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Adriaans, Jule, Anja Kirsch, Carsten Sauer & Katharina Wrohlich (2026): Geschlechtsspezifische Unterschiede in der Einschätzung fairer Löhne verringern sich mit weiblichen Vorgesetzten. In: DIW-Wochenbericht, Jg. 93, H. 3, S. 30-34. DOI:10.18723/diw_wb:2026-3-3

Abstract

"Geschlechterstereotype Zuschreibungen sind einer der Gründe für die anhaltenden geschlechtsspezifischen Ungleichheiten auf dem Arbeitsmarkt. Bei solchen Zuschreibungen handelt es sich um bewusste oder unbewusste Vorurteile in Bezug auf Eigenschaften und Rollen, die Frauen und Männer vermeintlich haben (sollen). Die vorliegende Studie zeigt jedoch, dass Frauen in Führungspositionen dazu beitragen können, geschlechterstereotype Zuschreibungen innerhalb der Belegschaft zu verändern. Grundlage der Analyse sind Daten aus einem Befragungsexperiment, in dem Beschäftigte zu zwei Zeitpunkten die Gerechtigkeit von Löhnen einschätzten. Die Daten zeigen einen Gender Gap in den als gerecht erachteten Löhnen. Die Befragten bewerteten niedrigere Löhne für Frauen im Durchschnitt also als gerecht. Wurde innerhalb eines Zeitraums von fünf Jahren aber eine Frau anstelle eines Mannes die direkte Führungskraft, verringerte sich dieser Gender Gap signifikant. Ein höherer Anteil von Frauen in Führungspositionen kann langfristig also offenbar dazu beitragen, geschlechterstereotype Vorurteile abzubauen. Geschlechterstereotype Zuschreibungen sind einer der Gründe für die anhaltenden geschlechtsspezifischen Ungleichheiten auf dem Arbeitsmarkt. Bei solchen Zuschreibungen handelt es sich um bewusste oder unbewusste Vorurteile in Bezug auf Eigenschaften und Rollen, die Frauen und Männer vermeintlich haben (sollen). Die vorliegende Studie zeigt jedoch, dass Frauen in Führungspositionen dazu beitragen können, geschlechterstereotype Zuschreibungen innerhalb der Belegschaft zu verändern. Grundlage der Analyse sind Daten aus einem Befragungsexperiment, in dem Beschäftigte zu zwei Zeitpunkten die Gerechtigkeit von Löhnen einschätzten. Die Daten zeigen einen Gender Gap in den als gerecht erachteten Löhnen. Die Befragten bewerteten niedrigere Löhne für Frauen im Durchschnitt also als gerecht. Wurde innerhalb eines Zeitraums von fünf Jahren aber eine Frau anstelle eines Mannes die direkte Führungskraft, verringerte sich dieser Gender Gap signifikant. Ein höherer Anteil von Frauen in Führungspositionen kann langfristig also offenbar dazu beitragen, geschlechterstereotype Vorurteile abzubauen." (Autorenreferat, IAB-Doku)

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Baarck, Julia, Matthias Dolls & Lisa Windsteiger (2026): Informationen über Ungleichheit verändern Gerechtigkeitsempfinden. In: Ifo-Schnelldienst, Jg. 79, H. 01, S. 62-68.

Abstract

"Wie reagieren Menschen, wenn sie über das tatsächliche Ausmaß gesellschaftlicher Ungleichheiten informiert werden? Eine aktuelle Studie mit knapp 5 000 Befragten in Deutschland zeigt: Die Wirkung solcher Informationen auf das Gerechtigkeitsempfinden und auf politische Forderungen hängt stark von der politischen Einstellung ab. Während politisch links und in der Mitte stehende Personen kaum auf Informationen zu Vermögens- und Generationenungleichheit reagieren, zeigen politisch rechts orientierte Befragte eine überraschende Gegenreaktion: Wenn sie über das Ausmaß der Ungleichheit informiert werden, bewerten sie die gesellschaftliche Situation als fairer und verringern ihre Zustimmung zu Reformmaßnahmen, die darauf abzielen, die Generationen- und Verteilungsgerechtigkeit zu stärken. Der Grund: Sie zweifeln an der Glaubwürdigkeit der präsentierten Informationen und empfinden sie als politisch voreingenommen. Die Ergebnisse verdeutlichen die begrenzte Wirkung von Informationskampagnen in polarisierten Gesellschaften und zeigen, dass sachlich korrekte Fakten zu Ungleichheit nicht automatisch Einstellungen ändern – sie können sogar Abwehrreaktionen auslösen." (Autorenreferat, IAB-Doku)

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Jiang, Kaifeng, Yingya Jia, Anne S. Tsui & Jia Yu (2026): CEO-to-employee pay ratios, societal-level income inequality, and citizens’ subjective well-being. In: Journal of International Business Studies, S. 1-15. DOI:10.1057/s41267-026-00841-2

Abstract

"Income inequality is a worldwide phenomenon that increasingly concerns scholars, policy-makers, business leaders, and ordinary citizens. Building on research emphasizing the role of firms in shaping societal outcomes, this study investigates how organizational pay structures—specifically the chief executive officer (CEO)-to-employee pay ratios—relate to societal-level income inequality and citizens’ subjective well-being. Using a15-year panel dataset of 53 countries, we find that higher CEO-to-employee pay ratios are significantly associated with next-year increases in societal-level income inequality. Drawing on social justice theory, we also show that CEO-to-employee pay ratios are negatively related to citizens’ subjective well-being one year later, above and beyond the effects of societal-level income inequality and other national conditions. We further found that this negative association is more pronounced in countries with a stronger welfare state. Together, these findings advance research on inequality, well-being, and international business by showing how firm-level compensation structures shape broader societal outcomes. These findings also offer actionable implications for corporate leaders and policy-makers seeking to understand how corporate pay structure extends beyond organizations to affect societal economic inequality and citizens’ well-being." (Author's abstract, IAB-Doku) ((en))

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Mohrenweiser, Jens & Christian Pfeifer (2026): Organizational Fairness Perceptions, Employee Representation, and Firm Performance. In: Industrial Relations. DOI:10.1111/irel.70028

Abstract

"From a theoretical perspective, employees' fairness perceptions play a vital role in explaining the effect of employee representation on individual and firm-level outcomes. However, the fairness argument has not been scrutinized in empirical studies yet. Using German longitudinal linked employer-employee data, we show that particularly central collective bargaining agreements have a positive impact on employees' fairness perceptions, while firm-level agreements have a lower impact and workplace representation via works councils has an insignificant to negative impact on employees' fairness perceptions. In addition, we demonstrate that higher individual fairness perceptions resulting from central bargaining contribute to the productivity premium at the firm-level." (Author's abstract, IAB-Doku) ((en))

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Müller, Jan & Heejung Chung (2026): From the Ideal Worker to the Inclusive Worker: Measuring Norm Shifts Within Occupational Contexts. In: Gender, work & organization, Jg. 33, H. 1, S. 261-276. DOI:10.1111/gwao.70038

Abstract

"Research shows that the ideal worker norm—the masculine-gendered expectation of unlimited work devotion—perpetuates class and gender inequality, increases turnover rates, and negatively affects job satisfaction and work–life balance. Occupational research typically measures this norm through the share of employees working full-time or long hours. We advocate for a more comprehensive approach by (1) extracting employers' normative expectations from job adverts using machine learning, (2) separately quantifying the masculine-centric nature of this norm, and (3) tracing the norm's occupation-specific evolution. Further, we introduce the inclusive worker norm to juxtapose against the ideal worker norm. We demonstrate the inclusion of these diverse aspects at the occupational level, employing multi-level factor analyses to evaluate supply- and demand-side data for Switzerland, from 2001 to 2023. The validity of our indicators is supported by (1) factor analysis fit measures, (2) positive correlation with established indicators and part-time and gender pay gaps, and (3) negative associations with preferences for part-time work as estimated by multi-level models. By adopting this nuanced, occupation-specific, and historical lens, and leveraging job advert data, our research provides a novel approach to better analyze, understand, and address gender inequalities, and other work outcomes, perpetuated or mitigated by (shifts in) the ideal worker and inclusive worker norms." (Author's abstract, IAB-Doku) ((en))

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Schupp, Jürgen & Sabine Zinn (2026): Mehrheit sieht würdevolles Leben erst oberhalb von 2000 Euro netto – und damit klar über dem staatlichen Existenzminimum. (DIW aktuell 118), Berlin, 6 S.

