Zitatform

Möller, Joachim & Alisher Aldashev (2007): Wage inequality, reservation wages and labor market participation. Testing the implications of a search-theoretical model with regional data. In: International Regional Science Review, Jg. 30, H. 2, S. 120-151. DOI:10.1177/0160017606298431

Abstract

Untersucht werden die regionalen Unterschiede geschlechtsspezifischer Erwerbsquoten. Ein suchtheoretisches Modell mit intertemporalem Optimierungsverhalten von Akteuren legt nahe, dass ein höheres Lohnniveau in einer Region die Erwerbsbeteiligung fördert, wohingegen sich höhere Arbeitslosigkeit entmutigend auf Arbeitskräfte auswirkt. Dieses Standardmodell wird von den Autoren erweitert, indem zwei Werte für die Lohndispersion eingeführt werden, jeweils für die Löhne unter und über dem Median. Die Ergebnisse zeigen, dass die Lohnspreizung im unteren Bereich der Lohnverteilung den Wert der Arbeitssuche und die Erwerbsquoten senkt. Das Gegenteil ist der Fall für den oberen Bereich der Lohnverteilung. Die Implikationen des Modells werden mit Verfahren der räumlichen Ökonometrie getestet. (IAB)

Zitatform

Newell, Helen (2007): Gender and career development. Dublin, o. Sz.

Abstract

"This comparative study examines the issue of gender and career development and explores the continuing barriers to achieving equality of opportunity in this area. Looking at the current European Union countries (with the exception of Sweden) and Norway, the study explores the extent to which career patterns are changing in response to the restructuring of work and organisations and how this impacts on women's career experiences. It also examines the attitudes of the social partners regarding gender and career development. The study finds that although careers are changing in most countries, the nature of this change is best described as a gradual erosion of traditional work patterns, rather than a transformation which is likely to improve opportunities for women. Gender segregation remains a significant problem, despite women's increased activity rates. Female-dominated part-time work, associated with poor opportunities for training and promotion, also persists. The study reveals that most trade unions have been proactive in campaigning on this topic and in increasing their members' awareness of and ability to raise such issues with employers. However, it also shows that many employers appear to remain unconvinced about the need to prioritise gender and careers. While there are examples of some innovative attempts to tackle the problem, these often occur in isolation. In particular, translating legislation into practice at company level remains a significant problem." (Author's abstract, IAB-Doku) ((en))

Zitatform

Saint-Paul, Gilles (2007): Against 'gender-based taxation'. (CEPR discussion paper 6582), London, 24 S.

Abstract

"This paper criticizes the Alesina and Ichino (2007) proposal of taxing men more than women. First, the proposal is outright sex discrimination. Second, it cannot be Pareto-improving. Third, its virtues in terms of efficiency are better obtained by gender-neutral voluntary schemes for taxing households. Fourth, the tax would further undermine marriage." (Author's abstract, IAB-Doku) ((en))

Zitatform

Semykina, Anastasia & Susan J. Linz (2007): Gender differences in personality and earnings. Evidence from Russia. In: Journal of economic psychology, Jg. 28, H. 3, S. 387-410. DOI:10.1016/j.joep.2006.05.004

Abstract

"Does personality affect earnings? If so, are there gender differences in personality that explain part of the gender wage gap? We use survey data collected from over 2600 Russian employees between 2000 and 2003 to evaluate the impact on earnings of two personality traits: locus of control and challenge-affiliation. We find that gender differences in personality traits are significant. Men are more likely to exhibit an internal locus of control and need for challenge, while women are more likely to exhibit an external locus of control and need for affiliation. Moreover, there are differences in the effect of personality on earnings by gender - women's earnings are strongly affected by personality, while the effect of personality on men's earnings is small and not always significant. Among the employees participating in our study, personality traits explain as much as 8% of the gender wage gap." (Author's abstract, IAB-Doku) ((en))

