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
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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Literaturhinweis
Added Worker Effects in Canada: The Effect of Spousal Job Loss on Transitions into Employment (2025)
Zitatform
Ferrer, Ana, Yazhuo (Annie) Pan & Tammy Schirle (2025): Added Worker Effects in Canada: The Effect of Spousal Job Loss on Transitions into Employment. In: Canadian public policy, Jg. 51, H. 1, S. 16-34. DOI:10.3138/cpp.2024-012
Abstract
"We examine added worker effects in Canada using the Labour Force Survey. At the extensive margin, we find that married women who are not employed are more likely to enter employment the month after a spouse has lost a job. Spousal job loss does not affect women's transition into employment in later months, and there are no significant effects for men. The effects do not appear to represent a behavioural response to an exogenous or unexpected spousal layoff. Rather, the women most likely to move in and out of employment have spouses who are more likely to experience a layoff that the family might anticipate, and they are prepared to respond. The added worker effect is stronger for more educated women, for homeowners, and when spouses’ wages are higher. At the intensive margin, we do not see significant changes in hours worked among employed persons when their spouse loses a job." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender earnings gap in Canadian economics departments (2024)
Zitatform
Dilmaghani, Maryam & Min Hu (2024): Gender earnings gap in Canadian economics departments. In: Applied Economics Letters, Jg. 31, H. 11, S. 1059-1066. DOI:10.1080/13504851.2023.2174494
Abstract
"The status of women in economics is increasingly researched. However, the gender earnings gap among economics faculty is rarely examined due to data limitations. Relying on Canadian Public Sector Salary Disclosure lists, we construct a unique dataset of earnings, credentials, and research productivity of economics faculty members. We find a ceteris paribus gender earnings gap, which is driven by full professors." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Intersectional Analysis of the Labour Market Impacts of COVID: The Triple-Whammy of Females, Children, and Lower Skill (2024)
Zitatform
Fang, Tony, Morley Gunderson, Viet Hoang Ha & Hui Ming (2024): Intersectional Analysis of the Labour Market Impacts of COVID: The Triple-Whammy of Females, Children, and Lower Skill. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17235), Bonn, 41 S.
Abstract
"We employ a Gender-Based Plus (GBA+) and intersectionality lens to examine the triple whammy of the differential effect of Covid on the trifecta of being female, lower-skilled and facing a motherhood penalty from school-age children. We use a difference-indifference framework with Canadian Labour Force Survey data to examine the differential effect of two waves of Covid on three outcomes: employment, hours worked, and hourly wages. We find that the trifecta of being female in a lower-skilled occupation and with school-age children is associated with lower employment, hours worked and wages in normal times compared to males in those same situations. As well, such females face the most severe adjustment consequence from major shocks like Covid, with that adjustment concentrated on the extensive margin of employment, and it is restricted to the immediate First Wave and not on a subsequent Omicron wave." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Education, employment, and care work over adulthood: gendered life course trajectories in Canada and Germany (2024)
Zitatform
Jongbloed, Janine, Johanna Turgetto, Lesley Andres & Wolfgang Lauterbach (2024): Education, employment, and care work over adulthood: gendered life course trajectories in Canada and Germany. In: Journal of education and work, Jg. 37, H. 1-4, S. 92-114. DOI:10.1080/13639080.2024.2362630
Abstract
"This article compares the education, employment, and care work biographical sequences of Canadian and German women and men from late adolescence into mid-adulthood. Through the lenses of comparative gendered life course theory and welfare regime theory, sequence and cluster analyses are used to determine the adult life course sequences of women and men in each country and to assess the extent to which they differ across contexts. The analyses reveal clear gender differences in work-family balance in labour market participation and unpaid care work. Groups also differ strongly on educational attainment, income, and family composition. Comparatively, gender differences are less marked in the Canadian context. These results suggest that differing gendered trajectories result in diverse outcomes depending on the national context, shaping different outcomes for women cross-nationally. Our findings highlight how historical and contemporary country-specific welfare state policies support or hinder women as active and productive members of society." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gendered employment patterns: Women's labour market outcomes across 24 countries (2023)
