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Stojmenovska, Dragana (2019): Management gender composition and the gender pay gap: Evidence from British panel data. In: Gender, work & organization, Jg. 26, H. 5, S. 738-764. DOI:10.1111/gwao.12264

Abstract

"Women continue to earn less than their male counterparts globally. Scholars and feminist activists have suggested a partial explanation for this gender gap in earnings could be women's limited access to power structures at the workplace. Using the linked employer - employee data of the Workplace Employment Relations Study 2004 - 2011, this article asks what happens to the gender gap in earnings among non-managerial employees when the share of women in management at the workplace increases. The findings, based on workplace-fixed time-fixed effects regression models, suggest that workplace-level increases in the share of women in management are associated with decreases of the non-managerial gender gap in earnings. This effect appears to be largely unrelated to changes in equality and diversity policies, family-friendly arrangements and support for carers at the workplace." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Tamm, Marcus (2019): Fathers' parental leave-taking, childcare involvement and mothers' labor market participation. In: Labour economics, Jg. 59, H. August, S. 184-197. DOI:10.1016/j.labeco.2019.04.007

Abstract

"This study analyzes the effect of fathers' parental leave-taking on the time fathers spend with their children and with household duties and on fathers' labor supply. Fathers' leave-taking is highly selective and the identification of causal effects relies on within-father differences in leave-taking for first and higher order children that were triggered by a policy reform promoting more gender equality in leave-taking. Results show that even short periods of fathers' parental leave may have long-lasting effects on fathers' involvement in childcare and housework. Effects on labor supply do not persist over time." (Author's abstract, © 2019 Elsevier) ((en))

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Wyrwich, Michael (2019): Historical and current spatial differences in female labour force participation. Evidence from Germany. In: Papers in regional science, Jg. 98, H. 1, S. 211-239. DOI:10.1111/pirs.12355

Abstract

"Female labour force participation (FLFP) increased significantly in the 20th century. Nevertheless, there are persisting spatial differences in FLFP. Using data from Germany, this paper demonstrates that regional differences in the degree of industrialization in the 1920s explain spatial variation in FLFP at that time and almost 100 years later. The latter finding is not explained by persisting industry structures. Additionally, there is evidence that regions with historically high FLFP have a higher social acceptance of working women. Together these results suggest that policies to increase FLFP should account for the historical context of each region" (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Europäische Kommission. Generaldirektion Justiz und Verbraucher (2019): Report on equality between women and men in the EU 2019. (Report on equality between women and men), Brüssel, 76 S. DOI:10.2838/776419

Abstract

"On the occasion of this year's International Women's Day, the Commission has published its 2019 report on equality between women and men in the EU.
The report shows some progress in gender equality, but women still continue to face inequalities in many areas:
- The EU employment rate for women reached an all-time high of 66.4 % in 2017, but the situation differs across Member States. Last year, eight Member States received recommendations under the European Semester framework to improve female participation in the labour market (Austria, Czechia, Germany, Estonia, Ireland, Italy, Poland, and Slovakia).
- Women are more at risk of poverty, with salaries on average 16% lower than for men. This translates in the pension gap, which stood at 35.7 % in 2017. In some countries, more than 10 % of older women cannot afford necessary health care.
- Women remain largely under-represented in Parliaments and government. Only 6 of the 28 national parliaments across the EU are led by a woman and seven out of ten members of national parliaments in the EU are men. While the current level of 30.5 % female senior Ministers is the highest since data were first available for all EU Member States in 2004, there is still evidence suggesting that women tend to be allocated portfolios considered to have lower political priority.
- The glass-ceiling remains a reality in the business world with only 6.3 % of CEO positions in major publicly listed companies in the EU held by women." (Author's abstract, IAB-Doku) ((en))

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Bundesministerium für Familie, Senioren, Frauen und Jugend (2019): Arbeit geschlechtergerecht und diskriminierungsfrei bewerten. Antwort der Bundesregierung auf die Kleine Anfrage der Abgeordneten und der Fraktion DIE LINKE (Drucksache 19/8314). (Verhandlungen des Deutschen Bundestages. Drucksachen 19/8842 (29.03.2019)), 5 S.

Abstract

Die Bundesregierung antwortet auf die Anfrage der Fraktion DIE LINKE zu Stand und Ursachen der Entgeltlücke zwischen Männern und Frauen und den Möglichkeiten der diskriminierungsfreien Bewertung von Arbeit. (IAB)

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Althaber, Agnieszka (2018): Die Suche nach Gemeinsamkeiten. Strukturelle Gründe für die Teilzeitarbeit von Frauen und Männern. In: WZB-Mitteilungen H. 161, S. 17-20.

Abstract

"Auf Branchenebene zeigen sich klare Gemeinsamkeiten von Frauen und Männern in der Teilzeitbeschäftigung. Sowohl Frauen als auch Männer haben in frauendominierten Branchen höhere Teilzeitanteile als in männerdominierten Branchen. Beide Geschlechter arbeiten in Branchen mit hohen Anteilen an um- und angelernten Arbeitskräften häufiger unfreiwillig in Teilzeit. Dies spricht dafür, dass die Arbeitsorganisation in den Branchen in Bezug auf die Vereinbarkeit von Beruf und Familie, aber auch die Flexibilisierungsstrategien von Unternehmen wichtige strukturelle Bedingungen für die Teilzeitbeschäftigung sind." (Autorenreferat, IAB-Doku)

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Cim, Merve & Anica Kramer (2018): Working women and labour market inequality. Research project for the Wilfried Martens Centre for European Studies. Final report. (RWI-Projektbericht), Essen, 54 S.

Abstract

"Ziel des Projektes ist es, einen umfassenden Überblick über die geschlechtsspezifische (Un)gleichheit auf europäischen Arbeitsmärkten zu geben. In einer deskriptiven Analyse wird dabei zunächst die Arbeitsmarktsituation von Frauen für alle EU Mitgliedsstaaten dargestellt. In detaillierten Fallstudien werden Faktoren identifiziert, die mögliche Unterschiede zwischen den Ländern erklären können. Insbesondere wird analysiert, inwieweit Bildungssysteme, der Zugang zu Kinderbetreuung, Steuerpolitiken sowie kulturelle und historische Normen mit der Arbeitsmarktpartizipation und der Gleichstellung von Frauen und Männern korreliert sind. Basierend auf den Ergebnissen der Analysen werden mögliche Rückschlusse für die Wirtschaftspolitik gezogen sowie eine Reihe von ausgewählten Strategien abgeleitet, die auf EU- und einzelstaatlicher Ebene durchgeführt werden könnten." (Autorenreferat, IAB-Doku)

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Baldini, Massimo, Constanza Torricelli & Maria Cesira Urzì Brancati (2018): Family ties: Labor supply responses to cope with a household employment shock. In: Review of Economics of the Household, Jg. 16, H. 3, S. 809-832. DOI:10.1007/s11150-017-9375-z

