Gender und Arbeitsmarkt
Die IAB-Infoplattform "Gender und Arbeitsmarkt" bietet wissenschaftliche und politiknahe Veröffentlichungen zu den Themen Erwerbsbeteiligung von Frauen und Männern, Müttern und Vätern, Berufsrückkehrenden, Betreuung/Pflege und Arbeitsteilung in der Familie, Work-Life-Management, Determinanten der Erwerbsbeteiligung, geschlechtsspezifische Lohnunterschiede, familien- und steuerpolitische Regelungen sowie Arbeitsmarktpolitik für Frauen und Männer.
Zurück zur Übersicht- Erwerbsbeteiligung von Frauen
- Erwerbsbeteiligung von Männern
- Kinderbetreuung und Pflege
- Berufliche Geschlechtersegregation
- Berufsrückkehrende – Wiedereinstieg in den Arbeitsmarkt
- Dual-Career-Couples
- Work-Life
- Geschlechtsspezifische Lohnunterschiede
- Familienpolitische Rahmenbedingungen
- Aktive/aktivierende Arbeitsmarktpolitik
- Arbeitslosigkeit und passive Arbeitsmarktpolitik
- geografischer Bezug
-
Literaturhinweis
The gender pay gap—What's the problem represented to be? Analyzing the discourses of Estonian employers, employees, and state officials on pay equality (2024)
Zitatform
Aavik, Kadri, Pille Ubakivi-Hadachi, Maaris Raudsepp & Triin Roosalu (2024): The gender pay gap—What's the problem represented to be? Analyzing the discourses of Estonian employers, employees, and state officials on pay equality. In: Gender, work & organization, Jg. 31, H. 1, S. 171-191. DOI:10.1111/gwao.13061
Abstract
"The gender pay gap (GPG) remains significant in most countries and is a key indicator of gender inequality in society. Qualitative research on the GPG is scarce, yet, qualitative perspectives on the GPG are valuable as the ways in which the GPG is understood and talked about shape actions to tackle it. This article focuses on how the GPG is represented in the context of work and organizations, inspired by the “What's the Problem Represented to be?” approach, developed by Carol Bacchi. The analysis draws on qualitative data—63 interviews with employers, employees, and state officials—collected in Estonia which exhibits one of the largest GPGs in the European Union. Five dominant representations of the GPG were identified: the GPG as (a) consciously produced by employers, (b) different pay for the same work, (c) unmeasurable due to “unique” and “incomparable” jobs and workers, (d) produced by women's failure to ask for fair pay, and (e) impossible for employers to reduce because of market forces. Collectively, these representations render the GPG inevitable, downplaying its emergence as a result of specific gendered social practices. This has implications for the employers' and the state's willingness and strategies to reduce the GPG." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
-
Literaturhinweis
An analysis of the gender layoff gap implied by a gender gap in wage bargaining (2024)
Zitatform
Abrahams, Scott (2024): An analysis of the gender layoff gap implied by a gender gap in wage bargaining. In: Economics Letters, Jg. 234. DOI:10.1016/j.econlet.2023.111505
Abstract
"The assumption that wage bargaining power is greater for men than for women yields a novel, mechanical implication regarding the gender wage gap: there should also be a gender layoff gap. If women with the same marginal product of labor as men exercise less bargaining power and consequently earn lower wages, then female workers should on average be more profitable for a firm. When conditions reduce labor demand, the firm should therefore prefer to lay off its male workers first. I show that this is consistent with the data for the United States from 1982–2019. A calibration exercise based on the gender gap in layoff rates suggests that the female bargaining share has risen from 14% lower to 6% lower than the male share over time." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
-
Literaturhinweis
Jobcenter-Betreuung von Alleinerziehenden im Vergleich zu Eltern in Paarbedarfsgemeinschaften (2024)
Artmann, Elisabeth;Zitatform
Artmann, Elisabeth (2024): Jobcenter-Betreuung von Alleinerziehenden im Vergleich zu Eltern in Paarbedarfsgemeinschaften. (IAB-Forschungsbericht 03/2024), Nürnberg, 44 S. DOI:10.48720/IAB.FB.2403
Abstract
"Alleinerziehende müssen die Doppelbelastung bewältigen, ohne Unterstützung eines Partners im Haushalt für den Familienunterhalt und die Kinderbetreuung zu sorgen, weshalb sie als Bevölkerungsgruppe mit besonderem sozialpolitischen Unterstützungsbedarf gelten. Rund ein Drittel der Alleinerziehenden-Haushalte mit minderjährigen Kindern war im Jahr 2022 auf Grundsicherungsleistungen angewiesen, während nur 6,3 Prozent der Paarhaushalte mit minderjährigen Kindern Leistungen bezog. Der vorliegende Forschungsbericht untersucht deshalb anhand von Befragungsdaten des Panels „Arbeitsmarkt und soziale Sicherung” für die Jahre 2008 bis 2021 deskriptiv, wie alleinerziehende Mütter im Vergleich zu Müttern und Vätern in Paarbedarfsgemeinschaften von den Jobcentern betreut werden, welche Förder- und Beratungsangebote sie erhalten und wie sie die Jobcenter-Betreuung bewerten. Dabei werden ausschließlich Erziehende im Grundsicherungsbezug betrachtet, die nicht sozialversicherungspflichtig beschäftigt sind. Ein Vergleich dieser Elterngruppen zeigt zunächst, dass Alleinerziehende im Durchschnitt weniger und ältere Kinder haben als Eltern in Paar-BGs. Zudem hat ein hoher Anteil aller drei Elterngruppen keinen Berufsabschluss, wobei dieser Anteil bei den Alleinerziehenden aber etwas geringer ist als bei den Eltern in Paarhaushalten. In der Regel sind Grundsicherungsbeziehende zur Arbeitssuche verpflichtet, um ihren Leistungsbezug zu reduzieren oder zu beenden. Allerdings gibt es mehrere Ausnahmen von dieser Pflicht. Alleinerziehende sind ihren eigenen Angaben nach insgesamt signifikant häufiger zur Arbeitssuche verpflichtet als Mütter in Paarhaushalten, aber seltener als Väter. Eine wichtige Rolle spielt hier das Alter des jüngsten Kindes, denn die Jobcenter-Betreuung Alleinerziehender ähnelt der der Mütter in Paarhaushalten, wenn ein Kleinkind zu betreuen ist, aber der der Väter, wenn das jüngste Kind mindestens drei bis fünf Jahre alt ist. Im Beobachtungszeitraum ist der Anteil der Personen, der zur Arbeitssuche verpflichtet ist, in allen Elterngruppen rückläufig, was an der sich verändernden Zusammensetzung der Gruppe der Leistungsbeziehenden liegen könnte. In den bis 2020 erhobenen Befragungswellen haben nur wenige Eltern keinen Kontakt zum Jobcenter und die Mehrheit der Eltern mit Verpflichtung zur Arbeitssuche wird vom Jobcenter beschäftigungsorientiert beraten. In der im Jahr 2021 erhobenen Welle zeigen sich die Auswirkungen der Covid-19-Pandemie, denn der Anteil der Personen ohne Kontakt zum Jobcenter steigt bei allen Elterngruppen sprunghaft an und ein geringerer Anteil der Leistungsbeziehenden wird ausführlich beraten. Liegt nach eigenen Angaben der befragten Personen eine Befreiung von der Suchverpflichtung vor, so gibt die Mehrheit der Mütter als Grund Kinderbetreuungspflichten an. Bei Vätern in Paarhaushalten sind die häufigsten Freistellungsgründe hingegen gesundheitliche Probleme und Ausbildung. Betrachtet man die Förderangebote, die Jobcenter-Mitarbeitende den arbeitsuchenden Leistungsbeziehenden unterbreiten, zeigt sich, dass Alleinerziehende insgesamt ähnlich und zum Teil sogar intensiver gefördert werden als Eltern in Paarbedarfsgemeinschaften. So werden ihnen im Vergleich zu Müttern in Paarbedarfsgemeinschaften signifikant häufiger eine sozialversicherungspflichtige Stelle oder Ausbildung sowie Aktivierungs- oder Vermittlungsgutscheine angeboten; im Vergleich zu Vätern wird ihnen öfter ein Minijob angeboten. Vätern werden hingegen häufiger Weiterbildungen, Umschulungen und Integrations- oder Deutschkurse angeboten als (alleinerziehenden) Müttern, wobei dies zum Teil am höheren (Sprach-)Förderbedarf der Väter liegen könnte. Jobcenter-Mitarbeitende können Leistungsbeziehende auch an externe Beratungsstellen verweisen, wenn dies für die Erwerbsintegration erforderlich ist. Von den drei betrachteten Beratungsarten besteht der größte Bedarf an einer gesundheitlichen Begutachtung zur Eignungsfeststellung und an einer Schuldnerberatung, während der Bedarf an Suchtberatungen niedrig ist. Bei allen Elterngruppen, vor allem aber bei den Vätern, ist der ungedeckte Bedarf an den entsprechenden Beratungen jedoch etwas höher als der gedeckte Bedarf. Die Betreuung durch die Jobcenter-Mitarbeitenden des Vermittlungsbereichs wird von allen drei Elterngruppen insgesamt als eher vertrauensvoll und kooperativ bewertet. Die befragten Eltern haben allerdings eher nicht den Eindruck, dass ihnen geholfen wird, eine neue Perspektive zu entwickeln und stimmen auch eher nicht der Aussage zu, dass mit ihnen ausführliche Gespräche zur Verbesserung ihrer Arbeitsmarktchancen geführt werden. (Alleinerziehende) Mütter weisen hier signifikant niedrigere Zustimmungswerte auf als Väter, was auch daran liegen könnte, dass sie öfter von der Suchverpflichtung befreit sind." (Autorenreferat, IAB-Doku)
Beteiligte aus dem IAB
Artmann, Elisabeth; -
Literaturhinweis
Decomposing gender wage gaps: a family economics perspective (2024)
Averkamp, Dorothée; Bredemeier, Christian; Juessen, Falko;Zitatform
Averkamp, Dorothée, Christian Bredemeier & Falko Juessen (2024): Decomposing gender wage gaps: a family economics perspective. In: The Scandinavian Journal of Economics, Jg. 126, H. 1, S. 3-37. DOI:10.1111/sjoe.12542
Abstract
"We propose a simple way to embed family-economics arguments for pay differences between genders into standard decomposition techniques. To account appropriately for the role of the family in the determination of wages, one has to compare men and women with similar own characteristics – and with similar partners. In US survey data, we find that our extended decomposition explains considerably more of the wage gap than a standard approach, in line with our theory that highlights the role of career prioritization in dual-earner couples." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
-
Literaturhinweis
Is part-time employment a temporary 'stepping stone' or a lasting 'mommy track'? Legislation and mothers' transition to full-time employment in Germany (2024)
