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
Supporting men as fathers: the value of a UK community dads’ project during the COVID-19 pandemic (2025)
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Blackwell, Ian & Rebecca Carter Dillon (2025): Supporting men as fathers: the value of a UK community dads’ project during the COVID-19 pandemic. In: Community, work & family, S. 1-22. DOI:10.1080/13668803.2025.2575164
Abstract
"This paper presents a study of a community dads’ project during the COVID-19 pandemic. Data were gathered via a questionnaire, semi-structured interviews and by attending eleven on-line Conversation Cafés. Men described how the project supported and affirmed their fathering practices as they were able to speak with other father figures about their challenges, to celebrate the rewards of parenting, and to socialise with others. Participants described how their confidence was enhanced and their identity as a father was validated through successful solo parenting activities, opportunities to bond with their child, by creating shared memories, and by being playful and physically active. While the community dads’ project offered welcoming and inclusive spaces for father figures to interact with their children and other dads, we note how these ‘dads only’ settings can be locations where mothers can be ‘othered’ as fretful and fussy by some individuals. While highlighting the need to be alert to the potential for such initiatives to become spaces for problematic counter-identification with the maternal, this research concludes that non-judgemental, community-based initiatives can nurture and strengthen father–child relationships, promote caring masculinities, fortify progressive fathering identities and encourage peer validation amongst fathers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Wage Risk and Government and Spousal Insurance (2025)
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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
From public to private: the gendered impact of COVID-19 pandemic on work-life balance and work-family balance (2025)
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Elhinnawy, Hind, Morag Kennedy & Silvia Gomes (2025): From public to private: the gendered impact of COVID-19 pandemic on work-life balance and work-family balance. In: Community, work & family, Jg. 28, H. 2, S. 291-310. DOI:10.1080/13668803.2023.2265044
Abstract
"This article provides insights into the ways flexible, hybrid and work-from-home arrangements have impacted women during COVID-19 lockdowns in the UK. Based on 10 in-depth interviews with women living and working in the East Midlands, England, who turned to work from home during COVID lockdowns, this study found that despite heightened care needs and the additional burdens women faced during the pandemic, one silver lining was that flexible and hybrid work has positively impacted some. All women spoke about how the pandemic and associated restrictions have altered their conceptualisation of space both positively and negatively. Life during the pandemic gave participants extra care needs and added burdens, but it also gave them more space to be with family and to manage their lives more effectively. This sense of increased space for social and family bonding and life and time management was reduced (again) after the pandemic due to the difficulties women had to bear in balancing the demands of work and family obligations. This article contributes to the studies on the impact of COVID-19 lockdowns on women's work-life-balance (WLB) and work-family-balance (WFB),demonstrating the need to think of innovative ways to support women's flexible work in the long term." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
A Marriage Premium for Whom? Sexual Identity, Relationship Status and Earnings (2025)
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Fortes de Lena, Fernanda & Diederik Boertien (2025): A Marriage Premium for Whom? Sexual Identity, Relationship Status and Earnings. In: Journal of Marriage and Family, S. 1-19. DOI:10.1111/jomf.70005
Abstract
"Objective: This article aims to understand how relationship status is associated with earnings among LGB people. Background: Previous research has found that marriage is related to higher earnings for men and lower earnings for women, but has not often considered whether this holds across different sexual identities. Method: We use the longitudinal Understanding Society data from the UK to show how the earnings of LGB individuals are associated with relationship status (single, non-residential partner, residential partner, married). Results: Cohabiting or married men generally earn more compared to single men, regardless of sexual identity. However, gay men's earnings only increase after marrying, whereas heterosexual and bisexual men's earnings increase after entering any co-residential relationship. This suggests that gay men might receive more social support or employer approval after entering a normative relationship form. Heterosexual women start earning less after marriage, whereas the impact of changes in relationship status on earnings is relatively small and non-significant for bisexual and lesbian women. These results are largely explained by paid and unpaid work hours, suggesting that the division of labor within relationships lowers earnings among heterosexual women but not among LGB women. Conclusion: LGB women's earnings depend relatively little on changes in relationship status. At the same time, gay men only receive premiums related to having a partner once they marry." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Decomposing the barriers to equal pay: examining differential predictors of the gender pay gap by socio-economic group (2025)
