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
Parental Leave: Economic Incentives and Cultural Change (2025)
Albrecht, James ; Edin, Per-Anders ; Fernandez, Raquel; Vroman, Susan ; Thoursie, Peter; Lee, Jiwon;Zitatform
Albrecht, James, Per-Anders Edin, Raquel Fernandez, Jiwon Lee, Peter Thoursie & Susan Vroman (2025): Parental Leave: Economic Incentives and Cultural Change. (CEPR discussion paper / Centre for Economic Policy Research 20541), London, 57 S.
Abstract
"The distribution of parental leave uptake and childcare activities continues to conform to traditional gender roles. In 2002, with the goal of increasing gender equality, Sweden added a second “daddy month,” i.e., an additional month of pay-related parental leave reserved exclusively for each parent. This policy increased men’s parental leave uptake and decreased women’s, thereby increasing men’s share. To understand how various factors contributed to these outcomes, we develop and estimate a quantitative model of the household in which preferences towards parental leave respond to peer behavior. We distinguish households by the education of the parents and ask the model to match key features of the parental leave distribution before and after the reform by gender and household type (the parents’ education). We find that changed incentives and, especially, changed social norms played an important role in generating these outcomes whereas changed wage parameters, including the future wage penalty associated with different lengths of parental leave uptake, were minor contributors. We then use our model to evaluate three counterfactual policies designed to increase men’s share of parental leave and conclude that giving each parent a non-transferable endowment of parental leave or only paying for the length of time equally taken by each parent would both dramatically increase men’s share whereas decreasing childcare costs has almost no effect." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Immigration and Adult Children's Care for Elderly Parents: Evidence from Western Europe (2025)
Zitatform
Berlanda, Andrea, Elisabetta Lodigiani & Lorenzo Rocco (2025): Immigration and Adult Children's Care for Elderly Parents: Evidence from Western Europe. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17984), Bonn, 41 S.
Abstract
"In this paper, we use the Survey of Health, Ageing, and Retirement in Europe (SHARE), complemented with register data on the share of the foreign population in the European regions, to examine the effects of migration on the level of informal care provided by children to their senior parents. Our main results show that migration decreases informal care among daughters with a university degree, while it increases the provision of informal care among daughters with low-to-medium levels of education. Viceversa, migration has practically no effect on sons’ care provision who remain little involved in care activities. These results depend on the combination of two supply effects. First, migration increases the supply of domestic and personal services, making formal care more affordable and available. Second, as immigrants compete with low-to-medium-educated native workers, while improve the labor market opportunities of the better educated, the supply of informal care can increase among the less educated daughters and decrease among the more educated." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
To Take Leave or Not to Take and How Long to Take? A Study on Swedish Fathers’ Parental Leave Use (2025)
Zitatform
Duvander, Ann-Zofie & Susanne Fahlén (2025): To Take Leave or Not to Take and How Long to Take? A Study on Swedish Fathers’ Parental Leave Use. In: Journal of Family Issues, Jg. 46, H. 6, S. 1050-1078. DOI:10.1177/0192513x251329594
Abstract
"Research on determinants of fathers’ parental leave use often focuses on fathers’ characteristics but leave out that decisions are negotiated with the mother. This study asks how fathers’ and mothers’ characteristics as well as their combination are associated with fathers’ leave use in Sweden, a country where parental leave sharing is encouraged. The results indicate that both fathers’ and mothers’ income and education matter for how long leave the father takes, albeit in gendered ways. Fathers with the lowest income tend not to use leave but if the mother also have no (or low) income, he will use long leave. Among middle-income fathers, a short leave is most common but if the mother has high income, they will instead use a long leave. Fathers’and mothers’ tertiary education are positively associated with leave and two tertiary educations lead to a long leave rather than a short leave." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Outside Job Opportunities and the Gender Gap in Pay (2025)
Zitatform
Fredriksson, Peter, Dogan Gülümser & Lena Hensvik (2025): Outside Job Opportunities and the Gender Gap in Pay. (RF Berlin - CReAM Discussion Paper Series 2025,71), Berlin, 48 S.
