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
Geschlechtergerecht gestalten: Möglichkeiten und Grenzen der Arbeitsmarkt- und Sozialpolitik (2026)
Zitatform
Bothfeld, Silke, Christian Hohendanner, Petra Schütt & Aysel Yollu-Tok (Hrsg.) (2026): Geschlechtergerecht gestalten. Möglichkeiten und Grenzen der Arbeitsmarkt- und Sozialpolitik. Frankfurt: Campus Verlag, 471 S. DOI:10.12907/978-3-593-45932-5
Abstract
"Trotz zahlreicher Bemühungen und Erfolge in der Gleichstellungspolitik seit Ende der 1990er Jahre bestehen in der Praxis nach wie vor erhebliche geschlechtsspezifische Unterschiede auf dem Arbeitsmarkt. Frauen haben nach wie vor geringere Erfolgsaussichten beim Zugang und beim Verbleib in Beschäftigung, ihre Bezahlung und ihre Aufstiegsmöglichkeiten sind schlechter. Die Beiträge dieses Bandes bieten einen umfassenden Überblick über die aktuelle geschlechtsbezogene Arbeits(marktpolitik-)forschung. Mit einem multiperspektivischen Blick auf den vergeschlechtlichten Arbeitsmarkt gelingt es dem Band, historische Aspekte, Gegenwartsanalysen sowie gesellschaftliche Transformationsprozesse und Lösungsansätze zu verbinden." (Verlagsangaben, IAB-Doku)
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Literaturhinweis
Navigating Motherhood: Endogenous Penalties and Career Choice (2026)
Zitatform
Coskun, Sena, Husnu Dalgic & Yasemin Özdemir (2026): Navigating Motherhood: Endogenous Penalties and Career Choice. (IAB-Discussion Paper 02/2026), Nürnberg, 57 S. DOI:10.48720/IAB.DP.2602
Abstract
"Wir dokumentieren, dass Frauen sich vor der Geburt ihres ersten Kindes strategisch in „familienfreundliche” Sektoren sortieren, die durch geringere Erfahrungswerte, aber niedrigere Einbußen pro Kind gekennzeichnet sind. Dieses antizipatorische Sortieren stellt ex-ante Kosten der Mutterschaft dar, die von herkömmlichen Maßen für die Child Penalty gänzlich übersehen werden. Wir entwickeln ein Modell heterogener Akteure für Berufswahl und Fertilität, um diese „Sorting Penalty” zu quantifizieren. Unser zentrales Ergebnis ist, dass der direkte Einkommensverlust durch berufliches Sortieren zwar gering ist, dieses Resultat jedoch die hohe Wirksamkeit der primären Instrumente offenbart, mit denen Frauen Mutterschaft bewältigen: die Qualität-Quantität (Q-Q) und Zeitverwendung (T-E) Trade-offs. Durch empirische Evidenz für beide Spielräume zeigen wir, dass Frauen keine passiven Subjekte von Child Penalties sind; sie sind aktive, strategische Akteurinnen, die diese feineren Abwägungen nutzen, um familiäre Ziele zu erreichen und gleichzeitig berufliche Kosten zu mildern. Unsere Ergebnisse unterstreichen: Da Fertilität und Benachteiligungen zutiefst endogen sind, werden politische Rahmenbedingungen, die diese Trade-offs ausschließen, die Fertilitätsreaktionen und Karrierekosten von Interventionen grundlegend falsch berechnen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Die Qual der Wahl? Soziale Strukturierungen der tariflichen Wahlmöglichkeit zwischen Zeit und Geld (2025)
Zitatform
Abendroth-Sohl, Anja, Ann-Christin Bächmann, Alexandra Mellies & Kevin Ruf (2025): Die Qual der Wahl? Soziale Strukturierungen der tariflichen Wahlmöglichkeit zwischen Zeit und Geld. In: WSI-Mitteilungen, Jg. 78, H. 1, S. 22-29., 2025-11-01. DOI:10.5771/0342-300X-2025-1-22
Abstract
"Immer mehr Beschäftigte sehen sich mit Vereinbarkeitskonflikten zwischen Privatem und Beruflichem konfrontiert. Entsprechend hat der Wunsch nach mehr Mitbestimmung in der Gestaltung der individuellen Arbeitszeit gesellschaftlich stark an Bedeutung gewonnen. Vor diesem Hintergrund haben einige Gewerkschaften eine tarifliche Wahloption durchgesetzt, die es Beschäftigten erlaubt, sich jährlich zwischen mehr Zeit oder mehr Geld zu entscheiden. Dieser Beitrag untersucht, inwieweit die Wahl von mehr Zeit anstelle von mehr Geld sozial strukturiert ist; er berücksichtigt dabei Unterschiede bei der Wahl von Zeit sowie die dahinterliegenden Motive zwischen Männern und Frauen mit und ohne Kinder unter 14 Jahren im Haushalt." (Autorenreferat, IAB-Doku, © Nomos)
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Literaturhinweis
Gender occupational segregation: a new approach to quantifying the effect of educational segregation (2025)
Zitatform
Acosta-Ballesteros, Juan, María Del Pilar Osorno-Del Rosal & Olga María Rodríguez-Rodríguez (2025): Gender occupational segregation: a new approach to quantifying the effect of educational segregation. In: Applied Economics, Jg. 57, H. 57, S. 9713-9727. DOI:10.1080/00036846.2024.2423067
Abstract
"This article analyses the impact of educational segregation on the gender gap in the probability of working in a gendered or gender-balanced occupation, which is our measure of occupational segregation. Specifically, our methodology allows quantifying two different effects of education on this gap: one due to girls and boys choosing different educational options (presorting), and the other due to men and women with the same education entering the same or different occupations (postsorting). Using a sample of university graduates from Spain, a country with a highly segregated labor market, we conclude that the gender composition of education and occupation are strongly related. However, the greater presence of women in female-dominated jobs is not only due to them choosing female-dominated degrees, but also due to many women from gender-balanced, and even some from male-dominated programs, working in female-dominated occupations. Thus, reducing educational segregation does not seem to be enough to fight against occupational segregation. It is also necessary to guarantee that men and women enjoy the same opportunities in the labour market, removing discrimination practices, and to ensure that both, workers and employers, do not make decisions based on gender role expectations or stereotypes." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender Divergence in Sectors of Work (2025)
Zitatform
Alon, Titan, Sena Coskun & Jane Olmstead‑Rumsey (2025): Gender Divergence in Sectors of Work. (IAB-Discussion Paper 11/2025), Nürnberg, 44 S. DOI:10.48720/IAB.DP.2511
Abstract
"Im letzten halben Jahrhundert kam es in vielen Bereichen des Arbeitsmarktes, darunter Arbeitszeit, Einkommen und Berufe, zu einer weitgehenden Annäherung der Geschlechter. Diese Studie zeigt jedoch, dass sich die Beschäftigungssektoren von Männern und Frauen im gleichen Zeitraum tatsächlich auseinanderentwickelt haben. Wir zerlegen den Anstieg der sektoralen Segregation in drei Faktoren: veränderte Präferenzen, Diskriminierung und Technologien. Veränderte Beschäftigungspräferenzen verheirateter Frauen sind der wichtigste Faktor und erklären 59% des Anstiegs der Segregation. Diese veränderten Präferenzen verringern auch die geschlechtsspezifische Einkommenslücke, da die von Frauen geschätzten nicht‑lohnbezogenen Annehmlichkeiten in höher bezahlten Sektoren zunehmend an Bedeutung gewinnen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Skill requirements versus workplace characteristics: exploring the drivers of occupational gender segregation (2025)
Zitatform
Bajka, Scherwin M., Benita Combet, Patrick Emmenegger & Sabine Seufert (2025): Skill requirements versus workplace characteristics: exploring the drivers of occupational gender segregation. In: Socio-economic review, Jg. 23, H. 4, S. 2065-2086. DOI:10.1093/ser/mwaf034
Abstract
"What role do skill requirements play in gendered occupational preferences? Previous research has emphasized workplace characteristics such as salaries and family-friendly work hours. Less attention has been paid to skill requirements, even though they are an important part of job descriptions and serve as reference points for individuals’ assessment of their suitability for occupations. Using a choice experiment among Swiss adolescents who are in the process of choosing their vocational training occupation, this article demonstrates that women and men have surprisingly similar preferences for workplace characteristics. In contrast, skill requirements are better predictors of gender differences in occupational preferences. We find that technical skills are critical in explaining gendered occupational preferences, with occupations that rely more heavily on new technologies attracting fewer women. At the same time, both genders prefer occupations that emphasize social interactions, suggesting that the prominent ‘people’ versus ‘things’ distinction does not adequately capture gendered occupational preferences." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Do Words Matter? The Impact of Communal and Agentic Language on Women’s Application to Job Opportunities (2025)
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Batz-Barbarich, Cassondra, Nicole Strah & Farhan Masud Ahmed (2025): Do Words Matter? The Impact of Communal and Agentic Language on Women’s Application to Job Opportunities. In: Journal of Personnel Psychology, Jg. 24, H. 3, S. 135-147. DOI:10.1027/1866-5888/a000364
Abstract
": Communal and agentic goal affordances predict women’s perceived fit in and pursuit of work environments. However, an organization’s ability to influence women’s perceptions and pursuit of roles via language signals in job advertisements is unclear. This field study examines the impact of communal (vs. agentic) language in job advertisements ( N = 330 ads; 242 organizations) on attitudes and behaviors of actual job seekers. Results indicate that some agentic and communal cues influence behavior such that the former leads to a smaller proportion of female applicants, whereas the latter leads to a greater proportion. However, results became nonsignificant after controlling for industry gender representation. Our results explore the utility of experimentally explored interventions to determine their influence on real applicants’ behaviors." (Author's abstract, IAB-Doku, © 2025 Hogrefe Verlag) ((en))
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Literaturhinweis
Gender Inequality in the Labor Market: Continuing Progress? (2025)
Zitatform
Blau, Francine D. (2025): Gender Inequality in the Labor Market: Continuing Progress? In: ILR review, Jg. 78, H. 2, S. 275-303. DOI:10.1177/00197939241308844
Abstract
"This article examines the trends in women ’s economic outcomes in the United States, focusing primarily on labor force participation, occupational attainment, and the gender wage gap. Considerable progress was made on all dimensions prior to the 1990s followed by a slowing or stalling of gains thereafter, with a plateauing of female labor force participation trends and a slowing of women’s occupational and wage convergence with men. The author considers the likelihood that progress in narrowing gender gaps will resume in these areas, and concludes it is unlikely without policy intervention. She then considers new policy initiatives to address work–family issues and labor market discrimination that may help to increase female labor force participation and narrow gender inequities in the labor market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Can gender and race dynamics in performance appraisals be disrupted? The case of social influence (2025)
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Bohnet, Iris, Oliver P. Hauser & Ariella S. Kristal (2025): Can gender and race dynamics in performance appraisals be disrupted? The case of social influence. In: Journal of Economic Behavior & Organization, Jg. 235. DOI:10.1016/j.jebo.2025.107032
Abstract
"We document gender and race dynamics in performance evaluations in a multi-national company, examining the impacts of a feature of the performance appraisal process: managers’ knowledge of employees’ self-evaluations. Generally, (White) women were rated higher than men and people of color were rated lower than White employees. Women of color gave themselves the lowest self-ratings. When self-evaluations were unavailable due to a quasi-exogenous shock, manager and self-ratings were less correlated. However, gender and race gaps remained unchanged as managers anchored on previous years’ ratings. Based onsuggestive evidence, women of color without an employment history benefitted from their self-ratings not being shared." (Author's abstract, IAB-Doku, © 2025 The Authors. Published by Elsevier B.V.) ((en))
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Literaturhinweis
Gender convergence in all areas: Is it a myth? (2025)
Coskun Dalgic, Sena;Zitatform
Coskun Dalgic, Sena (2025): Gender convergence in all areas: Is it a myth? In: IAB-Forum H. 29.08.2025, 2025-08-27. DOI:10.48720/IAB.FOO.20250829.02
Abstract
"While men and women are increasingly found in the same occupations, a surprising trend has emerged: Sectors are becoming more gender-segregated over time. Are these patterns shaped by discriminatory hiring practices or by individual preferences? Examining this question offers new insights into the complex dynamics behind gendered labour market outcomes." (Author's abstract, IAB-Doku) ((en))
Beteiligte aus dem IAB
Coskun Dalgic, Sena; -
Literaturhinweis
Gender and Occupational Prestige. Testing the Devaluation Theory in Spain (2025)
Zitatform
García‐Mainar, Inmaculada, Pablo García‐Ruiz & Victor M. Montuenga (2025): Gender and Occupational Prestige. Testing the Devaluation Theory in Spain. In: Gender and Occupational Prestige. Testing the Devaluation Theory in Spain, Jg. 32, H. 5, S. 1982-1993. DOI:10.1111/gwao.13262
Abstract
"The devaluation theory, that is, that occupations where women predominate become less socially valued than those where men are in the majority, has not reached a unanimous conclusion in the empirical literature, especially when prestige is used as an indicator of the valuation of the occupation. The changing economic and social circumstances may influence the fulfillment of this hypothesis over time. Using regression analysis, this article tests the adequacy of the devaluation theory in the Spanish labor market at two points in time, 1991 and 2013. Previously, it also describes and analyzes whether the ordering of occupations has changed substantially in this period, using two different comparable scales. The results confirm a weakening in the support of the devaluation theory such that gender segregation of occupations does not necessarily imply differences in their social valuation. This result can be attributed to (i) the increase of prestige in some feminized occupations and (ii) the increase of women's participation in prestigious occupations." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
The Global Gender Distortions Index (GGDI) (2025)
Goldberg, Pinelopi; Gottlieb, Charles ; Lall, Somik V.; Lakshmi Ratan, Aishwarya; Peters, Michael ; Mehta, Meet;Zitatform
Goldberg, Pinelopi, Charles Gottlieb, Somik V. Lall, Meet Mehta, Michael Peters & Aishwarya Lakshmi Ratan (2025): The Global Gender Distortions Index (GGDI). (CEPR discussion paper / Centre for Economic Policy Research 20554), London, 58 S.