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Gash, Vanessa, Wendy Olsen, Sook Kim & Nadine Zwiener-Collins (2025): Decomposing the barriers to equal pay: examining differential predictors of the gender pay gap by socio-economic group. In: Cambridge Journal of Economics, Jg. 49, H. 4, S. 825-848. DOI:10.1093/cje/beaf025
Abstract
"Our article examines different predictors of the gender pay gap at the mean and for different income groups. Using the United Kingdom Household Panel Survey (UKHLS), we provide a detailed analysis of the effects of individual work histories, with up to 40 years of retrospective data examined alongside other key indicators. Work histories provide a powerful means of measuring the long-term effects of reduced labour force attachment on pay for women and for men. We find that gendered differentials in work-history account for 29% of the gender pay gap at the mean and that the effects of women’s reduced attachment vary by income group. We find men to earn a higher wage penalty to part-time work-histories than women, and find no evidence of a penalty to part-time work more generally in poor households. We conclude that gender equalisation policies need to reflect divergent needs by income group." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Temporal Signification of Careers and Organizational Return‐to‐Work Barriers After an Extended Career Break: Insights From Professional Women in the United Kingdom (2025)
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Gupta, Renu, Gill Kirton & Suki Sian (2025): Temporal Signification of Careers and Organizational Return‐to‐Work Barriers After an Extended Career Break: Insights From Professional Women in the United Kingdom. In: Gender, work & organization, S. 1-17. DOI:10.1111/gwao.70050
Abstract
"In this article, we explore the phenomenon of professional women's childcare-related extended career breaks taken immediately or soon after maternity leave and organizational barriers experienced in their subsequent return to work. Applying a temporal lens to Barley's career model, we analyze how organizational objective clock-time and women's experience of subjective time in relation to extended career breaks mediate their understanding of organizational barriers in returning to work. Demonstrating the interlinkages between structure and agency, we present “continuity” and “presence” as two temporal career scripts that create specific return-to-work barriers for women professionals as they fall out of sync with time during the extended break and face temporal inequities upon return to the workplace. We establish that in the context of women professionals returning from childcare-related extended career breaks, structural elements outweigh individual agency. We conclude this article with a call for organizational support to overcome return barriers arising out of temporal career scripts. We also suggest that future research could usefully explore organizational policies and practices aimed at reintegrating and retaining professional women returning to work from extended childcare-related career breaks." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
How Do Parents Share Childcare That Interferes With Paid Work? Work Arrangements, Flexible Working, and Childcare (2025)
Zitatform
Kuang, Bernice, Brienna Perelli-Harris & Ann Berrington (2025): How Do Parents Share Childcare That Interferes With Paid Work? Work Arrangements, Flexible Working, and Childcare. In: Journal of Marriage and Family, Jg. 87, H. 5, S. 1947-1962. DOI:10.1111/jomf.13112
Abstract
"Objective: This study examines how mothers and fathers divide childcare tasks that interfere with paid work and whether there is an association with patterns of work and access to work flexibility. Background: Childcare encompasses a range of diverse tasks, yet is persistently gendered, with women doing more than men, regardless of work arrangements. Flexible working can exacerbate childcare inequalities among working couples, but less is known about how flexible working is associated with the gender division of childcare tasks that directly interfere with the workday. Method: We used the UK Generations and Gender Survey (2022–23), a stratified national probability sample, to study heterosexual couples with children under the age of 12 (n = 1152). Using logistic regression, we analyze the gender division of specific childcare tasks and associations with work arrangements (i.e., dual earner, male/female breadwinner, and less than full-time work) and work flexibility (i.e., doing work from home and access to flexible hours). Results: Childcare tasks that interfere with the workday (i.e., staying home with ill children, getting children dressed, dropping children off at school or childcare) are particularly gendered. Fathers working from home or having access to flexible hours were associated with a higher likelihood of equally sharing these tasks; the same relationship was not found for mothers. Conclusion: Fathers' access to and use of flexible working may help to address one persistent form of gender inequality." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Role of Working-From-Home for Maternal Employment Re-Entry after Childbirth (2025)
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Matysiak, Anna, Beata Osiewalska & Anna Kurowska (2025): The Role of Working-From-Home for Maternal Employment Re-Entry after Childbirth. (Working papers / Faculty of Economic Sciences, University of Warsaw 2025-18), Warsaw, 43 S.
