Zitatform

Betz, Julia, Wido Geis-Thöne & Axel Plünnecke (2026): Ingenieurinnen in Deutschland – Potenziale, Herausforderungen und Entwicklungen. Teil 1: Analyse und Handlungsempfehlungen. (IW-Gutachten / Institut der Deutschen Wirtschaft Köln), Köln, 49 S.

Abstract

"Deutschland steht im Innovationswettbewerb zunehmend unter Druck. Die Situation wird durch demografische Entwicklungen, sinkende Studierendenzahlen in technischen Fächern und Schwächen im Bildungssystem weiter verschärft. Vor diesem Hintergrund ist die stärkere Einbindung von Frauen in Ingenieur- und Informatikberufe von entscheidender Bedeutung, um Innovationskraft und Wettbewerbsfähigkeit zu sichern. Positiv ist vor diesem Hintergrund zu bewerten, dass der Anteil der Frauen unter allen Erwerbstätigen mit einem ingenieurwissenschaftlichen Studium (inklusive Informatik) in den letzten Jahren gestiegen ist, insbesondere unter jüngeren Erwerbstätigen. Die Frauenanteile sind dabei in Dienstleistungsbranchen wie Schule, Hochschule höher als in industriell geprägten Branchen. In den letzten Jahren haben sich auch der Anteil und die Anzahl ausländischer Frauen mit Ingenieurstudium unter den Erwerbstätigen erhöht. Die Erwerbstätigkeit von Ingenieurinnen ist sowohl in sozialversicherungspflichtigen Ingenieur- und Informatikberufen als auch in anderen Berufen oder als Beamte/Selbständige gewachsen. Betrachtet man die sozialversicherungspflichtige Beschäftigung in Ingenieur- und Informatikberufen, so sind auch hier die Frauenanteile in den letzten Jahren gestiegen – regional vor allem in den westdeutschen Flächenländern, die auf diehohen Frauenanteile im Osten Deutschlands aufholen konnten. Betrachtet man die Frauenanteile in den Ingenieur- und Informatikberufen auf Basis der 400 Kreise und Städte, so sind diese im Norden und Osten Deutschlands tendenziell etwas höher als im Westen und Süden. Die Frauenanteile in den einzelnen Ingenieurberufen unterscheiden sich zwischen den Fachrichtungen: In den Bereichen Rohstoffe, Chemie und Bau sind sie höher, während sie in den Ingenieurberufen der Metallverarbeitung und der Energie- und Elektrotechnik niedriger ausfallen. Etwa 30 Prozent der Frauen in Ingenieurberufen sind teilzeitbeschäftigt. Steigende Frauenanteile sind auch an den Hochschulen und in der Forschung gemessen durch Patentanmeldungen zu beobachten. Auch bei diesen Kennziffern bleibt aber deutliches Entwicklungspotenzial. Hier ist bereits an den Schulen und in der Berufsorientierung anzusetzen. Im Alter von 15 Jahren gibt es bei Mädchen und Jungen nur leichte Unterschiede bei den MINT-Kompetenzen, größer sind die Unterschiede bei Selbstkonzept und Interesse. Dabei sind junge Frauen noch einmal deutlich stärker für den Klimaschutz sensibilisiert als junge Männer. Aus Sicht der Unternehmen kommt den Ingenieurwissenschaften und der Informatik eine sehr große Bedeutung für Innovationen im Klimaschutz zu. Dazu ist der Bereich Gesundheit/Medizin ein großes Wachstumsfeld für die Ingenieurwissenschaften. Berechnet man die künftige Beschäftigung in den Ingenieur- und Informatikberufen in Szenarien, so wird demografiebedingt das Beschäftigungswachstum aus dem Zeitraum 2012 bis 2024 in der bevorstehenden Zeitphase bis 2035 deutlich zurückgehen. Im Aktivierungsszenario Frauen werden durch Berufs- und Studienorientierung und Mentoringprogramme Trends beim Zugang junger Frauen in die Ingenieur- und Informatikberufen zumindest zu einem Teil fortgeschrieben. Dadurch kann die Beschäftigung im Jahr 2035 gegenüber dem Basisszenario um 56.100 Frauen erhöht werden. Hierdurch entsteht ein Wertschöpfungszuwachs im Jahr 2035 in Höhe von 7,0 Milliarden Euro. Aus den Untersuchungen leiten sich Empfehlungen ab in den Handlungsfelder Berufsorientierung, familienfreundliche Arbeitswelt, familienfreundliche Infrastruktur, Zugang zu Weiterbildungsangeboten und Frauen in Führungspositionen." (Autorenreferat, IAB-Doku)

Zitatform

Bonesso, Sara & Federica Bressan (2026): Women in STEM careers through the lens of career construction theory: A study on females' experiences in persisting in the engineering field. In: Journal of vocational behavior, Jg. 164. DOI:10.1016/j.jvb.2025.104204

Abstract

"The persistence of female segregation in many science, technology, engineering, and mathematics (STEM) educational and occupational fields is largely ascribed to gender-specific barriers that women face during their lifespan. Relying on career construction theory, this study aims to increase the understanding of how women in STEM craft and develop their own career over time by attaining leadership positions, in comparison to their male counterparts. In this inductive qualitative research, drawing on career-based interviews on a sample of women and men in engineering, the narrative analysis reveals dynamic changes in women's career adaptability's resources (the 4C's: concern, control, curiosity, and confidence) across specific phases of the lifespan (education, early career, and upper leadership). This study expands our understanding of the role of women's agency in shaping their STEM careers, delineating the specific configurations of career adaptability resources they can deploy to constructively navigate their professional journey. Moreover, because career adaptability changes in response to environmental conditions, this study provides novel insights about the interplay between career adaptability resources and the most relevant contextual factors that support or inhibit women in the pursuit of their career development during each career phase. Overall, our research provides evidence that a lifespan approach to career development is particularly effective in sectors that are still characterized by gender norms. Practical implications are provided for women to help them self-regulate their careers, as well as for educational and organizational policies to help address the underrepresentation of women in the STEM workforce." (Author's abstract, IAB-Doku, ©2025 The Authors. Published by Elsevier Inc.) ((en))

Zitatform

Hooper, Helen (2026): An Evaluation of the Gender Inclusivity of UK Senior Academic Job Advertisements. In: Gender, work & organization, S. 1-17. DOI:10.1111/gwao.70092

Abstract

"Previous research demonstrates that small changes to the content of job advertisements can influence an applicant’s perceived fit with the role being advertised and has analyzed the effects of specific features on women. This paper presents an original gender inclusion analysis framework and reports on its use to critically assess 140 senior academic job adverts as an underexplored institutional mechanism that may help sustain gender inequality in academic leadership. This research concludes that such adverts are not gender inclusive, as most do not explicitly encourage nor support gender diversity, and many contain subtle signals that could increase women's perceived lack of fit with advertised roles; 41% of adverts utilized masculine wording, which could deter female candidates; just 15% (n = 21) prioritized women via a positive action statement; specific employee benefits, which could signal support for applicants with (child)caring responsibilities, were not prioritized, with 11% (n = 15) and 6% (n = 9) of adverts promoting family-friendly policies or an on-site nursery, respectively, and only 6% of roles were listed with a part-time working opportunity. 97% of institutes in this research held an Athena Swan Charter award in recognition of gender equality work, suggesting a lack of impact on recruitment and highlighting scope for development of gender-fair recruitment practices." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

Zitatform

Lavest, Chloé, Lucas G. Drouhot, Meta van der Linden & Frank van Tubergen (2026): Beyond the ‘integration paradox’: educational attainment similarly predicts gender discrimination among women and ethnic discrimination among minorities. In: European Sociological Review, Jg. 42, H. 1, S. 103-117. DOI:10.1093/esr/jcaf039

Abstract

"Highly educated individuals of immigrant origins perceive more ethnic discrimination than their less educated counterparts—a now well-established finding referred to as the ‘integration paradox’. In this paper, we study whether this purported paradox captures general educational effects on the lived experiences of historically disadvantaged populations going beyond the scope of integration among immigrants. We compare the educational gradient of perceptions of ethno-racial discrimination among ethnic minorities with the educational gradient of perceptions of gender discrimination among women. We also study intersectional dimensions in the experiences of minority women and those reporting multiple grounds for discrimination. Analyses based on representative data from two cross-sectional surveys in France - Trajectoires et Origines 1 and 2—involving over 35,000 respondents show that highly educated individuals, including both ethnic minorities and women, are more likely to report discrimination. Individuals who report discrimination on one ground are also more likely to report it on another ground. Our results suggest that the so-called integration paradox reflects more general educational effects on subjective experiences of exclusion that are not unique to immigrant-origin populations." (Author's abstract, IAB-Doku) ((en))