Abstract

"Die Bundesregierung hat im Dezember 2025 einen Gesetzentwurf zur Reform des Bürgergelds verabschiedet, der eine Umgestaltung hin zu einer neuen Grundsicherung vorsieht. Der Entwurf befindet sich seitdem im parlamentarischen Verfahren und wird im Bundestag beraten. Damit rückt erneut die Frage in den Fokus, welches Einkommen in Deutschland als ausreichend gilt, um ein würdevolles Leben zu ermöglichen. Eine aktuelle Kurzbefragung des Sozio-oekonomischen Panels (SOEP) zeigt: Zwar bewertet die Mehrheit der Befragten ihr Haushaltsnettoeinkommen als ausreichend, doch empfinden es Menschen mit weniger als 2 000 Euro monatlich als unzureichend, um ein würdevolles Leben zu führen." (Autorenreferat, IAB-Doku)

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Becka, Denise, Christoph Bräutigam & Michaela Evans-Borchers (2025): Springerpools im Krankenhaus: Gerechtigkeitsaspekte zwischen flexiblen und tradierten Arbeits(zeit)modellen. (Forschung aktuell / Institut Arbeit und Technik 2025-10), Gelsenkirchen, 13 S. DOI:10.53190/fa/202510

Abstract

"In ihrem Bemühen, eine hochwertige Patienten- versorgung trotz knapper personeller Ressourcen sicherzustellen, greifen Krankenhäuser vermehrt auf Springerpool-Modelle zurück. Bisher werden deren Vorteile insbesondere auf organisatorischer und finanzieller Ebene sowie hinsichtlich einer verbesserten Personalbindung der Poolbeschäftigten gesehen. Der vorliegende Beitrag erweitert diese Perspektive um bisher unzureichend berücksichtigte Gerechtigkeitsfragen, die in der Perspektivendifferenz der Interessen von Pool- und Stationsbeschäftigten entstehen. Eigene Forschung zeigt, dass Gerechtigkeitsfragen von betriebspraktischer Relevanz sind und bei der Gestaltung von Springerpools beachtet werden sollten." (Autorenreferat, IAB-Doku)

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Brüggemann, Ole & Julia Lang (2025): Gendered Responses to Unfair Pay: Evidence from a Factorial Survey Experiment among Employees in German Firms. In: Research in Social Stratification and Mobility, Jg. 98, 2025-05-18. DOI:10.1016/j.rssm.2025.101064

Abstract

"Although recent literature shows that women are becoming more likely to perceive their (or other women’s) wages as unfairly low, how they respond to unfair pay is crucial for reducing wage inequality based on gender. Using a factorial survey experiment (FSE) among more than 4,800 employees from 533 German firms, we examine expected behavioral reactions to perceived under-reward of fictitious co-workers (exit, applying for another job; voice, starting wage negotiations or complaining at the works council). While exit was generally perceived as a more likely reaction than voice, gendered expectations emerged: female co-workers were expected to engage in voice behaviors less frequently than male co-workers. These gendered patterns were mitigated when female supervisors were present, supporting the notion that female managers act as “agents of change.” Our findings point towards policies promoting female leadership across hierarchical levels to reduce normative barriers and encourage women to address wage injustices." (Author's abstract, IAB-Doku, © 2025 Published by Elsevier Ltd.) ((en))

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Diehl, Claudia, Julia Lang, Ole Brüggemann & Susanne Strauss (2025): Is My Wage Fair? Validating Fairness Perceptions among Women and Men. In: Socius, Jg. 11. DOI:10.1177/23780231251366126

Abstract

"The authors examine gender differences in perceptions of the fairness of one’s own pay. This work differs from previous studies, as the authors not only assess whether women are as likely as men to perceive their pay as unfair at the same absolute wage levels. Instead, they use an innovative methodology based on linked employer-employee data. This makes it possible to compare subjective perceptions of (un)fair pay with the predicted pay of comparable others with the same individual-, work-, occupation-, and firm-related characteristics. The authors use the measurement of how closely a person’s pay aligns with the predicted pay of comparable others as a strictly empirical indicator of whether someone’s pay is fair. Overall, women are as likely as men to perceive a fair wage as unfair or an unfair wage as fair. Although the data at hand do not make it possible to explore the causes of this, or to assess whether women and men used to differ more in their perceptions of fairness, the authors speculate that women today may be more aware of the societal debate about gender-based wage discrimination, and their perceptions of appropriate compensation may be less influenced by gendered comparison groups and gender status beliefs than previous research has suggested." (Author's abstract, IAB-Doku) ((en))

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Diehl, Claudia, Julia Lang, Ole Brüggemann & Susanne Strauss (2025): Is My Wage Fair? Validating Fairness Perceptions among Women and Men. In: Socius, Jg. 11, S. 1-21., 2025-07-22. DOI:10.1177/23780231251366126

Abstract

"The authors examine gender differences in perceptions of the fairness of one’s own pay. This work differs from previous studies, as the authors not only assess whether women are as likely as men to perceive their pay as unfair at the same absolute wage levels. Instead, they use an innovative methodology based on linked employer-employee data. This makes it possible to compare subjective perceptions of (un)fair pay with the predicted pay of comparable others with the same individual-, work-, occupation-, and firm-related characteristics. The authors use the measurement of how closely a person’s pay aligns with the predicted pay of comparable others as a strictly empirical indicator of whether someone’s pay is fair. Overall, women are as likely as men to perceive a fair wage as unfair or an unfair wage as fair. Although the data at hand do not make it possible to explore the causes of this, or to assess whether women and men used to differ more in their perceptions of fairness, the authors speculate that women today may be more aware of the societal debate about gender-based wage discrimination, and their perceptions of appropriate compensation may be less influenced by gendered comparison groups and gender status beliefs than previous research has suggested." (Author's abstract, IAB-Doku, © SAGE) ((en))

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Dolls, Mathias, Sarah Necker, Andreas Peichl, Boyan Petkov & Lisa Windsteiger (2025): Reformen des Bürgergeldes aus Sicht der Bevölkerung. In: Perspektiven der Wirtschaftspolitik, Jg. 26, H. 4, S. 391-424. DOI:10.1515/pwp-2024-0030

Abstract

"Über die Ausgestaltung der sozialen Grundsicherung, insbesondere des Bürgergeldes, wird in der Öffentlichkeit immer wieder kontrovers diskutiert. Im Mittelpunkt einer repräsentativen Umfrage des ifo Instituts mit dem Ziel, die Akzeptanz möglicher Reformalternativen zu testen, stand die Frage, wie die Bevölkerung verschiedene Aspekte einer Reform des Bürgergeldes bewertet. In diesem Beitrag fassen Mathias Dolls, Sarah Necker, Andreas Peichl, Boyan Petkov und Lisa Windsteiger das Vorgehen und die Ergebnisse zusammen und erörtern diese. Es zeigt sich, dass Reformvorschläge mit eher niedrigen Transferentzugsraten besser bewertet werden als solche mit einem Transferentzug von 100 Prozent. Insbesondere niedrige Transferentzugsraten für Eltern mit Kindern erhöhen die Zustimmungswahrscheinlichkeit. Reformen mit eher hohem Schonvermögen werden ebenfalls positiver bewertet als solche ohne Schonvermögen. Ist das Schonvermögen allerdings zu hoch, nimmt der positive Effekt ab. Leistungskürzungen im Fall von Pflichtverletzungen führen ebenfalls zu einer vergleichsweise positiven Bewertung einer Reformvariante. Mit Blick auf die möglichen Auswirkungen einer Bürgergeldreform hat die Veränderung der Armutsquote den größten Einfluss auf die Akzeptanz in der Bevölkerung, die Entwicklung der Staatsausgaben hingegen den geringsten." (Autorenreferat, IAB-Doku)