Abstract
"This study investigates how work-from-home (WFH) —by mothers and their male partners—shapes maternal employment re-entry after childbirth. Drawing on Conservation of Resources and Boundary Management theories, the study distinguishes between WFH access and regular use. It hypothesizes that regular WFH use by mothers and their partners supports earlier and full-time maternal return to paid work, particularly among second-time mothers. The UK Household Longitudinal Study (2009–2019) is used to estimate discrete-time hazard models of return to paid work after first and second births, distinguishing between full-time and part-time re-entry. Among first-time mothers, both WFH access and regular use are associated with a greater likelihood of full-time re-entry, though not with overall return. Among second-time mothers, regular pre-birth WFH use significantly increases the likelihood of returning to paid work—regardless of hours—whereas access alone does not. No significant associations are found between male partners' WFH and maternal employment outcomes." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Income Equality in The Nordic Countries: Myths, Facts, and Lessons (2025)
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Mogstad, Magne, Kjell G. Salvanes & Gaute Torsvik (2025): Income Equality in The Nordic Countries: Myths, Facts, and Lessons. (BFI Working Papers / University of Chicago, Becker Friedman Institute for Research in Economics 2025,25), Chicago, 58 S. DOI:10.2139/ssrn.5133608
Abstract
"Policymakers, public commentators, and researchers often cite the Nordic countries as examples of a social and economic model that successfully combines low income inequality with prosperity and growth. This article aims to critically assess this claim by integrating theoretical perspectives and empirical evidence to illustrate how the Nordic model functions and why these countries experience low inequality. Our analysis suggests that income equality in the Nordics is primarily driven by a significant compression of hourly wages, reducing the returns to labor market skills and education. This appears to be achieved through a wage bargaining system characterized by strong coordination both within and across industries. This finding contrasts with other commonly cited explanations for Nordic income equality, such as redistribution through the tax-transfer system, public spending on goods that complement employment, and public policies aimed at equalizing skills and human capital distribution. We consider the potential lessons for other economies that seek to reduce income equality. We conclude by discussing several underexplored or unresolved questions and issues." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Occupational earning potential: a new measure of social hierarchy in Europe and the US (2025)
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Oesch, Daniel, Oliver Lipps, Roujman Shahbazian, Erik Bihagen & Katy Morris (2025): Occupational earning potential: a new measure of social hierarchy in Europe and the US. In: European Sociological Review, S. 1-21. DOI:10.1093/esr/jcaf035
Abstract
"Social stratification is interested in unequal life chances and assumes the existence of a hierarchy of more or less advantageous occupations. Yet occupations are not easily translated into a linear hierarchical measure. Influential scales combine multiple indicators and lack intuitive interpretation. We therefore present a new scale based on occupations’ earnings potential (OEP). OEP measures the median earnings of occupations and expresses them as percentiles of the overall earnings structure: if mechanics earn the national median wage, their OEP is 50. We construct national OEP scales using annual microdata pooled over several decades for Germany, Sweden, Switzerland, the UK and the US. Consistent with the Treiman constant, these national scales are highly correlated over time and across countries, justifying the use of one common OEP scale. When applied to another European dataset, the common OEP scale explains a quarter of the variance in earnings—and works as well for men as women and as well for countries used to construct the scale as for other countries. Moreover, it is associated with the causes (education) and consequences (social mobility) that the theory expects. OEP thereby provides a simple and parsimonious indicator of economic advantage that can be meaningfully interpreted." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The dark side of work-life policies: the influence of co-workers taking childcare leave on work anxiety (2025)
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Osso, Katia & Michael Halinski (2025): The dark side of work-life policies: the influence of co-workers taking childcare leave on work anxiety. In: Career Development International, Jg. 30, H. 2, S. 125-138. DOI:10.1108/cdi-04-2023-0098
Abstract
