Männer schrauben, Frauen pflegen – Berufliche Geschlechtersegregation in Deutschland
Die geschlechtsspezifische berufliche Spaltung des Arbeitsmarktes verändert sich seit Jahren kaum. Noch immer scheinen gesellschaftliche Rollenmodelle und Geschlechterstereotype die Berufswahl zu bestimmen und können auch auf Seiten der Unternehmen die Personalauswahl beeinflussen. Sowohl wegen der damit einhergehenden Lohnungleichheiten als auch angesichts des veränderten Fachkräftebedarfs werden vermehrt Strategien diskutiert, "Frauenberufe" und "Männerberufe" für das jeweils andere Geschlecht attraktiver zu machen.
Diese Infoplattform stellt eine Auswahl aktueller wissenschaftlicher Beiträge zum Thema zusammen.
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Literaturhinweis
Why do they leave? Examining dropout behaviour in gender-atypical vocational education and training in Germany (2025)
Zitatform
Beckmann, Janina (2025): Why do they leave? Examining dropout behaviour in gender-atypical vocational education and training in Germany. In: Journal of vocational education and training, Jg. 77, H. 2, S. 297-321. DOI:10.1080/13636820.2023.2211546
Abstract
"Germany’s VET system is highly gender-segregated and marked by high dropout rates. This article investigates the dropout behaviour of apprentices in gender-atypical training occupations. First, we investigate whether gender-atypical apprentices drop out at a higher rate than their majority peers. Second, we examine differences in the self-reported reasons for dropping out among gender-typical and gender-atypical apprentices. Results show that gender-atypical apprentices, and particularly males in female-dominated occupations, are more likely to prematurely leave their apprenticeship. The self-reported reasons for dropping out differed by gender minority status: female minorities were more likely to drop out due to a lack of social integration, while male minorities were more likely to drop out due to unfulfilled aspirations in comparison to the gender majority. These results show that gender-specific perceptions and experiences are related to the higher dropout rates of gender-atypical apprentices." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Who You Gonna Call? Gender Inequality in External Demands for Parental Involvement (2025)
Zitatform
Buzard, Kristy, Laura K. Gee & Olga B. Stoddard (2025): Who You Gonna Call? Gender Inequality in External Demands for Parental Involvement. (NBER working paper / National Bureau of Economic Research 33775), Cambridge, Mass, 94 S.
Abstract
"Gender imbalance in time spent on child rearing causes gender inequalities in labor market outcomes, human capital accumulation, and economic mobility. We conduct a large-scale field experiment with a near-universe of US schools to investigate a potential source of inequality: external demands for parental involvement. Schools receive an email from a fictitious two-parent household and are asked to call one of the parents back. Mothers are 1.4 times more likely than fathers to be contacted. We decompose this inequality and demonstrate that the gender gap in external demands is associated with various measures of gender norms. We also show that signaling a father's availability substantially changes the gender pattern of callbacks. Our findings underscore a process through which agents outside the household contribute to within-household gender inequalities." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Can women bridge the gender class gap by choosing a gender-atypical field of study? A study based the on the German micro-census 1996–2016 (2025)
Zitatform
Konietzka, Dirk & Sebastian Wen (2025): Can women bridge the gender class gap by choosing a gender-atypical field of study? A study based the on the German micro-census 1996–2016. In: Journal of education and work, S. 1-18. DOI:10.1080/13639080.2025.2487421
Abstract
"The persistence of gender-stereotyped subject choices is considered as a detrimental factor for women’s labor market opportunities. Against this background, the paperfocusses on the labor market chances of women who graduated from a male-dominated field of study in higher education. We use a position in the upper service class as a criterion for successful job placement. Analyses of German micro-census data are conducted across labor market subsectors and over the period 1996–2016. Results show that class positions of women who graduated in male-dominated fields of study vary substantially by labor market segment. They are less likely than men to be employed in the upper service class specifically in large private sector firms, but at the same time more likely to be employed in the public sector. Over time, the private sector gender class gap has narrowed, but not disappeared." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
To STEM or not to STEM: A cross-national analysis of gender and tertiary graduates in science, technology, engineering, and math, 1998–2018 (2025)