Zitatform

Sigle-Rushton, Wendy & Jane Waldfogel (2007): The incomes of families with children. A cross-national comparison. In: Journal of European social policy, Jg. 17, H. 4, S. 299-318. DOI:10.1177/0958928707082474

Abstract

"Using data on seven countries, we estimate trajectories in family incomes for families with and without children following several stylized life-courses. Focusing mainly on women with a medium level of education, we find, in general, that gaps in family income are smallest in the Nordic countries, intermediate in the Anglo-American countries, and largest in the continental European countries. Our findings are similar to patterns observed in the literature on family gaps in women's earnings and suggest that differences in earnings and labour market participation between women with different family histories are the major driver in the gaps in gross and disposable incomes that we observe." (Author's abstract, IAB-Doku) ((en))

Zitatform

Sigle-Rushton, Wendy & Jane Waldfogel (2007): Motherhood and women's earnings in Anglo-American, Continental European, and Nordic Countries. In: Feminist economics, Jg. 13, H. 2, S. 55-91. DOI:10.1080/13545700601184849

Abstract

"The earnings of mothers make up an important, but difficult to quantify, component of parental expenditures on children. This paper compares the long-term earnings of women with children, women without children, and men. The study conducts separate analyses for less educated, moderately educated, and highly educated people in eight Anglo-American, Continental European, and Nordic countries. The study finds that, for the most part, these countries cluster into three groups, with mothers in the Continental European group experiencing the largest earnings differentials, mothers in the Nordic group experiencing the smallest, and mothers in the Anglo-American countries occupying the middle position." (Author's abstract, IAB-Doku) ((en))

Zitatform

Theunissen, Gert, Marije Verbruggen, Anneleen Forrier & Luc Sels (2007): Career sidestep, wage stepback? The impact of different types of career breaks on wages. (WSE report), Louvain, 22 S.

Abstract

"In this paper, we simultaneously study the wage effects of different types of interruptions, allowing for differential effects of break duration in function of the nature of the interruption. The types we will study are family leaves, unemployment spells, self-employment spells, educational leaves and a residual category, comprising 'private' reasons to interrupt one's career (e.g. travel, rest, voluntary work). Family leaves and unemployment spells have received ample attention in literature, being perhaps the most obvious reasons why an individual is not working at some point in time. Our addition of self-employment spells and educational leaves is not only inspired by their under-exposure in research on career breaks, but also by the growing recognition among policy-makers of the crucial role of lifelong learning and entrepreneurship in sustaining economic growth. It is far from certain whether career interruptions that are advocated by the government as a potential boost to employment and entrepreneurship also pay off for individuals once they return to wage employment. Besides this focus on different types of career breaks, our study also complements previous research by conducting separate analyses for men and women. In doing so, we investigate to what extent the impact of the different types of career breaks differ between male and female workers. The paper is structured as follows. First, we discuss the literature on career breaks. Then we present the methodology and the results. The paper concludes with a discussion on the key implications of the research and some suggestions for future research." (Author's abstract, IAB-Doku) ((en))

Zitatform

Thornley, Carole (2007): Working part-time for the state. Gender, class and the public sector pay gap. In: Gender, Work and Organization, Jg. 14, H. 5, S. 454-475. DOI:10.1111/j.1468-0432.2007.00360.x

Abstract

"This article explores the role and nature of disadvantages associated with part-time working in perpetuating the gender pay gap in the public sector. It does so by means of a detailed case study of local government workers in the UK, with particular reference to the more than one and a half million local government service workers covered by National Joint Council bargaining arrangements. The article draws from original pay data analysis and national survey work conducted by the author. It argues that little has changed since the findings reported 20 years ago by Beechey and Perkins with respect to the disadvantages experienced by part-time workers and the 'construction' of employment in gendered ways. However, the role of class may have been understated in previous accounts: class fractions in gender-segregated employment continue to hold deep significance and provide some potential for solidaristic approaches by trade unions alongside traditional 'equality' initiatives." (Author's abstract, IAB-Doku) ((en))