"Purpose: While work-life policies (WLPs) are tools that employees may draw on to better manage and balance their work and life demands, there is growing evidence that suggests the usage of WLPs may negatively impact other employees. Drawing from the theory of role dynamics and social role theory, we examine the indirect effect of co-workers taking childcare leave (CTCL) on work anxiety via work-role overload, as well as the impact of gender on this indirect relationship. Design/methodology/Approach: We used Prolific Academic to recruit 236 employees to participate in a three-wave study. These data were analyzed as a hypothesized structural equation modelling (SEM) using SPSS AMOS. Findings: Findings reveal: (1) CTCL positively relates to work anxiety via work-role overload, and (2) gender moderates this indirect effect such that this positive relationship is stronger for men than women. Practical implications: Work-life policy makers should take note of the “hidden costs” associated with work-life policy usage on other employees. Managers should work with policy users to mitigate the negative effects of policy usage on others. Originality/value: In contrast to broader WLP research, which focuses on the benefits of policy usage on the policy user, this research shows the negative implications of work-life policies on others’ work anxiety via work-role overload. In doing so, it becomes the first study to showcase a crossover effect of CTCL on employees’ work anxiety." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
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Literaturhinweis
The gendered division of housework in times of Covid-19: the role of essential worker status and work location (2025)
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Piolatto, Matteo, Marija Bashevska, Olga Leshchenko, Chantal Remery & Susanne Strauss (2025): The gendered division of housework in times of Covid-19: the role of essential worker status and work location. In: Journal of family studies, S. 1-20. DOI:10.1080/13229400.2025.2526468
Abstract
"The question whether the measures taken to curb the spread of Covid-19 exacerbated or reduced gender inequality with respect to the division of housework and childcare has initiated a large number of studies. This study adds to this field by investigating the role of an until now underexposed yet important element in the literature on the pandemic, which is the assignment of an essential worker status for one or two partners of a couple. Drawing on resource theory, we formulate different hypotheses on how an essential worker status impacts the gendered division of housework during the early phase of the Covid-19 pandemic in dual-earner opposite-sex couples. In addition, as essential work was often, but not always done on-site, we use the time availability perspective to formulate hypotheses on how the impact of being assigned the essential work status interacts with remote-work. We investigate these research questions in the United Kingdom and the Netherlands using household longitudinal panel data from UKHLS and COGIS-LISS, applying panel fixed effects models. The results suggest that having an essential occupation is a resource for women but not men to renegotiate the division of housework. This is particularly the case when one or both partners can work from home." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Carrying the Domestic Burden of the COVID-19 Pandemic: Gender, Class and the Domestic Division of Labour (2025)
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Warren, Tracey, Luis Torres, Clare Lyonette & Ruth Tarlo (2025): Carrying the Domestic Burden of the COVID-19 Pandemic: Gender, Class and the Domestic Division of Labour. In: Sociology, S. 1-23. DOI:10.1177/00380385251380773
Abstract
"This article explores gender and class inequalities in the domestic division of labour in the UK. Inequalities in housework and caring are important: they shape who can enter the paid workforce and on what terms, impacting career progression, financial security, work–life balance and well-being. Before the COVID-19 pandemic, we knew women shouldered the heaviest burden of housework and caring, but far less was known about class variation among workers. The pandemic intensified housework and caring but it also provided opportunities for a re-evaluation of established practices. Drawing on secondary analysis of data from working-age employees in the UK Household Longitudinal Study, we find gender remained pivotal in shaping domestic working and childcaring, but women and men were living differently classed pandemic lives. The article contributes to interlinking sociological debates about the unpaid essential work within the home, women and men’s working lives during times of turbulence and class inequalities therein." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Underconfidence Wage Penalty (2024)
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Adamecz, Anna & Nikki Shure (2024): The Underconfidence Wage Penalty. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17033), Bonn, 16 S.
