Gender und Arbeitsmarkt
Das Themendossier "Gender und Arbeitsmarkt" bietet wissenschaftliche und politiknahe Veröffentlichungen zu den Themen Erwerbsbeteiligung von Frauen und Männern, Müttern und Vätern, Berufsrückkehrenden, Betreuung/Pflege und Arbeitsteilung in der Familie, Work-Life-Management, Determinanten der Erwerbsbeteiligung, geschlechtsspezifische Lohnunterschiede, familien- und steuerpolitische Regelungen sowie Arbeitsmarktpolitik für Frauen und Männer.
Mit dem Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
- Erwerbsbeteiligung von Frauen
- Erwerbsbeteiligung von Männern
- Kinderbetreuung und Pflege
- Berufliche Geschlechtersegregation
- Berufsrückkehr – Wiedereinstieg in den Arbeitsmarkt
- Dual-Career-Couples
- Work-Life
- Geschlechtsspezifische Lohnunterschiede
- Familienpolitische Rahmenbedingungen
- Aktive/aktivierende Arbeitsmarktpolitik
- Arbeitslosigkeit und passive Arbeitsmarktpolitik
- geografischer Bezug
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Literaturhinweis
Die Qual der Wahl? Soziale Strukturierungen der tariflichen Wahlmöglichkeit zwischen Zeit und Geld (2025)
Zitatform
Abendroth-Sohl, Anja, Ann-Christin Bächmann, Alexandra Mellies & Kevin Ruf (2025): Die Qual der Wahl? Soziale Strukturierungen der tariflichen Wahlmöglichkeit zwischen Zeit und Geld. In: WSI-Mitteilungen, Jg. 78, H. 1, S. 22-29., 2025-11-01. DOI:10.5771/0342-300X-2025-1-22
Abstract
"Immer mehr Beschäftigte sehen sich mit Vereinbarkeitskonflikten zwischen Privatem und Beruflichem konfrontiert. Entsprechend hat der Wunsch nach mehr Mitbestimmung in der Gestaltung der individuellen Arbeitszeit gesellschaftlich stark an Bedeutung gewonnen. Vor diesem Hintergrund haben einige Gewerkschaften eine tarifliche Wahloption durchgesetzt, die es Beschäftigten erlaubt, sich jährlich zwischen mehr Zeit oder mehr Geld zu entscheiden. Dieser Beitrag untersucht, inwieweit die Wahl von mehr Zeit anstelle von mehr Geld sozial strukturiert ist; er berücksichtigt dabei Unterschiede bei der Wahl von Zeit sowie die dahinterliegenden Motive zwischen Männern und Frauen mit und ohne Kinder unter 14 Jahren im Haushalt." (Autorenreferat, IAB-Doku, © Nomos)
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Literaturhinweis
Gender pay gap among non-executive directors in Spanish boards (2025)
Zitatform
Acero, Isabel & Nuria Alcalde (2025): Gender pay gap among non-executive directors in Spanish boards. In: Applied Economics, S. 1-13. DOI:10.1080/00036846.2025.2499209
Abstract
"This study focuses on the existence or not of a gender pay gap (GPG) among non-executive directors (NEDs) in Spanish boards. For this purpose, we used a sample covering 4,018 positions/year for NEDs in 57 Spanish listed firms over a 10-year period (2013–2022). The results obtained suggest that, controlling for individual characteristics of the directors, the type of position held as well as the features of the company and its corporate governance system, female NEDs receive approximately 11% less remuneration than their male counterparts. Therefore, our findings do not support the idea that female directors are a scarce resource that firms compete for and reward. The results also highlight the need to differentiate by categories of directors when analysing the GPG in the board. In fact, we find that the GPG is higher for proprietary directors (around 18%) than for independent directors (around 6%). In terms of practical implications, our results may be of interest to policy-makers who are considering gender equity policies to break the glass ceiling." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Gender Wage Gap in an Online Labor Market: The Cost of Interruptions (2025)
Adams, Abi; Hara, Kotaro; Callison-Burch, Chris; Milland, Kristy;Zitatform
Adams, Abi, Kotaro Hara, Kristy Milland & Chris Callison-Burch (2025): The Gender Wage Gap in an Online Labor Market: The Cost of Interruptions. In: The Review of Economics and Statistics, Jg. 107, H. 1, S. 55-64. DOI:10.1162/rest_a_01282
Abstract
"This paper analyzes gender differences in working patterns and wages on Amazon Mechanical Turk, a popular online labor platform. Using information on 2 million tasks, we find no gender differences in task selection nor experience. Nonetheless, women earn 20% less per hour on average. Gender differences in working patterns are a significant driver of this wage gap. Women are more likely to interrupt their working time on the platform with consequences for their task completion speed. A follow-up survey shows that the gender differences in working patterns and hourly wages are concentrated among workers with children." (Author's abstract, IAB-Doku, © MIT Press Journals) ((en))