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Dütsch, Matthias, Monika Senghaas, Gesine Stephan & Olaf Struck (2025): Does organizational context matter? An examination of the factors influencing employees’ judgments of minimum wage increases. In: Journal for labour market research, Jg. 59, 2025-02-10. DOI:10.1186/s12651-025-00392-3

Abstract

"This article presents novel findings on company factors that determine judgments regarding the fairness of minimum wage increases. Drawing on minimum wage and organizational justice research, we conducted a factorial survey among German employees. It seems that the internal wage structure plays a crucial role because raising only the pay of minimum wage workers and not that of other employees causes a minimum wage increase to be rated as less fair. While a hiring freeze does not negatively influence fairness judgments, layoffs do. Finally, if a minimum wage increase adversely affects a company’s economic situation, respondents assess it as less fair." (Author's abstract, IAB-Doku) ((en))

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Filippi, Silvia, Bruno Gabriel Salvador Casara, Kim Peters, Anne Maass, Tommaso Feraco & Caterina Suitner (2025): They don’t really care about us: the impact of perceived vertical pay disparity on employee well-being. In: European journal of work and organizational psychology, Jg. 34, H. 1, S. 42-57. DOI:10.1080/1359432x.2024.2415127

Abstract

"The gap in pay between those at the top of organizations and other organizational members continues to grow. In this paper, we tested the link between the perception of this vertical pay gap and people’s well-being at work. Specifically, we tested whether greater perceptions that pay is unequally distributed couples with people’s feelings that they are not valued (Lind & Tyler, 1988), eroding their sense of identification and well-being. In two cross-sectional surveys, Study 1a and 1b (N = 1335), we found that the more US and Italian workers perceived that there was a large vertical pay gap at work, the greater their tendency to feel that their organization was not concerned about their welfare. They were also less satisfied in their jobs and less likely to identify with their organization. In two pre-registered experiments, Study 2a and 2b (N total = 785), we manipulated the vertical pay gap in hypothetical organizations and found that when the pay gap was large (versus small) participants felt that the organization was less concerned about their welfare. They also expected to be less satisfied in their jobs, to identify less with the organization, and to experience greater work-life interference." (Author's abstract, IAB-Doku) ((en))

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Gerich, Joachim & Martina Beham-Rabanser (2025): Perceived fairness and legitimacy of parental workplace discrimination. In: Community, work & family, S. 1-27. DOI:10.1080/13668803.2025.2453175

Abstract

"Parental discrimination has been shown to be related to several risks, including impaired health, increased job stress, and decreased job satisfaction, which calls for increased awareness of parental discrimination. This paper analyzes fairness and legitimacy judgments of unequal treatment based on parental status at work and the antecedents that influence these judgments. Stereotypes of symbolic vilification that suggest lower commitment due to caring responsibilities, and symbolic amplification, which refers to rational economic organizational needs, are expected to rationalize discrimination. Moreover, we expect specific values and ideologies to be related to judgments of fairness and legitimacy, mediated by resonance with symbolic vilification and amplification. Analyses are based on survey data from a sample of employees aged between 20 and 45 years (n = 376). Respondents' evaluations of parental discrimination were measured using two fictional cases. The results suggest that greater acceptance of vilifying and amplifying justifications is triggered by a stronger preference for the ideal worker norm and traditional gender role expectations. Women tend to view discrimination as more unfair and illegitimate than men, while men's judgments are more strongly driven by economic reasoning." (Author's abstract, IAB-Doku) ((en))

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Hajdu, Gábor (2025): Perceived income inequality, perceived unfairness and subjective social status in Europe. In: Socio-economic review, Jg. 23, H. 2, S. 955-977. DOI:10.1093/ser/mwae055

Abstract

"This article examines the relationship between perceived income inequality, the perceived unfairness of income distribution (discrepancy between an individual’s perceived and preferred levels of income inequality) and subjective social status. Using four waves of the ‘Social Inequality’ module of the International Social Survey Programme (28 European countries, 70 000 individuals) and an empirical strategy that controls for a rich set of objective measures of social status and the objective level of income inequality, the results show that both perceived inequality and perceived unfairness are negatively associated with subjective social status. Moreover, perceived unfairness moderates the relationship between perceived inequality and subjective social status. Specifically, the negative effects are larger for individuals who perceive high levels of unfairness than for those with lower levels of perceived unfairness. The analysis also provides evidence that the association between perceived inequality and subjective social status is stronger for individuals with lower income, lower education, and those living in Eastern European countries." (Author's abstract, IAB-Doku) ((en))

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Kuhn, Moritz, Jens Stegmaier & Jonas Aljoscha Weik (2025): Breite Zustimmung zum Sozialstaat - Leistung soll sich aber lohnen. In: IAB-Forum H. 23.10.2025. DOI:10.48720/IAB.FOO.20251023.01

Abstract

"Die Regierung hat weitreichende Reformen der sozialen Sicherung angekündigt. In der öffentlichen Debatte rücken dabei schnell Umsetzungsfragen in den Vordergrund. Dabei gerät mitunter aus dem Blick, dass solche Reformen auch gesellschaftliche Vorstellungen von Gerechtigkeit berühren. Aktuelle Befragungsergebnisse zeigen: Zwei von drei Befragten sehen den Nutzen des Sozialstaats, fast ebenso viele empfinden aber seine Kosten als Problem. Eine knappe Mehrheit – darunter viele Menschen mit niedrigem Einkommen – stimmt der Aussage zu, dass Sozialleistungen „faul machen“." (Autorenreferat, IAB-Doku)

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Schouwer, Thimo De, Elisabeth Gsottbauer, Iris Kesternich & Heiner Schumacher (2025): Work meaning and fair wages. In: Labour Economics, Jg. 97. DOI:10.1016/j.labeco.2025.102808

Abstract

"Work meaning can be an important driver of labor supply. Since, by definition, work meaning is associated with benefits for others, it also has an important fairness dimension. In a theoretical model, we show that workers’ willingness to pay for work meaning can be positive or negative, depending on the relative strength of fairness concerns and meaning preferences. To examine the importance of these behavioral motives for labor supply, we conduct a survey experiment with representative samples from The Netherlands and Germany in which we vary within-subject the benefits that a job creates for others. We find that only a minority of workers are actually willing to sacrifice wage for work meaning. The average willingness to pay for work meaning is positive, but substantially lower than the willingness to pay for job flexibility. There is a strong negative relationship between fairness concerns and willingness to pay for work meaning. Thus, individuals who prioritize fairness are less likely to accept lower wages for meaningful work." (Author's abstract, IAB-Doku, © 2025 The Authors. Published by Elsevier B.V.) ((en))

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Schouwer, Thimo De, Elisabeth Gsottbauer, Iris Kesternich & Heiner Schumacher (2025): Work Meaning and Fair Wages. (CESifo working paper 12068), München, 42 S.

Abstract

"Work meaning can be an important driver of labor supply. Since, by definition, work meaning is associated with benefits for others, it also has an important fairness dimension. In a theoretical model, we show that workers' willingness to pay for work meaning can be positive or negative, depending on the relative strength of fairness concerns and meaning preferences. To examine the importance of these behavioral motives for labor supply, we conduct a survey experiment with representative samples from the Netherlands and Germany in which we vary within-subject the benefits that a job creates for others. We find that only a minority of workers are actually willing to sacrifice wage for work meaning. The average willingness to pay for work meaning is positive, but substantially lower than the willingness to pay for job flexibility. There is a strong negative relationship between fairness concerns and willingness to pay for work meaning. Thus, individuals who prioritize fairness are less likely to accept lower wages for meaningful work." (Author's abstract, IAB-Doku) ((en))

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Strauss, Susanne, Ole Brüggemann & Julia Lang (2025): Who perceives lower wages for women to be fair? How perceptions of the fairness of men’s and women’s wages vary by firm and workplace characteristics. In: European Sociological Review, Jg. 41, H. 6, S. 884-902., 2025-03-10. DOI:10.1093/esr/jcaf013

