Gender und Arbeitsmarkt
Das Themendossier "Gender und Arbeitsmarkt" bietet wissenschaftliche und politiknahe Veröffentlichungen zu den Themen Erwerbsbeteiligung von Frauen und Männern, Müttern und Vätern, Berufsrückkehrenden, Betreuung/Pflege und Arbeitsteilung in der Familie, Work-Life-Management, Determinanten der Erwerbsbeteiligung, geschlechtsspezifische Lohnunterschiede, familien- und steuerpolitische Regelungen sowie Arbeitsmarktpolitik für Frauen und Männer.
Mit dem Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
- Erwerbsbeteiligung von Frauen
- Erwerbsbeteiligung von Männern
- Kinderbetreuung und Pflege
- Berufliche Geschlechtersegregation
- Berufsrückkehr – Wiedereinstieg in den Arbeitsmarkt
- Dual-Career-Couples
- Work-Life
- Geschlechtsspezifische Lohnunterschiede
- Familienpolitische Rahmenbedingungen
- Aktive/aktivierende Arbeitsmarktpolitik
- Arbeitslosigkeit und passive Arbeitsmarktpolitik
- geografischer Bezug
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Literaturhinweis
Beliefs about the Gender Gap in Salary Negotiations (2024)
Capozza, Francesco;Zitatform
Capozza, Francesco (2024): Beliefs about the Gender Gap in Salary Negotiations. (CESifo working paper), München, 118 S.
Abstract
"This paper investigates beliefs concerning the gender gap in salary negotiations (GGSN) in a sample of 4,300 women, 1,000 men, and 105 HR managers residing in the U.S. The respondents believe in the existence of the GGSN, yet they misperceive its magnitude. Providing respondents with accurate information changes their beliefs about it. However, this does not lead to either an increased demand to join a salary negotiation course or a higher willingness-to-pay to get salary information. The analysis of the competing mental models that women hold reveals that the likely mechanism is the perceived backlash that they may experience from employers if they engage in salary negotiations. Finally, a survey of HR managers suggests that they view negotiating women as facing worse consequences in the workplace than negotiating men." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Birth Spacing and Working Mothers' Within-Organization Career Paths (2024)
Zitatform
Carlson, Lisa, Karen Benjamin Guzzo & Hsueh-Sheng Wu (2024): Birth Spacing and Working Mothers' Within-Organization Career Paths. In: Socius, Jg. 10. DOI:10.1177/23780231241230845
Abstract
"The mechanisms behind mothers’ wage penalties remain unclear. In this article, the authors consider the role of birth spacing and changes in employers after a second birth. Using the 1979 National Longitudinal Survey of Youth and competing risk event history models, the authors investigate how spacing between first and second births influences the likelihood of returning to a pre–second birth employer, changing employers, or remaining outside of the labor force within six months of the second birth. The authors find no differences in the influence of birth spacing on the likelihood of returning to an employer versus changing employers but that shorter birth spacings relate to lower likelihoods of returning to the labor market. There is some evidence that birth spacing and postbirth employment varies by age at first birth, marital status, and occupation. Overall, the results suggest that although birth spacing is relevant for returning postbirth to employment, job changes are unlikely to drive mothers’ wage penalties." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Entgelte von Pflegekräften 2023 (2024)
Carstensen, Jeanette; Wiethölter, Doris; Seibert, Holger;Zitatform
Carstensen, Jeanette, Holger Seibert & Doris Wiethölter (2024): Entgelte von Pflegekräften 2023. (Institut für Arbeitsmarkt- und Berufsforschung. Aktuelle Daten und Indikatoren), Nürnberg, 19 S.
Abstract
"Der Pflegebranche fehlen akut Fachkräfte. Mit der demografisch bedingten Alterung der Bevölkerung verschärft sich die Lage auf lange Sicht weiter. Als eine Ursache für den Fachkräftemangel werden u. a. zu niedrige Gehälter angeführt. Bis 2019 sind die Entgelte in der Krankenpflege weitgehend entsprechend der allgemeinen Entgeltentwicklung gestiegen, in der Altenpflege waren die Steigerungen überdurchschnittlich. Nach 2019 sind die Entgelte sowohl in der Kranken- als auch in der Altenpflege im Gegensatz zur allgemeinen Entgeltentwicklung überdurchschnittlich gewachsen. Letztere stagnierte im Coronajahr 2020 vor allem wegen der umfangreichen Inanspruchnahme des Kurzarbeitergeldes (Pusch/Seifert 2021: 99). Seit 2021 spielte die Inflation eine zunehmend große Rolle, weil mit ihrem überdurchschnittlichen Anstieg die realen Entgeltzuwächse deutlich stärker geschmälert wurden, als in der Vergangenheit. Zur Einordnung der nominalen Entgeltentwicklung berechnen wir daher auf der Basis des vom Statistischen Bundesamt erstellten Verbraucherpreisindex zusätzlich die preisbereinigte Realentgeltentwicklung. Die hier vorgenommenen Entgeltanalysen beziehen sich auf Vollzeitbeschäftigte in den folgenden vier häufigsten Berufsgattungen unter den Pflegeberufen (Stichtag jeweils 31.12.): - Helfer*innenberufe in der Krankenpflege; - Fachkraftberufe in der Krankenpflege; - Helfer*innenberufe in der Altenpflege; - Fachkraftberufe in der Altenpflege. Von allen Beschäftigten in den Berufen der Kranken- und Altenpflege, sind 85 Prozent in diesen vier ausgewählten Hauptpflegeberufen tätig." (Textauszug, IAB-Doku)
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Literaturhinweis
What Firms Do: Gender Inequality in Linked Employer-Employee Data (2024)
Zitatform
Casarico, Alessandra & Salvatore Lattanzio (2024): What Firms Do: Gender Inequality in Linked Employer-Employee Data. In: Journal of labor economics, Jg. 42, H. 2, S. 325-355. DOI:10.1086/723177
Abstract
"We study the extent to which employer heterogeneity affects gender gaps in earnings across the distribution, over time, and over the life cycle, accounting for cohort effects. Using a linked employer-employee dataset for Italy, we show that the gender gap in firm pay premia explains 34 percent of the mean gender pay gap, mainly due to between-firm components. Within-firm differences are more important at the top of the distribution, and have become more relevant over time. Gender differences in mobility towards firms with higher pay premia and within-firm gender inequality partly explain the gender gap in firm pay premia" (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Egalitarian penalty or reward? A longitudinal study of adolescent gender attitudes and adulthood income (2024)
Zitatform
Chiang, Yi-Lin & Ran Liu (2024): Egalitarian penalty or reward? A longitudinal study of adolescent gender attitudes and adulthood income. In: Social science research, Jg. 119. DOI:10.1016/j.ssresearch.2024.103000
Abstract
"Studies often attribute the persistent gender pay gap to different labor force experiences between men and women. Yet, attitudes formed in earlier life stages also critically shape individual outcomes. Using longitudinal data from Taiwan, this study examines whether and how adolescents’ gender attitudes are related to income in young adulthood. We test two pathways that mediate this relationship at different time points: the attitude continuity pathway from adolescence to young adulthood, hypothesized by the path-dependence theory, and the occupational pathway during young adulthood, hypothesized by the gender socialization perspective. The findings show that girls with egalitarian attitudes are rewarded, as both pathways facilitate higher income in adulthood. However, boys with egalitarian attitudes are simultaneously rewarded and penalized based on different occupational characteristics, resulting in an overall null effect. This study highlights the importance of adolescent gender attitudes and the differential consequences for men and women in the labor market." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
The impact of field of study on the gender wage gap: evidence from the first job offer out of college (2024)
Zitatform
Choi, Koangsung, Francesco Renna & Chung Choe (2024): The impact of field of study on the gender wage gap: evidence from the first job offer out of college. In: Applied Economics, Jg. 56, H. 53, S. 6713-6729. DOI:10.1080/00036846.2023.2276078