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Literaturhinweis
The persistence of gender pay and employment gaps in European countries (2025)
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Afonso, António & M. Carmen Blanco-Arana (2025): The persistence of gender pay and employment gaps in European countries. In: Comparative Economic Studies, Jg. 67, H. 2, S. 326-354. DOI:10.1057/s41294-025-00252-6
Abstract
"We assess the factors that influence the gender pay gap and gender employment gap across an unbalanced panel of 31 European countries over the period 2000–2022, and estimate a system generalized method of moment model (GMM). We find that tertiary education reduces gender pay gap, and part-time and temporary contracts significantly increase this gap. Moreover, part-time reduces significantly gender employment gap, and both secondary and tertiary education as well. Additionally, for countries with GDP per capita below the sample mean, temporary work and part-time work significantly increases the gender pay gap. Nevertheless, for both group of countries (below and above GDP per capita sample mean), temporary work increases, whereas part-time work decreases the gender employment gap, highlighting the importance of being working or not. Finally, in higher income countries, education is the crucial determinant in reducing these gaps. Results are robust with fixed effects models." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Closing the Gender Gap in Salary Increases: Evidence from a Field Experiment on Promoting Pay Equity (2025)
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Alfitian, Jakob, Marvin Deversi & Dirk Sliwka (2025): Closing the Gender Gap in Salary Increases: Evidence from a Field Experiment on Promoting Pay Equity. In: Journal of labor economics. DOI:10.1086/739021
Abstract
"We present a natural field experiment on promoting pay equity through simple modifications to the salary review process involving 623 middle managers and 8,951 subordinate employees of a large technology firm. We first document a gender gap not only in salary levels but also in salary increases. Our treatments provide for a gender-blind reallocation of the salary increase budget available to middle managers aimed at promoting pay equity, along with different variants of a corresponding decision guidance. We show that the budget reallocation combined with an explicit decision guidance, while still leaving middle managers discretion in allocating the budget, can completely eliminate the gender gap in salary increases. The treatments also do not appear to undermine the desired performance differentiation in salary increases. We thus show that simple modifications to the salary review process can go a long way toward achieving pay equity by preventing gender gaps from widening throughout employees' careers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender Divergence in Sectors of Work (2025)
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Alon, Titan, Sena Coskun & Jane Olmstead‑Rumsey (2025): Gender Divergence in Sectors of Work. (IAB-Discussion Paper 11/2025), Nürnberg, 44 S. DOI:10.48720/IAB.DP.2511
Abstract
"Im letzten halben Jahrhundert kam es in vielen Bereichen des Arbeitsmarktes, darunter Arbeitszeit, Einkommen und Berufe, zu einer weitgehenden Annäherung der Geschlechter. Diese Studie zeigt jedoch, dass sich die Beschäftigungssektoren von Männern und Frauen im gleichen Zeitraum tatsächlich auseinanderentwickelt haben. Wir zerlegen den Anstieg der sektoralen Segregation in drei Faktoren: veränderte Präferenzen, Diskriminierung und Technologien. Veränderte Beschäftigungspräferenzen verheirateter Frauen sind der wichtigste Faktor und erklären 59% des Anstiegs der Segregation. Diese veränderten Präferenzen verringern auch die geschlechtsspezifische Einkommenslücke, da die von Frauen geschätzten nicht‑lohnbezogenen Annehmlichkeiten in höher bezahlten Sektoren zunehmend an Bedeutung gewinnen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Does Performance Pay Increase the Risk of Worker Loneliness? (2025)
Zitatform