Abstract
"Recent evidence on the gender wage gap shows that it has remained stagnant for those with a university degree and is the largest at the top of the earnings distribution. Many studies have explored institutional factors that contribute to the gender wage gap, but there is little evidence on the role of non-cognitive traits, including overconfidence. This is surprising given its prominence in academic and popular literature. We use a measure of overconfidence captured in adolescence to explain the gender wage gap at age 42. Our results show that overconfidence explains approximately 5.5% of the unconditional gender wage gap. This is driven by women being more underconfident, not men being more overconfident. Furthermore, we find negative wage returns on being underconfident for both men and women. Most of this penalty works via occupational sorting, having lower pre-university educational outcomes, and being less likely to study high-return subjects at university. This has implications for the limitations of workplace-based interventions aimed at boosting women's confidence." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Persistence of Gender Pay and Employment Gaps in European Countries (2024)
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Afonso, António & M. Carmen Blanco-Arana (2024): The Persistence of Gender Pay and Employment Gaps in European Countries. (CESifo working paper 11315), München, 18 S.
Abstract
"The gender pay gap and the gender gap in employment remains persistent in Europe despite the basic assertion of gender equality under EU law. We assess the factors that influence the gender pay gap and gender employment gap across European countries. Therefore, we use an unbalanced panel of 31 European countries over the period 2000-2022, and estimate a system generalized method of moment model (GMM). The main conclusions confirm that tertiary education significantly reduces gender pay gap and part-time and temporary contracts significantly increase this gap. Moreover, part-time reduces significantly gender employment gap. Gross Domestic Product (GDP) per capita does not affect these gaps and the Global Financial Crisis (GFC) saw a narrowing of the gender pay and employment gaps in European countries. The results are robust when using a fixed effects (FE) model." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Social Security, Gender and Class: The impacts of the Universal Credit Conditionality Regime on Unpaid Care and Paid Work (2024)
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Andersen, Kate (2024): Social Security, Gender and Class: The impacts of the Universal Credit Conditionality Regime on Unpaid Care and Paid Work. In: Social Policy and Society, S. 1-16. DOI:10.1017/S1474746424000071
Abstract
"The introduction of Universal Credit, a new means-tested benefit for working-aged people in the UK, entails a significant expansion of welfare conditionality. Due to mothers’ disproportionate responsibility for unpaid care, women are particularly affected by the new conditionality regime for parents who have the primary responsibility for the care of dependent children. This article draws upon qualitative longitudinal research with twenty-four mothers subject to the new conditionality regime to analyze the gendered impacts of this new policy and whether there is variation in experiences according to social class. The analysis demonstrates that the new conditionality regime devalues unpaid care and is of limited efficacy in improving sustained moves into paid work. It also shows that the negative gendered impacts of the conditionality within Universal Credit are at times exacerbated for working-class mothers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Social Equity in Municipally Owned Corporations: Do Women in the Boardroom Make a Difference to the Gender Pay Gap? (2024)
Zitatform
Andrews, Rhys (2024): Social Equity in Municipally Owned Corporations: Do Women in the Boardroom Make a Difference to the Gender Pay Gap? In: Public Administration. DOI:10.1111/padm.13045
Abstract
"Representative bureaucracy theory posits that the presence of less-advantaged social groups in public leadership positions is an important driver of social equity among the recipients of public services and the public servants who provide them. To evaluate whether active representation can lead to improvements in social equity within arms-length public service organizations, this article presents an analysis of the relationship between women in the boardroom and the gender pay gap in 102 large municipally owned corporations (MOCs) in England for a 6-year period (2017–2022). The findings suggest that MOCs led by female chief executive officers (CEOs) have a lower pay gap between male and female employees. The presence of more women directors on MOC boards is also negatively related to the pay gap, especially in MOCs led by male CEOs. The findings highlight the importance of board gender representation to address social equity in arms-length public service organizations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Glimpses of change? UK fathers navigating work and care within the context of Shared Parental Leave (2024)