Abstract
"The extent to which women participate in the labor market varies greatly across the globe. If such differences reflect distortions that women face in accessing good jobs, they can reduce economic activity through a misallocation of talent. In this paper, we build on Hsieh et al. (2019) to provide a methodology to quantify these productivity consequences. The index we propose, the ”Global Gender Distortions Index (GGDI)”, measures the losses in aggregate productivity that gender-based misallocation imposes. Our index allows us to separately identify labor demand distortions (e.g., discrimination in hiring for formal jobs) from labor supply distortions (e.g., frictions that discourage women’s labor force participation) and can be computed using data on labor income and job types. Our methodology also highlights an important distinction between welfare-relevant misallocation and the consequences on aggregate GDP if misallocation arises between market work and non-market activities. To showcase the versatility of our index, we analyze gender misallocation within countries over time, across countries over the development spectrum, and across local labor markets within countries. We find that misallocation is substantial and that demand distortions account for most of the productivity losses." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender and unemployment: a vignette experiment on recruiters’ hiring intentions in sex-segregated occupations (2025)
Zitatform
Gutfleisch, Tamara & Robin Samuel (2025): Gender and unemployment: a vignette experiment on recruiters’ hiring intentions in sex-segregated occupations. In: European Societies, S. 1-35. DOI:10.1162/euso_a_00040
Abstract
"This study investigates the interplay between occupational sex composition and gender-specific unemployment patterns from the perspective of demand-side mechanisms, an area where existing research is scant. Experimental evidence suggests that unemployment is often perceived more negatively for men than women in hiring decisions. However, it is unclear how the disadvantages from unemployment and those associated with applying for gender-atypical jobs combine to (re-)produce gender inequality in re-employment chances. Utilizing secondary data from a multi-country vignette experiment, we examined how recruiters across different sex-segregated occupational fields assess male and female job applicants with unemployment experience. We found gender differences in the effect of unemployment, with disadvantages for men increasing with the share of women in an occupation. While the reverse pattern was observed in occupations with lower shares of women, the gender difference in unemployment effects was somewhat larger for men in female-dominated occupations. This was due to occupational variation in unemployment effects for both genders. However, focusing on applicants meeting the minimum skill requirements, only men's unemployment effect varied across occupational fields. Thus, occupational sex composition is an important factor in recruiter evaluations of unemployed applicants, intensifying the challenge of re-employment, particularly for men in female-dominated occupations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Tensions of Making Women's Marginalization Salient in Men-Dominated Workplaces (2025)
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Hart, Chloe Grace (2025): Tensions of Making Women's Marginalization Salient in Men-Dominated Workplaces. In: Work and occupations, Jg. 52, H. 3, S. 358-387. DOI:10.1177/07308884241268704
Abstract
"Why might women who experience gender-based bias and harassment at work shy away from efforts to address gender inequality in their workplaces? Drawing on data from 52 interviews with women working in the Silicon Valley tech industry, I show that efforts to address women's marginalization in the men-dominated tech industry are complicated by the inscription of negative, gender essentialist stereotypes about women into narratives about why such initiatives are necessary. Interviewees voiced two rationales for not explicitly challenging women's marginalization. First, some women—particularly those whose race/ethnicity and age were typical of Silicon Valley tech workers—articulated a concern that such efforts may be interpreted as evidence that women are fundamentally different from, and deficient relative to, men. Second, women across race/ethnicity and age conveyed the concern that such efforts frame women as disempowered victims lacking agency. Both concerns represent a double bind: ignoring the marginalization that women face maintains a status quo rife with gender bias, but seeking to address it risks further entrenching negative stereotypes about women. These results illustrate both the durable nature of the gender status hierarchy and the unique ways that women of different intersecting identities confront it." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Couples' division of paid work and rising income inequality: A study of 21 OECD countries (2025)
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Herzberg-Druker, Efrat (2025): Couples' division of paid work and rising income inequality: A study of 21 OECD countries. In: Research in Social Stratification and Mobility, Jg. 99. DOI:10.1016/j.rssm.2025.101084
Abstract
"Numerous scholars have explored the association between women's changing employment patterns and the changing income inequality in recent decades. While most studies indicate that increased women's employment reduces household inequality, a few suggest the opposite effect. This research investigated whether shifts in the division of paid work (i.e., changes in the working hours) among heterosexual couples, as compared to changes in women's work alone, contribute to changes in income inequality. It also examined whether the selection of couples into the different types of division of paid work based on their level of education is a mechanism underlying the growing inequality. Based on counterfactual analyses of data from the Luxembourg Income Study (LIS), encompassing 21 OECD countries, the findings demonstrate shifts in couples' division of paid work, particularly the increase in fulltime dual-earner households, are associated with rising income inequality in most countries studied. However, changes in educational attainment were not found to be the mechanism underlying the association between changes in couples' division of paid work and changes in income inequality." (Author's abstract, IAB-Doku, © 2025 The Author(s). Published by Elsevier Ltd.) ((en))
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Literaturhinweis
Strukturwandel am Arbeitsmarkt durch die ökologische Transformation - Folgen für Geschlechterverhältnisse auf dem Arbeitsmarkt: Expertise für den Vierten Gleichstellungsbericht der Bundesregierung (2025)
Zitatform
Hohendanner, Christian, Markus Janser & Florian Lehmer (2025): Strukturwandel am Arbeitsmarkt durch die ökologische Transformation - Folgen für Geschlechterverhältnisse auf dem Arbeitsmarkt. Expertise für den Vierten Gleichstellungsbericht der Bundesregierung. Berlin, 94 S.
Abstract
"Die vorliegende Expertise untersucht erstmals quantitativ die strukturellen Veränderungen des Arbeitsmarktes in Deutschland im Hinblick auf geschlechtsbezogene Aspekte, die im Zuge der ökologischen Transformation entstehen. Wir verwenden hierfür einen Tasks-basierten Ansatz zur Identifikation der betroffenen Akteur*innen auf dem Arbeitsmarkt. Dazu werden der Greenness-of-Jobs Index (GOJI) (Janser 2019, 2024), das IAB-Berufepanel (Version 2012-2022, inkl. GOJI) sowie deskriptive Statistiken auf Basis des IAB-Betriebspanels herangezogen. Das IAB-Berufepanel wie die Auswertungen des IAB-Betriebspanels sind auf der Homepage des IAB öffentlich zugänglich und können für weitere Analysen genutzt werden. Zusätzlich werden Maßnahmen diskutiert, die helfen könnten, mögliche Ungleichheiten in der ökologischen Transformation abzufedern und zu überwinden. Ziel der Expertise ist es, den Sachverständigen für den Vierten Gleichstellungsbericht eine fundierte empirische Grundlage zu den Veränderungen auf dem Arbeitsmarkt und deren potenziellen Folgen für Geschlechterverhältnisse durch die ökologische Transformation zu liefern. Die Expertise zeigt auf, inwiefern Frauen und Männer gleichermaßen oder unterschiedlich von den Entwicklungen des Arbeitsmarktes profitieren bzw. betroffen sind. Es wird dargestellt, in welchen Branchen und Berufen sich Tätigkeitsfelder verändert haben und neue Beschäftigungsverhältnisse entstanden bzw. weggefallen sind – jeweils mit besonderem Fokus auf die Unterschiede zwischen Frauen und Männern. Vor dem Hintergrund aller zusammengetragenen Erkenntnisse wird abschließend diskutiert, inwiefern die bisherigen Ergebnisse darauf hindeuten, dass sich geschlechtsbezogene Unterschiede bzw. Ungleichheiten auf dem Arbeitsmarkt in der ökologischen Transformation eher angleichen oder weiter auseinanderentwickeln." (Textauszug, IAB-Doku)
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Literaturhinweis
National Work-Family Policies and Gender Earnings Inequality in 26 OECD Countries, 1999 to 2019 (2025)
Zitatform
Hook, Jennifer L. & Meiying Li (2025): National Work-Family Policies and Gender Earnings Inequality in 26 OECD Countries, 1999 to 2019. In: Socius, Jg. 11, S. 1-21. DOI:10.1177/23780231251360042
Abstract
"The authors investigate whether work-family policies help incorporate women into the labor market, but exacerbate the gender earnings gap and motherhood penalty, especially for mothers and/or tertiary-educated women. The authors use repeated cross-sectional income data from the Luxembourg Income Study database (1999–2019) (n = 26 countries, 280 country-years, 2.9 million employees) combined with an original collection of indicators on work-family policies, labor market conditions, and gender norms. The authors find that only one work-family policy, long paid parental leave (longer than six months), is associated with a larger gender earnings gap for mothers and tertiary-educated women. The negative relationship between long paid leave and women’s earning percentile is not well explained by selection, full-time status, work hours, experience, occupation, or sector, suggesting discrimination mechanisms. These findings add to the growing evidence that long paid leave specifically, as opposed to work-family policies more generally, cleaves the labor market outcomes of women from men." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender Role Attitudes and the Reproduction of Occupational Sex Segregation: An Analysis of Attitudes towards Women’s Voluntary Childlessness in Europe (2025)
Zitatform
Insarauto, Valeria & Danilo Bolano (2025): Gender Role Attitudes and the Reproduction of Occupational Sex Segregation: An Analysis of Attitudes towards Women’s Voluntary Childlessness in Europe. In: Work, Employment and Society, Jg. 39, H. 6, S. 1415-1439. DOI:10.1177/09500170251348821
Abstract
"This article contributes to the literature on gender role attitudes and the reproduction of occupational sex segregation by investigating how attitudes towards women’s voluntary childlessness relate to the embeddedness of individuals in sex-typed occupations. While previous studies have found that more favorable attitudes are more common among women than men, they have not established why this is so. We argue that the differing allocation of men and women to sex-typed occupations carries gender-specific pressures towards gender-role congruence, which are likely to shape the perceived costs of motherhood and, hence, attitudes towards female childlessness differently. We test this argument by drawing on European Social Survey data. Findings show that women with more favourable attitudes are most likely to work in male-dominated occupations and hold high-status positions, highlighting the enduring force and differentiated saliency of gender beliefs across sex-segregated occupations. We discuss the implications for the reproduction of occupational sex segregation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Tailored to Women, Provided to Men? Gendered Occupational Inequality in Access to Flexible Working-Time Arrangements (2025)
Zitatform
Jacobi, Aljoscha, Maik Hamjediers & Tabea Naujoks (2025): Tailored to Women, Provided to Men? Gendered Occupational Inequality in Access to Flexible Working-Time Arrangements. In: Social indicators research, Jg. 176, H. 3, S. 1179-1205. DOI:10.1007/s11205-024-03483-9
Abstract
"Numerous policy-makers and social scientists promote flexible working as a means to reconcile work and family life, often explicitly targeting women. Accordingly, one might expect that flexible working-time arrangements are more prevalent in occupations with a high share of female employees. Yet, previous evidence indicates the opposite. To address this puzzle, we investigate the occupational opportunity structures for flexible working. A devaluation argument proposes that employers perceive female-typed work as being of lower value, thus inhibiting the provision of flexible working-time arrangements in tfemale-dominated occupations. We evaluate this argument against alternative explanations, namely differences in the ability to bargain for flexible working and in structural or practical barriers to flexible working. Descriptive results based on German panel data (GSOEP, 2003 –2017) enriched with occupational-level information confirm that female-dominated occupations provide the least access to flexible work. Linear probability models with yearly fixed-effects indicate that power resources and structural barriers account for differences in flexible working between male-dominated and integrated occupations; yet an unexplained disadvantage for female-dominated occupations remains. Moreover, this disadvantage has grown between 2003 and 2017. We interpret this result as support of a cultural devaluation of female-dominated occupations in access to flexible working-time arrangements. Our findings highlight that the empirical reality of gendered occupational opportunity structures contradicts the gendered policy discourse on flexible work." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Can women bridge the gender class gap by choosing a gender-atypical field of study? A study based the on the German micro-census 1996–2016 (2025)
Zitatform
Konietzka, Dirk & Sebastian Wen (2025): Can women bridge the gender class gap by choosing a gender-atypical field of study? A study based the on the German micro-census 1996–2016. In: Journal of education and work, Jg. 37, H. 7/8, S. 550-567. DOI:10.1080/13639080.2025.2487421
Abstract
"The persistence of gender-stereotyped subject choices is considered as a detrimental factor for women’s labor market opportunities. Against this background, the paperfocusses on the labor market chances of women who graduated from a male-dominated field of study in higher education. We use a position in the upper service class as a criterion for successful job placement. Analyses of German micro-census data are conducted across labor market subsectors and over the period 1996–2016. Results show that class positions of women who graduated in male-dominated fields of study vary substantially by labor market segment. They are less likely than men to be employed in the upper service class specifically in large private sector firms, but at the same time more likely to be employed in the public sector. Over time, the private sector gender class gap has narrowed, but not disappeared." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Masculinity Norms and Their Economic Consequences (2025)
Zitatform
Matavelli, Ieda, Pauline Grosjean, Ralph De Haas & Victoria Baranov (2025): Masculinity Norms and Their Economic Consequences. (CEPR discussion paper / Centre for Economic Policy Research 20549), London, 37 S., Anhang.
Abstract
"While economists have extensively studied gender norms affecting women, masculinity norms — the informal rules that guide and constrain the behaviors of boys and men — remain underexplored. This review first examines how other disciplines have studied masculinity, providing economists with conceptual foundations and empirical patterns for understanding masculinity norms. We then discuss how the study of masculinity norms can inform the economics literature on gender gaps and men's outcomes across multiple domains: health behavior, labor supply and occupational choice, violence and aggression, and political preferences. We also discuss the paths for transmission and persistence of masculinity norms. Finally, using novel survey data from 70 countries, we present five stylized facts about masculinity norms. We document substantial global variation in these norms and demonstrate their predictive power for various socioeconomic and political Outcomes." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Are recruiters driving gender segregation? Evidence from the German apprenticeship market (2025)
Zitatform
Minssen, Luisa, Mark Levels, Harald Pfeifer & Caroline Wehner (2025): Are recruiters driving gender segregation? Evidence from the German apprenticeship market. In: German Journal of Human Resource Management, Jg. 39, H. 4, S. 336-366. DOI:10.1177/23970022241300060
Abstract
"Potential drivers of gender discrimination are recruiters, who are more likely to select applicants with characteristics similar to their own. This study explores whether recruiter characteristics (age, gender, and job position) drive gender discrimination in the recruitment of apprentices for gender-segregated occupations. A factorial survey experiment among 1872 firms in Germany estimates recruiters’ heterogeneous gender choices in male, female, and gender-mixed occupations. The study finds that female applicants are chosen less often for male-dominated occupations and more often for female-dominated occupations than male applicants. Moreover, older recruiters and firm owners are less likely to recruit female applicants for male-dominated occupations but more likely to recruit them for female-dominated occupations than younger recruiters and non-firm owners. By contrast, younger recruiters and HR professionals are more likely to recruit gender-neutrally to an occupation ’s dominating gender than older recruiters and non-HR professionals. This study shows that apprenticeship applicants of a gender opposed to the dominant gender of an occupation have a disadvantage in the apprenticeship market and that certain recruiters’ characteristics further impact this disadvantage." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Fostering Skills and Relief: Positive Spillover Effects Between Unpaid Caregiving and Paid Work (2025)
Zitatform
Raiber, Klara (2025): Fostering Skills and Relief: Positive Spillover Effects Between Unpaid Caregiving and Paid Work. In: Journal of Aging & Social Policy, S. 1-17. DOI:10.1080/08959420.2025.2561425
Abstract
"With the expected rise in unpaid caregiving, many caregivers will have to combine care with employment. While most research finds negative spillovers between caregiving and employment, it is crucial to understand the factors under which caregiving has positive spillover effects. Analyzing Dutch retrospective data from the Longitudinal Internet Studies for the Social science (3,543 caregiving situations of 2,042 caregivers), this study examined how factors from the work environment and the caregiving situation are related to two positive spillovers, namely learned skills from caregiving for paid work and employment being a relief from caregiving. Results from multilevel models show that a working environment with high flexibility compared to no flexibility was related to more skill learning and relief. Further, we found that more understanding of managers and colleagues was related to learning skills, while managers and colleagues knowing about caregiving was linked to feeling relief. More diverse caregiving tasks were associated with more skills learned for paid work and more relief felt. These findings can guide state or firm-based policies to not only prevent negative but also foster positive spillovers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender Differences in Job Requirements: Change Within Careers and Across Cohorts (2025)
Zitatform
Schwartz, Shoshana, Peter Cappelli & Yang Yang (2025): Gender Differences in Job Requirements: Change Within Careers and Across Cohorts. In: Human Resource Management, Jg. 64, H. 2, S. 331-373. DOI:10.1002/hrm.22256
Abstract
"We examine differences in jobs held by men and women based on a measure not used before, the standard human resources measures of “knowledge, skills, and abilities” generated by job analyses. While there is an abundance of evidence on gender disparities in pay, we know much less in detail about differences in the work men and women perform and especially how these differences have changed over time. We use nationally representative data for two cohorts of college graduates, one entering the post-college workforce in 1994 and another in 2009, and we follow them for the first 10 years of their careers. We find that women generally held jobs with lower requirements relative to men. The gender gap in job requirements grew over the course of individuals' careers for the first cohort (1994–2003) but declined sharply for the second (2009–2018). We also find that among the second cohort, women received a wage premium for social skills that was greater than what men received." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Telework and Occupational Segregation in Europe (2025)
Zitatform
Siegert, Anja, Rafael Granell & Francisco G. Morillas-Jurado (2025): Telework and Occupational Segregation in Europe. In: Economies, Jg. 13, H. 10. DOI:10.3390/economies13100292
Abstract
"Occupational segregation between men and women and between rural and urban areas is a persistent driver of labor market inequality in Europe. Women and rural workers are often overrepresented in lower-paid and lower-status occupations, reflecting structural barriers to occupational mobility. This paper investigates how occupational segregation varies across gender, space, and telework status and examines the potential of telework to reduce these inequalities. Using microdata from the 2023 European Labor Force Survey, we calculate segregation indices to measure occupational segregation and monetary gains, as well as losses due to segregation. We further analyze the relationship of segregation and telework. We find the highest segregation and economic disadvantages due to segregation for rural men. Female teleworkers are less clustered in feminized roles compared to non-teleworking women, suggesting that remote work can broaden occupational opportunities. Telework shows reduced segregation when primarily working remotely, but not in hybrid settings. Our findings contribute to a better understanding of spatial and gendered labor market disparities. We further identify the potential of telework to promote a more equitable occupational integration across gender and space." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Die Arbeitsmarktsituation von Frauen und Männern 2024 (2025)
Singer, Kirsten; Deyerler, Yvonne;Zitatform
Singer, Kirsten & Yvonne Deyerler (2025): Die Arbeitsmarktsituation von Frauen und Männern 2024. (Berichte: Blickpunkt Arbeitsmarkt / Bundesagentur für Arbeit), Nürnberg, 26 S.