Abstract

"Previous research has shown that gender pay gaps are perceived as fair or justified, not only by men but also by women. In this paper we contribute to the discussion of a biased evaluation of fair wages and assess whether the organizational context has an impact on fairness perceptions. We use unique data from a vignette study that was part of a representative online survey of 5,556 employees in 532 larger firms (> 100 employees) in Germany which are merged to administrative data. This allows us to consider different contextual factors at both the workgroup level and the firm level. In contrast to older studies we find that women tend to evaluate wages of female workers as unfairly too low. Moreover, the perception of (un)fair wages depends on the organizational context. Female supervisors and collective bargaining agreements in firms increase the likelihood that female employees evaluate other women’s wages as unfairly low. When employees talk about their wages with their colleagues, they are more likely to judge the wages of co-workers as unfairly low." (Author's abstract, IAB-Doku) ((en))

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(2025): Building pathways to opportunity. How to ensure a more level playing field in OECD countries. (OECD Policy Insights on Well-being, Inclusion, Sustainability and Equal Opportunity 21), Paris, 13 S. DOI:10.1787/239063a4-en

Abstract

"Ensuring that everyone has a fair chance to succeed in life constitutes a fundamental principle of democracy, as well as an important source of economic growth and social inclusion. A new flagship OECD report, To Have and Have Not – How to Bridge the Gap in Opportunities, offers important new evidence on the way in which opportunities are distributed across OECD countries. In doing so, it aims to inform public debates on an issue of high relevance and help design effective policies that can ensure a more level playing field for all. This policy brief provides a condensed overview of the main insights and findings from this report. The policy brief explains why and how inequality of opportunity should be measured. It sheds light on some of the key questions covered in the report, including (i) how fairly are opportunities distributed in OECD countries; (ii) which circumstances play the largest role in shaping economic outcomes and for whom; (iii) what is the role of place and how are economic opportunities shaped by geographic divides in access to education, employment, infrastructure and essential services; and (iv) how can policy contribute to a more level playing field." (Author's abstract, IAB-Doku) ((en))

Abstract

"Over several decades, the OECD has documented the trends, drivers and consequences of inequality in outcomes, as well as the policies for addressing them. In the landmark 2018 report A Broken Social Elevator?, it examined effective ways to promote social mobility. However, people do not only care about outcomes and mobility. They also care about the process through which outcomes are achieved and the extent to which everyone is given a fair chance to succeed in life. To Have and Have Not makes another important contribution to the research and policy agenda by looking at opportunities and how they are distributed across societies. To do so, it applies an innovative methodology to measure the extent to which outcomes are shaped by inherited factors and other circumstances beyond an individual's control. The report explores how the role and influence of these circumstances differ across countries and population groups. It also provides a detailed focus on the relations between opportunities and "place" through an analysis of geographic disparities in access to education, employment and essential services. Finally, it identifies various policy options and interventions that can help ensure a more level playing field for all." (Author's abstract, IAB-Doku) ((en))

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Diehl, Claudia, Julia Lang, Susanne Strauss & Ole Brüggemann (2024): Is My Wage Fair? : Validating Fairness Perceptions Among Women and Men. (Working Paper Series / Universität Konstanz, Cluster of Excellence 'The Politics of Inequality' 33), Konstanz, 33 S. DOI:10.48787/kops/352-2-ic19t4vrxlek9

Abstract

"This paper examines gender differences in perceptions of the fairness of one's own pay. Theoretically, we draw on two so far separate strands of literature, on women's alleged greater tolerance for lower wages ("contented female worker paradox"), and on perceived discrimination among ethnic minorities ("integration paradox"). Empirically, we depart from previous studies by not simply assessing whether women are as likely as men to perceive their pay as unfair. Instead, we use an innovative methodology based on linked employer-employee data from about 500 German firms. This makes it possible to validate subjective perceptions of (un)fair pay by comparing them to the actual (un)fairness of someone's pay. The latter is measured as the difference between one's own pay and the predicted pay of comparable others with the same individual, job, and firm-related characteristics. Overall, women are as likely as men to perceive a fair wage as unfair – or an unfair wage as fair. However, university-educated women are somewhat less likely than men to perceive their pay as fair when they earn less than comparable employees. They might be more aware of the societal debate about gender discrimination and "aim higher" in setting their aspirations for appropriate rewards for their skills." (Author's abstract, IAB-Doku) ((en))

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Khan, Maria Hameed, Jannine Williams, Penny Williams & Robyn Mayes (2024): Caring in the Gig Economy: A Relational Perspective of Decent Work. In: Work, Employment and Society, Jg. 38, H. 4, S. 1107-1127. DOI:10.1177/09500170231173586

Abstract

"The rapidly expanding gig economy has been criticized for creating precarious and indecent working conditions. These critiques draw on decent work debates centred on employment classification, regulation and platform fairness, with less focus on the interactions between workers, platforms and clients, which are central to the experience of platform-mediated work. This article adopts a worker-centric relational perspective to explore decent work in the gig economy. Drawing on the experiences of workers in platform-mediated domestic care work, the insights from this study highlight the importance of social interactions and relationships, using an ethics of care lens, to elucidate how relational aspects shape workers' experiences. The findings reveal platform workers centre mutuality of interests, responsiveness and reciprocity, attentiveness and solidarity to maintain a balance of care (care-for-self and care-for-others) when negotiating platform-mediated care work. This article contributes relationality as a key dimension of decent work currently overlooked in studies exploring gig work arrangements." (Author's abstract, IAB-Doku) ((en))

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Nelson, Jennifer L. & Tiffany D. Johnson (2024): How White Workers Navigate Racial Difference in the Workplace: Social-Emotional Processes and the Role of Workplace Racial Composition. In: Work and occupations, Jg. 51, H. 3, S. 362-407. DOI:10.1177/07308884231176833

Abstract

"Research on racialized emotions and racialized organizations has begun to inform how we understand social interactions in the workplace and their implications for racial inequality. However, most research to date focuses on the experiences and coping strategies of racial minority workers, especially when confronted with instances of racial prejudice and discrimination. We extend research on racialized emotions in the workplace by mapping the stages of belonging/unbelonging white workers go through when they encounter instances of racial discomfort or perceived prejudice in the workplace. This is an important contribution to the study of race and work because existing research suggests the deleterious effects for people of color when white people experience negative emotions such as threat, fear, and anxiety in interracial encounters. Drawing on interview data with 56 white teachers in a metropolitan area in the U.S. Southeast, we document a process of racialized belonging. This is a process whereby white workers experienced varying degrees of surprise, confusion, frustration, and fear resulting from interracial—and some intraracial—experiences with coworkers as well as students. We note how the process is informed by racialized imprinting prior to workplace entry and followed by racialized emotions and racialized coping. Racial composition of the workplace also played a role, though the process looked similar across contexts. We argue that by accounting for white workers’ prior life experiences as well as organizations’ involvement in accommodating their emotional expectations, the way white workers behave when race becomes salient to them can be better understood and addressed." (Author's abstract, IAB-Doku) ((en))

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Nicolitsas, Daphne (2024): Fairness, expectations and life satisfaction: evidence from Europe. In: Empirica, Jg. 51, H. 2, S. 313-349. DOI:10.1007/s10663-023-09602-y

Abstract

"This study aims to investigate whether individual beliefs about the fairness of society can account for differences in life satisfaction. Fairness here encompasses both procedural and distributive justice. The paper uses fifth-round individual-level data from the European Social Survey (ESS). The round in question contains information that can be used as a proxy for procedural justice, in the form of individual assessment of how the courts operate in their country. It also contains variables that will serve as a proxy for distributive justice. To that end we use survey information on individual assessment of whether pay is appropriate as well as a variable measuring the gap between received and expected pay. The latter is constructed using pay information and individuals’ personal demographic and productive features, as well as information on the characteristics of their workplace. The hypothesis that life satisfaction is impacted by perceived unfairness cannot be rejected. Furthermore, we find that dissatisfaction with pay increases when individuals have a negative view of procedural justice." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Schneider, Florian H., Fanny Brun & Roberto A. Weber (2024): Sorting and Wage Premiums in Immoral Work. In: The Review of Economics and Statistics, S. 1-46. DOI:10.1162/rest_a_01536