Abstract
"We show that the wages of men and women are differentially affected by outside options, and that these differential responses contribute to the gender pay gap. We develop a simple model of on-the-job search that integrates two crucial gender differences: job preferences and the propensity to renegotiate wages in response to external offers. Both factors contribute to lower wage responsiveness for women when they receive outside offers, and a negative female-male pay gap. However, women’s job mobility responses vary depending on the underlying mechanism. To empirically test our model’s predictions, we analyze wageand job mobility responses of men and women to external job opportunities, mediated through family networks. Using Swedish register data, we find that improved outside options are associated with higher within-job wage growth for men but not for women. Importantly, we can rule out that these gendered responses arise from differences in the quality of external offers as these are balanced across genders by design. Additionally, men’s and women’s job mobility responses are very similar. In the light of the model, we attribute these findings to differences in negotiation behavior between men and women. Policies encouraging women to bargain in response to outside options may thus be a powerful tool for reducing the remaining within-job gender gap in pay." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Women's labor market opportunities and equality in the household (2025)
Zitatform
Grönqvist, Erik, Yoko Okuyama, Lena Hensvik & Anna Thoresson (2025): Women's labor market opportunities and equality in the household. (Working papers / Institute for Evaluation of Labour Market and Education Policy 2025,11), Uppsala, 57 S.
Abstract
"We study how changes in couples’ relative wages affect the division of childcare.Using a nationwide wage reform that raised pay in the female-dominated teaching profession, we find that closing 25% of the earnings gap between female teachers and their male spouses led to a 12% reduction in the childcare time gap. This result holds when we extend the analysis to major pay raises for women at the population level. Data support the mechanism that women reduce their childcare time when the spouse can step in by working more from home. Policies that address female pay can foster household equality if men have access to flexible work arrangements." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Income Equality in The Nordic Countries: Myths, Facts, and Lessons (2025)
Zitatform
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)
Zitatform
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
How Psychological Barriers Constrain Men’s Interest in Gender-Atypical Jobs and Facilitate Occupational Segregation (2025)
Zitatform
Suh, Eileen Y., Evan P. Apfelbaum & Michael I. Norton (2025): How Psychological Barriers Constrain Men’s Interest in Gender-Atypical Jobs and Facilitate Occupational Segregation. In: Organization Science, Jg. 36, H. 4, S. 1314-1332. DOI:10.1287/orsc.2023.17550
Abstract
"Scholarship regarding occupational gender segregation has almost exclusively focused on women’s experiences (e.g., as targets of discrimination in masculine domains), yet understanding factors that perpetuate men’s underrepresentation in traditionally feminine occupations is equally important. We examine a consequential dynamic early in the job search process in which individuals come to learn that an occupation that fits them is perceived as feminine versus masculine. Our research develops and tests the prediction that femininity or masculinity of occupations will exert a stronger impact on men’s (versus women’s) interest in them such that men will be less interested in gender-atypical occupations than women. Across five studies (n = 4,477), we consistently observed robust evidence for this prediction among diverse samples, including high school students (Study 1), unemployed job seekers (Study 2), U.S. adults (Study 3), and undergraduates (Study 4) and using experimental and archival methods. We observed this asymmetry after controlling for alternative accounts related to economic factors (e.g., expected salary), suggesting that they alone cannot fully explain men’s lack ofinterest in feminine occupations as previously discussed in the literature. Further, we consistently observed that men, compared with women, show heightened sensitivity to gender-based occupational status, and this greater sensitivity explains men’s (versus women’s) reduced interest in gender-atypical occupations. Though past scholarship suggests that increasing pay is key to stoking men’s interest in feminine occupations, our research suggests that targeting men’s underlying psychological concern—sensitivity to gender-based occupational status—may be an underappreciated pathway to reducing gender segregation. Supplemental Material: The data, materials, preregistration, and ancillary analyses for all studies are available at https://osf.io/h4mgx/?view_only=9a4dbfc9d122417c880354d6b3462072 and at https://doi.org/10.1287/orsc.2023.17550 ." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Persistence of Gender Pay and Employment Gaps in European Countries (2024)
Zitatform
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
Parental Leave: Economic Incentives and Cultural Change (2024)
Albrecht, James ; Vroman, Susan ; Fernández, Raquel ; Edin, Per-Anders ; Thoursie, Peter; Lee, Jiwon;Zitatform
Albrecht, James, Per-Anders Edin, Raquel Fernández, Jiwon Lee, Peter Thoursie & Susan Vroman (2024): Parental Leave: Economic Incentives and Cultural Change. (NBER working paper / National Bureau of Economic Research 32839), Cambridge, Mass, 49 S.