Abstract
"In den vergangenen 10 Jahren gab es in Deutschland deutliche Anstiege bei der Erwerbsbeteiligung. Nur in wenigen anderen europäischen Ländern war diese 2024 sowohl insgesamt, als auch insbesondere bei Frauen, so ausgeprägt. Frauen und Männer sind in sehr unterschiedlichem Maße in den verschiedenen Formen der Erwerbstätigkeit vertreten: Während das Geschlechterverhältnis bei Männern und Frauen in der sozialversicherungspflichtigen Beschäftigung und im Beamtenstatus relativ ausgeglichen ist, werden rund drei Fünftel der Minijobs von Frauen ausgeübt. Männer hingegen entscheiden sich mit zwei Dritteln deutlich häufiger für die Selbständigkeit als Frauen. Im Laufe der letzten 10 Jahre stieg die sozialversicherungspflichtige Beschäftigung bei beiden Geschlechtern, bei Frauen relativ gesehen etwas stärker. Die sozialversicherungspflichtige Beschäftigung ist 2024 im Vergleich zum Vorjahr bei den 15- bis unter 65- Jährigen ausschließlich bei Frauen gestiegen, bei Männern leicht gesunken. Frauen sind überproportional im tertiären Sektor, Männer häufiger im Verarbeitenden Gewerbe, dem Bereich Verkehr und Logistik sowie im Baugewerbe beschäftigt. Daher sind in konjunkturellen Schwächephasen typischerweise vorrangig Männer vom Arbeitsplatzabbau betroffen, weil häufig industrielle Arbeitsplätze leiden. Jedoch haben Männer auch bessere Chancen, Arbeitslosigkeit durch die Aufnahme einer Beschäftigung zu überwinden. Im Jahr 2024 erreichte die Teilzeitbeschäftigung bei Männern und Frauen einen neuen Höchststand. Bei Frauen ist diese Beschäftigungsform nach wie vor weiter verbreitet. Männer erzielen im Mittel nach wie vor ein höheres monatliches Bruttoarbeitsentgelt als Frauen, was vielfältige Gründe wie u.a. die Berufswahl, die Wahrnehmung von Familienpflichten oder die Rahmenbedingungen für eine vertikale berufliche Weiterentwicklung hat. Der Gender Pay Gap schmilzt, jedoch nur in kleinen Schritten. Frauen üben – auch beigleicher Qualifikation – seltener eine Führungsposition aus. Die Arbeitslosenquote der Frauen liegt seit 2009, wenn auch teils sehr knapp, unter der Quote der Männer. 2024 stieg sie bei beiden Geschlechtern zum zweiten Mal in Folge. Arbeitslose Frauen und Männer sind mit jeweils einem Drittel etwa in gleichem Maße von Langzeitarbeitslosigkeit betroffen. Frauen stehen erheblich häufiger als Männer vor der Herausforderung, neben der Arbeitsuche allein für die Erziehung eines oder mehrerer Kinder verantwortlich zu sein. Das SGB III sieht die Beteiligung von Frauen an der arbeitsmarktpolitischen Förderung gemäß ihrem Anteil an den Arbeitslosen und ihrer relativen Betroffenheit von Arbeitslosigkeit vor. In der Umsetzung sind spürbare Unterschiede zwischen den Rechtskreisen erkennbar." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
Link zur aktuellen Version, ältere Fassungen online nicht mehr verfügbar. -
Literaturhinweis
Domestic Labor in the Shadow of Paid Work: A Gendered US Time-Use Analysis (2025)
Smyk, Magdalena;Zitatform
Smyk, Magdalena (2025): Domestic Labor in the Shadow of Paid Work: A Gendered US Time-Use Analysis. (GRAPE working paper / Group for Research in Applied Economics 108), Warszawa, 23 S., App.
Abstract
"Using data from the American Time Use Survey and hurdle regression models, this study examines how the gender composition of occupations relates to time spent on housework and childcare. We find that women in male-dominated occupations spend more time on housework than those in female-dominated or gender-neutral fields, suggesting that breaking occupational norms in the labor market does not necessarily translate into less traditional domestic roles. Such mothers are less likely to engage in childcare, although when involved spent the same amount of time on childcare and quality time, and higher earnings are associated with more time spent with children. For men, the patterns differ: fathers in gender-neutral or female-dominated occupations are more likely to participate in childcare and devote more time to it, while those in male-dominated jobs are more likely to report no childcare at all. Increased paternal childcare does not coincide with more housework, indicating a selective reallocation of time. The findings highlight the need for policies that address both occupational segregation and the domestic division of labor to promote gender equality at work and at home." (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
Fairness Evaluations of Higher Education Graduates’ Earnings: The Role of Female Preference for Equality and Self‐Interest (2025)
Zitatform
Zamberlan, Anna, Diana Roxana Galos, Susanne Strauss & Thomas Hinz (2025): Fairness Evaluations of Higher Education Graduates’ Earnings: The Role of Female Preference for Equality and Self‐Interest. In: The British journal of sociology, Jg. 76, H. 3, S. 541-552. DOI:10.1111/1468-4446.13192
Abstract
"Educational and occupational horizontal segregation contribute significantly to economic inequalities, especially in contexts with a strong correspondence between fields of study and occupational outputs, such as in Germany. However, the extent to which individuals perceive disparities in economic returns across different fields of study as fair and the factors influencing these fairness evaluations remain largely unexplored. This study aims to understand fairness evaluations by assessing two theoretical explanations and their interrelation: (1) female preference for equality, where women generally favour smaller earnings disparities, and (2) biases leading to higher reward expectations for individuals in the same field of study as the evaluator. Our empirical research draws on a novel survey experiment from the German Student Survey (2021), in which higher education students evaluated the fairness of realistic earnings for graduates from various fields of study. These earnings relate to the entry phase of an individual's career, reflecting differences in economic returns exclusively tied to fields of study, independent of occupational or life trajectories. Our findings support the female preference for equality and self-interest theoretical perspectives, revealing that women and respondents in fields associated with lower-earning jobs tend to perceive greater unfairness. We further find evidence of an interaction between the two mechanisms, with women being particularly likely to perceive greater unfairness when it aligns with their self-interest." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gleichstellung in der sozial-ökologischen Transformation: Gutachten für den Vierten Gleichstellungsbericht der Bundesregierung (2025)
Zitatform
(2025): Gleichstellung in der sozial-ökologischen Transformation. Gutachten für den Vierten Gleichstellungsbericht der Bundesregierung. (Verhandlungen des Deutschen Bundestages. Drucksachen 20/15105 Vierter), Berlin, 259 S.
Abstract
"Der Vierte Gleichstellungsbericht widmet sich dem Klimawandel und Klimapolitiken in Deutschland unter dem Aspekt der Geschlechtergerechtigkeit. Die Sachverständigen waren beauftragt Ursachen und Auswirkungen des Klimawandels sowie Auswirkungen umwelt- und klimapolitischer Maßnahmen auf die Geschlechterverhältnisse darzustellen, Empfehlungen zur gleichstellungsorientierten Gestaltung der ökologischen Transformation zu erarbeiten, und Empfehlungen zu Strukturen, Instrumenten und institutionellen Mechanismen für eine an Art. 3 Abs. 2 und 3 Grundgesetz orientierte Gleichstellungs-, Umwelt- und Klimapolitik zu entwickeln. Die von Bundesgleichstellungsministerin Lisa Paus im März 2023 berufene Sachverständigenkommission übergab ihr Gutachten Anfang Januar 2025 an die Ministerin. Dieses wurde Anfang März 2025 veröffentlicht. Am 12. März 2025 beschloss das Bundeskabinett die Stellungnahme der Bundesregierung zum Vierten Gleichstellungsbericht, die zusammen mit dem Gutachten als Gleichstellungsbericht veröffentlicht wurde (Bundestags-Drucksache 20/15105). Der Bericht wurde anschließend dem Bundestag und dem Bundesrat vorgelegt." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
Hier finden Sie die Expertisen und Hintergrundberichte zum Vierten Gleichstellungsbericht. -
Literaturhinweis
Gender Equality in a Changing World: Taking Stock and Moving Forward (2025)
Zitatform
(2025): Gender Equality in a Changing World. Taking Stock and Moving Forward. (Gender Equality at Work), Paris: OECD Publishing, 311 S. DOI:10.1787/e808086f-en
Abstract
"Despite significant progress over the last century, women still fare worse than men in most economic, social and political outcomes in EU and OECD countries. Drawing on novel data and using a lifecycle approach, this report presents a comprehensive stocktaking of how women, men, girls and boys are faring across seven key policy areas – education and skills, paid and unpaid work, leadership and representation, health, gender-based violence, the green transition and the digital transitions. The challenges are significant. Recognising that closing gender gaps requires serious and co-ordinated policy commitments and actions, this report presents countries’ good practices in gender mainstreaming, encourages breaking down silos, and identifies useful policy combinations to advance gender equality. A conceptual framework is included for governments seeking to assess their own legal, policy and budgetary measures, to help countries transform gender equality commitments into action." (Text excerpt, IAB-Doku) ((en))
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Literaturhinweis
Green Jobs and the Future of Work for Women and Men (2024)
Alexander, Naomi-Rose; Cazzaniga, Mauro ; Mondragon, Jorge; Jaumotte, Ms. Florence; Fabrizio, Ms. Stefania; Li, Longji; Priano, Sahar; Tavares, Ms. Marina Mendes;Zitatform
Alexander, Naomi-Rose, Mauro Cazzaniga, Ms. Stefania Fabrizio, Ms. Florence Jaumotte, Longji Li, Jorge Mondragon, Sahar Priano & Ms. Marina Mendes Tavares (2024): Green Jobs and the Future of Work for Women and Men. (IMF staff discussion note / International Monetary Fund 2024,003), Washington, DC, 46 S.
Abstract
"The transition to a sustainable and green economy requires workers to move out of carbon-intensive jobs and workers to move into green jobs. The pace and effectiveness of the transition hinge not only on climate policies but also on the skills and adaptability of workers. Evidence suggests that economies with a robust supply of STEM-educated workers and a more equal treatment of women are better placed to transition faster and at a lower cost to a green economy, even after controlling for other country characteristics, because these economies generate more green innovation and face lower bottlenecks in expanding the green workforce. Altogether, climate policies, particularly energy taxes, in these economies are associated with emission reductions that are 2 to 4 percentage points larger than in economies with a less inclusive and educated workforce. While green jobs have been growing worldwide, men currently hold close to two-thirds of these positions and women only one-third. Green jobs are associated with a 7 percent premium for men and an even higher premium of 12 percent for women, suggesting that men's and women's labor supply may not meet demand. These findings highlight the critical need for educational and labor policies that promote skill enhancement and gender inclusivity, to ensure a sufficient supply of workers for the green economy and that all workers can benefit from the green transition. Finally, AI could be beneficial for workers in green jobs." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Self-reinforcing Glass Ceilings (2024)
Avenancio-León, Carlos F.; Piccolo, Alessio; Shen, Leslie Sheng;Zitatform
Avenancio-León, Carlos F., Alessio Piccolo & Leslie Sheng Shen (2024): Self-reinforcing Glass Ceilings. (Working papers / Federal Reserve Bank of Boston 2024-14), Boston, 89 S.
Abstract
"After the gender pay gap narrows, what labor choices do men and women make? Several factors contribute to the persistence of the pay gap, such as workplace flexibility, systemic discrimination, and career costs of family. We show that how the labor market responds to the narrowing of the gap is just as pivotal for understanding this persistence. When the gender pay gap declines in a specific sector, women are relatively more likely to seek jobs in that sector, while men readjust their search to less equitable sectors. These compositional effects decrease female participation in less equitable sectors, which typically offer higher wages, reinforcing gender stereotypes and social norms that contribute to the glass ceiling. Through these effects, the same forces that reduce the gender pay gap at the bottom of the pay distribution also contribute to the persistence of gender inequities at the top. This self-reinforcing cycle underscores the need for reforms that are cross-sectoral and comprehensive to effectively achieve meaningful reductions in gender inequities across the labor market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
DIW Berlin: Technological Progress, Occupational Structure, and Gender Gaps in the German Labour Market (2024)
Zitatform
Bachmann, Ronald & Myrielle Gonschor (2024): DIW Berlin: Technological Progress, Occupational Structure, and Gender Gaps in the German Labour Market. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 1207), Berlin, 52 S.
Abstract
"We analyze if technological progress and the change in the occupational structure have improved women’s position in the labor market. We show that women increasingly work in non-routine manual and in interactive occupations. However, the observed narrowing of the gender wage gap is entirely driven by declining gender wag gaps within, rather than between, occupations. A decomposition exercise reveals that while explained factors have become more important contributors to the gender wage gap, the importance of unexplained factors factors has strongly declined. Therefore, unequal treatment based on unobservables, i.e. discrimination, is likely to have declined over time. Finally, technological change as measured by job tasks plays an ambiguous role. Institutional factors, and in particular part-time employment, are still a major driver of the gender wage gap." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Fifty Years of Breakthroughs and Barriers: Women in Economics, Policy, and Leadership (2024)
Zitatform
Blau, Francine D. & Lisa M. Lynch (2024): Fifty Years of Breakthroughs and Barriers: Women in Economics, Policy, and Leadership. In: The Annals of the American Academy of Political and Social Science, Jg. 711, H. 1, S. 225-244. DOI:10.1177/00027162241292175
Abstract
"We provide an overview of what has happened for women over the past 50 years as they worked to break through professional barriers in economics, policy, and institutional leadership. We chart the progress of women in higher education at the college level and beyond and then examine women’s representation at the upper levels of academia, government, law, medicine, and management. We begin our description of trends in 1972, when Title IX was enacted to prohibit sex-based discrimination in federally funded educational programs. The data paint a picture of considerable progress but also persistent inequities. We then go on to consider possible explanations for the continuing gender differences and some of the empirical evidence on the factors identified." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender Inequality in the Labor Market: Continuing Progress? (2024)
Zitatform
Blau, Francine D. (2024): Gender Inequality in the Labor Market: Continuing Progress? (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17558), Bonn, 48 S.
Abstract
"This article examines the trends in women's economic outcomes in the United States focusing primarily on labor force participation, occupational attainment, and the gender wage gap. The author first highlights considerable progress on all dimensions prior to the 1990s followed by a slowing or stalling of gains thereafter, with a plateauing of female labor force participation trends and a slowing of women's occupational and wage convergence with men. She considers the likelihood of a resumption of progress in narrowing gender gaps in these areas, concluding it is unlikely without policy intervention. She then considers some new policy initiatives addressing work-family issues and labor market discrimination that may hold potential for increasing female labor force participation and narrowing gender inequities in the labor market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Selbstwahrnehmung von Frauen in nicht-traditionellen Berufsrollen: Eine Determinante zur Erklärung der geschlechtsspezifischen Arbeitsmarktsegregation in Deutschland? (2024)
Bojić, Birthe;Zitatform
Bojić, Birthe (2024): Selbstwahrnehmung von Frauen in nicht-traditionellen Berufsrollen. Eine Determinante zur Erklärung der geschlechtsspezifischen Arbeitsmarktsegregation in Deutschland? (Studien zur Berufs- und Professionsforschung 44), Hamburg: Verlag Dr. Kovač, 256 S.