Abstract

"We use data from the European Union Statistics on Income and Living Conditions (EU-SILC) to explore labor responses of individuals (not only the spouse) to a negative employment shock suffered by another household member. We focus on Italy where family ties other than spousal ones are particularly strong and grown up children live in their parents' household till late, especially when they are students. Two main results emerge. First, we find strong and robust evidence that households hit by an employment shock do respond by increasing labor supply. Second, we document an added worker effect that is affecting not only wives, but also teenage children and students independently of their age, with important policy implications in terms of human capital formation. Results are robust across gender, household financial conditions and the crisis, yet they do not point to differential reactions along these dimensions." (Author's abstract, © Springer-Verlag) ((en))

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Barker, Andrew (2018): Increasing inclusiveness for women, youth and seniors in Canada. (OECD Economics Department working papers 1519), Paris, 63 S. DOI:10.1787/83cb8b8d-en

Abstract

"Women, youth and seniors face barriers to economic inclusion in Canada, with considerable scope to improve their labour market outcomes. There has been no progress in shrinking the gender employment gap since 2009, and women, particularly mothers, continue to earn significantly less than men, in part due to a large gap in unpaid childcare responsibilities. Outside the province of Québec, low (but increasing) rates of government support for childcare should be expanded considerably, as should fathers' low take-up of parental leave. Skills development should be prioritised to arrest declining skills among youth and weak wage growth among young males with low educational attainment. Fragmented labour market information needs to be consolidated to address wage penalties associated with the widespread prevalence of qualifications mismatch. Growth in old-age poverty should be tackled through further increases in basic pension payments over time. Linking changes in the age of eligibility for public pensions to life expectancy would boost growth by increasing employment of older Canadians still willing and able to work. For all three groups, well-targeted expansions of in-work tax benefits and active labour market spending have the potential to increase employment." (Author's abstract, IAB-Doku) ((en))

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Beaudin, Laura (2018): Examining the relationship between academic performance and workplace position. Does the glass ceiling exist among graduates from the same university? In: Applied Economics Letters, Jg. 26, H. 4, S. 286-289. DOI:10.1080/13504851.2018.1467546

Abstract

"This study examines the relationship between academic performance and workplace position. Academic performance is measured by undergraduate grade point average (GPA). A series of ordered probit regression models are estimated to isolate the impact of undergraduate GPA on the probability that female and male graduates from the same university hold middle or upper management jobs within their companies. After all potential heterogeneity and explanatory variables are controlled for, results of the pooled regression models suggest that women are less likely to hold both middle and upper management positions. Further analysis also suggests that lower GPA significantly decreases the probability that women hold these positions, while GPA seems to have no significant impact on workplace position for men. Moreover, most factors which positively impact the probability that women attain these positions also benefit men more at the highest level." (Author's abstract, IAB-Doku) ((en))

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Borah, Melanie, Andreas Knabe & Kevin Pahlke (2018): Parental time restrictions and the cost of children. Insights from a survey among mothers. (CESifo working paper 7321), München, 33 S.

Abstract

"In this paper, we provide estimates of the subjectively perceived cost of children depending on the extent of parental time restrictions. Building on a study by Koulovatianos et al. (2009) that introduces a novel way of using subjective income evaluation data for such estimations, we conduct a refined version of the underlying survey, focusing on young women with children in Germany. Our study confirms that the monetary cost of children is substantial and increases with parental nonmarket time restrictions. The loss in the material living standard associated with supplying time to the labor market is sizeable for families with children." (Author's abstract, IAB-Doku) ((en))

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Bozoyan, Christiane & Tobias Wolbring (2018): The Weight Wage Penalty. A Mechanism Approach to Discrimination. In: European Sociological Review, Jg. 34, H. 3, S. 254-267. DOI:10.1093/esr/jcy009

Abstract

"The wage weight penalty is a well-established finding in the literature, but not much is known about the mechanisms that bring this phenomenon about. This article aims to provide answers to the question of why overweight and obese people earn less. Using the data of the German Socio-Economic Panel, we conduct three theory-driven litmus tests for mechanisms that explain the weight wage gap: human capital differences, discrimination due to asymmetric information, or taste-based discrimination. Due to conflicting predictions from the three theories, interaction effects between weight and structural conditions serve as the key identification strategy. Results show that for men, productivity-related variables (e.g. education, work experience, occupation, and physical health) almost completely explain the weight-specific variance in wages. In contrast, for women, neither performance nor a lack of information can solve the puzzle of weight-based differences in wages. We therefore conclude that -- at least in Germany -- overweight and obese women suffer from taste-based discrimination, whereas overweight and obese men earn less due to human capital differences." (Author's abstract, IAB-Doku) ((en))

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Carriero, Renzo & Lorenzo Todesco (2018): Housework division and gender ideology. When do attitudes really matter? In: Demographic Research, Jg. 39, S. 1039-1064. DOI:10.4054/DemRes.2018.39.39

Abstract

"This paper's original contribution is in analyzing whether and how relative resources and education influence the effect of gender ideology on the division of housework. Moreover, our analysis goes beyond most existing studies in its rare combination of behavior measures collected through a reliable time-use diary procedure and information regarding partners' gender ideology." (Author's abstract, © Max-Planck-Institut für demographische Forschung) ((en))

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Carta, Francesca & Marta De Philippis (2018): You've come a long way, baby. Husbands' commuting time and family labour supply. In: Regional science and urban economics, Jg. 69, H. March, S. 25-37. DOI:10.1016/j.regsciurbeco.2017.12.004

Abstract

Der Beitrag untersucht die Wirkungen der Pendlerzeit des Ehemanns auf die Erwerbsbeteiligung der Ehefrauen und die Zeitverwendung in der Familie. Unter der Modellannahme der imperfekten Substitution von Markt- und Eigenleistungen kann eine Verlängerung der Pendelzeit die Arbeitszeit der Ehefrau mindern, die des pendelnden Ehemanns erhöhen. Bei einer Vergrößerung der Distanz vom Wohnort zum Arbeitsort um ein Prozent sinkt die Wahrscheinlichkeit der Erwerbsbeteiligung der Frau um 0.016. Diese Wirkung erhöht sich bei Familien mit Kindern und bei hochqualifizierten Ehemännern. (IAB)

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Castellano, Rosalia & Antonella Rocca (2018): Gender disparities in European labour markets. A comparison between female and male employees. In: International Labour Review, Jg. 157, H. 4, S. 589-608. DOI:10.1111/ilr.12052

Abstract

"In recent decades, the dramatic increase in female labour force participation was connected to significant changes in the economic opportunities reserved to women. However, gender disparities in the labour market still persist in many forms.
In this study we want to verify if in the European labour markets higher gender differentials are directly connected with bad economic conditions. Starting from the GGLMI, a composite indicator designed and developed by the authors in a previous study, besides updating the results, we construct other three composite indicators analysing separately female and male conditions in the labour market and the gender gap." (Author's abstract, IAB-Doku) ((en))

