Arbeit 4.0 und Gender – Mehr Geschlechtergerechtigkeit durch flexible Arbeitsmodelle?
Mobiles Arbeiten in einer flexibilisierten Arbeitswelt birgt einerseits Chancen für eine bessere Vereinbarkeit von Beruf und Familie, andererseits aber auch die Gefahr der Selbstausbeutung durch die Entgrenzung von Arbeit und Freizeit. Wie wirken sich flexible Arbeitsmodelle auf Berufs- und Karriereverläufe und die partnerschaftliche Aufteilung von Erwerbs- und Familienarbeit aus?
In diesem Themendossier finden Sie aktuelle Literatur und weiterführende Links zu den Auswirkungen mobiler Arbeit auf die Arbeits- und Lebenssituation von Frauen und Männern.
Im Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
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Literaturhinweis
Remote Work, Gender Ideologies, and Fathers’ Participation in Childcare during the COVID-19 Pandemic (2024)
Zitatform
Carlson, Daniel L., Skye McPherson & Richard J. Petts (2024): Remote Work, Gender Ideologies, and Fathers’ Participation in Childcare during the COVID-19 Pandemic. In: Social Sciences, Jg. 13, H. 3. DOI:10.3390/socsci13030166
Abstract
"During the early days of the COVID-19 pandemic, remote work became the new reality for many fathers. Though time availability theory suggests that this newfound flexibility should lead to more domestic labor on the part of fathers, many were skeptical that fathers would step up to shoulder the load at home. Indeed, the findings are decidedly mixed on the association of fathers’ remote work with their performance of housework and childcare. Nonetheless, research has yet to consider how contextual factors, such as fathers ’ gender ideologies and mothers’ employment, may condition these associations. Using data from Wave 1 of the Study on U.S. Parents’ Divisions of Labor During COVID-19 (SPDLC), we examine how gender ideology moderates the association between fathers’ remote work and their performance and share of childcare during the early days of the COVID-19 pandemic in both sole-earner and dual-earner families. The results show, for sole-earning fathers and dual-earner fathers with egalitarian gender attitudes, that the frequency of remote work was positively associated with fathers performing more, and a greater share of, childcare during the pandemic. Yet, only dual-earner fathers with egalitarian gender attitudes performed an equal share of childcare in their families. These findings suggest that the pandemic provided structural opportunities for fathers, particularly egalitarian-minded fathers, to be the equally engaged parents they desired." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Knowing your place: the role of occupational status in fathers' flexible working (2024)
Zitatform
Ewald, Alina, Emilee Gilbert & Kate Huppatz (2024): Knowing your place: the role of occupational status in fathers' flexible working. In: Community, work & family, Jg. 27, H. 4, S. 454-471. DOI:10.1080/13668803.2023.2207717
Abstract
"This study explored how fathers’ occupational status shapes their constructions, experiences, and negotiations of Flexible Working. In particular, we examined whether occupational status impacted men’s access to, and the acceptability of using FWAs for the purposes of care. Data from semi-structured interviews with 43 working fathers from diverse occupational roles within the Australian financial sector were analysed using Foucauldian discourse analysis. Findings suggest that fathers’ access to flexibility is contingent upon and shaped by their position in the organisational hierarchy. Fathers in ‘higher-status’ roles reported significant power and agency in their access to and adoption of FWAs. However, a major barrier to their use of flexibility was the discursively constructed expectation that men in these positions should be dedicated to their paid work role and career progression rather than caring for their child(ren). In contrast, men in ‘lower-status’ roles lacked autonomy, agency, and power in relation to accessing flexibility for caring purposes. These fathers reported being closely monitored in their paid working roles, having little flexibility available to them in these roles, and felt trepidatious about even requesting FWAs for caring for their child(ren)." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labor Market Institutions and Fertility (2024)
Zitatform
Guner, Nezih, Ezgi Kaya & Virginia Sánchez-Marcos (2024): Labor Market Institutions and Fertility. (HCEO working paper / Human capital and economic opportunity global working group 2024,006), Chicago, Ill., 74 S.