Abstract
"Using a sample of recently graduated college students from South Korea, we estimate the effects of the between-majors and within-major gender wage gap. We use a recentered influence function to decompose the wage differential between majors and find that women face a higher rate of return to the field of study. In addition, women tend to select their program of study with the intention of optimizing their earnings potential relative to men. In calculating the within-major gender wage gap, we control for selectivity into a field of study extending the current methodology to a multinomial logit setting. We test our model using a sample of new graduates from South Korea. We consider six college majors. The within-major wage differential ranged from 8.2% for natural science graduates to 17% for social science graduates. After selection is accounted for, the gender wage gap becomes smaller in humanities graduates but increases in natural science and medicine graduates. Decomposing the selection correction term into explained and unexplained factors eliminates discrimination in medicine and points to reverse discrimination in natural science." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Der Equal Pay Day unter der Lupe: Die Lohnlücke zwischen Männern und Frauen unterscheidet sich je nach Region erheblich (2024)
Zitatform
Collischon, Matthias & Florian Zimmermann (2024): Der Equal Pay Day unter der Lupe: Die Lohnlücke zwischen Männern und Frauen unterscheidet sich je nach Region erheblich. In: IAB-Forum H. 04.03.2024. DOI:10.48720/IAB.FOO.20240304.01
Abstract
"Am 6. März ist der deutsche Equal Pay Day. Er zeigt an, wie viele Tage Frauen im Durchschnitt zusätzlich arbeiten müssten, um das durchschnittliche Gehalt von Männern zu erreichen. Bei genauerer Betrachtung werden jedoch erhebliche regionale Unterschiede deutlich. So wäre der Equal Pay Day in Sachsen-Anhalt rechnerisch bereits am 13. Januar gewesen, in Baden-Württemberg wäre er jedoch erst am 8. April." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
- c. IAB-Kurzbericht 04/2024: Räumliche Mobilität der Beschäftigten in Deutschland: Frauen pendeln kürzer als Männer
- a. Aktuelle Daten und Indikatoren: Regionale Unterschiede im Gender Pay Gap in Deutschland 2022
- IAB-Forum-Interview: Regionaler Gender Pay Gap: Die Branchenstruktur vor Ort macht den Unterschied
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Literaturhinweis
Hohe Erwerbsbeteiligung von Frauen und hohe Geburtenraten: die Quadratur des Kreises? (2024)
Zitatform
Coskun, Sena & Husnu Dalgic (2024): Hohe Erwerbsbeteiligung von Frauen und hohe Geburtenraten: die Quadratur des Kreises? In: IAB-Forum H. 04.10.2024. DOI:10.48720/IAB.FOO.20241004.01
Abstract
"Die Zahl der Geburten pro Frau schwankt in Deutschland je nach Region erheblich. Vor allem in Bundesländern mit geringem Gender-Pay-Gap bewegen sich die Geburtenraten deutlich unter dem Bundesdurchschnitt. Woran liegt das? Eine Untersuchung der regional unterschiedlichen Entwicklung der Geburtenraten in wirtschaftlichen Krisenzeiten gibt interessante Aufschlüsse." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Goldin's Last Chapter on the Gender Pay Gap: An Exploratory Analysis Using Italian Data (2024)
Zitatform
Destefanis, Sergio, Fernanda Mazzotta & Lavinia Parisi (2024): Goldin's Last Chapter on the Gender Pay Gap: An Exploratory Analysis Using Italian Data. In: Work, Employment and Society, Jg. 38, H. 2, S. 549-572. DOI:10.1177/09500170221143724
Abstract
"This article explores the application to Italy of Goldin’s hypothesis that the unexplained gender pay gap is crucially linked to firms’ incentive to disproportionately reward individuals who work long and particular hours. The study draws mainly on Italian responses to the 2014 European Structure of Earnings Survey for data on earnings and the individual characteristics of employees and their employer, but also uses data from the Occupational Information Network and the Italian Sample Survey on Professions to measure characteristics reflecting the work context within occupations. For graduate and non-graduate workers, the results reveal a positive relationship between various measures of the unexplained gender pay gap and the elasticity of earnings with respect to work hours. For graduate workers, in accordance with Goldin’s hypothesis, both these variables are correlated with the occupational characteristics that impose earnings penalties on workers seeking more workplace flexibility." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Is My Wage Fair? : Validating Fairness Perceptions Among Women and Men (2024)
Zitatform
Diehl, Claudia, Julia Lang, Susanne Strauss & Ole Brüggemann (2024): Is My Wage Fair? : Validating Fairness Perceptions Among Women and Men. (Working Paper Series / Universität Konstanz, Cluster of Excellence 'The Politics of Inequality' 33), Konstanz, 33 S. DOI:10.48787/kops/352-2-ic19t4vrxlek9
Abstract
"This paper examines gender differences in perceptions of the fairness of one's own pay. Theoretically, we draw on two so far separate strands of literature, on women's alleged greater tolerance for lower wages ("contented female worker paradox"), and on perceived discrimination among ethnic minorities ("integration paradox"). Empirically, we depart from previous studies by not simply assessing whether women are as likely as men to perceive their pay as unfair. Instead, we use an innovative methodology based on linked employer-employee data from about 500 German firms. This makes it possible to validate subjective perceptions of (un)fair pay by comparing them to the actual (un)fairness of someone's pay. The latter is measured as the difference between one's own pay and the predicted pay of comparable others with the same individual, job, and firm-related characteristics. Overall, women are as likely as men to perceive a fair wage as unfair – or an unfair wage as fair. However, university-educated women are somewhat less likely than men to perceive their pay as fair when they earn less than comparable employees. They might be more aware of the societal debate about gender discrimination and "aim higher" in setting their aspirations for appropriate rewards for their skills." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender earnings gap in Canadian economics departments (2024)
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))
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Literaturhinweis
Tax-benefit systems and the gender gap in income (2024)
Zitatform
Doorley, Karina & Claire Keane (2024): Tax-benefit systems and the gender gap in income. In: Journal of Economic Inequality, Jg. 22, H. 2, S. 285-309. DOI:10.1007/s10888-023-09594-6
Abstract
"The gender wage gap and the gender work gap are sizable, persistent and well documented for many countries. The result of the gender wage and gender work gap combined is an income gap between men and women. A small literature has begun to examine how the tax-benefit system contributes to closing gender income gaps by redistributing between men and women. In this paper, we study the effect of tax-benefit policy on gender differences in income in the EU27 countries and the UK. We use microsimulation models linked to survey data to estimate gender gaps in market income (before taxes and transfers) and disposable income (after taxes and transfers) for each country. We then decompose the difference between the gender gap in market income and the gender gap in disposable income into the relative contribution of taxes and benefits in each country. We also isolate the relative contributions of the gender wage gap and the gender work gap to the overall gap in income between men and women in two of these countries." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
School Schedule and the Gender Pay Gap (2024)
Zitatform
Duchini, Emma & Clémentine van Effenterre (2024): School Schedule and the Gender Pay Gap. In: The Journal of Human Resources, Jg. 59, H. 4, S. 1052-1089. DOI:10.3368/jhr.0121-11431r2
Abstract