Abstract
"Die Studie „Selbstwahrnehmung von Frauen in nicht-traditionellen Berufsrollen“ analysiert die Herausforderungen, denen Frauen in einem Männerberuf gegenüberstehen. Die qualitative Studie fokussiert Frauen in MINT-Berufen sowie im Handwerk und deckt Selbstzuschreibungen zu beruflich notwendigen Fähigkeiten auf. Eine zentrale Rolle nehmen Geschlechterstereotype ein, die sowohl die Frauen selbst als auch ihr Umfeld beeinflussen. In Folge der stereotypgeprägten Wahrnehmung besteht das Empfinden, sich als Frau in einem männlich dominierten Arbeitsumfeld besonders beweisen zu müssen. Frauen als Minderheit sind in einem Männerberuf besonders sichtbar, was zu einer unerwünschten Aufmerksamkeit führt. Damit einhergehend sind Erwartungen an die Leistungsfähigkeit mit dem Geschlecht verknüpft .Die Selbstwahrnehmung von Frauen in nicht-traditionellen Berufsrollen wird einerseits durch individuelle Eigenschaftszuschreibungen, andererseits durch selbst- und fremderzeugte Barrieren beeinflusst. Selbst- und Fremderzeugte Barrieren, die u.a. auf in den Berufsfeldern vorherrschende männliche Normen und Strukturen zurückzuführen sind, hemmen den beruflichen Aufstieg und erschweren den beruflichen Alltag. Es werden Einblicke in das berufliche Erleben und die Bewältigungsstrategien gegeben. Die angewendeten Bewältigungsstrategien stehen dabei in einem engen Zusammenhang mit den selbst zugeschriebenen Eigenschaften.Diese qualitative Studie zeigt, dass Frauen in nicht-traditionellen Berufsrollen nach wie vor nachhaltig durch das Vorherrschen eines männlich dominierten Umfeldes beeinflusst werden. Das männlich dominierte Berufsumfeld zeichnet sich durch geschlechtsspezifische Stereotype und stereotypisierte Zuschreibungen aus. Diese beeinflussen signifikant die Kommunikations- und Verhaltensmuster und damit das alltägliche berufliche Erleben von Frauen in nicht-traditionellen Berufsrollen." (Verlagsangaben, IAB-Doku)
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Literaturhinweis
Gender Prescribed Occupations and the Wage Gap (2024)
Broso, Matteo; Muratori, Caterina; Gallice, Andrea;Zitatform
Broso, Matteo, Andrea Gallice & Caterina Muratori (2024): Gender Prescribed Occupations and the Wage Gap. (GLO discussion paper / Global Labor Organization 1529), Essen, 20 S.
Abstract
"Men and women often sort into different jobs, and male-dominated jobs typically pay more than female-dominated ones. Why is that the case? We propose a model where workers have heterogeneous attitudes with respect to the social norms that define gender prescribed occupations and face endogenous social costs when entering jobs deemed "appropriate" for the other gender. We show that: (i) workers trade off identity and wage considerations in deciding where to work; (ii) asymmetric social norms contribute to the gender pay gap by deterring women from entering higher-paying male-dominated sectors; (iii) breaking social norms generates positive externalities, reducing social stigma for everyone. Therefore, in equilibrium, there are too few social norm breakers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Model-Based Estimation of Small Area Dissimilarity Indexes: An Application to Sex Occupational Segregation in Spain (2024)
Zitatform
Bugallo, María, Domingo Morales, María Dolores Esteban & Maria Chiara Pagliarella (2024): Model-Based Estimation of Small Area Dissimilarity Indexes: An Application to Sex Occupational Segregation in Spain. In: Social indicators research, Jg. 174, H. 2, S. 473-501. DOI:10.1007/s11205-024-03393-w
Abstract
"This paper introduces a new statistical methodology for estimating Duncan dissimilarity indexes of occupational segregation by sex in administrative areas and time periods. Given that direct estimators of the proportion of men (or women) in the group of employed people for each occupational sector are not accurate enough in the considered estimation domains, we fit to them a three-fold Fay–Herriot model with random effects at three hierarchical levels. Based on the fitted area-level model, empirical best predictors of the cited proportions and Duncan segregation indexes are derived. A parametric bootstrap algorithm is implemented to estimate the mean squared error. Some simulation studies are included to show how the proposed predictors have a good balance between bias and mean squared error. Data from the Spanish Labour Force Survey are used to illustrate the performance of the new statistical methodology and to give some light about the current state of sex occupational segregation by province in Spain. Research claims that there is a sex gap that persists despite advances in the inclusion of women in the labour market in recent years and that is related to the unequal sharing of family responsabilities and the stigmas still present in modern societies." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Anhaltende berufliche Geschlechtersegregation: In Ost wie West arbeiten Frauen und Männer häufig in unterschiedlichen Berufen (2024)
Zitatform
Bächmann, Ann-Christin, Corinna Kleinert & Brigitte Schels (2024): Anhaltende berufliche Geschlechtersegregation: In Ost wie West arbeiten Frauen und Männer häufig in unterschiedlichen Berufen. (IAB-Kurzbericht 03/2024), Nürnberg, 8 S. DOI:10.48720/IAB.KB.2403
Abstract
"Trotz einer Annäherung der Arbeitsmärkte zeichnen sich Ost- und Westdeutschland bis heute durch markante Unterschiede in der Branchenstruktur sowie in der Erwerbsbeteiligung von Frauen aus. Vor diesem Hintergrund untersuchen die Autorinnen, ob und wie sich auch die berufliche Trennung von Frauen und Männern unterscheidet. Der Kurzbericht zeigt: Auf dem deutschen Arbeitsmarkt besteht die ausgeprägte berufliche Geschlechtersegregation fort – in Ost- wie in Westdeutschland. Im Untersuchungszeitraum zwischen 2012 und 2019 ist das Ausmaß der beruflichen Trennung von Frauen und Männern nur leicht zurückgegangen." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
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Literaturhinweis
Gender Stereotyping in the Labor Market: A Descriptive Analysis of Almost One Million Job Ads across 710 Occupations and Occupational Positions (2024)
Zitatform
Damelang, Andreas, Ann-Katrin Rückel & Michael Stops (2024): Gender Stereotyping in the Labor Market: A Descriptive Analysis of Almost One Million Job Ads across 710 Occupations and Occupational Positions. (IAB-Discussion Paper 13/2024), Nürnberg, 23 S. DOI:10.48720/IAB.DP.2413
Abstract
"Wir analysieren Muster stereotypisierter Darstellungen von Geschlechtern (gender stereotyping) in Stellenanzeigen des deutschen Arbeitsmarkts und vergleichen diese Muster zwischen verschiedenen Berufsabgrenzungen. Basierend auf einem umfangreichen Stellenanzeigen-Datensatz der BA-Jobbörse, einem der größten Online-Jobportale Deutschlands, wendeten wir einen Machine Learning-Algorithmus an, um den Teil der Stellentexte zu identifizieren, in dem zu erfüllende Anforderungen und zu verrichtende Tätigkeiten explizit beschrieben werden. Wir nutzten ein eigens erstelltes Wörterbuch agentischer (männlich-konnotierter) und kommunaler (weiblich-konnotierter) Signalwörter, um die Stereotypisierung von Geschlechtern in Stellenbeschreibungen zu messen. Die war möglich für 710 Berufe. Die Ergebnisse zeigen zunächst, dass in unserer Stichprobe Berufe eher weiblich als männlich stereotypisiert sind. Wir untersuchen im Weiteren zwei Berufsgruppen näher, die sich deutlich hinsichtlich ihrer Anforderungen und Tätigkeitsinhalte unterscheiden, und hohe Relevanz bezüglich wichtiger Megatrends wie der Digitalisierung und dem demographischen Wandel haben: einerseits Mathematik, Informatik, Natur- und Ingenieurwissenschaft und Technik (MINT), und andererseits Berufe im Gesundheits- und Sozialwesen. Dabei unterschieden wir die enthaltenen einzelnen Berufe zum einen nach ihren Anforderungsniveaus und zum anderen danach, ob sie mit einfachen bzw. fachlichen Positionen oder mit Aufsichts- und Führungspositionen verbunden sind. Entgegen dem allgemeinen Befund, dass die von uns beobachteten Berufe überwiegend weiblich stereotypisiert sind, finden wir, dass die MINT-Berufe sowie Aufsichts- und Führungspositionen eher männlich stereotypisiert sind. Unsere Ergebnisse belegen einen positiven Zusammenhang zwischen Geschlechter-Stereotypisierung und berufsbezogener Geschlechtersegregation. Dies legt nahe, dass die Geschlechter-Stereotypisierung in Stellenanzeigen dazu beiträgt, dass Frauen in bestimmten Berufen und Berufspositionen unterrepräsentiert sind." (Autorenreferat, IAB-Doku)
Ähnliche Treffer
auch erschienen als: LASER discussion papers, 153 -
Literaturhinweis
Gender Stereotyping in the Labor Market: A Descriptive Analysis of Almost One Million Job Ads across 710 Occupations and Occupational Positions (2024)
Zitatform
Damelang, Andreas, Ann-Katrin Rückel & Michael Stops (2024): Gender Stereotyping in the Labor Market: A Descriptive Analysis of Almost One Million Job Ads across 710 Occupations and Occupational Positions. (LASER discussion papers 153), Erlangen, 21 S.
Abstract
"This study presents patterns of gender stereotyping in job ads in the German labor market. Using a large dataset of job ads from the "BA-Jobbörse", one of the largest online job portals in Germany, we apply a machine learning algorithm to identify the explicitly verbalized job descriptions. We then use a dictionary of agentic (male-associated) and communal (female-associated) signal words to measure gender stereotyping in the job descriptions. We collect information for 710 different occupations. Our first result shows that more jobs are female-stereotyped than male-stereotyped. We then take the example of two occupational groups that reveal clear differences in tasks contents and are highly relevant regarding important megatrends like digitalization and the demographic change: one the one hand, Science, Technology, Engineering, and Mathematics (STEM) and, on the other hand, Health and Social Services occupations. Additionally, we investigate the hierarchical aspect of occupational gender segregation. We distinguish jobs according to their required skill level and whether or not they are supervisory and leadership positions. In contrast to our first result, we find within STEM occupations as well as in supervisory and leadership positions that the majority of jobs is male-stereotyped. Our findings indicate a positive association between gender stereotyping and occupational gender segregation, suggesting that gender stereotyping in job ads might contribute to the underrepresentation of women in certain occupations and occupational positions." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: IAB-Discussion Paper, 13/2024 -
Literaturhinweis
Breaking Gender Barriers: Experimental Evidence on Men in Pink-Collar Jobs (2024)
Delfino, Alexia;Zitatform
Delfino, Alexia (2024): Breaking Gender Barriers: Experimental Evidence on Men in Pink-Collar Jobs. In: The American economic review, Jg. 114, H. 6, S. 1816-1853. DOI:10.1257/aer.20220582
Abstract
"I investigate men’s limited entry into female-dominated sectors through a large-scale field experiment. The design exogenously varies recruitment messages by showing photographs of current workers (male or female) and providing information on the share of workers who received high evaluations in the past (higher or lower). A male photograph has no impact on men’s applications, but informing about a lower share of high evaluations encourages men to apply and enables the employer to hire and retain more talented men. The impact of this informational intervention remains positive for the employer also accounting for its effects on female applicants and hires. (JEL C93, D83, J16, J22, J23, J24, M51)" (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Role (in-)congruity and the Catch 22 for female executives: how stereotyping contributes to the gender pay gap at top executive level (2024)
Zitatform
Diederich, Sarah, Anja Iseke, Kerstin Pull & Martin Schneider (2024): Role (in-)congruity and the Catch 22 for female executives: how stereotyping contributes to the gender pay gap at top executive level. In: The International Journal of Human Resource Management, Jg. 35, H. 7, S. 1283-1311. DOI:10.1080/09585192.2023.2273331
Abstract
"We examine to what extent the gender pay gap at top executive level is linked to gender stereotypes, i.e. to societal beliefs about the attributes women and men possess and the roles they ought to perform. We theorize that, even at the highest hierarchical level of an organization, executive functions are gender stereotyped: some (such as IT) are considered typically ‘masculine’, while others (such as human resources) are considered typically ‘feminine’. We argue gender stereotyping at the executive level to be related to pay such that masculine functions are paid more than feminine ones. Referring to role congruity theory, we further argue that women are paid better when they hold less masculine and therefore more role congruous functions. We find supportive evidence for both predictions when studying large European companies across the years 2014 to 2018. Pay data for 353 executives were linked to results of a survey in which participants were asked to rate the masculinity of the areas of responsibility of different executive functions. We find an empirical pattern that reflects a Catch 22 situation in which women executives appear unable to increase their pay by switching to more masculine functions that are, on average, better paid." (Author's abstract, IAB-Doku, © Taylor & Francis) ((en))
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Literaturhinweis
The Gender Application Gap: Do Men and Women Apply for the Same Jobs? (2024)
Zitatform
Fluchtmann, Jonas, Anita M. Glenny, Nikolaj A. Harmon & Jonas Maibom (2024): The Gender Application Gap: Do Men and Women Apply for the Same Jobs? In: American Economic Journal. Economic Policy, Jg. 16, H. 2, S. 182-219. DOI:10.1257/pol.20210607
Abstract
"Men and women tend to hold different jobs. Are these differences present already in the types of jobs men and women apply for? Using administrative data on job applications made by the universe of Danish unemployment insurance recipients, we provide evidence on gender differences in applied-for jobs for the broader labor market. Across a range of job characteristics, we find large gender gaps in the share of applications going to different job types even among observationally similar men and women. In a standard decomposition, gender differences in applications can explain more than 70 percent of the residual gender wage gap." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Anforderungs- und Verdienstniveaus von "Frauen"- und "Männerberufen" im Vergleich: Detailergebnisse auf Basis des Comparable-Worth-Index 2018 (2024)
Heilmann, Tom; Klammer, Ute; Klenner, Christina;Zitatform
Heilmann, Tom, Christina Klenner & Ute Klammer (2024): Anforderungs- und Verdienstniveaus von "Frauen"- und "Männerberufen" im Vergleich: Detailergebnisse auf Basis des Comparable-Worth-Index 2018. (IAQ-Forschung 2024-02), Duisburg, 11 S. DOI:10.17185/duepublico/82535
Abstract
"Der Comparable-Worth-Index (kurz: CW-Index) ist ein statistisches Instrument, mit dem Arbeitsanforderungen und Belastungen in unterschiedlichen Berufen geschlechtsneutral miteinander verglichen werden können. Er wurde im Rahmen eines von der Hans-Böckler-Stiftung geförderten Projekts am Institut Arbeit und Qualifikation (IAQ) der Universität Duisburg-Essen und dem Wirtschafts- und Sozialwissenschaftlichen Institut (WSI) entwickelt. Analysen auf Basis des CW-Index zeigen, dass Berufe mit einem hohen Frauenanteil ("Frauenberufe") deutlich schlechter entlohnt werden als vergleichbar anspruchsvolle Berufe mit einem hohen Männeranteil ("Männerberufe"). Die ungleiche Bewertung von Anforderungen in "Frauen"- und "Männerberufen" trägt wesentlich zum Gender Pay Gap bei (Klammer et al. 2018a, 2022). Die ursprünglichen Berechnungen des CW-Index basierten auf Daten der BIBB/BAuA-Erwerbstätigenbefragung 2012 (Hall et al. 2020a). Die entsprechenden Ergebnisse wurden 2018 zusammen mit umfassenden inhaltlichen und methodischen Ausführungen in der Reihe "IAQ-Forschung" (Klammer et al. 2018a) sowie inhaltsgleich als "WSI Study" (Klammer et al. 2018b) veröffentlicht. In späteren Veröffentlichungen wurden die Berechnungen unter Verwendung der Daten der BIBB/BAuA-Erwerbstätigenbefragung 2018 (Hall et al. 2020b) aktualisiert. Die aktualisierten Befunde finden sich insbesondere in Klammer et al. (2022). In Reaktion auf Anfragen aus Wissenschaft und Praxis bietet dieser Bericht nach einer knappen Darstellung des Projekthintergrunds (Abschnitt 2) und der methodischen Erläuterungen (Abschnitt 3) eine detaillierte, bisher nicht veröffentlichte Übersicht zu den auf Basis der BIBB-BAuA-Erwerbstätigenbefragung 2018 ermittelten Anforderungsniveaus, durchschnittlichen Stundenlöhnen und Frauenanteilen für einzelne Berufsgruppen (Abschnitt 4). Der Bericht schließt mit einem Fazit (Abschnitt 5)." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Promoting men and women to management: Putting the glass escalator paradox in the establishment context (2024)
Zitatform
Kronberg, Anne-Kathrin, Anna Gerlach & Markus Gangl (2024): Promoting men and women to management: Putting the glass escalator paradox in the establishment context. In: Social science research, Jg. 120. DOI:10.1016/j.ssresearch.2024.103003
Abstract
"Research around the “glass escalator” demonstrates that men receive promotions faster than womenin women-dominated occupations. However, it remains unclear how overall establishment composition affects the glass escalator. We use German longitudinal linked employer-employee data (LIAB) between 2012 and 2019 to examine how occupational and establishment gender composition shape gender differences in promotions to management. Establishment gender composition moderates the glass escalator, meaning women's mobility disadvantages in women-dominated jobs are most pronounced in men-dominated establishments. We hypothesize that changing occupational status is a central mechanism: When occupations mirror the composition of the establishment, their status increases locally. Higher occupational status offsets lower leadership expectations attributed to women and increases women's promotion odds relative to their male colleagues." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
Weiterführende Informationen
Data product DOI: 10.5164/IAB.LIABLM7519.de.en.v1 -
Literaturhinweis
The effect of gender norms on gender-based sorting across occupations (2024)
Zitatform
Morales, Marina & Miriam Marcén (2024): The effect of gender norms on gender-based sorting across occupations. In: Review of Economics of the Household, Jg. 22, H. 2, S. 831-864. DOI:10.1007/s11150-023-09683-5
Abstract
"Despite the notable progress that has been made in bridging the gap between women and men in the world of work, women are still underrepresented in many occupations. In this article, the effect of gender norms on whether women enter male-dominated occupations is analysed using differences in gender equality among early-arrival migrants. The variations in gender norms according to the cultural backgrounds of those migrants by country of origin are exploited to identify their impact on occupational choices. Using data from the American Community Survey, it is found that greater gender equality in the country of origin reduces the gender gap in male-dominated occupations. Suggestive evidence is further shown on the roles of job flexibility and women’s relative preferences for family-friendlyjobs in shaping gender-based sorting across occupations." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Labour market segmentation and the gender wage gap in Spain (2024)
Zitatform
Núñez, Hernández Fernando, Carlos Usabiaga & de Toledo Pablo Álvarez (2024): Labour market segmentation and the gender wage gap in Spain. In: International Journal of Manpower, Jg. 45, H. 10, S. 16-41. DOI:10.1108/IJM-10-2023-0601
Abstract
