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
The Underconfidence Wage Penalty (2024)
Zitatform
Adamecz, Anna & Nikki Shure (2024): The Underconfidence Wage Penalty. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17033), Bonn, 16 S.
Abstract
"Recent evidence on the gender wage gap shows that it has remained stagnant for those with a university degree and is the largest at the top of the earnings distribution. Many studies have explored institutional factors that contribute to the gender wage gap, but there is little evidence on the role of non-cognitive traits, including overconfidence. This is surprising given its prominence in academic and popular literature. We use a measure of overconfidence captured in adolescence to explain the gender wage gap at age 42. Our results show that overconfidence explains approximately 5.5% of the unconditional gender wage gap. This is driven by women being more underconfident, not men being more overconfident. Furthermore, we find negative wage returns on being underconfident for both men and women. Most of this penalty works via occupational sorting, having lower pre-university educational outcomes, and being less likely to study high-return subjects at university. This has implications for the limitations of workplace-based interventions aimed at boosting women's confidence." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Persistence of Gender Pay and Employment Gaps in European Countries (2024)
Zitatform
Afonso, António & M. Carmen Blanco-Arana (2024): The Persistence of Gender Pay and Employment Gaps in European Countries. (CESifo working paper 11315), München, 18 S.
Abstract
"The gender pay gap and the gender gap in employment remains persistent in Europe despite the basic assertion of gender equality under EU law. We assess the factors that influence the gender pay gap and gender employment gap across European countries. Therefore, we use an unbalanced panel of 31 European countries over the period 2000-2022, and estimate a system generalized method of moment model (GMM). The main conclusions confirm that tertiary education significantly reduces gender pay gap and part-time and temporary contracts significantly increase this gap. Moreover, part-time reduces significantly gender employment gap. Gross Domestic Product (GDP) per capita does not affect these gaps and the Global Financial Crisis (GFC) saw a narrowing of the gender pay and employment gaps in European countries. The results are robust when using a fixed effects (FE) model." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
When Women Learn That They Earn Less: The Gender Pay Gap in University Student Internships (2024)
Zitatform
Antoni, Manfred, Hans-Dieter Gerner, Robert Jäckle & Stefan Schwarz (2024): When Women Learn That They Earn Less: The Gender Pay Gap in University Student Internships. (MPRA paper / University Library of Munich 122018), München, 34 S.
Abstract
"Internships are an important and often mandatory part of academic education. They offer valuable insights into the labor market but can also expose students to negative aspects of the working world, such as gender pay disparities. Our paper provides first evidence of a gender pay gap in mandatory internships, with women earning up to 7% less per hour than men. Notably, this gap is not due to women choosing higher-quality internships over higher pay. Further analyses show that the internship pay gap is similar in magnitude to the labor market entry wage gap among graduates. We discuss potential mechanisms by which the internship pay gap may contribute to the graduation wage gap and present empirical evidence to support this." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender Choice at Work (2024)
Zitatform
Aragonès, Enriqueta (2024): Gender Choice at Work. (Barcelona GSE working paper series 1460), Barcelona, 29 S.
Abstract
"This paper analyzes the demand based causes of gender discrimination in the labor market and it aims to explain the currently existing gender gaps in terms of labor market participation and lab or income. I propose a formal model to analyze the gender discrimination that individuals face at work due to statistical discrimination and taste-based discrimination. I study the effects of discrimination on the lab or market participation, income, and utility distributions and compare these effects between the female and male sectors of the society. I show that the conditions that dissipate the gender gaps are also good to improve efficiency. However, in order to reach a first best it is necessary to eliminate all kinds of gender related idiosyncratic preferences that are based on stereotypes and conscious and unconscious biases." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Geschlechtsspezifische Unterschiede bei Einkommen und Erwerbsbeteiligung, wichtige Einflussfaktoren und Ereignisse: Forschungsbericht im Rahmen des Siebten Armuts- und Reichtumsberichts (2024)
Arnemann, Laura; Rehm, Lennart; Riedel, Lukas; Perner, Ina; Stichnoth, Holger;Zitatform
Arnemann, Laura, Lukas Riedel & Holger Stichnoth (2024): Geschlechtsspezifische Unterschiede bei Einkommen und Erwerbsbeteiligung, wichtige Einflussfaktoren und Ereignisse. Forschungsbericht im Rahmen des Siebten Armuts- und Reichtumsberichts. Mannheim, 120 S.