Zitatform
Brehm, Uta & Nadja Milewski (2024): Is part-time employment a temporary 'stepping stone' or a lasting 'mommy track'? Legislation and mothers' transition to full-time employment in Germany. In: Journal of European Social Policy online erschienen am 30.01.2024, S. 1-16. DOI:10.1177/09589287231224607
Abstract
"Research on reconciling family and employment debates if maternal part-time employment works as ‘stepping stone’ to full-time employment or as gateway to a long-term ‘mommy track’. We analyze how mothers’ transition from part-time to full-time employment is shaped by changing reconciliation legislations and how this is moderated by reconciliation-relevant factors like individual behaviors and macro conditions. We extend the literature on work–family reconciliation by investigating mothers’ employment behavior after the birth of their last child, i.e., after the family formative phase. We draw upon Germany with its considerable regional and historical heterogeneity. Using event history methods on SOEP-data, we observe mothers who (re)enter part-time employment (i.e., up to 30 weekly working hours) after their last childbirth. Results suggest that the impact of reconciliation legislations depends on the moderation by other factors. Recent reconciliation-friendly legislations may have contributed to the polarization of maternal employment patterns: more and less employment-oriented mothers diverge sooner after childbirth than before. Legislations co-occur with increases both in childcare institutions and part-time culture, but their moderation effects compete. Hence, boosting part-time work as either a ‘stepping stone’ or a ‘mommy track’ requires a deep understanding of the mechanisms behind legislations as well as more explicit policy incentives." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Wie viel sollten Mütter und Väter arbeiten?: Idealvorstellungen variieren in und nach der Rushhour des Lebens (2024)
Zitatform
Bujard, Martin & Leonie Kleinschrot (2024): Wie viel sollten Mütter und Väter arbeiten? Idealvorstellungen variieren in und nach der Rushhour des Lebens. In: Bevölkerungsforschung aktuell H. 1, S. 3-9.
Abstract
"Der Artikel betrachtet die Rushhour des Lebens, die durch die Doppelbelastung aus Familien- und Erwerbsarbeit für Mütter und Väter insbesondere in der Lebensphase mit kleinen Kindern entsteht. Basierend auf Daten des familiendemografischen Panels FReDA wird gezeigt, dass die von den Befragten als ideal angesehene Erwerbsarbeitszeit für Mütter mit Kindern im Alter von 4 bis 18 Jahren deutlich höher ist als deren tatsächliche Arbeitszeit. Für Väter dagegen werden geringere Erwerbsarbeitszeiten als die tatsächlich von ihnen geleisteten als ideal angesehen, vor allem mit jungen Kindern. Die Studienergebnisse haben familienpolitische und arbeitsmarktbezogene Relevanz, auch vor dem Hintergrund des Arbeitskräftemangels. Mütter könnten durch Politik und Arbeitgebende eine stärkere Unterstützung bei der schrittweisen Erhöhung ihrer Arbeitszeit mit zunehmendem Alter der Kinder erfahren. Während für Väter in der Rushhour des Lebens die Realisierung einer vollzeitnahen Teilzeit hilfreich wäre." (Textauszug, IAB-Doku)
-
Literaturhinweis
Anhaltende berufliche Geschlechtersegregation: In Ost wie West arbeiten Frauen und Männer häufig in unterschiedlichen Berufen (2024)
Zitatform
Bächmann, Ann-Christin, Corinna Kleinert & Brigitte Schels (2024): Anhaltende berufliche Geschlechtersegregation: In Ost wie West arbeiten Frauen und Männer häufig in unterschiedlichen Berufen. (IAB-Kurzbericht 03/2024), Nürnberg, 8 S. DOI:10.48720/IAB.KB.2403
Abstract
"Trotz einer Annäherung der Arbeitsmärkte zeichnen sich Ost- und Westdeutschland bis heute durch markante Unterschiede in der Branchenstruktur sowie in der Erwerbsbeteiligung von Frauen aus. Vor diesem Hintergrund untersuchen die Autorinnen, ob und wie sich auch die berufliche Trennung von Frauen und Männern unterscheidet. Der Kurzbericht zeigt: Auf dem deutschen Arbeitsmarkt besteht die ausgeprägte berufliche Geschlechtersegregation fort – in Ost- wie in Westdeutschland. Im Untersuchungszeitraum zwischen 2012 und 2019 ist das Ausmaß der beruflichen Trennung von Frauen und Männern nur leicht zurückgegangen." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
-
Literaturhinweis
Day care availability and awareness of gendered economic risks: How they shape work and care norms (2024)
Zitatform
Büchau, Silke, Marie-Fleur Philipp, Pia S. Schober & C. Katharina Spieß (2024): Day care availability and awareness of gendered economic risks: How they shape work and care norms. In: Journal of European Social Policy, Jg. 34, H. 1, S. 53-68. DOI:10.1177/09589287231219215
Abstract
"Family policies not only provide money, time and infrastructure to families, but also convey normative assumptions about what is considered desirable or acceptable in paid work and family care. This study conceptualizes and empirically investigates how priming respondents with brief media report-like information on existing day care policy entitlements and economic consequences of maternal employment interruptions may change personal normative judgements about parental work–care arrangements. Furthermore, we analyze whether these effects differ between groups of respondents assumed to vary in their degree of affectedness by the information as well as previous knowledge. The theoretical framework builds on the concept of normative policy feedback effects combined with social norm theory and human cognition theories. The study is based on a fully randomized survey experiment combined with a vignette experiment in Wave 12 of the German Family Panel (pairfam). It applies linear and ordinal logistic regressions with cluster-robust standard errors to a sample of 5,783 respondents. Our results suggest that priming respondents with information on day care policy and long-term economic risks of maternal employment interruptions increases acceptance of intensive day care use across the full sample and especially for mothers with children below school entry age. It further increases support for longer maternal hours spent in paid work among childless women and mothers with school-aged children. Norms regarding paternal working hours are largely unaffected by the information given in this survey experiment." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
What Firms Do: Gender Inequality in Linked Employer-Employee Data (2024)
Zitatform
Casarico, Alessandra & Salvatore Lattanzio (2024): What Firms Do: Gender Inequality in Linked Employer-Employee Data. In: Journal of labor economics, Jg. 42, H. 2, S. 325-355. DOI:10.1086/723177
Abstract
"We study the extent to which employer heterogeneity affects gender gaps in earnings across the distribution, over time, and over the life cycle, accounting for cohort effects. Using a linked employer-employee dataset for Italy, we show that the gender gap in firm pay premia explains 34 percent of the mean gender pay gap, mainly due to between-firm components. Within-firm differences are more important at the top of the distribution, and have become more relevant over time. Gender differences in mobility towards firms with higher pay premia and within-firm gender inequality partly explain the gender gap in firm pay premia" (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
How Work Hour Variability Matters for Work-to-Family Conflict (2024)
Zitatform
Cho, Hyojin, Susan J. Lambert, Emily Ellis & Julia R. Henly (2024): How Work Hour Variability Matters for Work-to-Family Conflict. In: Work, Employment and Society online erschienen am 09.01.2024, S. 1-25. DOI:10.1177/09500170231218191
Abstract
"Variable work hours are an understudied source of work-to-family conflict (WFC). We examine the relationships between the magnitude and direction of work hour variability and WFC and whether work hour control and schedule predictability moderate these relationships. We estimate a series of linear regressions using the 2016 US General Social Survey, examining women and men workers separately and together. Findings indicate that as the magnitude of work hour variability increases, so does WFC, controlling for the usual number of hours worked. Work hour control helps to protect workers, especially women, from WFC when work hour variability is high and hours surge. Although schedule predictability tempers the relationship between work hour variability and WFC, its potency diminishes as variability increases. Our study emphasizes the potential benefit to workers and families of government policies and employer practices that promote work hour stability, schedule predictability, and equity in employee work hour control." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Gender inequalities in unpaid public work: Retention, stratification and segmentation in the volunteer leadership of charities in England and Wales (2024)
Zitatform
Clifford, David (2024): Gender inequalities in unpaid public work: Retention, stratification and segmentation in the volunteer leadership of charities in England and Wales. In: The British journal of sociology, Jg. 75, H. 2, S. 143-167. DOI:10.1111/1468-4446.13070
Abstract