Zitatform

Trapido, Denis (2007): Gendered transition. Post-Soviet trends in gender wage inequality among young full-time workers. In: European Sociological Review, Jg. 23, H. 2, S. 223-237. DOI:10.1093/esr/jcl030

Abstract

"'How does post-socialist transition to market economy change gender wage inequality? What processes are driving this change? This study undertakes to answer these questions by using longitudinal data on full-time workers in their early careers in four regions of the former Soviet Union. The main analytic tool is linear regression decomposition, with the change in within-region wage percentile as the dependent variable in the regression. During 4-5 years in the mid-1990s, men were significantly more likely than women to move up the wage hierarchy in Estonia and Latvia. The opposite development took place in the Sverdlovsk region in Russia and, to a lesser extent, in the Kharkiv region in Ukraine. Whether gender pay gap increased or declined, the wage mobility of gender-segregated occupations and sectors was a major contributor to the changes in gender wage stratification. At the same time, the labour force reshuffle during market transition disproportionately channelled one or the other gender group into occupations and sectors with lower earnings. The differential effect of family factors on the earnings of men and women does not explain any part of the gender gap in wage mobility. The impact of the gender difference in pay aspirations is likewise trivial." (Author's abstract, IAB-Doku) ((en))

Zitatform

Warren, Tracey (2007): Conceptualizing breadwinning work. In: Work, employment and society, Jg. 21, H. 2, S. 317-336. DOI:10.1177/0950017007076642

Abstract

"One of the most widely used concepts in the sociology of women and men's work is that of the breadwinner. Given its centrality to and in so many core academic debates, it is surprising that so little attention has been paid to theorizing and operationalizing breadwinning. Breadwinning seems to lie uncontested, with an unproblematic taken-for-granted, common sense meaning in current sociology.The article reviews how breadwinning has been approached in sociology and how it has been operationalized in empirical studies. After identifying different dimensions of breadwinning, the article explores their reliability in a descriptive analysis of women and men's breadwinning work in Europe. It is concluded that the meaning of breadwinning should be debated as routinely as that of caring." (Author's abstract, IAB-Doku) ((en))

Zitatform

Webster, Juliet (2007): Changing European gender relations. Gender equality policy concerning employment and the labour market. EU research in social sciences and humanities. (Policy synthesis of EU research results series 06), Brüssel, 63 S.

Abstract

"The review addresses the policy domain of gender and equal opportunities in relation to employment and labour market policies. The findings of six research projects fall into four clusters that mirror the concerns of policy makers: gender inequalities in labour market participation; labour market segregation and the nature of 'women's work'; flexible employment, family-friendly work and work-life balance; welfare and social exclusion; and the formulation and implementation of gender equality policies. The research reviewed highlights several gaps in our understanding of labour market dynamics as they affect gender equality and policy formulation. The need for further research has been identified on specific topics, including a systematic evaluation of flexible work forms on gender equality, developing new understandings of 'skill', and social protection and social exclusion." (Author's abstract, IAB-Doku) ((en))

Zitatform

Weichselbaumer, Doris & Rudolf Winter-Ebmer (2007): The effects of competition and equal treatment laws on gender wage differentials. In: Economic policy H. 50, S. 235-287.

Abstract

"Discrimination, if it is inefficient, can be eliminated by competition. In most countries, it is also forbidden by law. This paper evaluates the influence of economic and legal factors on the portion of male-female wage differentials that is not explained by other worker characteristics and may be due to discrimination. We use a new international data set of suitable gender wage gap measures, constructed from the results of existing studies. Meta-analysis of the data shows that increased competition and adoption of international conventions concerning equal treatment laws both reduce gender wage gaps, while legislation that prevents women from performing strenuous or dangerous jobs tends to increase it." (Author's abstract, IAB-Doku) ((en))

Zitatform

Weinberg, Daniel H. (2007): Earnings by gender. Evidence from Census 2000. In: Monthly labor review, Jg. 130, H. 7/8, S. 26-34.