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Lee, Seungah S., Christine Min Wotipka, Francisco O. Ramirez & Jieun Song (2025): To STEM or not to STEM: A cross-national analysis of gender and tertiary graduates in science, technology, engineering, and math, 1998–2018. In: International Journal of Comparative Sociology, Jg. 66, H. 1, S. 25-49. DOI:10.1177/00207152241243343
Abstract
"The comparative literature on gender and higher education has increasingly focused on differences in access to the fields of science, technology, engineering, and math (STEM). We contribute to this literature through a cross-national analysis of STEM graduates by gender between 1998 and 2018 across 90 countries. Many earlier studies emphasize the positive influence of a global liberal culture on women. More recent scholarship contends that women may be steered away from attaining a STEM degree in more liberal and individualistic societies. Our study shows a lower percentage of women graduates in STEM in countries that are more liberal. However, we find that the opposite is the case for men. Our findings are consistent with the idea that individuals in more liberal cultural contexts are more likely to make degree decisions based on individual preferences that are influenced by gendered societal norms. Both women and men are more likely to “indulge in their gendered selves” in these cultural contexts. Our findings are inconsistent with the idea that liberal modernity influences men and women in STEM in a gender-neutral mode." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Girls' school-to-work transitions into male dominated workplaces (2025)
Zitatform
Rönnlund, Maria & Aina Tollefsen (2025): Girls' school-to-work transitions into male dominated workplaces. In: Journal of vocational education and training, Jg. 77, H. 3, S. 563-581. DOI:10.1080/13636820.2023.2258527
Abstract
"The article addresses school-to-work transitions among young women in a strongly male dominated professional sphere – the transport industry. Drawing on interviews with two girls over the time span 2015–2022 and visits to their upper secondary school 2016–2019, the study focuses on how power structures related to gender play out in the positioning that takes place in school and workplaces: How the girls were positioned socially and in relation to professional qualification, and how they positioned themselves in these respects. The findings indicate significant changes in discourse and practice when the girls transitioned from students to employees, changes which in the article are discussed in the framework of ‘inequality regimes’ and through the lens of the ‘glass funnel’ metaphor. Linking the funnel metaphor to the framework of inequality regimes broadens the picture to consider how young people are exposed to generally increasing inequalities in labor markets where institutions and organizations are affected by neoliberal economic policies, weakened collective protection of workers and wider wage gaps. With individualisation and insecurity, young people like the two girls in focus in this article, are increasingly left to fend for themselves in a harsh labor market." (Author's abstract, IAB-Doku, © Taylor & Francis) ((en))
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Literaturhinweis
DIW Berlin: Technological Progress, Occupational Structure, and Gender Gaps in the German Labour Market (2024)
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Bachmann, Ronald & Myrielle Gonschor (2024): DIW Berlin: Technological Progress, Occupational Structure, and Gender Gaps in the German Labour Market. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 1207), Berlin, 52 S.
Abstract
"We analyze if technological progress and the change in the occupational structure have improved women’s position in the labor market. We show that women increasingly work in non-routine manual and in interactive occupations. However, the observed narrowing of the gender wage gap is entirely driven by declining gender wag gaps within, rather than between, occupations. A decomposition exercise reveals that while explained factors have become more important contributors to the gender wage gap, the importance of unexplained factors factors has strongly declined. Therefore, unequal treatment based on unobservables, i.e. discrimination, is likely to have declined over time. Finally, technological change as measured by job tasks plays an ambiguous role. Institutional factors, and in particular part-time employment, are still a major driver of the gender wage gap." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Selbstwahrnehmung von Frauen in nicht-traditionellen Berufsrollen: Eine Determinante zur Erklärung der geschlechtsspezifischen Arbeitsmarktsegregation in Deutschland? (2024)
Bojić, Birthe;Zitatform
Bojić, Birthe (2024): Selbstwahrnehmung von Frauen in nicht-traditionellen Berufsrollen. Eine Determinante zur Erklärung der geschlechtsspezifischen Arbeitsmarktsegregation in Deutschland? (Studien zur Berufs- und Professionsforschung 44), Hamburg: Verlag Dr. Kovač, 256 S.
