Zitatform

Boll, Christina, Anja Rossen & André Wolf (2016): The EU gender earnings gap. Job segregation and working time as driving factors. (IAB-Discussion Paper 36/2016), Nürnberg, 28 S.

Abstract

"In diesem Papier analysieren wir den Umfang und die Determinanten des geschlechtsspezifischen Lohngefälles in Europa. Hierzu aktualisieren wir die bestehenden Ergebnisse in der Literatur anhand des Structure of Earnings Survey 2010 (SES). Auf Basis eines umfassenden Ländervergleichs (21 EU-Länder plus Norwegen) untersuchen wir die Determinanten der erklärten und unerklärten Lohnlücke mit Hilfe der Oaxaca-Blinder-Zerlegung. Die Ergebnisse zeigen, dass etwa ein Drittel der Lücke auf den Einfluss der verwendeten Variablen zurückzuführen ist. Die sektorale Segregation der Geschlechter wird als das wichtigste Hindernis für die Gleichstellung der Geschlechter bei den Löhnen identifiziert. Darüber hinaus trägt die Tatsache, dass Frauen häufiger Teilzeitstellen bekleiden, signifikant zur Lücke bei. Wir schließen daraus, dass Strategien zur Schließung der Lohnlücke zwischen den Geschlechtern die Branchenebene stärker in den Blick nehmen sollten." (Autorenreferat, IAB-Doku)

Zitatform

Breidahl, Karen N. & Christian Albrekt Larsen (2016): The myth of unadaptable gender roles. Attitudes towards women's paid work among immigrants across 30 European countries. In: Journal of European social policy, Jg. 26, H. 5, S. 387-401. DOI:10.1177/0958928716664292

Abstract

"It is a predominant assumption in contemporary political and academic debates that gender roles and attitudes supporting women's paid work among immigrants are deep-rooted and stable over time. However, the actual work - family orientations among immigrants are rarely studied. The purpose of this article is to study to what extent and at what pace immigrants in general adapt to the attitudes towards women's paid work that prevail in the host countries. A cross-national research strategy is applied using the European Social Survey rounds 2 (2004), 4 (2008) and 5 (2010), allowing us to compare and analyse attitudes towards women's paid work among 13,535 foreign-born individuals resident in 30 European countries. The results indicate that immigrants' attitudes towards women's paid work are highly structured by the institutional and cultural context of the host country. Both male and female immigrants, as well as immigrants with and without children, adapt to host country attitudes at a high pace." (Author's abstract, IAB-Doku) ((en))

Zitatform

Budig, Michelle J., Joya Misra & Irene Boeckmann (2016): Work - family policy trade-offs for mothers? Unpacking the cross-national variation in motherhood earnings penalties. In: Work and occupations, Jg. 43, H. 2, S. 119-177. DOI:10.1177/0730888415615385

Abstract

"Recent scholarship suggests welfare state interventions, as measured by policy indices, create gendered trade-offs wherein reduced work - family conflict corresponds to greater gender wage inequality. The authors reconsider these trade-offs by unpacking these indices and examining specific policy relationships with motherhood-based wage inequality to consider how different policies have different effects. Using original policy data and Luxembourg Income Study microdata, multilevel models across 22 countries examine the relationships among country-level family policies, tax policies, and the motherhood wage penalty. The authors find policies that maintain maternal labor market attachment through moderate-length leaves, publicly funded childcare, lower marginal tax rates on second earners, and paternity leave are correlated with smaller motherhood wage penalties." (Author's abstract, IAB-Doku) ((en))

Zitatform

Bünning, Mareike & Matthias Pollmann-Schult (2016): Parenthood, child care, and nonstandard work schedules in Europe. In: European Societies, Jg. 18, H. 4, S. 295-314. DOI:10.1080/14616696.2016.1153698

Abstract

"An increasing proportion of the European labor force works in the evening, at night or on weekends. Because nonstandard work schedules are associated with a number of negative outcomes for families and children, parents may seek to avoid such schedules. However, for parents with insufficient access to formal child care, working nonstandard hours or days may be an adaptive strategy used to manage child-care needs. It enables 'split-shift' parenting, where parents work alternate schedules, allowing one of the two to be at home looking after the children. This study examines the prevalence of nonstandard work schedules among parents and nonparents in 22 European countries. Specifically, we ask whether the provision of formal child care influences the extent to which parents of preschool-aged children work nonstandard schedules. Using data from the European Social Survey and multilevel models, we find evidence that the availability of formal child care reduces nonstandard work among parents. This indicates that access to formal child care enables parents to work standard schedules. To the extent that nonstandard work schedules are negatively associated with child wellbeing, access to formal child care protects children from the adverse effects of their parents' evening and night work." (Author's abstract, IAB-Doku) ((en))

Zitatform

Bünning, Mareike & Matthias Pollmann-Schult (2016): Family policies and fathers' working hours. Cross-national differences in the paternal labour supply. In: Work, employment and society, Jg. 30, H. 2, S. 256-274. DOI:10.1177/0950017015578999

Abstract

"Despite extensive research on the effect of family policies on the labour supply of mothers, little is known about how these policies affect fathers' labour market outcomes. Using European panel data (EU-SILC) from 2003 to 2009 and multi-level models, this study analyses the effect of family policies on fathers' working hours. The results indicate that fathers work less than childless men if they live in countries that offer well paid, non-transferable parental leave for fathers, short parental leave for mothers and generous family allowances. The effects, however, are strongly contingent on fathers' educational levels. Whereas short maternal leaves are associated with shorter working hours among highly educated fathers, generous family allowances and father friendly parental leave schemes reduce the working hours of less educated fathers." (Author's abstract, IAB-Doku) ((en))

Zitatform

Christiansen, Lone, Huidan Lin, Joana Pereira, Petia Topalova & Rima Turk (2016): Individual choice or policies? Drivers of female employment in Europe. (IMF working paper 2016,49), Washington, DC, 44 S.

Abstract

"Female labor force participation has increased markedly in many European countries during the past decades. Nonetheless, participation rates remain low in some economies, and a significant gender gap persists in most countries. Using micro-level data to control for factors that influence personal choice, we re-examine the determinants of female employment in Europe. The results highlight the importance of positive attitudes towards women working and individual characteristics such as years of education and number of children. However, even after controlling for these factors, policies are also key drivers of female employment." (Author's abstract, IAB-Doku) ((en))

Zitatform

Cuberes, David & Marc Teignier (2016): Aggregate effects of gender gaps in the labor market. A quantitative estimate. In: Journal of Human Capital, Jg. 10, H. 1, S. 1-32.