"We provide causal evidence that children’s school schedules contribute to the persistence of the gender pay gap between parents. Historically, French children have had no school on Wednesdays. In 2013, a reform reallocated some classes to Wednesday mornings. Exploiting variations in the application of this reform over time and age of the youngest child, we show that mothers are more likely to adopt a regular Monday–Friday full-time working schedule after the reform, while fathers’ labor supply is unchanged. Consequently, the reform decreased the gender gap in monthly wages by 6 percent, generating welfare benefits that substantially outweigh its costs." (Author's abstract, IAB-Doku, © the Board of Regents of the University of Wisconsin System) ((en))
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Literaturhinweis
Male and female selection effects on gender wage gaps in three countries (2024)
Elass, Kenza;Zitatform
Elass, Kenza (2024): Male and female selection effects on gender wage gaps in three countries. In: Labour Economics, Jg. 87. DOI:10.1016/j.labeco.2024.102506
Abstract
"A vast literature on gender wage gaps has examined the importance of selection into employment. However, most analyses have focused only on female labor force participation and gaps at the median. The Great Recession questions this approach because of the major shift in male employment that it implied. This paper uses the methodology proposed by Arellano and Bonhomme (2017) to estimate a quantile selection model over the period 2007–2018. Using a tax and benefit microsimulation model, I compute an instrument capturing both male and female decisions to participate in the labor market: the potential out-of-work income. Since my instrument is crucially determined by the welfare state, I consider three countries with notably different benefit systems – the UK, France and Finland. My results imply different selection patterns across countries and a sizeable male selection in France and the UK. Correction for selection bias lowers the gender wage gap and reveals a substantial glass ceiling with different magnitudes. Findings suggest that disparities between these countries are driven by occupational segregation and public spending on families." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Job Preferences, Motherhood, and the Gender Pay Gap (2024)
Eppard, Lawrence M.; Bonomo, Katie; Laughman, Madison; Linker, Annie;Zitatform
Eppard, Lawrence M., Annie Linker, Madison Laughman & Katie Bonomo (2024): Job Preferences, Motherhood, and the Gender Pay Gap. In: Contexts / American Sociological Association, Jg. 23, H. 4, S. 54-56. DOI:10.1177/15365042241293436
Abstract
"Lawrence M. Eppard, Annie Linker, Madison Laughman, and Katie Bonomo on global pay gaps." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Unterschiede in den Jahresverdiensten zwischen Männern und Frauen: Der Gender Pay Gap wurde in der Coronakrise kleiner - außer bei niedrigen Verdiensten (2024)
Zitatform
Fitzenberger, Bernd, Anna Houštecká & Alexander Patt (2024): Unterschiede in den Jahresverdiensten zwischen Männern und Frauen: Der Gender Pay Gap wurde in der Coronakrise kleiner - außer bei niedrigen Verdiensten. (IAB-Kurzbericht 01/2024), Nürnberg, 8 S. DOI:10.48720/IAB.KB.2401
Abstract
"Die Geschlechterunterschiede in den Jahresverdiensten (Gender Pay Gap) spiegeln Unterschiede sowohl im Stundenlohn als auch in der Arbeitszeit und der Beschäftigungswahrscheinlichkeit wider. Je nach Verdienstniveau vor der Coronakrise waren Männer und Frauen von der Krise unterschiedlich betroffen: Während die Frauen mit mittleren und hohen Jahresverdiensten im Vergleich zu den Männern zwischen 2019 und 2021 aufholten, erfuhren die Frauen mit den niedrigsten Verdiensten deutlich stärkere Verluste als die Männer. In dem Kurzbericht wird untersucht, wie sich die Coronakrise auf die Jahresverdienste der Frauen und Männer insgesamt ausgewirkt hat und wie sich der Gender Pay Gap je nach Höhe der Verdienste und nach Beschäftigungsform (Vollzeit, Teilzeit, Minijob) entwickelt hat. Außerdem werden Übergangsraten zwischen den verschiedenen Beschäftigungsformen betrachtet." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
- Veränderung des Gender Pay Gaps über die Verdienstverteilung hinweg getrennt nach Beschäftigten in Vollzeit, Teilzeit und Minijobs
- Veränderung der Jahresverdienste nach Dezilen und Geschlecht
- Veränderung des Gender Pay Gaps über die Verdienstverteilung hinweg
- Veränderung der Verbleibsrate in Vollzeit- und Teilzeitbeschäftigung über zwei Jahre
- Veränderung der Übergangsrate von Vollzeit- und Teilzeitbeschäftigten in Nichtbeschäftigung über zwei Jahre
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Literaturhinweis
Regionale Unterschiede im Gender Pay Gap in Deutschland 2022 (2024)
Zitatform
Fuchs, Michaela, Anja Rossen & Antje Weyh (2024): Regionale Unterschiede im Gender Pay Gap in Deutschland 2022. (Institut für Arbeitsmarkt- und Berufsforschung. Aktuelle Daten und Indikatoren), Nürnberg, 18 S.
Abstract
"Dass Frauen in Deutschland weniger verdienen als Männer, gilt gemeinhin als bekannt. Die nationale Betrachtung verdeckt jedoch große Unterschiede zwischen den einzelnen Regionen. Im Folgenden zeigen wir diese regionalen Unterschiede im so genannten Gender Pay Gap (GPG) auf. Datengrundlage bildet hierbei der nominale Lohn (brutto), den sozialversicherungspflichtig Vollzeitbeschäftigte zum Stichtag 30.06.2022 in einer bestimmten Region verdient haben. Dass Frauen häufiger in Teilzeit arbeiten als Männer, ist also für diese Kennziffer irrelevant." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
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Literaturhinweis
Motherhood and the Gender Productivity Gap (2024)
Gallen, Yana;Zitatform
Gallen, Yana (2024): Motherhood and the Gender Productivity Gap. In: Journal of the European Economic Association, Jg. 22, H. 3, S. 1055-1096. DOI:10.1093/jeea/jvad064
Abstract
"Using Danish matched employer–employee data, I compare the relative pay of men and women to their relative productivity as measured by production function estimation. I find that the gender “productivity gap” is 8%, implying that almost two thirds of the residual gender wage gap is due to productivity differences between men and women. Motherhood plays an important role, yet it also reveals a puzzle: The pay gap for mothers is entirely explained by productivity, whereas the gap for non-mothers is not. In addition, the decoupling of pay and productivity for women without children happens during their prime-child bearing years. These estimates are robust to a variety of specifications for the impact of observables on productivity, and robust to accounting for endogenous sorting of women into less productive firms using a control-function approach. This paper also provides estimates of the productivity gap across industries and occupations, finding the same general patterns for mothers compared to women without children within these subgroups." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Pay transparency intervention and the gender pay gap: Evidence from research-intensive universities in the UK (2024)
Zitatform
Gamage, Danula K., Georgios Kavetsos, Sushanta Mallick & Almudena Sevilla (2024): Pay transparency intervention and the gender pay gap: Evidence from research-intensive universities in the UK. In: BJIR, Jg. 62, H. 2, S. 293-318. DOI:10.1111/bjir.12778
Abstract
"This study investigates the impact of a pay transparency intervention in reducing the gender pay gap in the UK university sector. Introduced in 2007, the initiative enabled public access to average annual earnings disaggregated by gender in UK universities. We use a detailed matched employee-employer administrative dataset that follows individuals over time, allowing us to adopt a quasi-experimental approach based on event studies around the intervention. We find that the earnings of female academics increased by around 0.62 percentage points compared to their male counterparts as the control group, whose earnings remained constant after the pay transparency intervention, reducing the gender pay gap by 4.37 per cent. Further evidence suggests that the main mechanism for the fall in the pay gap is driven by female employees negotiating higher wages, particularly among senior female academics." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