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Devaraj, Srikant, Narda R. Quigley & Pankaj C. Patel (2018): The effects of skin tone, height, and gender on earnings. In: PLoS one, Jg. 13, H. 1, S. 1-22. DOI:10.1371/journal.pone.0190640

Abstract

"Using a theoretical approach grounded in implicit bias and stereotyping theories, this study examines the relationship between observable physical characteristics (skin tone, height, and gender) and earnings, as measured by income. Combining separate streams of research on the influence of these three characteristics, we draw from a sample of 31,356 individual-year observations across 4,340 individuals from the National Longitudinal Study of Youth (NLSY) 1997. We find that skin tone, height, and gender interact such that taller males with darker skin tone attain lower earnings; those educated beyond high school, endowed with higher cognitive ability, and at the higher income level (>75th percentile) had even lower levels of earnings relative to individuals with lighter skin tone. The findings have implications for implicit bias theories, stereotyping, and the human capital literature within the fields of management, applied psychology, and economics." (Author's abstract, IAB-Doku) ((en))

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Drydakis, Nick, Katerina Sidiropoulou, Vasiliki Bozani, Sandra Selmanovic & Swetketu Patnaik (2018): Masculine vs feminine personality traits and women's employment outcomes in Britain. A field experiment. In: International journal of manpower, Jg. 39, H. 4, S. 621-630. DOI:10.1108/IJM-09-2017-0255

Abstract

"Purpose: The purpose of this paper is to examine whether masculine personality traits in women generate better job market prospects, as compared to feminine personality traits.
Design/methodology/approach: The authors utilized a field experiment (correspondent test) to capture the way in which firms respond to women who exhibit masculine and feminine personality traits. In doing so, the authors minimized the potential for reverse causality bias and unobserved heterogeneities to occur.
Findings: Women who exhibit masculine personality traits have a 4.3 percentage points greater likelihood of gaining access to occupations than those displaying feminine personality traits. In both male- and female-dominated occupations, women with masculine personality traits have an occupational access advantage, as compared to those exhibiting feminine personality traits. Moreover, women with masculine personality traits take up positions which offer 10 percentage points higher wages, in comparison with those displaying feminine personality traits. Furthermore, wage premiums are higher for those exhibiting masculine personality traits in male-dominated occupations than for female-dominated positions.
Practical implications: Within the labor market, masculine personality traits may increase competency levels and leadership capability.
Social implications: As feminine personality traits are stereotypically attributed to women, and these characteristics appear to yield fewer rewards within the market, they may offer one of many plausible explanations as to why women experience higher unemployment rates, while also receiving lower earnings, as compared to men.
Originality/value: Masculine and feminine personality traits may be a probable outcome of wage-related differentials. The experimental study isolates spurious relationships and offers clear evaluations of the effect of masculine and feminine personality traits on occupational access and wage distribution. To the best of the authors knowledge, this is the first-field experiment to examine the effect of masculine and feminine personality traits on entry-level pay scales." (Author's abstract, © Emerald Group) ((en))

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Evertsson, Marie, Katarina Boye & Jeylan Erman (2018): Fathers on call? A study on the sharing of care work between parents in Sweden. In: Demographic Research, Jg. 39, S. 33-60. DOI:10.4054/DemRes.2018.39.2

Abstract

"Background: Swedish fathers' parental leave uptake has increased over time, but progress has been moderate. In relation to this, we ask what factors hinder or facilitate the taking of leave by fathers and how - if at all - the leave influences the father's relationship with his child.
Objective: To study (i) the reasons for parents' division of parental leave as well as the consequences this division has for their actual time at home with the child and (ii) the link between the father's leave and his relationship with the child, as well as the parents' division of childcare after parental leave.
Methods: A multi-methods approach is used, where OLS regression models of survey data from the Young Adult Panel Study are analysed alongside qualitative in-depth interviews with 13 couples who have had a first child.
Results: Quantitative results show that parents' leave lengths vary with the reasons given for the division of leave and that fathers' parental leave is related to long-term division of childcare. Qualitative results suggest that equal parenting is important to the interviewed parents; however, motherhood ideals may stand in the way of achieving it. Several mechanisms by which fathers' parental leave may influence later division of childcare are suggested, including the development of a closer relationship between father and child.
Conclusions: Policies aimed towards increasing fathers' parental leave uptake have the potential to strengthen the father - child bond, contribute to a more equal division of childcare, and facilitate both parents' understanding of each other and what being a stay-at-home parent involves.
Contribution: This article is the first to show how parents alleged reasons for the parental leave links to the actual length of the mother's and father's leave. Results indicate that increasing paternal leave length is linked to improved couple relationship quality and a closer relationship with the child." (Author's abstract, © Max-Planck-Institut für demographische Forschung) ((en))

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Evertsson, Marie & Katarina Boye (2018): The transition to parenthood and the division of parental leave in different-sex and female same-sex couples in Sweden. In: European Sociological Review, Jg. 34, H. 5, S. 471-485. DOI:10.1093/esr/jcy027

Abstract

"Research on the division of paid and unpaid work at the transition to parenthood has rarely been able to separate the social construction of gender and motherhood/fatherhood identities from labour market and financial factors. By bringing in female same-sex couples (SSC) and comparing how the transition to parenthood influences the division of parental leave in SSC and different-sex couples (DSC), we can isolate parents' gender as a predictor of the division of care from physiological and identity-forming aspects linked to being a birth-mother (or her partner). Analysing Swedish register data for couples who had their first child in 2003-2011, results show that (i) the (birth) mother's leave uptake is higher than the partner's uptake for both SSC and DSC, providing support for identity formation and internalized norms linked to the child's need of its (birth) mother; (ii) birth-mothers in SSC on average take 7 weeks less parental leave than mothers in DSC, indicating that the partner's gender plays a role; and (iii) the (birth) mother's parental leave share is negatively related to her income but unrelated to her partner's income, suggesting that her labour market prospects are more important in the division of leave than any financial, family-utility maximization." (Author's abstract, IAB-Doku) ((en))

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Frodermann, Corinna, Alexandra Schmucker & Dana Müller (2018): Entgeltgleichheit zwischen Frauen und Männern in mittleren und großen Betrieben. (IAB-Forschungsbericht 03/2018), Nürnberg, 57 S.