Abstract

"We use surveys, laboratory experiments and administrative data to study how heterogeneity in the perceived immorality of work and in workers' aversion to acting immorally impact labor market outcomes. Immoral work is associated with higher wages, both in administrative data and in causal experimental evidence. Individuals more willing to engage in immoral conduct find employment in firms and industries perceived as immoral less aversive and have higher employment rates in immoral work in the laboratory. These phenomena appear to be driven by impure social motives, reflecting a desire not to be involved with immoral work, rather than by consequentialist concerns." (Author's abstract, IAB-Doku, © MIT Press Journals) ((en))

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Strauss, Susanne, Ole Brüggemann & Julia Lang (2024): Who Perceives Lower Wages for Women to be Fair? How Perceptions of the Fairness of Men’s and Women’s Wages Vary by Firm and Workplace Characteristics. (Working Paper Series / Universität Konstanz, Cluster of Excellence 'The Politics of Inequality' 29), Konstanz, 33 S. DOI:10.48787/kops/352-2-sofyhpevr9ys3

Abstract

"Previous research has shown that gender pay gaps are perceived as fair or justified, not only by men but also by women. In this paper we analyse whether this gender bias in the evaluation of fair wages still persists and whether the organizational context has an impact on fairness perceptions. We use unique data from a vignette study that was part of a representative online survey of 5,556 employees in 532 larger firms (> 100 employees) in Germany which are merged to administrative data. This allows us to consider different contextual factors at both the workgroup level and the firm level. In contrast to older studies we find that women tend to evaluate wages of female workers as unfairly too low. Moreover, the perception of (un)fair wages depends on the organizational context. Female supervisors and collective bargaining agreements in firms increase women’s awareness for other women’s unfairly too low wages, whereas an exchange about wages with co-workers affects the fairness perceptions of both male and female workers." (Author's abstract, IAB-Doku) ((en))

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Adriaans, Jule & Matteo Targa (2023): Gender differences in fairness evaluations of own earnings in 28 European countries. In: European Societies, Jg. 25, H. 1, S. 107-131. DOI:10.1080/14616696.2022.2083651

Abstract

"Women tend to evaluate their own pay more favorably than men. Contented women are speculated to not seek higher wages, thus the ‘paradox of the contented female worker’ may contribute to persistent gender pay differences. We extend the literature on gender differences in pay evaluations by investigating fairness evaluations of own earnings and underlying conceptions of fair earnings, providing a closer link to potential subsequent wage demands than previous literature. Using European Social Survey (2018/2019) data, we find no evidence that women evaluate their own earnings more favorably than men. In 15 out of the 28 analyzed countries, women actually report more intense levels of perceived unfairness. Studying fair markups on unfair earnings, i.e. the relative distance between the earnings received and earnings considered fair, we find that women report the same, if not lower, fair markups compared to men in most countries; thus indicating limited potential for perceived unfairness as a driving force to reduce the gender pay gap in Europe." (Author's abstract, IAB-Doku) ((en))

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Adriaans, Jule (2023): Fairness of earnings in Europe: the consequences of unfair under- and overreward for life satisfaction. In: European Sociological Review, Jg. 39, H. 1, S. 118-131. DOI:10.1093/esr/jcac044

Abstract

"A large percentage of workers in Europe perceive their earnings to be unfairly low. Such perceptions of unfairness can have far-reaching consequences, ranging from low satisfaction to poor health. To gain insight into the conditions that can attenuate or amplify these adverse consequences, comparative research on the role of country contexts in shaping responses to perceived unfairness is needed. Furthermore, justice theory proposes that both types of perceived unfairness - underreward and overreward - cause distress, but evidence on overreward from representative survey data is scarce and laboratory studies have produced mixed results. Data from the European Social Survey (collected in 2018/2019) offer a means of addressing both of these gaps in the research. Studying the association between perceived fairness of personal earnings and life satisfaction in a cross-section of 29 European countries, I find that both underreward and overreward are associated with lower life satisfaction. This relationship is more pronounced in countries where the equity norm is strongly legitimized and weaker in countries where the trade union density is high." (Author's abstract, IAB-Doku) ((en))

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Afzali, Aaron, Lars Oxelheim, Trond Randøy & João Paulo Vieito (2023): The Impact of Relative CEO Pay on Employee Productivity. (IFN working paper / Research Institute of Industrial Economic 1458), Stockholm, 38 S.

Abstract

"In this study, we examine the relationship between within-firm pay inequality and employee productivity. We use hand-collected data on a sample of S&P 1500 companies from 2018-2022 and find a concave relationship between the relative CEO pay and employee productivity. Consistent with tournament theory, we show that the pay gap between the CEO and the Vice Presidents initially positively affects employee productivity. However, this positive effect only works up to a certain level, at which - as expressed by the CEO-employee pay ratio - employee discontent initiates a fall in firm-level productivity. We identify this tipping point as the point at which CEO pay exceeds the median worker's pay by a factor of 40. The average CEO-employee pay ratio in our sample is 193:1, suggesting that most firms could have avoided a fall in productivity by reducing their CEO-employee pay ratio. Our results remain robust after controlling for endogeneity. From a public policy perspective, our findings pave the way for corporate self-regulation of CEO pay to avoid politically imposed hard laws." (Author's abstract, IAB-Doku) ((en))

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Bauer, Felix (2023): Fairness im Berufsleben. Die Bedeutsamkeit der Fairnessdimensionen für die Arbeitszufriedenheit und die Vermeidung von Burnout-Symptomen : Die Ergebnisse der Replikationsstudie vom Frühjahr 2023. Frankfurt am Main, 20 S.

Abstract

"Wie bedeutsam sind Fairnessdimensionen für die Arbeitszufriedenheit und für die Vermeidung von Burnout-Symptomen? Das prüfte die FOM Hochschule für Oekonomie und Management (Nürnberg) unter Leitung von Dr. Felix Bauer. Grundlage der Studie bildete eine Untersuchung der iba – Internationale Berufsakademie und der berufundfamilie im Sommer 2022 zu der Bedeutsamkeit und Umsetzung von Fairnessaspekten aus Sicht von Erwerbstätigen. Für die Replikationsstudie wurden die Daten von 518 Personen ausgewertet, die vom 17.03 bis zum 25.04.2023 an der Online-Befragung teilnahmen. Gut 2/3 von ihnen waren weiblich und 88,2% gehörten der Altersgruppe der 18- bis 31-Jährigen an, also der Generation Y und Generation Z. Die Auswertung zeigt: Fairnessdimensionen haben einen starken Einfluss auf die Arbeitszufriedenheit. Und: Burn-out-Symptome werden deutlich schwächer, je mehr Fairness-Kriterien eingehalten werden. Je mehr Beschäftigte das Empfinden haben, dass Fairnessfaktoren bei ihrer Arbeit gegeben sind, umso zufriedener sind sie. Dabei spielen insbesondere Aspekte aus den Bereichen Information und Kommunikation sowie Führung eine Rolle: „ein respektvoller und wertschätzender Umgang der Vorgesetzten mit den Anliegen der Mitarbeitenden“, „ein konstruktiver Umgang mit Fehlern“, „eine wertschätzende und respektvolle Kommunikation auf Teamebene bzw. mit Kolleg*innen“, die Möglichkeit gegenseitig regelmäßig Feedback zu geben bzw. zu erhalten sowie dass Termine bzw. Teambesprechungen eingehalten werden." (Autorenreferat, IAB-Doku)

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Brüggemann, Ole & Thomas Hinz (2023): Do women evaluate their lower earnings still to be fair? Findings on the contented female worker paradox examining the role of occupational contexts in 27 European countries. In: European Sociological Review, Jg. 39, H. 6, S. 904-919. DOI:10.1093/esr/jcac073