Abstract
"Among high-income countries, fertility rates differ significantly, with some experiencing total fertility rates as low as 1 to 1.3 children per woman. However, the reasons behind low fertility rates are not well understood. We show that uncertainty created by dual labor markets, the coexistence of temporary and open-ended contracts, and the inflexibility of work schedules are crucial to understanding low fertility. Using rich administrative data from the Spanish Social Security records, we document that temporary contracts are associated with a lower probability of first birth. With Time Use data, we also show that women with children are less likely to work in jobs with split-shift schedules. Such jobs have a long break in the middle of the day, and present a concrete example of inflexible work arrangements and fixed time cost of work. We then build a life-cycle model in which married women decide whether to work, how many children to have, and when to have them. Reforms that eliminate duality or split-shift schedules increase women's labor force participation and reduce the employment gap between mothers and non-mothers. They also increase fertility for women who are employed. Reforming these labor market institutions and providing childcare subsidies would increase the completed fertility of married women to 1.8 children." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Support on the way to the top? The effects of family-friendly flexible working arrangements in organisations on the promotion of women to management positions - the case of Germany (2024)
Zitatform
Wanger, Susanne (2024): Support on the way to the top? The effects of family-friendly flexible working arrangements in organisations on the promotion of women to management positions - the case of Germany. In: The International Journal of Human Resource Management, Jg. 35, H. 15, S. 2475-2513., 2024-04-17. DOI:10.1080/09585192.2024.2347637
Abstract
"Frauen sind in Führungspositionen noch immer deutlich unterrepräsentiert, auch wenn sie ihren Anteil in den letzten Jahren leicht steigern konnten. Mithilfe signaltheoretischer Argumente untersucht diese Studie, ob familienfreundliche flexible Arbeitsvereinbarungen (FFWAs) in Organisationen dazu beitragen, die interne Beförderung von Frauen in Führungs- oder Führungspositionen zu steigern und so die bestehende geschlechtsspezifische Führungslücke zu verringern. Dieser Effekt wird anhand von Längsschnittdaten für deutsche Arbeitsplätze und Arbeitnehmer untersucht, die 1.631 Unternehmen und 314.201 Arbeitnehmer abdecken, sowie anhand logistischer Regressionsmodelle mit festen Effekten. Die Ergebnisse zeigen, dass die Einführung von FFWAs die Chancen auf interne Beförderungen in Aufsichts- oder Führungspositionen für Mitarbeiter verbessert, wobei Frauen und Männer gleichermaßen profitieren. Wenn ich jedoch eine breitere Definition verwende, die auch hochqualifizierte Fachkräfte umfasst, kann die Einführung von FFWAs bessere Aufstiegschancen für Frauen bieten. Zweitens erhöhen FFWAs die Wahrscheinlichkeit, in Führungspositionen mit reduzierter Arbeitszeit befördert zu werden, und dieser Effekt ist bei Männern etwas stärker. Drittens wurden überraschenderweise keine signifikanten positiven Auswirkungen von FFWAs auf die Beförderung von Müttern in Führungspositionen festgestellt. Diese Ergebnisse zeigen, dass es für Frauen trotz organisatorischer Unterstützung weiterhin schwierig ist, Führungspositionen zu erreichen und gleichzeitig Familie und Beruf zu vereinbaren." (Autorenreferat, IAB-Doku)
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Literaturhinweis
The gendered effect of an overwork climate and high personal standards for work–home conflict during the pandemic (2024)
Zitatform
Žiedelis, Arūnas, Jurgita Lazauskaitė-Zabielskė & Ieva Urbanavičiūtė (2024): The gendered effect of an overwork climate and high personal standards for work–home conflict during the pandemic. In: Economic and Industrial Democracy, Jg. 45, H. 2, S. 470-488. DOI:10.1177/0143831X231167497
Abstract
"Although working from home and various other forms of flexible work are often presented as measures to strengthen work–life balance, research depicts a less optimistic picture. Previous research has shown that the impact of telework on work–home conflict is controversial, depending on various factors that are also frequently gender-specific. In this study, the authors evaluate and compare the effects of external expectations (i.e., an organizational overwork climate) and internal expectations (i.e., high personal standards) on changes in work–home conflict between working men and women during theCOVID-19 pandemic in Lithuania. Both types of expectations were associated with difficulties reconciling work and private life. Due to their interactions with stereotypical gender roles, organizational expectations encouraging overtime work had a more pronounced effect on male employees. Results suggest that an overwork climate within organizations is a problem not only for employees’ well-being but also poses a risk to gender equality in work and private life." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