Abstract

"Do women of comparable experience, as measured by age and education, earn the same as men in the same occupations? A look at the occupations identified in Census 2000 indicates that a sizable unexplained gap remains." (Author's abstract, IAB-Doku) ((en))

Zitatform

Wolf, Elke & Anja Heinze (2007): How to limit discrimination? Analyzing the effects of innovative workplace practices on intra-firm gender wage gaps using linked employer-employee data. (ZEW discussion paper 2007-077), Mannheim, 45 S.

Abstract

"This paper provides a new approach to assess the impact of organisational changes fostering employee involvement, performance related pay schemes and other relevant trends in personnel policy on the gender wage gap. Our results indicate that innovative human resource practices tend to limit the wage differential between men and women. The innovation of this study is that we use linked employer-employee data to look at within-firm gender wage differentials. To investigate the theoretical hypotheses regarding the effect of selected human resource measures on gender wage inequality, we calculate a firm-specific gender wage gap accounting for differences in individual characteristics." (Author's abstract, IAB-Doku) ((en))

Abstract

"The Global Employment Trends for Women Brief 2007 focuses on whether the tendency toward increased participation has continued more recently and whether women have found enough decent and productive jobs to really enable them to use their potential in the labour market and achieve economic independence. The approach is based on updates and analysis of a number of major labour market indicators. These include: labour force participation; unemployment; sector and status of employment; wages/earnings; and education and skills. Taken together, they show whether women who want to work actually do so, whether women find it harder to get a job than men, differences in the type of work done by women and men and equality of treatment in areas ranging from pay to education and training." (Author's abstract, IAB-Doku) ((en))

Abstract

"90 Prozent aller Mitgliedsstaaten der Internationalen Arbeitsorganisation (ILO) haben inzwischen die Kernarbeitsnormen gegen Diskriminierung ratifiziert und sich damit zur Verabschiedung entsprechender Gesetze verpflichtet. Doch Gesetze allein reichen nicht aus, um Diskriminierung wirksam zu bekämpfen. Der Bericht lenkt die Aufmerksamkeit von Regierungen und Sozialpartnern auch auf neue Formen der Diskriminierung, die noch zu wenig Beachtung finden - beispielsweise aufgrund von Alter, HIV/AIDS, eines ungesunden Lebensstils oder der Wahrscheinlichkeit bestimmter genetischer Krankheiten. Die meisten Fälle von Diskriminierung aber betreffen nach wie vor Frauen. Die ILO betont in ihrem Bericht daher die herausragende Bedeutung von Maßnahmen zur besseren Vereinbarkeit von Familie und Beruf. So sollten familienfreundliche Maßnahmen nicht nur Frauen, sondern auch Männern offen stehen. In einigen Ländern, wie Island und Dänemark, wurden bestimmte Maßnahmen gezielt für Männer vorgesehen, beispielsweise ein besonderer Kinderbetreuungsurlaub nur für Männer. Nur wenn deutlich gemacht werde, dass die Wahrnehmung von Familienpflichten durch Männer sozial gewollt und akzeptiert wird, könne ein notwendiger Umdenkprozess stattfinden. Auch die Sozialpartner könnten durch entsprechende Ausgestaltung von Tarifverträgen einen Beitrag leisten, etwa indem Erziehungspausen nicht zu einer niedrigeren Einstufung führen. In Deutschland werden Frauen immer noch weniger eingestellt, rücken seltener in Führungspositionen und verdienen deutlich weniger als Männer. So beträgt das Lohngefälle zwischen Frauen und Männern laut dem Gleichstellungsbericht der EU-Kommission 22 Prozent, womit Deutschland in der EU auf dem viertletzten Platz landet. Auch die EU nennt die schlechte Vereinbarkeit von Familie und Beruf als zentrales Hindernis auf dem Weg zu mehr Gleichberechtigung.
Weitere Empfehlungen der ILO zur Bekämpfung der Diskriminierung weltweit:
- Gesetzgebung, die nicht nur Diskriminierung verbietet, sondern aktiv Ziele zur Förderung der Gleichberechtigung setzt;
- Unterstützung der Sozialpartner, um Gleichstellungsfragen in der Tarifpolitik zu verankern;
- gezielte Arbeitsmarktpolitik zur Förderung und Einbindung benachteiligter Gruppen;
- Bindung der öffentlichen Auftragsvergabe an die Einhaltung des Diskriminierungsverbots;
- Einrichtung von Antidiskriminierungskommissionen beziehungsweise Kommissionen für Lohngleichheit;
- Förderung der Lohngerechtigkeit auf betrieblicher Ebene durch 'Kartierung' der Lohnstruktur, um Lohndiskrepanzen sichtbar zu machen und abzubauen;
- Einbindung von Gleichstellungsmaßnahmen in die Länderprogramme der ILO für menschenwürdige Arbeit ebenso wie in die Entwicklungszusammenarbeit, die staatliche Kreditvergabe und Investitionsförderpolitik." (Autorenreferat, IAB-Doku)