Abstract
"The distribution of parental leave uptake and childcare activities continues to conform to traditional gender roles. In 2002, with the goal of increasing gender equality, Sweden added a second “daddy month,” i.e., an additional month of pay-related parental leave reserved exclusively for each parent. This policy increased men's parental leave uptake and decreased women's, thereby increasing men's share. To understand how various factors contributed to these outcomes, we develop and estimate a quantitative model of the household in which preferences towards parental leave respond to peer behavior. We distinguish households by the education of the parents and ask the model to match key features of the parental leave distribution before and after the reform by gender and household type (the parents' education). We find that changed incentives and, especially, changed social norms played an important role in generating these outcomes whereas changed wage parameters, including the future wage penalty associated with different lengths of parental leave uptake, were minor contributors. We then use our model to evaluate three counterfactual policies designed to increase men's share of parental leave and conclude that giving each parent a non-transferable endowment of parental leave or only paying for the length of time equally taken by each parent would both dramatically increase men's share whereas decreasing childcare costs has almost no effect." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Managing families, managing time. Parents’ work-family difficulties and work-family strategies over time (2024)
Alsarve, Jenny;Zitatform
Alsarve, Jenny (2024): Managing families, managing time. Parents’ work-family difficulties and work-family strategies over time. In: Community, work & family, S. 1-20. DOI:10.1080/13668803.2024.2425377
Abstract
"This article contributes expanded knowledge about parents’ difficulties in reconciling work and family and their work-family strategies by studying how these difficulties and strategies change over time, e.g. from the early childhood years to the school-age/preteen years. Drawing on qualitative, longitudinal interviews with Swedish parents of school-age children who were interviewed when their first child was about 1.5 years of age, and then later when that child was 11 years of age, the article addresses the following research questions: What are the main difficulties in the parents’ reconciliation ofpaid work and caring responsibilities, and how have these difficulties changed over time? What are the parents’ most important work-family strategies for reconciling paid work and caring responsibilities and how have these strategies changed over time? The article draws on theories of work-family conflict, gender and time, and the results indicate change and continuity concerning the work-family difficulties and work-family strategies. Time famine appears to be a central difficulty that is consistent throughout the years. The findings also indicate gendered aspects of some of the strategies." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Anspruch und Wirklichkeit bei der Verringerung geschlechtsabhängiger Lohnunterschiede in der Europäischen Union (2024)
Böttcher, Annika Claudia;Zitatform
Böttcher, Annika Claudia (2024): Anspruch und Wirklichkeit bei der Verringerung geschlechtsabhängiger Lohnunterschiede in der Europäischen Union. (Discussion papers des Harriet Taylor Mill-Instituts für Ökonomie und Geschlechterforschung der Hochschule für Wirtschaft und Recht Berlin 48), Berlin, 77 S.