Baktash, Mehrzad B. (2025): Does Performance Pay Increase the Risk of Worker Loneliness? In: Kyklos, S. 1-20. DOI:10.1111/kykl.70018
Abstract
"Increased wages and productivity associated with performance pay can be beneficial to both employers and employees. However, performance pay can also entail unintended consequences for workers' well-being. This study is the first to systematically examine the association between performance pay and loneliness, a significant policy-relevant social well-being concern. Using representative survey data from Germany, I show that performance pay is significantly associated with increased loneliness. Correspondingly, performance pay is negatively associated with the social life satisfaction of workers. Investigating the transmission channels reveals work hours, earnings, conflict with coworkers, and conflict with the life partner as important mediators. The key findings also hold in sensible instrumental variable estimations, addressing the potential endogeneity of performance pay and in various robustness checks. Finally, implications are discussed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
How Important is Selection into Full-time and Part-time Employment? A New Panel Data Sample Selection Model for Estimating Wage Profiles (2025)
Zitatform
Been, Jim, Marike Knoef & Heike Vethaak (2025): How Important is Selection into Full-time and Part-time Employment? A New Panel Data Sample Selection Model for Estimating Wage Profiles. In: Journal of Business and Economic Statistics, S. 1-19. DOI:10.1080/07350015.2025.2520851
Abstract
"The literature has shown that correcting for self-selection into work is important for the estimation of wage profiles. In this paper, we analyze to what extent intensive labor supply choices add valuable otherwise unobserved information to improve wage profile estimates. We develop a panel data sample selection model that allows for discrete choices in labor supply decisions and apply this to high-quality administrative data. Compared to labor supply decisions at the extensive margin, our new approach is able to control for additional unobserved heterogeneity from intensive labor supply choices with important consequences for the existence and direction of selection into (part-time) work. Applied to the data, we find that such information is especially important for estimating part-time wage profiles for women." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender Inequality in the Labor Market: Continuing Progress? (2025)
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Blau, Francine D. (2025): Gender Inequality in the Labor Market: Continuing Progress? In: ILR review, Jg. 78, H. 2, S. 275-303. DOI:10.1177/00197939241308844
Abstract
"This article examines the trends in women ’s economic outcomes in the United States, focusing primarily on labor force participation, occupational attainment, and the gender wage gap. Considerable progress was made on all dimensions prior to the 1990s followed by a slowing or stalling of gains thereafter, with a plateauing of female labor force participation trends and a slowing of women’s occupational and wage convergence with men. The author considers the likelihood that progress in narrowing gender gaps will resume in these areas, and concludes it is unlikely without policy intervention. She then considers new policy initiatives to address work–family issues and labor market discrimination that may help to increase female labor force participation and narrow gender inequities in the labor market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Can gender and race dynamics in performance appraisals be disrupted? The case of social influence (2025)
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Bohnet, Iris, Oliver P. Hauser & Ariella S. Kristal (2025): Can gender and race dynamics in performance appraisals be disrupted? The case of social influence. In: Journal of Economic Behavior & Organization, Jg. 235. DOI:10.1016/j.jebo.2025.107032
Abstract
"We document gender and race dynamics in performance evaluations in a multi-national company, examining the impacts of a feature of the performance appraisal process: managers’ knowledge of employees’ self-evaluations. Generally, (White) women were rated higher than men and people of color were rated lower than White employees. Women of color gave themselves the lowest self-ratings. When self-evaluations were unavailable due to a quasi-exogenous shock, manager and self-ratings were less correlated. However, gender and race gaps remained unchanged as managers anchored on previous years’ ratings. Based onsuggestive evidence, women of color without an employment history benefitted from their self-ratings not being shared." (Author's abstract, IAB-Doku, © 2025 The Authors. Published by Elsevier B.V.) ((en))