Abstract
"Der vorliegende Bericht legt geschlechts- und kohortenspezifische Altersprofile von Erwerbseinkommen und Beschäftigung vor, analysiert Einflussfaktoren auf diese Profile (Bildung, Kinderzahl, Migrationshintergrund, Wohnort in Ost- oder Westdeutschland), untersucht die Auswirkungen (erwerbs-)biografischer Ereignisse (Geburt des ersten Kindes, Scheidung, Arbeitslosigkeit, Erwerbsminderung/Schwerbehinderung) auf Erwerbseinkommen und Beschäftigung und arbeitet in einer Lebensverlaufsbetrachtung typische Verläufe der Einkommen, gemessen an der alters- und jahresspezifischen Position in der Einkommensverteilung, sowie die Verteilung der kumulierten Erwerbseinkommen im Alter von 20 bis 45, differenziert nach Geschlecht, Kohorte und weiteren Merkmalen, heraus. Datengrundlage sind das Sozio-oekonomische Panel und die Stichprobe der Integrierten Arbeitsmarktbiografien." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
Data product DOI: 10.5164/IAB.SIAB7519.de.en.v1 -
Literaturhinweis
Gender and Education Gaps in Employment: New Evidence for the EU (2024)
Arsenev, Aleksandr; Schütz, Bernhard ; Gökten, Meryem ; Lichtenberger, Andreas ; Heimberger, Philipp ;Zitatform
Arsenev, Aleksandr, Meryem Gökten, Philipp Heimberger, Andreas Lichtenberger & Bernhard Schütz (2024): Gender and Education Gaps in Employment: New Evidence for the EU. (WIIW working paper 251), Wien, 45 S.
Abstract
"This paper analyses (age-adjusted) employment rates by gender and education. We find that male female gender gaps and high-low education gaps in employment vary markedly across European Union (EU) countries and regions, with larger gaps existing in Eastern and Southern Europe than in Nordic and Continental EU countries. We estimate that closing existing education gaps in employment between high and lower education levels would raise the employment rate in the EU for the year 2022 by 10.6 percentage points, whereas closing the gender gaps between men and women would lead to an increase of 2.5 percentage points. At the same time, closing both the gender and education gaps would raise the EU employment rate from 76% to 89% of the population. Furthermore, we provide new evidence on the cyclical behaviour of employment gaps, finding that gender gaps are procyclical. While female employment rates tend to be more resilient than male employment rates during economic downturns, male employment rates tend to grow at a faster pace than female employment rates during upswings. In contrast, education gaps are more countercyclical, as employment risks are more strongly concentrated where education is low." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Self-reinforcing Glass Ceilings (2024)
Avenancio-León, Carlos F.; Piccolo, Alessio; Shen, Leslie Sheng;Zitatform
Avenancio-León, Carlos F., Alessio Piccolo & Leslie Sheng Shen (2024): Self-reinforcing Glass Ceilings. (Working papers / Federal Reserve Bank of Boston 2024-14), Boston, 89 S.
Abstract
"After the gender pay gap narrows, what labor choices do men and women make? Several factors contribute to the persistence of the pay gap, such as workplace flexibility, systemic discrimination, and career costs of family. We show that how the labor market responds to the narrowing of the gap is just as pivotal for understanding this persistence. When the gender pay gap declines in a specific sector, women are relatively more likely to seek jobs in that sector, while men readjust their search to less equitable sectors. These compositional effects decrease female participation in less equitable sectors, which typically offer higher wages, reinforcing gender stereotypes and social norms that contribute to the glass ceiling. Through these effects, the same forces that reduce the gender pay gap at the bottom of the pay distribution also contribute to the persistence of gender inequities at the top. This self-reinforcing cycle underscores the need for reforms that are cross-sectoral and comprehensive to effectively achieve meaningful reductions in gender inequities across the labor market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Equal Pay for Better Health: The Health Cost of the Gender Wage Gap (2024)
Zitatform
Averett, Susan L., Adam Biener & Olena Ogrokhina (2024): Equal Pay for Better Health: The Health Cost of the Gender Wage Gap. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17277), Bonn, 40 S.