Abstract

"Hintergrund des Projektes ist die in Deutschland nach wie vor bestehende Lohnlücke zwischen Frauen und Männern. Zwar ist ein großer Teil des sogenannten Gender Pay Gaps dadurch zu erklären, dass Frauen häufiger in Teilzeit erwerbstätig sind, eher ihre Erwerbstätigkeit aufgrund familiärer Umstände unterbrechen und seltener in gut bezahlten Führungspositionen bzw. den Hochlohnbranchen der Industrie beschäftigt sind. Doch selbst bei vergleichbaren Qualifikationen und Tätigkeiten verdienen Frauen auf den gleichen Positionen wie Männer durchschnittlich immer noch weniger.
Um das Prinzip 'Gleicher Lohn für gleiche Arbeit' stärker voranzubringen, trat 2017 ein Gesetz zur Förderung der Transparenz von Entgeltstrukturen (Entgelttransparenzgesetz) in Kraft. Es sieht unter anderem vor, dass Mitarbeiterinnen und Mitarbeiter in Firmen mit mehr als 200 Beschäftigten von ihren Arbeitgebern Auskunft darüber verlangen können, wie viel Geld ihre Kolleginnen und Kollegen in vergleichbaren Positionen verdienen.
Ziel des Projektes, das im Auftrag des Bundesministeriums für Familie, Senioren, Frauen und Jugend (BMFSFJ) durchgeführt wurde, ist die Untersuchung der Entgelt- und Chancengleichheit von Frauen und Männern. Dabei wurde ein Vergleich hergestellt zwischen kleinen Betrieben, für die das Gesetz nicht gilt, und großen Betrieben. Es zeigt sich zunächst, dass insgesamt lediglich 0,7 Prozent aller Betriebe und 32 Prozent aller Beschäftigten von dem im Entgelttransparenzgesetz geschaffenen Instrument 'individueller Auskunftsanspruch' erfasst werden.
Von weiterem Interesse ist insbesondere die Höhe des Gender Pay Gaps. Dieser ist in Betrieben mit 50 bis 200 Beschäftigten am kleinsten (20%). In Betrieben mit 200 bis 500 Mitarbeiterinnen und Mitarbeitern ist er hingegen am höchsten (28%). Die Unterschiede nach Betriebsgrößen sind den steigenden Stundenlöhnen von Männern in großen Betrieben und den relativ gleichbleibenden Stundenlöhnen von Frauen geschuldet. In großen Betrieben lassen sich mehr als zwei Drittel des Gender Pay Gap durch die Unterschiede in der Ausstattung von Männern und Frauen erklären, in kleinen Betrieben lässt sich dadurch nur die Hälfte erklären. Insgesamt ist die Förderung der Gleichstellung von Frauen und Männern als Unternehmensstrategie noch zu wenig in Betrieben etabliert. Eine Ausnahme bildet das konkrete Ziel der Förderung von Frauen in Führungspositionen, welches von der Hälfte der großen Betriebe explizit verfolgt wird." (Autorenreferat, IAB-Doku)

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Fukui, Masao, Emi Nakamura & Jón Steinsson (2018): Women, wealth effects, and slow recoveries. (NBER working paper 25311), Cambrige, Mass., 78 S. DOI:10.3386/w25311

Abstract

"Business cycle recoveries have slowed in recent decades. This slowdown comes entirely from female employment: as women's employment rates converged towards men's over the past half-century, the growth rate of female employment slowed. We ask whether this slowdown in female employment caused the slowdown in overall employment during recent business cycle recoveries. Standard macroeconomic models with 'balanced growth preferences' imply that this cannot be the cause, since the entry of women 'crowds out' men in the labor market almost one-for-one. We estimate the extent of crowd out of men by women in the labor market using state-level panel data and find that it is small, contradicting the standard model. We show that a model with home production by women can match our low estimates of crowd out. This model - calibrated to match our cross-sectional estimate of crowd out - implies that 70% of the slowdown in recent business cycle recoveries can be explained by female convergence." (Author's abstract, IAB-Doku) ((en))

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Greenhalgh-Stanley, Nadia, Shawn Rohlin & Jeff Thompson (2018): Food sales taxes and employment. In: Journal of regional science, Jg. 58, H. 5, S. 1003-1016. DOI:10.1111/jors.12406

Abstract

"We use panel fixed effects estimation with a border approach creating cross-border county pairs to identify changes in food sales tax rates on employment, payroll, and hiring. Results suggest food sales taxes have a negligible effect on overall employment but adverse effects in the food and beverage stores industry. We find younger workers, who are more likely to work in the food and beverage industry, are more adversely affected when a neighboring state has preferential tax treatment for food. We also determine that omitting food sales tax rates when studying general sales tax effects on employment does not bias estimates." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Grigoli, Francesco, Zsóka Kóczán & Petia Topalova (2018): A cohort-based analysis of labor force participation for advanced economies. (GLO discussion paper / Global Labor Organization 264), Maastricht, 23 S.

Abstract

"Advanced economies are in the midst of a major demographic transition, with the number of elderly rising precipitously relative to the working-age population. Yet, despite the acceleration in demographic shifts in the past decade, advanced economies experienced markedly different trajectories in overall labor force participation rates and the workforce attachment of men and women. Using a cohort-based model of labor force participation for 17 advanced economies estimated over the 1985-2016 period, we document a significant role of common patterns of participation over the life cycle and shifts in these patterns across generations for aggregate labor supply, especially in the case of women. The entry of new cohorts of women led to upward shifts in the age participation profile, boosting aggregate participation rates. However, this process plateaued in most advanced economies, with signs of reversal in some. Using the model's results to forecast future participation trends, we project sizable declines in aggregate participation rates over the next three decades due to the aging of the population. Illustrative simulations show that implementing policies encouraging labor supply can help attenuate but may not fully offset demographic pressures." (Author's abstract, IAB-Doku) ((en))

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Grigoli, Francesco, Zsóka Kóczán & Petia Topalova (2018): Drivers of labor force participation in advanced economies. Macro and micro evidence. (GLO discussion paper / Global Labor Organization 265), Maastricht, 39 S.

Abstract

"Despite significant headwinds from population aging in most advanced economies (AEs), labor force participation rates show remarkably divergent trajectories both across countries and across different groups of workers. Participation increased sharply among prime-age women and, more recently, older workers, but fell among the young and prime-age men. This paper investigates the determinants of these trends using aggregate and individual-level data. We find that the bulk of the dramatic increase in the labor force attachment of prime-age women and older workers in the past three decades can be explained by changes in labor market policies and institutions, structural transformation, and gains in educational attainment. Technological advances such as automation, on the other hand, weighed on the labor supply of prime-age and older workers. In light of the dramatic demographic shifts expected in the coming decades in many AEs, our findings underscore the need to invest in education and training, reform the tax system, reduce early retirement incentives, improve the job-matching process, and help individuals combine family and work life in order to alleviate the pressures from aging on labor supply." (Author's abstract, IAB-Doku) ((en))

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Gutierrez, Federico H. (2018): Reaching the top or falling behind? The role of occupational segregation in women's chances of finding a high-paying job over the life-cycle. (GLO discussion paper / Global Labor Organization 273), Maastricht, 51 S.

