? UK fathers navigating work and care within the context of Shared Parental Leave (2024)
Zitatform
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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Literaturhinweis
Trapped in the care burden: occupational downward mobility of Italian couples after childbirth (2024)
Zitatform
Barbieri, Teresa, Michele Bavaro & Valeria Cirillo (2024): Trapped in the care burden: occupational downward mobility of Italian couples after childbirth. (GLO discussion paper / Global Labor Organization 1475), Essen, 36 S.
Abstract
"How does childbirth impact the career paths of men and women within the same household? To what extent does the unpaid care work related to this event contribute to the downward mobility experienced by women in a highly flexible labour market like Italy? Drawing on feminist and labour market studies, this article examines how caregiving responsibilities, particularly childcare, influence downward employment transitions for men and women in couples, specifically from full-time to part-time, from higher-paid to lower-paid jobs, and from employment to unemployment. The study also employs latent class analysis to map out variations in within-household inequality experienced after childbirth among couples. To achieve this, we utilize a unique survey-administrative linked dataset. The findings highlight significant penalties faced by women, not only immediately after childbirth but persisting for up to three years afterwards. Moreover, the latent class analysis reveals a small proportion of pro-female households compared to egalitarian and pro-male classes." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Equality Hurdle: Resolving the Welfare State Paradox (2024)
Zitatform
Barth, Erling, Liza Reisel & Kjersti Misje Østbakken (2024): The Equality Hurdle: Resolving the Welfare State Paradox. In: Work, Employment and Society, Jg. 38, H. 3, S. 766-786. DOI:10.1177/09500170231155293
Abstract
"This article revisits a central tenet of the welfare state paradox, also known as the inclusion-equality trade-off. Using large-scale survey data for 31 European countries and the United States, collected over a recent 15-year period, the article re-investigates the relationship between female labour force participation and gender segregation. Emphasising the transitional role played by the monetisation of domestic tasks, the study identifies a ‘gender equality hurdle’ that countries with the highest levels of female labour force participation have already passed. The results show that occupational gender segregation is currently lower in countries with high female labour force participation, regardless of public sector size. However, the findings also indicate that high relative levels of public spending on health, education and care are particularly conducive to desegregation. Hence, rather than being paradoxical, more equality in participation begets more equality in the labour market, as well as in gendered tasks in society overall." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Reform der Ehegattenbesteuerung als Maßnahme gegen den Fachkräftemangel (2024)
Becker, Johannes;Zitatform
Becker, Johannes (2024): Reform der Ehegattenbesteuerung als Maßnahme gegen den Fachkräftemangel. In: Ifo-Schnelldienst, Jg. 77, H. 8, S. 17-20.
Abstract
"Johannes Becker, Universität Münster, diskutiert die Reform der Ehegattenbesteuerung als Maßnahme gegen den Fachkräftemangel. Um eine Verbesserung von Arbeitsanreizen von Zweitverdienern zu erzielen, wäre die Belastung der Zweitverdienereinkommen zu verringern. Da die Belastung daher rühre, dass das Eheprivileg mit zunehmendem Zweitverdienereinkommen abgebaut wird, gibt es die Möglichkeit, das Eheprivileg zu verringern, den Abbau durch eine zusätzliche Subvention zu bremsen oder das Eheprivileg des Splittings durch ein anderes, weniger verhaltensverzerrendes zu ersetzen." (Autorenreferat, IAB-Doku)
Aspekt auswählen:
- Erwerbsbeteiligung von Frauen
- Erwerbsbeteiligung von Männern
- Kinderbetreuung und Pflege
- Berufliche Geschlechtersegregation
- Berufsrückkehr – Wiedereinstieg in den Arbeitsmarkt
- Dual-Career-Couples
- Work-Life
- Geschlechtsspezifische Lohnunterschiede
- Familienpolitische Rahmenbedingungen
- Aktive/aktivierende Arbeitsmarktpolitik
- Arbeitslosigkeit und passive Arbeitsmarktpolitik
- geografischer Bezug