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Adema, Willem, Jonas Fluchtmann, Alexandre Lloyd & Valentina Patrini (2023): Paid parental leave: Big differences for mothers and fathers. In: OECD Statistics blog, S. 1-13.

Abstract

"Employment-protected paid parental leave is a central element of family policy in most OECD countries. Paid parental leave primarily aims to support parents and children by letting both parents take time off paid work to care for a very young child. This is good for many things, including household finances, child development and parental well-being. Paid leave policies can also promote a better sharing of unpaid work within households by encouraging fathers to use their leave entitlements and get more involved in childcare. Data on availability and use of paid leave entitlements is crucial for understanding the effectiveness of such policies. However, the design of paid leave policy varies markedly across countries, which complicates measuring progress in its use. The OECD Family Database provides an overview of parental leave systems and their use across OECD countries." (Author's abstract, IAB-Doku) ((en))

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Andre, Christophe, Orsetta Causa, Emilia Soldani, Douglas Sutherland & Filiz Unsal (2023): Promoting gender equality to strengthen economic growth and resilience. (OECD Economics Department working papers 1776), Paris, 23 S. DOI:10.1787/54090c29-en

Abstract

"Women's employment rates and wages are still lagging those of men across OECD countries, with average employment and wage gaps now around 15% and 12% respectively. Gaps narrowed at a relatively modest pace over the past decade, calling for further policy action. A lack of affordable high-quality childcare is often an obstacle to women's participation in the labor market and notably to working full time. A very unequal sharing of parental leave between parents and challenges upon return to work further hampers women's careers. Biases in the tax system may discourage women from working in some countries. Women face disadvantage in accessing management positions and entrepreneurship. A range of policies can help reduce gender gaps, including better childcare provision, incentivizing parents to better share parental leave, re-skilling and upskilling on return from parental leave, encouraging gender equality within firms, integration programs for foreign-born women, promoting women entrepreneurship and financial inclusion, and levelling taxation for second earners. Moreover, the multiple dimensions and root causes of gender inequality call for mainstreaming gender across policy domains." (Author's abstract, IAB-Doku) ((en))

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Azzollini, Leo, Richard Breen & Brian Nolan (2023): From gender equality to household earnings equality: The role of women’s labour market outcomes across OECD countries. In: Research in Social Stratification and Mobility, Jg. 86. DOI:10.1016/j.rssm.2023.100823

Abstract

"We assess the impact that full gender equality in the labour market would have on earnings inequality between households, and then decompose that impact by looking separately at the roles played by gender gaps in employment, hours, and pay. We do this by applying a reweighting method to LIS data for 22 OECD countries, across North America, Europe, and Australia. We find that full equality in earnings and employment between women and men would reduce household earnings inequality considerably, with the most substantial reductions coming from closing the gender gap in employment as opposed to closing the gaps in pay and hours worked. A 10% counterfactual decrease in the gender employment gap (relative to the country baseline) is associated with an average 0.6% decline in the Gini for household earnings inequality. Reducing the gender employment gap is thus the pathway through which greater gender equality may most strongly mitigate overall earnings inequality among households: these two key goals for contemporary societies can be pursued simultaneously." (Author's abstract, IAB-Doku, © 2023 The Author(s). Published by Elsevier Ltd.) ((en))

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Bratti, Massimiliano (2023): Fertility postponement and labor market outcomes. Postponed childbearing improves women's labor market outcomes but may reduce overall fertility. (IZA world of labor 117), Bonn, 11 S. DOI:10.15185/izawol.117.v2

Abstract

"Die zeitliche Verlagerung der Mutterschaft kann sich für Frauen ökonomisch positiv auswirken, indem sie vor der Geburt ihr Humankapital vergrößern, ihre Erwerbsbeteiligung intensivieren und ihr Einkommen steigern können. Umgekehrt kann dies die Realisierung von (weiteren) Kinderwünschen verhindern. Empirisch lässt sich zeigen, dass eine Verschiebung der Mutterschaft Arbeitsmarktnähe und Lohnniveau deutlich erhöht, zugleich aber weniger Kinder zu haben wahrscheinlicher macht. Hier sollte die Familienpolitik ansetzen: durch öffentliche Kinderbetreuungsangebote, finanzielle Anreize für Firmen, die betriebliche Angebote schaffen, sowie durch Elternzeitprogramme, die die Kinderbetreuungsaufgaben gerechter auf Väter und Mütter verteilen. Facebook Twitter" (Autorenreferat, IAB-Doku)