Abstract

Thema der Mitteilung ist das Lohngefälle zwischen Männern und Frauen in der Europäischen Union. Es wird als dauerhaftes und komplexes Phänömen beschrieben, welches durch Unterschiede bei den einzelnen Personen, beim Beschäftigungstyp oder bei den Unternehmen bedingt sein kann, und das zudem auf geschlechtsspezifische Segregation auf dem Arbeitsmarkt, auf institutionelle Faktoren und soziale Normen, Traditionen und Stereotype zurückgeführt werden kann. Die Gleichstellung zwischen Frauen und Männern sowie Nichtdiskriminierung sind Teil der Grundprinzipien der Europäischen Union. Dem zufolge ist die Bekämpung des Lohngefälles eine politische Priorität für die Europäische Union. Vier Aktionsfelder werden genannt: 1. Die Analyse der Möglichkeiten zur Verbesserung des rechtlichen Rahmens und seiner Umsetzung; 2. Die volle Ausschöpfung der Europäische Strategie für Wachstum und Beschäftigung; 3. Werbung für Gleichheit des Arbeitsentgelts bei den Arbeitgebern; 4. Die Unterstützung des Austauschs bewährter Verfahren auf Gemeinschaftsebene. Zudem wird gefordert, die Analyse dieses Phänomens voranzutreiben, um gezielt Wege zu benennen, um das Lohngefälle zwischen Männern und Frauen zu verringern. Der Annex dokumentiert die rechtlichen Regelungen, beschreibt den Eurostat-Indikator für das Lohngefälle, gibt einen Überblick über die Statistik und führt für einzelne Mitgliedsländer Beispiele für politische Maßnahmen zur Bekämpfung des Lohngefälles zwischen Männern und Frauen auf. (IAB)

Zitatform

Albanesi, Stefania & Claudia Olivetti (2006): Home production, market production and the gender wage gap. Incentives and expectations. (NBER working paper 12212), Cambridge, Mass., 44 S., Anhang. DOI:10.3386/w12212

Abstract

"The purpose of this paper is to study the joint determination of gender differentials in labor market outcomes and in the household division of labor. Specifically, we explore the hypothesis that incentive problems in the labor market amplify differences in earnings due to gender differentials in home hours. In turn, earnings differentials across genders reinforce the division of labor within the household. This gives rise to a potentially self-fulfilling feedback mechanism. As a consequence, gender differentials in earnings will be larger than any initial difference in relative productivity across genders. Even if productivity in home and market work is the same for female and male workers, both gendered and ungendered equilibria are possible and equally likely. If womens' comparative advantage in home production is large enough, there exists a unique equilibrium in which they have higher home hours and lower earnings than men. Our model delivers predictions on the relation between earnings ratios, incentive pay and home hours. First, gender earnings differentials should be higher for married workers in occupations in which the incentive problem is more severe. This effect should be stronger when the gender difference in home hours is greater. Moreover, the difference in the fraction of incentive pay across genders should be smaller for higher values of the female/male earnings ratio. Second, the husband/wife ratio of home hours should be negatively related with both the husband/wife earnings ratio and the difference in the fraction of incentive pay. We use the Census and the PSID to study these predictions and find that they are amply supported by the data." (Author's abstract, IAB-Doku) ((en))