Abstract

"This paper examines the quantitative effects of gender gaps in entrepreneurship and workforce participation. We simulate an occupational choice model with heterogeneous agents in entrepreneurial ability. Gender gaps in entrepreneurship affect negatively both income and aggregate productivity, since they reduce the entrepreneurs' average talent. Specifically, the expected income loss from excluding 5 percent of women is 2.5 percent, while the loss is 10 percent if they are all employers. We find that gender gaps cause an average income loss of 15 percent in the OECD, 40 percent of which is due to entrepreneurship gaps. Extending the model to developing countries, we obtain substantially higher losses, with significant variation across regions." (Author's abstract, IAB-Doku) ((en))

Zitatform

Davaki, Konstantina (2016): Demography and family policies. Study for the FEMM committee. Brüssel, 40 S. DOI:10.2861/14530

Abstract

"The European Union is in the midst of three crises: the economic, the demographic and the refugee. This study evaluates policies aiming at increasing fertility through work-life balance, reveals their interrelation with family policies and economic priorities and suggests ways of addressing challenges on all three fronts with the view to minimise their gendered outcomes." (Author's abstract, IAB-Doku) ((en))

Zitatform

Davaki, Konstantina (2016): Differences in men's and women's work, care and leisure time. Study for the FEMM committee. Brüssel, 63 S. DOI:10.2861/381996

Abstract

"The economic crisis has profoundly affected the labour market and private life of men and women. This study examines the interrelation of policies with the ways women and men allocate time to paid work, care and leisure and the gendered outcomes produced in different socio-economic and cultural settings. It shows that policies are powerful tools which can contribute to a better work-life balance and transform gender roles in accordance to the targets of EU2020 strategy and EU28 commitment to gender equality." (Author's abstract, IAB-Doku) ((en))

Zitatform

Dearing, Helene (2016): Designing gender-equalizing parental leave schemes. What can we learn from recent empirical evidence from Europe? In: Zeitschrift für Familienforschung, Jg. 28, H. 1, S. 38-64.

Abstract

"Der Beitrag erarbeitet eine systematische Literaturanalyse jener empirisch-quantitativen Literatur, die sich mit dem Einfluss von Elternzeit auf eine ausgeglichene Arbeitsaufteilung zwischen Frauen und Männern beschäftigt. Dabei werden jene Studien untersucht, welche 1. Daten aus Europa heranziehen, 2. zwischen Januar 2000 und Mai 2014 durchgeführt, 3. in referierten Zeitschriften publiziert und 4. auf Englisch oder Deutsch verfasst wurden. Die Analyse des Materials erlaubt es, jene Merkmale eines Elternzeitmodells zu identifizieren, welche besonders relevant für eine gleiche Arbeitsaufteilung zwischen Männern und Frauen sind. Erstens ist die Bereitstellung einer mittleren Dauer von Elternzeit besonders wichtig, um die Integration von Frauen auf den Erwerbsarbeitsmarkt zu fördern. Zweitens hat besonders die Einführung eines Elternzeitanspruchs alleine für Väter eine positive Auswirkung auf deren Beteiligung im Bereich der unbezahlten Familienarbeit. Des Weiteren zeigen die Ergebnisse, dass sich der Effekt von Elternzeit auf Frauen in der Erwerbsarbeit je nach dem Bildungs- und Einkommensniveau unterschiedlich gestalten kann." (Autorenreferat, IAB-Doku)

Zitatform

Fahlén, Susanne (2016): Equality at home - a question of career? Housework, norms, and policies in a European comparative perspective. In: Demographic Research, Jg. 35, S. 1411-1440. DOI:10.4054/DemRes.2016.35.48

Abstract

"Background: Dual-earner families are widespread in contemporary Europe, yet the division of housework is highly gendered, with women still bearing the lion's share. However, women in dual-career couples and in other types of non-traditional couples, across and within different European countries, appear to handle the division of housework differently.
Objective: The objective of this study is to examine the division of housework among various couple-earner types, by determining i) whether relative resources, time spent on paid work, gender attitudes, and family structure reduce variations in housework between different couple types, and ii) whether the division of housework varies between countries with different work-family policies and gender norms.
Methods: The study uses data from ten countries, representing different welfare regime types, extracted from the European Social Survey (2010/11), and employs multivariate regressions and aggregated analysis of the association between the division of housework and the contextual indices.
Results: The results show that dual-career couples divide housework more equally than dual-earner couples, relating more to the fact that the former group of women do less housework in general, rather than that men are doing more. The cross-national analysis shows tangible differences between dual-earner and dual-career couples; however, the difference is less marked with respect to the division of housework in countries with more institutional support for work-family reconciliation and less traditional gender norms.
Contribution: By combining conventional economic and gender-based approaches with an institutional framework, this study contributes to the research field by showing that the division of housework within different couple-earner types is contextually embedded." (Author's abstract, © Max-Planck-Institut für demographische Forschung) ((en))

Zitatform

Horemans, Jeroen (2016): Polarisation of non-standard employment in Europe. Exploring a missing piece of the inequality puzzle. In: Social indicators research, Jg. 125, H. 1, S. 171-189. DOI:10.1007/s11205-014-0834-0

Abstract

"The rise in non-standard employment inspired many scholars to study the social consequences of these new employment forms. Most research focusses on individuals working non-standard. With the increase in dual earnership, however, we need a household perspective. This study therefore develops the notion of household non-standard employment and applies a polarisation index to examine the distribution of non-standard work over dual earner couples. This polarisation index compares the actual rate of household non-standard employment with a counterfactual rate when non-standard employment would be randomly distributed over households. Drawing on EU-SILC 2011, we define non-standard workers as individuals who worked during the previous year, but not full-year full-time. The results indicate that the levels of polarisation vary considerably across countries. Because especially women do not work full-time, polarisation is highly negative since it is less likely to find clustering of non-standard work within households. This pattern is dominant in Continental European countries, but also observable in Scandinavian and Anglo-Saxon countries. On the other hand, in Eastern and Southern European countries, non-standard employment is concentrated in some households, mainly because of the inability of its members to work full-year. Common characteristics of household members known to be associated with non-standard employment, like age and education, explain little of the levels of non-standard employment polarisation." (Author's abstract, © Springer-Verlag) ((en))

Zitatform

Jakobsson, Niklas & Andreas Kotsadam (2016): Does marriage affect men's labor market outcomes? A European perspective. In: Review of Economics of the Household, Jg. 14, H. 2, S. 373-389. DOI:10.1007/s11150-013-9224-7

Abstract

"Does marriage make men more productive, or do more productive men marry? Previous studies have reached different conclusions but have also been conducted using different methodologies in different countries and in different time periods. We use two sources of European panel data (spanning the years 1994 - 2001 and 2003 - 2007) to assess the relationship between marriage and labor market outcomes. By using data from 12 countries over a 13 year period, we are able to investigate the impact of marriage in different country groups and across time. We find that selection into marriage accounts for most of the differences in hours worked and wages between married and non-married men. With respect to wages we note that while the difference between married and non-married males has increased over time, the actual effect of marriage has disappeared." (Author's abstract, IAB-Doku) ((en))