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Lee, Cheol-Sung & Taekyeong Goh (2023): Union brokerage and the gender gap in the labor market. A cross-national comparative study of associational networks and gendered labor force participation in OECD countries. In: International Journal of Comparative Sociology, Jg. 64, H. 1, S. 22-56. DOI:10.1177/00207152221108139

Abstract

"This article explores the role of union-centered brokerage in promoting women’s labor force participation in Organisation for Economic Co-operation and Development countries for the last three decades. Using two measures of brokerage, a union’s core brokerage role, and its general brokerage role, we attempted to capture the processes by which union activists mobilize and extend women’s rights in associational fields. Then, we tested our key argument that union-centered brokerage plays the most effective role among the different brokerage types in channeling women’s interests by transforming them into wider class-linked or cross-class concerns. Cross-national and comparative case studies demonstrate that union-led brokerage promotes greater presence of women in the economy. Our findings revealed that, when controlling for economic, regional, and cultural factors, both types of brokerage roles impact women’s participation in the labor market and their participation compared to that of men. The overall findings underscore the importance of creating and utilizing solidarity structures through effective channeling mechanisms in civic associational fields between labor-based organizations and other reform-oriented civic groups in achieving egalitarian socioeconomic goals." (Author's abstract, IAB-Doku) ((en))

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OECD (2023): Reporting Gender Pay Gaps in OECD Countries. Guidance for Pay Transparency Implementation, Monitoring and Reform. (Gender Equality at Work), Paris, 203 S. DOI:10.1787/ea13aa68-en

Abstract

"Pay transparency policies are gaining momentum throughout the OECD. Over half of OECD countries require private sector firms to report their gender pay gap statistics regularly to stakeholders like employees, employee representatives, the government, and/or the public. Gender pay gap reporting, equal pay audits and other pay transparency policies help advance gender equality at the workplace, as these measures present up-to-date information on a firm’s gender pay gap, encourage employers to offer equal pay for work of equal value, and give individual workers and their representatives valuable insights to fight for pay equity. This report presents the most thorough stocktaking to date of gender pay gap reporting policies and evaluations across OECD countries, and offers guidance to countries interested in introducing, reforming and monitoring their pay transparency systems to promote equal pay for women and men." (Author's abstract, IAB-Doku) ((en))

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OECD (2023): International Migration Outlook 2023. (International migration outlook 47), Paris, 403 S. DOI:10.1787/b0f40584-en

Abstract

"The 2023 edition of International Migration Outlook analyses recent developments in migration movements and the labour market inclusion of immigrants in OECD countries. It also monitors recent policy changes in migration governance and integration in OECD countries. This edition includes two special chapters on the labour market integration of migrant mothers and on fertility patterns among migrant populations in OECD countries. The Outlook also includes country notes and a detailed statistical annex." (Author's abstract, IAB-Doku) ((en))

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Ceballos, Martha, Annick Masselot & Richard Watt (2022): Pay Transparency across Countries and Legal Systems. In: CESifo forum, Jg. 23, H. 2, S. 3-11.