The Great Separation: Top Earner Segregation at Work in Advanced Capitalist Economies (2024)
Godechot, Olivier ; Thaning, Max ; Melzer, Silvia Maja ; Avent-Holt, Dustin; Rainey, William; Baudour, Alexis; Sabanci, Halil ; Tomaskovic-Devey, Donald ; Cort, David ; Henriksen, Lasse; Safi, Mirna ; Hou, Feng ; Soener, Matthew ; Křížková, Alena ; Poje, Andreja; Jung, Jiwook ; Mun, Eunmi ; Bandelj, Nina ; Petersen, Trond; Hermansen, Are Skeie ; Penner, Andrew ; Apascaritei, Paula ; King, Joseph; Boza, István ; Kanjuo-Mrčela, Aleksandra; Lippényi, Zoltán ; Hajdu, Gergely; Kodama, Naomi ; Elvira, Marta M. ;Zitatform
Godechot, Olivier, Donald Tomaskovic-Devey, István Boza, Lasse Henriksen, Are Skeie Hermansen, Feng Hou, Naomi Kodama, Alena Křížková, Jiwook Jung, Zoltán Lippényi, Silvia Maja Melzer, Eunmi Mun, Halil Sabanci, Max Thaning, Dustin Avent-Holt, Nina Bandelj, Paula Apascaritei, Alexis Baudour, David Cort, Marta M. Elvira, Gergely Hajdu, Aleksandra Kanjuo-Mrčela, Joseph King, Andrew Penner, Trond Petersen, William Rainey, Mirna Safi, Matthew Soener & Andreja Poje (2024): The Great Separation: Top Earner Segregation at Work in Advanced Capitalist Economies. In: American journal of sociology, Jg. 130, H. 2, S. 439-495. DOI:10.1086/731603
Abstract
"Earnings segregation at work is an understudied topic in social science, despite the workplace being an everyday nexus for social mixing, cohesion, contact, claims-making, and resource exchange. It is all the more urgent to study as workplaces, in the last decades, have undergone profound reorganizations that could impact the magnitude and evolution of earnings segregation. Analyzing linked employer-employee panel administrative databases, we estimate the evolving isolation of higher earners from other employees in 12 countries: Canada, Czechia, Denmark, France, Germany, Hungary, Japan, the Netherlands, Norway, Spain, South Korea, and Sweden. We find in almost all countries a growing workplace isolation of top earners and dramatically declining exposure of top earners to bottom earners. We do a first exploration of the main factors accounting for this trend: deindustrialization, workplace downsizing restructuring (including layoffs, outsourcing, offshoring, and subcontracting) and digitalization contribute substantially to the increase in top earner segregation. These findings open up a future research agenda on the causes and consequences of top earner segregation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The gender wage gap among PhDs in Italy. Are research jobs a shield against wage discrimination? (2024)
Zitatform
Grassi, Emanuele & Marco Savioli (2024): The gender wage gap among PhDs in Italy. Are research jobs a shield against wage discrimination? (Working paper series / Rimini Centre for Economic Analysis 24-10), Waterloo (Ontario), 38 S.
Abstract
"The study investigates the gender wage gap among PhD recipients in Italy, focusing on whether research-oriented jobs mitigate wage discrimination. Utilizing data from the Professional Integration Survey of PhDs, it employs quantile and Recentered Influence Function regressions to analyze wage disparities across the wage distribution. Findings reveal a persistent gender wage gap across all quantiles, with research jobs offering a wage premium that does not entirely close the gap. The analysis contributes to understanding the impact of occupational segregation and job types on wage disparities, suggesting policy interventions to address gender wage inequalities in academia and beyond. The paper highlights the need for further research and policy efforts to achieve gender parity in professional fields, particularly high-skilled sectors like private and public research entities." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Anforderungs- und Verdienstniveaus von "Frauen"- und "Männerberufen" im Vergleich: Detailergebnisse auf Basis des Comparable-Worth-Index 2018 (2024)
Heilmann, Tom; Klammer, Ute; Klenner, Christina;Zitatform
Heilmann, Tom, Christina Klenner & Ute Klammer (2024): Anforderungs- und Verdienstniveaus von "Frauen"- und "Männerberufen" im Vergleich: Detailergebnisse auf Basis des Comparable-Worth-Index 2018. (IAQ-Forschung 2024-02), Duisburg, 11 S. DOI:10.17185/duepublico/82535
Abstract
"Der Comparable-Worth-Index (kurz: CW-Index) ist ein statistisches Instrument, mit dem Arbeitsanforderungen und Belastungen in unterschiedlichen Berufen geschlechtsneutral miteinander verglichen werden können. Er wurde im Rahmen eines von der Hans-Böckler-Stiftung geförderten Projekts am Institut Arbeit und Qualifikation (IAQ) der Universität Duisburg-Essen und dem Wirtschafts- und Sozialwissenschaftlichen Institut (WSI) entwickelt. Analysen auf Basis des CW-Index zeigen, dass Berufe mit einem hohen Frauenanteil ("Frauenberufe") deutlich schlechter entlohnt werden als vergleichbar anspruchsvolle Berufe mit einem hohen Männeranteil ("Männerberufe"). Die ungleiche Bewertung von Anforderungen in "Frauen"- und "Männerberufen" trägt wesentlich zum Gender Pay Gap bei (Klammer et al. 2018a, 2022). Die ursprünglichen Berechnungen des CW-Index basierten auf Daten der BIBB/BAuA-Erwerbstätigenbefragung 2012 (Hall et al. 2020a). Die entsprechenden Ergebnisse wurden 2018 zusammen mit umfassenden inhaltlichen und methodischen Ausführungen in der Reihe "IAQ-Forschung" (Klammer et al. 2018a) sowie inhaltsgleich als "WSI Study" (Klammer et al. 2018b) veröffentlicht. In späteren Veröffentlichungen wurden die Berechnungen unter Verwendung der Daten der BIBB/BAuA-Erwerbstätigenbefragung 2018 (Hall et al. 2020b) aktualisiert. Die aktualisierten Befunde finden sich insbesondere in Klammer et al. (2022). In Reaktion auf Anfragen aus Wissenschaft und Praxis bietet dieser Bericht nach einer knappen Darstellung des Projekthintergrunds (Abschnitt 2) und der methodischen Erläuterungen (Abschnitt 3) eine detaillierte, bisher nicht veröffentlichte Übersicht zu den auf Basis der BIBB-BAuA-Erwerbstätigenbefragung 2018 ermittelten Anforderungsniveaus, durchschnittlichen Stundenlöhnen und Frauenanteilen für einzelne Berufsgruppen (Abschnitt 4). Der Bericht schließt mit einem Fazit (Abschnitt 5)." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Bewältigung der Entgeltungleichheit: Reaktionen auf eine familienstrukturbedingte Gender Pay Gap Salienz (2024)
Hillenbrand, Bianca;Zitatform
Hillenbrand, Bianca (2024): Bewältigung der Entgeltungleichheit. Reaktionen auf eine familienstrukturbedingte Gender Pay Gap Salienz. (Schriften zur Unternehmensentwicklung), Wiesbaden: Springer Fachmedien Wiesbaden, 203 S. DOI:10.1007/978-3-658-44756-4
Abstract
"Bianca Hillenbrand beschreibt in diesem Buch, welche emotionalen, affektiven und verhaltensbezogenen Reaktionen bei Frauen und Männern hervorgerufen werden, wenn sie die Thematik „Gender Pay Gap“ wahrnehmen und wenn sie erkennen, welche sozialen und familiären Strukturen das Erreichen einer angemessenen Entlohnung beeinflussen. Durch eine Erziehung, welche geschlechtsunabhängig die Merkmale Wertebewusstsein, Durchsetzungsfähigkeit und Aktivität vermittelt, könnte aus Sicht der Studienteilnehmer die familienstrukturbedingte Gender Pay Gap verringert werden. Die Studienergebnisse zeigen, dass zudem die Höhe des Gehalts in der Kindergeneration von der emotionalen Wärme, Strenge, Kontrolle, Herzlichkeit und Durchsetzungsfähigkeit der Eltern abhängig ist sowie von der Konstanz der Erziehung. Die Analyse findet ihren Abschluss in der Aufforderung zu einer Politik der Wissensvermittlung, d.h. einer Aufklärung über die Zusammenhänge zwischen Erziehung, Familie und Entgelthöhe, um die familienstrukturbasierte Gender Pay Gap zu verringern und damit das Gebot der Entgeltgleichheit zu stärken." (Verlagsangaben, IAB-Doku)
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Literaturhinweis
The Parental Wage Gap and the Development of Socio-Emotional Skills in Children (2024)
Zitatform
Hufe, Paul (2024): The Parental Wage Gap and the Development of Socio-Emotional Skills in Children. (HCEO working paper / Human capital and economic opportunity global working group 2024,010), Chicago, Ill., 68 S.