Abstract
"Die Studie „Selbstwahrnehmung von Frauen in nicht-traditionellen Berufsrollen“ analysiert die Herausforderungen, denen Frauen in einem Männerberuf gegenüberstehen. Die qualitative Studie fokussiert Frauen in MINT-Berufen sowie im Handwerk und deckt Selbstzuschreibungen zu beruflich notwendigen Fähigkeiten auf. Eine zentrale Rolle nehmen Geschlechterstereotype ein, die sowohl die Frauen selbst als auch ihr Umfeld beeinflussen. In Folge der stereotypgeprägten Wahrnehmung besteht das Empfinden, sich als Frau in einem männlich dominierten Arbeitsumfeld besonders beweisen zu müssen. Frauen als Minderheit sind in einem Männerberuf besonders sichtbar, was zu einer unerwünschten Aufmerksamkeit führt. Damit einhergehend sind Erwartungen an die Leistungsfähigkeit mit dem Geschlecht verknüpft .Die Selbstwahrnehmung von Frauen in nicht-traditionellen Berufsrollen wird einerseits durch individuelle Eigenschaftszuschreibungen, andererseits durch selbst- und fremderzeugte Barrieren beeinflusst. Selbst- und Fremderzeugte Barrieren, die u.a. auf in den Berufsfeldern vorherrschende männliche Normen und Strukturen zurückzuführen sind, hemmen den beruflichen Aufstieg und erschweren den beruflichen Alltag. Es werden Einblicke in das berufliche Erleben und die Bewältigungsstrategien gegeben. Die angewendeten Bewältigungsstrategien stehen dabei in einem engen Zusammenhang mit den selbst zugeschriebenen Eigenschaften.Diese qualitative Studie zeigt, dass Frauen in nicht-traditionellen Berufsrollen nach wie vor nachhaltig durch das Vorherrschen eines männlich dominierten Umfeldes beeinflusst werden. Das männlich dominierte Berufsumfeld zeichnet sich durch geschlechtsspezifische Stereotype und stereotypisierte Zuschreibungen aus. Diese beeinflussen signifikant die Kommunikations- und Verhaltensmuster und damit das alltägliche berufliche Erleben von Frauen in nicht-traditionellen Berufsrollen." (Verlagsangaben, IAB-Doku)
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Literaturhinweis
Anhaltende berufliche Geschlechtersegregation: In Ost wie West arbeiten Frauen und Männer häufig in unterschiedlichen Berufen (2024)
Zitatform
Bächmann, Ann-Christin, Corinna Kleinert & Brigitte Schels (2024): Anhaltende berufliche Geschlechtersegregation: In Ost wie West arbeiten Frauen und Männer häufig in unterschiedlichen Berufen. (IAB-Kurzbericht 03/2024), Nürnberg, 8 S. DOI:10.48720/IAB.KB.2403
Abstract
"Trotz einer Annäherung der Arbeitsmärkte zeichnen sich Ost- und Westdeutschland bis heute durch markante Unterschiede in der Branchenstruktur sowie in der Erwerbsbeteiligung von Frauen aus. Vor diesem Hintergrund untersuchen die Autorinnen, ob und wie sich auch die berufliche Trennung von Frauen und Männern unterscheidet. Der Kurzbericht zeigt: Auf dem deutschen Arbeitsmarkt besteht die ausgeprägte berufliche Geschlechtersegregation fort – in Ost- wie in Westdeutschland. Im Untersuchungszeitraum zwischen 2012 und 2019 ist das Ausmaß der beruflichen Trennung von Frauen und Männern nur leicht zurückgegangen." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
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Literaturhinweis
Gender Stereotyping in the Labor Market: A Descriptive Analysis of Almost One Million Job Ads across 710 Occupations and Occupational Positions (2024)
Zitatform
Damelang, Andreas, Ann-Katrin Rückel & Michael Stops (2024): Gender Stereotyping in the Labor Market: A Descriptive Analysis of Almost One Million Job Ads across 710 Occupations and Occupational Positions. (LASER discussion papers 153), Erlangen, 21 S.