Abstract

"The article proceeds as follows. In the next section, we detail the legislative experiences of the different countries that are included in our data set. The third section employs latent class analysis to group the different countries in our data set according to their gender pay gap and their pay transparency legislation. The fourth section posits a new perspective on the gender pay gap of non-legislating countries that leads to a theory (and indeed a value, at least for the countries in our data set) of a “natural rate” of the gender pay gap and a useful separation between countries with pay transparency legislation in place – those that out-perform the benchmark of not legislating, and those that under-perform relative to that same benchmark. Together with our latent class analysis groupings, this allows us to draw conclusions regarding the types of pay transparency law that appear to be more successful in the endeavor of reducing the gender pay gap. Finally, the fifth section concludes." (Text excerpt, IAB-Doku) ((en))

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Nieuwenhuis, Rense (2022): No activation without reconciliation? The interplay between ALMP and ECEC in relation to women employment unemployment and inactivity in 30 OECD countries 1985-2018. In: Social Policy and Administration, Jg. 56, H. 5, S. 808-826. DOI:10.1111/spol.12806

Abstract

"Comparative welfare state research as examined the outcomes of active labour market policies (ALMP) and work-family reconciliation policies by and large been separately. As a result, potential complementarities between these policy areas have received scant attention empirically. Using macro-level data, this study answers the question to what extent, and in which way, governments' efforts in ALMP and in early childhood education and care (ECEC) services are complementary to each other in promoting women's employment rates and reducing women's unemployment and inactivity rates in 30 OECD countries from 1985 to 2018. The article theorises about how the various policies that constitute a welfare state relate to each other, distinguishing between pluralism, complementarity and substitutability. These findings provide support for the notion of welfare pluralism, in the sense that ALMP and ECEC policies work together in improving women's employment rates in slightly different ways: ALMP achieve this through reducing women's unemployment rates, whereas ECEC also achieve lower inactivity rates for women. There was, however, more support for the notion of substitution rather than complementarity: the marginal benefits associated with an increase in either ALMP or ECEC were smaller in the context of large investments in the other policy. In other words, the highest rates of women's employment, and the lowest rates of unemployment and inactivity, are found in countries with large investments in both ALMP and ECEC, but such higher investments are associated with diminishing returns." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Nieuwenhuis, Rense (2022): No activation without reconciliation? The interplay between ALMP and ECEC in relation to women employment unemployment and inactivity in 30 OECD countries 1985-2018. (Working papers / Institute for Evaluation of Labour Market and Education Policy 2022,04), Uppsala, 36 S.

Abstract

"Comparative welfare state research has mostly examined the outcomes of active labour market policies and work-family reconciliation policies separately. As a result, potential complementarities between these policy areas have received scant attention empirically. Using macro-level data, this study answers the question to what extent, and in which way, governments' efforts in active labour market policies (ALMP) and in early childhood education and care (ECEC) services are correlated with women's employment rates, women's unemployment and inactivity rates in 30 OECD countries from 1985 to 2018. The article theorizes about how the various policies that constitute a welfare state relate to each other, distinguishing between pluralism, complementarity and substitutability. I interpret the empirical findings as being consistent with welfare pluralism, in the sense that ALMP and ECEC policies work together in improving women's employment rates in slightly different ways: ALMP is associated with low female unemployment rates, whereas ECEC also is associated with lower inactivity rates for women. There was, however, more support for the notion of substitution rather than complementarity: the marginal benefits associated with an increase in either ALMP or ECEC were smaller in the context of large investments in the other policy. In other words, the highest rates of women's employment, and the lowest rates of unemployment and inactivity, are found in countries with large investments in both ALMP and ECEC, but such higher investments are associated with diminishing returns." (Author's abstract, IAB-Doku) ((en))

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Rebollo-Sanz, Yolanda F. & Sara De La Rica (2022): Gender gaps in skills and labor market outcomes: evidence from the PIAAC. In: Review of Economics of the Household, Jg. 20, H. 2, S. 333-371. DOI:10.1007/s11150-020-09523-w

Abstract

"Our paper makes the first attempt to address the empirical relationRicship between cognitive skills and gender gaps in labor market performance. We do so in a cross-country setting. To that end we use the PIAAC dataset, which contains information on OECD and non-OECD economies. Firstly, we document the existence of gender gaps in cognitive skills for numeracy, which are found to be around 2.5–4.6% and increase with age. These gaps remain even when comparing men and women within the same level and field of study. Next, we document sizable gender gaps in labor market outcomes, such as Labor Force Participation and hourly wages—around 18%, increase with age and rise remarkably for parents. Math skills are positively and strongly associated with these two labor market outcomes and its contribution to explain gender gaps, although significant, is limited—between 10 15% at most—in particular for parents." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Rendall, Michelle (2022): The Link between Gender Gaps and Employment Polarization. In: CESifo forum, Jg. 23, H. 2, S. 12-16.