Zitatform

Kanninen, Ohto & Aleksi Karhula (2016): Changes in income at macro level predict sex ratio at birth in OECD countries. In: PLoS one, Jg. 11, H. 7, S. 1-8. DOI:10.1371/journal.pone.0158943

Abstract

"The human sex ratio at birth (SRB) is approximately 107 boys for every 100 girls. SRB was rising until the World War II and has been declining slightly after the 1950s in several industrial countries. Recent studies have shown that SRB varies according to exposure to disasters and socioeconomic conditions. However, it remains unknown whether changes in SRB can be explained by observable macro-level socioeconomic variables across multiple years and countries. Here we show that changes in disposable income at the macro level positively predict SRB in OECD countries. A one standard deviation increase in the change of disposable income is associated with an increase of 1.03 male births per 1000 female births. The relationship is possibly nonlinear and driven by extreme changes. The association varies from country to country being particular strong in Estonia. This is the first evidence to show that economic and social conditions are connected to SRB across countries at the macro level. This calls for further research on the effects of societal conditions on general characteristics at birth." (Author's abstract, IAB-Doku) ((en))

Zitatform

Kumra, Savita, Ruth Simpson & Ronald J. Burke (Hrsg.) (2016): The Oxford handbook of gender in organizations. (Oxford Handbooks in Business and Management), Oxford: Oxford University Press, 584 S. DOI:10.1093/oxfordhb/9780199658213.001.0001

Abstract

Part I. Theorizing Gender and Organizations
1: Marta Calas, Linda Smircich, Evangelina Holvino: Theorizing Gender-and-Organization: Changing Times, Changing Theories
2: Albert Mills, Jean Helms-Mills, Marianne Paludi: Disturbing Thoughts and Gendered Practices: A Discursive View of Feminist Organizational Analysis
3: Silvia Gherardi: Organizations as Symbolic Gendered Order
4: Heather Höpfl: Was will der Mann?
5: Patricia Lewis: Feminism, Post-Feminism and Emerging Femininities in Entrepreneurship
6: Karen Lee Ashcraft, Kate Lockwood Harris: Meaning that Matters: An Organization Communication perspective on Gender, Discourse, and Materiality.
Part II. Gender in Leadership and Management
7: Alice Eagly, Leire Gartzia, Linda L. Carli: Female Advantage Revisited
8: Isabel Metz, Carol Kulik: The Rocky Climb: Women's Advancement in Management
9: Yvonne du Billing, Mats Alvesson: Leadership: A Matter of Gender?
10: Sharon Mavin, Jannine Williams, Gina Grandy: Negative Intra-gender Relations between Women: Friendship, Competition and Female Misogyny
11: Gary Powell: Sex, Gender & Leadership: What do Four Decades of Research Tell Us?
12: Savita Kumra: Gendered Constructions of Merit and Impression Management within Professional Services Firms
Part III. Gender and Careers
13: Debra Major, Val Streets: Gender & Careers: Obstacles and Opportunities
14: Susanne Bruckmuller, Michelle Ryan, Floor Rink, Alex Haslam: The Glass Cliff: Examining Why Women Occupy Leadership in Precarious Circumstances
15: Yvonne Benschop & Marieke van den Brink: Power and Resistance in Gender Equality Strategies: Comparing Quotas and Small Wins
16: Sandra Fielden, Carianne Hunt: Sexual Harassment in the Workplace
17: Ron Burke: Organizational Culture, Work Investments, and the Careers of Men: Disadvantages to Women?
18: Barbara Bagilhole: Challenging Gender Boundaries: Pressures and Constraints on Women in Non-Traditional Occupations
Part IV. Masculinities in Organizations
19: Jeff Hearn: Contextualizing Men, Masculinities, Leadership and Management: Embodied/Virtual, Theory/Practice
20: Stephen Whitehead: Masculinities in Management: Hidden, Invisible & Persistent
21: Nick Rumens: Masculinity and Sexuality at Work: Incorporating Gay and Bisexual Men's Perspectives
22: Ruth Simpson: Doing Gender Differently: Men in Caring Occupations
23: David Knights, Marie Tullberg: Masculinity in the Financial Sector
24: Janne Tienari, Alexei Koveshnikov: Masculinity in Multinationals

Zitatform

Lackner, Mario (2016): Gender differences in competitiveness. To what extent can different attitudes towards competition for men and women explain the gender gap in labor markets? (IZA world of labor 236), 10 S. DOI:10.15185/izawol.236

Abstract

"Weltweit verdienen Frauen weniger als Männer und sind in Führungspositionen unterrepräsentiert. Häufig wird Diskriminierung als naheliegende Erklärung herangezogen. Doch empirische Studien zeigen auch, dass die Karrierenachteile zumindest teilweise auf geschlechtsspezifische Unterschiede im Wettbewerbsverhalten zurückzuführen sind. Für die Politik besteht die Herausforderung darin, diese Unterschiede in sinnvollem Maße abzubauen, um die Gleichberechtigung auf dem Arbeitsmarkt zu fördern. Eine mögliche Option sind Bildungsreformen zur Stärkung der weiblichen Wettbewerbsbereitschaft. Beispielsweise kann getrennter Unterricht in einigen Fächern Sinn machen." (Autorenreferat, IAB-Doku)

Zitatform

Laux, Thomas (2016): Die Institutionalisierung von Lohngleichheitsrechten. Eine vergleichende Analyse von OECD Staaten. In: Zeitschrift für Soziologie, Jg. 45, H. 6, S. 393-409. DOI:10.1515/zfsoz-2015-1023

Abstract

"Lohngleichheitsrechte zielen auf die Verringerung geschlechtsspezifischer Lohnungleichheit ab. Sie liefern Standards, um Lohnungleichheit wahrzunehmen, und Mittel, um dagegen vorzugehen. Die Studie untersucht die Mechanismen der Institutionalisierung von Lohngleichheitsrechten und geht der Frage nach, warum und wie starke Lohngleichheitsrechte in OECD Staaten institutionalisiert wurden. Dazu werden Annahmen aus der Zivilgesellschafts- und Bewegungsforschung sowie des Weltkulturansatzes untersucht, denn Lohngleichheitsrechte wurden von Frauenbewegungen eingefordert und sind Gegenstand internationaler Abkommen. Die vergleichende Analyse erfolgt mit einer Qualitative Comparative Analysis (QCA) und ermittelt zwei äquifinale Erklärungen: Hinreichend sind starke Frauenbewegungen in Kombination mit schwachen Gewerkschaften oder starke Gewerkschaften in Kombination mit einer mehrheitlichen Zustimmung zur Gleichstellung von Frauen in der Bevölkerung. Beide Erklärungen werden rekonstruiert und die relevanten Mechanismen, vor allem solche der Mobilisierung, herausgearbeitet." (Autorenreferat, © De Gruyter)

Zitatform

Mascherini, Massimiliano, Martina Bisello & Irene Riobóo Lestón (2016): The gender employment gap. Challenges and solutions. (Eurofound research report / European Foundation for the Improvement of Living and Working Conditions), Dublin, 96 S. DOI:10.2806/75749