"Purpose: The purpose of this study is to analyze the gender wage gap (GWG) in Spain adopting a labor market segmentation approach. Once we obtain the different labor segments (or idiosyncratic labor markets), we are able to decompose the GWG into its observed and unobserved heterogeneity components. Design/methodology/approach We use the data from the Continuous Sample of Working Lives for the year 2021 (matched employer–employee [EE] data). Contingency tables and clustering techniques are applied to employment data to identify idiosyncratic labour markets where men and/or women of different ages tend to match/associate with different sectors of activity and occupation groups. Once this “heatmap” of labour associations is known, we can analyze its hottest areas (the idiosyncratic labor markets) from the perspective of wage discrimination by gender (Oaxaca-Blinder model). Findings In Spain, in general, men are paid more than women, and this is not always justified by their respective attributes. Among our results, the fact stands out that women tend to move to those idiosyncratic markets (biclusters) where the GWG (in favour of men) is smaller. Research limitations/implications It has not been possible to obtain remuneration data by job-placement, but an annual EE relationship is used. Future research should attempt to analyse the GWG across the wage distribution in the different idiosyncratic markets. Practical implications Our combination of methodologies can be adapted to other economies and variables and provides detailed information on the labour-matching process and gender wage discrimination in segmented labor markets. Social implications Our contribution is very important for labor market policies, trying to reduce unfair inequalities. Originality/value The study of the GWG from a novel labor segmentation perspective can be interesting for other researchers, institutions and policy makers." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
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Literaturhinweis
Why We Should Stop Trying to Fix Women: How Context Shapes and Constrains Women's Career Trajectories (2024)
Zitatform
Ryan, Michelle K. & Thekla Morgenroth (2024): Why We Should Stop Trying to Fix Women: How Context Shapes and Constrains Women's Career Trajectories. In: Annual Review of Psychology, Jg. 75, H. 1, S. 555-572. DOI:10.1146/annurev-psych-032620-030938
Abstract
"In this review we examine two classes of interventions designed to achieve workplace gender equality: ( a) those designed to boost motivations and ambition, such as those that aim to attract more women into roles where they are underrepresented; and ( b) those that try to provide women with needed abilities to achieve these positions. While such initiatives are generally well meaning, they tend to be based upon (and reinforce) stereotypes of what women lack. Such a deficit model leads to interventions that attempt to “fix” women rather than address the structural factors that are the root of gender inequalities. We provide a critical appraisal of the literature to establish an evidence base for why fixing women is unlikely to be successful. As an alternative, we focus on understanding how organizational context and culture maintain these inequalities by looking at how they shape and constrain ( a) women's motivations and ambitions, and ( b) the expression and interpretation of their skills and attributes. In doing so, we seek to shift the interventional focus from women themselves to the systems and structures in which they are embedded." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Making and Breaking Gender Inequalities in Work (2024)
Rönnmar, Mia; Hayter, Susan;Zitatform
Rönnmar, Mia & Susan Hayter (Hrsg.) (2024): Making and Breaking Gender Inequalities in Work. (ILERA Publication series), Boca Raton: Elgar, 206 S. DOI:10.4337/9781035337477
Abstract
"This timely book expertly analyses the persistence of gender inequalities in work. Despite the progress made through frameworks regulating work and employment relations, the COVID-19 pandemic exposed and exacerbated gender divides in labour markets. The authors present innovative ways to promote gender equality in a variety of industrial relations systems, welfare state models and labour market sectors." (Author's abstract, IAB-Doku, © Elgar) ((en))
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Literaturhinweis
Miss-Allocation: The Value of Workplace Gender Composition and Occupational Segregation (2024)
Schuh, Rachel;Zitatform
Schuh, Rachel (2024): Miss-Allocation: The Value of Workplace Gender Composition and Occupational Segregation. (Staff reports / Federal Reserve Bank of New York 1092), New York, NY, 98 S. DOI:10.59576/sr.1092
Abstract
"I analyze the value workers ascribe to the gender composition of their workplace and the consequences of these valuations for occupational segregation, tipping, and welfare. To elicit these valuations, I survey 9,000 U.S. adults using a hypothetical job choice experiment. This reveals that on average women and men value gender diversity, but these average preferences mask substantial heterogeneity. Older female workers are more likely to value gender homophily. This suggests that gender norms and discrimination, which have declined over time, may help explain some women’s desire for homophily. Using these results, I estimate a structural model of occupation choice to assess the influence of gender composition preferences on gender sorting and welfare. I find that workers’ composition valuations are not large enough to create tipping points, but they do reduce female employment in male-dominated occupations substantially. Reducing segregation could improve welfare: making all occupations evenly gender balanced improves utility as much as a 0.4 percent wage increase for women and a 1 percent wage increase for men, on average." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Organizational demography and gender authority gaps in Dutch workplaces (2024)
Zitatform
Stojmenovska, Dragana (2024): Organizational demography and gender authority gaps in Dutch workplaces. In: Research in Social Stratification and Mobility, Jg. 91. DOI:10.1016/j.rssm.2024.100937
Abstract
"Social stratification research increasingly draws attention to the role of workplaces for the (re)production of categorical inequalities. This article studies the relationship between differences between men’s and women’s chances of having a position of workplace authority – the gender authority gap – and the demographic characteristics of the organization they work in. Using unique linked employer-employee data representative of large workplaces in the Netherlands and individuals working in these organizations, I document larger gender authority gaps in organizations with larger shares of men and organizations where men have higher status than women in terms of other categorical distinctions, for example where their percentage of non-migrants is higher relative to women’s. Crucially, these findings are net of women’s and men’s individual status characteristics and human capital and related organizational characteristics. This article contributes to the literature on the gender authority gap by showing that women may be unable to reach desired jobs partially because of working in an organization with a particular demographic composition or intersection of status distinctions even when they have the qualifications to do so. In addition, the study contributes to the emerging relational inequalities literature that has thus far focused on earnings inequality by showing that predictions from this literature are consistent with the unequal distribution of desirable jobs." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Gendered wage returns to changes in non-routine job tasks: Evidence from Germany (2024)
Zitatform
Wicht, Alexandra, Nora Müller & Reinhard Pollak (2024): Gendered wage returns to changes in non-routine job tasks: Evidence from Germany. In: Research in Social Stratification and Mobility, Jg. 93. DOI:10.1016/j.rssm.2024.100963
Abstract
"The labor market exhibits persistent occupational segregation by gender, with women and men performing distinct job tasks within their occupations. Prior research suggests that non-routine job tasks generally lead to higher wages, especially in digitally advancing contexts. However, these findings are largely based on crosssectional data and neglect gender as a relevant dimension of inequality. We analyze three-wave panel data over nine years from the German National Educational Panel Study to explore the relationship between changes in non-routine job tasks and wages by gender. Given the constrained wage-setting opportunities within German firms, we further examine whether the association between task changes and wages differs for employees with and without job changes, both within and across occupational segments. Our fixed-effect regression analyses reveal gender-specific associations between changes in non-routine job tasks and wage increases. Men benefit from performing more complex and autonomous tasks, with additional gains when an inter-segmental job change accompanies the increase in complex job tasks. Conversely, women do not see wage benefits from enhancements in either complex or autonomous job tasks. These findings underscore the gendered patterns of wage increases associated with advancements in non-routine job tasks, with men profiting intra-individually from shifts towards more non-routine job tasks." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
The Gender Wage Gap and Parenthood: Occupational Characteristics Across European Countries (2023)
Zitatform
Adsera, Alícia & Federica Querin (2023): The Gender Wage Gap and Parenthood: Occupational Characteristics Across European Countries. In: European Journal of Population, Jg. 39. DOI:10.1007/s10680-023-09681-4
Abstract
"Different strands of research analyse gender occupational differences and how they relate to differential earnings, especially among parents juggling family demands. We use rich data from PIAAC across a subset of European countries and match occupational characteristics to individuals’ jobs using the O*NET database to analyse, first, whether there are gender differences in the occupational characteristics of jobs, particularly among parents, and second, whether the return to key occupational characteristics varies by gender. Compared to men, women’s jobs generally require more contact with others, less autonomy in decision-making, and less time pressure. In addition, positions held by mothers involve both less leadership expectations and less intensive use of machines than those held by fathers. Further, mothers receive a lower return to both of these occupational characteristics than fathers do. Finally, even though gaps in occupational characteristics such as leadership jointly with the differential sorting of mothers and fathers across sectors explain part of the gender wage gap in Oaxaca–Blinder decomposition models, especially in Continental Europe, a large share remains unexplained particularly in Eastern and Southern European countries." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Skills and occupational sex segregation in Europe (2023)
Zitatform
Almstedt Valldor, Amanda & Karin Halldén (2023): Skills and occupational sex segregation in Europe. In: M. Tåhlin (Hrsg.) (2023): A Research Agenda for Skills and Inequality, S. 65-83. DOI:10.4337/9781800378469.00011
Abstract
"This chapter examines levels and trends in the average rate of occupational sex segregation within Europe between 2000 and 2020. The aim is to map out average segregating and integrating forces in total and across nine major occupational groups. We use data from the EU Labour Force Survey and apply the Mutual Information (MI) index to decompose the changes in occupational sex segregation into “pure” (margin free) changes, marginal changes in gender composition of labour supply and occupational composition, as well as emerging and disappearing occupations. Consistent with previous research we find that the average level of occupational sex segregation has decreased in Europe over time. Nevertheless, occupational sex segregation still remains substantive. The average decline seemed mainly to be due a decrease in “pure” (margins-free) segregation, implying that there are fundamental societal forces moving towards a more gender balanced distribution of women and men across European labour markets." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Frauen üben seltener berufliche Tätigkeiten mit hohem Komplexitätsgrad aus (2023)
Zitatform
Bächmann, Ann-Christin & Basha Vicari (2023): Frauen üben seltener berufliche Tätigkeiten mit hohem Komplexitätsgrad aus. In: Forum Arbeit H. 2, S. 4-10.
Abstract
"Insgesamt zeigt sich, dass Frauen trotz zunehmender Bildungs- und Erwerbsbeteiligung nach wie vor seltener Tätigkeiten mit hohem Komplexitätsgrad und entsprechender Entlohnung ausüben als Männer. Eine wichtige Rolle spielt dabei die berufliche Geschlechtersegregation, denn in männerdominierten Berufen - aber auch in Mischberufen gibt es offenbar mehr Stellen mit komplexeren Spezialisten- und Expertentätigkeiten als in frauendominierten Berufen. Trotzdem entscheiden sich junge Frauen noch immer häufig für typische Frauenberufe, was sowohl mit Präferenzen für soziale Arbeitsinhalte und den Kontakt zu Menschen zusammenhängt als auch mit erlernten Geschlechterrollen (Busch 2013). Kampagnen wie der Girls' & Boys' Day zum Abbau von Klischees bei der Berufswahl können vor diesem Hintergrund dazu beitragen, dass junge Frauen Berufe kennenlernen, in denen höhere Anforderungsniveaus erreicht werden können. Insgesamt bieten solche Kampagnen jungen Menschen die Möglichkeit, sich ein realistisches Bild von bislang unbekannten beruflichen Tätigkeiten zu machen und zu prüfen, ob diese ihren eigenen Interessen und Neigungen entsprechen - unabhängig von der vorherrschenden Geschlechtstypik des Berufs oder den Vorstellungen ihrer Eltern und Freunde zu einem für sie passenden Berufsfeld. Gleichzeitig haben auch Betriebe die Möglichkeiten, etwaige Vorbehalte gegenüber potentiellen Bewerber*innen abzubauen." (Textauszug, IAB-Doku)
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Literaturhinweis
Are female-dominated occupations a secure option? Occupational gender segregation, accompanied occupational characteristics, and the risk of becoming unemployed (2023)
Zitatform
Bächmann, Ann-Christin (2023): Are female-dominated occupations a secure option? Occupational gender segregation, accompanied occupational characteristics, and the risk of becoming unemployed. In: European Sociological Review, Jg. 39, H. 6, S. 876-889., 2022-11-23. DOI:10.1093/esr/jcac068
Abstract
"In the German labour market, research hints towards a reversal in gender-specific risk of becoming unemployed: While women previously faced higher risk than men, in recent years, they have consistently lower risk. This paper analyses this reversal by focusing on the role of occupational gender segregation. I discuss theoretical differences in the labour supply and demand structure and thus in the unemployment risk of male- and female-dominated occupations caused by crowding and technological and sectoral change. Using the German National Educational Panel Study combined with occupation level data, I analyse the transition to unemployment over three decades. The results confirm gender-specific trends over time: While women faced higher risk of becoming unemployed in the 1980s, they face significantly lower risk than men in the 21st century. A Karlson-Holm-Breen decomposition shows that the lower risk of women in the newest decade under observation is mediated by the unequal distribution of men and women over the occupational structure. Yet, the higher risk of women in the 1980s cannot be traced back to differences in male- and female-dominated occupations. On the contrary, the results suggest that women were more likely to become unemployed in that decade independent of their occupation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender Attitudes and Occupational Aspirations in Germany: Are Young Men Prepared for the Jobs of the Future? (2023)
Zitatform
Chesters, Jenny (2023): Gender Attitudes and Occupational Aspirations in Germany: Are Young Men Prepared for the Jobs of the Future? In: Work, Employment and Society, Jg. 37, H. 3, S. 571-587. DOI:10.1177/09500170211017046
Abstract
"The increasing rate of post-industrialisation in advanced economies has dramatically impacted on the availability of jobs in male-dominated occupations. Consequently, men with traditional gender attitudes may experience difficulties in finding employment that aligns with their conception of masculinity. Attitudes to gender roles develop during childhood as part of the process of socialisation; thus, family background, and in particular parental education and occupation, may influence the occupational aspirations of young people. To examine the associations between family background, a child’s attitudes to gender roles and a child’s occupational aspirations, analysis of the German National Education Panel Study (NEPS) Starting Cohort 4 data was conducted. The findings suggest that family background continues to be associated with attitudes to gender roles and occupational aspirations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The impact of guidance counselling on gender segregation: Major choice and persistence in higher education. An experimental study (2023)
Zitatform
Erdmann, Melinda, Juliana Schneider, Irena Pietrzyk, Marita Jacob & Marcel Helbig (2023): The impact of guidance counselling on gender segregation: Major choice and persistence in higher education. An experimental study. In: Frontiers in Sociology, Jg. 8. DOI:10.3389/fsoc.2023.1154138
Abstract
"Gender segregation in higher education is considered one of the main drivers of persistent economic gender inequality. Yet, though there has been considerable research identifying and describing the underlying mechanisms that cause gendered educational choices in higher education, little is known about how gender segregation in higher education could be changed. Accordingly, this article aims to determine the potential of educational interventions during high school to foster gender desegregation in higher education. We focused on two different processes that contribute to gender segregation in majors among higher education graduates: first, the selection into specific majors and, second, the selection out of specific majors. We investigated whether an intensive counselling programme leads to more gender-atypical choices among high-school graduates and examined whether intensive counselling supports several indicators of students' persistence in gender-atypical majors. Based on data from an experimental study of a counselling programme for German high-school students (N = 625), we estimated the programme's effect with linear probability models and intention-to-treat analysis. Our results show that high-school graduates are more likely to choose a gender-atypical major if they have received intensive counselling. This applies more to men than to women. In addition, the programme improved some persistence indicators for students in gender-atypical majors. Although we found a significant programme effect only for perceived person–major fit and student satisfaction, the coefficients of all aspects of students' persistence show a trend indicating that the programme was beneficial for students in gender-atypical majors. As experimental studies can also be affected by various types of bias, we performed several robustness checks. All analyses indicated stable results. In conclusion, we suggest that intensive counselling programmes have the potential to reduce gender segregation in higher education. More students were motivated to choose a gender-atypical major, and different aspects of student persistence were supported by the programme for students in gender-atypical majors." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
When does gender occupational segregation start? An experimental evaluation of the effects of gender and parental occupation in the apprenticeship labor market (2023)
Zitatform
Fernandes, Ana, Martin Huber & Camila Plaza (2023): When does gender occupational segregation start? An experimental evaluation of the effects of gender and parental occupation in the apprenticeship labor market. In: Economics of Education Review, Jg. 95. DOI:10.1016/j.econedurev.2023.102399
Abstract
"The apprenticeship market is the earliest possible entry point into the workforce in developed economies. Since early labor market shocks are likely magnified throughout professional life, avoiding mismatches between talent and occupations – for example due to gender- or status-based discrimination – appears crucial. This experimental study investigates the effects of applicant gender and its interaction with parental occupation on the probability of receiving an invitation to an interview in the Swiss apprenticeship labor market. We find no robust evidence of differential treatment by employers in most cases. Policies aimed at fostering gender equality across occupations should therefore focus on removing gender related educational or cultural barriers influencing occupational choices at young ages." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))
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Literaturhinweis
The role of shortlisting in shifting gender beliefs on performance: experimental evidence (2023)
Zitatform
Fonseca, Miguel A. & Ashley McCrea (2023): The role of shortlisting in shifting gender beliefs on performance: experimental evidence. (Department of Economics discussion papers / University of Exeter, Business School 2023,15), Exeter, 65 S.