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Literaturhinweis
A new look at pay disclosure: Employee initiatives, multiple perspectives, and voids in legal rules (2025)
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Brandl, Julia, David G. Allen, Christian Grund & Anna Sender (2025): A new look at pay disclosure: Employee initiatives, multiple perspectives, and voids in legal rules. In: German Journal of Human Resource Management, Jg. 39, H. 3, S. 179-197. DOI:10.1177/23970022251346594
Abstract
"This article introduces the special issue on Pay disclosure: Implications for Human Resource Management in the German Journal of Human Resource Management. Previous research largely assumed employer agency in designing pay disclosure practices. Recent legislation regarding pay disclosure in many countries and an increasing role of employees have to be considered, though. Differences in actors’ attitudes toward pay disclosure and voids in legal rules then lead to multiple perspectives on the nature of pay disclosure. Based on the articles in this special issue, we outline how these themes constitute a challenge for managing actors and an exciting research opportunity." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Exploring midlife identity negotiations in the context of the gender career gap: an interdisciplinary conceptual framework (2025)
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Burke, Vanessa, Ho Kwan Cheung & Lisa M. Finkelstein (2025): Exploring midlife identity negotiations in the context of the gender career gap: an interdisciplinary conceptual framework. In: Work, Aging and Retirement, S. 1-21. DOI:10.1093/workar/waae023
Abstract
"The gender gaps in career outcomes (e.g., pay, promotion, leadership opportunities) observably widen during mid-career, yet research often neglects considerations of gendered age identities in explaining this disparity. The present paper addresses this through an integrative review of interdisciplinary literature and proposes a novel theoretical framework that combines midlife development and gender identity negotiations to better understand mid-career disparities. In this review, we (1) adopt an inter-categorical approach to explore how workers navigate the overlapping systems of gender and age in the workplace, (2) critically review midlife development literature, highlighting significant oversights in organizational research, and (3) we introduce a process model of midlife gendered identity negotiations. We detail the model, describing the antecedents, mechanisms, and outcomes of gendered aging identity negotiations on mid-career inequities. We provide a foundation for advancing research and designing interventions to address gender disparities in mid-career outcomes." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Väter, die länger in Elternzeit sind, arbeiten auch längerfristig weniger (Serie "Equal Pay Day 2025") (2025)
Zitatform
Bächmann, Ann-Christin, Andreas Filser & Corinna Frodermann (2025): Väter, die länger in Elternzeit sind, arbeiten auch längerfristig weniger (Serie "Equal Pay Day 2025"). In: IAB-Forum H. 07.04.2025. DOI:10.48720/IAB.FOO.20250407.01
Abstract
"Die Verdienste von Vätern, die nach der Geburt ihres ersten Kindes Elternzeit nehmen, steigen in den darauffolgenden Jahren im Schnitt etwas langsamer als die Verdienste von Vätern, die auf Elternzeit verzichten. Dies hängt stark damit zusammen, dass insbesondere Väter, die mehr als zwei Monate in Elternzeit gehen, danach zum Beispiel häufiger in Teilzeit arbeiten." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Gendered labour market dynamics across generations: Parental and local determinants of the daugther-son pay gap (2025)
Zitatform
Böheim, René, David Pichler & Christine Zulehner (2025): Gendered labour market dynamics across generations: Parental and local determinants of the daugther-son pay gap. (Working paper / Department of Economics, Johannes Kepler Universität of Linz 2025-05-00), Linz, 29 S.