Zitatform

Leesch, Julia & Nicole Hiekel (2026): No Partner, No Children? Union Formation, Assortative Mating, and Educational Inequalities in Fertility in Germany. In: European Journal of Population, Jg. 42, H. 1. DOI:10.1007/s10680-026-09766-w

Abstract

"Education is linked to whether and with whom individuals form partnerships. However, it is largely unclear how educational differences in union formation and matching with equally, more, or less educated partners shape educational disparities in fertility. Using data from the German Socio-Economic Panel, we applied marginal structural models to investigate how higher education affects the probabilities of ever having a first and a second child, and to what extent these effects operate through union formation (having a partner or not) and assortative mating (having a highly educated partner or not). We compared women and men socialised in East and West Germany before reunification, two contexts with distinct gender and stratification regimes. Findings indicate that higher education influenced fertility directly and indirectly through partnership formation, but only marginally through partners’ education. Moreover, findings varied across contexts. In West Germany, higher education reduced women’s probability of becoming mothers but had minimal impact on second births. For men, higher education increased the probabilities of having both a first and a second child. These gendered effects emerged because higher education influenced fertility directly and indirectly via union formation. In East Germany, higher education had limited effects on fertility, except for increasing men’s secondbirth probabilities. These weak effects resulted from small direct effects, counterbalanced by indirect effects linking higher education and fertility through union formation and assortative mating. Our study contributes to debates about precursors to family formation, underscoring the importance of union formation as a mechanism linking education and fertility." (Author's abstract, IAB-Doku) ((en))

Zitatform

Nacache, Léa, Marie-Françoise Roy & Catherine Jami (2026): Towards gender equality in scientific organizations: assessment and recommendations. 126 S. DOI:10.24948/2026.03

Abstract

"Academies of science, medicine and engineering, along with international scientific unions, play an important role in shaping scientific agendas, recognizing scientific excellence, and advising policy-makers. In doing so, they influence whose expertise is visible and whose voices are heard in science. Persistent gender gaps within these organizations - relative to the share of women in the scientific workforce - raise questions about whether women scientists can participate, lead, and be recognized on equal terms." (Author's abstract, IAB-Doku) ((en))

Zitatform

Neville, Ruth & Athina Anastasiadou (2026): Gender dynamics in international student mobility: the case of the United Kingdom. (MPIDR working paper / Max Planck Institute for Demographic Research 2026-004), Rostock, 12 S. DOI:10.4054/mpidr-wp-2026-004

Abstract

"The gender composition of international student mobility (ISM) to the United Kingdom (United Kingdom) has historically favoured female students, but recent trends indicate a decline in their proportions. This paper investigates the changing trends of female international mobility to United Kingdom higher education. It utilises data from the United Kingdom Universities and Colleges Admissions Service (UCAS) on international undergraduate student applications by gender. This study examines evolving patterns of ISM from both European Union (EU) and non-European Union (non-EU) countries, as well as the trajectories of specific countries of origin. Our findings reveal a decline in the share of female students from non-EU countries since 2021, alongside a reduction in female applicants from the EU post-Brexit. Additionally, we observe that countries like Pakistan and India consistently send fewer female students, remaining below gender parity. Using a Generalised Linear Model (GLM), we model the share of female students and assess the influence of demographic, cultural, and policy factors on the share of female applications. Based on these findings, we provide policy recommendations aimed at promoting gender equity in international student recruitment to the United Kingdom." (Author's abstract, IAB-Doku) ((en))

Zitatform

Ransiek, Anna & Anina Mischau (2026): Being a woman or being a mathematician: Self and external perceptions of female early career researchers in a mathematical cluster of excellence. In: Current Sociology, Jg. 74, H. 3, S. 337-357. DOI:10.1177/00113921241298699

Abstract

"In Germany, equality between men and women in mathematics, particularly in scientific leadership positions, is far from being achieved. This is despite to different equality measures implemented over the last few decades. Grounded in sociology of knowledge, interaction theory, and field theory, this article analyzes possible causes and mechanisms that maintain gender differences in a mathematical cluster of excellence in which gender equality is formulated as a goal and implemented in various measures. Based on 65 semi-structured interviews, the focus is on the self-perceptions of female early career researchers as mathematicians, as well as the (gendered) attributions they have to deal with by (male and female) scientists in leadership positions against the background of the specific culture in a mathematical cluster of excellence. We highlight the tensions that female early career researchers identify in being regarded as women when they want to be perceived and recognized first as mathematicians. We shed light on how this tension is connected to the discipline and (re)produced by scientists in leadership positions in their patterns of interpretation about equality (measures)." (Author's abstract, IAB-Doku) ((en))

Zitatform

VanHeuvelen, Tom, Natasha Quadlin & Jordyn Wald (2026): Regrets, she's had a few: Gender and regret of computer science and engineering degrees. In: Social science research, Jg. 135. DOI:10.1016/j.ssresearch.2025.103298

Abstract

"In this article, we introduce a novel social fact that will be highly relevant for studies of gender inequality: women in computer science and, to a lesser extent, engineering fields report distinctly high levels of regret of their field of study compared to otherwise similar men. We develop expectations regarding gendered patterns of regret and examine them using nine waves of the Federal Reserve's Survey of Household Economics and Decisionmaking (SHED) between 2015 and 2023. Using regression decomposition techniques, we demonstrate that observed economic, occupation, industry, and sociodemographic characteristics fare poorly in explaining the high regret of women in these fields. In fact, these fields are defined by a uniquely large unexplained amount of regret among women. Our findings raise alarm for those who wish to open access to these critical CS/Engineering fields for women: such endeavors will likely fail unless deep cultural work is done to change the regret that many women feel after successfully entering these fields." (Author's abstract, IAB-Doku, © 2025 Published by Elsevier Inc.) ((en))

Zitatform

Vertelyte, Mante (2026): Affective Temporalities When Making It Within Academia. The Case of Early Career Female Scholars in STEM. In: Gender, work & organization, Jg. 33, H. 2, S. 572-582. DOI:10.1111/gwao.70068

Abstract

"Only few women make it to permanent academic positions in STEM (Science, Technology, Engineering, and Mathematics). While working under temporary contracts, early career scientists have to fulfill a complex set of tasks in a limited amount of time and develop their CVs to compete for a permanent position. Based on interviews with early career female scientists working in the field of astrophysics at Danish universities, the article examines the affective mattering of time in their aspirations of pursuing academic positions in STEM. Specifically, through the women's narratives around the practice and notion of “having time with the telescope, ” this article analyses how intensities around telescope time affectively shape the routines of academic work and future aspirations. Asking how time comes to affectively matter in the experiences of early career female astrophysicists, the article engages with feminist new materialism and affect theory. The analysis shows how telescope time becomes an affective temporal intensity that simultaneously entangles hopes and fears for the future, the embodied gendered (im)possibilities of making it within academia, and temporal discrepancies between fixed-term academic contracts and the infinitude of scientific goals and aspirations." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

Zitatform

Antoni, Manfred, Hans-Dieter Gerner, Robert Jäckle & Stefan Schwarz (2025): The Gender Pay Gap in University Student Internships. In: German Economic Review. DOI:10.1515/ger-2024-0130

Abstract

"Internships are an important and often mandatory part of academic education. They offer valuable insights into the labor market but can also expose students to negative aspects of the working world, such as gender pay disparities. We provide first evidence of a gender pay gap in mandatory internships, with women earning up to 21 % less per hour than men. This gap is not due to women choosing higher-quality internships over higher pay. Factors such as field of study, risk aversion, competitiveness, the focus of the internship, and firm characteristics account for a large share of the gap. Further analyses show that the internship pay gap is broadly similar to the wage gap at labor market entry among graduates. We discuss potential mechanisms through which the internship pay gap may be related to the entry wage gap." (Author's abstract, IAB-Doku, © DeGruyter Brill) ((en))

Zitatform

Baltrunaite, Audinga, Alessandra Casarico & Lucia Rizzica (2025): Women in economics: The role of gendered references at entry in the profession. In: European Economic Review, Jg. 180. DOI:10.1016/j.euroecorev.2025.105155

Abstract

"We study the presence and the extent of gender differences in reference letters for graduate students in economics and finance, and how they relate to early labor market outcomes. To these ends, we build a novel rich dataset and combine Natural Language Processing techniques with standard regression analysis. We find that men are described more often as standout and women as grindstone, i.e., hardworking and diligent; these differences are mainly driven by male letter writers, especially more senior ones. We then show that the former (latter) characteristics relate positively (negatively) with various subsequent career outcomes and that women obtain lower positive (marginally larger negative) returns from being described as standout (grindstone). We argue that, taken together, this evidence is consistent with the presence of implicit gender stereotypes as driving the observed differences in the way candidates are described." (Author's abstract, IAB-Doku, © 2025 Elsevier B.V. All rights are reserved, including those for text and data mining, AI training, and similar technologies.) ((en))