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 (2023)
Zitatform
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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Literaturhinweis
Digitalisierung der Arbeit – eine Zwischenbilanz aus Geschlechterperspektiven (2023)
Carstensen, Tanja;Zitatform
Carstensen, Tanja (2023): Digitalisierung der Arbeit – eine Zwischenbilanz aus Geschlechterperspektiven. In: WSI-Mitteilungen, Jg. 76, H. 5, S. 374-382. DOI:10.5771/0342-300X-2023-5-374
Abstract
"Die Digitalisierung der Arbeitswelt seit der Mitte der 2010er Jahre wurde früh mit weitreichenden Hoffnungen und Befürchtungen für Veränderungen in den Geschlechterverhältnissen diskutiert. Mittlerweile liegen diverse, ein breites Feld an Fragen umspannende empirische Studien vor. Nach einigen Vormerkungen zum Verhältnis von Gender und Technik resümiert der Beitrag die bisherigen Befunde entlang von fünf Themenfeldern, die sich als Schwerpunkte der Digitalisierungsforschung aus Geschlechterperspektiven herausgebildet haben: 1. Ortsflexibilisierung / Homeoffice, 2. Plattformen, 3. Automatisierung und neue Anforderungen, 4. Diskriminierung durch Algorithmen und KI und 5. mangelnde Diversität und (globale) Ungleichheiten in der Technikentwicklung. Die Autorin schließt mit einer Zwischenbilanz dieser bisher vorliegenden Befunde und benennt weiteren Forschungsbedarf." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Flexible Working and the Division of Housework and Childcare: Examining Divisions across Arrangement and Occupational Lines (2023)
Zitatform
Chung, Heejung & Cara Booker (2023): Flexible Working and the Division of Housework and Childcare: Examining Divisions across Arrangement and Occupational Lines. In: Work, Employment and Society, Jg. 37, H. 1, S. 236-256. DOI:10.1177/09500170221096586
Abstract
"Using the UK Household Longitudinal Study we examine how flexible working is associated with the division of housework and childcare among dual-earner heterosexual couples with young children. Although flexible working may enable better work-family integration, it can also reinforce traditional divisions of domestic labour where women perform more housework and childcare. The degree to which this occurs may vary across arrangements due to differences in the flexibility and permeability of boundaries. We also expect occupational variations but in a paradoxical manner; the constraints and resources workers have may cause the associations to conflict with assumptions based on gender role attitudes. Results show that arrangements that allow more boundary blurring, such as homeworking, are associated with more traditional divisions of childcare but not necessarily of housework. Flexitime, especially for the lower-skilled/paid occupations, enables a more egalitarian division of labour, possibly because it is used to maximise households’ working hours and income." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Beyond the “Comforts” of work from home: Child health and the female wage penalty (2023)
Kouki, Amairisa;Zitatform
Kouki, Amairisa (2023): Beyond the “Comforts” of work from home: Child health and the female wage penalty. In: European Economic Review, Jg. 157. DOI:10.1016/j.euroecorev.2023.104527
Abstract
"Using data on American women and the health status of their children, this paper provides estimates of the effect of remote work on female wages. A temporary child health shock, which does not affect a woman's labor market outcomes beyond inducing her to work at home, is used as an instrument. Instrumental variable estimates indicate a substantial wage penalty that is more likely attributed to women's choices or assignments of less promotable job tasks when working from home. The findings are valuable in assessing the costs associated with remote flexibility, especially when children are required to stay at home during episodes of illness." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))
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Literaturhinweis
Digitalisierung der Arbeit und Auswirkungen auf das Geschlechterverhältnis: Allgemeine Entwicklungsmuster am Beispiel der Büroarbeit - eine empirische Untersuchung (2023)
Kutzner, Edelgard; Roski, Melanie; Kaun, Lena; Ulland, Ninja;Zitatform
Kutzner, Edelgard, Melanie Roski, Lena Kaun & Ninja Ulland (2023): Digitalisierung der Arbeit und Auswirkungen auf das Geschlechterverhältnis: Allgemeine Entwicklungsmuster am Beispiel der Büroarbeit - eine empirische Untersuchung. (Hans-Böckler-Stiftung. Study 484), Düsseldorf: Hans-Böckler-Stiftung, Düsseldorf, 214 S.