"While gender inequalities in employment (paid public work) and domestic and reproductive labor (unpaid private work) are a prominent focus within the sociological literature, gender inequalities in volunteering (unpaid public work) have received much less scholarly attention. We analyze a unique longitudinal dataset of volunteer leaders, that follows through time every individual to have served as a board member (trustee) for a charity in England and Wales between 2010 and 2023, to make three foundational contributions to our understanding of gender inequalities in unpaid public work. First, the salience of vertical gender stratification and horizontal gender segmentation in trusteeship shows that gendered inequalities in work extend to public work in general—encompassing unpaid public work, and not only paid public work. In terms of gender segmentation, we find that women are over‐represented as trustees in a small number of fields of charitable activity but under‐represented across the majority of fields. In terms of gender stratification, we find that women are under‐represented on the boards of the largest charities; under‐represented as chairs of trustee boards; and particularly under‐represented as chairs of the largest charities. Second, the dynamics underlying gendered differences in unpaid public work, which show higher rates of resignation for women trustees, resonate with research on paid employment which emphasises the importance of attrition to an understanding of how gendered inequalities in work are reproduced. This means that increasing the retention of women, not only the recruitment of women, becomes central to the policy agenda. Third, we show that there has been a decline in gender stratification and gender segmentation in trusteeship since 2010. This decline over time in gendered inequalities in unpaid public work provides an interesting counterpoint to influential research documenting a ‘stall’ in the reduction of gendered inequalities in paid employment." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
-
Literaturhinweis
Der Equal Pay Day unter der Lupe: Die Lohnlücke zwischen Männern und Frauen unterscheidet sich je nach Region erheblich (2024)
Zitatform
Collischon, Matthias & Florian Zimmermann (2024): Der Equal Pay Day unter der Lupe: Die Lohnlücke zwischen Männern und Frauen unterscheidet sich je nach Region erheblich. In: IAB-Forum H. 04.03.2024. DOI:10.48720/IAB.FOO.20240304.01
Abstract
"Am 6. März ist der deutsche Equal Pay Day. Er zeigt an, wie viele Tage Frauen im Durchschnitt zusätzlich arbeiten müssten, um das durchschnittliche Gehalt von Männern zu erreichen. Bei genauerer Betrachtung werden jedoch erhebliche regionale Unterschiede deutlich. So wäre der Equal Pay Day in Sachsen-Anhalt rechnerisch bereits am 13. Januar gewesen, in Baden-Württemberg wäre er jedoch erst am 8. April." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
- c. IAB-Kurzbericht 04/2024: Räumliche Mobilität der Beschäftigten in Deutschland: Frauen pendeln kürzer als Männer
- a. Aktuelle Daten und Indikatoren: Regionale Unterschiede im Gender Pay Gap in Deutschland 2022
- IAB-Forum-Interview: Regionaler Gender Pay Gap: Die Branchenstruktur vor Ort macht den Unterschied
-
Literaturhinweis
Gender Quotas, Board Diversity and Spillover Effects. Evidence from Italian Banks (2024)
Del Prete, Silvia; Tonello, Marco; Papini, Giulio;Zitatform
Del Prete, Silvia, Giulio Papini & Marco Tonello (2024): Gender Quotas, Board Diversity and Spillover Effects. Evidence from Italian Banks. (GLO discussion paper / Global Labor Organization 1368), Essen, 48 S.
Abstract
"We study the impact of a law, which required the increase of the proportion of women on boards of listed companies to at least one third. We look at its impact on listed banks, but also test whether it led to spillovers into non-listed banks belonging to listed groups or along other board diversity dimensions. Using administrative data, we compare diversity measures of boards of listed and non-listed banks in listed groups with those in non-listed groups, before and after the introduction of the law, in a difference-in-differences specifi- cation. We find that the imposition of the gender quota only changed the composition of the boards of listed banks, with no effect on their economic performance, nor spillovers on other non-listed banks in listed groups. The law enhanced diversity of boards of listed banks, also along individual characteristics other than gender." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Goldin's Last Chapter on the Gender Pay Gap: An Exploratory Analysis Using Italian Data (2024)
Zitatform
Destefanis, Sergio, Fernanda Mazzotta & Lavinia Parisi (2024): Goldin's Last Chapter on the Gender Pay Gap: An Exploratory Analysis Using Italian Data. In: Work, Employment and Society, Jg. 38, H. 2, S. 549-572. DOI:10.1177/09500170221143724
Abstract
"This article explores the application to Italy of Goldin’s hypothesis that the unexplained gender pay gap is crucially linked to firms’ incentive to disproportionately reward individuals who work long and particular hours. The study draws mainly on Italian responses to the 2014 European Structure of Earnings Survey for data on earnings and the individual characteristics of employees and their employer, but also uses data from the Occupational Information Network and the Italian Sample Survey on Professions to measure characteristics reflecting the work context within occupations. For graduate and non-graduate workers, the results reveal a positive relationship between various measures of the unexplained gender pay gap and the elasticity of earnings with respect to work hours. For graduate workers, in accordance with Goldin’s hypothesis, both these variables are correlated with the occupational characteristics that impose earnings penalties on workers seeking more workplace flexibility." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Role (in-)congruity and the Catch 22 for female executives: how stereotyping contributes to the gender pay gap at top executive level (2024)
Zitatform
Diederich, Sarah, Anja Iseke, Kerstin Pull & Martin Schneider (2024): Role (in-)congruity and the Catch 22 for female executives: how stereotyping contributes to the gender pay gap at top executive level. In: The International Journal of Human Resource Management, Jg. 35, H. 7, S. 1283-1311. DOI:10.1080/09585192.2023.2273331
Abstract
"We examine to what extent the gender pay gap at top executive level is linked to gender stereotypes, i.e. to societal beliefs about the attributes women and men possess and the roles they ought to perform. We theorize that, even at the highest hierarchical level of an organization, executive functions are gender stereotyped: some (such as IT) are considered typically ‘masculine’, while others (such as human resources) are considered typically ‘feminine’. We argue gender stereotyping at the executive level to be related to pay such that masculine functions are paid more than feminine ones. Referring to role congruity theory, we further argue that women are paid better when they hold less masculine and therefore more role congruous functions. We find supportive evidence for both predictions when studying large European companies across the years 2014 to 2018. Pay data for 353 executives were linked to results of a survey in which participants were asked to rate the masculinity of the areas of responsibility of different executive functions. We find an empirical pattern that reflects a Catch 22 situation in which women executives appear unable to increase their pay by switching to more masculine functions that are, on average, better paid." (Author's abstract, IAB-Doku, © Taylor & Francis) ((en))
-
Literaturhinweis
Male and female selection effects on gender wage gaps in three countries (2024)
Elass, Kenza;Zitatform
Elass, Kenza (2024): Male and female selection effects on gender wage gaps in three countries. In: Labour Economics, Jg. 87. DOI:10.1016/j.labeco.2024.102506
Abstract
"A vast literature on gender wage gaps has examined the importance of selection into employment. However, most analyses have focused only on female labor force participation and gaps at the median. The Great Recession questions this approach because of the major shift in male employment that it implied. This paper uses the methodology proposed by Arellano and Bonhomme (2017) to estimate a quantile selection model over the period 2007–2018. Using a tax and benefit microsimulation model, I compute an instrument capturing both male and female decisions to participate in the labor market: the potential out-of-work income. Since my instrument is crucially determined by the welfare state, I consider three countries with notably different benefit systems – the UK, France and Finland. My results imply different selection patterns across countries and a sizeable male selection in France and the UK. Correction for selection bias lowers the gender wage gap and reveals a substantial glass ceiling with different magnitudes. Findings suggest that disparities between these countries are driven by occupational segregation and public spending on families." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
-
Literaturhinweis
Converging mothers’ employment trajectories between East and West Germany? A focus on the 2008-childcare-reform (2024)
Zitatform
Fauser, Sophia, Emanuela Struffolino & Asaf Levanon (2024): Converging mothers’ employment trajectories between East and West Germany? A focus on the 2008-childcare-reform. (SocArXiv papers), 24 S. DOI:10.31235/osf.io/kcgpm
Abstract
"Looking at a period of childcare expansion, we investigate East-West differences in employment trajectories around first childbirth in Germany over time to identify potential convergence. During Germany’s division (1945-1990), universal public childcare and female full-time employment were the norm in East Germany, while the male breadwinner model was dominant in the West. Even several years after reunification, East-West differences in women’s labor force behavior persist, although they are declining. In 2008, a widespread reform targeted the expansion of childcare availability to facilitate mother’s employment. We use sequence analysis methods to investigate East-West differences in mother’s employment trajectories around childbirth, comparing pre- (1990-2007) and post-reform (2008-2021) years. Using data from the German Socio-Economic Panel (1990-2021), the analysis comprises 355 East and 976 West German first-time mothers. Before the reform, employment trajectories between East and West German mothers differed in terms of timing and duration of employment states. After the reform, these differences decreased. Further analysis shows a convergence in the prevalence of post-birth part-time employment, nonetheless longer maternity leave is still more prevalent for West German and full-time employment for East German mothers. Employment trajectories of East and West German mothers have converged over the years. While childcare expansion might be contributing to this development, we still observe important East-West differences, especially regarding post-birth full-time employment." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