Zitatform

Bernhofer, Juliana, Luca Bonacini & Giuseppe Pignataro (2025): Nudging women towards pursuing their university careers. In: Economica, Jg. 92, H. 367, S. 883-919. DOI:10.1111/ecca.12577

Abstract

"This study explores the impact of light-touch interventions on the academic outcomes of female scholarship recipients. In a randomized trial involving nearly 2000 students at the University of Bologna, we delivered a targeted message highlighting how higher education can reduce the gender gap in the labour market, and boost employment prospects. The nudge increased the likelihood of meeting scholarship requirements by nearly 5 percentage points, alongside significant gains in passing exams with higher credit values, and a reduction in failed exams in the medium term, with no short-term effects. Notably, there was an improvement in grades during the July/August exam period, reflecting a shift towards prioritizing quality over quantity in academic efforts, even though grades were not part of the requirements for maintaining scholarships. Treated students exhibited enhanced academic focus and more strategic study habits, without increasing overall exam load. These findings highlight the potential of cost-effective informational nudges to drive meaningful changes for women facing financial and informational barriers, providing valuable insights for policies designed to support female students. The results emphasize the importance of well-timed informational interventions in helping women to make informed decisions about their education, ultimately enhancing their academic success and long-term economic prospects." (Author's abstract, IAB-Doku) ((en))

Abstract

"Die vorliegende Studie analysiert die Chancengerechtigkeit in wissenschaftlichen Karrieren in Deutschland im internationalen Vergleich auf Grundlage von Daten aus der aktuellen Ausgabe (2024) des She-Figures-Reports der EU. Ergänzend werden auch Daten u.a. aus dem neuen Bundesbericht Wissenschaftlerinnen und Wissenschaftler in einer frühen Karrierephase (BuWiK 2025) betrachtet. Im Mittelpunkt stehen geschlechterbezogene Ungleichheiten entlang verschiedener Karrierestufen, von der Promotion über die Beschäftigung von Forscherinnen nach Wirtschaftssektoren bis hin zur Karriereentwicklung von Wissenschaftlerinnen auf verschiedenen Stufen (Leaky Pipeline). Die Auswertungen zeigen, dass Deutschland trotz einiger Fortschritte weiterhin in nahezu allen Dimensionen und bei vielen Indikatoren des neuen She-Figures-Index unter dem EU-Durchschnitt liegt, zum Teil sehr deutlich. Besondere Herausforderungen bestehen in der vertikalen und horizontalen Geschlechtersegregation sowie beim Gender Pay Gap. Auf Basis der Ergebnisse und theoretischer Konzepte werden strukturelle und kulturelle Erklärungsansätze diskutiert und es wird ein Ausblick auf weitere Forschung gegeben, zur Generierung eines umfassenden Kenntnisstandes zu Chancendisparitäten und seinen Ursachen im Wissenschaftssystem. Hierzu zählt etwa die Herausarbeitung von Unterschieden (z.B. in der Leaky Pipeline) nach Fachdisziplinen und institutionellen Kontexten" (Textauszug, IAB-Doku)

Zitatform

Charles, Maria (2025): Minding the gap(s): The uneven gendering of engineering and computing work across Europe. In: International Journal of Comparative Sociology, S. 1-26. DOI:10.1177/00207152251372850

Abstract

"This study investigates variability across 31 European countries in the gender composition of engineering and computing (“tech”) occupations, and possible sociocultural drivers of this variability. As previously documented for other STEM domains and geographies, the largest tech gender gaps are in the most affluent societies of Europe (which are also most postmaterialist and gender-liberal culturally). Multilevel regression models explore key attitudinal and socioeconomic predictors of this gender segregation that have been identified through previous comparative research. Results show that men, but not women, who espouse postmaterialist values have higher odds of working in engineering or computing, and that the gender-specific effects of postmaterialist values account for a substantial share of cross-country variability. Findings are consistent with research suggesting a heightened salience of gender math stereotypes to career aspirations in societies that valorize individual self-expression and “doing what you love.”" (Author's abstract, IAB-Doku) ((en))

Zitatform

Franzke, Astrid & Astrid Springsgut (Hrsg.) (2025): Gleichstellung im Wandel. Neue Herausforderungen und Wege der Karriereentwicklung von Frauen in der Wissenschaft. (Frankfurter feministische Texte), Sulzbach: Helmer, 207 S.

Abstract

"Die Gleichstellungsarbeit hat in den letzten Jahrzehnten zu einer Erhöhung des Frauenanteils in der Wissenschaft beigetragen. Und doch vollzieht sich der kulturelle Wandel hin zu einer geschlechtergerechten Hochschule nur langsam. Mangelnde Sichtbarkeit der Leistungen, Unvereinbarkeit von Wissenschaft und Sorge, (fehlende) Planbarkeit und Abbrüche von Promotionsvorhaben kennzeichnen vorhandene Ausschlussmechanismen für Frauen in der Wissenschaft. Dieser Band untersucht, wie geschlechtergerechte Veränderungen der Hochschulstrukturen und eine diversitätssensible Wissenschaftskultur vor dem Hintergrund neuer Herausforderungen von Exzellenz, Geschlechtergerechtigkeit und Vielfalt von Karrierewegen erreicht werden können, um die Attraktivität des Wissenschaftssystems für Akademikerinnen zu erhöhen und ihren Karriereaufstieg zu ermöglichen. Er verbindet sowohl Perspektiven aus der empirischen Forschung als auch von Praktiker:innen im Feld der intersektionalen Gleichstellungsarbeit, der Karriere- und Nachwuchsförderung sowie der Personalentwicklung an Hochschulen und inspiriert somit aktuelle Diskurse." (Verlagsangaben, IAB-Doku)

Zitatform

Gërxhani, Klarita, Nevena Kulic, Alessandra Rusconi & Heike Solga (2025): Gender bias in evaluating assistant professorship applicants? Evidence from harmonized survey experiments in Germany and Italy. In: Social science research, Jg. 126. DOI:10.1016/j.ssresearch.2024.103113

Abstract

"This study investigates gender biases in the evaluation of applicants for assistant professorships in Germany and Italy. Drawing on the justification-suppression model of prejudice expression, we explore whether biases against women are expressed, suppressed, or even reversed in the appointment process, considering the different normative gender climates and gender equality strategies in the two countries. Using harmonized factorial survey experiments with professors of economics, political science, and social sciences, we found that women in Germany have an advantage both in perceived qualification for an assistant professorship and in the propensity to receive an interview invitation. In contrast, women in Italy are neither disadvantaged nor advantaged. We also examine whether gender biases exist when there is ambiguity about applicants' academic performance (co-authorship) and career commitment (parental leave). Our results reveal a co-authorship penalty and a parenthood premium in both countries, with no gender differences observed. Our exploratory country comparison suggests that Germany's proactive gender equality policies may be more effective in reducing the gender gap in assistant professor appointments compared to Italy's gender-neutral approach, by favoring equally qualified female applicants." (Author's abstract, IAB-Doku, © 2024 The Authors. Published by Elsevier Inc.) ((en))

Zitatform

Helppie-McFall, Brooke, Eric Parolin & Basit Zafar (2025): Career expectations and outcomes: Evidence (on gender gaps) from the economics job market. In: Journal of Public Economics, Jg. 248. DOI:10.1016/j.jpubeco.2025.105437

Abstract

"This paper investigates gender gaps in long-term career expectations and outcomes of PhD candidates in economics. For this purpose, we match rich survey data on PhD candidates (from the 2008–2010 job market cohorts) to public data on job history and publication records through 2022. We document four novel empirical facts: (1) there is a robust gender gap in career expectations, with females about 10 percentage points less likely to ex-ante expect to get tenure or publish regularly; (2) the gender gap in expectations is remarkably similar to the gap observed for academic outcomes; (3) expectations are similarly predictive of outcomes for males and females, and (4) gender gaps in expectations can explain about 22 % and 14 % of the ex-post gaps in tenure and publications, respectively. In addition, leveraging variation in relationship status at the time expectations are reported, we show that: conditional on gender, (1) expectations regarding tenure and publications do not differ systematically by relationship status, and (2) the predictive power of expectations does not differ by the relationship status of the individual." (Author's abstract, IAB-Doku, © 2025 The Authors. Published by Elsevier B.V.) ((en))

Zitatform

Kalpazidou Schmidt, Evanthia & Anna Vigsø Pedersen (2025): Beyond Policy: The Odyssey of Implementing GEPs in European Academia. In: Social Inclusion, Jg. 13. DOI:10.17645/si.9876

Abstract

"This article investigates the design and implementation of Gender Equality Plans (GEPs) across nine European universities within a university alliance, emphasizing the importance of context-specific interventions. It explores the diversity in GEPs’ content, structure, and implementation, as well as the organization of gender equality work, revealing how national policies, institutional priorities, and socio-cultural contexts shape these processes. Key challenges include gendered academic cultures, internal resistance, structural and organizational barriers, resource limitations, national commitment disparities, and deeply ingrained societal norms affecting gender equality. Drawing on complexity theory, this article advocates for gender-sensitive and context-aware frameworks to navigate the non-linear nature of institutional interventions in academia across diverse settings. Moreover, it offers insights into the implementation of GEPs within university alliances, a context underexplored in the literature. By examining the dynamics of GEP implementation across multiple institutions within a collaborative framework, the article uniquely contributes to understanding how alliances facilitate knowledge exchange, resource sharing, and collective learning, enhancing institutional capacity and fostering synergies to more effectively address gender inequalities." (Author's abstract, IAB-Doku) ((en))

Zitatform

Kleimann, Bernd, Thorsten Lenz, Carolin Luksche, Maike Reimer & Johanna Witte (2025): Etablierung des Karrierewegs der Tenure-Track-Professur im deutschen Wissenschaftssystem. Begleitstudie zum Bundesbericht Wissenschaftlerinnen und Wissenschaftler in einer frühen Karrierephase (BuWiK) 2025. Kassel, 193 S.