Abstract

"Using a two-stage decomposition technique, this paper analyzes the role of occupational segregation in explaining the probability of women vis-à-vis men of finding high-paying jobs over the life-cycle. Jobs are classified as highly-remunerated if their compensation exceeds a threshold, which is set at different values to span the entire wage distribution. Results obtained from pooled CPS surveys indicate that the importance of occupational segregation remains virtually unchanged over the life-cycle for low- and middle-wage workers. However, women's access to high-paying occupations becomes significantly more restricted as workers age, suggesting a previously undocumented type of 'glass ceiling' in the U.S." (Author's abstract, IAB-Doku) ((en))

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Hipp, Lena (2018): Damned if you do, damned if you don't? Experimental evidence on hiring discrimination against parents with differing lengths of family leave. (SocArXiv Papers), 37 S. DOI:10.31235/osf.io/qsm4x

Abstract

"Trotz vieler Veränderungen in den letzten Jahren erfahren Mütter in Deutschland noch immer große Nachteile auf dem Arbeitsmarkt. In einem Experiment hat Lena Hipp, Leiterin der Nachwuchsgruppe Arbeit und Fürsorge, mit ihrem Team jetzt untersucht, ob sich eine veränderte Aufteilung von Kinderbetreuung positiv auf die Erwerbschancen von Müttern auswirkt. Die Ergebnisse zeigen, dass das nicht unbedingt der Fall ist. Mütter mit lediglich zwei Monaten Elternzeit werden deutlich seltener zum Vorstellungsgespräch eingeladen als Frauen, die ein Jahr Elternzeit genommen haben. Bei den Vätern dagegen spielt die Dauer der Elternzeit keine Rolle." (Autorenreferat, IAB-Doku)

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Jessen, Robin, Davud Rostam-Afschar & Sebastian Schmitz (2018): How important is precautionary labour supply? In: Oxford economic papers, Jg. 70, H. 3, S. 868-891. DOI:10.1093/oep/gpx053

Abstract

"We quantify the importance of precautionary labour supply defined as the difference between hours supplied in the presence of risk and hours under perfect foresight. Using the German Socio-Economic Panel from 2001 to 2012, we estimate the effect of wage risk on labour supply and test for constrained adjustment of labour supply. We find that married men choose on average about 2.8% of their hours of work to shield against wage shocks. The effect is strongest for self-employed, who we find to be unconstrained in their hours choices, but also relevant for other groups with more persistent hours constraints. If the self-employed faced the same wage risk as the median civil servant, their hours of work would be reduced by 4.5%." (Author's abstract, IAB-Doku) ((en))

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Jones, Melanie, Gerry Makepeace & Victoria Wass (2018): The UK gender pay gap 1997-2015. What is the role of the public sector? In: Industrial relations, Jg. 57, H. 2, S. 296-319. DOI:10.1111/irel.12208

Abstract

"The Labour Force Survey is used to examine the influence of sector on the UK gender pay gap 1997 - 2015. The assessment is twofold: first comparing gender pay gaps within sectors and second through identifying the contribution of the concentration of women in the public sector to the overall gender pay gap. The long-term narrowing of the gender pay gap, which predominately reflects relative improvements in women's productivity-related characteristics, is found to stall in 2010 within each sector. This is considered in the context of claims that public sector austerity represents a critical turning point in progress toward gender equality at work." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Kaboth, Arthur & Martin Brussig (2018): Alterserwerbsbeteiligung in Europa auch in Zeiten der Finanz- und Wirtschaftskrise im Aufschwung? (Altersübergangs-Report / Institut Arbeit und Qualifikation (IAQ), Universität Duisburg-Essen 2018-01), Duisburg, 18 S. DOI:10.17185/duepublico/48256

Abstract

"In nahezu allen 28 Mitgliedsstaaten der Europäischen Union ist die Erwerbsbeteiligung Älterer von 2005 bis 2016 gestiegen. Trotz dieses praktisch universellen Trends, gibt es erhebliche Unterschiede innerhalb der EU. Die europäischen Beschäftigungsziele von 2010 wurden auch im Jahr 2016 teilweise nicht erreicht.
Große Unterschiede in der Alterserwerbsbeteiligung zeigen sich vor allem zwischen Männern und Frauen. In der Regel sind die Erwerbstätigenquoten der Männer höher als die der Frauen. Die stärkeren Zuwächse sind allerdings auf Seiten der Frauen zu beobachten.
Der Abstand der Erwerbstätigenquoten zwischen jüngeren und älteren Erwerbstätigen - die Alterslücke - wird kleiner. Auch dies ist in nahezu allen Ländern vorzufinden. Die Alterslücken von Männern und Frauen unterscheiden sich in den meisten Ländern der EU nicht wesentlich voneinander. Vor allem die stärkere Erwerbsintegration älterer Frauen lässt die Alterslücke kleiner werden.
Geringqualifizierte (Ältere) sind in den meisten europäischen Ländern benachteiligt, wenngleich in unterschiedlichem Ausmaß. Es zeigt sich eine starke Streuung innerhalb der EU bei dieser Personengruppe. Mit steigender Qualifikation sinkt hingegen die Alterslücke. Höhere Bildungsabschlüsse erhöhen die Erwerbschancen auch für Ältere.
Die Alterslücke ist nahezu überall in Europa gesunken, auch in Ländern mit langanhaltender rückläufiger wirtschaftlicher Entwicklung. Im Vergleich zu früheren Rezessionen ist die relativ stabile Alterserwerbsbeteiligung in Europa ein Novum, denn in der Vergangenheit wurden bei hoher Arbeitslosigkeit Ältere vielfach vom Arbeitsmarkt verdrängt." (Autorenreferat, IAB-Doku)

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Keller, Wolfgang & Hâle Utar (2018): Globalization, gender, and the family. (NBER working paper 25247), Cambrige, Mass., 96 S. DOI:10.3386/w25247

Abstract

"This paper shows that globalization has far-reaching implications for the economy's fertility rate and family structure because they influence work-life balance. Employing population register data on new births, marriages, and divorces together with employer-employee linked data for Denmark, we show that lower labor market opportunities due to Chinese import competition lead to a shift towards family, with more parental leave taking and higher fertility as well as more marriages and fewer divorces. This pro-family, pro-child shift is driven largely by women, not men. Correspondingly, the negative earnings implications of the rising import competition are concentrated on women, and gender earnings inequality increases. We show that the choice of market versus family is a major determinant of worker adjustment costs to labor market shocks. While older workers respond to the shock rather similarly whether female or not, for young workers the fertility response takes away the adjustment advantage they typically have - if the worker is a woman. We find that the female biological clock - women have difficulties to conceive beyond their early forties - is central for the gender differential, rather than the composition of jobs and workplaces, as well as other potential causes." (Author's abstract, IAB-Doku) ((en))