Abstract
"This paper explores the relationship between gender wage gaps and women's overall health. Using data from the 2011-2019 Current Population Survey, we employ entropy balancing to create comparable samples of men and women and estimate wage gaps for full-time employed working-age women. Adjusting for individual, occupation, and industry characteristics, we estimate the association between wage gaps and self-rated health. Our results suggest that closing the wage gap results in a 1.2 percent reduction in women reporting poor or fair health, equivalent to nearly 170,000 fewer women. These effects are more pronounced for women with below-median wages or in male-dominated jobs." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Decomposing gender wage gaps: a family economics perspective (2024)
Zitatform
Averkamp, Dorothée, Christian Bredemeier & Falko Juessen (2024): Decomposing gender wage gaps: a family economics perspective. In: The Scandinavian Journal of Economics, Jg. 126, H. 1, S. 3-37. DOI:10.1111/sjoe.12542
Abstract
"We propose a simple way to embed family-economics arguments for pay differences between genders into standard decomposition techniques. To account appropriately for the role of the family in the determination of wages, one has to compare men and women with similar own characteristics – and with similar partners. In US survey data, we find that our extended decomposition explains considerably more of the wage gap than a standard approach, in line with our theory that highlights the role of career prioritization in dual-earner couples." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Heterogeneity in the US gender wage gap (2024)
Zitatform
Bach, Philipp, Victor Chernozhukov & Martin Spindler (2024): Heterogeneity in the US gender wage gap. In: Journal of the Royal Statistical Society. Series A, Statistics in Society, Jg. 187, H. 1, S. 209-230. DOI:10.1093/jrsssa/qnad091
Abstract
"As a measure of gender inequality, the gender wage gap has come to play an important role both in academic research and the public debate. In 2016, the majority of full-time employed women in the United States earned significantly less than comparable men. The extent to which women were affected by gender inequality in earnings, however, depended greatly on socio-economic characteristics, such as marital status or educational attainment. In this paper, we analyse data from the 2016 American Community Survey using a high-dimensional wage regression and applying double lasso to quantify heterogeneity in the gender wage gap. We find that the wage gap varied substantially across women and that the magnitude of the gap varied primarily by marital status, having children at home, race, occupation, industry, and educational attainment. These insights are helpful in designing policies that can reduce discrimination and unequal pay more effectively." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Technological Progress, Occupational Structure, and Gender Gaps in the German Labour Market (2024)
Zitatform
Bachmann, Ronald & Myrielle Gonschor (2024): Technological Progress, Occupational Structure, and Gender Gaps in the German Labour Market. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 1207), Berlin, 52 S.
Abstract
"We analyze if technological progress and the change in the occupational structure have improved women’s position in the labor market. We show that women increasingly work in non-routine manual and in interactive occupations. However, the observed narrowing of the gender wage gap is entirely driven by declining gender wag gaps within, rather than between, occupations. A decomposition exercise reveals that while explained factors have become more important contributors to the gender wage gap, the importance of unexplained factors factors has strongly declined. Therefore, unequal treatment based on unobservables, i.e. discrimination, is likely to have declined over time. Finally, technological change as measured by job tasks plays an ambiguous role. Institutional factors, and in particular part-time employment, are still a major driver of the gender wage gap." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
- frühere (möglicherweise abweichende) Version erschienen u.d.T. "Technological Progress, Occupational Structure and Gender Gaps in the German Labour Market" als: IZA discussion paper, 15419
- spätere (möglicherweise abweichende) Version erschienen in: International Journal of Manpower, 47 (2026), 2, 403-422
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Literaturhinweis
The role of non-base compensation in explaining the motherhood wage gap: Evidence from Italy (2024)
Zitatform
Badaoui, Eliane, Eleonora Matteazzi & Vincenzo Prete (2024): The role of non-base compensation in explaining the motherhood wage gap: Evidence from Italy. In: Kyklos, Jg. 77, H. 4, S. 873-894. DOI:10.1111/kykl.12393
Abstract