Abstract
"Die Entgeltgleichheit von Männern und Frauen bei gleicher Tätigkeit ist eines der erklärten Ziele der EU-Gleichstellungsstrategie. Dennoch existiert bis heute in fast allen Mitgliedstaaten der Europäischen Union ein Verdienstgefälle zu Ungunsten der weiblichen Erwerbstätigen. Dieses Phänomen setzt sich im Anschluss an das Erwerbsleben in Form des Rentengefälles fort. Der Beitrag reiht sich ein in die aktuelle Debatte zur geschlechtergerechten und chancengleichen Arbeitswelt. Er eröffnet insbesondere eine neue Vergleichsperspektive auf drei ausgewählte Mitgliedstaaten der Europäischen Union. Zentrale Leitfrage ist, ob die bisherigen Maßnahmen der Europäischen Union zur Verringerung geschlechtsabhängiger Lohnunterschiede zielführend und ausreichend waren bzw. sind, also ob der formulierte Anspruch der Europäischen Union der europäischen Wirklichkeit omnipräsenter Lohndifferenzen zwischen männlichen und weiblichen Erwerbstätigen genügend Rechnung trägt. Trotz einheitlicher Strategien und Maßnahmenpakete der Europäischen Union für die Erreichung von Geschlechtergerechtigkeit vollziehen sich in den Mitgliedstaaten diametrale Entwicklungen. Insgesamt ist das bisherige Commitment der EU zur Verringerung des Lohngefälles zwischen Männern und Frauen bei weitem nicht ausreichend. Die EU ist und bleibt primär eine Wirtschafts- und Währungsunion." (Autorenreferat, IAB-Doku)
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Literaturhinweis
National family policies and the association between flexible working arrangements and work-to-family conflict across Europe (2024)
Zitatform
Chung, Heejung (2024): National family policies and the association between flexible working arrangements and work-to-family conflict across Europe. In: Journal of Family Research, Jg. 36, S. 229-249. DOI:10.20377/jfr-1002
Abstract
"Objective: This paper explores how national family policies moderate the association between flexible working arrangements and work-to-family conflict across countries. Background: Although flexible working is provided to enhance work-family integration, studies show that it can in fact increase work-to-family conflict. However, certain policy contexts can help moderate this association by introducing contexts that enable workers to use of flexible working arrangements to better meet their family and other life demands. Method: The paper uses the European Working Conditions Survey of 2015 including data from workers with caring responsibilities from across 30 European countries. It uses a multilevel cross-level interaction model to examine how family policies, such as childcare and parental leave policies, can explain the cross-national variation in the association between flexible working arrangements, that is flexitime, working-time autonomy, and teleworking, and work-to-family conflict. Results: At the European average, flexible working was associated with higher levels of work-to-family conflict for workers, with working-time-autonomy being worse for men’s, and teleworking being worse for women ’s conflict levels. In countries with generous childcare policies, flexitime was associated with lower levels of work-to-family conflict, especially for women. However, in countries with long mother’s leave, working-time-autonomy was associated with even higher levels of work-to-family conflict for men. Conclusion: The results of this paper evidence how flexible working arrangements need to be introduced in a more holistic manner with possible reforms of wider range of family policies in order for flexible working to meet worker’s work-family integration demands." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gendered ethnic discrimination and the role of recruiter gender. A field experiment (2024)
Zitatform
Erlandsson, Anni (2024): Gendered ethnic discrimination and the role of recruiter gender. A field experiment. In: Acta sociologica, Jg. 67, H. 2, S. 232-250. DOI:10.1177/00016993231201482
Abstract
"Relying on data from a large-scale field experiment in Sweden, this article studies discrimination in recruitment on the basis of gender and ethnicity combined with recruiter gender. The study includes 5641 job applications sent in response to advertised vacancies, and the employer callbacks to these. Gender and either a Swedish or a foreign-sounding name were randomly assigned to the applications, and recruiter gender was documented whenever available. Based on the callback rates, there is evidence of ethnic discrimination against foreign-named job applicants by both male and female recruiters. Also, male applicants with foreign-sounding names are discriminated more than female applicants with foreign-sounding names. Thus, the results show gendered ethnic discrimination in the Swedish labor market, and this does not appear to depend on recruiter gender in general. However, the patterns for gendered ethnic discrimination by recruiter gender vary across occupational categories." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Relative Income and Mental Health in Couples (2024)
Getik, Demid;Zitatform
Getik, Demid (2024): Relative Income and Mental Health in Couples. In: The Economic Journal, Jg. 134, H. 664, S. 3291-3305. DOI:10.1093/ej/ueae071
Abstract
"The share of couples where the wife out-earns the husband is increasing globally. In this paper, I examine how this dynamic affects mental health. Using data on the 2001 marital cohort in Sweden, I show that while mental health is positively associated with own and spousal income, it is negatively linked to the wife’s relative income. In the most conservative specification, the wife starting to earn more increases the likelihood of a mental health diagnosis by 8-11%. This represents a significant indirect cost of changes in family dynamics." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Regional government institutions and the capacity for women to reconcile career and motherhood (2024)
Zitatform
Giannantoni, Costanza & Andrés Rodríguez-Pose (2024): Regional government institutions and the capacity for women to reconcile career and motherhood. (Papers in evolutionary economic geography 2024,35), Utrecht, 44 S.