Abstract

"The increase in employment shares both at the bottom and at the top of the skill distribution, combined with a decline in the middle, has been extensively documented for the US and many OECD economies since the 1980s. This observed employment polarization has become a well-known stylized fact. Less well known are the characteristics of employment polarization by gender, as polarization is usually studied at an aggregate level. Nonetheless, when studying employment polarization, in Cerina et al. (2021) we also consider one of the most important and dramatic social phenomena of the 20th century: the rise in female labor force participation, coupled with a rise in broad college attainment and a closing of the gender wage gap." (Author's abstract, IAB-Doku) ((en))

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Silverberg, Laurie, Jutta Allmendinger, Michelle Boden, Frederic Jage-Bowler & Johanna Schleyer (Hrsg.) (2022): Gender Equality Advisory Council Report 2022: A shared vision for gender equality. Berlin, 108 S.

Abstract

"The 2022 GEAC Report describes the development of the G7 on the path to gender equality. Through both essays and data, it offers a clear picture of gender equality within the G7, highlights success stories, identifies areas for improvement, and provides evidence-based recommendations to the leaders of the G7. The first half of the report focuses on seven areas of action identified by the GEAC 2022; the second half offers a milestone in the work of the GEAC: the first-ever publication of the G7 Dashboard on Gender Gaps. This yearʼs GEAC focused on seven themes: Funding; Ownership, Entrepreneurship, and Investment; The Care Economy; Feminist Diplomacy; Gender-based Violence; Gender and Crisis; and Intersectional Policy. Each of these themes is presented with a dedicated essay that includes data and best-practice models and concludes with a series of recommendations to the G7 leaders. Four of these themes are further elucidated in a more accessible comic-strip format." (Text excerpt, IAB-Doku) ((en))

Abstract

"Although men and women are typically taxed under the same rules, their different social and economic characteristics (e.g. income levels or labour force participation) mean that the tax system can inadvertently contribute to gender inequalities in society. Understanding and improving the impact of taxes on gender equality is a key dimension that governments need to consider as part of tax design to support inclusive growth. This report provides the first cross-country overview of governments' approaches to tax policy and gender, including reforms undertaken to date and potential areas of explicit and implicit gender bias. Covering 43 countries, it also explores the extent to which governments take into account gender implications in policy development, gender considerations in tax administration and compliance, and the availability and use of gender-disaggregated data. Finally, it also discusses priorities for further work on tax policy and gender issues." (Author's abstract, © 2022 OECD) ((en))

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Duval-Hernandez, Robert, Lei Fang & L. Rachel Ngai (2021): Taxes, Subsidies, and Gender Gaps in Hours and Wages. (Working papers / Federal Reserve Bank of Atlanta 2021,17), Atlanta, Ga., 48 S. DOI:10.29338/wp2021-17

Abstract

"Using micro data from 17 countries in the Organisation for Economic Co-operation and Development, this paper documents a negative cross-country correlation between gender ratios in market hours and wages. We find that market hours by women and the size of the service sector that produces close substitutes to home production are important for the gender differences in market hours across countries. We quantify the role played by taxes and subsidies to family care on the two gender ratios in a multisector model with home production. Higher taxes and lower subsidies reduce the marketization of home production and therefore reduce market hours. The effect is larger for women because of their comparative advantage in producing home services and the corresponding market substitutes. The larger fall in female market hours drives up the female wage relative to the male wage, resulting in higher gender wage ratios." (Author's abstract, IAB-Doku) ((en))

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Korinek, Jane, Evdokia Moïsé & Jakob Tange (2021): Trade and gender: A Framework of analysis. (OECD trade policy working papers 246), Paris, 87 S. DOI:10.1787/6db59d80-en