Abstract

"Women's labour market participation in the European Union has increased over recent decades, passing 70% in 2014. In that year, women comprised almost 46% of the active EU labour market population. Nevertheless, women's employment and participation rates are still lower than those of men in almost all Member States. Fostering higher participation of women is crucial to meet the Europe 2020 target to achieve an overall employment rate of at least 75% by 2020. This report explores the main characteristics and consequences of gender gaps in labour market participation. It finds that the total cost of a lower female employment rate was EURO370 billion in 2013, corresponding to 2.8% of EU GDP. The report also examines policies and measures aimed at fostering female labour market participation, which could be central to closing gender gaps." (Author's abstract, IAB-Doku) ((en))

Zitatform

Matysiak, Anna & Dorota Weziak-Bialowolska (2016): Country-specific conditions for work and family reconciliation. An attempt at quantification. In: European Journal of Population, Jg. 32, H. 4, S. 475-510. DOI:10.1007/s10680-015-9366-9

Abstract

"The country-specific conditions for work and family reconciliation (family policies, labour market structures and gender norms) are believed to influence tensions between paid employment and childbearing. So far there have been very few attempts to quantify these conditions into a single measure which would allow for comparisons across countries of the magnitude of the barriers that working parents encounter. Such a quantitative index could also facilitate a quantitative investigation of the association between the macro-level conditions for work and family reconciliation and fertility at the individual level. In this paper, we seek to fill this gap by proposing a quantitative index of country-specific conditions for work and family reconciliation, which may be used, for example, in a two-level regression framework. The index takes into account all three components of the conditions for work and family reconciliation. We also perform a series of uncertainty and sensitivity analyses which verify the robustness of our assumptions and which illustrate the range of the index volatility." (Author's abstract, © Springer-Verlag) ((en))

Zitatform

Naldini, Manuela, Emmanuele Pavolini & Cristina Solera (2016): Female employment and elderly care: the role of care policies and culture in 21 European countries. In: Work, employment and society, Jg. 30, H. 4, S. 607-630. DOI:10.1177/0950017015625602

Abstract

"To what extent and in what ways do welfare state policies and cultural values affect the employment patterns of mid-life women with care responsibilities toward a frail parent? The study draws on Eurobarometer micro-data integrated with country-level information to respond to this question. Performing a multilevel analysis across 21 European countries, it considers macro factors that influence the decisions of mid-life women to give up or reduce paid work in order to care for a frail elderly parent. The results show that, while the overall level of expenditure on long-term care is not influential, settings characterized by limited formal care services, and strong norms with regard to intergenerational obligations, have a negative impact on women's attachment to the labour market. Policies and cultural factors also influence the extent to which women are polarized: in more defamiliarized countries, regardless of their level of education, female carers rarely reduce their level of employment." (Author's abstract, IAB-Doku) ((en))

Zitatform

Pena-Boquete, Yolanda (2016): Further developments in the dynamics of female labour force participation. In: Empirical economics, Jg. 50, H. 2, S. 463-501. DOI:10.1007/s00181-015-0931-1

Abstract

"Papers attempting to explain female labour force participation either do not include women-specific variables or lack a proper dynamic specification. In this paper, we estimate a dynamic equation for female labour force participation in OECD countries from 1980 to 2007, taking into account several sets of variables. Moreover, we use our model to predict the results for 2007 - 2011, and we find that our model adjusts quite well to the actual data even with regard to the out-sample observations during the ongoing recession. In order to gain further insight concerning the interpretation and robustness of the equation, it is then compared to a similar equation for males. Our results show that real wage is one of the most relevant variables for female participation. Thus our specification could also be useful to endogenise labour force participation for a macro-labour market framework such as that of Layard et al. (1991, rev. 2005). However, women's preferences, the overall level of education, and other structural factors are also important." (Author's abstract, © Springer-Verlag) ((en))

Zitatform

Piasna, Agnieszka & Anke C. Plagnol (2016): Arbeitsplatzqualität und weibliche Erwerbsbeteiligung in Europa. In: WSI-Mitteilungen, Jg. 69, H. 4, S. 273-282. DOI:10.5771/0342-300X-2016-4-273

Abstract

"Zahlreiche Untersuchungen belegen, dass die Entscheidung zur beruflichen Weiterarbeit nach der Familiengründung einerseits von persönlichen Umständen abhängt, wie der Notwendigkeit, zum Haushaltseinkommen beizutragen, andererseits aber auch von institutionellen Einflussgrößen wie dem Angebot an erschwinglichen Kinderbetreuungsplätzen. Ergänzend hierzu untersuchen wir anhand von Daten des European Working Conditions Surveys, inwieweit die Qualität der Arbeitsplätze die Erwerbsbiografie von Frauen in den EU-27-Ländern beeinflusst. Unsere Analyse betrachtet drei Einzeldimensionen: Arbeitsplatzsicherheit, Arbeitszeitqualität und intrinsische Arbeitsqualität. Wir stellen fest, dass die Arbeitsplatzqualität von Müttern kleiner Kinder im Schnitt höher ist als die von Frauen ohne betreuungspflichtige Kinder, insbesondere hinsichtlich Arbeitszeit und Beschäftigungssicherheit. Die Untersuchungsergebnisse belegen für die gesamte EU-27 einen weitgehend einheitlichen Zusammenhang zwischen dem Status von Frauen als Mütter kleiner Kinder und der Arbeitsplatzqualität." (Autorenreferat, IAB-Doku)

Zitatform

Pollmann-Schult, Matthias (2016): What mothers want: The impact of structural and cultural factors on mothers' preferred working hours in Western Europe. In: Advances in life course research, Jg. 29, H. September, S. 16-25. DOI:10.1016/j.alcr.2015.11.002

Abstract

"This study investigates how social policies, gender norms, and the national working time regime shape mothers' preferred working hours. Using data from the European Social Survey (ESS) for 15 countries across Western Europe, the study reveals that generous public child care and cultural support for gender equality are associated with smaller gaps in the preferred working hours between mothers and childless women. High levels of financial support for families, in contrast, predict larger gaps in preferred working hours. The analysis also indicates that a low prevalence of non-standard work and high levels of work-time flexibility reduce the differences in preferred employment hours between mothers and non-mothers. Individual characteristics such as education, gender ideology, and the partners' socioeconomic status greatly impact women's preferred employment hours; however, they do not modify the effect of motherhood. This study concludes that the impact of parenthood on women's employment hours is highly contingent upon various institutional and cultural factors." (Autorenreferat, IAB-Doku)

Zitatform

Schmidt, Jörg (2016): Die Entgeltlücke zwischen Frauen und Männern im internationalen Vergleich. Empirische Befunde auf Basis des EU-SILC. (IW-Report / Institut der Deutschen Wirtschaft Köln 2016,16), Köln, 37 S.