(Un)deserving of work-life balance? A cross country investigation of people's attitudes towards work-life balance arrangements for parents and childfree employees (2024)
Zitatform
Filippi, Silvia, Mara Yerkes, Michèlle Bal, Bryn Hummel & John de Wit (2024): (Un)deserving of work-life balance? A cross country investigation of people's attitudes towards work-life balance arrangements for parents and childfree employees. In: Community, work & family, Jg. 27, H. 1, S. 116-134. DOI:10.1080/13668803.2022.2099247
Abstract
"Work-life balance (WLB) represents a fundamental part of people’s well-being and is a key policy priority at national and organizational levels in many industrialized countries. Yet a significant gap exists in our understanding of employees’ ability to use WLB arrangements, particularly employees without children. We address this gap by exploring the perceived deservingness of childfree employees to use WLB arrangements in Italy and the Netherlands. Using a 2 × 2 experimental design, we study the perceived deservingness of childfree people to use organisational work-life balance arrangements compared to parents, with a particular focus on gender and country differences. We further investigate the attribution of priority to make use of work-life balance arrangements across these same groups. While we find no significant differences in perceptions of deservingness, the results do show significant differences in who is considered to need priority in using WLB arrangements in the workplace. Respondents attribute greater priority to female employees with children than female employees without children. The attribution of priority for male employees does not differ between parents and childfree employees. This interaction effect was only found in the Italian sample. We discuss the implications of our results for our understanding of work-life balance policy supports." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Unterschiede in den Jahresverdiensten zwischen Männern und Frauen: Der Gender Pay Gap wurde in der Coronakrise kleiner - außer bei niedrigen Verdiensten (2024)
Zitatform
Fitzenberger, Bernd, Anna Houštecká & Alexander Patt (2024): Unterschiede in den Jahresverdiensten zwischen Männern und Frauen: Der Gender Pay Gap wurde in der Coronakrise kleiner - außer bei niedrigen Verdiensten. (IAB-Kurzbericht 01/2024), Nürnberg, 8 S. DOI:10.48720/IAB.KB.2401
Abstract
"Die Geschlechterunterschiede in den Jahresverdiensten (Gender Pay Gap) spiegeln Unterschiede sowohl im Stundenlohn als auch in der Arbeitszeit und der Beschäftigungswahrscheinlichkeit wider. Je nach Verdienstniveau vor der Coronakrise waren Männer und Frauen von der Krise unterschiedlich betroffen: Während die Frauen mit mittleren und hohen Jahresverdiensten im Vergleich zu den Männern zwischen 2019 und 2021 aufholten, erfuhren die Frauen mit den niedrigsten Verdiensten deutlich stärkere Verluste als die Männer. In dem Kurzbericht wird untersucht, wie sich die Coronakrise auf die Jahresverdienste der Frauen und Männer insgesamt ausgewirkt hat und wie sich der Gender Pay Gap je nach Höhe der Verdienste und nach Beschäftigungsform (Vollzeit, Teilzeit, Minijob) entwickelt hat. Außerdem werden Übergangsraten zwischen den verschiedenen Beschäftigungsformen betrachtet." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
- Veränderung des Gender Pay Gaps über die Verdienstverteilung hinweg getrennt nach Beschäftigten in Vollzeit, Teilzeit und Minijobs
- Veränderung der Jahresverdienste nach Dezilen und Geschlecht
- Veränderung des Gender Pay Gaps über die Verdienstverteilung hinweg
- Veränderung der Verbleibsrate in Vollzeit- und Teilzeitbeschäftigung über zwei Jahre
- Veränderung der Übergangsrate von Vollzeit- und Teilzeitbeschäftigten in Nichtbeschäftigung über zwei Jahre
-
Literaturhinweis
Gender equality and economic growth: Past progress and future potential (2024)
Fluchtmann, Jonas; Keese, Mark; Adema, Willem;Zitatform
Fluchtmann, Jonas, Mark Keese & Willem Adema (2024): Gender equality and economic growth: Past progress and future potential. (OECD social, employment and migration working papers 304), Paris, 45 S. DOI:10.1787/fb0a0a93-en
Abstract
"Despite women's increased participation in the labor market significantly contributing to past economic growth, persistent gender gaps across OECD labor markets hinder full realization of the potential gains of women's economic participation. This paper analyses the economic implications of these gaps and evaluates the potential for future growth through greater gender equality in labor market outcomes. Utilising two methodological frameworks, the paper first employs growth accounting to measure the contribution of women's employment to past economic growth. The paper then uses a simplified version of the OECD Long-Term Model in conjunction with projections on future labor force dynamics to estimate the impact of greater gender equality on the labor market. These analyses provide insight into the potentially significant economic benefits of closing persistent gender gaps across OECD countries." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Regionale Unterschiede im Gender Pay Gap in Deutschland 2022 (2024)
Zitatform
Fuchs, Michaela, Anja Rossen & Antje Weyh (2024): Regionale Unterschiede im Gender Pay Gap in Deutschland 2022. (Institut für Arbeitsmarkt- und Berufsforschung. Aktuelle Daten und Indikatoren), Nürnberg, 18 S.
Abstract
"Dass Frauen in Deutschland weniger verdienen als Männer, gilt gemeinhin als bekannt. Die nationale Betrachtung verdeckt jedoch große Unterschiede zwischen den einzelnen Regionen. Im Folgenden zeigen wir diese regionalen Unterschiede im so genannten Gender Pay Gap (GPG) auf. Datengrundlage bildet hierbei der nominale Lohn (brutto), den sozialversicherungspflichtig Vollzeitbeschäftigte zum Stichtag 30.06.2022 in einer bestimmten Region verdient haben. Dass Frauen häufiger in Teilzeit arbeiten als Männer, ist also für diese Kennziffer irrelevant." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
-
Literaturhinweis
How many gaps are there? Investigating the regional dimension of the gender commuting gap (2024)
Zitatform
Fuchs, Michaela, Ramona Jost & Antje Weyh (2024): How many gaps are there? Investigating the regional dimension of the gender commuting gap. In: Papers in Regional Science online erschienen am 29.02.2024. DOI:10.1016/j.pirs.2024.100005
Abstract
"This paper investigates the gender gap in commuting by differentiating between the place of residence and work in urban and rural regions. Using administrative geo-referenced data for Germany and applying decomposition techniques, we provide evidence for a triple gap in commuting to the disadvantage of women. Apart from the overall gap, the regional disaggregation uncovers a further gap among workers commuting between rather than within regions, with the highest gap among commuters between rural regions. Occupational segregation and establishment size are the most relevant factors for explaining the gender commuting gaps." (Author's abstract, IAB-Doku, © Elsevier) ((en))
-
Literaturhinweis
Pay transparency intervention and the gender pay gap: Evidence from research-intensive universities in the UK (2024)
Zitatform
Gamage, Danula K., Georgios Kavetsos, Sushanta Mallick & Almudena Sevilla (2024): Pay transparency intervention and the gender pay gap: Evidence from research-intensive universities in the UK. In: BJIR, Jg. 62, H. 2, S. 293-318. DOI:10.1111/bjir.12778
Abstract
"This study investigates the impact of a pay transparency intervention in reducing the gender pay gap in the UK university sector. Introduced in 2007, the initiative enabled public access to average annual earnings disaggregated by gender in UK universities. We use a detailed matched employee-employer administrative dataset that follows individuals over time, allowing us to adopt a quasi-experimental approach based on event studies around the intervention. We find that the earnings of female academics increased by around 0.62 percentage points compared to their male counterparts as the control group, whose earnings remained constant after the pay transparency intervention, reducing the gender pay gap by 4.37 per cent. Further evidence suggests that the main mechanism for the fall in the pay gap is driven by female employees negotiating higher wages, particularly among senior female academics." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
-
Literaturhinweis
Effects of Parental Workplace Discrimination on Sickness Presenteeism (2024)
Zitatform
Gerich, Joachim & Martina Beham-Rabanser (2024): Effects of Parental Workplace Discrimination on Sickness Presenteeism. In: Social Sciences, Jg. 13, H. 1. DOI:10.3390/socsci13010070
Abstract
"This paper analyzes the association between experienced and observed parental workplace discrimination and sickness presenteeism. Following stress theoretical approaches and reactance theory, we expected that both experienced and observed parental discrimination of others at the workplace would lead to a reactance behavior and could increase sickness presenteeism, especially in those individuals who deny arguments of justification. Based on survey data from employees aged between 20 and 45 years (n = 347), we confirmed experienced discrimination as a double risk factor that goes along with increased sickness, as well as an increased sickness presence propensity. Although observed discrimination against others was unrelated to sickness, it was similarly associated with increased presenteeism. For respondents with their own children, the association between experienced discrimination and presenteeism was amplified in those who disagree with economic justifications of discrimination. The relationship between presenteeism and observed discrimination in childless respondents was amplified in those who appraise discrimination as unfair. In accordance with a stress theoretical approach, we confirm negative health effects of parental discrimination. In accordance with reactance theory, it is concluded that discrimination encourages workers’ presenteeism in the sense of a self-endangering behavior to counter inappropriate stereotypes held against them." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Ausbau der Pflegeversicherung könnte Gender Care Gap in Deutschland reduzieren (2024)