"This paper underlines the importance of accounting for non-base compensation in explaining the motherhood wage gap. We consider two alternative measures of hourly wage using Italian EU-SILC data from 2007 to 2019: the base-wage and the full-wage . The former refers to the contractual base wage, while the latter includes performance-based bonuses, productivity bonuses, commissions, pay incentives, and other extra payments. We address the endogeneity issues of motherhood and examine the effect of motherhood status across various quantiles of the wage distribution for the two hourly wage measures. Empirical findings provide evidence of a motherhood base-wage premium, which becomes nonsignificant when using the full-wage measure, suggesting that non-base compensation is a source of inequality for mothers. These findings are consistent across the wage distribution. Exploring potential heterogeneity across macro-regions and periods, we find no notable regional disparities except minor distinctions for the Southern regions, alongside a decline in the base-wage premium over time and the emergence of a full-wage penalty in recent years. A comparative analysis with a sample of men reveals that fathers enjoy a premium with both wage measures. Nevertheless, fatherhood is also associated with reduced extra remunerations, yet to a lesser extent than motherhood." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
How the 1963 Equal Pay Act and 1964 Civil Rights Act Shaped the Gender Gap in Pay (2024)
Bailey, Martha J.; Helgerman, Thomas E.; Stuart, Bryan A.;Zitatform
Bailey, Martha J., Thomas E. Helgerman & Bryan A. Stuart (2024): How the 1963 Equal Pay Act and 1964 Civil Rights Act Shaped the Gender Gap in Pay. In: The Quarterly Journal of Economics, Jg. 139, H. 3, S. 1827-1878. DOI:10.1093/qje/qjae006
Abstract
"In the 1960s, two landmark statutes—the Equal Pay and Civil Rights Acts—targeted the long-standing practice of employment discrimination against U.S. women. For the next 15 years, the gender gap in median earnings among full-time, full-year workers changed little, leading many scholars to conclude that the legislation was ineffectual. This article revisits this conclusion using two research designs, which leverage (i) cross-state variation in preexisting state equal pay laws and (ii) variation in the 1960 gender gap across occupation-industry-state-group cells to capture differences in the legislation's incidence. Both designs suggest that federal antidiscrimination legislation led to striking gains in women's relative wages, which were concentrated among below-median wage earners. These wage gains offset preexisting labor market forces, which worked to depress women's relative pay growth, resulting in the apparent stability of the gender gap at the median and mean in the 1960s and 1970s. The data show little evidence of short-term changes in women's employment but suggest that firms reduced their hiring and promotion of women in the medium to long term. The historical record points to the key role of the Equal Pay Act in driving these changes." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Variable Pay and Work Hours: Does Performance Pay Reduce the Gender Time Gap? (2024)
Zitatform
Baktash, Mehrzad B., John S. Heywood & Uwe Jirjahn (2024): Variable Pay and Work Hours: Does Performance Pay Reduce the Gender Time Gap? (GLO discussion paper / Global Labor Organization 1450), Essen, 32 S.
Abstract
"Using German survey data, we show that performance pay is associated with a substantially lower gender hours gap. While performance pay increases the work hours of both men and women, the increase is much larger for women than for men. This finding persists in worker fixed effects estimates. We argue our finding likely reflects differences in household production and specialization by gender. Thus, we show that performance pay is not associated with increased hours for men with children in the household. Yet, performance pay is associated with a very large increase in hours for women with children in the household." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Is the Gender Pay Gap Largest at the Top? (2024)
Zitatform
Binder, Ariel J., Amanda Eng, Kendall Houghton & Andrew Foote (2024): Is the Gender Pay Gap Largest at the Top? In: AEA papers and proceedings, Jg. 114, S. 248-253. DOI:10.1257/pandp.20241023
Abstract
"Conditional quantile regressions reveal that, while the gender pay gap at the top percentiles is largest among the most educated, the gap at the bottom percentiles is largest among the least educated. Gender differences in work hours create more pay inequality among the least educated than they do among the most educated. The pay gap has declined throughout the distribution since 2006, but it has declined more for the most educated women. Current economics-of-gender research focuses heavily on the top end; equal emphasis should be placed on mechanisms driving gender inequality for non-college-educated workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender Inequality in the Labor Market: Continuing Progress? (2024)
Zitatform
Blau, Francine D. (2024): Gender Inequality in the Labor Market: Continuing Progress? (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17558), Bonn, 48 S.