Abstract
"In labour markets, women are often underrepresented relative to men. This underrepresentation may be due to inaccurate beliefs about ability across genders. Inaccurate beliefs might cause a sampling problem: to have accurate beliefs about a group, one must first collect information about that group. However, inaccurate beliefs may persist due to biased belief updating. We run a stylized hiring experiment to disentangle these two effects. We ask participants to create shortlists from a male and a female pool of workers and give them feedback on the skill of those they shortlist. Based on that information, participants hire workers, and provide us with their beliefs about the distribution of skills in the male and female pots. We study how recruiters update their beliefs as a function of their past shortlisting behaviour, and how they shortlist given their beliefs. As expected, participants were more likely to sample from the pool with the highest subjective mean quality (on average men) and lowest subject variance. Participants were not Bayesian updaters but there were no gender-specific biases in updating. Sampling more from a pool and, somewhat surprisingly, greater time spent engaging in sampling behaviour yield more accurate beliefs." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The gender dimension of outsiderness in Western Europe: a comparative cross-model analysis (2023)
Zitatform
Giuliani, Giovanni Amerigo (2023): The gender dimension of outsiderness in Western Europe: a comparative cross-model analysis. In: The international journal of sociology and social policy, Jg. 43, H. 13/14, S. 62-78. DOI:10.1108/IJSSP-12-2022-0317
Abstract
"Purpose: The article investigates whether and to what extent outsiderness is gendered in Western Europe, both in terms of its spread and degree. It thus explores which male and female post-Fordist social classes are more exposed to the risk of this phenomenon. It also scrutinizes whether such a gendered characterization has varied over time and across clusters of Western European countries. Design/methodology/approach Relying on a comparative analysis of the data provided by the European Social Survey (ESS) dataset and comparing two points in time –the early/mid-2000s and the late 2010s – the work provides both a dichotomous and continuous variable of outsiderness, which measure its spread and degree in the female and male workforces of a pooled set of growth models. Findings The empirical analysis shows that outsiderness is profoundly gendered in Western Europe and thus a feminized social phenomenon. However, the comparative investigation highlights that outsiderness has been genderized in diverse ways across the four growth models. Different patterns of gendered outsiderness can be identified. Originality/value The article provides a comparative and diachronic analysis of outsiderness from a gender lens, putting into a mutual dialogue different literature on labour market, and shows that outsiderness represents a key analytical dimension for assessing gender inequalities." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
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Literaturhinweis
Gender-Atypical Learning Experiences of Men Reduce Occupational Sex Segregation: Evidence From the Suspension of the Civilian Service in Germany (2023)
Zitatform
Hamjediers, Maik (2023): Gender-Atypical Learning Experiences of Men Reduce Occupational Sex Segregation: Evidence From the Suspension of the Civilian Service in Germany. In: Gender & Society, Jg. 37, H. 4, S. 524-552. DOI:10.1177/08912432231177650
Abstract
"Occupational sex segregation persists in part because men seldom enter female-dominated occupations. Whereas programs providing women with gender-atypical learning experiences aim to increase female representation in male-dominated domains, similar programs for men—despite their potential to counteract the prevailing lack of men in female-dominated occupations—are rare. In this paper, I investigate whether men’s gender-atypical learning experiences affect their likelihood of entering female-dominated occupations by studying the effect of participation in Germany’s civilian service. The civilian service offered a social-sector alternative to compulsory military service, and its suspension in 2011 induced exogenous variation in men’s gender-atypical learning experiences. Combining register data from Germany’s social security system with data from the German Microcensus shows that men’s likelihood of entering the labor market in female-dominated occupations declined by about 21 percent when the civilian service was suspended. Scaling the estimate by participation in the civilian service indicates that having completed the civilian service increased men’s likelihood of entering female-dominated occupations by about 12 percentage points. This illustrates that programs exposing men to gender-atypical learning experiences can promote occupational integration and could “unstall” the gender revolution." (Author's abstract, IAB-Doku) ((en))
Weiterführende Informationen
Data product DOI: 10.5164/IAB.SIAB7519.de.en.v1 -
Literaturhinweis
Berufliche Geschlechtersegregation: Die Arbeits- und Gesundheitssituation von Frauen und Männern in geschlechtersegregierten und -integrierten Berufen (2023)
Zitatform
Hünefeld, Lena & Mareike Dötsch (2023): Berufliche Geschlechtersegregation: Die Arbeits- und Gesundheitssituation von Frauen und Männern in geschlechtersegregierten und -integrierten Berufen. (baua: Fokus), Dortmund, 26 S. DOI:10.21934/baua:fokus20230324
Abstract
"Frauen und Männer sind oftmals in unterschiedlichen Branchen und Berufen tätig. Die ungleiche Verteilung von Personen der beiden Geschlechter auf Berufe und Führungspositionen wird als berufliche Geschlechtersegregation bezeichnet. Auswertungen der BIBB/BAuA-Erwerbstätigenbefragung 2018 dazu zeigen, dass es sowohl im Hinblick auf körperliche und psychische Arbeitsanforderungen als auch in Bezug auf die Vereinbarkeit von Familie und Beruf Unterschiede zwischen Frauen und Männern und innerhalb der für sie „typischen“ Berufe gibt. Die Analysen weisen zudem auf Unterschiede mit Blick auf gesundheitliche Beschwerden hin." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Occupational Sex Segregation and its Consequences for the (Re-)Production of Gender Inequalities in the German Labour Market (2023)
Kleinert, Corinna ; Leuze, Kathrin ; Rompczyk, Kai; Hägglund, Anna Erika; Bächmann, Ann-Christin ; Gatermann, Dörthe;Zitatform
Kleinert, Corinna, Kathrin Leuze, Ann-Christin Bächmann, Dörthe Gatermann, Anna Erika Hägglund & Kai Rompczyk (2023): Occupational Sex Segregation and its Consequences for the (Re-)Production of Gender Inequalities in the German Labour Market. In: S. Weinert, G. J. Blossfeld & H.-P. Blossfeld (Hrsg.) (2023): Education, Competence Development and Career Trajectories, S. 295-317, 2022-05-01. DOI:10.1007/978-3-031-27007-9_13
Abstract
"In Germany, the structuring principle connecting the educational system and the labour market is occupations. In theory, this occupational principle is gender-neutral, because both women and men are channelled into jobs according to the occupations for which they are trained. In practice, however, it means that patterns of occupational sex segregation in the education system are reproduced in the labour market. As a consequence, occupational sex segregation has important consequences for the subsequent employment biographies and life courses of women and men. In this chapter, we study the relevance of occupational sex segregation for the (re-)production of gender inequalities in the German labour market. More specifically, we examine long-term trends in occupational sex segregation, how occupational sex segregation is causally linked to other occupational characteristics, how these occupational characteristics translate into gender inequalities regarding non-monetary labour market outcomes, and how these occupational characteristics affect the gender wage gap." (Author's abstract, IAB-Doku, © Springer) ((en))
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Literaturhinweis
The strength of gender norms and gender-stereotypical occupational aspirations among adolescents (2023)
Zitatform
Kuhn, Andreas & Stefan C. Wolter (2023): The strength of gender norms and gender-stereotypical occupational aspirations among adolescents. In: Kyklos, Jg. 76, H. 1, S. 101-124. DOI:10.1111/kykl.12320
Abstract
"We empirically test the hypothesis that adolescents' occupational aspirations are more gender-stereotypical if they live in a region where the societal norm towards gender equality is weaker. For our analysis, we combine rich survey data describing a sample of 1,434 Swiss adolescents who attended 8th grade in 2013 with municipal voting results dealing with gender equality and policy. We find that occupational aspirations predominantly follow gender stereotypes and that adolescents living in municipalities with a stronger norm towards gender equality are significantly less likely to aspire for a gender-stereotypical occupation, even after controlling for individual-level controls. At the same time, we also find that the association is surprisingly weak – in the sense that adolescents tend to aspire for gender-stereotypical occupations even in the most gender-progressive municipalities. Moreover, a more detailed analysis shows that the association mainly reflects the intergenerational transmission of occupations from parents to their children and/or regional differences in the prevailing occupational structure. We discuss the implications of these findings and several mechanisms that are consistent with the evidence from our analysis." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Documenting occupational sorting by gender in the UK across three cohorts: does a grand convergence rely on societal movements? (2023)
Zitatform
Lekfuangfu, Warn N. & Grace Lordan (2023): Documenting occupational sorting by gender in the UK across three cohorts: does a grand convergence rely on societal movements? In: Empirical economics, Jg. 64, H. 5, S. 2215-2256. DOI:10.1007/s00181-022-02314-5
Abstract
"We consider the extent to which temporal shifts have been responsible for an increased tendency for females to sort into traditionally male roles over time, versus childhood factors. Drawing on three cohort studies, which follow individuals born in the UK in 1958, 1970 and 2000, we compare the shift in the tendency of females in these cohorts to sort into traditionally male roles compared to males, to the combined effect of a large set of childhood variables. For all three cohorts, we find strong evidence of sorting along gendered lines, which has decreased over time, yet there is no erosion of the gender gap in the tendency to sort into occupations with the highest share of males. Within the cohort, we find little evidence that childhood variables change the tendency for females of either the average or highest ability to sort substantively differently. Our work is highly suggestive that temporal shifts are what matter in determining the differential gendered sorting patterns we have seen over the last number of decades, and also those that remain today. These temporal changes include attitudinal changes, technology advances, policy changes and economic shifts." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Gender-Specific Application Behavior, Matching, and the Residual Gender Earnings Gap (2023)
Zitatform
Lochner, Benjamin & Christian Merkl (2023): Gender-Specific Application Behavior, Matching, and the Residual Gender Earnings Gap. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16686), Bonn, 61 S.
Abstract
"This paper analyzes the relationship between gender-specific application behavior, employer-side flexibility requirements, and the gender earnings gap using a unique combination of the German Job Vacancy Survey (JVS) linked to administrative employment records. We document that women have a substantially lower probability of applying to jobs with high flexibility requirements at high-wage firms than do men but have the same probability of being hired upon application. In our two-stage search model, these empirical patterns are rationalized by firms compensating workers for meeting employer-side flexibility requirements. Consistently, we empirically show that among women, mothers face the largest earnings discounts relative to men in jobs with high flexibility requirements." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Women's Attrition from Male-Dominated Workplaces in Norway: The Importance of Numerical Minority Status, Motherhood and Class (2023)
Zitatform
Madsen, Aleksander Å., Idunn Brekke & Silje Bringsrud Fekjær (2023): Women's Attrition from Male-Dominated Workplaces in Norway: The Importance of Numerical Minority Status, Motherhood and Class. In: Work, Employment and Society, Jg. 37, H. 2, S. 333-351. DOI:10.1177/09500170211004247
Abstract
"This study explores women’s attrition from male-dominated workplaces based on Norwegian public administrative records, covering individuals born 1945–1983, in the period between 2003 and 2013. It examines sex differences in rates of attrition and tests the significance of two commonly proposed explanations in the literature, namely the degree of numerical minority status and motherhood. It also investigates whether these explanations vary by occupational class. Selection into male-dominated workplaces is accounted for by using individual fixed effects models. The results show that attrition rates from male-dominated workplaces are considerably higher among women than among men. Moreover, the risk of female attrition to sex-balanced workplaces increases, regardless of occupational class, with increases in the percentage of males. Childbirth is associated with an increased risk of attrition to female-dominated workplaces, while having young children (⩽ 10 years old) lowered the risk. This association, however, was primarily evident among working-class women in manual occupations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Reiches Land - arme Frauen: Was gegen strukturelle Benachteiligung von Frauen getan werden muss (2023)
Mandrysch, Claudia;Zitatform
(2023): Reiches Land - arme Frauen. Was gegen strukturelle Benachteiligung von Frauen getan werden muss. (Theorie und Praxis der sozialen Arbeit. Sonderband 2023), Weinheim: Juventa Verlag, 146 S.
Abstract
"Männer und Frauen sind in Deutschland noch immer nicht gleichberechtigt. Angesichts ausdifferenzierter Lebenslagen von Frauen steht die Frauen- und Gleichstellungspolitik vor großen Herausforderungen. Die politischen Themen, die dringend diskutiert werden müssen, sind vielfältig: etwa die Ungleichheiten auf dem Arbeitsmarkt und in der Entlohnung, die ungerechte Verteilung von unbezahlter Arbeit im Haushalt oder bei der häuslichen Pflege. Der Diskurs um Geschlechtergerechtigkeit muss noch mehr geführt werden. Die AWO hat notwendige Gleichberechtigungsdiskussionen immer schon angestoßen und geführt. Der vorliegende Sonderband steht in dieser Tradition." (Verlagsangaben, IAB-Doku)
Weiterführende Informationen
Inhaltstext -
Literaturhinweis
Auswirkungen von Berufswahl, Erwerbsunterbrechungen und Teilzeitarbeit auf das Lebenseinkommen von Frauen: Zentrale Ergebnisse und Schlussfolgerungen einer aktuellen Studie im Auftrag des AMS Österreich (2023)
Mayrhuber, Christine;Zitatform
Mayrhuber, Christine (2023): Auswirkungen von Berufswahl, Erwerbsunterbrechungen und Teilzeitarbeit auf das Lebenseinkommen von Frauen: Zentrale Ergebnisse und Schlussfolgerungen einer aktuellen Studie im Auftrag des AMS Österreich. (AMS-Info / Arbeitsmarktservice Österreich 576), Wien, 4 S.
