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
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
Can Wage Transparency Alleviate Gender Sorting in the Labor Market? (2025)
Zitatform
Bamieh, Omar & Lennart Ziegler (2025): Can Wage Transparency Alleviate Gender Sorting in the Labor Market? In: Economic Policy, Jg. 40, H. 122, S. 401-426. DOI:10.1093/epolic/eiae025
Abstract
"A large share of the gender wage gap can be attributed to occupation and employer choices. If workers are not well informed about these pay differences, increasing wage transparency might alleviate the gender gap. We test this hypothesis by examining the impact of mandatory wage postings. In 2011, Austria introduced a policy that requires firms to provide a minimum wage offer in job postings. To compare the pay prospects of vacancies before and after the introduction, we predict posted wages using detailed occupation-firm cells, which explain about 75 percent of the variation in wage postings. While we estimate a substantial gender gap of 15 log points, mandatory wage postings do not affect gender sorting into better-paying occupations and firms." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Role of Parental Leave Policies in Mitigating Child Penalties: Insights from Italy (2025)
Zitatform
Biasi, Paola & Maria De Paola (2025): The Role of Parental Leave Policies in Mitigating Child Penalties: Insights from Italy. In: Economics Letters. DOI:10.1016/j.econlet.2025.112355
Abstract
"This study examines child penalties for mothers and fathers in Italy by using novel administrative data. Relying on an event study approach, we find that childbirth affects mothers' earnings negatively, while fathers' earnings remain largely unaffected. However, when leave allowances are included in earnings, the child penalty for women nearly disappears in the year of childbirth and drops by more than half in the following year. Subsequently mothers’ earnings quickly return to pre-birth levels, but never catch up to fathers' earnings, which follow an upward trajectory, increasing by approximately 46% seven years after childbirth." (Author's abstract, IAB-Doku, © 2025 The Author(s). Published by Elsevier B.V.) ((en))
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Literaturhinweis
When Mothers Out-Earn Fathers: Effects on Fathers' Decisions to Take Paternity and Parental Leave (2025)
Zitatform
Biasi, Paola, Maria De Paola & Francesca Gioia (2025): When Mothers Out-Earn Fathers: Effects on Fathers' Decisions to Take Paternity and Parental Leave. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17601), Bonn, 36 S.
Abstract
"This study investigates the influence of the male breadwinner norm on fathers' decisions regarding childcare responsibilities. We study the complex interplay between economic factors and gender norms in shaping the division of household labor within families by analyzing the impact a breadwinning mother has on fathers' choices regarding paternity leave (fully subsidized) and parental leave (partially or not subsidized). We exploit administrative data, provided by the Italian National Security Institute (INPS), including demographic and working characteristics of both parents together with information on the use of paternity and parental leave by fathers in the 2013-2023 period. We find that, in line with the "doing gender" hypothesis, when the leave is fully subsidized, as for paternity leave, fathers are less likely to engage in childcare when their wives earn more than they do. In contrast, this dynamic does not apply in cases of parental leave, where the economic costs of aligning with the gender norm are substantial. The effects we find are robust when replacing the actual probability of there being an out-earning mother with the potential probability and are amplified by the salience of the gender identity norm." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Selection into maternity leave length and long-run maternal health in Germany (2025)
Zitatform
Bister, Lara, Peter Eibich, Roberta Rutigliano, Mine Kühn & Karen van Hedel (2025): Selection into maternity leave length and long-run maternal health in Germany. In: Journal of Social Policy, Jg. 54, H. 2, S. 528-547. DOI:10.1017/S0047279423000429
Abstract
"Existing literature shows the importance of maternity leave as a strategy for women to balance work and family responsibilities. However, only a few studies focused on the long-run impact of maternity leave length on maternal health. Therefore, how exactly they are related remains unclear. We examine women’s selection into different lengths of maternity leave as a potential explanation for the inconclusive findings in the literature on the association between maternity leave and maternal health. This study aims to unravel the association between maternity leave length and mothers’ long-term health in Germany. Drawing on detailed data from the German Statutory Pension Fund (DRV), we estimated the association between maternity leave length and sick leave from 3 years following their child’s birth for 4,243 women living in Germany in 2015 by applying discrete-time logistic regression. Our results show a negative relationship between maternity-leave length and long-term maternal health, likely driven by negative health selection. Long maternity leaves of more than 24 months were associated with worse maternal health in the long run, while a positive association emerged for vulnerable women with pre-existing health problems." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender Inequality in the Labor Market: Continuing Progress? (2025)
Zitatform
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
How Do Firms Respond to Parental Leave Absences? (2025)
Zitatform
Brenøe, Anne Ardila, Urša Krenk, Andreas Steinhauer & Josef Zweimüller (2025): How Do Firms Respond to Parental Leave Absences? (CEPR discussion paper / Centre for Economic Policy Research 20140), London, 42 S.
