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
Frauen in Vorständen und Aufsichtsräten großer Unternehmen: Aufwärtstrend der letzten Jahre kommt größtenteils zum Halt (2026)
Zitatform
Antezza, Arianna, Alina Meiner & Katharina Wrohlich (2026): Frauen in Vorständen und Aufsichtsräten großer Unternehmen: Aufwärtstrend der letzten Jahre kommt größtenteils zum Halt. In: DIW-Wochenbericht, Jg. 93, H. 3, S. 17-29. DOI:10.18723/diw_wb:2026-3-2
Abstract
"Der Frauenanteil in den Vorständen und Aufsichtsräten der größten privaten Unternehmen in Deutschland ist seit Beginn der Datenerfassung für das DIW Managerinnen-Barometer vor 20 Jahren stark gestiegen. Lag er in den Vorständen der 200 umsatzstärksten Unternehmen in Deutschland im Jahr 2006 noch bei gut einem Prozent, waren es zuletzt rund 19 Prozent. Der Anteil der Aufsichtsrätinnen ist in der Top-200-Gruppe seit 2006 von knapp acht auf rund 34 Prozent gestiegen. In den weiteren untersuchten Unternehmensgruppen, darunter die DAX-Unternehmen sowie die größten Banken und Versicherungen des Landes, verlief die Entwicklung sehr ähnlich. Das jüngste Erhebungsjahr des Managerinnen-Barometers ist diesbezüglich aber ein Wermutstropfen: Bis zum Spätherbst 2025 stagnierte der Frauenanteil in den Vorständen fast aller untersuchten Unternehmensgruppen im Vorjahresvergleich – mancherorts war er sogar rückläufig. Eine Ausnahme bildet der Finanzsektor, wo der Frauenanteil in den Vorständen weiter zugenommen hat. Derzeit ist es noch zu früh, um zu beurteilen, ob diese Entwicklung nur eine leichte Delle im längerfristig positiven Verlauf ist oder ob es sich um den Beginn einer längeren Phase der Stagnation oder sogar rückläufigen Entwicklung beim Frauenanteil in Führungspositionen handelt." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Gender choice at work (2026)
Zitatform
Aragonès, Enriqueta (2026): Gender choice at work. In: Economic analysis and policy, Jg. 89, S. 490-504. DOI:10.1016/j.eap.2025.12.018
Abstract
"This paper analyzes the demand based causes of gender discrimination in the labor market and it aims at explaining the currently existing gender gaps in terms of labor market participation and labor income. I propose a formal model to analyze the gender discrimination that individuals face at work due to taste-based discrimination. I study the effects of discrimination on the labor market participation, income, and utility distributions and compare these effects between the female and male sectors of the society. I show that the conditions that dissipate the gender gaps improve efficiency as well. However, in order to reach a first best it is necessary to eliminate all kinds of gender related idiosyncratic preferences that are based on stereotypes and conscious and unconscious biases." (Author's abstract, IAB-Doku, © 2025 The Author. Published by Elsevier B.V. on behalf of The Economic Society of Australia (Queensland) Inc.) ((en))
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Literaturhinweis
Technological progress, occupational structure and gender gaps in the German labour market (2026)
Zitatform
Bachmann, Ronald & Myrielle Gonschor (2026): Technological progress, occupational structure and gender gaps in the German labour market. In: International Journal of Manpower, Jg. 47, H. 2, S. 403-422. DOI:10.1108/ijm-10-2024-0711
Abstract
"Purpose: This study examines whether advances in technology and shifts in the occupational structure have enhanced women's position within the labour market. It answers the following research questions: First, how has the occupational employment structure evolved over the last decades, and how is this related to gender gaps? Second, which factors explain the gender gap and its narrowing over time? Design/methodology/approach: We use individual-level panel data from the Socio-Economic Panel (SOEP) for West Germany over the period 1985–2017 and individual-level task data from the BIBB Employment survey. We use the task intensity of an occupation and the task group an occupation belongs to as proxies for technological change. To analyze explanatory factors, we use a Blinder-Oaxaca decomposition. Findings: Women are increasingly engaging in non-routine manual and interactive occupations. The concurrent narrowing of the gender wage gap is attributable to declining gender wage gaps within task groups rather than between them. Observable factors, such as education have grown in importance to the gender wage gap, whereas the importance of unexplained factors has strongly declined. Technological change plays no significant role in the evolution of the gender wage gap. By contrast, part-time employment exerts a substantial influence on the gender wage gap. Originality/value: Our analysis includes part-time and high-skilled workers frequently excluded from other studies. The use of individual-level data combined with task information for occupations facilitates the examination of long-run developments such as technological change both between and within task groups." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
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Literaturhinweis
Debiasing entrepreneurial careers: A field experiment on female role model effects on entrepreneurial self-efficacy and early-stage career choices (2026)
Bechthold, Laura; Huber, Laura Rosendahl; Eddleston, Kimberly A.;Zitatform