Abstract
"Converging labor market opportunities of men and women have altered the economic incentives for how families invest monetary and time resources into the skill development of their children. In this paper, I study the causal impact of changes in the parental wage gap (PWG) - defined as the relative difference in potential wages of mothers and fathers - on children's socio-emotional skills. I leverage administrative and survey data from Germany to create exogenous between-sibling variation in the PWG through a shift-share design. I find that decreases in the PWG do not affect children's socio-emotional development as measured by their Big Five personality traits and externalizing/internalizing behaviors. This null effect can be rationalized by the offsetting effects of the PWG on monetary investments, i.e., more disposable household income that is increasingly controlled by mothers, and time investments, i.e., a substitution from in-home maternal care to informal childcare." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Same degrees, different outcomes? Fields of study choices and gender wage inequality in Finland and Germany (2024)
Hägglund, Anna Erika;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))
Weiterführende Informationen
Korrigendum -
Literaturhinweis
The Gender Gap in Earnings Losses After Job Displacement (2024)
Zitatform
Illing, Hannah, Johannes F. Schmieder & Simon Trenkle (2024): The Gender Gap in Earnings Losses After Job Displacement. In: Journal of the European Economic Association, Jg. 22, H. 5, S. 2108-2147., 2023-10-07. DOI:10.1093/jeea/jvae019
Abstract
"We compare men and women who are displaced from similar jobs by applying an event study design combined with propensity score matching and reweighting to administrative data from Germany. After a mass layoff, women’ s earnings losses are about 35% higher than men’ s, with the gap persisting five years after displacement. This is partly explained by women taking up more part-time employment, but even women’ s full-time wage losses are almost 50% higher than men’ s. Parenthood magnifies the gender gap sharply. Finally, displaced women spend less time on job search and apply for lower-paid jobs, highlighting the importance of labor supply decisions." (Author's abstract, IAB-Doku, © Oxford Academic) ((en))
Ähnliche Treffer
- frühere (möglicherweise abweichende) Version erschienen u.d.T. "The Gender Gap in Earnings Losses after Job Displacement" als: IZA discussion paper, 14724
- frühere (möglicherweise abweichende) Version erschienen u.d.T. "The Gender Gap in Earnings Losses after Job Displacement" als: NBER working paper, 29251
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Literaturhinweis
The gender pay gap in medicine: evidence from Britain (2024)
Zitatform
Jones, Melanie & Ezgi Kaya (2024): The gender pay gap in medicine: evidence from Britain. In: Oxford economic papers, Jg. 76, H. 4, S. 1033-1051. DOI:10.1093/oep/gpad050
Abstract
"This study quantifies the drivers of the gender pay gap among medical doctors in the British public sector, both at the mean and across the earnings distribution. We make comparisons to private sector doctors, as well as to other public sector health professionals and find that the substantial 22% hourly gender pay gap among public sector doctors, which is predominately unexplained by personal and work-related characteristics, is far larger than in these comparator occupations. Our evidence suggests sector–occupation-specific drivers of gender pay inequality among public sector doctors, which are particularly pronounced at the top end of the wage distribution." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Regionaler Gender Pay Gap: Die Branchenstruktur vor Ort macht den Unterschied (Interview) (2024)
Zitatform
Keitel, Christiane; Michaela Fuchs & Anja Rossen (interviewte Person) (2024): Regionaler Gender Pay Gap: Die Branchenstruktur vor Ort macht den Unterschied (Interview). In: IAB-Forum H. 04.03.2024. DOI:10.48720/IAB.FOO.20240304.02
Abstract
"Dass Frauen in Deutschland im Schnitt deutlich weniger verdienen als Männer, ist den meisten Menschen bewusst. Die nationale Betrachtung verdeckt jedoch große Unterschiede zwischen den einzelnen Regionen. Anlässlich des deutschlandweiten Equal Pay Days, der 2024 auf den 6. März fällt, haben Regionalforscherinnen aus dem IAB einen Bericht vorgelegt, der den Gender Pay Gap auf regionaler Ebene aufzeigt. Die Redaktion des IAB-Forums hat dazu bei Michaela Fuchs und Anja Rossen nachgefragt.." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Gender differences in wage expectations and negotiation (2024)
Zitatform
Kiessling, Lukas, Pia Pinger, Philipp Seegers & Jan Bergerhoff (2024): Gender differences in wage expectations and negotiation. In: Labour Economics, Jg. 87. DOI:10.1016/j.labeco.2024.102505
Abstract
"This paper presents evidence from a large-scale study on gender differences in expected wages before labor market entry. Based on data for over 15,000 students, we document a significant and large gender gap in wage expectations that resembles actual wage differences, prevails across subgroups, and along the entire distribution. Over the life-cycle this gap amounts to roughly half a million Euros. Our findings further suggest that expected wages relate to expected asking and reservation wages and that a difference in plans about ‘‘boldness’’ during prospective wage negotiations pertains to gender difference in expected and actual wages. Given the importance of wage expectations for labor market decisions, household bargaining, and wage setting, our results provide an explanation for persistent gender inequalities." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Now, Women Do Ask: A Call to Update Beliefs about the Gender Pay Gap (2024)
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))
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Literaturhinweis
Does gender of firm ownership matter? Female entrepreneurs and the gender pay gap (2024)
Zitatform
Kritikos, Alexander S., Mika Maliranta, Veera Nippala & Satu Nurmi (2024): Does gender of firm ownership matter? Female entrepreneurs and the gender pay gap. (GLO discussion paper / Global Labor Organization 1422), Essen, 39 S.