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Klammer, Ute (2018): Gender und Erwerbsverlauf im Licht der Beschäftigungs- und Sozialpolitikstrategien der EU. In: E. M. Hohnerlein, S. Hennion & O. Kaufmann (Hrsg.) (2018): Erwerbsverlauf und sozialer Schutz in Europa, S. 33-48. DOI:10.1007/978-3-662-56033-4_4

Abstract

"Der Beitrag beschäftigt sich mit den unterschiedlichen Erwerbsverläufen von Frauen und Männern vor dem Hintergrund des gesellschaftlichen Wandels und untersucht die Beschäftigungs- und Sozialpolitikstrategien der EU im Hinblick auf ihren möglichen Beitrag zur Gleichstellung der Geschlechter. Im Rahmen eines konzeptionellen Modells werden Einflussfaktoren auf geschlechtsspezifische Erwerbsmuster über den Lebensverlauf identifiziert und ihr Zusammenwirken beleuchtet. Im Zentrum steht anschließend die Analyse verschiedener beschäftigungs- und sozialpolitischer Initiativen der EU unter Gleichstellungsaspekten. Es wird deutlich, dass die EU zwar ein früher Impulsgeber und Wegbereiter für die Gleichstellung der Geschlechter war, dass Geschlechter- und Gleichstellungsfragen aber im Laufe der Zeit - und verstärkt im Kontext der Finanzkrise - an Gewicht verloren bzw. eine stark ökonomisch motivierte Engführung mit dem Ziel einer möglichst umfassenden Erwerbsintegration von Frauen erfahren haben." (Verlagsangaben, IAB-Doku)

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Kolpashnikova, Kamila (2018): American househusbands: New time use evidence of gender display, 2003-2016. In: Social indicators research, Jg. 140, H. 3, S. 1259-1277. DOI:10.1007/s11205-017-1813-z

Abstract

"The traditional gendered division of household labor, where women did the bulk of all domestic labor, is eroding. The literature on housework, however, does not discuss the ways how to test for the non-traditional gender performances. Using the American Time Use Survey (2003-2016), the present study fills in this research gap and re-tests the relationship between relative earnings and the performance of housework. The analysis of women's time spent on domestic work shows that the traditional gender display explanation still applies to women's participation in routine tasks such as cooking and cleaning. Thus, breadwinning wives display gender neutralizing behavior and 'do' gender. On the other hand, American men show non-normative gender behavior in cooking and cleaning, but not in maintenance, where they still 'do' gender. This paper unveils a persistent traditional gender performance of women in housework and a new pattern for men's involvement in indoor routine housework." (Author's abstract, © Springer-Verlag) ((en))

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Lenkewitz, Sven & Katja Möhring (2018): Work-Life-Balance und Arbeitsbedingungen von wissenschaftlichen Mitarbeiterinnen und Mitarbeitern in Deutschland. In: Zeitschrift für Sozialreform, Jg. 64, H. 2, S. 163-185. DOI:10.1515/zsr-2018-0010

Abstract

"Die Arbeitsbedingungen von wissenschaftlichen Mitarbeiterinnen und Mitarbeitern in Deutschland sind durch eine ambivalente Mischung aus hoher Autonomie und interessanten Arbeitsinhalten einerseits, unsicheren Arbeitsverhältnissen und unklaren Karriereaussichten andererseits geprägt. Wir analysieren die Einflussfaktoren der work-life balance in dieser Gruppe und beziehen sowohl den Konflikt von Arbeit und Privatleben (work-life conflict) als auch die wechselseitige Bereicherung (work-life enrichment) ein. Für die empirischen Analysen verwenden wir Daten einer Onlinebefragung von 96 wissenschaftlichen Mitarbeiterinnen und Mitarbeitern in den Sozial- und Wirtschaftswissenschaften einer deutschen Universität aus dem Jahr 2015. Mit linearen Regressionsanalysen untersuchen wir, wie Arbeitsbedingungen und -ressourcen work-life conflict und work-life enrichment beeinflussen. Zentrales Ergebnis unserer Analyse ist, dass insbesondere befristete Verträge und Wochenendarbeit den work-life conflict erhöhen. Eine gute Arbeitsatmosphäre im Team trägt hingegen zu einer Bereicherung des Privatlebens bei." (Autorenreferat, © De Gruyter)

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Lurie, Lilach (2018): Unions and unequal pay. The establishment of the "family wage". In: International Labour Review, Jg. 157, H. 1, S. 153-167. DOI:10.1111/ilr.12015

Abstract

"Equal pay laws in many OECD countries establish the right of men and women to equal pay for work of equal value. Nevertheless, during the first half of the 20th century, before the enactment of equal pay laws, employers and unions in several countries promoted unequal pay through 'family wage' arrangements. This article seeks to improve understanding of the historical and sociological origins of 'family wage' arrangements through both comparative research and in-depth historical archival research on family wage arrangements in Israel. It shows that unions played a complex role in promoting family wage arrangements. While their action refected their patriarchal understanding of society, they were also guided by socialist principles." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Möhring, Katja & Andreas Weiland (2018): Ausgleich oder Verschärfung von Einkommensrisiken? Lebensläufe und Alterseinkommen in Deutschland aus der Paarperspektive. In: Zeitschrift für Sozialreform, Jg. 64, H. 4, S. 463-493. DOI:10.1515/zsr-2018-0023

Abstract

"Wir analysieren Erwerbs- und Einkommensbiografien von Paaren mittels einer Multichannel-Sequenzmusteranalyse, um Rückschlüsse auf das Alterseinkommen von Frauen in Deutschland und Ausgleichsprozesse im Haushaltskontext abzuleiten. Datengrundlage ist eine Verknüpfung der administrativen Daten der gesetzlichen Rentenversicherung mit dem 'Survey of Health, Ageing and Retirement in Europe', die Biografieinformationen west- und ostdeutscher Personen der Geburtskohorten 1927 bis 1965 (N = 2.292) enthält. Wir identifizieren acht Paarverlaufsmuster, die sich in ihrer Nähe zu einem männlichen Alleinverdiener- oder einem Zweiverdienermodell unterscheiden. Während Frauen von kontinuierlicher Erwerbstätigkeit und kurzen Erziehungsunterbrechungen in Hinblick auf ihr Individual- und Haushaltseinkommen substanziell profitieren, stellen Biografien mit Erwerbsausstieg ein Armutsrisiko auf Haushaltsebene dar, das im Alter nur durch stark überdurchschnittliche Partnereinkommen ausgeglichen werden kann." (Autorenreferat, © De Gruyter)

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Nolan, Anne & Alan Barrett (2018): Working beyond 65 in Ireland. (IZA discussion paper 11664), Bonn, 30 S.