Abstract

"It is still a puzzling question which gender inequalities in the labour market are perceived as fair and which are not – in the eye of the beholder. This study focuses on gender differences in the perceptions of the fairness of one’s own wage and the role of the occupational context individuals are embedded in. Based on data collected from 27 European countries as part of the 2018 European Social Survey (Round 9), our study contributes to the growing field of wage fairness perceptions by analysing the role of the occupational context (measured as the share of women and the gender pay gap in the respondent’s occupation), and how it moderates gender differences in fairness perceptions. Results indicate that – overall – female workers across Europe perceive their wages more often as unfairly “too low” than their male counterparts within the same country context and occupation, and that this gender gap is more pronounced in occupations with a high proportion of women and higher levels of gender inequality. We interpret these results as an indicator of growing awareness among women regarding the persisting “unfair” gendered wage distributions." (Author's abstract, IAB-Doku) ((en))

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Eder, Anja & Franz Höllinger (2023): Notions of fair earnings for high-Status and low-status professions. In: Österreichische Zeitschrift für Soziologie, Jg. 48, H. 1, S. 37-51. DOI:10.1007/s11614-023-00511-9

Abstract

"In den heutigen europäischen Gesellschaften beruhen Vorstellungen von Lohngerechtigkeit einerseits auf dem meritokratischen Prinzip, demnach Menschen, die in ihrem Job mehr leisten, mehr verdienen sollten; andererseits sind diese Vorstellungen von historisch gewachsenen Ideen sozialer Gerechtigkeit geprägt, die sich von Land zu Land unterscheiden. Vor diesem Hintergrund untersuchen wir, welche Lohnunterschiede zwischen Berufen mit hohem Status (Manager*innen, Minister*innen, Mediziner*innen) und solchen mit niedrigem Status (Verkäufer*innen, ungelernte Arbeiter*innen) von der Bevölkerung in 14 west- und osteuropäischen Ländern als gerecht angesehen werden. Die Analysen beruhen auf Umfragedaten des International Social Survey Programme. Ein Vergleich der Ergebnisse für 2009 und 2019 zeigt auch, ob sich die Vorstellungen zur Lohngerechtigkeit zwischen den Berufsgruppen in einer Zeit zunehmender sozialer Ungleichheit und prekärer Arbeitsbedingungen verändert haben." (Autorenreferat, IAB-Doku, © Springer-Verlag)

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Griesser, Markus, Martin Gruber-Risak, Benjamin Herr, Leonhard Plank & Laura Vogel (2023): Faire Arbeit in der österreichischen Plattformökonomie? (Materialien zu Wirtschaft und Gesellschaft 242), Wien, 94 S.

Abstract

"Die vorliegende Studie liefert eine branchenübergreifende Darstellung der ortsgebundenen Plattformarbeit in Österreich anhand einer Untersuchung von sechs Unternehmen aus vier unterschiedlichen Branchen (Essenslieferung, Lebensmittellieferung, Personentransport, Reinigungsarbeit). Sie entstand im Kontext des internationalen Fairwork-Netzwerks, das im Sinne der Aktionsforschung zur Verbesserung der Arbeitsbedingungen im Bereich der Plattformökonomie beitragen möchte. Dabei werden Unternehmen entlang von fünf Prinzipien (faire Bezahlung, faire Arbeitsbedingungen, faire Verträge, faire Management-Prozesse, faire Mitbestimmung) auf Basis eines multimethodischen Designs bewertet. Die Ergebnisse der Studie unterstreichen die große Heterogenität von ortsgebundener Plattformarbeit und verdeutlichen, dass die Auswirkungen für Beschäftigte stark von den gewählten Geschäftsmodellen der Unternehmen abhängen. Dabei schneiden jene Plattformen am besten ab, die geschäftliche Risiken und Verantwortung nicht einseitig auf Beschäftigte abschieben." (Autorenreferat, IAB-Doku)

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Hvidberg, Kristoffer B., Claus T. Kreiner & Stefanie Stantcheva (2023): Social Positions and Fairness Views on Inequality. In: The Review of Economic Studies, Jg. 90, H. 6, S. 3083-3118. DOI:10.1093/restud/rdad019

Abstract

"We link survey data on Danish people’s perceived income positions and fairness views on inequality within various reference groups to administrative records on their reference groups, income histories, and life events. People are, on average, well-informed about the income levels of their reference groups. Yet, lower-ranked respondents in all groups tend to overestimate their own position among others because they believe others’ incomes are lower than they actually are, whereas the opposite holds true for higher-ranked respondents. Misperceptions of positions in reference groups relate to proximity to other individuals, transparency norms, and visible signals of income. People view inequalities within their co-workers and education groups as significantly more unfair than overall inequality, yet underestimate inequality the most exactly within these groups. Views on the fairness of inequalities are strongly correlated with an individual’s current position, move with shocks like unemployment or promotions, and change when experimentally informing people about their actual positions. However, the higher perceived unfairness of income differences within co-workers and education groups stays unchanged. The theoretical framework shows that this can have important implications for redistribution policy." (Author's abstract, IAB-Doku) ((en))

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Marrero, Gustavo A. & Juan G. Rodríguez (2023): Unfair inequality and growth. In: The Scandinavian Journal of Economics, Jg. 125, H. 4, S. 1056-1092. DOI:10.1111/sjoe.12531

Abstract

"Fighting against economic inequality is one fundamental social goal in the agendas of most governments. However, recent studies highlight that people actually prefer unequal societies, as they accept inequality generated by an individual's effort and wish to reduce only unfair inequality (generated by factors beyond an individual's control). This distinction might help to explain the fundamental unsolved question about whether inequality is good or bad for growth: unfair inequality (UI) could be growth-deterring, while fair inequality (FI) might be growth-enhancing. We derive a reduced-form growth equation from a stylized overlapping-generations model with human capital that includes FI, UI, and poverty. Then, using an instrumental variable approach, we show for alternative samples and inequality measures at the worldwide level that the estimated coefficient associated with UI is always negative, while the coefficient of total inequality increases when UI is included in the regression. Moreover, we find that poverty mediates this relationship because the higher the poverty rate, the smaller the impact of either type of inequality on growth." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Mohrenweiser, Jens & Christian Pfeifer (2023): Wage Structures, Fairness Perceptions, and Job Satisfaction: Evidence from Linked Employer-Employee Data. In: Journal of happiness studies, Jg. 24, H. 7, S. 2291-2308. DOI:10.1007/s10902-023-00680-0

Abstract

"The paper investigates the impact of firms’ wage structures and workers’ wage fairness perceptions on workers’ well-being. For this purpose, worker and establishment surveys are linked with administrative social security data. Four variables are generated, using approximately half a million worker-year observations, that describe firms’ wage structures and workers’ positions within the wage structures: own absolute wages, internal reference wages within firms, external reference wages, and the wage dispersion in firms. The interrelations between these wage structure variables, workers’ perceived wage fairness, and job satisfaction are then analyzed using regressions. Interpersonal wage comparisons between co-workers in the same firm and across firms as well as wage fairness perceptions are found to be significant determinants of workers’ well-being. The overall findings suggest that equity and social status considerations as well as altruistic preferences towards co-workers and inequality aversion are more important than signal considerations in this context." (Author's abstract, IAB-Doku, © Springer) ((en))

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Schildberg-Hörisch, Hannah, Marco A. Schwarz, Chi Trieu & Jana Willrodt (2023): Perceived Fairness and Consequences of Affirmative Action Policies. In: The Economic Journal, Jg. 133, H. 656, S. 3099-3135. DOI:10.1093/ej/uead063

Abstract

"Debates about affirmative action often revolve around fairness. In a laboratory experiment, we study three quota rules in tournaments that favor individuals whose performance is low, either due to discrimination, low productivity, or choice of a short working time. Affirmative action favoring discriminated individuals is perceived as fairest, followed by that targeting individuals with a short working time, while favoring low-productivity individuals is not perceived as fairer than an absence of affirmative action. Higher fairness perceptions coincide with a higher willingness to compete and less retaliation against winners, underlining that fairness perceptions matter for the consequences of affirmative action." (Author's abstract, IAB-Doku) ((en))

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Senghaas, Monika, Christopher Osiander, Gesine Stephan, Olaf Struck & Richard Wolff (2023): The perceived fair duration of unemployment benefits for older workers. The role of lifetime achievements in the labour market. In: International Journal of Social Welfare, Jg. 32, H. 2, S. 164-177., 2022-08-03. DOI:10.1111/ijsw.12558