Abstract

"Die vorliegende Begleitstudie verfolgt dementsprechend das Ziel, der interessierten Öffentlichkeit Informationen zu der Frage an die Hand zu geben, inwieweit die TTP in Deutschland bis zum Jahr 2022/2023 etabliert ist. Die Etablierung wird dabei als multidimensionaler Prozess verstanden, der die diskursive Auseinandersetzung, die förderpolitische Integration, die gesetzliche und satzungsbezogene Verankerung sowie die quantitative Verbreitung der TTP im deutschen Karrieresystem umfasst. Zur Beantwortung der Frage nach der Etablierung der TTP im deutschen Wissenschafts- und Hochschulsystem wurden – wie erwähnt – das DZHW in Hannover und das IHF in München vom BMBF beauftragt. Die Durchführung der Studie erfolgte zwischen November 2022 und November 2023 in einem mit dem Auftraggeber abgestimmten arbeitsteiligen Vorgehen von DZHW und IHF. Der Auftrag umfasste die Bearbeitung der folgenden Arbeitspakete: - Arbeitspaket 1: Hintergründe der Einführung der Tenure-Track-Professur im deutschen Wissenschaftssystem und Entwicklung der rechtlichen Rahmenbedingungen - Arbeitspaket 2: Die Auswirkungen der Etablierung der Tenure-Track-Professur an den Hochschulen - Arbeitspaket 3: Die Tenure-Track-Professur im internationalen Vergleich. Der vorliegende Bericht stellt die Ergebnisse der Bearbeitung dieser Arbeitspakete vor. Er ist wie folgt gegliedert: Zunächst wird betrachtet, wie sich die wissenschaftspolitische Diskussion um Tenure-Track in Deutschland entwickelt hat. Das Kapitel informiert dabei über die Genese und den Verlauf des Diskurses um die TTP und über die Positionen der involvierten wissenschaftspolitischen Akteure. Es folgt ein Überblick über Förderprogramme für Wissenschaftler:innen in einer frühen Karrierephase, die von den Ländern, von wissenschaftlichen Einrichtungen und von Stiftungen aufgesetzt worden sind und das Tenure-Track-Programm flankieren oder ergänzen. Intention dieses Abschnitts ist es, einen Eindruck davon zu vermitteln, inwiefern der mit der breiten Einführung der TTP beabsichtigte Kulturwandel in der Ausgestaltung wissenschaftlicher Karrierewege im Rahmen des Fördersystems bereits erkennbar wird. Das anschließende Kapitel geht auf die Frage ein, in welcher Weise Tenure-Track auf der Ebene der Landesgesetzgebung verankert ist. Zur Strukturierung der Gesetzesanalyse werden dabei die Merkmale der TTP herangezogen, wie sie in der VV zwischen Bund und Ländern festgehalten worden sind. Dieselbe inhaltliche Strukturierung wird der folgenden Analyse der Satzungen von 35 Universitäten und gleichgestellten Hochschulen zugrunde gelegt. Beide Kapitel behandeln zusammen die Frage, in welcher Weise die TTP in Deutschland formal kodifiziert worden ist und welche Gemeinsamkeiten und Besonderheiten der Regelungen auf Landes- und Hochschulebene erkennbar sind. Im nächsten Kapitel werden statistische Daten zur Entwicklung der TTP in Deutschland im Vergleich zu etablierten, alternativen Karrierewegen (z. B. Juniorprofessuren ohne Tenure-Track, Nachwuchsgruppenleitungen sowie laufende und abgeschlossene Habilitationen) vorgestellt. Die zeitliche Entwicklung der unterschiedlichen Karrierewege wird anhand verschiedener statistischer Merkmale wie Geschlecht, Finanzierungsart, Beschäftigungsumfang und Beschäftigungsverhältnis aufgeschlüsselt. Zudem erfolgt eine Darstellung der fächergruppenspezifischen Verteilungsstrukturen der betrachteten Karrierewege zur Professur. Im letzten Schritt der Begleitstudie werden zur Einordnung des deutschen Tenure-Track-Systems in einen europäischen Referenzrahmen drei europäische Tenure-Track-Modelle porträtiert, nämlich diejenigen Österreichs, der Schweiz und der Niederlande, basierend auf einer kurzen Darstellung des US-amerikanischen Tenure-Track. Der Vergleich dient dazu, Gemeinsamkeiten des deutschen Modells mit Karrierestrukturen anderer Hochschulsysteme wie auch Unterschiede der deutschen Lösung im Vergleich mit der Handhabung von Tenure-Track in den benachbarten Ländern herauszuarbeiten." (Textauszug, IAB-Doku)

Zitatform

König, Johannes, Anne Otto, Kolja Briedis & Stefanie Gäckle (2025): Karriereentscheidungen und -verläufe Promovierter unter besonderer Berücksichtigung der Befristung. Begleitstudie zum Bundesbericht Wissenschaftlerinnen und Wissenschaftler in einer frühen Karrierephase (BuWiK) 2025. Kassel, 190 S.

Abstract

"Zielsetzung und Fragestellung der Studie In den letzten Jahren sind die Arbeitsbedingungen von Promovierenden und Promovierten im deutschen Hochschul- und Wissenschaftssystem zunehmend in das Zentrum einer kritischen Diskussion gerückt. Der Auslöser für diese intensive hochschulpolitische Debatte war insbesondere der hohe Anteil von befristeten Arbeitsverhältnissen beim wissenschaftlichen Personal. Ein wichtiger Kritikpunkt ist, dass Arbeitsverträge an Hochschulen oft deutlich kürzer ausfallen als die vorgesehenen Qualifikationsphasen. Wissenschaftliche Karrieren weisen daher oftmals keine durchgehende Beschäftigung auf, sondern zeichnen sich bestenfalls durch eine „lückenlose Aneinanderreihung mehrerer Arbeitsverträge“ aus. Wissenschaftliche Karrieren werden somit zu „gestückelten Kontinuitäten“ . Ein zentraler Kritikpunkt an dieser Befristungspraxis ist, dass der Wissenschaftsstandort Deutschland durch die aktuelle Befristungssituation Schaden nimmt, „der wegen der jahrelangen beruflichen Unsicherheit […] im internationalen Vergleich ebenso wie im Kontrast zu anderen Branchen kein attraktiver Arbeitgeber ist“ . Befürworter:innen der aktuellen Befristungspraxis sehen hingegen die Gefahr von einer „Verstopfung“ der Karrierewege, sodass nachfolgende Generationen mit schlechteren Zukunftsaussichten bei höheren Entfristungsquoten konfrontiert wären. Außerdem wird argumentiert, dass eine hohe Befristungsquote für eine „Bestenauslese“ unerlässlich sei, um Innovationen und Fortschritt weiterhin zu gewährleisten. Im Mittelpunkt dieser Studie stehen die Karriereentscheidungen und -verläufe von Promovierten unter besonderer Berücksichtigung von befristeten Beschäftigungsverhältnissen während und nach der Promotion. Es werden die folgenden Forschungsfragen analysiert: - Welche Verläufe weisen die Karrieren von Promovierten auf?  Welche Rolle spielt die Befristung von Beschäftigungsverhältnissen für Karriereentscheidungen und -verläufe von Promovierten inner- und außerhalb des akademischen Sektors? - In welchem Verhältnis stehen potenzielles Angebot an und Nachfrage nach Wissenschaftler:innen insgesamt für die kommenden Jahre in Deutschland? - Wie lässt sich vor dem Hintergrund der empirischen Befunde dieser Studie die Wettbewerbsfähigkeit der Hochschulen und AUFE auf dem nationalen Arbeitsmarkt einschätzen? Um die Bedeutung eines befristeten Arbeitsverhältnisses im Zuge von Karriereentscheidungen von Promovierten aufzeigen zu können, ist es zweckmäßig, die Karriereverläufe und -perspektiven im akademischen Sektor, aber auch in anderen Beschäftigungssektoren, zu analysieren." (Textauszug, IAB-Doku)

Zitatform

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))

Zitatform

Mähr, Maximilian (2025): Consequences of Affirmative Action: The Impact of Hiring a Female Professor. (CRC TR 224 discussion paper series / EPoS Collaborative Research Center Transregio 224 677), Bonn, 66 S.