Abstract
"We examine how parental and local factors shape the gender pay gap between daughters and sons. Maternal labor market attachment significantly reduces gender disparities as it increases daughters' earnings in adulthood relative to that of sons. We find that maternal employment has minimal effects on pre-parenthood earnings gaps. However, it substantially mitigates post-parenthood disparities as daughters return to the labour market more quickly after childbirth. Paternal employment in manufacturing and construction is linked to larger gender pay gaps and lower likelihoods of sons taking paternity leave. At the municipal level, higher female employment rates and education levels are associated with narrower gender gaps, whereas conservative norms and manufacturing employment exacerbate them." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Childcare availability and Women’s earnings in the U.S (2025)
Zitatform
Conroy, Tessa, Jie Wu & Steven Deller (2025): Childcare availability and Women’s earnings in the U.S. In: Review of Economics of the Household. DOI:10.1007/s11150-025-09787-0
Abstract
"Extensive research shows that women earn less than men, and mothers earn less than women without children. In fact, the “motherhood penalty” accounts for much of the remaining gender wage gap. Since having children can reduce women’s earnings, access to childcare may play a crucial role in mitigating this effect and boosting women’s income. In this study we consider descriptive evidence of the relationship between childcare availability, defined geographically at the county level, and local women’s earnings. To account for potential spatial spillovers from childcare markets extending beyond county boundaries, we employ a spatial econometric model. This method is well suited for studying childcare markets which function regionally and their local economic effects, as well as for considering variation in this relationship by rurality. We find that in places with greater access to childcare, annual median women earnings are higher as is the ratio of female to male earnings. We also find evidence of interactions between neighboring places, highlighting the reality of cross-community childcare demand and need for regionally-informed childcare policies." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Rent Sharing and the Gender Bargaining Gap: Evidence from the Banking Sector (2025)
Zitatform
Coskun Dalgic, Sena, Hermann Gartner & Ahmet Ali Taskin (2025): Rent Sharing and the Gender Bargaining Gap: Evidence from the Banking Sector. (IAB-Discussion Paper 06/2025), Nürnberg, 40 S. DOI:10.48720/IAB.DP.2506
Abstract
"Wir nutzen den Wegfall staatlicher Bankgarantien in Deutschland als quasi-natürliches Experiment, um den Unterschied zwischen Männern und Frauen bei der Verhandlungsmacht abzuschätzen. Anhand umfassender Lohndaten von Bankangestellten, kombiniert mit Finanzinformationen auf Bankebene, stellen wir fest, dass Frauen etwa zwei Drittel der Verhandlungsmacht von Männern haben. Unsere modellbasierte Analyse legt nahe, dass diese geschlechtsspezifische Verhandlungsmacht allein 13 bis 25 Prozent der beobachteten geschlechtsspezifischen Lohnlücke in der Branche ausmacht. Die Ergebnisse zeigen eine wichtige Ursache der Lohnunterschiede zwischen Männern und Frauen: Eine Veränderung der Profitabilität von Firmen kannn die geschlechtsspezifische Lohnlücke verringern, ohne dass sich die Gleichstellung der Geschlechter strukturell verbessert. Dieser Effekt hat erhebliche Auswirkungen auf Branchen mit hohen Profiten und hoher Ungleichheit wie der Finanzbranche, in denen der Modus der Verteilung der Profite männliche Beschäftigte begünstigt." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Gender convergence in all areas: Is it a myth? (2025)
Coskun Dalgic, Sena;Zitatform
Coskun Dalgic, Sena (2025): Gender convergence in all areas: Is it a myth? In: IAB-Forum H. 29.08.2025, 2025-08-27. DOI:10.48720/IAB.FOO.20250829.02
Abstract
"While men and women are increasingly found in the same occupations, a surprising trend has emerged: Sectors are becoming more gender-segregated over time. Are these patterns shaped by discriminatory hiring practices or by individual preferences? Examining this question offers new insights into the complex dynamics behind gendered labour market outcomes." (Author's abstract, IAB-Doku) ((en))
Beteiligte aus dem IAB
Coskun Dalgic, Sena; -
Literaturhinweis
Closing the gender negotiation gap: The power of entitlements, (2025)
Zitatform
Demiral, Elif E., Macie Addley & Erin Taylor (2025): Closing the gender negotiation gap: The power of entitlements, In: Journal of Economic Psychology, Jg. 106. DOI:10.1016/j.joep.2024.102786
Abstract