Abstract

"The welfare state regulates social policies and reallocates scarce resources. For the social legitimacy of the welfare state, it is important that the public supports the principles underlying this reallocation. This article examines the impact of different activities during the life course on public deservingness perceptions of older unemployed people. In a factorial survey experiment conducted among a random sample of individuals drawn from German administrative employment records, we examine the maximum duration of benefit receipt which is perceived as fair for older unemployed persons with different biographies. The results indicate strong public support for a nexus between previous contributions and benefit entitlements. Besides financial contributions to unemployment insurance, parenting and further training are considered to be ‘lifetime achievements’ which justify longer unemployment benefit receipt. We interpret these findings as an expression of a generalised form of reciprocity which guides perceptions of deservingness regarding older unemployed persons." (Author's abstract, IAB-Doku, © Wiley) ((en))

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(2023): Hard work, privilege or luck? Exploring people’s views of what matters most to get ahead in life. (OECD Policy Insights on Well-being, Inclusion, Sustainability and Equal Opportunity 12), Paris, 14 S. DOI:10.1787/e1903ab2-en

Abstract

"Understanding people’s beliefs of social mobility is key to designing and implementing policy mixes that address structural disparities and garner broad public support. Beliefs in social mobility may help strengthen the social contract; however, strongly held views on the role of individual effort in determining success in life can also contribute to diminishing support for policies designed to promote greater opportunity for vulnerable populations and reduce inequality. Drawing on data from the Opportunities module of the 2022 wave of the OECD Risks that Matter survey, this policy insights investigates people’s views of the main determinants ofsocial mobility in 27 OECD countries. On average, 60% of respondents believe that hard work is essential or very important in determining one ’s social position. However, of this majority, only one-fifth believethat working hard is the only key factor to success." (Author's abstract, IAB-Doku) ((en))

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Hufe, Paul, Ravi Kanbur & Andreas Peichl (2022): Measuring Unfair Inequality: Reconciling Equality of Opportunity and Freedom from Poverty. In: The Review of Economic Studies, Jg. 89, H. 6, S. 3345-3380. DOI:10.1093/restud/rdab101

Abstract

"Empirical evidence on distributional preferences shows that people do not judge inequality as problematic per se but that they take into account the fairness or unfairness of the outcome. This article conceptualizes a view of unfair inequality and introduces a new measure of inequality based on two widely held fairness principles: equality of opportunity and freedom from poverty. It develops a method for decomposing inequality and its trends into an unfair and a fair component. We provide two empirical applications of our measure. First, we analyse the development of inequality in the US from 1969 to 2014 from a fairness perspective. Second, we conduct a corresponding international comparison between the US and 31 European countries in 2010. Our results document that unfair inequality matches the well-documented inequality growth in the US since 1980. This trend is driven by decreases in social mobility, i.e., increasing importance of parental education and occupation for the income of their children. Among the 32 countries of our international comparison, the land of opportunity ranks among the most unfair societies in 2010." (Author's abstract, IAB-Doku) ((en))

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Reyes, Germán & Leonardo Gasparini (2022): Are fairness perceptions shaped by income inequality? evidence from Latin America. In: Journal of Economic Inequality, Jg. 20, H. 4, S. 893-913. DOI:10.1007/s10888-022-09526-w

Abstract

"A common assumption in the literature is that the actual level of income inequality shapes individuals' beliefs about whether the income distribution is fair (“fairness views,” for short). However, individuals do not directly observe income inequality (which often leads to large misperceptions), nor do they consider all inequities to be unfair. In this paper, we empirically assess the link between objective measures of income inequality and fairness views in a context of high but decreasing income inequality. To do this, we combine opinion poll data with harmonized data from household surveys of 18 Latin American countries from 1997–2015. We find a strong and statistically significant relationship between income inequality and unfairness views across countries and over time. Unfairness views evolved in the same direction as income inequality for 17 out of the 18 countries in our sample. We find that individuals who are older, unemployed, and left-wing are, on average, more likely to perceive the income distribution as very unfair. Finally, we find that fairness views and income inequality have predictive power for individuals' self-reported propensity to mobilize and protest independent of each other, suggesting that these two variables capture different channels through which changes in the income distribution can affect social unrest." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Senghaas, Monika, Christopher Osiander, Gesine Stephan & Olaf Struck (2022): Fairness perceptions regarding in-work benefits: a survey experiment. In: The international journal of sociology and social policy, Jg. 42, H. 13/14, S. 30-49., 2022-06-14. DOI:10.1108/IJSSP-04-2022-0101

Abstract

"In many countries, individuals can receive welfare support whilst simultaneously being employed. The level of earned income that welfare recipients are allowed to keep has long been a subject of debate. Core issues include whether in-work benefit regulations provide incentives for individuals to expand labour market participation and are thus also socially effective and whether the population perceives welfare benefits for individuals who earn own income as fair. This article contributes to the debate about the social legitimacy of in-work benefit regulations by shedding light on the principles guiding judgements about an adequate amount of in-work benefit receipt. The authors use a factorial survey experiment to investigate which factors guide judgements about an adequate level of in-work benefit receipt. In the authors' factorial survey, the household composition, health status, and monthly earnings of a hypothetical in-work benefit recipient were varied experimentally. The study investigates Germany's basic income support programme, a means-tested social policy programme that targets both unemployed and employed individuals. The results show that respondents consider higher earnings retention rates for lower-income earners to be fair. This preference mirrors the German legislation, which is based on the principle of need. Furthermore, the presence of children and of physical as well as mental health impairments are associated with support for higher earnings retention rates. The findings suggest that citizens support the core features of in-work benefit regulations but do not consider in-work benefit recipients as a homogenous group when assessing the adequate level of benefit receipt." (Author's abstract, IAB-Doku, © Emerald) ((en))

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Stadtmüller, Sven, Laura Amelong, Yasmin Beithan, Sophia Ettel, Nils-David Hirsch, Melina Jakob & Annika Klages (2022): Der Einfluss von Geschlechterrollenbildern auf die Zuschreibung gerechter Einkommen. Ergebnisse eines Vignettenexperiments. (SocArXiv papers), 31 S. DOI:10.31235/osf.io/bhmeu

Abstract

"Im Jahr 2021 verdienten erwerbstätige Frauen, auch unter Kontrolle einkommensrelevanter Merkmale, etwa sechs Prozent weniger als Männer. Dieser bereinigte Gender Pay Gap spiegelt eine Lohndiskriminierung von Frauen, deren Ursachen wissenschaftlich nicht gesichert sind. Der folgende Beitrag untersucht, inwieweit Geschlechterrollenbilder die Zuschreibung gerechter Einkommen beeinflussen. Dabei lautet unsere Hypothese, dass besonders Personen mit traditionellen Rollenbildern bei der Zuschreibung gerechter Einkommen nach dem Geschlecht diskriminieren. Zur Prüfung dieser Hypothese nutzen wir Daten einer zufallsbasierten Online-Befragung in der Stadt Frankfurt am Main (n=301). Zentraler Bestandteil der Befragung war ein sogenanntes Vignettenexperiment, in dem die Befragten gebeten wurden, das als gerecht empfundene Einkommen von sechs fiktiven, beschäftigten Personen anzugeben. Unsere Ergebnisse zeigen zwar für die Gesamtheit unserer Befragten keine Lohndiskriminierung von Frauen. Dennoch findet unsere Hypothese empirische Unterstützung: demnach sind es insbesondere Personen mit sehr traditionellen Geschlechterrollenbildern, die höhere Löhne für Männer als gerecht empfinden." (Autorenreferat, IAB-Doku)

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Stoilova, Rumiana & Petya Ilieva-Trychkova (2022): Fairness of educational opportunities and income distribution: gender-sensitive analysis in a European comparative perspective. In: The international journal of sociology and social policy, Jg. 43, H. 1/2, S. 272-291. DOI:10.1108/IJSSP-02-2022-0065