Abstract
"(...) Die vorliegende Studie ist eine Aktualisierung wie auch Erweiterung einer Studie aus 2017. Im ersten Abschnitt wird die Arbeitsmarktintegration der Frauen in Österreich entlang der Dimensionen Arbeitszeit und Einkommen analysiert. Die Datengrundlage sowie die Annahmen zu den modellierten Erwerbs- und Einkommensverläufen finden sich im zweiten Abschnitt. Der dritte Abschnitt behandelt die strukturellen Unterschiede der Erwerbseinkommens- summen entlang unterschiedlicher Wirtschaftsbranchen und Berufe, die Frauen ohne Erwerbsunterbrechungen haben. Ein Vergleich der Erwerbseinkommen bei durchgängigen Erwerbsverläufen zeigt, dass die strukturellen Verdienstunterschiede zwischen den Wirtschaftsklassen im Hinblick auf die Lebenseinkommensmöglichkeiten bedeutender sind, als die Effekte von vorübergehenden Teilzeitphasen. Im vierten Abschnitt sind die Ergebnisse der modellierten elf hypothetischen Erwerbsbiographien auf die Erwerbs- und Pensionseinkommen der Frauen festgehalten. Im ersten Teil sind die Unterschiede der summieren Erwerbseinkommen diskutiert, die Vollzeit- und Teilzeiterwerbstätigkeit nach sich zieht. Des Weiteren wird gezeigt, welche Auswirkungen sowohl Erwerbsunterbrechungen als auch Teilzeitarbeitsphasen auf das Lebenseinkommen in fünf unterschiedlichen Berufen und fünf unterschiedlichen Wirtschaftsbranchen haben. (...)" (Autorenreferat, IAB-Doku)
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Literaturhinweis
Changing gender role attitudes and the changing gender gap in labor force participation (2023)
Zitatform
Preston, Alison (2023): Changing gender role attitudes and the changing gender gap in labor force participation. In: The Journal of Industrial Relations, Jg. 65, H. 5, S. 562-590. DOI:10.1177/00221856231177118
Abstract
"This paper uses micro-data from the Household, Income and Labor Dynamics in Australia (HILDA) Survey to examine the relationship between gender role attitudes and the labor supply of men and women. Using the Wellington decomposition technique, the paper also considers how much of the change in the gender gap in labor force participation (LFP) between 2001/5 and 2015/19 may be explained by changes in the gender role attitudes of adult women and men. The results show a 6.5 percentage point convergence in the gender gap in LFP between the two periods. Nearly half the convergence arises from a change in the schooling attainment of men and women. Just over one-third is due to changes in gender role attitudes (faster adoption of egalitarian gender role attitudes by women)." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Weibliche Studierende geben sich potenziell mit deutlich niedrigeren Einstiegslöhnen zufrieden als ihre männlichen Kommilitonen (Serie " Bildung vor und im Erwerbsleben") (2023)
Zitatform
Setzepfand, Paul & Ipek Yükselen (2023): Weibliche Studierende geben sich potenziell mit deutlich niedrigeren Einstiegslöhnen zufrieden als ihre männlichen Kommilitonen (Serie " Bildung vor und im Erwerbsleben"). In: IAB-Forum H. 06.09.2023 Nürnberg. DOI:10.48720/IAB.FOO.20230906.01
Abstract
"Einer IAB-Befragung zufolge haben Studentinnen andere Lohnvorstellungen als Studenten. So würden sie einen um 15,6 Prozent niedrigeren monatlichen Einstiegslohn akzeptieren als ihre männlichen Kommilitonen. Auch beim erwarteten monatlichen Einstiegslohn zeigt sich ein geschlechtsspezifischer Unterschied in ähnlicher Größenordnung. Dies liegt nicht nur daran, dass Frauen häufig andere Studienfächer wählen als Männer." (Autorenreferat, IAB-Doku)
Ähnliche Treffer
also released in English -
Literaturhinweis
Small gender differences that become large: The role of competition (2023)
Zitatform
Sousa, José de & Guillaume Hollard (2023): Small gender differences that become large: The role of competition. (VoxEU columns / Centre for Economic Policy Research), London, o.Sz.
Abstract
"Gender differences in competition may help explain gender gaps in labour market outcomes. Performance data from chess competitions shows a minimal gender gap at the individual (micro) level but a large macro gender difference. This column argues that the small micro gap in performance may accumulate over time, leading women to reduce effort and increasing the probability of their quitting. The accumulation of these effects affects women’s long-run human capital formation and explains a larger share of the macro gap." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Frauen üben seltener als Männer Tätigkeiten mit hohem Anforderungsniveau aus (2023)
Zitatform
Vicari, Basha, Ann-Christin Bächmann & Aline Zucco (2023): Frauen üben seltener als Männer Tätigkeiten mit hohem Anforderungsniveau aus. In: IAB-Forum H. 25.04.2023 Nürnberg. DOI:10.48720/IAB.FOO.20230424.01
Abstract
"Frauen erreichen in Deutschland im Durchschnitt inzwischen höhere Bildungsabschlüsse als Männer. Dennoch hält sich die Lohnlücke zwischen den Geschlechtern hartnäckig. Dies liegt unter anderem daran, dass Frauen häufiger Tätigkeiten mit niedrigerem Anforderungsniveau ausüben als Männer. Ein Grund ist, dass sich die Geschlechter sehr unterschiedlich auf bestimmte Berufe verteilen. Zudem haben Frauen im Schnitt eine geringere Aufstiegswahrscheinlichkeit als Männer." (Autorenreferat, IAB-Doku)
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Literaturhinweis
The Wage Effect of Workplace Sexual Harassment: Evidence for Women in Europe (2023)
Zitatform
Zacchia, Giulia & Izaskun Zuazu (2023): The Wage Effect of Workplace Sexual Harassment: Evidence for Women in Europe. (Working papers / Institute for New Economic Thinking 205), Institute for New Economic Thinking 27 S. DOI:10.36687/inetwp205
Abstract
"This article contributes to the literature on wage discrimination by examining the consequences of sexual harassment in the workplace on wages for women in Europe. We model the empirical relationship between sexual harassment risk and wages for European women employees using individual-level data provided by the European Working Conditions Survey (EWCS, Eurostat). We find that sexual harassment risk has a negative and statistically significant effect on wages of -0.03% on average for women in Europe. However, our empirical analysis uncovers the importance of considering the dynamics of workplace power relations: analyzing individual-level data, we find evidence of a higher negative impact of sexual harassment risk on wages for women working in counter-stereotypical occupations. We conclude that the wage effect of hostile working conditions, mainly in terms of sexual harassment risk in the workplace, should be considered and monitored as a first critical step in making women be less vulnerable at work and increasing their bargaining power, thereby reducing inequalities in working conditions and pay in Europe." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Quarterly Review of Employment and Social Developments in Europe (ESDE) - April 2023 (2023)
Zitatform
(2023): Quarterly Review of Employment and Social Developments in Europe (ESDE) - April 2023. (Employment and social developments in Europe : Quarterly review), Luxembourg, 25 S.
Abstract
"The thematic part of this review focuses on gender segregation in science, technology, engineering and mathematics (STEM) and healthcare occupations across EU Member States. This is an important topic in the context of the upcoming European Year of Skills, because gender segregation can both limit the efficiency of matching labour supply with demand and results in suboptimal use of women’s and men’s talents. The thematic focus shows that both STEM and healthcare occupations are heavily gender segregated in nearly all Member States. It highlights that in many countries, much of the existing segregation is explained by the fact that female and male workers tend to hold qualifications in different study fields – this applies particularly in the case of STEM occupations. Finally, it demonstrates that in most Member States, desegregation offers an important opportunity to attract new workers into STEM and healthcare occupations facing shortages." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Wo steht Deutschland 2022 bei der Gleichstellung der Geschlechter? (im Erscheinen) (2022)
Albrecht, Clara; Rude, Britta;Zitatform
Albrecht, Clara & Britta Rude (2022): Wo steht Deutschland 2022 bei der Gleichstellung der Geschlechter? (im Erscheinen). In: Ifo-Schnelldienst H. 07.03.2022, S. 1-11.
Abstract
"Deutschland hat in vielen Bereichen der Gleichberechtigung zwischen Mann und Frau in den letzten Jahrzehnten Fortschritte gemacht. Allerdings ist es in allen Dimensionen immer noch weit hinter den besten europäischen Ländern zurück. Vor allem hat sich die Anzahl der Frauen in Führungspositionen in Politik, Wirtschaft und Unternehmen kaum vergrößert. Auch in der unbezahlten Fürsorge und in der tertiären Bildung gibt es großen Handlungsbedarf. Bei den Indikatoren zu Gewalt gegen Frauen schneidet Deutschland im Vergleich zu allen anderen Indikatoren besonders schlecht ab, obwohl die wirtschaftlichen Kosten hier hoch sind. Die vorhandene Kluft zwischen den Geschlechtern könnte mit falschen Anreizsystemen, Glaubenssätzen und Sexismus zusammenhängen. Frauenquoten und Initiativen wie der »Girls' Day« sind nicht ausreichend, um die immer noch anhaltenden Defizite in der Gleichberechtigung der Geschlechter zu beseitigen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
"A trade of one's own": The role of social and cultural capital in the success of women in male-dominated occupations (2022)
Zitatform
Bridges, Donna, Larissa Bamberry, Elizabeth Wulff & Branka Krivokapic-Skoko (2022): "A trade of one's own": The role of social and cultural capital in the success of women in male-dominated occupations. In: Gender, work & organization, Jg. 29, H. 2, S. 371-387. DOI:10.1111/gwao.12764
Abstract
"The skilled trades are highly gender segregated occupations. Unsurprisingly, research about women in this male-dominated sector focuses on the various barriers to inclusion. In contrast, this article identifies factors that have contributed to women's successes. Drawing on in-depth interviews with tradeswomen, we found that the success factors for women in the skilled trades were aligned with social and cultural capital. Findings also indicate that women's success is driven by their individual attributes and resources rather than any forms of systematic support. There is limited evidence of a coordinated approach from industry and government to increase gender equity and inclusion. Success for women is, therefore, most likely to be singularly occurring, unpredictable and difficult to replicate. We use a Bourdieusian approach to understand how capital facilitates women's success and how forms of capital can be translated into measurable and repeatable strategies. We argue that capital offers women an opportunity to circumvent traditional resistance to gender inclusion because it provides cultural legitimacy. Replicating social and cultural capital through industry initiatives that are measurable and repeatable are likely to be the most constructive ways forward. We recommend a coordinated industry approach to improve diversity and inclusion in the sector." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Zweischneidiges Schwert: Wie wirkt sich die Digitalisierung auf die Geschlechterungleichheit am Arbeitsmarkt aus? (2022)
Zitatform
Burkert, Carola, Katharina Grienberger & Britta Matthes (2022): Zweischneidiges Schwert: Wie wirkt sich die Digitalisierung auf die Geschlechterungleichheit am Arbeitsmarkt aus? In: IAB-Forum H. 13.06.2022 Nürnberg, 2022-06-09. DOI:10.48720/IAB.FOO.20220613.01
Abstract
"Immer mehr Tätigkeiten lassen sich mithilfe moderner Technologien automatisieren. Davon sind Männer bislang potenziell stärker betroffen als Frauen: 40 Prozent der Männer arbeiten in Berufen mit hohem Substituierbarkeitspotenzial, aber nur 27 Prozent der Frauen. Doch in einigen beruflichen Teilarbeitsmärkten haben Frauen ein höheres Substituierbarkeitspotenzial als Männer. Ob mit der zunehmenden Digitalisierung auch die Geschlechterungleichheit am Arbeitsmarkt schwindet oder sich gar verschärft, ist indes eine offene Frage." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Double-edged sword: How does digitalisation impact on gender inequality in the labour market? (2022)
Zitatform
Burkert, Carola, Katharina Grienberger & Britta Matthes (2022): Double-edged sword: How does digitalisation impact on gender inequality in the labour market? In: IAB-Forum H. 22.11.2022 Nürnberg, 2022-11-21. DOI:10.48720/IAB.FOO.20221122.01
Abstract
"Immer mehr Tätigkeiten lassen sich mithilfe moderner Technologien automatisieren. Davon sind Männer bislang potenziell stärker betroffen als Frauen: 40 Prozent der Männer arbeiten in Berufen mit hohem Substituierbarkeitspotenzial, aber nur 27 Prozent der Frauen. Doch in einigen beruflichen Teilarbeitsmärkten haben Frauen ein höheres Substituierbarkeitspotenzial als Männer. Ob mit der zunehmenden Digitalisierung auch die Geschlechterungleichheit am Arbeitsmarkt schwindet oder sich gar verschärft, ist indes eine offene Frage." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Die Folgen der Digitalisierung für die Geschlechterungleichheit auf dem Arbeitsmarkt – Substituierbarkeitspotenziale und die Beschäftigungsentwicklung bei Frauen und Männern (2022)
Zitatform
Burkert, Carola, Katharina Dengler & Britta Matthes (2022): Die Folgen der Digitalisierung für die Geschlechterungleichheit auf dem Arbeitsmarkt – Substituierbarkeitspotenziale und die Beschäftigungsentwicklung bei Frauen und Männern. In: Sozialer Fortschritt, Jg. 71, H. 1, S. 3-27., 2021-09-01. DOI:10.3790/sfo.71.1.3
Abstract
"Die fortschreitende Digitalisierung hat Auswirkungen auf die Arbeitswelt und damit auch auf die bestehenden Geschlechterungleichheiten am Arbeitsmarkt. Es gibt sowohl Argumente, dass die Digitalisierung zu einer Verschärfung als auch zu einer Nivellierung der bestehenden Geschlechterungleichheiten am Arbeitsmarkt beitragen kann. Der vorliegende Beitrag zeigt deskriptiv, dass Frauen im Durchschnitt seltener als Männer substituierbare Tätigkeiten – auch über alle Anforderungsniveaus hinweg – erledigen. Daraus ist jedoch keineswegs abzuleiten, dass Frauen eher von der Digitalisierung profitieren. Denn nicht nur die technologischen Möglichkeiten variieren in den Berufen sehr stark, sondern die Substituierbarkeitspotenziale werden auch nicht immer und sofort realisiert. In den multivariaten Analysen zeigt sich, dass der Zusammenhang zwischen den Substituierbarkeitspotenzialen und der Beschäftigungsentwicklung für Frauen und für Männer negativ ist. Vor allem in Berufen mit hohen Substituierbarkeitspotenzialen und niedrigem Frauenanteil ist die Beschäftigung zwischen 2013 und 2016 gesunken. Insgesamt lässt sich resümieren, dass Digitalisierung einen Beitrag für die Nivellierung von Geschlechterungleichheiten entfalten könnte. Es kommt jedoch darauf an, wie Technologien gestaltet und eingesetzt werden." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Neue Technologien geben nur Anlass, traditionelle Geschlechterrollen aufzubrechen: Interview (2022)
Zitatform
Burkert, Carola, Britta Matthes & Katharina Dengler (2022): Neue Technologien geben nur Anlass, traditionelle Geschlechterrollen aufzubrechen. Interview. In: SHE works! H. 2, S. 25-29., 2022-03-22.
Abstract
"Die fortschreitende Digitalisierung hat Auswirkungen auf die Arbeitswelt und damit auch auf die bestehenden Geschlechterungleichheiten am Arbeitsmarkt. Es gibt sowohl Argumente, dass die Digitalisierung zu einer Verschärfung als auch zu einer Nivellierung der bestehenden Geschlechterungleichheiten am Arbeitsmarkt beitragen kann. Dr. Carola Burkert, Dr. Katharina Dengler, Dr. Britta Matthes haben sich mit dem Thema befasst. Mit SHE works! sprachen sie über ihre Studie und die Erkenntnisse." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Understanding the Persistence of Occupational Sex Segregation in German Labour Markets: How Gender Attitudes Shape Young Women's Occupational Aspirations (2022)
Zitatform
Chesters, Jenny (2022): Understanding the Persistence of Occupational Sex Segregation in German Labour Markets: How Gender Attitudes Shape Young Women's Occupational Aspirations. In: Journal of applied youth studies, Jg. 5, H. 1, S. 55-73. DOI:10.1007/s43151-021-00065-1
Abstract
"The persistence of occupational sex segregation is a global phenomenon that relegates women into lower paid, lower status jobs. Understanding why young women apparently choose such jobs is integral to reversing decades of economic inequality related to employment. The strength of the association between the education system and labour market as well as high levels of occupational sex segregation makes Germany an interesting case to study. Using data from the National Education Panel Study (NEPS) Starting Cohort 4 data, I examine whether the occupational aspirations of female secondary school students are related to family characteristics and/or attitudes to gender roles. The results indicate that girls with fathers employed in male-dominated occupations hold more conservative gender attitudes than their peers with fathers employed in gender-neutral occupations. Girls with more conservative gender attitudes are more likely to hold aspirations for jobs in female-dominated occupations. These findings suggest that despite growth in gender-neutral knowledge-based industries, the socialisation of young women, particularly with regard to attitudes to appropriate roles for women, continues to influence occupational aspirations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The "Gender Face" of Job Insecurity in France: An Individual- and Organizational-Level Analysis (2022)
Zitatform
Coron, Clotilde & Géraldine Schmidt (2022): The "Gender Face" of Job Insecurity in France: An Individual- and Organizational-Level Analysis. In: Work, Employment and Society, Jg. 36, H. 6, S. 999-1017. DOI:10.1177/0950017021995673
Abstract
"Admittedly, women have a more precarious situation on the job market than men, which would suggest that they feel more insecure. However, literature on subjective job insecurity (JI) is contradictory about the effect of gender on JI. This could be explained by both individual characteristics and labour market gendered segregation – the companies in which women and men work do not have the same characteristics, particularly in terms of strategy and workforce management. Previous literature on JI rarely addresses this phenomenon. We propose to better understand the ‘gender face’ of subjective JI combining individual and organizational characteristics. We utilize data from the 2017 REPONSE survey and generalized linear models, notably multi-level models. Our findings reveal that, although women hold more precarious jobs, they work in more protective organizations. Consequently, while women report an average lower level of JI, this difference disappears when controlling for individual and organizational variables." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Women are "hardworking", men are "brilliant": Stereotyping in the economics job market (2022)
Zitatform
Eberhardt, Markus, Giovanni Facchini & Valeria Rueda (2022): Women are "hardworking", men are "brilliant": Stereotyping in the economics job market. In: VOX H. 08.02.2022, o.Sz.