Abstract
"We examine how the gender of business-owners is related to the wages paid to female relative to male employees working in their firms. Using Finnish register data and employing firm fixed effects, we find that the gender pay gap is - starting from a gender pay gap of 11 to 12 percent - two to three percentage-points lower for hourly wages in female-owned firms than in male-owned firms. Results are robust to how the wage is measured, as well as to various further robustness checks. More importantly, we find substantial differences between industries. While, for instance, in the manufacturing sector, the gender of the owner plays no role for the gender pay gap, in several service sector industries, like ICT or business services, no or a negligible gender pay gap can be found, but only when firms are led by female business owners. Businesses in male ownership maintain a gender pay gap of around 10 percent also in the latter industries. With increasing firm size, the influence of the gender of the owner, however, fades. In large firms, it seems that others - firm managers - determine wages and no differences in the pay gap are observed between male- and female-owned firms." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Does gender of firm ownership matter? Female entrepreneurs and the gender pay gap (2024)
Zitatform
Kritikos, Alexander S., Mika Maliranta, Veera Nippala & Satu Nurmi (2024): Does gender of firm ownership matter? Female entrepreneurs and the gender pay gap. In: Journal of Population Economics, Jg. 37. DOI:10.1007/s00148-024-01030-x
Abstract
"We examine how the gender of business owners is related to the wages paid to female relative to male employees working in their firms. Using Finnish register data and employing firm fixed effects, we find that the gender pay gap is - starting froma gender pay gap of 11 to 12% - two to three percentage points lower for hourly wages in female-owned firms than in male-owned firms. Results are robust to how the wage is measured, as well as to various further robustness checks. More importantly, we find substantial differences between industries. While, for instance, in the manufacturing sector, the gender of the owner plays no role in the gender pay gap, in several service sector industries, like ICT or business services, no or a negligible gender pay gap can be found, but only when firms are led by female business owners. Businesses with male ownership maintain a gender pay gap of around 10% also in the latter industries. With increasing firm size, the influence of the gender of the owner, however, fades. In large firms, it seems that others - firm Managers - determine wages and no differences in the pay gap are observed between male- and female-owned firms." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
The gendered character of claims-making: A longitudinal analysis (2024)
Zitatform
Lükemann, Laura & Anja-Kristin Abendroth (2024): The gendered character of claims-making: A longitudinal analysis. In: Research in Social Stratification and Mobility, Jg. 93. DOI:10.1016/j.rssm.2024.100955
Abstract
"In this article, we examine the gendered outcomes of career negotiations, which involve employees discussing career advancements with their direct supervisors. We apply relational inequality theory, which conceptualizes career negotiations as instances of relational claims-making, to explain gender differences in returns in terms of hourly wages, occupational status, and subjective perceptions of job advancements. Our empirical approach employs individual fixed-effect models using three waves of unique German linked employer-employee panel data on 2090 employees across 131 workplaces (LEEP-B3; 2012–2019). We find that men discussing career advancements with supervisors, experience pay raises and occupational upward mobility, whereas women do not. Yet, we find only minor gender differences in perceived job advancements following career negotiations. In workplaces with a more balanced gender representation in management and supervisory positions, women’s wage returns from negotiations increase. Although individual negotiations seem to perpetuate gender inequalities, workplace structures can weaken inequality-generating mechanisms." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
The Gender Pay Gap at the Early Stages of Academic Careers (2024)
Zitatform
Magda, Iga, Jacek Bieliński, Marzena Feldy & Anna Knapińska (2024): The Gender Pay Gap at the Early Stages of Academic Careers. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17063), Bonn, 31 S.
Abstract
"The number of countries that have devoted time and attention to establishing gender equality regulations in academia is increasing. However, various studies indicate that women remain underrepresented among tenured faculty and in senior positions, and that female academic staff earn less than male ones. The reasons for these gaps, in particular those specific to academia, remain unclear. This article analyzes Polish female and male PhD graduates to measure the pay gap between them and its progression over time. The article studies the sources of the pay gap, with a special focus on parenthood. It draws on a dataset that covers the entire population of PhD holders who were awarded their degrees and were hired at any Polish university between 2014 and 2018. The study's results reveal that despite equal pay regulations, a relatively narrow (3–5%) but stable adjusted gender pay gap already exists among early-career academics who do not have children, and that the gap widens considerably when income from outside academia (6–11%) is considered. Basic incomes of mothers in academia are 18–20% lower than those of nonmothers. A substantial fatherhood wage premium (33–37%) arises when all sources of income are considered. Academia is not necessarily an equal workplace." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Age dynamics of the gender wage gap: An analysis with matched employer-employee microdata for Spain (2024)
Murillo Huertas, Inés P.; Raymond, José L.;Zitatform
Murillo Huertas, Inés P. & José L. Raymond (2024): Age dynamics of the gender wage gap: An analysis with matched employer-employee microdata for Spain. In: The Journal of Industrial Relations, Jg. 66, H. 2, S. 186-214. DOI:10.1177/00221856241229132
Abstract
"The aim of this research is to provide new evidence on the evolution of the gender wage gap by age using matched employer-employee microdata for Spain, taking into account changes across generations with respect to the age dynamics of the pay gap. We propose a wage equation controlling for age effects and their differences by gender. We estimate this equation by year taking advantage of overlapping cross-sectional microdata. We then calculate the variation of the gender wage gap for individuals with the same age but belonging to different generations as each wave of our data encompasses common birth cohorts. Our results suggest that the gender wage gap in the case of Spain tends to decrease both over time and across generations. By contrast, it tends to widen as women get older, which is consistent with previous research for other countries. These trends are robust to changes in the wage equation specification and apply even for comparisons of very similar men and women working at very similar firms. In fact, segregation appears to play an important role in the evolution of the gender wage gap along the career." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Long Way to Gender Equality: Gender Pay Differences in Germany, 1871-2021 (2024)
Neef, Theresa;Zitatform
Neef, Theresa (2024): The Long Way to Gender Equality: Gender Pay Differences in Germany, 1871-2021. (Working paper / World Inequality Lab 04424,48), Paris, 54 S.