Abstract

"Closing gender gaps makes good economic sense. Advancing the aim of women's economic empowerment will require policy action across a wide range of areas, including increasing their participation in international trade. Although trade policies are not de jure discriminatory, they impact women and men differently due to dissimilar initial conditions. Mapping the channels and interactions between trade and gender for women as workers, consumers, and business owners shows that: (i) trade impacts women workers differently to men in part because they are employed in different sectors — in OECD countries, more often in services; (ii) trade lowers prices for consumers, which particularly increases the purchasing power of more vulnerable groups, where women are disproportionately represented; and (iii) higher trade costs impede smaller businesses' access to international markets more than large firms, which impacts women who tend to own and lead smaller businesses. A framework is proposed for analysing the impacts of trade and trade policies on women that policy makers can use in order to ensure that trade and trade policies in their country support women's economic empowerment." (Author's abstract, IAB-Doku) ((en))

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Li, Qi, Chris Knoester & Richard J. Petts (2021): Cross-national Attitudes about Paid Parental Leave Offerings for Fathers. (SocArXiv papers), 40 S. DOI:10.31235/osf.io/dxy24

Abstract

"Using cross-national data from the 2012 International Social Survey Programme (N = 33,273), this study considers institutional, self-interest, and ideational factors in analyzing public opinions about the provision, length, and source of paid parental leave offerings for fathers. We find substantial support for generous leave offerings. Multilevel regression results reveal that being a woman, supporting dual-earning expectations, and realizing more family strains lead to support for more generous leave offerings. Endorsing separate spheres and intensive mothering attitudes reduces support for more generous leave offerings; although, gendered attitudes interact with one another in predicting leave preferences, too. Finally, country-level indicators of female empowerment and father-specific leave offerings are positively associated with preferences for more generous leave offerings. Overall, public opinions about fathers’ leave offerings across OECD countries largely support policies that provide opportunities for more involved fathering, but preferences continue to be gendered and linked to family strains and country-level contexts." (Author's abstract, IAB-Doku) ((en))

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Mourelatos, Evangelos (2021): Hiring Discrimination in Labor Markets. An Experimental Study of Mood Regulation. (GLO discussion paper / Global Labor Organization 956), Essen, 49 S.

Abstract

"We explore whether there is a link between mood and hiring decisions. This research examines how positive mood affects the discrimination faced my homosexual job candidates compared to heterosexuals. Our experimental design allows us to track the complete hiring process and monitor employers' behavior within and without our treatment context, in both online and offline labor market settings. Constructing pairs of curriculum vitae, distinguished, in each case, only by the sexual orientation or the gender of the applicants, led to the observation that females and gay men faced a significantly lower chance of getting hired regardless the labor market context. We also find that female employers propose higher levels of discrimination only for the case of female applicants. Our positive mood manipulation led to a depletion of discrimination levels, with the effects being more robust in the online labor context. Thus, there is substantial experimental evidence to suggest that discrimination based on sexual orientation and gender does exist also in online labor markets. Contributions to the hiring discrimination, mood research, and gig-economy literature are discussed." (Author's abstract, IAB-Doku) ((en))

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Queisser, Monika (2021): COVID-19 and OECD Labour Markets: What Impact on Gender Gaps? In: Intereconomics, Jg. 56, H. 5, S. 249-253. DOI:10.1007/s10272-021-0993-6

Abstract

"Across the board statements on who suffers most are not helpful and may actually be a disservice to the fight for greater gender equality." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

Abstract

"Women continue to earn less than men, in spite of major societal changes over decades and many labour market, educational and public policy initiatives that have targeted the gender wage gap. To address this persistent challenge, many governments are now mandating promising new pay transparency tools like employer pay gap reporting, equal pay audits, and gender-neutral job classification systems. These policies hold considerable allure. Pay transparency offers a relatively simple and intuitive way to identify and address gender wage gaps when they occur in a workplace. These policies can function well in publicising wage gaps and incentivising employers to address the inequalities they find – but only with the right policy design and implementation. This report presents the first stocktaking of pay transparency tools across OECD countries and explores how such policies can help level the playing field for women and men at work." (Author's abstract, IAB-Doku) ((en))