Abstract

"This paper studies how appointing a female professor through affirmative action affects hiring decisions and gender attitudes of faculty. For identification I use the introduction of a nationwide affirmative action policy in Germany that provides subsidies to departments appointing women to permanent full professorships. Using administrative data on all academic personnel employed at German public universities, I find that exposure to a female professor increases the share of female Ph.D. students but leaves hiring of women among full professors, assistant professors, and postdoctoral researchers unaffected. The rise in female Ph.D. enrollment is driven by individuals who completed their undergraduate studies in the same department. Additional findings show that after a woman joins the department, young male faculty members increase their collaboration with female colleagues. Further, I document that research productivity and direction are unaffected by the presence of an additional woman." (Author's abstract, IAB-Doku) ((en))

Zitatform

Nyul, Boglarka, Inna Ksenofontov, Alexandra Fleischmann & Rotem Kahalon (2025): Brilliance as gender deviance: Gender-role incongruity as another barrier to women's success in academic fields. In: Journal of Experimental Social Psychology, Jg. 116. DOI:10.1016/j.jesp.2024.104680

Abstract

"“Brilliance,” a state of extreme intellectual ability, is stereotypically associated with men but not women. Research finds that portrayals of brilliance as a prerequisite for success contribute to women's underrepresentation in certain academic fields and high-level positions. In this work, we examined whether gender roles contribute to the perception of women as less brilliant. In four preregistered experimental studies (N = 920), we tested whether brilliance deviates from ascribed and prescribed gender roles more for women than for men and whether such deviation places women who display their brilliance at a higher risk of experiencing backlash. In Study 1, an average intelligent and a brilliant man were rated as more similar on gender-specific traits than an average intelligent and a brilliant woman. In Study 2, while intelligence and gender individually influenced prescriptions of masculinity and femininity, their interaction did not support larger differences for female targets, indicating a lack of differential expectations by gender and intelligence. Study 3 showed that brilliant women are more likely to experience backlash at work than brilliant men, while Study 4 demonstrated that while brilliance enhances professional desirability across genders, it decreases social desirability, suggesting social costs that could affect workplace dynamics. Our results support that brilliance can be considered a form of gender-role deviance for women and might lead to a backlash. This underscores the need for policies to counteract gendered stereotypes of brilliance, which hinder women's career advancement and contribute to the gender gap in the workplace." (Author's abstract, IAB-Doku, © 2024 The Authors. Published by Elsevier Inc.) ((en))

Zitatform

Sandner, Malte & Ipek Yükselen (2025): Unraveling the gender wage gap: Exploring early career patterns among university graduates. In: Scottish Journal of Political Economy, Jg. 72, H. 2, 2024-06-10. DOI:10.1111/sjpe.12405

Abstract

"A large body of literature has shown that the gender wage gap is small in the first years after graduation and increases gradually with age, largely because of family decisions, often a penalty caused by childbirth. However, the gender wage gap immediately after graduation has received less attention. Using a unique dataset that links 5000 university graduates with master's degrees or equivalent from a large German university to detailed employment records from the German social security register, we specifically analyze the gender wage gap at the first job and its dynamics during the initial years of their careers after graduation. We find that a significant gender wage gap already exists in the first job after graduation, even before most young individuals make family decisions. However, this gender wage gap decreases in the first year after entering the labor market and then increases slowly over time. We attribute this initial decrease in the gender wage gap to female university graduates experiencing greater returns from firm and occupational changes than their male counterparts. This suggests that women may use these changes to address skill mismatches, which are more common among women than men in their first job." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

Zitatform

Sievertsen, Hans H. & Sarah Smith (2025): Do female experts face an authority gap? Evidence from economics. In: Journal of Economic Behavior & Organization, Jg. 231. DOI:10.1016/j.jebo.2025.106912

Abstract

"This paper reports results from a survey experiment comparing the effect of (the same) opinions expressed by visibly senior, female versus male experts. Members of the public were asked for their opinion on topical issues and shown the opinion of either a named male or a named female economist, all professors at leading US universities. There are three findings. First, experts can persuade members of the public – the opinions of individual expert economists affect the opinions expressed by the public. Second, the opinions expressed by visibly senior female economists are more persuasive than the same opinions expressed by male economists. Third, removing credentials (university and professor title) eliminates the gender difference in persuasiveness, suggesting that credentials act as a differential information signal about the credibility of female experts." (Author's abstract, IAB-Doku, © 2025 The Author(s). Published by Elsevier B.V.) ((en))

Zitatform

Solga, Heike, Alessandra Rusconi & Sophie Hofmeister (2025): Gender biases in assistant professor recruitment: Does discipline matter? In: Research Policy, Jg. 54, H. 3. DOI:10.1016/j.respol.2024.105170

Abstract

"Higher education institutions have implemented various affirmative action policies aimed at increasing the representation of female professors, including measures to reduce gender bias in professorship appointments. This raises the question of whether gender bias still exists. Research on gender bias in assistant professor appointments remains sparse. We therefore examine whether gender bias in assistant professor recruitment exists and differs across disciplines (looking at mathematics/physics, economics/sociology/political science, and German studies). Our analysis is based on a factorial survey experiment with 1857 professors from German universities in 2020. We draw on Crandall and Eshleman's (2003) justification-suppression model to argue that gender policies can help suppress the expression of prejudices (negative stereotypes) against female applicants. Our results show that in all disciplines studied, female applicants receive higher ratings than male applicants, both for perceived qualification for an assistant professorship and for being invited for an interview. The female advantage is more pronounced in mathematics/physics when applicants are perceived to be equally qualified, suggesting a greater normative pressure to comply with gender-based preferential selection. In mathematics/physics, however, we also find a smaller premium for having received a research grant among female applicants. Overall, the observed female advantage is rather small in all disciplines studied." (Author's abstract, IAB-Doku, © 2025 The Authors. Published by Elsevier B.V.) ((en))

Zitatform

Wegrzyn, Eva & Anja Mallat (2025): Eine gute Geschichte? – Zur Rolle der Hochschulkommunikation bei der Sichtbarmachung von Wissenschaftlerinnen. In: Gender, Jg. 17, H. 1, S. 87-103. DOI:10.3224/gender.v17i1.07

Abstract

"Die Sichtbarkeit von Forschungsleistungen, sowohl in die akademische Fachwelt als auch in die breite Öffentlichkeit hinein, gewinnt zunehmend an Bedeutung. Beide Ebenen sind vergeschlechtlicht (Gender Visibility Gap). Dies zeigt sich darin, dass die Forschung von Wissenschaftlerinnen weniger sichtbar ist bzw. gemacht wird und somit weniger Anerkennung erhält als die von Kollegen, was neben anderen Faktoren dazu führen kann, dass Wissenschaftlerinnen das Hochschulsystem verlassen. Davon ausgehend stellt der Beitrag die Frage, welche Rolle der in diesem Kontext bisher wenig im Mittelpunkt der Forschung stehenden Hochschulkommunikation im Prozess der Sichtbarmachung von Wissenschaftlerinnen zukommt. Es wird vor dem Hintergrund macht- und repräsentationstheoretischer Perspektiven diskutiert, wie sich Mitarbeitende der Hochschulkommunikation im Prozess der Sichtbarmachung von Wissenschaftlerinnen positionieren und inwiefern sie sich hier in der (Mit-)Verantwortung sehen. Ein zentraler Befund ist, dass diese Akteursgruppe ihren Einfluss mit Rekurs auf wissenschaftsexterne, journalistische Kriterien, die es zu erfüllen gilt, ein Stück weit relativiert." (Autorenreferat, IAB-Doku)

Zitatform

Zamberlan, Anna, Diana Roxana Galos, Susanne Strauss & Thomas Hinz (2025): Fairness Evaluations of Higher Education Graduates’ Earnings: The Role of Female Preference for Equality and Self‐Interest. In: The British journal of sociology, Jg. 76, H. 3, S. 541-552. DOI:10.1111/1468-4446.13192