Bechthold, Laura, Laura Rosendahl Huber & Kimberly A. Eddleston (2026): Debiasing entrepreneurial careers: A field experiment on female role model effects on entrepreneurial self-efficacy and early-stage career choices. In: Journal of business venturing, Jg. 41, H. 3. DOI:10.1016/j.jbusvent.2026.106582
Abstract
"Women remain underrepresented not only as founders but also as employees – or “joiners” – in young and small firms, limiting their exposure to entrepreneurial environments that often serve as critical pathways to venture creation. To address this gap, we investigate whether introducing female entrepreneur role models in educational settings can shape young women's entrepreneurial self-efficacy and early career choices. Drawing on role congruity theory and social cognitive career theory (SCCT), we conducted a field experiment involving over 430 university students and 98 early-stage entrepreneurs. Using a pre-test/post-test design and longitudinal tracking of early career choices, we explore the causal effects of exogenously assigned female role models on students' decisions to join a young or small firm. We find that exposure to social interactions with female entrepreneurs significantly boosts female students' entrepreneurial self-efficacy. More importantly, women who were paired with a female entrepreneur were over 10% more likely to join a young firm after graduation compared to those assigned to a male entrepreneur. Mediation analysis confirms that entrepreneurial self-efficacy is a key mechanism linking exposure to same-sex role models with women's decision to join a young firm. These findings highlight the potential of targeted role model interventions to reduce gender disparities in entrepreneurial entry pathways and expand the diversity of entrepreneurial ecosystems." (Author's abstract, IAB-Doku, © 2026 The Authors. Published by Elsevier Inc.) ((en))
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Literaturhinweis
Einleitung: Möglichkeiten und Grenzen einer geschlechtergerechten Arbeitsmarkt- und Sozialpolitik (2026)
Zitatform
Bothfeld, Silke, Christian Hohendanner, Petra Schütt & Aysel Yollu-Tok (2026): Einleitung: Möglichkeiten und Grenzen einer geschlechtergerechten Arbeitsmarkt- und Sozialpolitik. In: S. Bothfeld, C. Hohendanner, P. Schütt & A. Yollu-Tok (Hrsg.) (2026): Geschlechtergerecht gestalten. Möglichkeiten und Grenzen der Arbeitsmarkt- und Sozialpolitik, S. 9-26.
Abstract
"Wer über Geschlechtergerechtigkeit spricht, kommt an der begrifflichen Unterscheidung zwischen Gleichberechtigung und Gleichstellungspolitik nicht vorbei. Diese Differenz ist grundlegend für das Verständnis politischer, sozialer und ökonomischer Maßnahmen zur Überwindung geschlechterbezogener Ungleichheiten. Gleichberechtigung meint die rechtlich garantierte Gleichheit von Frauen und Männern – wie sie etwa in Artikel 3 des Grundgesetzes verankert ist. Sie garantiert allen Menschen denselben Zugang zu Rechten: zum Bildungssystem, zum Arbeitsmarkt, zu politischen Ämtern. Doch so unverzichtbar diese rechtliche Grundlage ist, so unzureichend ist sie, wenn es um die tatsächliche Teilhabe in einer nach wie vor von struktureller Ungleichheit geprägten Gesellschaft geht. Hier setzt die Gleichstellungspolitik an: Sie begnügt sich nicht mit der formalen Gleichheit, sondern zielt auf faktische Chancengleichheit. Für die Gleichstellung der Geschlechter wurde daher im Artikel 3 Abs. 2 (»Männer und Frauen sind gleichberechtigt.«) 1994 der Zusatz aufgenommen »Der Staat fördert die tatsächliche Durchsetzung der Gleichberechtigung von Frauen und Männern und wirkt auf die Beseitigung bestehender Nachteile hin«. Die Gleichstellungspolitik soll in diesem Sinne bestehende Benachteiligungen – etwa beim Einkommen, bei der Verteilung von Sorgearbeit, beim Zugang zu Führungspositionen oder in den sozialen Sicherungssystemen – sichtbar machen und Instrumente entwickeln, um Ungleichheiten abzubauen. Gleichstellungspolitik bedeutet nicht Privilegierung oder Sonderbehandlung, sondern sie ist Ausdruck eines demokratischen Gestaltungsauftrags: Sie soll sicherstellen, dass Gleichberechtigung nicht nur auf dem Papier steht, sondern im gesellschaftlichen Alltag wirksam wird. Dieser Sammelband greift zentrale Fragen dieser Gestaltungsaufgabe im Rahmen der Arbeitsmarkt- und Sozialpolitik auf und versammelt Beiträge, die sich mit geschlechterbezogenen Ungleichheiten am Arbeitsmarkt und im Sozialstaat befassen – empirisch fundiert, theoretisch reflektiert und mit einem gemeinsamen Ziel: Geschlechtergerechtigkeit nicht nur zu fordern, sondern Hinweise und Vorschläge für die Gestaltung von konkreten Strukturen und politischen Maßnahmen zu präsentieren." (Textauszug, IAB-Doku)
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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
Berufliche Geschlechtersegregation in Deutschland: Entwicklungen, Erklärungen, regionale und qualifikatorische Unterschiede (2026)
Zitatform
Bächmann, Ann-Christin, Michaela Fuchs, Volker Kotte & Brigitte Schels (2026): Berufliche Geschlechtersegregation in Deutschland: Entwicklungen, Erklärungen, regionale und qualifikatorische Unterschiede. In: S. Bothfeld, C. Hohendanner, P. Schütt & A. Yollu-Tok (Hrsg.) (2026): Geschlechtergerecht gestalten. Möglichkeiten und Grenzen der Arbeitsmarkt- und Sozialpolitik, S. 175-190, 2025-02-10.