Abstract

"Die vorliegende Studie untersucht die Entlohnungsunterschiede zwischen Frauen und Männern auf internationaler Ebene. Ihr Ziel bestand darin, auf Basis neuer empirischer Befunde für die Jahre 2009 bis 2013 die sonst übliche Analyse struktureller Ursachen zu erweitern und aufzuzeigen, welche Zusammenhänge zu institutionellen Regelungen bestehen und inwieweit vor dem Hintergrund der vorliegenden Ergebnisse staatliche Eingriffe überhaupt gerechtfertigt erscheinen." (Autorenreferat, IAB-Doku)

Zitatform

International Labour Office (2016): Global wage report 2016/17. Wage inequality in the workplace. (Global wage report 05), Genf, 114 S.

Abstract

"The 2016/17 edition examines inequality at the workplace level, providing empirical evidence on the extent to which wage inequality is the result of wage inequality between enterprises as well as within enterprises. The report also includes a review of key policy issues regarding wages." (Author's abstract, IAB-Doku) ((en))

Zitatform

World Economic Forum (2016): The global gender gap report 2016. Insight report. (The global gender gap report), Cologny/Geneva, 382 S.

Abstract

"The world is facing an acute misuse of talent by not acting faster to tackle gender inequality, which could put economic growth at risk and deprive economies of the opportunity to develop, according to the World Economic Forum's Global Gender Gap Report 2016, which is published today.
The report is an annual benchmarking exercise that measures progress towards parity between men and women in four areas: Educational Attainment, Health and Survival, Economic Opportunity and Political Empowerment. In this latest edition, the report finds that progress towards parity in the key economic pillar has slowed dramatically with the gap - which stands at 59% - now larger than at any point since 2008.
Behind this decline are a number of factors. One is salary, with women around the world on average earning just over half of what men earn despite, on average, working longer hours taking paid and unpaid work into account. Another persistent challenge is stagnant labour-force participation, with the global average for women standing at 54%, compared with 81% for men. The number of women in senior positions also remains stubbornly low, with only four countries in the world having equal numbers of male and female legislators, senior officials and managers, despite the fact that 95 countries now have as many - if not more - women educated at university level." (Author's abstract, IAB-Doku) ((en))

Zitatform

Adema, Willem, Chris Clarke & Valérie Frey (2015): Paid parental leave. Lessons from OECD countries and selected U.S. States. (OECD social, employment and migration working papers 172), Paris, 130 S. DOI:10.1787/5jrqgvqqb4vb-en

Abstract

"The United States is at a crossroads in its policies towards the family and gender equality. Currently America provides basic support for children, fathers, and mothers in the form of unpaid parental leave, child-related tax breaks, and limited public childcare. Alternatively, the United States' OECD peers empower families through paid parental leave and comprehensive investments in infants and children. The potential gains from strengthening these policies are enormous. Paid parental leave and subsidised childcare help get and keep more women in the workforce, contribute to economic growth, offer cognitive and health benefits to children, and extend choice for parents in finding their preferred work-life strategy. Indeed, the United States has been falling behind the rest of the OECD in many social and economic indicators by not adequately investing in children, fathers and mothers." (Author's abstract, IAB-Doku) ((en))

Zitatform

Anttila, Timo, Tomi Oinas, Mia Tammelin & Jouko Nätti (2015): Working-time regimes and work-life balance in Europe. In: European Sociological Review, Jg. 31, H. 6, S. 713-724. DOI:10.1093/esr/jcv070

Abstract

"The organization of times and places of work are key elements of working conditions, and define employees' possibilities for balancing work and other life spheres. This study analyses several aspects of temporal and spatial flexibility, and their associations with employees' work-life balance. This study separates four dimensions of temporal flexibility and one indicator of spatial flexibility. The dimensions of temporal flexibility are the number of hours worked, when the hours are worked, work-time intensity, and the degree of working-time autonomy. The workplace flexibility indicator is an index of work locations. Work-life balance is analysed with work-hour fit. The analyses were based on the fifth wave of the European Working Conditions Survey collected in 2010. We used data from 25 Member States of the European Union (n?=?25,417). Based on the hierarchical cluster analysis, this study found various types of flexibility regimes in Europe. Country clusters show a clear effect on perceived work-life balance even after controlling for flexibility measurements at the individual level. This study contributes to the existing research in analysing several dimensions of temporal and spatial flexibility at the same time, as well as their associations to work-life balance." (Author's abstract, IAB-Doku) ((en))

Zitatform

Barbiano di Belgiojoso, Elisa & Livia Elisa Ortensi (2015): Female labour segregation in the domestic services in Italy. In: Journal of International Migration and Integration, Jg. 16, H. 4, S. 1121-1139. DOI:10.1007/s12134-014-0384-y

Abstract

"Third-country immigrants are over-represented among lower status workers in all EU countries and rarely achieve upward mobility. The present paper aims to analyse the migration trajectories of foreign-born women who entered the Italian labour market as domestic workers, in order to assess the role of personal and group characteristics in determining the chances of leaving this sector. The data were collected as part of a project studying the working trajectories of migrants in Italy. The survey was conducted during 2009 on 13,000 migrants aged 18 and over, living in Italy at the time of the interview and born in high emigration countries. We used a piecewise exponential model with random intercept for citizenship with time measured from the beginning of the person's first domestic work in Italy. Our results show low exit rates from the domestic sector but we identify personal and group characteristics which facilitate exit from this segment of the labour market. Employment experience, including unskilled, has a positive effect on the transition in the host country, as do education achieved in the country of origin and higher levels of tasks and duties in the last job held in the country of origin, whereas ethnic networks limit access to other occupations. The aims of the women's migration project include a strong emphasis on occupational mobility, whether they migrate for work or for family reasons. Finally, we find evidence of the existence of a 'U-shaped' pattern in occupational mobility for this particular subpopulation of workers." (Author's abstract, IAB-Doku) ((en))

Zitatform

Betti, Gianni, Francesca Bettio, Thomas Georgiadis & Platon Tinios (2015): Unequal ageing in Europe. Women's independence and pensions. New York: Palgrave Macmillan, 187 S. DOI:10.1057/9781137384102

Abstract

While much is known about the situation in the labour market in the form of gender pay and earnings gaps, rather little is understood about their sequel in old age the gender pension gap. Entering the world of pensions may well signal a step backwards as far as women's independence is concerned, particularly in countries where women have earned economic independence in employment and are now being confronted by institutional frameworks presuming, encouraging or even imposing dependence. Unequal Ageing in Europe explores the gender pension gap across the member states of the European Union, plus Iceland and Norway. Employing microdata from the Survey of Income and Living Conditions (EU-SILC), along with data from the Survey of Health, Ageing and Retirement in Europe (SHARE), the authors derive key facts regarding pension inequality between women and men. An intuitive indicator for a pension gender gap is derived and contrasted with equivalent indicators for pay and earnings gaps. The authors explore European diversity in a number of dimensions and benchmark their findings against equivalent findings in the US.