"Women are less likely to negotiate for their labor market outcomes than men and this finding is linked to the gender gaps in economic outcomes. Through a wage negotiation experiment, we investigate how entitlements influence gender differences in negotiation likelihood. We manipulate the formation of entitlements by employing different hiring methods. Our results reveal that when the hiring process is based on luck (random treatment), men are more prone to negotiate than women. In the condition where the hiring process lacks transparency (unknown treatment), the gender gap declines and remains muted. When the hiring process is transparently grounded on merit (entitlement treatment), women react by displaying higher negotiation likelihood, and the gender gap in negotiation not only declines but reverses in direction. These findings underscore the potential of transparent and merit-based recruitment practices in mitigating gender disparities within labor market outcomes." (Author's abstract, IAB-Doku, © 2024 Elsevier B.V. All rights are reserved, including those for text and data mining, AI training, and similar technologies.) ((en))
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Literaturhinweis
Partnerships as signposts? The role of spatial mobility in gendered earnings benefits of graduates (2025)
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Detemple, Jonas (2025): Partnerships as signposts? The role of spatial mobility in gendered earnings benefits of graduates. In: Advances in life course research, Jg. 63. DOI:10.1016/j.alcr.2024.100656
Abstract
"This study analyzes the gender-specific impact of spatial mobility on earnings after graduation from higher education, extending previous research on graduates’ mobility benefits, which has largely ignored gender-specific mechanisms. Based on household economic and gender role considerations, this study argues that partnerships are associated with solidifying gender differences in mobility-related earnings benefits. The study uses data from the German National Educational Panel Study (NEPS), Starting Cohort First-Year Students (SC5), and applies entropy balancing weights to account for the self-selection of mobile graduates. General linear models show a weak correlation between overal graduate mobility and higher earnings and that gender differences are rather small and depend on the type of mobility. However, looking at the role of partnerships, female graduates benefit significantly less from short-distance mobility when cohabiting with a partner than their non-cohabiting counterparts, while cohabiting male graduates benefit significantly more from long-distance mobility. The findings contribute to the literature by highlighting the crucial role of partnerships in the gendered mobility benefits of graduates." (Author's abstract, IAB-Doku, © 2025 The Author. Published by Elsevier Ltd.) ((en))
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Literaturhinweis
Can Paternity Leave Reduce the Gender Earnings Gap? (2025)
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Diallo, Yaya, Fabian Lange & Laetitia Renée (2025): Can Paternity Leave Reduce the Gender Earnings Gap? (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17624), Bonn, 38 S.
Abstract
"This paper examines the impact of paternity leave on the gender gap in labor market outcomes. Utilizing administrative data from Canadian tax records, we analyze the introduction of Quebec's 2006 paternity leave policy, which offers five weeks of paid leave exclusively to fathers. Using mothers and fathers of children born around the reform, we estimate how the policy impacted labor market outcomes up to 10 years following birth. The reform significantly increased fathers' uptake of parental leave and reduced their earnings immediately after the reform. However, in the medium to long-run, we find that the reform did not impact earnings, employment, or the probability of being employed in a high-wage industry for either parent. We for instance find a 95%-CI for the effect on average female earnings 3-10 years following the reform ranging from -2.2 to +1.7%. Estimates of effects on other outcomes and for males are similarly precise zeros. There is likewise no evidence that the reform changed social norms around care-taking and family responsibilities." (Author's abstract, IAB-Doku) ((en))
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- Erwerbsbeteiligung von Frauen
- Erwerbsbeteiligung von Männern
- Kinderbetreuung und Pflege
- Berufliche Geschlechtersegregation
- Berufsrückkehr – Wiedereinstieg in den Arbeitsmarkt
- Dual-Career-Couples
- Work-Life
- Geschlechtsspezifische Lohnunterschiede
- Familienpolitische Rahmenbedingungen
- Aktive/aktivierende Arbeitsmarktpolitik
- Arbeitslosigkeit und passive Arbeitsmarktpolitik
- geografischer Bezug