Zitatform
Geyer, Johannes, Peter Haan & Mia Teschner (2024): Ausbau der Pflegeversicherung könnte Gender Care Gap in Deutschland reduzieren. In: DIW-Wochenbericht, Jg. 91, H. 7, S. 95-104. DOI:10.18723/diw_wb:2024-7-1
Abstract
"In vielen europäischen Ländern zeigen sich erhebliche geschlechtsspezifische Unterschiede in der informellen Pflege von Angehörigen: Frauen pflegen Familienmitglieder wesentlich öfter als Männer. Der Unterschied in der Pflege zwischen den Geschlechtern, der Gender Care Gap, variiert stark zwischen den europäischen Ländern. Deutschland befindet sich im Mittelfeld. Dieser Wochenbericht analysiert länderübergreifend, welche institutionellen, gesellschaftlichen und arbeitsmarktspezifischen Faktoren in einem Zusammenhang mit dem Gender Care Gap in der Pflege stehen. Die Ergebnisse zeigen, dass der Gender Care Gap in Ländern kleiner ist, in denen mehr für das formelle Pflegesystem ausgegeben wird. Auch zeigen die Ergebnisse, dass in Ländern mit einer generell größeren Geschlechterungleichheit und einer stärkeren Ungleichheit in der Erwerbsbeteiligung zwischen Männern und Frauen tendenziell auch der Gender Care Gap größer ist. Die Ergebnisse unterstreichen damit, dass die Geschlechterungleichheiten in der informellen Pflege mit Ausgaben im Gesundheitswesen, dem Pflegesystem und der Struktur des Arbeitsmarktes zusammenhängen. Um den Gender Care Gap zu reduzieren, sollten die Ausgaben für formelle Pflege erhöht werden, um pflegende Angehörige zu entlasten und die Qualität von Pflege in Einrichtungen zu erhöhen. Gleichzeitig sollte die Politik mit steuerlichen und familienpolitischen Anreizen die Erwerbsbeteiligung von Frauen stärken, damit sich die Erwerbs- und Sorgearbeit im Haushalt gleichmäßiger verteilt." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
Poor labour market prospects due to intensive caregiving? Childcare and eldercare among welfare recipients in Germany (2024)
Zitatform
Hamann, Silke & Gabriele Wydra-Somaggio (2024): Poor labour market prospects due to intensive caregiving? Childcare and eldercare among welfare recipients in Germany. In: International Journal of Social Welfare, Jg. 33, H. 1, S. 290-308., 2023-03-15. DOI:10.1111/ijsw.12601
Abstract
"Despite the favourable economic situation in Germany over the last decade, the number of welfare recipients (~5 million) remained at a persistently high level. One factor limiting individuals' abilities to exit welfare dependency into employment is informal care. This article analyses two aspects of informal care: childcare, considering the number of caregivers in a given family constellation, and the amount of time spent on eldercare. A panel of survey data with comprehensive information on welfare recipients is used. The waves from 2006 to 2017 are included. The results suggest that the chances of exiting welfare dependency for those in jobs covering needs are strongly impacted by the intensity of caregiving. Single parents, as well as welfare recipients who spend >10 h/wk on eldercare, especially persons providing both of these types of caregiving, have the lowest probabilities of leaving welfare dependency among all recipient groups." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
-
Literaturhinweis
When mothers do it all: gender-role norms, women's employment, and fertility intentions in post-industrial societies (2024)
Zitatform
Han, Sinn Won, Ohjae Gowen & Mary C. Brinton (2024): When mothers do it all: gender-role norms, women's employment, and fertility intentions in post-industrial societies. In: European Sociological Review, Jg. 40, H. 2, S. 309-325. DOI:10.1093/esr/jcad036
Abstract
"Post-industrial countries with high rates of female labour force participation have generally had low fertility rates, but recent studies demonstrate that this is no longer the case. This has generated increased attention to how greater gender equality in the private sphere of the household may contribute to a positive relationship between women’s employment rates and fertility. Building on recent scholarship demonstrating the multidimensionality of gender-role attitudes, we argue that conversely, the prevalence of a gender-role ideology that supports women’s employment but places greater priority on their role as caregivers may depress the higher-order fertility intentions of working mothers. Using data from 25 European countries, we find that this type of gender-role ideology (egalitarian familism) moderates the relationship between mothers’ full-time employment and their intention to have a second child. This holds even after accounting for key features of the policy environment that are likely to mitigate work–family conflict. The analysis suggests that conflicting normative expectations for women’s work and family roles tend to dampen working mothers’ second-order fertility intentions, independent of work–family reconciliation policies." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Baby Bumps in the Road: The Impact of Parenthood on Job Performance, Human Capital, and Career Advancement (2024)
Healy, Olivia; Heissel, Jennifer A.;Zitatform
Healy, Olivia & Jennifer A. Heissel (2024): Baby Bumps in the Road: The Impact of Parenthood on Job Performance, Human Capital, and Career Advancement. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16743), Bonn, 79 S.
Abstract
"This paper explores whether and why a maternal "child penalty" to earnings would emerge even without changes in employment and hours worked. Using a matched event study design, we trace monthly changes in determinants of wages (job performance, human capital accumulation, and promotions). Data come from a usefully unusual setting with required multiyear employment and detailed personnel data: the United States Marine Corps. Mothers' job performance initially declines, and gaps in promotion grow through 24 months postbirth. Fathers' physical fitness performance drops somewhat but recovers. These patterns lead mothers to earn relatively lower wages, even absent changes in employment postbirth." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Multidimensional work-nonwork balance: are balanced employees productive at work and satisfied with life? (2024)
Hildenbrand, Kristin; Topakas, Anna; Daher, Pascale; Gan, Xiaoyu;Zitatform
Hildenbrand, Kristin, Pascale Daher, Anna Topakas & Xiaoyu Gan (2024): Multidimensional work-nonwork balance: are balanced employees productive at work and satisfied with life? In: The International Journal of Human Resource Management, Jg. 35, H. 6, S. 1048-1087. DOI:10.1080/09585192.2023.2258335
Abstract
"Given ever increasing work and nonwork demands, achieving work-nonwork (WNW) balance is an important priority for many employees. Scholars have only recently settled on a definition of WNW balance as multidimensional and, as such, our understanding of its antecedents and outcomes is limited. Drawing on Conservation of Resources theory, we explore how organizations can support employees to achieve WNW balance and whether ‘balanced’ employees are more productive at work and satisfied with life. In detail, we hypothesize that the positive effect of supervisor WNW support (FSS) on employees’ life satisfaction and job performance is mediated by multidimensional WNW balance. We find, across two studies with two waves each, that only the dimension of WNW balance effectiveness and not the dimension of WNW balance satisfaction mediated the relationships between FSS, life satisfaction (Study 1 and 2) and self-rated job performance (Study 1). The relationship between FSS and supervisor-rated job performance (Study 2) was not mediated by either WNW balance dimension. As such, organizations can facilitate WNW balance through FSS, while ‘balanced’ employees seem indeed happier with their life and consider themselves to be better performing at work. We discuss the unexpected finding regarding the superior role of WNW balance effectiveness over WNW balance satisfaction for our outcomes in relation to the conceptualization of WNW balance as multidimensional and delineate important theoretical and practical implications." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Not just daycare: nordic mothers in research, development and innovation navigating work and childcare (2024)
Zitatform
Ikonen, Hanna-Mari, Minna Salminen-Karlsson & Gilda Seddighi (2024): Not just daycare: nordic mothers in research, development and innovation navigating work and childcare. In: Community, work & family, Jg. 27, H. 2, S. 208-224. DOI:10.1080/13668803.2022.2138739
Abstract
"Nordic welfare policies mitigate work–childcare reconciliation; however, they are not enough for mothers working in intensive work cultures. In addition, there are differences among the three Nordic states in both work–family policies and cultural norms as to how they should be used. In this article, we study the resources mothers who work in research, development and innovation (R&D&I) in Finland, Norway and Sweden rely on in their work–childcare reconciliation. Thematic analysis of interviews with 74 professionals resulted in identifying four main resources: father involvement, parental leave system and daycare, flexible working, and grandparent help and networks. Our analysis brings to view the blind spots in work and childcare reconciliation that Nordic care policies and flexible work schemes do not cover in the case of professional R&D&I mothers. We find that the role of fathers is overarching, as it regulates which of the other resources are used and how. We also argue that the role grandparents play as a resource is understudied." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