Abstract
"This paper provides the first time series of the gender earnings ratio for the full-time employed workforce in Germany since the 1870s and compares Germany's path with the Swedish and U.S. cases. The industrialization period yielded slow advances in economic gender relations due to women's delayed inclusion in the industrial workforce. The first half of the 20th century exhibited a marked leap. In Germany, the gender earnings ratio increased from 47% in 1913 to 58% in 1937. Similar increases are visible in Sweden and the United States. In all three countries, the interplay between increased women's education and increased returns to education due to the expanding white-collar sector fueled pay convergence. Yet in Germany, women's educational catch-up was slowed due to the dominance of on-the-job vocational training. German women's migration from low-paid agricultural work to higher-paid white-collar jobs was predominantly increasing the gender pay ratio. The postwar period brought diverging developments between Germany, Sweden and the United States due to different economic conditions and policy action." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labour market segmentation and the gender wage gap in Spain (2024)
Zitatform
Núñez, Hernández Fernando, Carlos Usabiaga & de Toledo Pablo Álvarez (2024): Labour market segmentation and the gender wage gap in Spain. In: International Journal of Manpower, Jg. 45, H. 10, S. 16-41. DOI:10.1108/IJM-10-2023-0601
Abstract
"Purpose: The purpose of this study is to analyze the gender wage gap (GWG) in Spain adopting a labor market segmentation approach. Once we obtain the different labor segments (or idiosyncratic labor markets), we are able to decompose the GWG into its observed and unobserved heterogeneity components. Design/methodology/approach We use the data from the Continuous Sample of Working Lives for the year 2021 (matched employer–employee [EE] data). Contingency tables and clustering techniques are applied to employment data to identify idiosyncratic labour markets where men and/or women of different ages tend to match/associate with different sectors of activity and occupation groups. Once this “heatmap” of labour associations is known, we can analyze its hottest areas (the idiosyncratic labor markets) from the perspective of wage discrimination by gender (Oaxaca-Blinder model). Findings In Spain, in general, men are paid more than women, and this is not always justified by their respective attributes. Among our results, the fact stands out that women tend to move to those idiosyncratic markets (biclusters) where the GWG (in favour of men) is smaller. Research limitations/implications It has not been possible to obtain remuneration data by job-placement, but an annual EE relationship is used. Future research should attempt to analyse the GWG across the wage distribution in the different idiosyncratic markets. Practical implications Our combination of methodologies can be adapted to other economies and variables and provides detailed information on the labour-matching process and gender wage discrimination in segmented labor markets. Social implications Our contribution is very important for labor market policies, trying to reduce unfair inequalities. Originality/value The study of the GWG from a novel labor segmentation perspective can be interesting for other researchers, institutions and policy makers." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
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Literaturhinweis
The Rules of the Game: Local Wage Bargaining and the Gender Pay Gap (2024)
Zitatform
Olsson, Maria & Oskar Nordström Skans (2024): The Rules of the Game: Local Wage Bargaining and the Gender Pay Gap. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17381), Bonn, 33 S.
Abstract
"We study how local bargaining institutions affect the within-job gender wage gap among Swedish blue collar workers. Collective agreements with varying degrees of local flexibility tend to cover blue-collar workers across different occupations within the same firm. As a consequence, workers performing the same tasks but in different firms are covered by different agreements. We show that the gender pay gap is substantially reduced in jobs covered by collective agreements that guarantee each worker a minimum pay raise every year. Bargaining constraints have a greater impact on gender equality in settings where females are underrepresented. Effects are smaller in more productive firms as these firms can share rents above the contractual minimum with less constraints, even when formal contracts are rigid. Overall, the results suggest that the specifics of local bargaining institutions can play an important role in shaping gender wage disparities among low-paid workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The role of bargaining and discrimination in the gender wage gap in France: A cross-country perspective (2024)
Palladino, Marco G.; Bertheau, Antoine ; Nordström Skans, Oskar ; Lassen, Anne Sophie ; Gülümser, Dogan; Barreto, César; Hijzen, Alexander; Muraközy, Balázs;Zitatform
Palladino, Marco G., Antoine Bertheau, César Barreto, Dogan Gülümser, Alexander Hijzen, Anne Sophie Lassen, Balázs Muraközy & Oskar Nordström Skans (2024): The role of bargaining and discrimination in the gender wage gap in France. A cross-country perspective. (OECD social, employment and migration working papers 315), Paris, 34 S. DOI:10.1787/1fd68687-en
Abstract
"This paper contributes to a better understanding of the role of bargaining and discrimination in the gender wage gap in France and four other European countries using comprehensive linked employer-employee data. The role of bargaining and discrimination is analysed by focusing on systematic differences in wage-setting practices between men and women in the same firm through the estimation of gender-specific firm wage premia. The paper provides three key insights. First, bargaining and discrimination account for only a small part of the gender wage gap in France. Second, the component of the gender wage gap that can be attributed to bargaining and discrimination is higher in high-wage firms in all countries considered. Third, cross-country differences in the importance of bargaining and discrimination in the gender wage gap reflect both systematic differences in wage-setting practices within firms and imperfections in the product market that generate persistent rents." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Unequal Hiring Wages and Their Impact on the Gender Pay Gap (2024)
Zitatform
Pham, Tho, Daniel Schaefer & Carl Singleton (2024): Unequal Hiring Wages and Their Impact on the Gender Pay Gap. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17285), Bonn, 43 S.
Abstract
"National payroll earnings data reveal that men are generally paid more than women when they enter firms. Although this hiring wage gap has narrowed over the past two decades, it still accounts for over half of the overall gender pay gap in Great Britain. Even when firms hire men and women into the same specific occupation at roughly the same time, and accounting for previous work experience, there remains an unexplained hiring wage gap within jobs that favours men by 2.6%. These findings suggest that gender pay gap reporting laws that focus exclusively on the overall gaps within employers miss an important margin. Mandating employers to additionally disclose their wage gaps among newly hired workers could be highly informative." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Outside the box? – Women's individual poverty risk in the EU and the role of labor market characteristics and tax-benefit policies (2024)
Zitatform
Popova, Daria, Katrin Gasior & Silvia Avram (2024): Outside the box? – Women's individual poverty risk in the EU and the role of labor market characteristics and tax-benefit policies. (ISER working paper series / Institute for Social and Economic Research, University of Essex 2024-02), Colchester, 31 S.
Abstract
"Social policy debates as early as the 1950s have focused on the activation of individuals into employment. This assumes jobs with good work-ing conditions and fair pay; ignores women's reality of part-time work, unpaid care work and the gender pay gap; and has often resulted in the weakening of traditional social protection. We study the individual poverty risk of women under the adult worker paradigm across the EU using the tax-benefit model EUROMOD and EU-SILC data. Comparing the individual poverty risk of working-age women to the benchmark of typical male workers, we highlight heterogeneity driven by women's economic situation and job characteristics and analyze the role of the tax-benefit system in reducing the gap. The analysis shows that only slightly more than one third of women isn't the adult worker model, while this is the case for almost two thirds of men. Inactive and unemployed women are particularly likely to be vulnerable to poverty, but even women with the same characteristics as male reference workers experience a higher poverty risk, highlighting the role of the gender pay gap. Benefits cushion some of the gendered labor market differences but are often not generous enough for unemployed and inactive women or not sufficiently available for self-employed women. Women in atypical employment are furthermore disproportionally affected by taxes and social insurance contributions as they lead to a higher poverty rate, contributing to a larger gap compared to typical male workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Public sector wage compression and wage inequality: gender and geographic heterogeneity (2024)
Zitatform
Rattsø, Jørn & Hildegunn E. Stokke (2024): Public sector wage compression and wage inequality: gender and geographic heterogeneity. In: Oxford economic papers, Jg. 76, H. 3, S. 722-740. DOI:10.1093/oep/gpad040
Abstract
"Studies of wage inequality concentrate on private wages. Public sector wages are typically assumed to contribute to the overall wage equality. We challenge this understanding in an analysis of the relative skill premium in the public versus private sectors. The analysis of heterogeneity across gender and geography is based on rich register data for Norway. The raw data confirm the relative wage compression in the public sector. However, this is a male phenomenon and only prevalent in large cities when unobserved worker and firm characteristics are taken into account. With identification based on shifters between private and public sectors and movers between city-size groups, wage setting for female workers in the public sector increases wage inequality in all regions, particularly in the periphery. The result is consistent with policies promoting the recruitment of high-educated female workers and the expansion of public services in the periphery counterbalancing the desired equality effect of public wages." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Wage inequality consequences of expanding public childcare (2024)
Riedel, Lukas;Zitatform
Riedel, Lukas (2024): Wage inequality consequences of expanding public childcare. (ZEW discussion paper 24-006), Mannheim, 56 S.