Zitatform

Brehm, Uta & Henriette Engelhardt (2015): On the age-specific correlation between fertility and female employment. Heterogeneity over space and time in OECD countries. In: Demographic Research, Jg. 32, S. 691-722. DOI:10.4054/DemRes.2015.32.23

Abstract

"Background: Though there has been profound research on the curious change in correlation between total fertility rate (TFR) and female labor force participation (FLP) in the mid-1980s, aspects of the compositional character of age-specific effects and the nature of countries' heterogeneity have been neglected.
Objective: The present paper aims to contribute to filling this gap by analyzing annual total fertility rates and their equivalents for four age groups between 20 and 39 years as well as the respective lagged FLP from 17 OECD countries between 1985 and 2010.
Methods: Random Intercept and Random Coefficient Models are applied, allowing us to assess both effects and country heterogeneity in slopes and intercepts.
Results: The analyses reveal that the development of the correlation between FLP and TFR after 1985 is comprised of very different relations between age-specific fertility and labor participation. The youngest group's situation is determined by a decrease in both fertility and FLP, while countries' effects differ increasingly. The oldest women's fertility decisions seem to be detached from labor market influences, though country variation is high. Women in their late 20s and early 30s, in contrast, appear to be most affected by the incompatibility of childbearing and gainful employment. Though these effects seem to have overcome their low points during the mid-1990s, only women in their early 30s show country-convergence.
Conclusions: The results highlight the fact that total and age-specific fertility behavior, FLP-effects and country variances are distinct concepts that add considerably to the broad understanding of the correlation between fertility and FLP." (Author's abstract, IAB-Doku) ((en))

Zitatform

Chakraborty, Indraneel, Hans A. Holter & Serhiy Stepanchuk (2015): Marriage stability, taxation and aggregate labor supply in the U.S. vs. Europe. In: Journal of monetary economics, Jg. 72, H. May, S. 1-20. DOI:10.1016/j.jmoneco.2015.01.001

Abstract

"Americans work more than Europeans. Using micro-data from the United States and 17 European countries, we document that women are typically the largest contributors to the cross-country differences in work hours. We also show that there is a negative relation between taxes and annual hours worked, driven by men, and a positive relation between divorce rates and annual hours worked, driven by women. In a calibrated life-cycle model with heterogeneous agents, marriage and divorce, we find that the divorce and tax mechanisms together can explain 45% of the variation in labor supply between the United States and the European countries." (Author's abstract, IAB-Doku) ((en))

Zitatform

Figueiredo, Hugo, Vera Rocha, Ricardo Biscaia & Pedro Teixeira (2015): Gender pay gaps and the restructuring of graduate labour markets in Southern Europe. In: Cambridge Journal of Economics, Jg. 39, H. 2, S. 565-598. DOI:10.1093/cje/bev008

Abstract

"In this article we investigate whether education-job mismatches and growing occupational diversity are important explanatory factors of gender pay gaps amongst university graduates in Southern Europe (namely in Portugal, Spain, and Italy). We use standard decomposition techniques and test the implications of controlling for selection bias. Our results indicate that over-education and greater occupational segregation associated with the emergence of new graduate job profiles are important determinants of earnings inequality. Whilst our focus is on graduates' early careers, demonstrating that occupational assignment and selection into employment shape gender pay gaps amongst the highly skilled provides a more pessimistic view on the ability of educational expansion or equal pay legislation to significantly reduce gender pay inequality. Southern European economies are also particularly interesting to look at since there may be a greater degree of mismatch between the pace of higher education expansion and the changes in the job structure, making women particularly vulnerable to over-education." (Author's abstract, IAB-Doku) ((en))

Zitatform

Fischer, Justina A. V. & Francesco Pastore (2015): Tempora mutantur, nos et mutamur in illis. Religion and female employment over time. (IZA discussion paper 9244), Bonn, 9 S.

Abstract

"This study analyses whether the role of religion for employment of married women in Europe has changed over time and along women's life cycles. Using information on 44'000 married European women from the World Values Survey 1981-2013, we find that in OECD-Europe there is little difference among women of any age since 1997. For non-OECD-Europe, we find differences by religion among young women, but not among those older than 40 years, which we attribute to an upbringing under communist regimes. Only Muslim women show a lower employment probability that persists across time, regions, and life cycles." (Author's abstract, IAB-Doku) ((en))

Zitatform

Gehringer, Agnieszka & Stephan Klasen (2015): Labor force participation of women in the EU - What role do family policies play? (Discussion papers, Center for European, Governance and Economic Development Research 242), Göttingen, 30 S.

Abstract

"We empirically study the role of different family policies in determining women┐s labor market behavior in the countries of the European Union between 1997 and 2008. Women tend to assume more family duties than men and, consequently, often participate less in the labor market. At the same time, family policies are to provide support to families while also helping women to reconcile family duties with labor market participation. Their impact, however, is not clear, especially when it comes to different forms of labor market activity. We use a static and dynamic panel econometric framework examining the link between four types of family policies and labor force participation and (part-time and full-time) employment. The results suggest no stable significant impact of any on overall labor force, but higher spending on family allowance, cash benefits daycare benefits appears to promote part-time employment, whereas only spending on parental leave schemes is a significant determinant of women's full-time employment." (Author's abstract, IAB-Doku) ((en))

Zitatform

Haitz, Natascha (2015): Old-age poverty in OECD countries and the issue of gender pension gaps. In: CESifo DICE report, Jg. 13, H. 2, S. 73-75.

Abstract

"To conclude, poverty in old-age is widespread in our sample of OECD countries, especially when looking at female poverty. The main causes of gender income inequality in retirement are career interruptions due to childbirth and the lower earnings of women. The higher life expectancy of women also leads to poverty if they are left to live alone in their old-age. Even if younger women earn more pension entitlements in the future, inequality is still an important issue. However, the different country specific poverty thresholds should be kept in mind when drawing conclusions from the data presented. Moreover, institutions are very important in this context, since a good institutional framework can compensate for the drawbacks faced by old people, and especially women. Pension systems thus have to account for these drawbacks by integrating adequate survivor benefits and features like minimum pension payments (OECD 2012). Another frequently discussed policy is the gender equality of pensionable ages in order to allow women a longer period of employment. Moreover, child care and family support policies are of increasing importance to enable women to reconcile family and work (OECD 2012)." (Text excerpt, IAB-Doku) ((en))

Zitatform

Kalísková, Klára (2015): Tax and transfer policies and female labor supply in the EU. (EUROMOD working paper 2015,01), Cambridge, 30 S.