Abstract
"This study presents patterns of gender stereotyping in job ads in the German labor market. Using a large dataset of job ads from the "BA-Jobbörse", one of the largest online job portals in Germany, we apply a machine learning algorithm to identify the explicitly verbalized job descriptions. We then use a dictionary of agentic (male-associated) and communal (female-associated) signal words to measure gender stereotyping in the job descriptions. We collect information for 710 different occupations. Our first result shows that more jobs are female-stereotyped than male-stereotyped. We then take the example of two occupational groups that reveal clear differences in tasks contents and are highly relevant regarding important megatrends like digitalization and the demographic change: one the one hand, Science, Technology, Engineering, and Mathematics (STEM) and, on the other hand, Health and Social Services occupations. Additionally, we investigate the hierarchical aspect of occupational gender segregation. We distinguish jobs according to their required skill level and whether or not they are supervisory and leadership positions. In contrast to our first result, we find within STEM occupations as well as in supervisory and leadership positions that the majority of jobs is male-stereotyped. Our findings indicate a positive association between gender stereotyping and occupational gender segregation, suggesting that gender stereotyping in job ads might contribute to the underrepresentation of women in certain occupations and occupational positions." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: IAB-Discussion Paper, 13/2024 -
Literaturhinweis
Role (in-)congruity and the Catch 22 for female executives: how stereotyping contributes to the gender pay gap at top executive level (2024)
Zitatform
Diederich, Sarah, Anja Iseke, Kerstin Pull & Martin Schneider (2024): Role (in-)congruity and the Catch 22 for female executives: how stereotyping contributes to the gender pay gap at top executive level. In: The International Journal of Human Resource Management, Jg. 35, H. 7, S. 1283-1311. DOI:10.1080/09585192.2023.2273331
Abstract
"We examine to what extent the gender pay gap at top executive level is linked to gender stereotypes, i.e. to societal beliefs about the attributes women and men possess and the roles they ought to perform. We theorize that, even at the highest hierarchical level of an organization, executive functions are gender stereotyped: some (such as IT) are considered typically ‘masculine’, while others (such as human resources) are considered typically ‘feminine’. We argue gender stereotyping at the executive level to be related to pay such that masculine functions are paid more than feminine ones. Referring to role congruity theory, we further argue that women are paid better when they hold less masculine and therefore more role congruous functions. We find supportive evidence for both predictions when studying large European companies across the years 2014 to 2018. Pay data for 353 executives were linked to results of a survey in which participants were asked to rate the masculinity of the areas of responsibility of different executive functions. We find an empirical pattern that reflects a Catch 22 situation in which women executives appear unable to increase their pay by switching to more masculine functions that are, on average, better paid." (Author's abstract, IAB-Doku, © Taylor & Francis) ((en))
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Literaturhinweis
Gender compositions of occupations and firms jointly shape switches from gender-atypical towards more gender-typical positions (2024)
Zitatform
Hamjediers, Maik & Eileen Peters (2024): Gender compositions of occupations and firms jointly shape switches from gender-atypical towards more gender-typical positions. In: European Societies, Jg. 26, H. 4, S. 1170-1194. DOI:10.1080/14616696.2023.2290254
Abstract