Abstract
"Die berufliche Geschlechtersegregation erweist sich als zentrales und persistentes Charakteristikum des deutschen Arbeitsmarktes. Geschlecht fungiert als soziale Ordnungsstruktur im Prozess der Berufswahl und des Matching von Personen zu Stellen (Buchmann/Kriesi 2012). Wirtschaftliche und gesamtgesellschaftliche Entwicklungen der letzten Jahrzehnte konnten zwar zu einer leichten Reduzierung der Segregation beitragen, die berufliche Trennung von Männern und Frauen aber bei weitem nicht auflösen. Sie variiert zudem stark zwischen Regionen und Qualifikationsniveaus. Der Überwindung der beruflichen Geschlechtersegregation wird eine Schlüsselrolle für die Bewältigung der Herausforderungen im Wandel der Arbeitswelt zugeschrieben (Nationale Akademie der Wissenschaften/Union der deutschen Akademien der Wissenschaften 2024). Gerade vor dem Hintergrund steigender Fachkräftebedarfe müssen politische Handlungsmöglichkeiten zur Reduzierung beruflicher Geschlechtersegregation stärker ausgeschöpft werden. Gesellschaftlich wäre dieses Ziel zudem erstrebenswert, um jungen Menschen eine »freie Berufswahl« nach Talenten und Interessen zu ermöglichen, die nicht von Geschlechterstereotypen beschränkt wird. Politische Stellschrauben zu identifizieren, gestaltet sich vor dem komplexen Zusammenspiel unterschiedlicher Faktoren, wie Geschlechterstereotypen, Rollenvorstellungen, Interessen und Präferenzen, die in Angebot und Nachfrage hineinwirken, als herausfordernd. Bisherige Initiativen wie etwa der girls’ day oder boys’ day zeigen wenig Wirkung, was mitunter auch daran liegen mag, dass sie relativ spät in der Jugend ansetzen, wenn Vorstellungen zur Geschlechtstypik von Berufen schon geprägt wurden (siehe auch Jeanrenaud in diesem Band). Empirisch zeigt sich, dass bspw. Rollenvorbilder einen Beitrag leisten können, um Segregationsmuster zu durchbrechen (Beckmann u.a. 2023). Zudem könnte mehr Durchlässigkeit im Bildungssystem, etwa zwischen beruflicher und hochschulischer Bildung, Möglichkeiten eröffnen, frühe geschlechtstypische Entscheidungen zu revidieren (Imdorf u.a. 2016). Auch die Adaption der Arbeitsbedingungen und -organisation in segregierten Berufsfeldern kann ein Ansatzpunkt sein, bspw. könnte eine bessere Bezahlung in Pflegeberufen diesen Bereich auch für junge Männer attraktiver machen. Mit Blick in die Zukunft ist abzuwarten, wie sich die zentralen Arbeitsmarktentwicklungen der kommenden Jahre auf die berufliche Trennung von Männern und Frauen auswirken. Neben dem Fachkräftemangel könnten gerade die zunehmende Digitalisierung von Arbeitsprozessen und Tätigkeiten sowie die Entwicklung neuer Berufe in der sogenannten »neuen Arbeitswelt« zusätzliche Dynamik in die berufliche Trennung der Geschlechter bringen. Erste Erkenntnisse verweisen jedoch darauf, dass diese Entwicklungen bekannte Geschlechterunterschiede eher reproduzieren als verringern (z.B. Genz/Schnabel 2023; Petroff/Fierro 2023). Zentral wird es sein, auch in Zukunft die Entwicklung der beruflichen Geschlechtersegregation und ihre Ursachen und Auswirkungen empirisch zu untersuchen und die Ergebnisse im gesamtgesellschaftlichen Diskurs zu berücksichtigen." (Textauszug, IAB-Doku)
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Literaturhinweis
Gender Norms and the Labor Market (2026)
Zitatform
Cortés, Patricia, Jisoo Hwang, Jessica Pan & Uta Schönberg (2026): Gender Norms and the Labor Market. (NBER working paper / National Bureau of Economic Research 34716), Cambridge, Mass, 42 S.