Abstract

"Purpose: The focus of this article is on gender justice with respect to opportunities (educational) and outcome (earnings). The main research question is whether educational opportunities are positively converted into fairness of income, and for whom and where this is the case. The importance of this study lies in the understanding that the subjective feeling of justice is a significant measure of quality of life, of the individual's subjective feeling of happiness and of the fulfilment of the goals people have reason to value. Design/methodology/approach The study takes a micro-macro approach, combining macro-level data taken from official statistics and micro-data from the 2018 European Social Survey for 25 European countries; the authors also apply multilevel modelling to the data analysis. Findings At individual level the authors found gender differences in the associations between education and fairness of educational opportunities. With regard to the scope of fairness, the authors emphasise that fairness of educational opportunities and net pay in European countries is less likely to be felt by someone who has a lower educational level. Higher educational expenditures are positively correlated with fairness of educational opportunities but not with fairness of net pay. Originality/value This article contributes to theoretical, empirical and policy-relevant gender justice research on the link between inequalities and justice perceptions. The authors have expanded the theoretical understanding of the concept of gender justice by taking into account the role of a specific gender norm on fairness perceptions. The norm, when asked about in a gender-neutral way, is not associated with fairness of pay, but when posed as a question specifically to women, has a negative relationship with perceptions of fair pay. The empirical contribution consists in the evaluation of individual and country mechanisms from a gender justice perspective. The policy contribution consists in questioning the belief that longer paid maternity leave is beneficial for women. In countries with long paid leave available to mothers, women reported even lower levels of fairness of net pay than men." (Author's abstract, IAB-Doku, © Emerald) ((en))

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Voswinkel, Stephan (2022): Bewusstsein, Ansprüche und der „Soziale Wert der Arbeitskraft“. In: Arbeits- und industriesoziologische Studien, Jg. 15, H. 1, S. 40-53.

Abstract

"Das Bewusstsein der Arbeitenden resultiert aus einer Auseinandersetzung der Subjekte mit den Bedingungen ihrer sozialen Lage, mit ihren Identitätszuschreibungen und mit ihren Ressourcen, es verarbeitet also das Sein. Die Situation in der Arbeit ist eingebettet in den gesamten Lebenszusammenhang. Inwieweit hierin der Arbeit eine zentrale Rolle zukommt, ist eine empirische Frage und wird fassbar im Rahmen von Lebensorientierungen. Das Bewusstsein ist wesentlich normativ strukturiert, so dass Wertigkeits- und Anerkennungsmustern für das Bewusstsein eine zentrale Rolle zukommt. Der Bezug auf kulturelle Einbettungen und Anerkennungsverhältnisse existiert nicht neben den ökonomischen Verhältnissen und der Interessenorientierung, sondern beide sind miteinander verschränkt. Arbeitssoziologisch fasst der Beitrag dies mit der Kategorie des Sozialen Werts der Arbeitskraft, in der verschiedene Ungleichheitsdimensionen und kulturelle Dimensionen ökonomisch relevant werden." (Autorenreferat, IAB-Doku)

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Wilcox, Annika & Amanda Koontz (2022): Workplace well-being: Shifting from an individual to an organizational framework. In: Sociology Compass, Jg. 16, H. 10. DOI:10.1111/soc4.13035

Abstract

"Well-being (or lack thereof) is one phenomena that is shaped by and has important implications for organizational (in)equalities, yet remains widely conceptualized at an individual level. Through a review of previous research on organizational inequality and diversity, we argue for a shift towards studying “workplace well-being”—well-being as created by and through work organizations. We identify and discuss three pillars of workplace well-being and consider how these pillars are constituted across three levels of analysis. We note that “workplace well-being” offers a more theoretically- and empirically-grounded framework for understanding how well-being operates in the workplace. This concept can be utilized to “check” where organizational change is needed and develop change initiatives that better support diversity, inclusivity, and equity." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Ziano, Ignazio, Christophe Lembregts & Mario Pandelaere (2022): People weigh salaries more than ratios in judgments of income inequality, fairness, and demands for redistribution. In: Journal of Economic Psychology, Jg. 89. DOI:10.1016/j.joep.2022.102495

Abstract

"Five experiments (total n = 2422, with U.S. American and French participants, four preregistered) show that people are more likely to use median salaries rather than CEO-median employee compensation ratios when making inequality and fairness judgments based on company compensation data. In separate evaluation of companies, we find no significant impact of compensation ratios, which express objective levels of income inequality, but a significant impact of median salaries. In joint evaluation, ratios have an impact, but median salaries have a bigger impact. Our results point to a difference between perceived and actual inequality indicators: people do not perceive inequality based on a widely-used indicator of inequality (compensation ratios), but rather use representative workers' salaries, and believe lower representative wages are connected to higher inequality. We discuss theoretical implications for the psychological understanding of economic inequality, and practical implications for the regulation of the presentation of compensation data." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))

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Hüther, Michael & Judith Niehues (2021): Inequality and Unemployment in Germany: Perception and Reality. In: Journal of contextual economics, Jg. 141, H. 1/2, S. 25-45. DOI:10.3790/schm.141.1-2.25

Abstract

"Data for the time before the corona pandemic reveal a largely positive picture of the economic and social development in Germany. Most individuals perceived their own situation as very positive, but their views on society are rather pessimistic and overly critical. Contrasting abstract redistributive preferences with prevailing norms of justice reveals further inconsistencies. Thus, it is increasingly unlikely that policymakers can adequately address the concerns and wishes of the population. The pronounced discrepancy between empirical findings on distributional aspects and citizens' perceptions constitutes a veritable problem for democratic processes. That is because this discrepancy is the basis for mistrust between citizens (principals) and politics (agents). Therefore, it becomes increasingly important that politicians explain the logic of their actions in an understandable way. An important prerequisite for more communicable politics is a comprehensive infrastructure for research data that enables politicians, the media, and the public to make valid assessments." (Author's abstract, IAB-Doku) ((en))

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Jann, Ben, Barbara Zimmermann & Andreas Diekmann (2021): Lohngerechtigkeit und Geschlechternormen: Erhalten Männer eine Heiratsprämie? In: Kölner Zeitschrift für Soziologie und Sozialpsychologie, Jg. 73, H. 2, S. 201-229. 2021-05-10. DOI:10.1007/s11577-021-00757-9

Abstract

"Der geschlechtsspezifische Lohnunterschied hat sich in der Schweiz ebenso wie in Deutschland in den letzten zwei Jahrzehnten zwar leicht verringert, die Lücke ist aber immer noch beträchtlich und lässt sich nur zum Teil durch produktivitätsrelevante Faktoren erklären. Um zu untersuchen, ob sich ein entsprechender „gender wage gap“ auch darin wiederfindet, welche Löhne als gerecht angesehen werden, haben wir im Rahmen von Schweizer Bevölkerungsumfragen drei randomisierte Vignettenexperimente durchgeführt. Im Unterschied zu den meisten anderen Experimenten wurde den Befragten nur jeweils eine Vignette vorgelegt, um Einflüsse sozialer Wünschbarkeit zu vermindern. Das erste Experiment belegt eine geschlechtsspezifische Doppelmoral bei der Einkommensbewertung: Bei Männern wurde ein gegebenes Einkommen eher als zu gering beurteilt als bei Frauen. Der Befund konnte in einem zweiten Experiment mit ähnlichem Design jedoch nicht repliziert werden, wobei ein zentraler Unterschied zwischen den beiden Experimenten in dem in den Vignetten beschriebenen Haushaltskontext lag. In einem dritten Experiment haben wir deshalb den Einfluss der familiären Situation systematisch untersucht. Die Ergebnisse zeigen, dass nur bei verheirateten Personen ein Unterschied zwischen Frauen und Männern gemacht wird, nicht jedoch bei Singles. Im Einklang mit dem Stereotyp des männlichen Haupternährers zeigt sich ein ausgeprägter Effekt einer „Heiratsprämie“. Verheirateten Männern wird in der Wahrnehmung der Bevölkerung bei sonst gleichen Merkmalen ein höherer Lohn zugestanden als verheirateten Frauen." (Autorenreferat, IAB-Doku, © Springer-Verlag)