The Gender Gap in Earnings Losses After Job Displacement (2024)
Zitatform
Illing, Hannah, Johannes F. Schmieder & Simon Trenkle (2024): The Gender Gap in Earnings Losses After Job Displacement. In: Journal of the European Economic Association online erschienen am 13.03.2024, S. 1-41. DOI:10.1093/jeea/jvae019
Abstract
"We compare men and women who are displaced from similar jobs by applying an event study design combined with propensity score matching and reweighting to administrative data from Germany. After a mass layoff, women’ s earnings losses are about 35% higher than men’ s, with the gap persisting five years after displacement. This is partly explained by women taking up more part-time employment, but even women’ s full-time wage losses are almost 50% higher than men’ s. Parenthood magnifies the gender gap sharply. Finally, displaced women spend less time on job search and apply for lower-paid jobs, highlighting the importance of labor supply decisions." (Author's abstract, IAB-Doku, © Oxford Academic) ((en))
-
Literaturhinweis
Reducing maternal labor market detachment: A role for paid family leave (2024)
Zitatform
Jones, Kelly & Britni Wilcher (2024): Reducing maternal labor market detachment: A role for paid family leave. In: Labour Economics, Jg. 87. DOI:10.1016/j.labeco.2023.102478
Abstract
"More than one quarter of working women leave the labor force when they have a child. Half of these detachments last at least 10 years and as many as 20 percent last 17 years or more, shrinking the U.S. workforce. Access to paid family leave (PFL) offers many private benefits, but may also offer the public benefit of increasing women’s participation in the labor force. We rely on the implementation of PFL in California in 2004 to examine long-term impacts on women’s labor force participation. We find that, prior to implementation of paid leave, maternal labor market detachment is 25 percent following a birth; it attenuates over time to five percent but takes 14 years to reach that level, and remains significantly different from zero. We find that access to PFL at the time of a birth significantly increases labor market participation by more than five percentage points (21 percent) in the year of a birth; its impact attenuates over time but remains significantly different from zero as much as nine years later. Impacts are greatest among women with bachelor’s degrees, for whom PFL reduces maternal detachment by 12 percentage points (38 percent) in the year of a birth and continues to impact participation for eleven years after a birth. This suggests that PFL offers public benefits of increasing the skilled labor force." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
-
Literaturhinweis
Regionaler Gender Pay Gap: Die Branchenstruktur vor Ort macht den Unterschied (Interview) (2024)
Zitatform
Keitel, Christiane, Anja Rossen & Michaela Fuchs; Anja Rossen & Michaela Fuchs (sonst. bet. Pers.) (2024): Regionaler Gender Pay Gap: Die Branchenstruktur vor Ort macht den Unterschied (Interview). In: IAB-Forum H. 04.03.2024. DOI:10.48720/IAB.FOO.20240304.02
Abstract
"Dass Frauen in Deutschland im Schnitt deutlich weniger verdienen als Männer, ist den meisten Menschen bewusst. Die nationale Betrachtung verdeckt jedoch große Unterschiede zwischen den einzelnen Regionen. Anlässlich des deutschlandweiten Equal Pay Days, der 2024 auf den 6. März fällt, haben Regionalforscherinnen aus dem IAB einen Bericht vorgelegt, der den Gender Pay Gap auf regionaler Ebene aufzeigt. Die Redaktion des IAB-Forums hat dazu bei Michaela Fuchs und Anja Rossen nachgefragt.." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
Gender differences in wage expectations and negotiation (2024)
Kiessling, Lukas; Pinger, Pia; Seegers, Philipp; Bergerhoff, Jan;Zitatform
Kiessling, Lukas, Pia Pinger, Philipp Seegers & Jan Bergerhoff (2024): Gender differences in wage expectations and negotiation. In: Labour Economics, Jg. 87. DOI:10.1016/j.labeco.2024.102505
Abstract
"This paper presents evidence from a large-scale study on gender differences in expected wages before labor market entry. Based on data for over 15,000 students, we document a significant and large gender gap in wage expectations that resembles actual wage differences, prevails across subgroups, and along the entire distribution. Over the life-cycle this gap amounts to roughly half a million Euros. Our findings further suggest that expected wages relate to expected asking and reservation wages and that a difference in plans about ‘‘boldness’’ during prospective wage negotiations pertains to gender difference in expected and actual wages. Given the importance of wage expectations for labor market decisions, household bargaining, and wage setting, our results provide an explanation for persistent gender inequalities." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
-
Literaturhinweis
The effect of COVID-19 on the gender gap in remote work (2024)
Zitatform
Marcén, Miriam & Marina Morales (2024): The effect of COVID-19 on the gender gap in remote work. (GLO discussion paper / Global Labor Organization 1379), Essen, 55 S.
Abstract
"We examine changes in the gender gap in working from home (WFH) in response to the unanticipated first wave of the COVID-19 pandemic. Using data from the American Time Use Survey, we find a non-negligible widening of the gender gap with WFH being more prevalent among women than among men. Respondents' job traits played a significant role in the gender gap variations, those working in the private sector being the most affected. Young individuals, those more educated, and those living with a dependent person increased the gender gap more in terms of the proportion of time devoted to WFH. We further show evidence suggesting the mitigating effect of non-pharmaceutical interventions during the first wave of the pandemic, positively affecting the WFH tendency for men but not for women. Overall, the gender gap change proves robust to identification checks. In addition, the gender gap response has had a long-lasting impact on the gender gap." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
'I am different': a qualitative analysis of part-time working fathers' constructions of their experiences (2024)
Zitatform
Mercier, Eric, Amanda Le Couteur & Paul Delfabbro (2024): 'I am different': a qualitative analysis of part-time working fathers' constructions of their experiences. In: Community, work & family, Jg. 27, H. 1, S. 1-17. DOI:10.1080/13668803.2022.2045904
Abstract
"Although there has been an increasing interest in the notion of involved fatherhood, few studies have examined how fathers who work part-time and engage in child-rearing make sense of this experience. The present study explores how part-time working fathers positioned themselves in terms of their ‘at home’ and ‘at work’ identities. Thematic analysis was used to examine 30 interviewees’ accounts of their experiences. Three central themes were identified: (1) choosing to work part-time, (2) benefits of working part-time, and (3) contrasts with fathers as ‘breadwinners’. A common feature in all of these themes was interviewees’ flexible transition between traditional and non-traditional types of masculinity. The ways in which part-time working fathers positioned themselves as caring for children while maintaining attachment to more traditional types of masculinity are considered in terms of implications for theory and for fathers’ personal development. At a time where expectations of fathers engaged in child-rearing are increasing, the results of this study could be drawn on in the area of personal development to support men in forming new strategies around fathering practices." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Employment leave for early pregnancy endings: A biopolitical reproductive governance analysis in England and Wales (2024)
Middlemiss, Aimee Louise ; Davies, Julie ; Brewis, Joanna; Newton, Victoria Louise ; Boncori, Ilaria ;Zitatform
Middlemiss, Aimee Louise, Ilaria Boncori, Joanna Brewis, Julie Davies & Victoria Louise Newton (2024): Employment leave for early pregnancy endings: A biopolitical reproductive governance analysis in England and Wales. In: Gender, work & organization, Jg. 31, H. 1, S. 75-91. DOI:10.1111/gwao.13055
Abstract
"When a pregnancy ends in England and Wales, statutory time away from paid employment is limited to circumstances where there is a live birth or stillbirth. Forms of leave, such as Maternity Leave or Paternity Leave, depend on parental status derived from the civil registration of a new person or a post‐viability stillbirth. Other early pregnancy endings, such as miscarriage or abortion, do not provide specific time off work after pregnancy. This paper uses the concept of reproductive governance to analyze current and shifting biopolitical truth discourses, strategies of intervention, and modes of subjectification around post‐pregnancy leaves. It shows how different inclusions and exclusions are generated by the classificatory boundaries which act as political technologies in this field. Contributing to an area that is under‐researched in the literature, we provide a review of post‐pregnancy statutory employment leave entitlements in this context. We then consider proposals for change presented in the United Kingdom political system in relation to more inclusive leave benefits offered by some employers and different pregnancy ending leaves offered in other jurisdictions. We argue that current arrangements and proposals do not adequately reflect the complexity and diversity of pregnancy endings. We conclude with a call to policymakers in all contexts to carefully assess the consequences of new ideas around leaves for pregnancy endings and to formulate inclusive and fair proposals for change." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
-
Literaturhinweis
The Long Way to Gender Equality: Gender Pay Differences in Germany, 1871-2021 (2024)
Neef, Theresa;Zitatform
Neef, Theresa (2024): The Long Way to Gender Equality: Gender Pay Differences in Germany, 1871-2021. (Working paper / World Inequality Lab 04424,48), Paris, 54 S.
