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
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
Skill requirements versus workplace characteristics: exploring the drivers of occupational gender segregation (2025)
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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, S. 1-22. 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
Gender Inequality in the Labor Market: Continuing Progress? (2025)
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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 and Occupational Prestige. Testing the Devaluation Theory in Spain (2025)
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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. 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
Gender and unemployment: a vignette experiment on recruiters’ hiring intentions in sex-segregated occupations (2025)
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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
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
Tailored to Women, Provided to Men? Gendered Occupational Inequality in Access to Flexible Working-Time Arrangements (2025)
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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)
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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, S. 1-18. 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
Gender Differences in Job Requirements: Change Within Careers and Across Cohorts (2025)
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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
How Psychological Barriers Constrain Men’s Interest in Gender-Atypical Jobs and Facilitate Occupational Segregation (2025)
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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, S. 1-19. 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)
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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, S. 1-12. 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)
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(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)
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Literaturhinweis
Gender occupational segregation: a new approach to quantifying the effect of educational segregation (2024)
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Acosta-Ballesteros, Juan, María Del Pilar Osorno-Del Rosal & Olga María Rodríguez-Rodríguez (2024): Gender occupational segregation: a new approach to quantifying the effect of educational segregation. In: Applied Economics, S. 1-15. 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
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)
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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)
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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)
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