Abstract
"Despite substantial convergence in men's and women's economic roles, gender gaps in labor market outcomes persist across countries. This article provides a unified framework for understanding how gender norms shape economic behavior, distinguishing between internalized norms—preferences and beliefs tied to gender identity—and external norms arising from peer pressure and social coordination. We first document cross-country and within-country variation in gender attitudes, alongside gradual but uneven shifts toward more egalitarian views. We then review empirical evidence on the origins, persistence, and transmission of gender norms, and their effects on human capital accumulation, labor supply, wages, and policy take-up. The review highlights both the durability of gender norms and the mechanisms through which policies, institutions, and media can induce norm change, with implications for the design of effective interventions." (Author'sabstract, IAB-Doku) ((en))
Beteiligte aus dem IAB
Schönberg, Uta; -
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
Household taxation, nonlinear occupations, and gender gaps (2026)
Zitatform
Denderski, Piotr & Tim Obermeier (2026): Household taxation, nonlinear occupations, and gender gaps. (CEP discussion paper / Centre for Economic Performance 2140), London, 23 S., App.
Abstract
"An enduring source of gender inequality is that some high-paying ("nonlinear") occupations penalize balancing work and household time commitments, as emphasized by Goldin (2014). We ask how household taxation interacts with these occupational differences to shape gender gaps in hours, wages, and occupational choice, and whether these differences materially affect the impact of tax reforms. We address these questions in a structural Roy model of household labor supply with occupation-specific earnings-hours nonlinearities and progressive taxation, calibrated to US data. We find that a balanced-budget switch to separately filed progressive taxes significantly reduces the gender gaps in hours and occupational choice, while the wage gap declines more modestly. These improvements arise because the reform lowers marginal tax rates for secondary earners and raises them for primary earners. By contrast, proportional taxation yields much smaller reductions in gender gaps. In both reforms, the standard labor-supply channel accounts for roughly two-thirds of the overall taxable- income response, while the convex earnings-hours relationship amplifies these effects and explains most of the remainder. Occupational switching contributes little because those who do switch are negatively selected." (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 (2026)
Zitatform
Gutfleisch, Tamara & Robin Samuel (2026): Gender and unemployment: a vignette experiment on recruiters’ hiring intentions in sex-segregated occupations. In: European Societies, Jg. 28, H. 1, S. 161-191. 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
Do occupations confer equal prestige on female and male incumbents? (2026)
Zitatform
Hamjediers, Maik, Ferdinand Geissler, Johannes Giesecke & Markus Schrenker (2026): Do occupations confer equal prestige on female and male incumbents? In: Social forces, S. 1-22. DOI:10.1093/sf/soag054
Abstract
"While common measures of occupational prestige target shared beliefs about occupations at the aggregate level, little is known about whether these apply equally across potentially different incumbents of the same occupation. We address this gap by asking whether occupations confer the same prestige to female and male incumbents. Therein, occupational prestige provides an empirical lens on the evaluation of gendered labor market positions, allowing us to test theories of the devaluation of women’s work and perceptions of incumbents in gender-atypical occupations. We conducted a survey experiment that signals occupational incumbents’ gender via grammatically gendered occupational titles in German and collected about 64,000 prestige ratings for 106 occupations that cover half of the employed workforce. Findings indicate less prestige assigned to feminine compared to masculine occupational titles, suggesting that female incumbents face a prestige disadvantage. This applies foremost to male-dominated occupations, supporting theories on the devaluation of women’s work among them. However, these within–occupation gender prestige gaps are relatively small compared to prestige variation between occupations and unlikely to undermine established prestige measures in most empirical applications. These insights shed light on how gender and occupations relate in conveying prestige and contribute to the methodology of surveying occupational prestige, especially when faced with grammatically gendered languages." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Digital Gender Gap: Schwerpunkt 2026 Künstliche Intelligenz (2026)
Zitatform
Jahn, Sandy, Carola Burkert, Katharina Diener & Britta Matthes (2026): Digital Gender Gap. Schwerpunkt 2026 Künstliche Intelligenz. Berlin, 20 S. DOI:10.48720/IAB.D21.2026
Abstract
"Künstliche Intelligenz wird immer mehr zur Schlüsselressource. Ihre Nutzung entscheidet zunehmend über Wettbewerbsfähigkeit, Beschäftigungschancen und gesellschaftliche Teilhabe – vergleichbar mit Alphabetisierung oder Internetzugang in früheren Transformationsphasen. Die Studie des IAB und der Initiative D 21 zeigt: Es besteht ein signifikanter Gender AI Gap. Frauen nutzen KI-Anwendungen seltener und weniger intensiv als Männer (rund 16 Prozentpunkte Unterschied in der Ausgangsbetrachtung). Wenn Unterschiede in Alter, Bildung, Einkommen, beruflichem Kontext sowie Kompetenzen und Einstellungen statistisch berücksichtigt werden, verringert sich die Lücke zwar – bleibt aber auch dann bestehen (rund 8 Prozentpunkte)." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