"Research on sex segregation in the labor market has repeatedly found that women and men are more likely to exit from occupations and firms in which they are the numerical minority and subsequently seek positions that are more represented by their gender. However, this research looked at mobility either across occupations or across firms, leaving unclear how the simultaneous exposure to gender compositions of occupations and firms shapes attrition from gender-atypical positions. We draw on linked employer-employee register data from the German social security insurance system (SIEED, 2012-2018) to highlight that some occupations can be found in firms with various gender compositions, indicating that gender compositions of occupations and firms do not always align and thereby may independently affect mobility. Conditional relative risk ratios for mobility between gender-typed occupations and firms reveal substantial switches from gender-atypical towards more gender-typical positions. This gendered labor market mobility is most pronounced for men across occupations. For women, gender compositions of firms drive not only mobility across firms but also switches out of gender-atypical occupations. Our findings underscore that gender compositions of occupations and firms jointly shape attrition from gender-atypical positions, which ultimately perpetuates labor market segregation." (Author's abstract, IAB-Doku) ((en))
Weiterführende Informationen
Data product DOI: 10.5164/IAB.SIEED7518.de.en.v1 -
Literaturhinweis
Women at Work: Pathways from Gender Stereotypes to Gender Bias and Discrimination (2024)
Zitatform
Heilman, Madeline E., Suzette Caleo & Francesca Manzi (2024): Women at Work: Pathways from Gender Stereotypes to Gender Bias and Discrimination. In: Annual Review of Organizational Psychology and Organizational Behavior, Jg. 11, H. 1, S. 165-192. DOI:10.1146/annurev-orgpsych-110721-034105
Abstract
"Despite important advances, gender-based discrimination continues to hinder women's career progress. This review examines the role that gender stereotypes play in promoting gender bias and discrimination. After reviewing what is known about the content of gender stereotypes and examining both their descriptive and prescriptive aspects, we discuss two pathways through which stereotypes result in discrepant work outcomes for women and men. First, we consider how the characterization of women as communal but not agentic conflicts with the perceived demands of many male gender-typed jobs and fields, thus promoting perceptions of women's lack of competence in those areas. Second, we consider how norms about how women should and should not behave cause women to incur penalties when they exhibit counter-stereotypical attributes and behaviors at work. Our review further focuses on the conditions that foster or undercut gender bias and discrimination and uses this knowledge as a foundation for proposing strategies to promote more egalitarian organizational processes." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Gender Wage Gap: Skills, Sorting, and Returns (2024)
Zitatform
Humphries, John Eric, Juanna Schrøter Joensen & Gregory F. Veramendi (2024): The Gender Wage Gap: Skills, Sorting, and Returns. In: AEA papers and proceedings, Jg. 114, S. 259-264. DOI:10.1257/pandp.20241026
Abstract
"There is a large gender wage gap among college graduates. This gender gap could be partially driven by differences in college major and prior skills. We use Swedish register data to study how much of the gender gap can be explained by differences in majors, skills, and skill prices. College majors explain 60 percent of the gender wage gap, but large gaps remain within majors. We find that within-major wage gaps are driven by neither differences in multidimensional skills nor returns to these skills. In fact, women are positively selected in terms of college preparation and skills in almost every major." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Consistent Egalitarianism or Heterogeneous Belief Patterns? Gender Ideologies in Contemporary East and West Germany (2024)
Zitatform
Kleinschrot, Leonie (2024): Consistent Egalitarianism or Heterogeneous Belief Patterns? Gender Ideologies in Contemporary East and West Germany. In: Zeitschrift für Soziologie, Jg. 53, H. 4, S. 387-403. DOI:10.1515/zfsoz-2024-2027
Abstract
"Die Untersuchung von Geschlechterideologien ist entscheidend für das Verständnis des berufs- und familienbezogenen Verhaltens von Frauen und Männern. Dieser Beitrag analysiert die Geschlechterideologien von Befragten in Ost- und Westdeutschland und untersucht Unterschiede nach soziodemografischen Merkmalen. Die auf acht Geschlechterrollen-Items aus der FReDA Erhebung von 2021 angewendete latente Klassenanalyse zeigt eine weit verbreitete, konsistent egalitäre Geschlechterideologie in beiden Regionen Deutschlands, sowie eine weniger verbreitete traditionelle Ideologie im Westen. Darüber hinaus finden sich heterogene Geschlechterideologien, wobei das Überzeugungsmuster des egalitären Essentialismus in beiden Regionen Deutschlands und das der intensivierten Elternschaft nur im Westen vorkommt. Befragte mit einem niedrigen Bildungsniveau und Männer neigen stärker zu nicht-egalitären Geschlechterideologien. Die Ergebnisse untermauern die Literatur zu bestehenden Ost-West-Unterschieden in den Geschlechterideologien und zu deren zunehmender Diversifizierung." (Autorenreferat, IAB-Doku, © De Gruyter)