Abstract
"Declining fertility and the persistent underrepresentation of women in the labor market are key concerns of our time. The fact that they overlap is not fortuitous. Traditionally, women everywhere have faced a conflict in balancing their career ambitions with family responsibilities. Yet, the pressures arising from this conflict vary enormously from one place to another. Existing research has tended to overlook the geographical features of this dilemma, which could result in an inadequate understanding of the issue and lead to ineffective policy responses. This paper examines how variations in the quality of regional institutions affect women's capacity to reconcile career and motherhood and, consequently, gender equality within Europe. Using panel data from 216 regions across 18 European countries, we uncover a positive effect of regional institutional quality on fertility rates, taking into account variations in female employment. Moreover, we show that European regions with better government quality provide a more reliable environment for managing the career/motherhood dilemma often faced by women. In contrast, women living in regions with weaker government institutions are more constrained in both their career and childbearing options." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Great Separation: Top Earner Segregation at Work in Advanced Capitalist Economies (2024)
Godechot, Olivier ; Thaning, Max ; Melzer, Silvia Maja ; Avent-Holt, Dustin; Rainey, William; Baudour, Alexis; Sabanci, Halil ; Tomaskovic-Devey, Donald ; Cort, David ; Henriksen, Lasse; Safi, Mirna ; Hou, Feng ; Soener, Matthew ; Křížková, Alena ; Poje, Andreja; Jung, Jiwook ; Mun, Eunmi ; Bandelj, Nina ; Petersen, Trond; Hermansen, Are Skeie ; Penner, Andrew ; Apascaritei, Paula ; King, Joseph; Boza, István ; Kanjuo-Mrčela, Aleksandra; Lippényi, Zoltán ; Hajdu, Gergely; Kodama, Naomi ; Elvira, Marta M. ;Zitatform
Godechot, Olivier, Donald Tomaskovic-Devey, István Boza, Lasse Henriksen, Are Skeie Hermansen, Feng Hou, Naomi Kodama, Alena Křížková, Jiwook Jung, Zoltán Lippényi, Silvia Maja Melzer, Eunmi Mun, Halil Sabanci, Max Thaning, Dustin Avent-Holt, Nina Bandelj, Paula Apascaritei, Alexis Baudour, David Cort, Marta M. Elvira, Gergely Hajdu, Aleksandra Kanjuo-Mrčela, Joseph King, Andrew Penner, Trond Petersen, William Rainey, Mirna Safi, Matthew Soener & Andreja Poje (2024): The Great Separation: Top Earner Segregation at Work in Advanced Capitalist Economies. In: American journal of sociology, Jg. 130, H. 2, S. 439-495. DOI:10.1086/731603
Abstract
"Earnings segregation at work is an understudied topic in social science, despite the workplace being an everyday nexus for social mixing, cohesion, contact, claims-making, and resource exchange. It is all the more urgent to study as workplaces, in the last decades, have undergone profound reorganizations that could impact the magnitude and evolution of earnings segregation. Analyzing linked employer-employee panel administrative databases, we estimate the evolving isolation of higher earners from other employees in 12 countries: Canada, Czechia, Denmark, France, Germany, Hungary, Japan, the Netherlands, Norway, Spain, South Korea, and Sweden. We find in almost all countries a growing workplace isolation of top earners and dramatically declining exposure of top earners to bottom earners. We do a first exploration of the main factors accounting for this trend: deindustrialization, workplace downsizing restructuring (including layoffs, outsourcing, offshoring, and subcontracting) and digitalization contribute substantially to the increase in top earner segregation. These findings open up a future research agenda on the causes and consequences of top earner segregation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Fathers use of extended parental leave: exploring company barriers in Sweden (2024)
Zitatform
Haas, Linda & C. Philip Hwang (2024): Fathers use of extended parental leave: exploring company barriers in Sweden. In: Community, work & family, S. 1-22. DOI:10.1080/13668803.2024.2411026
Abstract