Interview mit den Autorinnen im Online-Magazin IAB-Forum -
Literaturhinweis
A senior doctor like me: Gender match and occupational choice (2026)
Zitatform
Kelly, Elaine & Isabel Stockton (2026): A senior doctor like me: Gender match and occupational choice. In: Labour Economics, Jg. 99. DOI:10.1016/j.labeco.2026.102863
Abstract
"Men and women consistently sort into different occupations and fields within occupations, contributing to persistent gender inequality in economic outcomes. In this paper, we examine how social factors influence this sorting, specifically the gender composition of supervisors early in one’s career. Our setting is the English National Health Service, where medical specialties vary widely in their gender composition. We exploit features of the doctor training pathway that generate quasi-random variation in junior doctors’ exposure to senior women. We find greater exposure to senior women specialists increases the probability of junior women subsequently training in their specialty, but only in very male-dominated training placements. A junior woman exposed to a 10 percentage point higher share of senior women specialists during a placement is 1.7 percentage points or 24% more likely to pursue training in the placement specialty, if the share of senior women doctors is below one in five. This effect corresponds to two-fifths of the gender gap in training choices, and appears even in specialties that are not particularly male-dominated as a whole. Heterogeneity analyses suggest that access to and relatability of potential role models matter, and that gender match effects interact with preferences for geographic and schedule flexibility." (Author's abstract, IAB-Doku, ©2026 Published by Elsevier B.V.) ((en))
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Literaturhinweis
Fostering Skills and Relief: Positive Spillover Effects Between Unpaid Caregiving and Paid Work (2026)
Zitatform
Raiber, Klara (2026): Fostering Skills and Relief: Positive Spillover Effects Between Unpaid Caregiving and Paid Work. In: Journal of Aging & Social Policy, Jg. 38, H. 4, S. 754-770. 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
When Gender Trumps Skills: Employment Trajectories of Austrian Parents After Their First Birth (2026)
Zitatform
Reiter, Claudia & Sonja Spitzer (2026): When Gender Trumps Skills: Employment Trajectories of Austrian Parents After Their First Birth. In: Comparative Population Studies, Jg. 51, S. 1-22. DOI:10.12765/cpos-2026-01
Abstract
"Increasing the labour market participation of mothers is often seen as a solution to address skill shortages in countries with long child-related career interruptions. However, little is known about the leave-taking behaviour of parents with higher and lower skill levels. This study addresses that gap by examining how employment trajectories after the transition to parenthood vary by gender and skill level in Austria, which has one of the longest parental leave entitlements globally. We focus on understanding whether skill differences shape leave-taking and labour market re-entry, and to what extent they explain the large and persistent gender gaps in parental employment. We use a new dataset that, for the first time, links Austrian administrative data on births and daily labour market activities (2009-2022) with tested skill scores from the OECD’s Programme for the International Assessment of Adult Competencies (PIAAC). Our main sample includes 5,130 Austrians born between 1942 and 1997. We focus on tested numeracy skills, which are strongly associated with employment and wages, offer a more precise measure of work-relevant skills than formal education, and account for important parts of the gender pay gap. Adopting a life-course perspective, we observe labour market patterns between the ages 20 and 70, and examine the three years before and after the birth of a first child to capture short- and medium-term dynamics. We find clear differences by skill level. Higher-skilled women tend to return to employment more quickly and are more likely to use educational leave to extend their parental leave. Lower-skilled mothers, by contrast, experience longer periods out of the labour force. Among fathers, skill gradients are present as well: higher-skilled men are more likely to take parental leave than their lower-skilled counterparts, though leave uptake remains very low in absolute terms. However, gender trumps skills. On average, mothers take 416 days of paid parental leave following the birth of their first child, while fathers take just nine days. Most mothers remain at home well beyond the period of paid leave, and part-time work is common upon return – regardless of skill level. Our findings suggest that policies aimed at increasing female labour market participation − particularly among the skilled − face structural constraints. In a context of demographic ageing and rising skill shortages, improving access to early childcare and encouraging more balanced leave-taking may be necessary to reduce gender gaps and make better use of existing skills across the workforce." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Mapping the Determinants of Female Employment: Labour Market Areas and Spatial Spillovers (2026)