Zitatform

Biffl, Gudrun (2006): Mehr Jobs und bessere Einkommenschancen für Frauen. Eine gesellschaftspolitische Herausforderung für Österreich. In: Wiso. Wirtschafts- und sozialpolitische Zeitschrift des ISW, Jg. 29, H. 2, S. 89-108.

Abstract

"Die Beschäftigung der Frauen in Österreich ist geprägt von ihrer Doppelrolle als Berufstätige und Hausfrauen. Frauen stehen aufgrund ihrer Verpflichtungen im Haushalt nur bedingt dem Arbeitsmarkt zur Verfügung. Dieses Verhalten hat Auswirkungen auf die Bildungslaufbahnen. In Österreich ist es im Laufe der Zeit nicht zu einer Auflockerung der geschlechtsspezifischen Bildungsmuster gekommen. Männer sind auf gut vermarktbare technisch-naturwissenschaftliche Ausbildungszweige konzentriert und Frauen auf kaufmännische und personenbezogene Dienste. Die geringe Verlagerung der Haushaltsproduktion auf den Markt hat zur Folge, dass Frauen in Österreich stärker als im Schnitt der EU auf bestimmte Branchen und Berufe konzentriert sind. Obendrein arbeiten Frauen in Österreich häufiger Teilzeit, was zur Folge hat, dass sie seltener in Leitenden Positionen aufrücken können. Dieser Effekt wird dadurch noch verstärkt, dass Frauen aufgrund von Betreuungspflichten in ihrer regionalen Mobilität eingeschränkt sind, was sie stärker an den lokalen Arbeitsmarkt bindet. In der Folge arbeiten sie häufiger als Männer in Klein- und Mittelbetrieben, die nicht nur geringere Karrieremöglichkeiten anbieten können, sondern auch keine hohen Löhne." (Autorenreferat, IAB-Doku)

Zitatform

Blau, Francine D., Mary C. Brinton & David B. Grusky (Hrsg.) (2006): The declining significance of gender? New York: Russell Sage Foundation, 296 S.

Abstract

"The last half-century has witnessed substantial change in the opportunities and rewards available to men and women in the workplace. While the gender pay gap narrowed and female labor force participation rose dramatically in recent decades, some dimensions of gender inequality-most notably the division of labor in the family-have been more resistant to change, or have changed more slowly in recent years than in the past. These trends suggest that one of two possible futures could lie ahead: an optimistic scenario in which gender inequalities continue to erode, or a pessimistic scenario where contemporary institutional arrangements persevere and the gender revolution stalls. In The Declining Significance of Gender? editors Francine Blau, Mary Brinton, and David Grusky bring together top gender scholars in sociology and economics to make sense of the recent changes in gender inequality, and to judge whether the optimistic or pessimistic view better depicts the prospects and bottlenecks that lie ahead. It examines the economic, organizational, political, and cultural forces that have changed the status of women and men in the labor market. The contributors examine the economic assumption that discrimination in hiring is economically inefficient and will be weeded out eventually by market competition. They explore the effect that family-family organizational policies have had in drawing women into the workplace and giving them even footing in the organizational hierarchy. Several chapters ask whether political interventions might reduce or increase gender inequality, and others discuss whether a social ethos favoring egalitarianism is working to overcome generations of discriminatory treatment against women." (Author's abstract, IAB-Doku) ((en))