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Literaturhinweis
Gender Composition and the Symbolic Value of Occupations: New Evidence of a U-shaped Relationship between Gender and Occupational Prestige Based on German Microdata (2024)
Zitatform
Krüger, Sabine, Christian Ebner & Daniela Rohrbach-Schmidt (2024): Gender Composition and the Symbolic Value of Occupations. New Evidence of a U-shaped Relationship between Gender and Occupational Prestige Based on German Microdata. In: Work, Employment and Society, Jg. 38, H. 1, S. 242-261. DOI:10.1177/09500170221117415
Abstract
"Occupational prestige is an important yet understudied factor in gender labour market inequality. This study examines the relationship between the gender composition of occupations and the prestige of those occupations, and investigates whether men and women differ in their evaluations. A multilevel analysis based on German microdata generated two key findings. First, occupations that are predominantly male or female tend to be rated as more prestigious than mixed-gender occupations when controlling for pay and educational requirements, suggesting a segregation premium in the symbolic valuation of work in Germany. Second, there is no evidence of a gendered in-group bias in Germany; both men and women consider gender-segregated occupations to be more prestigious, with no preference for occupations dominated by their own gender." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Are recruiters driving gender segregation? Evidence from the German apprenticeship market (2024)
Zitatform
Minssen, Luisa, Mark Levels, Harald Pfeifer & Caroline Wehner (2024): Are recruiters driving gender segregation? Evidence from the German apprenticeship market. In: German Journal of Human Resource Management, S. 1-31. 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
Winners and losers from occupational segregation across Europe: the role of gender and migration status (2024)
Zitatform
Palencia-Esteban, Amaia & Coral Del Río (2024): Winners and losers from occupational segregation across Europe: the role of gender and migration status. In: Migration Studies, Jg. 12, H. 1, S. 21-41. DOI:10.1093/migration/mnad029
Abstract
"Using measures rooted in welfare economics, this article quantifies the economic consequences arising from occupational segregation by gender and migration status in twelve European countries. We also identify the most inclusive European labor markets by building counterfactual distributions. In particular, we remove cross-country differences in immigrants’ origin, years of residence, and education, thus determining the contribution that these variables make to the geographical disparities. Our results reveal that the economic consequences of segregation are negative for most foreign workers, especially for immigrant women in Italy, Spain, Germany, and Slovenia. Portugal emerges as a reference point because immigrant workers have a better position compared to other countries, which does not seem to arise from their basic individual characteristics. Our analysis highlights the importance of policy actions aimed at improving the occupational sorting of immigrant workers, such as investing in skills development, avoiding occupational downgrading, and incorporating a gender perspective." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Role of Sex Segregation in the Gender Wage Gap Among University Graduates in Germany (2024)
Zitatform
Ransmayr, Juliane & Doris Weichselbaumer (2024): The Role of Sex Segregation in the Gender Wage Gap Among University Graduates in Germany. In: Jahrbücher für Nationalökonomie und Statistik, Jg. 244, H. 1-2, S. 37-81. DOI:10.1515/jbnst-2022-0018
Abstract