Abstract
"Academia faces increased scrutiny because of its gender imbalance. This column uses machine learning methods to analyse gendered patterns in the text of reference letters written for candidates for entry-level positions in the economics job market. The findings reveal that women are systematically more likely to be praised for being hardworking and at times less likely to be praised for their ability. Given the time and effort letter writers devote to supporting their students, the authors suggest this gender stereotype is likely due to unconscious biases." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Identifying and Overcoming Gender Barriers in Tech: A Field Experiment on Inaccurate Statistical Discrimination (2022)
Zitatform
Feld, Jan, Edwin Ip, Andreas Leibbrandt & Joseph Vecci (2022): Identifying and Overcoming Gender Barriers in Tech: A Field Experiment on Inaccurate Statistical Discrimination. (Department of Economics discussion papers / University of Exeter, Business School 2022,05), Exeter, 49 S.
Abstract
"Women are significantly underrepresented in the technology sector. We design a field experiment to identify statistical discrimination in job applicant assessments and test treatments to help improve hiring of the best applicants. In our experiment, we measure the programming skills of job applicants for a programming job. Then, we recruit a sample of employers consisting of human resource and tech professionals and incentivize them to assess the performance of these applicants based on their resumes. We find evidence consistent with inaccurate statistical discrimination: while there are no significant gender differences in performance, employers believe that female programmers perform worse than male programmers. This belief is strongest among female employers, who are more prone to selection neglect than male employers. We also find experimental evidence that statistical discrimination can be mitigated. In two treatments, in which we provide assessors with additional information on the applicants' aptitude or personality, we find no gender differences in the perceived applicant performance. Together, these findings show the malleability of statistical discrimination and provide levers to improve hiring and reduce gender imbalance." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Betting on Diversity – Occupational Segregation and Gender Stereotypes (2022)
Zitatform
Fischbacher, Urs, Dorothea Kübler & Robert Stüber (2022): Betting on Diversity – Occupational Segregation and Gender Stereotypes. (CESifo working paper 10187), München, 83 S.
Abstract
"Many occupations and industries are highly segregated with respect to gender. This segregation could be due to perceived job-specific productivity differences between men and women. It could also result from the belief that single-gender teams perform better. We investigate the two explanations in a lab experiment with students and in an online experiment with personnel managers. The subjects bet on the productivity of teams of different gender compositions in tasks that differ with respect to gender stereotypes. We obtain similar results in both samples. Women are picked more often for the stereotypically female task and men more often for the stereotypically male task. Subjects do not believe that homogeneous teams perform better but bet more on diverse teams, especially in the task with complementarities. Elicited expectations about the bets of others reveal that subjects expect the effect of the gender stereotypes of tasks but underestimate others' bets on diversity." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender – Care – Corona: Verhältnisbestimmungen in Pandemiezeiten (2022)
Friese, Marianne; Braches-Chyrek, Rita;Zitatform
Friese, Marianne & Rita Braches-Chyrek (2022): Gender – Care – Corona: Verhältnisbestimmungen in Pandemiezeiten. In: D. Heisler & J. A. Meier (Hrsg.) (2022): Berufsausbildung zwischen Hygienemaßnahmen und Lockdown(s), S. 95-111.
Abstract
"Der vorliegende Beitrag thematisiert die Widersprüche von Care Work aufgrund der „doppelten Vergesellschaftung“ von Frauen in Beruf und Lebenswelt sowie hinsichtlich der Entwicklungen während der Corona-Krise. Zentral diskutiert werden die äußerst wirksamen genderbezogenen Dynamiken in historisch gewachsenen Strukturen, die sich in den gegenwärtigen Krisenszenarien verstärken. Die ungleichen Voraussetzungen für eine Grundqualifizierung in sozialen Dienstleistungsberufen manifestieren eine geschlechtlich bedingte Exklusion und Ungleichheit in Ausbildung, Beschäftigung sowie Akademisierung. Die geschlechtsspezifischen Segmentierungen zeigen sich nicht nur an den weiblichen Bildungs- und Ausbildungsbeteiligungsmustern, sondern auch in der Verteilung von beruflichen Chancen und Risiken. Die Arbeits- und Tätigkeitsfelder der Care-Berufe gelten nach wie vor als „frauentypisch“. Daher ist eine kritische Bewertung der pandemiebedingten Krise notwendig, um die wechselseitige Abhängigkeit von reproduktiver Erwerbsarbeit, häuslicher Sorgearbeit und gesellschaftlichem sowie wirtschaftlichem Systemerhalt analysieren zu können." (Autorenreferat, IAB-Doku, © wbv)
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Literaturhinweis
Gender and precarity in platform work: Old inequalities in the new world of work (2022)
Zitatform
Gerber, Christine (2022): Gender and precarity in platform work: Old inequalities in the new world of work. In: New Technology, Work and Employment, Jg. 37, H. 2, S. 206-230. DOI:10.1111/ntwe.12233
Abstract
"Platform work creates a work model that is both a curse and a blessing for vulnerable labour market segments. Based on research on female precarity, the article expects that remote platform work—so-called crowdwork—could especially attract women who need to combine income and care responsibilities. This article investigates whether women experience more precarity on crowdwork platforms than men, and why their risks differ. It analyses data from a quantitative survey with crowdworkers in Germany and the United States. The results indicate higher precarity risks for women due to care work, which are also indirectly mediated via the employment status. The higher commodification of labour and weaker social infrastructure lead to generally greater precarity risks for platform workers in the United States. The high differences between women and men in Germany underline the gendered nature of labour market dualization and precarization as well as the traditional division of housework. Policy measures should address both platform work and these structural inequalities." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Should I stay or should I go? Frauen arbeiten nach einem MINT-Studium seltener in einem MINT-Beruf als Männer (Serie "Frauen in MINT-Berufen") (2022)
Hild, Judith; Kramer, Anica;Zitatform
Hild, Judith & Anica Kramer (2022): Should I stay or should I go? Frauen arbeiten nach einem MINT-Studium seltener in einem MINT-Beruf als Männer (Serie "Frauen in MINT-Berufen"). In: IAB-Forum H. 17.03.2022 Nürnberg, 2022-03-08. DOI:10.48720/IAB.FOO.20220317.01
Abstract
"Absolut studieren heute dreimal mehr Frauen ein Fach aus dem Bereich Mathematik, Informatik, Naturwissenschaft und Technik (MINT) als noch vor 20 Jahren. Zugleich entscheiden sich Frauen nach einem abgeschlossenen MINT-Studium seltener als Männer dafür, tatsächlich einen MINT-Beruf zu ergreifen. Dies dürfte auch an fehlenden Rollenvorbildern und unklaren Berufsvorstellungen liegen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Lassen sich durch mehr Mathematikunterricht auch mehr junge Frauen für MINT-Berufe gewinnen? (Serie "Frauen in MINT-Berufen") (2022)
Hild, Judith; Kramer, Anica;Zitatform
Hild, Judith & Anica Kramer (2022): Lassen sich durch mehr Mathematikunterricht auch mehr junge Frauen für MINT-Berufe gewinnen? (Serie "Frauen in MINT-Berufen"). In: IAB-Forum H. 28.04.2022 Nürnberg, 2022-04-25. DOI:10.48720/IAB.FOO.20220428.01
Abstract
"Mehr Mathematikunterricht in der gymnasialen Oberstufe führt dazu, dass männliche Jugendliche später häufiger MINT-Fächer (Mathematik, Informatik, Naturwissenschaften, Technik) studieren und MINT-Berufe ergreifen – nicht aber junge Frauen. Um auch diese zu motivieren, reichen Reformen am Ende der Schulzeit, die sich auf die Vermittlung von mathematischem Wissen fokussieren, nicht aus." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Does Rosie like riveting? Male and female occupational choices (2022)
Zitatform
Lordan, Grace & Jörn-Steffen Pischke (2022): Does Rosie like riveting? Male and female occupational choices. In: Economica, Jg. 89, H. 353, S. 110-130. DOI:10.1111/ecca.12390
Abstract
"Occupational segregation and pay gaps by gender remain large, while many of the constraints traditionally believed to be responsible for these gaps seem to have weakened over time. We explore the possibility that women and men have different tastes for the content of the work that they do. We relate job satisfaction and job mobility to measures that proxy for the content of the work in an occupation, which we label ‘people’, ‘brains’ and ‘brawn’. The results suggest that women value jobs high on ‘people’ content and low on ‘brawn’. Men care about job content in a similar fashion, but have much weaker preferences. High school students show similar preferences in a discrete choice experiment and indicate that they make their choices based mainly on preferences for the work itself. We argue that the more pronounced preferences of women can account for occupational sorting, which often leads them into careers with large pay penalties for interruptions due to childbearing." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Stand der Gleichstellung von Frauen und Männern in Deutschland (2022)
Zitatform
Lott, Yvonne, Dietmar Hobler, Svenja Pfahl & Eugen Unrau (2022): Stand der Gleichstellung von Frauen und Männern in Deutschland. (WSI-Report 72), Düsseldorf, 49 S.
Abstract
"Wie ist der Stand der Gleichstellung von Frauen und Männern auf dem Arbeitsmarkt in Deutschland? Und wie hat sich der Stand der Gleichstellung entwickelt? Anhand zentraler Indikatoren auf Basis des WSI GenderDatenPortals (www.wsi.de/ genderdatenportal) liefert der vorliegende Report eine knappe und zusammenfassende Übersicht über den aktuellen Stand der Geschlechtergleichstellung in Deutschland mit einem Fokus auf den Arbeitsmarkt. Die Analysen zeigen, dass sich positive Trends vor allem bei der Erwerbsbeteiligung und den Einkommen von Frauen fortgesetzt haben. Bei der Mitbestimmung und den Arbeitszeiten baut sich Geschlechterungleichheit zwar ab, aber nur sehr langsam und in sehr kleinen Schritten. Bei der Aufteilung der Kinderbetreuung und der vertikalen Segregation des Arbeitsmarktes stagniert die Geschlechterungleichheit jedoch auf hohem Niveau." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Gender Economics and the Meaning of Discrimination (2022)
Lundberg, Shelly;Zitatform
Lundberg, Shelly (2022): Gender Economics and the Meaning of Discrimination. In: AEA papers and proceedings, Jg. 112, S. 588-591. DOI:10.1257/pandp.20221086
Abstract
"Advances in economics hold much promise for an improved understanding of complex issues concerning gender and gender inequalities. A more realistic economics of choice based on behavioral economics, evidence of social influences on economic outcomes, and a recognition of the role of cultural persistence in patterns of behavior have blurred our traditional separation of preferences and constraints. However, in the analysis of gender gaps, we have continued to focus on the discrimination versus preferences dichotomy that this work has rendered both conceptually and empirically irrelevant. As the domain of economics continues to broaden, our approach to discrimination needs to change." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Women in Fintech: As Leaders and Users (2022)
Zitatform
Ogawa, Sumiko, Purva Khera, Mahima Vasishth & Ratna Sahay (2022): Women in Fintech. As Leaders and Users. (IMF working paper 2022,140), Washington, DC, 27 S.
Abstract
"While digital financial services have made access to finance easier, faster, and less costly, helping to broaden digital financial inclusion, its impact on gender gaps varies across countries. Moreover, women leaders in the fintech industry, although growing, remain scarce. This paper explores the interaction between 'women' and 'fintech' by examining: (i) the role of women leaders on firm-level performance in the fintech industry; and (ii) the determinants of gender gaps in the usage of digital services to better understand the cross-country differences. Results indicate that greater gender diversity in the executive board is associated with better performance of fintech firms. With regard to determinants of the gender gaps in the usage of digital financial services, we find that higher financial and digital literacy of women is associated with lower gender gaps in digital financial inclusion, and that socio-cultural factors also play a key role." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Occupational segregation of female and male immigrants in Europe: Accounting for cross-country differences (2022)
Zitatform
Palencia-Esteban, Amaia (2022): Occupational segregation of female and male immigrants in Europe: Accounting for cross-country differences. In: International Labour Review, Jg. 161, H. 3, S. 341-373. DOI:10.1111/ilr.12207
Abstract
"This article studies occupational segregation in Europe by gender and immigration status using the European Labour Force Survey for 2005–19. Unlike previous studies, it quantifies levels of segregation separately for female and male immigrants in each country. Overall, male immigrants experience lower occupational segregation than their female counterparts and the second generation is less segregated than the first. Segregation is generally lower in North-Western Europe and higher in the South-East. A counterfactual analysis reveals that immigrants' characteristics explain a small part of these cross-country differences. Institutional setting, integration policies and country-specific norms might play a major role." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Does occupational gender composition affect women's chances of becoming managers? Evidence from France, Sweden, Switzerland and the UK (2022)
Zitatform
Paola, Vanessa di, Arnaud Dupray & Stéphanie Moullet (2022): Does occupational gender composition affect women's chances of becoming managers? Evidence from France, Sweden, Switzerland and the UK. In: The international journal of sociology and social policy, Jg. 43, H. 5/6, S. 473-490. DOI:10.1108/IJSSP-12-2021-0315
Abstract
"The authors aim to explore the link between the gender composition of occupations and women's access to managerial positions in four societal contexts. Using EU-LFS data for 2015, the authors measure the relative gender equality performance of France, Sweden, Switzerland and the UK regarding women's access to managerial positions, defined as levels 1 and 2 of the 2008 ISCO classification coupled with the exercise of managerial responsibilities. While gender-mixed working environments offer the largest number of managerial positions, they are also where women are least likely to reach such a position. Overall, except in Switzerland, women fare best in male-dominated occupations. Women do not appear to fare worse than men in female-dominated occupations, except in France. The findings question the relevance of policies aimed simply at reducing occupational gender segregation without providing safeguards against the deleterious effects that gender mixing may have on women's career advancement. The disparities between countries found here show that individual career advancement towards a managerial position may be driven by the social policies, gender ideology and institutions of the societal context. Examining how the societal dimensions involved in the poor performance of women in France and Switzerland are likely to differ sheds light on mechanisms behind the gender gap in management." (Author's abstract, IAB-Doku, © Emerald) ((en))
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Literaturhinweis
The gender pay gap is smaller in occupations with a higher ratio of men: Evidence from a national panel study (2022)
Zitatform
Schneider, Sarah, Katrin Rentzsch & Astrid Schütz (2022): The gender pay gap is smaller in occupations with a higher ratio of men: Evidence from a national panel study. In: PLoS ONE, Jg. 17, H. 7. DOI:10.1371/journal.pone.0270343
Abstract
"Gender differences in career success are still an issue in society and research, and men typically earn higher incomes than women do. Building on previous theorizing and findings with the Theory of Gendered Organizations and the Theory of Tokenism, we used a large sample of the adult starting cohort in the German National Educational Panel Study and a multilevel approach to test how the interaction between gender and the gender ratio in occupations was associated with income. We wanted to know whether the male advantage in terms of income would be equal in magnitude across occupations (as suggested by the Theory of Gendered Organizations) or if it would vary with the gender ratio in occupations (as suggested by the Theory of Tokenism and reasoning regarding person-job fit), such that people benefit either (a) from resembling the majority of employees in a field by working in a gender-typical occupation or (b) from standing out by working in a gender-atypical occupation. Analyses supported the hypothesis that employees' incomes may benefit if they belong to the gender minority in an occupation, but this finding applied only to women. By contrast, men did not benefit from working in a gender-atypical occupation. Thus, women earned less than men earned overall, but the gender pay gap was smaller in occupations with a higher ratio of male employees. The findings can advance the understanding of gender-related career decisions for both employers and employees." (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