Zitatform
Banister, Emma & Ben Kerrane (2024): Glimpses of change? UK fathers navigating work and care within the context of Shared Parental Leave. In: Gender, work & organization, Jg. 31, H. 4, S. 1214-1229. DOI:10.1111/gwao.12813
Abstract
"This study focuses on the lived experiences of 25 professionally employed UK fathers who are first-wave beneficiaries of Shared Parental Leave (SPL), which facilitated a period of leave from work during their child's first year. Using exploratory qualitative interviews, we investigate the ways in which family relations, organizational initiatives, and public policy collaborate to disrupt or transform what have hitherto been traditional gendered expectations around early infant care. Our understanding is framed using Giddens' democratic family and notions of “undoing gender”. Our longitudinal design allows us to capture fathers' lived experiences at two points, firstly pre/during their period of SPL and secondly following their return to work. In seeking glimpses of change, we first explore this at the level of men's disruption of generational biographies, then how fathers navigate SPL policy within a contested gendered context, and finally their subsequent transformations in work/care practices. We discuss the implications for policy, recognizing shortcomings in the current design of UK leave offerings." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Wage Effects of Couples' Divisions of Labour across the UK Wage Distribution (2024)
Zitatform
Blom, Niels & Lynn Prince Cooke (2024): Wage Effects of Couples' Divisions of Labour across the UK Wage Distribution. In: Work, Employment and Society, Jg. 38, H. 5, S. 1223-1243. DOI:10.1177/09500170231180818
Abstract
"Specialisation and gender theories offer competing hypotheses of whether men’s and women’s wages rise or fall based on the couple’s division of household unpaid and paid labour, and how effects differ across the wage distribution. We test division effects by analysing British panel data using unconditional quantile regression with individual fixed effects, controlling for own hours in housework and employment. We find only high-wage men’s wages were significantly greater when their partners specialised in routine housework, and when they were the sole breadwinner. Conversely, low- and high-wage partnered women incurred significant wage penalties as their share of housework exceeded their partners’. Wages for low-wage men and median- and high-wage women also decreased as their share of household employment increased. We conclude only elite partnered men benefit from specialisation. Everyone else is either better off or no worse off with equitable household divisions of paid and unpaid work." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Gender Wage Gap across Life: Effects of Genetic Predisposition Towards Higher Educational Attainment (2024)
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Bryson, Alex, Tim Morris, David Bann & David Wilkinson (2024): The Gender Wage Gap across Life: Effects of Genetic Predisposition Towards Higher Educational Attainment. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17255), Bonn, 40 S.
Abstract
"Using two polygenic scores (PGS) for educational attainment in a biomedical study of all those born in a single week in Great Britain in 1958 we show that the genetic predisposition for educational attainment is associated with labour market participation and wages over the life- course for men and women. Those with a higher PGS spend more time in employment and full-time employment and, when in employment, earn higher hourly wages. The employment associations are more pronounced for women than for men. Conditional on employment, the PGS wage associations are sizeable, persistent and similar for men and women between ages 33 and 55. A one standard deviation increase in the PGS is associated with a 6-10 log point increase in hourly earnings. However, whereas a 1 standard deviation increase in the PGS at age 23 raises women's earnings by around 5 log points, it is not statistically significant among men. These associations are robust to non-random selection into employment and to controls for parental education. Our results suggest that genetic endowments of a cohort born a half century ago continued to play a significant role in their fortunes in the labor market of the 21st Century." (Author's abstract, IAB-Doku) ((en))
Aspekt auswählen:
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