Abstract
"Konsequent aus einer Geschlechterperspektive heraus geht die Studie der Frage nach, wie sich die Digitalisierung auf die Arbeit von Frauen und Männern auswirkt, welche Faktoren relevant sind und wie dieser Prozess im Sinne guter, geschlechtergerechter Arbeit gestaltet werden kann. Am Beispiel der Sachbearbeitung konnte festgestellt werden: Die (Neu-)Ordnungen der Geschlechterverhältnisse sind widersprüchlich - ein Ergebnis, das sich auf andere Arbeitsbereiche übertragen lässt. Die neuen Formen der Arbeitsorganisation entscheiden darüber, ob die Digitalisierung eher ein Risiko oder eine Chance für mehr Geschlechtergerechtigkeit darstellt." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Working from Home and Work-Family Conflict (2023)
Zitatform
Laß, Inga & Mark Wooden (2023): Working from Home and Work-Family Conflict. In: Work, Employment and Society, Jg. 37, H. 1, S. 176-195. DOI:10.1177/09500170221082474
Abstract
"Longitudinal evidence on whether, and under what conditions, working from home is good or bad for family life is largely absent. Using 15 waves of data from the Household, Income and Labour Dynamics in Australia Survey, this study investigates the association between working from home and work–family conflict among parents. Fixed-effects structural equation models reveal that more hours worked at home are associated with less work–family conflict. This association, however, is only sizeable (and significant) for those working most of their hours at home. Furthermore, mothers benefit significantly more from home working than fathers. Additionally, mediation analysis suggests the association between working from home and work–family conflict is partly mediated by the level of schedule control, commuting time, and unsocial work hours. Whereas increased schedule control and less commuting among home workers reduce work–family conflict, home working is also associated with more unsocial work hours, which increases work–family conflict." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Living to Work (from Home): Overwork, Remote Work, and Gendered Dual Devotion to Work and Family (2023)
Zitatform
de Laat, Kim (2023): Living to Work (from Home): Overwork, Remote Work, and Gendered Dual Devotion to Work and Family. In: Work and occupations, S. 1-36. DOI:10.1177/07308884231207772
Abstract
"Contemporary North American work culture is characterized by experts as one of overwork. Throughout much of the previous century, many parents devoted themselves either to their careers, or to their families. These “competing devotions” served as a cultural model for making sense of the world and alleviated the tension between overwork and family life. Data from interviews with 84 IT workers are used to examine whether devotion to work and family is still experienced as oppositional for working parents. I find that interviewees report feeling devoted both to their families and their careers, which I refer to as dual devotion. Such espousals of dual devotion are facilitated by the use of flexible work policies—remote work and flextime—which enable those with dual devotions to accomplish work–life integration. However, whereas men perceive remote work as allowing them to dedicate more time to childcare, women perceive it as allowing them to dedicate more time to work. These findings advance our understanding of the relationship between gender inequality and the experiential dimensions of work and family time: the practices that enable dual devotions, in particular remote work, help parents maintain an orientation to time that makes overwork more palatable. In either case, workplaces win since women are working long hours and men are not sacrificing paid work hours to take on more childcare or housework." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Technological Progress, Occupational Structure and Gender Gaps in the German Labour Market (2022)
Zitatform
Bachmann, Ronald & Myrielle Gonschor (2022): Technological Progress, Occupational Structure and Gender Gaps in the German Labour Market. (IZA discussion paper 15419), Bonn, 39 S.