Abstract

"Educational and occupational horizontal segregation contribute significantly to economic inequalities, especially in contexts with a strong correspondence between fields of study and occupational outputs, such as in Germany. However, the extent to which individuals perceive disparities in economic returns across different fields of study as fair and the factors influencing these fairness evaluations remain largely unexplored. This study aims to understand fairness evaluations by assessing two theoretical explanations and their interrelation: (1) female preference for equality, where women generally favour smaller earnings disparities, and (2) biases leading to higher reward expectations for individuals in the same field of study as the evaluator. Our empirical research draws on a novel survey experiment from the German Student Survey (2021), in which higher education students evaluated the fairness of realistic earnings for graduates from various fields of study. These earnings relate to the entry phase of an individual's career, reflecting differences in economic returns exclusively tied to fields of study, independent of occupational or life trajectories. Our findings support the female preference for equality and self-interest theoretical perspectives, revealing that women and respondents in fields associated with lower-earning jobs tend to perceive greater unfairness. We further find evidence of an interaction between the two mechanisms, with women being particularly likely to perceive greater unfairness when it aligns with their self-interest." (Author's abstract, IAB-Doku) ((en))

Zitatform

Álvarez, Inma, Clare Horáčková & Jitka Vseteckova (2025): Early career mobility and health and wellbeing of female doctorate holders: A narrative review of the international literature. In: Gender, work & organization, Jg. 32, H. 1, S. 202-242. DOI:10.1111/gwao.13138

Abstract

"While in the last decade gender research has shown great interest in problems around work–life balance for women and the implications for their career mobility, the links between these and women's health and wellbeing have not been fully examined. This article reviews international research undertaken between 1980 and 2020 on the early career period of female doctorate holders. The focus is on the early career mobility (career progression as well as international, disciplinary, and sectorial mobility) of women with doctorates and the connections between their mobility and their physical and mental health and wellbeing. Guided by feminist theories on recurrent institutionalized and legitimized gender inequalities, our review identifies the establishment of inequity during the early career period for female doctoral graduates inside and outside academia and associates this with imbalances in mobility patterns, which are directly connected with their personal lives. The evidence found also suggests that women's health and wellbeing is mostly negatively impacted by these circumstances which may be contributing to women leaving academia or employment. Some improvements at institutional level are recommended as well as the need to continue challenging perceptions of gender roles and responsibilities." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

Zitatform

(2025): Akademiker/-innen. (Berichte: Blickpunkt Arbeitsmarkt / Bundesagentur für Arbeit), Nürnberg, o. S.

Abstract

"Der Allgemeine Teil beschreibt die Entwicklung von Erwerbstätigkeit, sozialversicherungspflichtiger Beschäftigung, Arbeitslosigkeit und gemeldeten Arbeitsstellen am Arbeitsmarkt für Akademikerinnen und Akademiker. Er enthält auch einen Überblick über die Entwicklung des akademischen Nachwuchs und des Berufseinstiegs von Bachelor und Masterabsolventinnen und -absolventen. Der Teil Berufsgruppen enthält Einschätzungen und aktuelle Daten zu den größeren akademischen Berufsgruppen, wie Ingenieurberufe, Informatik, Naturwissenschaften, Wirtschaftswissenschaften, Rechtswissenschaften, Medizin und Pharmazie, Sozialwesen, Lehrkräfte, Gesellschaftswissenschaften, Psychologie, Geisteswissenschaften und Publizistik." (Textauszug, IAB-Doku)

Zitatform

Antoni, Manfred, Hans-Dieter Gerner, Robert Jäckle & Stefan Schwarz (2024): When Women Learn That They Earn Less: The Gender Pay Gap in University Student Internships. (MPRA paper / University Library of Munich 122018), München, 34 S.

Abstract

"Internships are an important and often mandatory part of academic education. They offer valuable insights into the labor market but can also expose students to negative aspects of the working world, such as gender pay disparities. Our paper provides first evidence of a gender pay gap in mandatory internships, with women earning up to 7% less per hour than men. Notably, this gap is not due to women choosing higher-quality internships over higher pay. Further analyses show that the internship pay gap is similar in magnitude to the labor market entry wage gap among graduates. We discuss potential mechanisms by which the internship pay gap may contribute to the graduation wage gap and present empirical evidence to support this." (Author's abstract, IAB-Doku) ((en))

Zitatform

Bartsch, Simone, Guido Bünstorf, Anne Otto & Maria Theißen (2024): Are Employment Trajectories of STEM Doctoral Degree Holders Gender-Specific? Evidence from a Large German Technical University. In: C. Gross & S. Jaksztat (Hrsg.) (2024 ): Career Paths Inside and Outside Academia (=Soziale Welt. Special Edition 26), S. 89-129, 2022-10-26. DOI:10.5771/9783748925590-89

Abstract

"Um den vorhandenen Talentpool optimal zu nutzen, profitiert die Gesellschaft von einem ausgewogenen Geschlechterverhältnis in den verschiedenen Beschäftigungssektoren. Allerdings sind in Deutschland insbesondere in den MINT-Bereichen (Mathematik, Informatik, Naturwissenschaften, Technik) Frauen als Forscherinnen und Professorinnen an Universitäten sowie außeruniversitären Forschungseinrichtungen unterrepräsentiert. Um die Karrierewege von Promovierten besser zu verstehen, untersuchen wir die kritische Übergangsphase nach der Promotion. Auf der Grundlage umfangreicher prozessgenerierter Daten für eine große deutsche technische Universität untersuchen wir den Zusammenhang zwischen Beschäftigungssektor und Beschäftigungsvolumen während und nach der Promotion. Die Ergebnisse einer Sequenzanalyse deuten darauf hin, dass die Beschäftigungsverläufe von Männern und Frauen ähnlichen Mustern folgen, sich die Prävalenz einzelner Sequenzmuster allerdings deutlich nach Geschlecht unter scheidet. Unsere Ergebnisse deuten auf eine erhebliche Pfadabhängigkeit in den Erwerbsbiografien hin. Die Regressionsergebnisse zeigen keine geschlechtsspezifischen Unterschiede in Bezug auf die Sektorenwahl nach der Promotion, wenn man sektorspezifische Berufserfahrung und Fächerunterschiede berücksichtigt. Wenn wir jedoch zwischen Männern, Frauen ohne Kinder und Frauen mit Kindern (Müttern) unterscheiden, stellen wir fest, dass Frauen mit Kindern im Vergleich zu Männern eher im Hochschulsektor bleiben. Sowohl Frauen ohne Kinder als auch Frauen mit Kindern sind in den Jahren nach Abschluss der Promotion deutlich seltener vollzeitbeschäftigt als Männer." (Autorenreferat, IAB-Doku, © Nomos)

Zitatform

Dahmen-Adkins, Jennifer & Andrea Wolffram (Hrsg.) (2024): Wissenschaftskarrieren und Gender Bias. Chancengerechtigkeit an Hochschulen zwischen formellen Vorgaben und informellen Einflüssen. Opladen: Budrich, 240 S. DOI:10.3224/84742580

Abstract

"Wie gestaltet sich der soziale Wandel mit Blick auf Chancengerechtigkeit in Wissenschaftskarrieren? Wie kann dem Gender Bias hier strukturell und nachhaltig entgegengewirkt werden? Der Sammelband verfolgt einen doppelten Fokus auf diesen Wandel hin zu einer Steigerung der Chancengerechtigkeit in wissenschaftlichen Karrieren. Die Beiträge analysieren die Erfahrungen von Wissenschaftler*innen sowie von mikropolitisch agierenden Stakeholdern in den Forschungsorganisationen und geben Antworten auf die Frage nach Chancengerechtigkeit auf nationaler und europäischer Ebene. Im ersten Teil konzentrieren sich die Beiträge auf jeweils ein spezifisches Stadium einer Wissenschaftskarriere und die Erfahrungen und Handlungsweisen der Wissenschaftler*innen. Hierbei kommt sozialen Beziehungen und Netzwerken eine grundlegende Bedeutung zu. Inwieweit können diese als illegitime Praxis oder aber als Teil des Wissenschaftsalltags betrachtet werden? Dieser Frage nähern sich die Beiträge insbesondere im Vergleich zu Maßnahmen, die Chancengleichheit fördern. Der zweite Teil widmet sich den organisationalen Bedingungen der Hochschul- und Forschungseinrichtungen unter Berücksichtigung aktueller gleichstellungspolitischer Entwicklungen. Ein Fokus liegt dabei auf europäischer Ebene und deren Wirkkraft auf nationale Rahmenbedingungen. Die organisationalen Bedingungen werden vor allem aus der Perspektive gleichstellungspolitischer Akteur*innen betrachtet, um so erfolgreiche institutionelle Veränderungspotenziale zu identifizieren. Die einende Perspektive aller Beträge ist die Frage, wie und unter welchen (Gelingens-)Bedingungen dem Gender Bias in den verschiedenen Stadien einer Wissenschaftskarriere strukturell und mit kulturellen Effekten nachhaltig entgegengewirkt werden kann." (Autorenreferat, IAB-Doku, © Budrich)

Zitatform

Dilmaghani, Maryam & Min Hu (2024): Gender earnings gap in Canadian economics departments. In: Applied Economics Letters, Jg. 31, H. 11, S. 1059-1066. DOI:10.1080/13504851.2023.2174494