Zitatform
Simón-Albert, Raquel, Matías Mayor, José M. Casado-Díaz & Hipólito Simón (2026): Mapping the Determinants of Female Employment: Labour Market Areas and Spatial Spillovers. In: Tijdschrift voor economische en sociale geografie, Jg. 117, H. 2, S. 250-270. DOI:10.1111/tesg.70057
Abstract
"This paper examines the territorial determinants of female employment rates using labour market areas (LMAs) – functional units based on commuting patterns – to mitigate the Modifiable AreaUnit Problem (MAUP). Drawing on detailed Spanish census microdata and spatial econometrics, we find that male unemployment negatively affects female employment through a discouraged worker effect , whereas higher shares of part-time jobs, medium household income, and a greater proportion of immigrant women from emerging countries are associated with better female employment outcomes. Certain aspects of local economic structure, particularly a larger service sector, positively influence women’s employment. Comparing spatial and non-spatial specifications shows only modest gains, consistent with limited cross-area spillovers when the analysis relies on functionally defined units. Overall, the evidence supports LMAs as appropriate territorial units and highlights the importance of care-related and income-based interventions, together with efforts to broaden sectoral opportunities for women and to improve data availability at the functional-area level." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Organizational accountability and gender segregation: can bureaucratic reforms drive organizational change? (2026)
Zitatform
Stainback, Kevin (2026): Organizational accountability and gender segregation: can bureaucratic reforms drive organizational change? In: Social forces, S. 1-23. DOI:10.1093/sf/soag003
Abstract
"Gender segregation is a core indicator of organizational inequality with downstream implications for wages, authority, and career mobility. Its causes and consequences have been studied extensively, yet much less is known about the organizational practices that may reduce it. This study addresses this gap by examining the effects of accountability practices on workplace gender integration. Scholars have identified three key aspects of organizational accountability: setting diversity goals, assigning responsibility, and monitoring and reviewing personnel decisions. These practices are widely believed to be effective; however, surprisingly little empirical research has examined which practices work to reduce inequality. Previous studies have primarily focused on assigning responsibility to a staff position or department (e.g., human resource or diversity manager), with few examining diversity goals or monitoring and reviewing practices. Analyzing a nationally representative panel dataset of British workplaces (2004–2011), this study finds that implementing diversity goals, assigning oversight to a human resource professional, and monitoring and reviewing personnel decisions significantly reduce gender segregation. These effects remain robust across models controlling for other practices theorized to reduce gender segregation, women’s managerial representation, and changes in employment during the Great Recession. These findings underscore how accountability-based bureaucratic reforms can advance workplace integration." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Occupational and familial long-term effects of gender role attitudes (2026)
Zitatform
Ullrich, Ricarda, Michael Becker & Jan Scharf (2026): Occupational and familial long-term effects of gender role attitudes. In: International Journal of Behavioral Development, S. 1-16. DOI:10.1177/01650254261428033
Abstract
"Gender role attitudes can explain gender differences in occupational success and familial and domestic responsibilities. These attitudes are especially salient during emerging adulthood as young adults lay the first foundations for their future career paths and familial decisions. We aim to determine whether gender role attitudes in young adulthood have long-term consequences for occupational success and familial and household responsibilities 9 (M age = 31) and 18 years (M age = 40) later. The question will be addressed by using three waves of a longitudinal dataset from Germany (N = 4,812). Gender role attitudes were assessed in young adulthood in 2000/2001 (M age = 22), while the occupational success indicators, full-time employment, income, occupational prestige, and sector, as well as familial and household responsibilities, were assessed in the year 2009/2010 (M age = 31) and 2018 (M age = 40). The results show positive bivariate associations between young women’s gender role attitudes and their income and prestige at ages 31 and 40. For men, more egalitarian gender role attitudes were linked to lower income at age 31 when accounting for background characteristics. A positive significant bivariate association emerged between men’s early gender role attitudes and their occupational prestige at ages 31 and 40." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Auf anderen Wegen: Geschlechtsuntypische Berufsausbildungen im Erwerbsverlauf (2026)
Wagner, Pia; Dorau, Ralf; Fournier, Lisa;Zitatform
Wagner, Pia, Lisa Fournier & Ralf Dorau (2026): Auf anderen Wegen: Geschlechtsuntypische Berufsausbildungen im Erwerbsverlauf. In: Berufsbildung in Wissenschaft und Praxis, Jg. 55, H. 1, S. 48-52.