"In this paper we examine the gender wage gap among university graduates in Germany from 1997 to 2013 based on the DZHW (the German Centre for Higher Education Research and Science Studies) Absolventenpanel. We focus in particular on the effect of female presence in a subject or occupation on wage inequality. Earlier research has shown not only that female-dominated university subjects or occupations pay less, but also that men face a higher wage penalty than women when they graduated in a female-dominated subject and experience a lower penalty for working in a female-dominated occupation. For the five waves considered, we confirm the very strong negative association between female presence in a subject or occupation and wages. However, no consistent pattern emerges with regard to whether men’s or women’s wages suffer larger penalties. There is also no time trend observable with regard to the wage penalty that is associated with female-dominated fields. We further show that significant gender wage gaps exist within fields of studies, especially in male-dominated fields like engineering and natural science." (Author's abstract, IAB-Doku, © De Gruyter) ((en))
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Literaturhinweis
Why do Women Refrain from IT/ICT studies at Higher Education Institutions? A Literature Review (2024)
Tereshchenko, Elizaveta; Kurnia, Sherah; Mbogho, Audrey; Happonen, Ari;Zitatform
Tereshchenko, Elizaveta, Sherah Kurnia, Audrey Mbogho & Ari Happonen (2024): Why do Women Refrain from IT/ICT studies at Higher Education Institutions? A Literature Review. In: International Journal of Gender, Science and Technology, Jg. 16, H. 2, S. 101-123.
Abstract
"Solving global and local challenges efficiently requires as many diverse, educated, and knowledge-based viewpoints as possible. Regarding diversity in science, technology, engineering, and math (STEM), especially in the Information and Communications Technology (ICT) sector, men have dominated the field for decades. Even nowadays, when the study contents have highly diversified, a more significant share of men join STEM studies paths than women. Based on a literature review, we explore and analyse reasons explaining why women choose or do not choose ICT studies at higher education institutions and what challenges they face in this path. The study collected current research-based views and extended the existing views on improving gender diversity in ICT studies. When choosing a future specialization, the society in which the child grew up, the family in which they were brought up, and the traditions they invested in are much more important than their gender. We have analysed the challenges and difficulties faced by women during the STEM pipeline based on the modern academic literature. Our recommendations can be considered and implemented in university and school organizing strategies and implementation models to achieve better gender balance. Researchers, universities, and organizations involved in ICT and STEM can apply our findings to future-proof their efforts to develop more efficient all-gender supportive operational models." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gendered wage returns to changes in non-routine job tasks: Evidence from Germany (2024)
Zitatform
Wicht, Alexandra, Nora Müller & Reinhard Pollak (2024): Gendered wage returns to changes in non-routine job tasks: Evidence from Germany. In: Research in Social Stratification and Mobility, Jg. 93. DOI:10.1016/j.rssm.2024.100963
Abstract
"The labor market exhibits persistent occupational segregation by gender, with women and men performing distinct job tasks within their occupations. Prior research suggests that non-routine job tasks generally lead to higher wages, especially in digitally advancing contexts. However, these findings are largely based on crosssectional data and neglect gender as a relevant dimension of inequality. We analyze three-wave panel data over nine years from the German National Educational Panel Study to explore the relationship between changes in non-routine job tasks and wages by gender. Given the constrained wage-setting opportunities within German firms, we further examine whether the association between task changes and wages differs for employees with and without job changes, both within and across occupational segments. Our fixed-effect regression analyses reveal gender-specific associations between changes in non-routine job tasks and wage increases. Men benefit from performing more complex and autonomous tasks, with additional gains when an inter-segmental job change accompanies the increase in complex job tasks. Conversely, women do not see wage benefits from enhancements in either complex or autonomous job tasks. These findings underscore the gendered patterns of wage increases associated with advancements in non-routine job tasks, with men profiting intra-individually from shifts towards more non-routine job tasks." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))