Zitatform
Kowalewska, Helen (2023): Gendered employment patterns: Women's labour market outcomes across 24 countries. In: Journal of European Social Policy, Jg. 33, H. 2, S. 151-168. DOI:10.1177/09589287221148336
Abstract
"An accepted framework for ‘gendering’ the analysis of welfare regimes compares countries by degrees of ‘defamilialization’ or how far their family policies support or undermine women’s employment participation. This article develops an alternative framework that explicitly spotlights women’s labour market outcomes rather than policies. Using hierarchical clustering on principal components, it groups 24 industrialized countries by their simultaneous performance across multiple gendered employment outcomes spanning segregation and inequalities in employment participation, intensity, and pay, with further differences by class. The three core ‘worlds’ of welfare (social-democratic, corporatist, liberal) each displays a distinctive pattern of gendered employment outcomes. Only France diverges from expectations, as large gender pay gaps across the educational divide – likely due to fragmented wage-bargaining – place it with Anglophone countries. Nevertheless, the outcome-based clustering fails to support the idea of a homogeneous Mediterranean grouping or a singular Eastern European cluster. Furthermore, results underscore the complexity and idiosyncrasy of gender inequality: while certain groups of countries are ‘better’ overall performers, all have their flaws. Even the Nordics fall behind on some measures of segregation, despite narrow participatory and pay gaps for lower- and high-skilled groups. Accordingly, separately monitoring multiple measures of gender inequality, rather than relying on ‘headline’ indicators or gender equality indices, matters." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender Differences in Reservation Wages in Search Experiments (2023)
Zitatform
McGee, Andrew & Peter McGee (2023): Gender Differences in Reservation Wages in Search Experiments. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16577), Bonn, 26 S.
Abstract
"Women report setting lower reservation wages than men in survey data. We show that women set reservation wages that are 14 to 18 percent lower than men's in laboratory search experiments that control for factors not fully observed in surveys such as offer distributions and outside options. This gender gap—which exists even controlling for overconfidence, preferences, personality, and intelligence—leads women to spend less time searching than men while accepting lower wages. Women—but not men—set reservation wages that are too low relative to theoretically optimal values given their risk preferences early in search, reducing their earnings." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Countercyclical Fiscal Policy and Gender Employment: Evidence from the G-7 Countries (2022)
Zitatform
Akitoby, Bernardin, Jiro Honda & Hiroaki Miyamoto (2022): Countercyclical Fiscal Policy and Gender Employment: Evidence from the G-7 Countries. In: IZA Journal of Labor Policy, Jg. 12. DOI:10.2478/izajolp-2022-0005
Abstract
"Would countercyclical fiscal policy during recessions improve or worsen the gender employment gap? We answer this question by exploring the state-dependent impact of fiscal spending shocks on employment by gender in the G-7 countries. Using the local projection method, we find that, during recessions, a positive fiscal spending shock increases female employment more than male employment, contributing to gender employment equality. Our findings are driven by disproportionate employment changes in female-friendly industries, occupations, and part-time jobs in response to fiscal spending shocks. The analysis suggests that fiscal stimulus, particularly during recessions, could achieve the twin objectives of supporting aggregate demand and improving gender gaps." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Revisiting the Gender Revolution: Time on Paid Work, Domestic Work, and Total Work in East Asian and Western Societies 1985–2016 (2022)
Kan, Man-Yee ; Yoda, Shohei ; Jun, Jiweon; Hertog, Ekaterina ; Kolpashnikova, Kamila ; Zhou, Muzhi ;Zitatform
Kan, Man-Yee, Muzhi Zhou, Kamila Kolpashnikova, Ekaterina Hertog, Shohei Yoda & Jiweon Jun (2022): Revisiting the Gender Revolution: Time on Paid Work, Domestic Work, and Total Work in East Asian and Western Societies 1985–2016. In: Gender & Society, Jg. 36, H. 3, S. 368-396. DOI:10.1177/08912432221079664