Abstract
"This paper assesses the impact of a large expansion of public childcare in Germany on wage inequality. Exploiting regional variation in childcare supply over the 1990s, I show that in regions with stronger increases in childcare, wage inequality among women increased less strongly compared to regions with smaller increases. This is primarily driven by the lower half of the wage distribution and qualitatively similar for full- and part-time workers. Larger expansions in childcare, however, do not contribute to a further closing of the gender wage gap." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Role of the Ask Gap in Gender Pay Inequality (2024)
Zitatform
Roussille, Nina (2024): The Role of the Ask Gap in Gender Pay Inequality. In: The Quarterly Journal of Economics, Jg. 139, H. 3, S. 1557-1610. DOI:10.1093/qje/qjae004
Abstract
"The gender ask gap measures the extent to which women ask for lower salaries than comparable men. This article studies its role in generating wage inequality, using novel data from an online recruitment platform for full-time engineering jobs: Hired.com. To use the platform, job candidates must post an ask salary, stating how much they want to make in their next job. Firms then apply to candidates by offering them a bid salary, solely based on the candidate’s résumé and ask salary. If the candidate is hired, a final salary is recorded. After adjusting for résumé characteristics, the ask gap is 2.9%, the bid gap is 2.2%, and the final offer gap is 1.4%. Further controlling for the ask salary explains the entirety of the residual gender gaps in bid and final salaries. To further provide evidence of the causal effect of the ask salary on the bid salary, I exploit an unanticipated change in how candidates were prompted to provide their ask. For some candidates in mid-2018, the answer box used to solicit the ask salary was changed from an empty field to an entry prefilled with the median bid salary for similar candidates. I find that this change drove the ask, bid, and final offer gaps to zero. In addition, women did not receive fewer bids or final offers than men did due to the change, suggesting they faced little penalty for demanding comparable wages." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Full-time employment is all that matters? Quantifying the role of relevant and gender-exclusive life course experiences for gender inequalities (2024)
Zitatform
Rowold, Carla (2024): Full-time employment is all that matters? Quantifying the role of relevant and gender-exclusive life course experiences for gender inequalities. (MPIDR working paper / Max Planck Institute for Demographic Research 2024-021), Rostock, 95 S. DOI:10.4054/MPIDR-WP-2024-021
Abstract
"Gender Pension Gaps (GPG) represent crucial indicators of gender inequalities over the life course and reflect the value welfare states place on different types of work. Despite reaching higher levels, they receive less attention than other gender inequalities, such as gender wage gaps. More generally, research on gender inequalities typically focuses on selected sets of life course summary measures, predominantly the employment duration, to explain gender inequalities across the life course. Taking a life course perspective and using data from the Survey of Health, Ageing, and Retirement in Europe (SHARE) for the Netherlands and West Germany, I propose an innovative combination of machine learning, sequence analysis, and decomposition techniques, allowing for a new perspective on gender inequalities over the life course. The study contributes by disentangling which specific life course elements are most relevant for pension inequalities and quantifies the role of gender-exclusive life-course experiences for gender disparities. I find that the duration, timing, order of life-course states, and overall life course complexity matter for pension income inequalities in both pension systems. Specifically, the duration, timing, and order of care work experiences are more crucial pension predictors than employment duration, which has been the primary focus of previous research. The largest parts of the GPGs are attributable to gender-exclusive life course experiences: There is no male counterpart for the female engagement in care work, which is poorly rewarded in pension systems. Future research and policymakers likely benefit from considering such gender-specific combinations of life-course experiences and applications of the methodological approach to other inequalities." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Making and Breaking Gender Inequalities in Work (2024)
Rönnmar, Mia; Hayter, Susan;Zitatform
Rönnmar, Mia & Susan Hayter (Hrsg.) (2024): Making and Breaking Gender Inequalities in Work. (ILERA Publication series), Boca Raton: Elgar, 206 S. DOI:10.4337/9781035337477
Abstract
"This timely book expertly analyses the persistence of gender inequalities in work. Despite the progress made through frameworks regulating work and employment relations, the COVID-19 pandemic exposed and exacerbated gender divides in labour markets. The authors present innovative ways to promote gender equality in a variety of industrial relations systems, welfare state models and labour market sectors." (Author's abstract, IAB-Doku, © Elgar) ((en))
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Literaturhinweis
Unraveling the Gender Wage Gap: Exploring Early Career Patterns among University Graduates (2024)
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))
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Literaturhinweis
Unraveling the gender wage gap: Exploring early career patterns among university graduates (2024)
Zitatform
Sandner, Malte & Ipek Yükselen (2024): Unraveling the gender wage gap: Exploring early career patterns among university graduates. In: Scottish Journal of Political Economy, 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))
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Literaturhinweis
Miss-Allocation: The Value of Workplace Gender Composition and Occupational Segregation (2024)
Schuh, Rachel;Zitatform
Schuh, Rachel (2024): Miss-Allocation: The Value of Workplace Gender Composition and Occupational Segregation. (Staff reports / Federal Reserve Bank of New York 1092), New York, NY, 98 S. DOI:10.59576/sr.1092
Abstract
"I analyze the value workers ascribe to the gender composition of their workplace and the consequences of these valuations for occupational segregation, tipping, and welfare. To elicit these valuations, I survey 9,000 U.S. adults using a hypothetical job choice experiment. This reveals that on average women and men value gender diversity, but these average preferences mask substantial heterogeneity. Older female workers are more likely to value gender homophily. This suggests that gender norms and discrimination, which have declined over time, may help explain some women’s desire for homophily. Using these results, I estimate a structural model of occupation choice to assess the influence of gender composition preferences on gender sorting and welfare. I find that workers’ composition valuations are not large enough to create tipping points, but they do reduce female employment in male-dominated occupations substantially. Reducing segregation could improve welfare: making all occupations evenly gender balanced improves utility as much as a 0.4 percent wage increase for women and a 1 percent wage increase for men, on average." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Female university students may settle for considerably lower starting salaries than their male Peers (Series: "Education and the Labour Market") (2024)
Zitatform
Setzepfand, Paul & Ipek Yükselen (2024): Female university students may settle for considerably lower starting salaries than their male Peers (Series: "Education and the Labour Market"). In: IAB-Forum H. 16.09.2024 Nürnberg. DOI:10.48720/IAB.FOO.20240916.01
Abstract
"According to a survey conducted by the IAB, female university students have different salary expectations than male students. They would accept a starting salary that is 15.6 percent lower than that of their male peers. There is also a gender gap of a similar magnitude in their expected starting wages. This is not only due to the fact that women tend to study different subjects than men." (Author's abstract, IAB-Doku) ((en))
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Aspekt zurücksetzen
- Erwerbsbeteiligung von Frauen
- Erwerbsbeteiligung von Männern
- Kinderbetreuung und Pflege
- Berufliche Geschlechtersegregation
- Berufsrückkehr – Wiedereinstieg in den Arbeitsmarkt
- Dual-Career-Couples
- Work-Life
- Geschlechtsspezifische Lohnunterschiede
- Familienpolitische Rahmenbedingungen
- Aktive/aktivierende Arbeitsmarktpolitik
- Arbeitslosigkeit und passive Arbeitsmarktpolitik
- geografischer Bezug