Abstract

"The status of women in economics is increasingly researched. However, the gender earnings gap among economics faculty is rarely examined due to data limitations. Relying on Canadian Public Sector Salary Disclosure lists, we construct a unique dataset of earnings, credentials, and research productivity of economics faculty members. We find a ceteris paribus gender earnings gap, which is driven by full professors." (Author's abstract, IAB-Doku) ((en))

Zitatform

Galos, Diana Roxana, Susanne Strauss & Thomas Hinz (2024): Discrimination or a Competitive Climate? Why Women Cannot Translate Their Better High School Grades into University Grades. In: Research in Higher Education, Jg. 65, H. 8, S. 1804-1825. DOI:10.1007/s11162-024-09815-5

Abstract

"While girls have better grades than boys in high school, this does not translate into better performance of young women, as compared to young men, in university. Due to the high signalling value of university grades for subsequent income and employment outcomes, this has important consequences for gender inequalities at labour market entry. However, previous studies have not yet examined the potential barriers that might limit women’s ability to maintain their previous academic achievement at the university level. Drawing on the nation-wide Student Survey, this study addresses this shortcoming by investigating perceived discrimination against women and perceived competition among students as two potential correlates. Our findings first confirm that while girls have better grades in high school than boys, this has reversed at the university level. Further, high school grades are less strongly correlated with university grades for girls compared to boys. Our results highlight that young women perceive there to be more discrimination against women as well as higher levels of competition within their field of study, than do their male peers. The study further demonstrates that an increased level of perceived discrimination is strongly associated with lower university performance for young women, thereby plausibly hindering their ability to reach their full academic potential." (Author's abstract, IAB-Doku) ((en))

Zitatform

Haynes, Kathryn (2024): Resisting sexisms, aggression, and burnout in academic leadership: Surviving in the gendered managerial academy. In: Gender, work & organization, Jg. 31, H. 5, S. 2286-2302. DOI:10.1111/gwao.13137

Abstract

"How is it possible to survive as a woman senior leader in the gendered managerial academy? In this autoethnographical article, I illustrate the lived reality, insecurity, and struggle of academic leadership. Drawing from three vignettes, I discuss decision-making processes, blatant sexist aggressions, and the problematic negation of affect and personal life. Their critical contribution is to expose the consequences of gendered managerialism in the neo-liberal academy and the false promise of ‘leadership’, in which women continue to experience gender challenges, sexism, and the risk of burnout in their everyday experiences. However, I also show how it is possible to counter the detrimental effects of gendered managerialism through four forms of resistance: resistance through embodied affective authenticity; resistance through solidarities, and social relations with others; resistance through feminist activism; and resistance by stepping back." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

Zitatform

Hägglund, Anna Erika (2024): Same degrees, different outcomes? Fields of study choices and gender wage inequality in Finland and Germany. In: Social science research, Jg. 122. DOI:10.1016/j.ssresearch.2024.103029

Abstract

"Men and women's diverging fields of study choices contribute to the gender wage gap among highly educated workers in several countries, yet systematic cross-national comparisons are rare. Using data from the German Socio-Economic Panel Study, the German Microcensus, and Statistics Finland this study explores whether fields of study shape the gender wage gap differently in Germany than in Finland; two countries that display strong linkages between education and employment, but differ in the generosity of family policies. The results show that fields of study are an important source of gender wage disparities in both countries. In Germany, associations between characteristics of fields and wages do not seem to differ between the genders. In Finland, the findings suggest that women profit more than men from fields with strong linkages to occupations. Our findings highlight that research analyzing the association between fields of study and gender inequality needs to consider institutional features and gender-specific patterns." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))

Zitatform

Johannesen, Niels & Simon Muchardt (2024): Is the Bar Higher for Female Scholars? Evidence from Career Steps in Economics. (CESifo working paper 11101), München, 35 S.

Abstract

"Do gender disparities in academia reflect that female scholars are held to higher standards than males? We address this question by comparing the scientific merit of male and female academic economists who make the same career step. Across four domains – i.e. faculty positions, network affiliations, research grants and editor appointments – we find no evidence that standards are higher for females. By contrast, the average female has less citations and publications than the average male who makes the same career step. In most domains, this reflects a gender gap for “marginal” scholars, consistent with lower merit thresholds for females." (Author's abstract, IAB-Doku) ((en))

Zitatform

Keller, Andreas & Yasmin Frommont (Hrsg.) (2024): Perspektiven für Hanna. Dauerstellen für Daueraufgaben in der Wissenschaft. (GEW-Materialien aus Hochschule und Forschung 128), Bielefeld: wbv Media, 264 S. DOI:10.3278/9783763973576

Abstract

"Im Sommer 2021 beherrschte ein Hashtag in den sozialen Netzwerken den wissenschaftlichen Diskurs: Unter „#IchBinHanna“ diskutierten Wissenschaftlerinnen und Wissenschaftler über die prekären Arbeitsverhältnisse an den Hochschulen und Forschungseinrichtungen. Denn zu viele Zeitverträge mit zu kurzen Laufzeiten führen dazu, dass das Berufsfeld unattraktiv wird, Chancengleichheit in weite Ferne rückt und eine langfristige Lebens- und Karriereplanung unmöglich wird. Der Sammelband fasst die Ergebnisse der 11. Wissenschaftskonferenz der GEW zusammen, die diese Diskussion aufgegriffen hat. Ausgewiesene Expertinnen und Experten aus den Bereichen Hochschule und Forschung, Politikerinnen und Politiker sowie Vertreterinnen und Vertreter von Wissenschaftsorganisationen plädieren für eine umfassende Reform des Wissenschaftszeitvertragsgesetzes (WissZeitVG), um die Beschäftigungsbedingungen nachhaltig verbessern zu können." (Autorenreferat, IAB-Doku, © wbv)

Zitatform

Kray, Laura, Jessica Kennedy & Margaret Lee (2024): Now, Women Do Ask: A Call to Update Beliefs about the Gender Pay Gap. In: The Academy of Management Discoveries, Jg. 10, H. 1, S. 11-37. DOI:10.5465/amd.2022.0021

Abstract

"For over two decades, gender differences in the propensity to negotiate have been thought to explain the gender pay gap. We ask whether a “women don’t ask” pattern holds today among working adults. We compare estimates of gender differences in negotiation propensity (Study 1) with actual patterns from MBA students (n = 1,435) and alumni (n = 1,939) from a top U.S. business school (Studies 2A-2B). Contrary to lay beliefs, women report negotiating their salaries more often (not less) than men. We then re-analyze meta-analytic data on self-reported initiation of salary negotiations to reconcile our findings with prior work (Study 2C). While men reported higher negotiation propensity than women prior to the twenty-first century, the gender difference grew neutral and then reversed since then. Negotiation propensity rose across time for both men and women, although to differing degrees. Finally, we explore the consequences of the now-outdated belief that “women don’t ask,” finding that it increases gender stereotyping, even on dimensions unrelated to negotiation, and it is associated with both greater system-justification and weaker support for legislation addressing pay equity (Studies 3 and 4). Our research calls for an updating of beliefs about gender and the propensity to negotiate for pay." (Author's abstract, IAB-Doku) ((en))

Zitatform

Nielsen, Mathias Wullum, Jens Vognstoft Pedersen & Julien Larregue (2024): Getting ahead in the social sciences: How parenthood and publishing contribute to gender gaps in academic career advancement. In: The British journal of sociology, Jg. 75, H. 3, S. 322-346. DOI:10.1111/1468-4446.13088

Abstract

"How do parenthood and publishing contribute to gender gaps in academic career advancement? While extensive research examines the causes of gender disparities in science, technology, engineering, and mathematics (STEM) careers, we know much less about the factors that constrain women's advancement in the social sciences. Combining detailed career- and administrative register data on 976 Danish social scientists in Business and Management, Economics, Political Science, Psychology, and Sociology (5703 person-years) that obtained a PhD degree between 2000 and 2015, we estimate gender differences in attainment of senior research positions and parse out how publication outputs, parenthood and parental leave contribute to these differences. Our approach is advantageous over previous longitudinal studies in that we track the careers and publication outputs of graduates from the outset of their PhD education and match this data with time-sensitive information on each individual's publication activities and family situation. In discrete time-event history models, we observe a ∼24 per cent female disadvantage in advancement likelihoods within the first 7 years after PhD graduation, with gender differences increasing over the observation period. A decomposition indicates that variations in publishing, parenthood and parental leave account for ∼ 40 per cent of the gender gap in career advancement, suggesting that other factors, including recruitment disparities, asymmetries in social capital and experiences of unequal treatment at work, may also constrain women's careers." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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))

Zitatform

Roller, Katrin (2024): Das un-sichtbare Care-Band. Intersektionale und Care-zentrierte Perspektiven auf weibliche Mobilität. In: Zeitschrift für Diversitätsforschung und -management, Jg. 9, H. 1-2024, S. 38-50. DOI:10.3224/zdfm.v9i1.04

Abstract

"Der Beitrag untersucht aus einer intersektional-feministischen Perspektive weibliche Mobilität unter Bezugnahme von Care als Grundanforderung an weibliche Personen in der Gesellschaft. Dabei werden zwei unterschiedliche Gruppen von Frauen – hochqualifizierte Dienstreisende und transnational mobile Frauen aus der 24-Stunden-Pflege – einander gegenübergestellt, um ihren Deutungen von Care und Mobilität zu Grunde liegende Weiblichkeitsmuster herauszuarbeiten. Mobilität dient als Vehikel, sowohl Ermächtigungen als auch Ungleichheitslinien herauszuarbeiten, die erst in intersektionaler Verknüpfung von Geschlecht, ethnischer Herkunft und Care sichtbar werden." (Textauszug, IAB-Doku)

Zitatform

Sandner, Malte & Ipek Yükselen (2024): Unraveling the Gender Wage Gap: Exploring Early Career Patterns among University Graduates. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17293), Bonn, 42 S.