Abstract
"This paper provides the first time series of the gender earnings ratio for the full-time employed workforce in Germany since the 1870s and compares Germany's path with the Swedish and U.S. cases. The industrialization period yielded slow advances in economic gender relations due to women's delayed inclusion in the industrial workforce. The first half of the 20th century exhibited a marked leap. In Germany, the gender earnings ratio increased from 47% in 1913 to 58% in 1937. Similar increases are visible in Sweden and the United States. In all three countries, the interplay between increased women's education and increased returns to education due to the expanding white-collar sector fueled pay convergence. Yet in Germany, women's educational catch-up was slowed due to the dominance of on-the-job vocational training. German women's migration from low-paid agricultural work to higher-paid white-collar jobs was predominantly increasing the gender pay ratio. The postwar period brought diverging developments between Germany, Sweden and the United States due to different economic conditions and policy action." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
How Daycare Quality Shapes Norms around Daycare Use and Parental Employment: Experimental Evidence from Germany (2024)
Zitatform
Philipp, Marie-Fleur, Silke Büchau, Pia S. Schober, Viktoria Werner & C. Katharina Spieß (2024): How Daycare Quality Shapes Norms around Daycare Use and Parental Employment: Experimental Evidence from Germany. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16729), Bonn, 47 S.
Abstract
"Not only the quantity of formal daycare provision for young children, but also its quality has become an issue of political concern. This experimental study investigates how a hypothetical improvement in the quality of daycare facilities shapes normative judgements regarding daycare use and working hours norms for parents with young children in Germany. The analysis is framed using capability-based explanations combined with theoretical concepts of ideals of care and normative policy feedback theories. We draw on a factorial survey experiment implemented in 2019/2020 in the German Family Panel (pairfam) measuring underlying work-care norms for a couple with a 15-month-old child under different contextual conditions. Ordered logistic and linear multilevel regressions were conducted with 5,324 respondents. On average, high hypothetical daycare quality for young children leads respondents to recommend greater daycare use and longer working hours for mothers and fathers by about 1 hour per week. Respondents who hold more egalitarian gender beliefs, those with tertiary education, native Germans and parents tend to respond more strongly to higher daycare quality by increasing their support for full-daycare use. The results consistently point to the relevance of high quality for increasing the acceptance and subsequently take-up of formal daycare." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Where Are the Fathers? Effects of Earmarking Parental Leave for Fathers in France (2024)
Zitatform
Périvier, Hélène & Gregory Verdugo (2024): Where Are the Fathers? Effects of Earmarking Parental Leave for Fathers in France. In: ILR review, Jg. 77, H. 1, S. 88-118. DOI:10.1177/00197939231201570
Abstract
"Does providing nontransferable months of parental leave earmarked for fathers, as mandated by the European Union to its member countries since 2019, increase their participation? To answer that question, the authors investigate the consequences of a 2015 French reform that designated up to 12 months of paid leave for fathers while simultaneously reducing the maximum paid leave for mothers by the same number of months. Although the benefits were low, parental leave could be taken on a part-time basis, which can be more attractive to fathers. Using administrative data and comparing parents of children born before and after the reform, the authors find that in response to a 25 percentage point (pp) decline in mothers’ participation rate triggered by the reform, fathers’ participation increased by less than 1 pp, primarily through part-time leave. The reform increased mothers’ labor earnings, but it had no significant impact on fathers’ earnings. Overall, the substitutability of parental leave between parents appears to be low and, as a result, earmarking alone does not substantially increase fathers’ participation." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Why We Should Stop Trying to Fix Women: How Context Shapes and Constrains Women's Career Trajectories (2024)
Ryan, Michelle K.; Morgenroth, Thekla;Zitatform
Ryan, Michelle K. & Thekla Morgenroth (2024): Why We Should Stop Trying to Fix Women: How Context Shapes and Constrains Women's Career Trajectories. In: Annual Review of Psychology, Jg. 75, H. 1, S. 555-572. DOI:10.1146/annurev-psych-032620-030938
Abstract
"In this review we examine two classes of interventions designed to achieve workplace gender equality: ( a) those designed to boost motivations and ambition, such as those that aim to attract more women into roles where they are underrepresented; and ( b) those that try to provide women with needed abilities to achieve these positions. While such initiatives are generally well meaning, they tend to be based upon (and reinforce) stereotypes of what women lack. Such a deficit model leads to interventions that attempt to “fix” women rather than address the structural factors that are the root of gender inequalities. We provide a critical appraisal of the literature to establish an evidence base for why fixing women is unlikely to be successful. As an alternative, we focus on understanding how organizational context and culture maintain these inequalities by looking at how they shape and constrain ( a) women's motivations and ambitions, and ( b) the expression and interpretation of their skills and attributes. In doing so, we seek to shift the interventional focus from women themselves to the systems and structures in which they are embedded." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Navigating treacherous waters: Exploring the dual career experiences of European Research Council applicants (2024)
Zitatform
Schels, Brigitte, Sara Connolly, Stefan Fuchs, Channah Herschberg & Claartje Vinkenburg (2024): Navigating treacherous waters. Exploring the dual career experiences of European Research Council applicants. In: C. Gross & S. Jaksztat (Hrsg.) (2024): Career Paths Inside and Outside Academia (=Soziale Welt. Special Edition 26), S. 341-371, 2023-02-27. DOI:10.5771/9783748925590-341
Abstract
"Die Karrieren von Wissenschaftler_innen entwickeln sich nicht in einem sozialen Vakuum. Nach dem Konzept der „linked lives“ (Moen 2003) hat der Karriereverlauf eines Partners Auswirkungen auf die Karriere des anderen Partners. Wir untersuchen die Doppelkarrieren von Wissenschaftler_innen, die sich auf eine Förderung durch den European Research Council (ERC) beworben haben, auf Basis einer quantitativen Befragung und von qualitativen Interviews. Während das idealtypische Bild von Wissenschaftler_innen auf einem individualistischen Karrieremodell mit uneingeschränkter internationaler Mobilität und Karriereengagement beruht, zeigt sich quantitativ, dass die Mehrheit der Antragsteller_innen beim ERC erwerbstätige Partner_innen, häufig ebenfalls Wissenschaftler_innen, und Kinder haben. Das Gros der ERC-Antragsteller_innen mit berufstätigen Partner_innen bewertet, dass beide Karrieren in der Partnerschaft gleich wichtig sind. Bei den Antragstellerinnen ist der Anteil jedoch höher. Selbst wenn die eigene Karriere wichtiger erscheint, erleben die Wissenschaftler_innen die Koordination zweier Karrieren als nicht einfach. Dies gilt sowohl für ältere etablierte Wissenschaftler_innen als auch für Wissenschaftler_innen, die sich noch in der "Rushhour" des Lebens befinden. In den erlebten Erfahrungen der ERC-Antragsteller_innen zeigt sich, dass sie dem vorherrschenden Idealbild in der Wissenschaft entsprechen wollen, aber an Grenzen stoßen, insbesondere wenn Mobilitätsanforderungen durch fehlende Übertragbarkeit des Job der Partner_innen eingeschränkt ist. Vor diesem Hintergrund stellt sich die Frage, wie sie zwei Karrieren koordinieren, für sie immer wieder neu. Diese Anforderungen bestehen sowohl für Wissenschaftler als auch Wissenschaftlerinnen, aber einige der Konsequenzen – etwa bei wem die Kinder sind und wer vorrangig die Betreuung übernimmt – sind geschlechtsspezifisch. Wir ziehen Schlussfolgerungen zur Förderung dualer Karrieren in der Wissenschaft für Arbeitgeber_innen und Forschungsförderung." (Autorenreferat, IAB-Doku, © Nomos)
-
Literaturhinweis
Ship of Theseus: from ILO Standards to Outcome of Maternity Protection Policy (2024)
Zitatform
Son, Keonhi (2024): Ship of Theseus: from ILO Standards to Outcome of Maternity Protection Policy. In: Journal of Social Policy, Jg. 53, S. 189-217. DOI:10.1017/S0047279422000010
Abstract
"Previous research focuses on the question of whether international standards have prompted any improvement of labor and social standards by law or in practice. This paper complements the literature by showing that the way that international standards are translated and implemented at the national level matters as well. Using a novel historical database on paid maternity leave policies in 160 countries with a time series from 1883 to 2018, I document how informal sector workers in low- and middle-income countries (LMICs) fell by the wayside in the widespread adoption of the International Labour Organization (ILO) maternity protection standards. First, the analysis shows that while the adoption of the ILO Maternity Protection Conventions triggered the introduction and extension of maternity leave policies throughout the world, LMICs ignored the provision of social assistance benefits. Second, even when LMICs extended the coverage of maternity leave policies to the informal sector, the implementation constraints further hindered the access of women workers in the informal sector to maternity benefits." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Frauenanteil in Vorständen großer Unternehmen gestiegen, meist bleibt es aber bei höchstens einer Frau. (2024)
Zitatform