Abstract
"We analyze if technological progress and the corresponding change in the occupational structure have improved the relative position of women in the labour market. We show that the share of women rises most strongly in non-routine cognitive and manual occupations, but declines in routine occupations. While the share of women also rises relatively strongly in high-paying occupations, womens' individual-level wages lag behind which implies within-occupation gender wage gaps. A decomposition exercise shows that composition effects with respect to both individual and job characteristics can explain the rise of female shares in the top tier of the labour market to an extent. However, the unexplained part of the decomposition is sizeable, indicating that developments such as technological progress are relevant." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Die Folgen der Digitalisierung für die Geschlechterungleichheit auf dem Arbeitsmarkt – Substituierbarkeitspotenziale und die Beschäftigungsentwicklung bei Frauen und Männern (2022)
Zitatform
Burkert, Carola, Katharina Dengler & Britta Matthes (2022): Die Folgen der Digitalisierung für die Geschlechterungleichheit auf dem Arbeitsmarkt – Substituierbarkeitspotenziale und die Beschäftigungsentwicklung bei Frauen und Männern. In: Sozialer Fortschritt, Jg. 71, H. 1, S. 3-27., 2021-09-01. DOI:10.3790/sfo.71.1.3
Abstract
"Die fortschreitende Digitalisierung hat Auswirkungen auf die Arbeitswelt und damit auch auf die bestehenden Geschlechterungleichheiten am Arbeitsmarkt. Es gibt sowohl Argumente, dass die Digitalisierung zu einer Verschärfung als auch zu einer Nivellierung der bestehenden Geschlechterungleichheiten am Arbeitsmarkt beitragen kann. Der vorliegende Beitrag zeigt deskriptiv, dass Frauen im Durchschnitt seltener als Männer substituierbare Tätigkeiten – auch über alle Anforderungsniveaus hinweg – erledigen. Daraus ist jedoch keineswegs abzuleiten, dass Frauen eher von der Digitalisierung profitieren. Denn nicht nur die technologischen Möglichkeiten variieren in den Berufen sehr stark, sondern die Substituierbarkeitspotenziale werden auch nicht immer und sofort realisiert. In den multivariaten Analysen zeigt sich, dass der Zusammenhang zwischen den Substituierbarkeitspotenzialen und der Beschäftigungsentwicklung für Frauen und für Männer negativ ist. Vor allem in Berufen mit hohen Substituierbarkeitspotenzialen und niedrigem Frauenanteil ist die Beschäftigung zwischen 2013 und 2016 gesunken. Insgesamt lässt sich resümieren, dass Digitalisierung einen Beitrag für die Nivellierung von Geschlechterungleichheiten entfalten könnte. Es kommt jedoch darauf an, wie Technologien gestaltet und eingesetzt werden." (Autorenreferat, IAB-Doku)
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Literaturhinweis
The effects of AI on the working women lives (2022)
Collett, Clementine; Gomes, Livia Gouvea; Neff, Gina;Zitatform
Collett, Clementine, Gina Neff & Livia Gouvea Gomes (2022): The effects of AI on the working women lives. Paris ; New York, NY ; Washington, DC, 81 S.