Abstract

"A large body of literature has shown that the gender wage gap is small in the first years after graduation and increases gradually with age, largely because of family decisions, i.e., a penalty caused by childbirth. However, the gender wage gap immediately after graduation has received less attention. Using a unique dataset that links 5,000 university graduates with master’s degrees or equivalent from a large German university to detailed employment records from the German social security register, we specifically analyze the gender wage gap at the first job and its dynamics during the initial years of their careers after graduation. We find that a significant gender wage gap already exists in the first job after graduation, even before most young individuals make family decisions. However, this gender wage gap decreases in the first year after entering the labor market and then increases slowly over time. We attribute this initial decrease in the gender wage gap to female university graduates experiencing greater returns from firm and occupational changes than their male counterparts. This suggests that women may use these changes to address skill mismatches, which are more common among women than men in their first job." (Author's abstract, IAB-Doku) ((en))

Zitatform

Schels, Brigitte, Sara Connolly, Stefan Fuchs, Channah Herschberg & Claartje Vinkenburg (2024): Navigating treacherous waters. Exploring the dual career experiences of European Research Council applicants. In: C. Gross & S. Jaksztat (Hrsg.) (2024): Career Paths Inside and Outside Academia (=Soziale Welt. Special Edition 26), S. 341-371, 2023-02-27. DOI:10.5771/9783748925590-341

Abstract

"Die Karrieren von Wissenschaftler_innen entwickeln sich nicht in einem sozialen Vakuum. Nach dem Konzept der „linked lives“ (Moen 2003) hat der Karriereverlauf eines Partners Auswirkungen auf die Karriere des anderen Partners. Wir untersuchen die Doppelkarrieren von Wissenschaftler_innen, die sich auf eine Förderung durch den European Research Council (ERC) beworben haben, auf Basis einer quantitativen Befragung und von qualitativen Interviews. Während das idealtypische Bild von Wissenschaftler_innen auf einem individualistischen Karrieremodell mit uneingeschränkter internationaler Mobilität und Karriereengagement beruht, zeigt sich quantitativ, dass die Mehrheit der Antragsteller_innen beim ERC erwerbstätige Partner_innen, häufig ebenfalls Wissenschaftler_innen, und Kinder haben. Das Gros der ERC-Antragsteller_innen mit berufstätigen Partner_innen bewertet, dass beide Karrieren in der Partnerschaft gleich wichtig sind. Bei den Antragstellerinnen ist der Anteil jedoch höher. Selbst wenn die eigene Karriere wichtiger erscheint, erleben die Wissenschaftler_innen die Koordination zweier Karrieren als nicht einfach. Dies gilt sowohl für ältere etablierte Wissenschaftler_innen als auch für Wissenschaftler_innen, die sich noch in der "Rushhour" des Lebens befinden. In den erlebten Erfahrungen der ERC-Antragsteller_innen zeigt sich, dass sie dem vorherrschenden Idealbild in der Wissenschaft entsprechen wollen, aber an Grenzen stoßen, insbesondere wenn Mobilitätsanforderungen durch fehlende Übertragbarkeit des Job der Partner_innen eingeschränkt ist. Vor diesem Hintergrund stellt sich die Frage, wie sie zwei Karrieren koordinieren, für sie immer wieder neu. Diese Anforderungen bestehen sowohl für Wissenschaftler als auch Wissenschaftlerinnen, aber einige der Konsequenzen – etwa bei wem die Kinder sind und wer vorrangig die Betreuung übernimmt – sind geschlechtsspezifisch. Wir ziehen Schlussfolgerungen zur Förderung dualer Karrieren in der Wissenschaft für Arbeitgeber_innen und Forschungsförderung." (Autorenreferat, IAB-Doku, © Nomos)

Zitatform

Schütz, Jana, Virginia Sondergeld & Insa Weilage (2024): The Women in Economics Index – Monitoring Women Economists' Representation in Leadership Positions. (DIW-Diskussionspapiere 2076), Berlin, 26 S.

Abstract

"We contribute to the research on gender representation in economics by documenting the share of women among economists in a variety of leadership positions in the academic, but also in the private and public sectors, both globally and by region. For the years 2019 to 2023, we find women economists’ representation overall to be low in all sectors and no clear-cut trends over time. In academia, we find women’s representation to be highest in Africa and Oceania, an observation that previous studies could not show so far as they analysed global top departments and thus mechanically focused on North America and Europe. Also for the public sector, we highlight significant regional discrepancies." (Author's abstract, IAB-Doku) ((en))

Zitatform

Altmejd, Adam (2023): Inheritance of fields of study. (Working papers / Institute for Evaluation of Labour Market and Education Policy 2023,11), Uppsala, 60 S.

Abstract

"University graduates are more than three times as likely to hold a degree in the field that their parent graduated from. To estimate how much of this association is caused by the educational choices of parents, I exploit admission thresholds to university programs in a regression discontinuity design. I study individuals who applied to Swedish universities between 1977 and 1992 and evaluate how their enrollment in different fields of study increases the probability that their children later study the same topic. I find strong causal influence. At the aggregate level, children become 50% more likely to graduate from a field if their parent has previously enrolled in it. The effect is positive for most fields, but varies substantially in size. Technology, engineering, medicine, business exhibit the largest, significant, effects. For these fields, parental enrollment increases child graduation probability with between 2.0 and 12.8 percentage points. I show that the parent’s labor market experience plays an important role in explaining the results, but parental field enrollment does not increase subject-specific skills, nor is it associated with higher returns to earnings. I find little evidence for comparative advantage being the key driver of field inheritance. Rather, parents seem to function as role models, making their own field choice salient. This is indicated by the fact that children become less likely to follow parents with weak labor market prospects, and that children are more likely to follow the parent with the same gender." (Author's abstract, IAB-Doku) ((en))

Zitatform

Brunetti, Marianna, Annalisa Fabretti & Mariangela Zoli (2023): A Further Look at the Gender Gap in Italian Academic Careers. (CEIS Tor Vergata research papers 570), Rom, 39 S.

Abstract

"In developed countries women have now achieved educational parity with men. Yet disparities persist in reaching top positions in the job market, with academia making no exception. This paper assesses the gender gap in career advancements in Italian universities over the 2013-2021 period, and explores the potential role of a third factor, i.e. mobility, besides competitiveness and scientific productivity typically investigated in the literature. The results, strongly robust, show a gender gap in advancements to associate professorship of about 4 percentage points, which is only partially explained by competitiveness, while scientific productivity and mobility do not seem to play a role. The estimated gender gap almost doubles for transitions to full professorship, and it remains unaffected when both competitiveness and scientific productivity are considered. Interestingly, mobility in this case matters: the gap is still there but (as much as 5 times) smaller when career advancements occur along with a move to a different University." (Author's abstract, IAB-Doku) ((en))

Zitatform

Civera, Alice & Michele Meoli (2023): Empowering female entrepreneurs through university affiliation: evidence from Italian academic spinoffs. In: Small business economics, Jg. 61, H. 3, S. 1337-1355. DOI:10.1007/s11187-022-00729-z

Abstract

"Female entrepreneurship, despite increasing attention, is still largely understudied, especially in the academic context. By adopting the lenses of entrepreneurial ecosystems and feminist theories, the paper investigates the firm performance of female entrepreneurs. We provide empirical evidence of the underperformance of women-led firms, being academic spinoffs or not, compared to men-led firms in terms of growth and their overperformance in terms of survival rate. In addition, we focus on differences in the performance of women-led firms only by comparing Italian academic and nonacademic companies. In virtue of their university affiliation, women-led academic spinoffs result to grow more than women-led nonacademic spinoffs and tend to show lower survival rates, which makes them more similar to men-led companies." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))