"In Sweden, men's parental leave rights are considered important for realizing gender equality. Men have the same compensated leave rights as women: three months each of nontransferable and transferable leave. Nevertheless, less than 20% of couples share leave equally (each taking 40% or more of all leave days). Understanding the circumstances under which fathers take leave beyond nontransferable months is important if equality is to be realized, yet few studies investigate this. Our survey of human resource directors in Sweden's top companies revealed extended leave use was not normative for fathers’ and especially male top managers and aspects of the gendered culture and structure of work organizations were associated with less extended leave use. Company awareness of parental leaves benefits for the company was significantly and independently related to fathers’ and top male managers extended leave use. Positive workplace attitudes and less job specialization increased fathers’ extended leave use. Companies’ setting fewer conditions encouraged more top male managers to take extended leave, as did a policy of managerial training to facilitate fathers’ leaves. Greater understanding of company barriers to fathers’ extended parental leave use may encourage companiesto remove those barriers which can increase fathers’ use of extended parental leave." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The gendered division of cognitive household labor, mental load, and family–work conflict in European countries (2024)
Zitatform
Haupt, Andreas & Dafna Gelbgiser (2024): The gendered division of cognitive household labor, mental load, and family–work conflict in European countries. In: European Societies, Jg. 26, H. 3, S. 828-854. DOI:10.1080/14616696.2023.2271963
Abstract
"The unequal division of cognitive labor within households, and its potential association with mental load and stress, has gained substantial interest in recent public and scholarly discussions. We aim to deepen this debate theoretically and empirically. First, going beyond the question of whether the division of cognitive labor is gendered, we connect cognitive household labor with existing stress theories and ask whether men and women typically perform cognitive labor tasks that involve different levels of stress. We then discuss whether women perform these stressful tasks more often, making them more prone to higher levels of Family–work conflict. Second, we test the association between the division of cognitive labor and Family–work conflict empirically using large-scale survey data from 10 European countries within the Generations & Gender Programme (GGP). Results based on logistic regressions confirm that a high share of cognitive labor increases women's Family–work conflict, but not men's. We discuss future directions in the conceptualization and measurement of cognitive labor in the household and its implications for mental load. Through its contributions, this paper lays the foundations for a comprehensive understanding of the implications of an unequal division of cognitive labor in the household for gender inequality." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Gender Wage Gap: Skills, Sorting, and Returns (2024)
Zitatform
Humphries, John Eric, Juanna Schrøter Joensen & Gregory F. Veramendi (2024): The Gender Wage Gap: Skills, Sorting, and Returns. In: AEA papers and proceedings, Jg. 114, S. 259-264. DOI:10.1257/pandp.20241026
Abstract
"There is a large gender wage gap among college graduates. This gender gap could be partially driven by differences in college major and prior skills. We use Swedish register data to study how much of the gender gap can be explained by differences in majors, skills, and skill prices. College majors explain 60 percent of the gender wage gap, but large gaps remain within majors. We find that within-major wage gaps are driven by neither differences in multidimensional skills nor returns to these skills. In fact, women are positively selected in terms of college preparation and skills in almost every major." (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