Abstract
"How do firms adjust their labor demand when a female employee takes temporary leave after childbirth? Using Austrian administrative data, we compare firms with and without a birth event and exploit policy reforms that significantly altered leave durations. We find that (i) firms adjust hiring, employment, and wages around leave periods, but these effects fade quickly; (ii) adjustments differ sharply by gender, reflecting strong gender segregation within firms; (iii) longer leave entitlements extend actual leave absences but have only short-term effects; and (iv) there is no impact on firm closure up to five years after birth." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als IZA discussion paper 17845 -
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
Elterngeld: Mindest- und Höchstbetrag haben seit der Einführung real 27 Prozent an Wert verloren (2025)
Zitatform
Collischon, Matthias (2025): Elterngeld: Mindest- und Höchstbetrag haben seit der Einführung real 27 Prozent an Wert verloren. In: IAB-Forum – Grafik aktuell H. 20.03.2025. DOI:10.48720/IAB.FOO.GA.20250320.01
Abstract
"Die Geburtenrate in Deutschland ist niedrig, laut statistischem Bundesamt lag sie im Jahr 2023 bei 1,35 Geburten je Frau. Die Politik versucht einen Anreiz zum Kinderkriegen zu schaffen, unter anderem mit dem Elterngeld, das 2007 eingeführt wurde. Der Mindestbetrag liegt hier bei 300 Euro im Monat, der Höchstbetrag bei 1.800 Euro. Diese Beträge wurden, im Gegensatz zu anderen Sozialleistungen, seit der Einführung nicht angepasst und haben somit effektiv an Wert verloren." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Empowered by Adversity? Exit, Voice, and Silence in the Aftermath of Gender Discrimination at Work (2025)
Zitatform
Corsten, Claire, Rebecca Daviddi & Jan Doering (2025): Empowered by Adversity? Exit, Voice, and Silence in the Aftermath of Gender Discrimination at Work. In: Gender & Society, Jg. 39, H. 3, S. 405-430. DOI:10.1177/08912432251326916
Abstract
"Social psychological research suggests that workplace discrimination harms women’s self-confidence and mental health, which may lead them to remain silent or quit their jobs after facing discrimination. However, feminist scholarship argues that discrimination can generate feminist consciousness and resistance. To interrogate these conflicting expectations, we draw on in-depth interviews with professional women to examine exit, voice, and silence in discrimination ’s aftermath. We find that some women remain silent or exit organizations in search of less hostile environments. Others, however, develop feminist consciousness, voice complaints, and sometimes accomplish hard-fought changes within their organizations. To explain these divergent responses, we identify support networks as a crucial mechanism. Support networks help women avoid self-blame and rumination by resolving the ambiguity that frequently obscures discrimination. Support networks also spread awareness of discrimination and generate feminist solidarity. In doing so, they encourage women to contest negative treatment by exercising voice. Implications for the study of workplace discrimination, the debate over the stalled gender revolution, and occupational segregation are discussed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Unpacking the Link between Service Sector and Female Employment: Cross-Country Evidence (2025)
Coskun Dalgic, Sena; Sengul, Gonul;Zitatform
Coskun Dalgic, Sena & Gonul Sengul (2025): Unpacking the Link between Service Sector and Female Employment: Cross-Country Evidence. (IAB-Discussion Paper 08/2025), Nürnberg, 25 S. DOI:10.48720/IAB.DP.2508
Abstract
"Der starke Anstieg der Erwerbsbeteiligung von Frauen war in den letzten Jahrzehnten ein bestimmendes Merkmal der hochentwickelten Volkswirtschaften. Dieses Papier untersucht die länderübergreifenden Unterschiede im Zusammenhang zwischen der Expansion des Dienstleistungssektors und der Beschäftigung von Frauen in Europa und den USA. Wir schätzen die Elastizität der Frauenbeschäftigung im Verhältnis zur Beschäftigung im Dienstleistungssektor und decken erhebliche Unterschiede zwischen den Ländern hinsichtlich der Stärke auf, mit der der weibliche Anteil an den Arbeitsstunden auf die Expansion des Dienstleistungssektors reagiert. Unsere Ergebnisse zeigen, dass diese Elastizität in Ländern mit einem stärkeren Strukturwandel und einer höheren weiblichen Beschäftigungsintensität im Unternehmensdienstleistungssektor höher ist. Darüber hinaus ist eine höhere weibliche Beschäftigungsintensität im Unternehmensdienstleistungssektor mit einem größeren Lebensmittel- und Beherbergungssektor verbunden. Diese Ergebnisse legen nahe, dass Länder mit einer stärkeren Umverteilung von der Industrie zum Dienstleistungssektor einen stärkeren Anstieg der weiblichen Beschäftigung erlebten, da ihr expandierender Unternehmensdienstleistungssektor zusätzliches Wachstum im Lebensmittel- und Beherbergungssektor erzeugte und Frauen dadurch stärker in die Erwerbsarbeit zog." (Autorenreferat, IAB-Doku)
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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
Employer-provided childcare across the 50 United States: the normative importance of public childcare and female leadership (2025)