Abstract
"We analyze time use data of four East Asian societies and 12 Western countries between 1985 and 2016 to investigate the gender revolution in paid work, domestic work, and total work. The closing of gender gaps in paid work, domestic work, and total work time has stalled in the most recent decade in several countries. The magnitude of the gender gaps, cultural contexts, and welfare policies plays a key role in determining whether the gender revolution in the division of labor will stall or continue. Women undertake more total work than men across all societies: The gender gap ranges from 30 minutes to 2 hours a day. Our findings suggest that cultural norms interact with institutional contexts to affect the patterns of gender convergence in time use, and gender equality might settle at differing levels of egalitarianism across countries." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender pay gap in the public sector: Evidence from the Canadian Labour Force Survey (2022)
Mueller, Richard E.;Zitatform
Mueller, Richard E. (2022): Gender pay gap in the public sector: Evidence from the Canadian Labour Force Survey. In: Labour, Jg. 36, H. 1, S. 29-70. DOI:10.1111/labr.12214
Abstract
"Using the merged monthly Labour Force Survey, a variety of techniques are employed to address the pay gap for males and females between four definitions of the public sector and the private sector, as well as the gender pay gap within each of these five sectors. It is found that females tend to have higher public sector wage premiums than their male counterparts when comparing within each gender. The gender wage gap within each sector is positive and favours males, most notably in the private sector. Estimates of any wage premiums at the mean cloud differences along the wage distribution." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
The gender pay gap in the health and care sector: A global analysis in the time of COVID-19 (2022)
Abstract
"The health sector, with its high potential for decent jobs growth, and with 67% of wage employees being women, has a key role to play in women’s economic empowerment and the broader SDG5 agenda. This report co-developed by ILO and WHO, is the first ever global sectoral gender pay gap report. Analyzing the gender pay gaps in the health and care sector and using this evidence to achieve equal pay for equal work across the sector is a critical step to attracting and retaining all workers in health and care. This is critical if we are to address the global shortfall of health and care workers and achieve Universal Health Coverage. The high degree of feminization in the health and care sector is a key factor behind the lower earnings for both women and men within the sector. It contributes to the overall prevailing gender pay gap in the economy. The results of this groundbreaking report suggest that once age, education, occupational category, and other such factors are considered, globally women face a 24 percentage point pay gap compared to men across the health and care sector. Furthermore, among women in the health and care sector there is evidence of a motherhood gap. Much of the gender pay gap in health and care is unexplained by labour market attributes that should be the sole factors determining wages. The report assesses gender wage gaps over time and finds a particular persistence in this unexplained portion of the gender pay gap. In addition, evidence indicates that the employment impact of COVID-19 in the sector disproportionately affected workers at the low end of the pay scale, most of whom are women. The evidence in the report shows significant variation in gender pay gaps in health and care across countries, suggesting that targeted action to close gender pay gaps is both possible and effective. The path forward includes: - improving the collection and analysis of targeted gender-disaggregated wage data for the health and care sector; - investing in decent jobs in the sector; - social dialogue; - promoting science, technology, engineering and mathematics careers for young women; - attracting more men into middle occupation categories and more women to the top; - pay transparency and legal instruments against pay discrimination; - policies to redress the motherhood pay gap; - facilitating the transition of workers from the informal to the formal economy." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
From Mancession to Shecession: Women's Employment in Regular and Pandemic Recessions (2021)
Zitatform
Alon, Titan, Sena Coskun, Matthias Doepke, David Koll & Michèle Tertilt (2021): From Mancession to Shecession: Women's Employment in Regular and Pandemic Recessions. (IZA discussion paper 14223), Bonn, 104 S.