Sondergeld, Virginia, Katharina Wrohlich & Anja Kirsch (2024): Frauenanteil in Vorständen großer Unternehmen gestiegen, meist bleibt es aber bei höchstens einer Frau. In: DIW-Wochenbericht H. 3, S. 26-36. DOI:10.18723/diw_wb:2024-3-2
Abstract
"Im Managerinnen-Barometer des DIW Berlin werden seit dem Jahr 2006 die Frauenanteile in Vorständen und Geschäftsführungen (nachfolgend Vorstände) sowie in Aufsichts-, Verwaltungs- und Beiräten sowie Kuratorien (nachfolgend Aufsichtsräte) der größten Unternehmen in Deutschland dokumentiert. Zudem wird dargestellt, wie viele Frauen als Vorsitzende eines Vorstands beziehungsweise als Vorstandssprecherinnen (nachfolgend Vorstandsvorsitzende) sowie als Aufsichtsratsvorsitzende tätig sind. Diese Frauenanteile werden in diesem Bericht für die 200 – gemessen am Umsatz – größten Unternehmen in Deutschland,info für alle DAX-Unternehmen, alle Unternehmen mit Bundesbeteiligunginfo sowie für die 100 – gemessen an der Bilanzsumme – größten Bankeninfo und – nach Beitragseinnahmen – 60 größten Versicherungeninfo erfasst. Weiterhin werden die Frauenanteile in Vorständen und Aufsichtsräten auch gesondert für die von der Geschlechterquote für Aufsichtsräte sowie die von der Mindestbeteiligung für Vorstände betroffenen Unternehmeninfo berichtet. Zusammen genommen enthält das DIW Managerinnen-Barometer somit Informationen zu mehr als 500 Unternehmen in Deutschland. Die hier veröffentlichten Zahlen wurden vom 15. bis zum 27. November 2023 recherchiert. Die Angaben beruhen auf den Selbstdarstellungen der Unternehmen im Internet, den Geschäftsberichten des Jahres 2022, dem Beteiligungsbericht des Bundes für das Jahr 2022, dem Bundesanzeiger sowie auf Anfragen des DIW Berlin bei den Unternehmen." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
Intersections and Commonalities: Using Matching to Decompose Wage Gaps by Gender and Nativity in Germany (2024)
Zitatform
Sprengholz, Maximilian & Maik Hamjediers (2024): Intersections and Commonalities: Using Matching to Decompose Wage Gaps by Gender and Nativity in Germany. In: Work and occupations, Jg. 51, H. 2, S. 249-286. DOI:10.1177/07308884221141100
Abstract
"We investigate intersecting wage gaps by gender and nativity by comparing the wages between immigrant women, immigrant men, native women, and native men based on Western German survey data. Adding to the analytical diversity of the field, we do a full comparison of group wages to emphasize the relationality of privilege and disadvantage, and we use a nonparametric matching decomposition that is well suited to address unique group-specific experiences. We find that wage (dis)advantages associated with the dimensions of gender and nativity are nonadditive and result in distinct decomposition patterns for each pairwise comparison. After accounting for substantial group differences in work attachment, individual resources, and occupational segregation, unexplained wage gaps are generally small for comparisons between immigrant women, immigrant men, and native women, but large when either group is compared to native men. This finding suggests that the often presumed “double disadvantage” of immigrant women is rather a “double advantage” of native men." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Gender Pay Gap in the United Kingdom and in Germany(Video) (2024)
Zitatform
Winters, Jutta & Alan Manning; Alan Manning (sonst. bet. Pers.) (2024): Gender Pay Gap in the United Kingdom and in Germany(Video). In: IAB-Forum H. 08.03.2024 Nürnberg. DOI:10.48720/IAB.FOO.20240308.02
Abstract
"The 8th of March marks the annual International Women’s Day. Wages are an important factor in driving gender parity. In a video interview Professor Alan Manning talks about the gender pay gap between men and women in the United Kingdom and in Germany." (Author's abstract, IAB-Doku) ((en))
Beteiligte aus dem IAB
Winters, Jutta; -
Literaturhinweis
Does the provision of childcare reduce motherhood penalties in job-related training participation? Longitudinal evidence from Germany (2024)
Zitatform
Zoch, Gundula (2024): Does the provision of childcare reduce motherhood penalties in job-related training participation? Longitudinal evidence from Germany. In: Journal of European Social Policy, Jg. 34, H. 1, S. 69-84. DOI:10.1177/09589287231217199
Abstract
"Previous studies highlight gender differences in job-related training participation, particularly in countries with few family policies supporting maternal employment. This study examines whether higher levels of state-subsidized childcare provision are positively linked to mothers’ participation in job-related training. It combines individual-level data from the National Educational Panel Study for Germany (NEPS-SC6 adult cohort, N = 5504, 2008–20) with annual administrative records on county-level childcare coverage. Results from fixed effects models provide evidence that higher childcare levels reduce the negative impact of childbirth on mothers’ job-related training participation. Nevertheless, motherhood training penalties exist even in contexts with higher childcare coverage levels, especially in West Germany. The findings highlight the importance of supporting family policies to reduce motherhood training penalties and associated gender inequalities in the labour market." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Familie im Arbeitsumfeld: Fachkräftesicherung (2024)
Zitatform
Vereinigung der Bayerischen Wirtschaft (2024): Familie im Arbeitsumfeld. Fachkräftesicherung. (Position / vbw – Vereinigung der Bayerischen Wirtschaft e.V. Februar 2024), München, 19 S.
Abstract
"Familie und Arbeitswelt sind eng miteinander verbunden: Viele Mitarbeiter*innen betreuen ihre Kinder oder übernehmen bei Bedarf die Pflege von Angehörigen. Häufig besteht dabei der Wunsch, familiäre Aufgaben und berufliche Verpflichtungen zu vereinbaren. Arbeitgeber hingegen haben vor dem Hintergrund des Arbeitskräfte- und Fachkräftemangels ein noch größeres Interesse an Lösungen, die dem betrieblichen Bedarf und der familiären Situation ihrer Mitarbeiter*innen Rechnung tragen." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
Transition to fatherhood and adjustments in working hours: The importance of organizational policy feedback (2023)
Zitatform
Abendroth, Anja-Kristin & Laura Lükemann (2023): Transition to fatherhood and adjustments in working hours: The importance of organizational policy feedback. In: Journal of Family Research, Jg. 35, S. 535-552. DOI:10.20377/jfr-946
Abstract
"Objective: This study investigates whether the normalization of the use of the family-friendly workplace policy flexiplace in the organization affects men's adjustments in working hours following their transition to fatherhood. Background: Men's stable full-time employment after childbirth remains to be a barrier to the equal distribution of care and paid work. Recent research suggests that state family policies promoting dual-earner/dual-carer family models can involve new norm setting of active fatherhood, albeit so far with only modest consequences for fathers' working hours. Unclear is, however, whether family-friendly workplace policies, such as flexiplace, and involved organizational policy feedback are of complementary importance. Method: We estimated fixed-effects regression analyses on men's adjustments in actual and contracted hours after a transition to fatherhood. Analyses are based on linked employer-employee panel data (2012/13; 2014/15; 2018/19) from large German work organizations, considering a random sample of 1,687 men in 131 work organizations. Results: Findings revealed that the normalization of using flexiplace in the work organization was associated with a reduction in men's overall working hours as well as marginal adjustments in their contracted hours after transitioning to fatherhood. Conclusion: Although a normalization of flexiplace is more likely in demanding workplace contexts, men experience at least some leeway in adjusting extensive temporal investments to cater to private demands." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Coparenting and conflicts between work and family – between-within analysis of German mothers and fathers (2023)
Zitatform
Adams, Ayhan (2023): Coparenting and conflicts between work and family – between-within analysis of German mothers and fathers. (SocArXiv papers), 23 S. DOI:10.31235/osf.io/fgx7y
Abstract
"The presence of children exacerbates the compatibility of work and family. Working along similar lines in terms of parenting seems to be necessary to cope with these challenges, but only a few studies have focused on the relationship between coparenting and interrole conflicts. This study seeks to close this gap by investigating the interrelatedness between coparenting conflicts and work-to-family/family-to-work conflicts with a particular focus on gender differences. The quantitative analysis draws on longitudinal data from waves 6 to 10 of the German Family Panel (N = 858). Between-within regression models were conducted to investigate both inter- and intraindividual association of coparenting conflicts and work-to-family/family-to-work conflicts. The results revealed that the level of coparenting conflicts is significantly associated with the level of both work-to-family and family-to-work conflicts. Furthermore, changes in coparenting conflicts are associated with changes in family-to-work conflicts. Unexpectedly, the interaction between the level of coparenting conflicts and gender shows that the associations with interrole conflicts are stronger for fathers than for mothers. Thus, the study provides insights into the interrelatedness between the parental coparenting relationship and the compatibility of work, gender-specific associations, and differences between interindividual and intraindividual associations." (Author's abstract, IAB-Doku) ((en))
Aspekt auswählen:
- Erwerbsbeteiligung von Frauen
- Erwerbsbeteiligung von Männern
- Kinderbetreuung und Pflege
- Berufliche Geschlechtersegregation
- Berufsrückkehrende – Wiedereinstieg in den Arbeitsmarkt
- Dual-Career-Couples
- Work-Life
- Geschlechtsspezifische Lohnunterschiede
- Familienpolitische Rahmenbedingungen
- Aktive/aktivierende Arbeitsmarktpolitik
- Arbeitslosigkeit und passive Arbeitsmarktpolitik
- geografischer Bezug