Zitatform
Daiger von Gleichen, Rosa (2025): Employer-provided childcare across the 50 United States: the normative importance of public childcare and female leadership. In: Journal of Social Policy, Jg. 54, H. 2, S. 574-594. DOI:10.1017/S0047279423000491
Abstract
"Employer family policy tends to be conceived as employers’ response to economic pressures, with the relevance of normative factors given comparatively little weight. This study questions this status quo, examining the normative relevance of public childcare and female leadership to employer childcare. Logistic regression analyses are performed on data from the 2016 National Study of Employers (NSE), a representative study of private sector employers in the United States. The findings show that public childcare is relevant for those forms of employer childcare more plausibly explained as the result of employers’ normative as opposed to economic considerations. The findings further suggest that female leaders are highly relevant for employer childcare, but that this significance differs depending on whether the form of employer childcare is more likely of economic versus normative importance to employers. The study provides an empirical contribution in that it is the first to use representative data of the United States to examine the relevance of state-level public childcare and female leadership. Its theoretical contribution is to show that normative explanations for employer childcare provision are likely underestimated in U.S. employer family policy research." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Wage Risk and Government and Spousal Insurance (2025)
Zitatform
De Nardi, Mariacristina, Giulio Fella & Gonzalo Paz-Pardo (2025): Wage Risk and Government and Spousal Insurance. In: The Review of Economic Studies, Jg. 92, H. 2, S. 954-980. DOI:10.1093/restud/rdae042
Abstract
"The extent to which households can self-insure depends on family structure and wage risk. We calibrate a model of couples and singles’ savings and labour supply under two types of wage processes. The first wage process is the canonical—age-independent, linear—one that is typically used to evaluate government insurance provision. The second wage process is a flexible one. We use our model to evaluate the optimal mix of the two most common types of means-tested benefits—IW versus income floor. The canonical wage process underestimates wage persistence for women and thus implies that IW benefits should account for most benefit income. In contrast, the richer wage process that matches the wage data well, implies that the income floor should be the main benefit source, similarly to the system in place in the U.K. This stresses that allowing for rich wage dynamics is important to properly evaluate policy." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Partnerships as signposts? The role of spatial mobility in gendered earnings benefits of graduates (2025)
Zitatform
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
Who can work when, and why do we have to care? Education, care demands, and the gendered division of work schedules in France and Germany (2025)
Zitatform
Deuflhard, Carolin & Jeanne Ganault (2025): Who can work when, and why do we have to care? Education, care demands, and the gendered division of work schedules in France and Germany. In: Journal of Marriage and Family, S. 1-21. DOI:10.1111/jomf.13085
Abstract
"Objective: This article investigates how education and the presence and age of children shape gendered work schedule arrangements among couples in France and Germany. Background: Despite the prevalence of nonstandard work schedules, schools and daycare facilities typically operate during standard work hours. Nevertheless, little is known on the gendered division of work schedules. Both France and Germany have shifted toward labor market deregulation, favoring the concentration of nonstandard schedules in lower-class jobs. However, France provides full-day public education and care. In Germany, public childcare is less comprehensive, and daycare and school hours are considerably shorter. Method: The study uses sequence and cluster analysis on time-use data (N = 11,268 days) to identify typical work schedules. Multinomial logistic regressions assess how education and the presence and age of children are associated with men's and women's types of days. Results: In both countries, less-educated men were more likely to work shifts, whereas less-educated women were more likely to not be employed. However, standard work schedules prevailed among better-educated French men and women, whereas partial workdays and non-workdays predominated among German women. Conclusion: In both labor market contexts, less-educated partnered women rather than men seem to opt out of employment due to scheduling conflicts between work and care. However, more work-facilitating family policies allow for more gender-equal schedules among better-educated men and women in France." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Can Paternity Leave Reduce the Gender Earnings Gap? (2025)
Zitatform
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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Aspekt zurücksetzen
- 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