Abstract

"Extending working lives is often proposed as one route through which the costs associated with population ageing can be managed. In that context, understanding who currently works for longer can help policymakers to design policies to facilitate longer working. In particular, it is important to know if longer working is a choice or a necessity, where necessity arises from a lack of pension income. In this paper, we use data from the first four waves of the Irish Longitudinal Study of Ageing (TILDA), covering the period 2010-2016, to examine patterns of labour force participation among men and women aged 65+. We find that a lack of pension income is an important determinant of later-life working and that this applies for both men and women. Although older women are significantly less likely to work than older men, we find few differences in the pattern of determinants of longer working among older men and women. However, while women are significantly less likely to work than men, this effect is stronger among married women compared to single women. This suggests that older women without immediate access to family-provided financial support may need to work to support themselves. This adds to the picture of later life work being a necessity as opposed to a choice. However, an alternative explanation is that older married women may also have caring responsibilities that reduce their labour force participation." (Author's abstract, IAB-Doku) ((en))

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Reid, Erin M. (2018): Straying from breadwinning: Status and money in men's interpretations of their wives' work arrangements. In: Gender, work & organization, Jg. 25, H. 6, S. 718-733. DOI:10.1111/gwao.12265

Abstract

"The male breadwinner identity is culturally associated with career success for men, particularly in the professions, but today, few married men's lives easily map onto this identity. This study analyses interviews with 42 married men employed in US offices of a consulting firm to examine first, how men construct their identities as spouses in relation to their wives' work arrangements and second, how men navigate straying from the male breadwinner identity. While some men interpreted their wives' work in ways that supported personal claims on the breadwinner identity, others did so in ways that supported a more egalitarian identity, labelled here breadsharer. These groups differed in how they interpreted the social status and financial value of their wives' work, as well as in how they approached their own careers. Breadsharers were aware they strayed from the expected breadwinner identity and crafted alternative claims on status. These findings advance theory on gender, work, family and masculinity." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Richiardi, Matteo, Brian Nolan & Lane Kenworthy (2018): The US labour force participation debacle. Learning from the contrast with Britain. (ISER working paper 2018-12), Colchester, 48 S.

Abstract

"This paper uses the marked divergence in labour force participation trends between the US and the UK to probe underlying drivers and implications for recent US poor performance. Contrary to a common US narrative, our comparative perspective suggests that the relative decline in US labour force participation is not confined to the (white) male population: the divergence in female participation rate is even more pronounced. We also do not find evidence that the poor US performance is linked to some structural changes brought about by the financial crisis; instead, it is a more pervasive, longer-run phenomenon. Our multivariate analysis seeks to disentangle age, cohort, and period effects, and shows that the US is particularly ill-equipped to deal with the looming ageing of the Baby Boom generation. An Oaxaca decomposition shows that the relative decline of US participation rates with respect to the UK is roughly equally attributable to characteristics, which have become less favourable over time, and the impact of those characteristics, which have become more adverse to participation." (Author's abstract, IAB-Doku) ((en))

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Ruby, Sophie & Sylka Scholz (2018): Care, care work and the struggle for a careful world from the perspective of the sociology of masculinities. In: Österreichische Zeitschrift für Soziologie, Jg. 43, H. 1, S. 73-83. DOI:10.1007/s11614-018-0284-z

Abstract

"Das Thema Fürsorge und Fürsorgearbeit wird in der feministischen Forschung sowohl theoretisch als auch empirisch oftmals mit dem weiblichen Geschlecht verbunden. In unserem Beitrag beschäftigen wir uns mit dem Aspekt, dass im Gegensatz zur feministischen Theorie in der Männlichkeitstheorie Care und Carework noch stark untertheoretisiert sind. So stellt zum Beispiel Vaterschaft und Care im Konzept der hegemonialen Männlichkeit weitgehend eine Leerstelle dar. Herausgearbeitet werden soll, in welcher Hinsicht Männer und die Konstruktion von Männlichkeiten von den aktuellen Umstrukturierungsprozessen vom Fordismus zum Postfordismus betroffen sind. Caring Masculinities gelten in der europäischen Männlichkeitspolitik als zentraler Weg zur Entwicklung nicht-dominanter Männlichkeiten. Erörtert wird, inwieweit es ein brauchbares theoretisches Konstrukt für die Forschung in diesem Feld sein kann." (Autorenreferat, © Springer-Verlag)

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Sundsbø, Astrid Ouahyb (2018): Parenting support in Europe's North. How is it understood and evaluated in research? In: Social policy and society, Jg. 17, H. 3, S. 431-441. DOI:10.1017/S1474746418000027

Abstract

"Parenting support in the Nordic countries builds upon a century-long tradition of controls and services run by municipalities and county councils (Hagelund, 2008; Danielsen and Mühleisen, 2009; Lundqvist, 2015). However, with the introduction of structured parental guidance programmes from the 1990s onward (mainly based on research insights and experiences from the US and UK), new elements have been added to the former policy legacy (Lundqvist, 2015)." (Text excerpt, IAB-Doku) ((en))

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Torre, Margarita (2018): Stopgappers? The occupational trajectories of men in female-dominated occupations. In: Work and occupations, Jg. 45, H. 3, S. 283-312. DOI:10.1177/0730888418780433

Abstract

"This study examines the determinants of men's exit from female-dominated occupations. Using census data and the National Longitudinal Survey of Youth data set, the author analyzes the job history of men employed in the United States between 1979 and 2006. Supporting the theoretical model, evidence indicates a group of stopgappers - men entering female-dominated occupations and leaving soon after their entry, thereby contributing to the perpetuation of segregation in female settings. By identifying the stopgapper occupational trajectory, this article contributes to the development of a comprehensive theory accounting for the way structural inequality is reproduced." (Author's abstract, IAB-Doku) ((en))

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Tyrowicz, Joanna, Lucas van der Velde & Irene van Staveren (2018): Does age exacerbate the gender-wage gap? New method and evidence from Germany, 1984-2014. In: Feminist economics, Jg. 24, H. 4, S. 108-130. DOI:10.1080/13545701.2018.1503418

Abstract

"Given theoretical premises, the gender-wage gap adjusted for individual characteristics is likely to vary according to age. This study adapts John DiNardo, Nicole M. Fortin, and Thomas Lemieux's (1996) semi-parametric technique to disentangle year, cohort, and age effects in adjusted gender-wage gaps. The study relies on a long panel of data from the German Socio-Economic Panel (SOEP) covering 1984-2015. The results indicate that, in Germany, the gender-wage gap increases over a birth cohort's lifetime, including in the post-reproductive age for some birth cohorts. The results suggest that age and gender are overlapping handicaps in the labor market and call for a policy intervention." (Author's abstract, IAB-Doku) ((en))

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Töpfer, Marina (2018): The age pay gap and labor market heterogeneity. A new empirical approach using data for Italy. (Universität Erlangen, Nürnberg, Lehrstuhl für Arbeitsmarkt- und Regionalpolitik. Diskussionspapiere 105), Erlangen, 25 S.