Abstract
"We examine the impact of the global recession triggered by the Covid-19 pandemic on women's versus men's employment. Whereas recent recessions in advanced economies usually had a disproportionate impact on men's employment, giving rise to the moniker "mancessions," we show that the pandemic recession of 2020 was a "shecession" in most countries with larger employment declines among women. We examine the causes behind this pattern using micro data from several national labor force surveys, and show that both the composition of women's employment across industries and occupations as well as increased childcare needs during closures of schools and daycare centers made important contributions. While many countries exhibit similar patterns, we also emphasize how policy choices such as furloughing policies and the extent of school closures shape the pandemic's impact on the labor market. Another notable finding is the central role of telecommuting: gender gaps in the employment impact of the pandemic arise almost entirely among workers who are unable to work from home. Nevertheless, among telecommuters a different kind of gender gap arises: women working from home during the pandemic spent more work time also doing childcare and experienced greater productivity reductions than men. We discuss what our findings imply for gender equality in a post-pandemic labor market that will likely continue to be characterized by pervasive telecommuting." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Pay transparency and the gender gap (2019)
Zitatform
Baker, Michael, Yosh Halberstam, Kory Kroft, Alexandre Mas & Derek Messacar (2019): Pay transparency and the gender gap. (NBER working paper 25834), Cambrige, Mass., 28 S. DOI:10.3386/w25834
Abstract
"We examine the impact of public sector salary disclosure laws on university faculty salaries in Canada. The laws, which enable public access to the salaries of individual faculty if they exceed specified thresholds, were introduced in different provinces at different points in time. Using detailed administrative data covering the universe of faculty in Canada and an event-study research design, we document three key findings. First, the disclosure laws reduced salaries on average. Second, the laws reduced the gender pay gap between men and women. Third, the closure of the gender gap is primarily in universities where faculty are unionized." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The impact of full-day Kindergarten on maternal labour supply (2019)
Zitatform
Dhuey, Elizabeth, Jessie Lamontagne & Tingting Zhang (2019): The impact of full-day Kindergarten on maternal labour supply. (IZA discussion paper 12507), Bonn, 41 S.
Abstract
"We examine the impact of offering full-day as a replacement for half-day kindergarten on mothers' labour supply using the rollout of full-day kindergarten in Ontario, Canada. We find no impact on the extensive margin but do find one on the intensive margin. In particular, we find that access to full-day kindergarten increases weekly hours worked and decreases absenteeism for mothers of four-year-olds. We find that this effect is driven by specific sub-groups, namely non-immigrant mothers of only one child with low education levels who live in urban areas." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Reducing mommy penalties with daddy quotas (2019)
Zitatform
Dunatchik, Allison & Berkay Özcan (2019): Reducing mommy penalties with daddy quotas. (London School of Economics and Political Science, Department of Social Policy. Social policy working paper 2019-07), London, 24 S.
Abstract
"This paper investigates whether non-transferable paternity leave policies - known as daddy quotas - mitigate 'motherhood penalties' women face in employment and wages in the labor market. Using the introduction of a daddy quota in Quebec, Canada as a quasi-natural experiment, the authors employ national survey data to conduct a difference-in-difference estimation of the impact of the policy on mothers' labor force participation, full-time and part-time employment, and hourly wages. The results indicate that the policy substantially increased mothers' participation in paid work - Quebec mothers exposed to the policy are 7% more likely to participate in the labor force, 5-6% more likely to work full-time and 4-5% less likely to work part-time. These results are robust to an alternative semi-parametric difference-in-difference methodology and to a battery of placebo tests. The analysis suggests a lag between policy implementation and observable effects, with impacts increasing with time." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The effects of work-life benefits on employment outcomes in Canada: A multivariate analysis (2019)
Zitatform
Fang, Tony, Byron Lee, Andrew R. Timming & Di Fan (2019): The effects of work-life benefits on employment outcomes in Canada. A multivariate analysis. (IZA discussion paper 12322), Bonn, 44 S.