Abstract
"The development and use of Artificial Intelligence (AI) continue to expand opportunities for the achievement of the 17 United Nations Sustainable Development Goals (SDGs), including gender equality. Taking a closer look at the intersection of gender and technology, this collaboration between UNESCO, the InterAmerican Development Bank (IDB) and the Organisation for Economic Co-operation and Development (OECD) examines the effects of AI on the working lives of women. This report describes the challenges and opportunities presented by the use of emerging technology such as AI from a gender perspective. The report highlights the need for more focus and research on the impacts of AI on women and the digital gender gap, in order to ensure that women are not left behind in the future of work." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Organization of Networking and Gender Inequality in the New Economy: Evidence from the Tech Industry (2022)
Zitatform
Mickey, Ethel L. (2022): The Organization of Networking and Gender Inequality in the New Economy: Evidence from the Tech Industry. In: Work and occupations, Jg. 49, H. 4, S. 383-420. DOI:10.1177/07308884221102134
Abstract
"In the new economy, with shrinking organizational supports and increased precarity for professional workers, networking has intensified as an entrepreneurial career management strategy. Networking is embedded in the logic of new work organizations, but less attention has been paid to its impact on gender inequality. Through fifty interviews with workers from one tech company and nine months of observations, I ask: (1) In the new economy, with intense networking demands, how does gender structure the networking strategies of workers? And (2) How does the organization of networking contribute to gender inequality? I find that individuals draw on masculinity and femininity as they network in ways that reproduce gender status hierarchies. The structure and culture of networking disproportionately limit the careers of women compared to men by shaping their (1) networking approaches; (2) attitudes about networking; and (3) resources gained from networking. Men network by strategically socializing, confidently building informal relationships with other men through masculine activities and leveraging these relationships for key resources. Women cannot similarly access informal relationships, and so they engage in strategic networking, attending formal networking events that are less effective in providing career resources. Women embodying an elite, white femininity locate personal support in the company-sponsored women's network. However, this group reinforces organizational boundaries by gender and race. This article advances sociological literature on inequality in the new economy, drawing on gender theory to demonstrate how in elite, male-dominated industries like technology, networking contributes to the maintenance of gender inequalities." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Arbeit 4.0 geschlechtergerecht gestalten - Wandel, Risiken, Chancen (2022)
Weusthoff, Anja;Zitatform
Weusthoff, Anja (2022): Arbeit 4.0 geschlechtergerecht gestalten - Wandel, Risiken, Chancen. In: C. Rudolph, A. Reber & S. Dollsack (Hrsg.) (2022): Geschlechtergerechtigkeit und MINT, S. 247-264.
Abstract
"Der digitale Wandel trifft mit voller Wucht auch den Arbeitsmarkt: Kaum ein Beruf kommt ohne digitale Informations- und Kommunikationstechnologien oder spezialisierte Maschinen und Produktionsmittel aus. In der öffentlichen Debatte werden die Auswirkungen dieser Digitalisierung zugleich unterschätzt und überschätzt: Im Allgemeinen verengt sich der Blick auf den technolgischen Fortschritt in der Produktion von Waren, der unter dem Begriff "Industrie 4.0" bereits seit einigen Jahren in aller Munde ist. Gleichzeitig werden im Zuge des digitalen Wandels oft hohe Einbußen an Arbeitsplätzen vorhergesagt. Beide Annahmen greifen zu kurz und verstellen den Blick auf die vielfältigen Erscheinungsformen der Digitalisierung in der Arbeitswelt, auf ihre unterschiedlichen Effekte in den einzelnen Branchen - und auf die ungleichen Folgen digitaler Technlogien für das Erwerbsleben von Männern und Frauen. Digitalisierungsprozesse sind nicht geschlechtsneutral. Weil sie auf eine nach Geschlechtern hoch segregierte Arbeitswelt treffen, sind ihre Wirkungen auf die gleichberechtigte Teilhabe von Frauen am Arbeitsmarkt ambivalent. Wird die Digitalisierung politisch, tariflich und betrieblich unter Berücksichtigung der Geschlechterperspektive gestaltet, kann sie einen Beitrag zur Überwindung der geschlechtsspezifischen Ungleichheiten leisten. Der digitale Wandel in der Arbeitswelt und seine Effekte auf Frauen müssen daher vor dem Hintergrund bestehender Ungleichheiten und Benachteiligung bewertet werden. Der vorliegende Beitrag bietet einen breiteren Blick auf die Digitalisierung an: Ausgangspunkt der Darstellung sind die geschlechtsspezifische Segregation am Arbeitsmarkt und die Gender Gaps im Erwerbsleben. Diese strukturellen Ungleichheiten bilden den Hitnergrund für die Bewertung der vielfältigen Auswirkungen der Digitalisierung auf die Arbeitswelt. Das abschließende Fazit formuliert Konsequenzen für den Gestaltungsbedarf digitalisierter Erwerbsarbeit durch Sozialpartner und Politik." (Textauszug, IAB-Doku)