Abstract

"Dieser Beitrag untersucht das Lohndifferenzial zwischenälteren (55-64) und erwachsenen (34-54) Arbeitsmarktteilnehmern entlang der Lohnverteilung anhand italienischer Mikrodaten 2005-2016. Die Lohngleichung basiert auf einem 'three-way fixed effects' Modell. Der Beitrag betrachtet die um (beobachtbare und nicht-beobachtbare) Arbeitsmarktheterogenität korrigierte Lohnlücke. Das Lohndifferenzial wird mit OLS und unbedingter Quantilsregression geschätzt. Die drei fixen Effekte (individuell, job- und industriespezifisch) werden mit Hilfe einer Partitionierungsmethode geschätzt. Die Analyse entlang der Lohnverteilung zeigt substanzielle Unterschiede in dem Lohndifferenzial an verschiedenen Quantilen. Dabei ist die Lohnlücke am oberen Ende der Lohnverteilung besonders ausgeprägt. Der Beitrag zeigt, dass individuelle Heterogenität der Hauptverursacher der Lohnlücke ist und die korrigierte Lohnlücke gegen Null geht." (Autorenreferat, IAB-Doku)

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Wang, Jing, Morley Gunderson & David Wicks (2018): The earnings effect of sexual orientation. British evidence from worker-firm matched data. In: BJIR, Jg. 56, H. 4, S. 744-769. DOI:10.1111/bjir.12304

Abstract

"Using the British Workplace Employment Relations Study (WERS) with its preferred self-identified measure of sexual orientation as well as its organizational-level variables, we find that gay men earn about the same as heterosexual men and lesbians earn significantly more than heterosexual women. Working in an organization with a diversity and equity management (DEM) policy generally has a positive effect on the earnings of gay men and lesbians, especially if they are single. Implications for theories of diversity management, discrimination and market versus household production are discussed." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Wilkens, Mathijn, Jorge Cabrita, Jean-Marie Jungblut & Robert Anderson (2018): Striking a balance: Reconciling work and life in the EU. Working conditions. (Eurofound research report / European Foundation for the Improvement of Living and Working Conditions), Dublin, IV, 70 S. DOI:10.2806/560184

Abstract

"How to combine work with life is a fundamental issue for many people, an issue that policymakers, social partners, businesses and individuals are seeking to resolve. Simultaneously, new challenges and solutions are transforming the interface between work and life: an ageing population, technological change, higher employment rates and fewer weekly working hours. This report aims to examine the reciprocal relationship between work and life for people in the EU, the circumstances in which they struggle to reconcile the two domains, and what is most important for them in terms of their work - life balance. The report draws on a range of data sources, in particular the European Working Conditions Survey (EWCS) and the European Quality of Life Survey (EQLS)." (Author's abstract, IAB-Doku) ((en))

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Wiswall, Matthew & Basit Zafar (2018): Preference for the workplace, investment in human capital, and gender. In: The Quarterly Journal of Economics, Jg. 133, H. 1, S. 457-507. DOI:10.1093/qje/qjx035

Abstract

"We use a hypothetical choice methodology to estimate preferences for workplace attributes from a sample of high-ability undergraduates attending a highly selective university. We estimate that women on average have a higher willingness to pay (WTP) for jobs with greater work flexibility and job stability, and men have a higher WTP for jobs with higher earnings growth. These job preferences relate to college major choices and to actual job choices reported in a follow-up survey four years after graduation. The gender differences in preferences explain at least a quarter of the early career gender wage gap." (Author's abstract, IAB-Doku) ((en))

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Bundesministerium für Bildung und Forschung (2018): Vereinbarkeit von Ausbildung und Familie - Entwicklung betrieblicher Teilzeitausbildung. Antwort der Bundesregierung auf die Kleine Anfrage der Abgeordneten und der Fraktion DIE LINKE (Drucksache 19/412). (Verhandlungen des Deutschen Bundestages. Drucksachen 19/683 (06.02.2018)), 22 S.

Abstract

"Ausgeschriebene und unbesetzte Teilzeitausbildungsstellen, Nachfrage, Abschluss von Ausbildungsverträgen in Voll- und Teilzeit, Wirksamkeit der 11 Modellprojekte des BMBF, Förderung für Alleinerziehende, Branchen und Berufe mit den meisten Teilzeitplätzen, Angebot im öffentlichen Dienst, Alleinerziehende im SGB-II-Bezug ohne abgeschlossene Berufsausbildung, Anträge von Azubis in betrieblicher Ausbildung auf SGB II-Leistungen bzw. auf Wechsel in Teilzeit, zahlr. weitere Einzelfragen zur Teilzeitausbildung, gesetzgeberischer Handlungsbedarf betr. Rechtsanspruch, Akzeptanzförderung (insgesamt 24 Einzelfragen)" (Dokumentations- und Informationssystem Bundestag und Bundesrat - DIP)

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Europäische Kommission. Generaldirektion Justiz und Verbraucher (2018): Report on equality between women and men in the EU 2018. (Report on equality between women and men), Brüssel, 70 S. DOI:10.2838/168837

Abstract

"The Commission is marking International Women's Day with the release of its 2018 report on equality between men and women, as well as a presentation of a report on women in tech. We are not there yet.
The Commission has acted to trigger change. It put forward a proposal to improve the work-life balance of working families, an Action plan to tackle the gender pay gap and called to put an end to violence against women through funding and awareness-raising actions.
The 2018 gender equality report shows that progress has stalled in certain areas: women still take on the majority of caring responsibilities in families, the gender pay gap has stagnated at 16% for years and violence against women remains a problem." (Author's abstract, IAB-Doku) ((en))

Abstract

"While digital technologies offer leapfrog opportunities and help empower women, gender-based digital exclusion remains widespread and has many causes. The report Bridging the Digital Divide: Include, Upskill, Innovate is an effort by the OECD, working with the G20, that aims to provide policy directions for consideration by all governments. It analyses a range of drivers at the root of the digital gender divide in order to draw attention to critical areas for policy action." (Author's abstract, IAB-Doku) ((en))

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Bičáková, Alena (2017): A note on selection and gender unemployment gaps. In: Journal of labor research, Jg. 38, H. 4, S. 428-438. DOI:10.1007/s12122-017-9257-4

Abstract

"Previous research has documented the impact of positive selection into employment on the ranking of countries by gender wage gaps. This note focuses on the impact of selection into labor force on cross-country differences in gender unemployment gaps. We construct the Manski bounds for the selection-free gender unemployment gaps in 26 EU countries and show that - without additional assumptions - the observed gender unemployment gaps carry little information about the selection-free gender differences in unemployment. Contrary to the common assumption of positive selection into labor force (similar to positive selection into employment documented in the gender wage gap research), we also point at an example of negative-selection bias. We show that labor force withdrawal of mothers on job-protected family leaves may lead to an overestimation of the selection-free gender unemployment gaps by as much as 1 p.p." (Author's abstract, © Springer-Verlag) ((en))