Abstract
"Geschlechtsuntypische Ausbildungen könnten das Potenzial haben, die Geschlechtersegregation am Arbeitsmarkt abzubauen und geschlechtsspezifische Ungleichheiten zu verringern. Studien deuten jedoch auf schlechtere Verwertungsperspektiven dieser Ausbildungsabschlüsse hin. Um diese näher zu beleuchten, werden im Beitrag Herausforderungen identifiziert, mit denen Personen im weiteren Erwerbsverlauf konfrontiert sind, wenn sie sich für eine Ausbildung in einem vom anderen Geschlecht dominierten Beruf entschieden haben. Grundlage sind Interviews mit Personen, die ihren geschlechtsuntypischen Ausbildungsberuf verlassen haben, sowie Expertinnen- und Experteninterviews." (Autorenreferat, IAB-Doku)
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Literaturhinweis
The Gender Gap in Digital Skills at Work (2026)
Zitatform
Whelan, Adele, Luke Brosnan & Seamus McGuinness (2026): The Gender Gap in Digital Skills at Work. (IZA discussion paper / IZA Network @ LISER 18675), Bonn: IZA Network @ LISER, 59 S.
Abstract
"We analyse the gender gap in digital skills use at work across Europe. We find a substantial gap, with women significantly less likely to perform advanced digital tasks. A raw gender gap of around 16 percentage points is observed, of which only 30 per cent is attributable to observable factors. Oaxaca-Blinder decompositions using unconditional decile regressions reveal that the gap is most pronounced at the upper end of the digital intensity distribution, where women are substantially underrepresented. The explained component of the gender digital skills gap increases with digital task intensity, suggesting that access to highly digital jobs is shaped by gendered educational and occupational sorting. However, persistent unexplained gaps from intermediate levels indicate potential structural, cultural, or other organisational barriers at play. Furthermore, we find that younger women already face larger gaps in advanced digital skill use than older workers, suggesting that it is not a legacy issue." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Motherhood and Systemic Gender Pay Gap Faced by Women in European Union Countries (2026)
Zitatform
Zhu, Ning, Aleksandra Gaweł & Timo Toikko (2026): Motherhood and Systemic Gender Pay Gap Faced by Women in European Union Countries. In: Journal of Family and Economic Issues, Jg. 47, H. 1, S. 160-178. DOI:10.1007/s10834-025-10072-6
Abstract
"Despite progress in reducing gender pay disparities, wage inequalities remain persistent across European Union (EU) countries, and due to motherhood penalties, the situation for mothers is even more disadvantageous compared to childless women. As women are often perceived through the lens of stereotypical maternal roles—even if they are not yet mothers—these expectations frequently intersect with personal choices as well as the embodied and material realities of caregiving. In this study, we examine the impact of motherhood and its interactions with other factors on the gender pay gap from a macro-level systemic perspective, using panel data from 27 EU countries between 2006 and 2022. Key findings indicate that motherhood-related factors such as fertility rates and the timing of childbirth have complex relationships with the pay gap, often interacting through education and flexible work arrangements. While delayed childbirth reduces gender pay gaps by mitigating career interruptions, structural and cultural supports are critical factors in alleviating wage penalties. We also confirm the significant influence of women’s educational attainment, employment rate, and flexibility in employment on wage disparities. The study underscores the importance of integrating family-friendly policies, promoting flexible yet equitable work conditions, and addressing biases surrounding motherhood to achieve gender pay equality." (Author's abstract, IAB-Doku) ((en))
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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
Equal value, equal pay: Concepts, mechanisms and implementation towards gender pay equity (2025)
Zitatform
Baggio, Marianna & Christine Aumayr-Pintar (2025): Equal value, equal pay: Concepts, mechanisms and implementation towards gender pay equity. (Eurofound research report / European Foundation for the Improvement of Living and Working Conditions), Luxembourg, 71 S. DOI:10.2806/0066968
Abstract
"This report presents an in-depth compilation of evidence and analysis on how the EU’s principle of equal pay for the same work and work of equal value can be implemented in practice, with a particular focus on work of equal value – thus, pay equity. According to this principle, when two jobs can be regarded as equivalent in terms of skills, effort, responsibilities and working conditions, they should be remunerated equally. But how can such equivalence be established? Beyond general guidance provided by national legislation and court interpretations, the EU Pay Transparency Directive, to be incorporated into national law by June 2026, requires companies to ensure that, among other key obligations, their pay structures are based on objective, gender-neutral and bias-free job evaluation methods. This report moves from principle to practice by bridging legal requirements, best practices and workplace realities, drawing on 16 case studies that examine the practical application of tools and methods, company-level initiatives and the role of social partners in implementing job classification reviews within sectoral collective agreements. Although the report highlights success stories, significant challenges persist. The European Foundation for the Improvement of Living and Working Conditions (Eurofound) is a tripartite European Union Agency established in 1975. Its role is to provide knowledge in the area of social, employment and work-related policies according to Regulation (EU) 2019/127." (Author's abstract, IAB-Doku) ((en))