Abstract
"Using the longitudinal Workplace and Employee Survey of Canada, we examine the association between the provision of work-life benefits and various employment outcomes in the Canadian labour market. Whilst the theory of compensating wage differentials hypothesizes an inevitable trade-off between higher wages and non-wage benefits, the efficiency wage theory suggests otherwise. The empirical evidence broadly supports the efficiency wage theory, thus rejecting the compensating wage differentials theory. If bundled appropriately, it appears that work-life benefits are positively associated with increased wages, in addition to a greater number of promotions, enhanced employee morale in the form of job satisfaction, and improved employee retention. The study concludes that organizations and employees can both profit when work-life benefits are offered." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
I'll Just Stay Home : Employment Inequality Among Parents (2019)
Zitatform
Flynn, Lindsay B. (2019): I'll Just Stay Home : Employment Inequality Among Parents. In: Social Politics, Jg. 26, H. 3, S. 394-418. DOI:10.1093/sp/jxy023
Abstract
"How does homeownership magnify existing gender disparities in the labor markets of the rich OECD countries? Men and women, and especially mothers and fathers, respond to homeownership differently. Owners work more hours than renters but mothers experience an ownership penalty while fathers solidify their market attachment. Both responses increase the gender gap. As such, governments pursuing dual policy objectives of promoting homeownership and greater gender parity in the labor market will find their policies working at cross-purposes. This paper analyzes the effect of homeownership on labor market attachment and explains why mothers and fathers respond to it in different ways." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
"Family-Friendly" Jobs and Motherhood Pay Penalties: The Impact of Flexible Work Arrangements Across the Educational Spectrum (2019)
Zitatform
Fuller, Sylvia & C. Elizabeth Hirsh (2019): "Family-Friendly" Jobs and Motherhood Pay Penalties. The Impact of Flexible Work Arrangements Across the Educational Spectrum. In: Work and occupations, Jg. 46, H. 1, S. 3-44. DOI:10.1177/0730888418771116
Abstract
"This article focuses on how flexible work arrangements affect motherhood wage penalties for differently situated women. While theories of work - life facilitation suggest that flexible work should ease motherhood penalties, the use of flexibility policies may also invite stigma and bias against mothers. Analyses using Canadian linked workplace - employee data test these competing perspectives by examining how temporal and spatial flexibility moderate motherhood wage penalties and how this varies by women's education. Results show that flexible work hours typically reduce mothers' disadvantage, especially for the university educated, and that working from home also reduces wage gaps for most educational groups. The positive effect of flexibility operates chiefly by reducing barriers to mothers' employment in higher waged establishments, although wage gaps within establishments are also diminished in some cases. While there is relatively little evidence of a flexibility stigma, the most educated do face stronger wage penalties within establishments when they substitute paid work from home for face time at the workplace as do the least educated when they bring additional unpaid work home. Overall, results are most consistent with the work - life facilitation model. However, variability in the pattern of effects underscores the importance of looking at the intersection of mothers' education and workplace arrangements." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Increasing inclusiveness for women, youth and seniors in Canada (2018)
Barker, Andrew;Zitatform
Barker, Andrew (2018): Increasing inclusiveness for women, youth and seniors in Canada. (OECD Economics Department working papers 1519), Paris, 63 S. DOI:10.1787/83cb8b8d-en
Abstract
"Women, youth and seniors face barriers to economic inclusion in Canada, with considerable scope to improve their labour market outcomes. There has been no progress in shrinking the gender employment gap since 2009, and women, particularly mothers, continue to earn significantly less than men, in part due to a large gap in unpaid childcare responsibilities. Outside the province of Québec, low (but increasing) rates of government support for childcare should be expanded considerably, as should fathers' low take-up of parental leave. Skills development should be prioritised to arrest declining skills among youth and weak wage growth among young males with low educational attainment. Fragmented labour market information needs to be consolidated to address wage penalties associated with the widespread prevalence of qualifications mismatch. Growth in old-age poverty should be tackled through further increases in basic pension payments over time. Linking changes in the age of eligibility for public pensions to life expectancy would boost growth by increasing employment of older Canadians still willing and able to work. For all three groups, well-targeted expansions of in-work tax benefits and active labour market spending have the potential to increase employment." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The effects of skin tone, height, and gender on earnings (2018)
Zitatform
Devaraj, Srikant, Narda R. Quigley & Pankaj C. Patel (2018): The effects of skin tone, height, and gender on earnings. In: PLoS one, Jg. 13, H. 1, S. 1-22. DOI:10.1371/journal.pone.0190640
Abstract
"Using a theoretical approach grounded in implicit bias and stereotyping theories, this study examines the relationship between observable physical characteristics (skin tone, height, and gender) and earnings, as measured by income. Combining separate streams of research on the influence of these three characteristics, we draw from a sample of 31,356 individual-year observations across 4,340 individuals from the National Longitudinal Study of Youth (NLSY) 1997. We find that skin tone, height, and gender interact such that taller males with darker skin tone attain lower earnings; those educated beyond high school, endowed with higher cognitive ability, and at the higher income level (>75th percentile) had even lower levels of earnings relative to individuals with lighter skin tone. The findings have implications for implicit bias theories, stereotyping, and the human capital literature within the fields of management, applied psychology, and economics." (Author's abstract, IAB-Doku) ((en))
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- 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