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Literaturhinweis
Spatial and temporal segmenting of urban workplaces: The gendering of multi-locational working (2021)
Zitatform
Burchell, Brendan, Darja Reuschke & Mary Zhang (2021): Spatial and temporal segmenting of urban workplaces. The gendering of multi-locational working. In: Urban studies, Jg. 58, H. 11, S. 2207-2232. DOI:10.1177/0042098020903248
Abstract
"Existing urban research has focused on gender differences in commuting patterns to and from homes, but has paid little attention to the gendered diversity in the spatiotemporal patterns of work. The increase in remote working and information and communications technology (ICT) work has been emphasised, but at the cost of exploring the full range of workplaces and multi-locational working observed in urban areas. This article develops a new classificatory system to analyse the spatiotemporal patterns of work in European cities using the 2015 6th European Working Conditions Survey. We identify 12 distinct spatiotemporal work patterns of full-time workers and investigate gender differences across these patterns against the backdrop of occupation, industrial sector, employment status, household composition and ICT use. Findings show that women are far more likely to be restricted to only working at the employer/business premises while men have more varied and complex spatiotemporal patterns of work. Multi-locational working rather than working at one workplace is a largely male phenomenon. Working exclusively at home is still a rarity, but combinations with employer premises and other workplaces are more common. We conclude that workplace research has been blinkered by narrow concerns of advances in mobile technologies and has been blind to the pervasive effects of spatiotemporal divisions in the working lives of men and women. The methodological and theoretical implications of this new perspective on workplaces for urban development and research are discussed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Fathers' Perceptions of the Availability of Flexible Working Arrangements: Evidence from the UK (2021)
Zitatform
Cook, Rose, Margaret O'Brien, Sara Connolly, Matthew Aldrich & Svetlana Speight (2021): Fathers' Perceptions of the Availability of Flexible Working Arrangements: Evidence from the UK. In: Work, Employment and Society, Jg. 35, H. 6, S. 1014-1033. DOI:10.1177/0950017020946687
Abstract
"A conditional right to request flexible working arrangements (FWAs) has existed for most UK employee parents since 2003. However, there are growing concerns about access, particularly among fathers. Using nationally representative data from the 2015 UK Household Longitudinal Survey, this article examines fathers? perceptions of the availability of hours reduction, schedule flexibility and working from home. Results show that almost one-third of fathers believe that FWAs that reduce working hours are unavailable to them, compared with one-tenth of mothers. There are no gender differences in perceptions of availability of schedule and location flexibility. Among fathers, those with lower education levels, in lower status occupations, working in the private sector and in workplaces that do not have trade union presence are more likely to believe that FWAs are unavailable. Therefore, even though most employees now have the right to request FWAs, a significant minority of fathers do not perceive FWAs to be available to them." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The gender earnings gap in the gig economy: evidence from over a million rideshare drivers (2021)
Cook, Cody; List, John A.; Hall, Jonathan; Diamond, Rebecca; Oyer, Paul;Zitatform
Cook, Cody, Rebecca Diamond, Jonathan Hall, John A. List & Paul Oyer (2021): The gender earnings gap in the gig economy. Evidence from over a million rideshare drivers. In: The Review of Economic Studies, Jg. 88, H. 5, S. 2210-2238. DOI:10.1093/restud/rdaa081
Abstract
"The growth of the “gig” economy generates worker flexibility that, some have speculated, will favour women. We explore this by examining labour supply choices and earnings among more than a million rideshare drivers on Uber in the U.S. We document a roughly 7% gender earnings gap amongst drivers. We show that this gap can be entirely attributed to three factors: experience on the platform (learning-by-doing), preferences and constraints over where to work (driven largely by where drivers live and, to a lesser extent, safety), and preferences for driving speed. We do not find that men and women are differentially affected by a taste for specific hours, a return to within-week work intensity, or customer discrimination. Our results suggest that, in a “gig” economy setting with no gender discrimination and highly flexible labour markets, women’s relatively high opportunity cost of non-paid-work time and gender-based differences in preferences and constraints can sustain a gender pay gap." (Author's abstract, IAB-Doku) ((en))