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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
Within-firm job description wage gaps: The implications for financial performance (2025)
Zitatform
Barnes, Spencer (2025): Within-firm job description wage gaps: The implications for financial performance. In: Australian journal of management, S. 1-31. DOI:10.1177/03128962251372865
Abstract
"We study within-firm and job-type wage gaps arising from words in job descriptions using a natural language processing technique (word2vec) on proprietary US job-level wage data from publicly traded companies spanning two decades. Analyzing nearly half a million job descriptions, we find that stereotypically feminine descriptions correspond to lower wages compared to masculine ones, as they require fewer years of experience and less education. At the firm level, wider job description wage gaps—where masculine descriptions earn more—are associated with higher firm value. A difference-in-differences design around Executive Order 13672 supports a plausibly causal interpretation, and the effect is strongest in politically sensitive firms. The wage premium for masculine descriptions is linked to a higher share of skilled jobs, greater productivity, and increased investment." (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)
Zitatform
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)
Zitatform
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)
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))
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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
Tensions of Making Women's Marginalization Salient in Men-Dominated Workplaces (2025)
Zitatform
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)
Zitatform
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
Guter Mann, echter Mann - Wie Männer im Kontext von Arbeitszeitreduktionen Männlichkeit konstruieren (2025)
Zitatform
Kammerlander, Lukas (2025): Guter Mann, echter Mann - Wie Männer im Kontext von Arbeitszeitreduktionen Männlichkeit konstruieren. (Reflexive Übergangsforschung - Doing Transitions 17), 435 S. DOI:10.3224/84743149
Abstract
"Das Modell des männlichen Ernährers scheint im Zuge gegenwärtiger Transformationen der Arbeitswelt seit Jahren an Bedeutung zu verlieren. Dennoch sind Arbeitszeitreduktionen von Männern nach wie vor als nicht-normativer Übergang in männlichen Lebensläufen zu verstehen. Mit Rückgriff auf biografische Interviews und Diskursdokumente widmet sich die qualitative Studie der Frage, wie Männer in Deutschland im Kontext von Arbeitszeitreduktionen Männlichkeit konstruieren. Ein zentrales Ergebnis besteht in der Systematisierung zweier Modi diskursiver Artikulationen, die jeweils Hegemonie beanspruchen. Die Differenzierung von Positionierungen als „moralisch guter“ und „echter Mann“ zeigt, dass eine in der Männlichkeitenforschung bisweilen vertretene Interpretation eines moralisch-bewertenden Diskurses als ‚alternative‘ oder ‚progressive‘ Männlichkeit fragwürdig ist. Während bestimmte Aspekte bürgerlich-industriegesellschaftlicher Männlichkeit (wie eine reine Konzentration auf Beruf und Öffentlichkeit oder die gewaltförmige Unterordnung von Frauen) einen Bedeutungsverlust erfahren, haben andere Elemente desselben Diskurses in veränderter Form Bestand: in einer mindestens teilweise persistenten Norm des männlichen Ernährers, aber auch in Vorstellungen individueller Unabhängigkeit und Souveränität; einer Anforderung, von der allerdings inzwischen längst nicht mehr nur Männer betroffen sind. Zudem erscheint „alternative“ Männlichkeit im Diskurs zunehmend als Chiffre der Distinktion, mittels derer sich ihre Vertreter gegenüber Männern unterer Gesellschaftsschichten abgrenzen." (Autorenreferat, IAB-Doku, © Budrich)
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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
Revisiting Occupational Segregation and the Valuation of Women's Work (2025)
Liepmann, Hannah; Hegewisch, Ariane;Zitatform
Liepmann, Hannah & Ariane Hegewisch (2025): Revisiting Occupational Segregation and the Valuation of Women's Work. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 18291), Bonn, 45 S.
Abstract
"While population ageing increases the demand for care work, new technologies, including AI, reinforce the importance of human interaction, with recent research finding significant wage premiums for social skills. Against this background, we investigate two factors behind the gender wage gap: occupational gender segregation and lower pay in female-dominated occupations, especially care work, where social skills are central. Using 1972-2024 CPS data, we show that occupational gender segregation remains pronounced in the United States, with many care occupations remaining female-dominated. This continues to correlate with lower wages. Conditional on observable characteristics, a 1 percentage point increase in the occupational share of women during 2015-24 was associated with a wage decrease of 0.22 percent for women and 0.20 percent for men. We then analyze whether returns to social skills are distorted in the care sector, where we hypothesize that the wage returns on workers' performance are lower due to the public-goods aspect of care work. Based on combined CPS and O*Net data, we investigate occupation-level skills returns for 2015-24. They are indeed insignificant for care workers but sizeable for business services workers." (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
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))
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