Abstract

"This study contributes to the female labor supply responsiveness literature by measuring the effect of tax-benefit policies on female labor supply based on a broad sample of 26 European countries in 2005-2010. The tax-benefit microsimulation model EUROMOD is used to calculate a measure of work incentives at the extensive margin-the participation tax rate, which is then used as the main explanatory variable in a female employment equation. This allows me to deal with the endogeneity of income in a new way by using a simulated instrumental variable based on a fixed EU-wide sample of women. Results suggest that a 10 percentage point increase in the participation tax rate decreases the female employment probability by 2 percentage points. The effect is higher for single mothers, for women in the middle of the skills distribution, and in countries that have lower rates of female employment." (Author's abstract, IAB-Doku) ((en))

Zitatform

O'Reilly, Jacqueline, Mark Smith, Simon Deakin & Brendan Burchell (2015): Equal pay as a moving target. International perspectives on forty-years of addressing the gender pay gap. In: Cambridge Journal of Economics, Jg. 39, H. 2, S. 299-317. DOI:10.1093/cje/bev010

Abstract

"This paper provides an overview of the key factors impacting upon the gender pay gap in the UK, Europe and Australia. Forty years after the implementation of the first equal pay legislation, the pay gap remains a key aspect of the inequalities women face in the labour market. While the overall pay gap has tended to fall in many countries over the past forty years, it has not closed; in some countries it has been stubbornly resistant, or has even widened. In reviewing the collection of papers that make up this special issue we identify four broad themes with which to group the contributions and draw out the explanations for diverse trends: theoretical and conceptual debates; legal developments and their impacts; wage setting institutions and changing employer demands; and newly emerging pay inequalities between and within educational and ethnic groups. Across the four themes we underline how the trends in the gender pay gap capture the dynamism of inequalities, as the market power of different groups and stakeholders changes over times. Three key dimensions emerge from the papers to provide a framework for future research and policy discourse: the relationship between litigation and bargaining strategies; the interaction between wage-setting institutions and new organisational practices; and the increasing and range of diversity or equality strands competing for equal treatment. We conclude that progress towards closing the gender pay gap will not be easy, will require a collective effort of various actors, and will not be quick." (Author's abstract, IAB-Doku) ((en))

Zitatform

Perugini, Cristiano & Ekaterina Selezneva (2015): Labour market institutions, crisis and gender earnings gap in Eastern Europe. In: The economics of transition, Jg. 23, H. 3, S. 517-564. DOI:10.1111/ecot.12072

Abstract

We study gender pay inequality in ten Central and Eastern EU countries before (2007) and during the economic crisis (2009) using quantile regression methods. The analysis reveals remarkable cross-country diversity in levels and patterns of the gender gap along the earnings distribution; for the majority of the countries the crisis is associated with declining male/female disparities. We address the role played by labour market institutions in shaping the observed gender pay gap levels and patterns. Labour market deregulation increases gender inequality at the middle and at the top of the pay distribution, but reduces disparities at the bottom. Higher union density and wage coordination reduce the pay gap, with stronger equalizing effects on better-paid jobs. The crisis seems to weaken the already poor role of institutions in the low-pay sector.

Zitatform

Peruzzi, Marco (2015): Contradictions and misalignments in the EU approach towards the gender pay gap. In: Cambridge Journal of Economics, Jg. 39, H. 2, S. 441-465. DOI:10.1093/cje/bev007

Abstract

"The aim of this paper is to highlight the tensions within the EU's 'governance architecture' concerning pay equality. Specifically, after a preliminary outline of the theoretical discussion on the EU's new/old governance, the analysis focuses on two empirical fields. The first one enables an assessment of the contradictions between old and new governance in EU equal pay policy. This analysis highlights the inconsistencies between the architecture of the antidiscrimination framework, established following the EU's old governance-by-law approach, and the assessment of equal pay public policy measures in the context of the EU's new governance-by-numbers approach. To this extent, the problems related to the political use of the unadjusted gender pay gap (GPG) indicator are pointed out. The second empirical field enables an assessment of the tensions within the EU's new governance system itself, specifically between the approach in the area of equal pay and in the area of economic policy, with specific regard to the participatory role of the social partners in tackling the GPG. If the role of the social partners is emphasised in several policy documents, the potentialities of their action are seriously jeopardised by the push for decentralisation of collective bargaining, aimed at anchoring wages to productivity, fostered by the EU's governance reforms responding to the crisis, in particular by the Euro Plus Pact and by the 'six-pack' regulations of 2011. As the paper finally remarks, both empirical fields of investigation confirm a narrowing down of pay equality in the context of an EU flexibility-centred and neoliberalist political perspective." (Author's abstract, IAB-Doku) ((en))

Zitatform

Piasna, Agnieszka & Anke Plagnol (2015): Job quality and women's labour market participation. (European Trade Union Institute. Policy brief 2015,06), Brüssel, 5 S.

Abstract

"This Policy Brief provides an overview of female employment in the EU and of how it is affected by a transition to motherhood, as well as of recent policies devised to remedy the post-2008 unemployment crisis.
It also investigates the link between job quality and women's employment patterns. The study concludes that the EU should concentrate on putting job quality back on to the policy agenda, e.g. through increased use of employment indicators, in particular job quality indicators, in the process of monitoring social and employment developments." (Author's abstract, IAB-Doku) ((en))

Zitatform

Pronzato, Chiara Daniela & Giuseppe Sorrenti (2015): When context does matter. Childcare and maternal employment. Trying to solve the puzzle. In: CESifo DICE report, Jg. 13, H. 1, S. 3-8.

Abstract

"This paper reviews the recent literature on childcare provision and maternal employment, and uses simple statistics to show this relationship across European countries and regions. In particular, it studies how the association between childcare availability and mothers' labour market participation may vary across different European contexts. Studies using data from Nordic countries - where levels of female market participation are relatively high - tend to find smaller effects of childcare provision than studies using data from Southern countries. The same relationship has been found at a micro-level: focusing on Italy, a country characterised by low female work participation, we have found that childcare availability is more crucial to less labour-attached mothers. This result is in line with studies which find that family policies are particularly important for less educated women (Del Boca, Pasqua and Pronzato 2009; Pronzato 2009)." (Author's abstract, IAB-Doku) ((en))

Zitatform

Schäfer, Andrea & Karin Gottschall (2015): From wage regulation to wage gap. How wage-setting institutions and structures shape the gender wage gap across three industries in 24 European countries and Germany. In: Cambridge Journal of Economics, Jg. 39, H. 2, S. 467-496. DOI:10.1093/cje/bev005

Abstract

"Whilst a common and persisting feature of advanced market economies, the gender wage gap nevertheless varies across countries. Amongst the factors affecting this wage gap, industrial relations and industry differences still require further research. Using data from EU-SILC in 25 European countries, this article analyses how national wage-setting institutions impact wage differences between male and female full-time employees in three distinct industries. Complementing the country comparison is an in-depth study of the German case using data from the German Linked Employer-Employee Database, shedding light on the interaction of industry- specific wage-setting regulations and gender equity in living wages. Findings from the international comparison suggest a substantial gender wage gap for fulltime employees across industries with specific country patterns. Country patterns seem to be due to the overall influence of trade unions and the relationship between pay bargaining strategies and specific minimum wage policies. The German case adds to these findings by analysing the impact of sectoral models of wage bargaining for industry-specific gender wage gaps, focussing on living wages for skilled full-time employees." (Author's abstract, IAB-Doku) ((en))

Zitatform

Troger, Tobias & Roland Verwiebe (2015): The role of education for poverty risks revisited. Couples, employment and profits from work-family policies. In: Journal of European social policy, Jg. 25, H. 3, S. 286-302. DOI:10.1177/0958928715589068

Abstract

"This article explores the specific effects of work-related family policies on poverty risks among various educational groups. Based on European Union Statistics on Income and Living Conditions (EU-SILC) data (2005 - 2010) and policy indicators drawn from the Multilinks project, we estimated a series of multilevel models for approximately 123,000 households with children below the age of 6?years in 25 European countries. The results emphasize clear education-specific differences and thus are essential for the ongoing social-policy discourse. Interestingly, with respect to infant childcare, the strongest poverty-reducing effect was identified among women with mid-level education and their families, followed by low-educated women. In contrast, full-time care for children aged 3 - 5?years reduced the poverty risk only among women with mid- and high-level education and their families, whereas a medium length of well-paid parental leave was observed to be of particular importance to low-qualified mothers." (Author's abstract, IAB-Doku) ((en))

Zitatform

Zagheni, Emilio, Marina Zannella, Gabriel Movsesyan & Brittney Wagner (2015): A comparative analysis of European time transfers between generations and genders. (SpringerBriefs in population studies), Dordrecht: Springer London, 48 S. DOI:10.1007/978-94-017-9591-3

Abstract

"This comparative study of European time transfers reveals the full extent of transfers in the form of unpaid work and highlights the existence of important gender differences in household time production. A large quantity of goods and services are produced by household members for their own consumption, without involving market transactions. Despite the economic and social importance of unpaid work, these productive activities are largely invisible to traditional national economic accounts. As a consequence, standard measures of intergenerational transfers typically ignore household production, and thus underestimate the overall value of goods and services produced over the life cycle; in particular, the economic contribution of females. The book uses a life course approach to offer policy-relevant insights into the effect of demographic and social change on intergenerational ties and gender inequality in household production." (Author's abstract, IAB-Doku) ((en))

Abstract

"Statistics and indicators that reflect the realities of the lives of women and men are needed to describe women's and men's role in the society, economy and family, to formulate and monitor policies and plans, monitor changes, and inform the public. In 2010, the Conference of European Statisticians (CES) established the Task Force on Indicators of Gender Equality, to improve the monitoring of gender equality in the UNECE region by consolidating and systematizing gender-relevant statistical indicators.
This publication contains the result of the work of that Task Force, which was endorsed by CES in October 2014. It presents a set of 115 gender equality indicators recommended for use in countries participating in the work of CES. The indicators are grouped in eight thematic domains inspired by the Beijing Platform for Action and categorized into 42 headline indicators and 73 supporting indicators. The selection is based on the consideration of policy needs, main existing international indicator frameworks, relevance to the measurement of gender equality and international availability." (Author's abstract, IAB-Doku) ((en))

Abstract

"The third annual update of the PwC Women in Work (WIW) Index shows that the UK rose four places to 14th position in the OECD in 2013.
The improvement in the UK's performance is largely due to the strengthening economic recovery, which has driven improvements in female labour force participation and the reduction in female unemployment.
The Nordic countries continue to dominate the Women in Work Index. Norway remains in pole position (a position it has retained for all the years we have analysed: 2000, 2007, 2011, 2012 and 2013), followed by Denmark, Sweden, New Zealand and Finland (who have all retained their 2012 positions).
The United States and Hungary achieved notable improvements to their position on the Index, due to a narrowing of the wage gap, reduction in female unemployment and an increase in the proportion of women in full-time employment." (Author's abstract, IAB-Doku) ((en))

Abstract

"Arm und Reich driften im OECD-Raum immer weiter auseinander. In der Mehrzahl der Länder kommt wirtschaftliches Wachstum eher höheren Einkommensgruppen zugute - ärmere Haushalte bleiben zurück. Der Bericht beleuchtet, in welchen Bereichen Ungleichheit entsteht und wo politische Schritte erforderlich sind. Er schaut unter anderem auf die finanziellen Auswirkungen irregulärer Jobs, auf die Einkommensschere zwischen Männern und Frauen sowie auf die Entwicklung der Ungleichheit seit der Krise" (Autorenreferat, IAB-Doku)

Zitatform

European Institute for Gender Equality (2015): Gender equality index 2015. Measuring gender equality in the European Union 2005-2012. Report. (Gender equality index), Vilnius, 189 S. DOI:10.2839/763764

Abstract

"The Gender Equality Index provides a comprehensive measure of gender equality, tailored to fit the EU policy context. Following the importance of cohesion across EU Member States, the Gender Equality Index ensures that higher gender equality scores can only be obtained in societies where there are small gender gaps and high levels of achievement.
The present update includes scores for 2005, 2010 and 2012, for the first time allowing for an assessment of the progress made in the pursuit of gen¡der equality in the European Union and individual Member States over time. Moreover, the present update makes a first attempt at populating the satellite domain of violence by providing a composite indicator of direct violence against women, based on the data on violence against women collected by the European Union Agency for Fundamental Rights through the EU-wide Survey on Violence against Women.
The results of the Gender Equality Index show that there have been visible, albeit marginal, improvements between 2005 and 2012 in the domains covered by the Gender Equality Index. With an overall score of 52.9 out of 100 in 2012, the EU remains only halfway towards equality, having risen from 51.3 in 2005. Progress needs to increase its pace if the EU is to fulfil its ambitions and meet the Europe 2020 targets." (Author's abstract, IAB-Doku) ((en))

Abstract

"Women have made many gains in access to education, and it follows that they have increased access to employment. Today, a third of the world's enterprises are run by women, and their management skills are increasingly recognized as well. There is more and more evidence that achieving gender balanced and diverse management teams at all levels in the hierarchy produces positive business outcomes. Yet age-old gender stereotypes still overshadow women's contribution to businesses. Top of the list of stereotypes across all social and cultural contexts is their ability to balance work and family responsibilities.
Women business owners are mostly concentrated in small and micro businesses. Still less than 5 per cent of CEOs of the largest global corporations are women. The higher up the corporate ladder and the larger the organization, the fewer the women. The 'glass ceiling' is still intact. Women are succeeding as high-level administrators, human resources and public relations managers. But 'glass walls' prevent them taking up strategic management positions leading to the top. Companies are losing out on women's contribution to their bottom line. Women in Business and Management: Gaining Momentum brings together all available data including ILO statistics to provide a comprehensive, up-to-date and global picture on women in the business world and in management positions. It highlights not only the obstacles women still face but also the business case for gender diversity and offers recommendations on the way forward." (Author's abstract, IAB-Doku) ((en))