Abstract
"This article examines the trends in women's economic outcomes in the United States focusing primarily on labor force participation, occupational attainment, and the gender wage gap. The author first highlights considerable progress on all dimensions prior to the 1990s followed by a slowing or stalling of gains thereafter, with a plateauing of female labor force participation trends and a slowing of women's occupational and wage convergence with men. She considers the likelihood of a resumption of progress in narrowing gender gaps in these areas, concluding it is unlikely without policy intervention. She then considers some new policy initiatives addressing work-family issues and labor market discrimination that may hold potential for increasing female labor force participation and narrowing gender inequities in the labor market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender differences in reservation wages: New evidence for Germany (2024)
Zitatform
Bonaccolto-Töpfer, Marina & Sascha Satlukal (2024): Gender differences in reservation wages: New evidence for Germany. In: Labour Economics, Jg. 91. DOI:10.1016/j.labeco.2024.102649
Abstract
"Generally, women set lower reservation wages than men what may translate into substantial gender pay gaps in the labor market. This paper compares both parametric and semiparametric estimators to analyze unexplained gender gaps in reservation wages among non-employed individuals in Germany. We examine these estimators using both conventional and data-driven model specifications. The results suggest substantial unexplained gaps in favor of men (up to 8%). In addition, we show that the gaps are larger at the top of the reservation wage distribution as well as among individuals with children and with a high educational attainment. The estimates are robust across the various estimators and model specifications. These findings imply that pronounced unexplained gender gaps in reservation wages do exist in Germany. As they are likely to result in actual gender pay gaps, gender gaps in reservation wages should be on the political agenda." (Author's abstract, IAB-Doku, © 2024 Elsevier B.V. All rights arereserved, including those for text and data mining, AI training, and similar technologies.) ((en))
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Literaturhinweis
Does Working from Home Increase the Gender Wage Gap? Insights from an Italian Survey of Occupations (2024)
Zitatform
Bonacini, Luca, Giovanni Gallo & Sergio Scicchitano (2024): Does Working from Home Increase the Gender Wage Gap? Insights from an Italian Survey of Occupations. In: Feminist economics, Jg. 30, H. 2, S. 53-88. DOI:10.1080/13545701.2024.2326509
Abstract
"This article investigates to what extent the working from home (WFH) feasibility of occupations can influence the gender wag gap (GWG) at the mean and along the wage distribution. Based on Oaxaca–Blinder decompositions and unconditional quantile regressions, results show that the GWG is greater among women working in an occupation with a high level of WFH feasibility. We find evidence of both sticky floor and glass ceiling effects for employees with high WFH feasibility and only a sticky floor effect for the group with low WFH feasibility. The positive association revealed between the level of WFH feasibility and the GWG appears particularly strong among older and married women employees. These results underscore that the WFH feasibility may play an important role in exacerbating future gender gaps in wages, as WFH is expected to remain a normal practice beyond the COVID-19 pandemic." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender Prescribed Occupations and the Wage Gap (2024)
Broso, Matteo; Muratori, Caterina; Gallice, Andrea;Zitatform
Broso, Matteo, Andrea Gallice & Caterina Muratori (2024): Gender Prescribed Occupations and the Wage Gap. (GLO discussion paper / Global Labor Organization 1529), Essen, 20 S.
Abstract
"Men and women often sort into different jobs, and male-dominated jobs typically pay more than female-dominated ones. Why is that the case? We propose a model where workers have heterogeneous attitudes with respect to the social norms that define gender prescribed occupations and face endogenous social costs when entering jobs deemed "appropriate" for the other gender. We show that: (i) workers trade off identity and wage considerations in deciding where to work; (ii) asymmetric social norms contribute to the gender pay gap by deterring women from entering higher-paying male-dominated sectors; (iii) breaking social norms generates positive externalities, reducing social stigma for everyone. Therefore, in equilibrium, there are too few social norm breakers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Gender Wage Gap across Life: Effects of Genetic Predisposition Towards Higher Educational Attainment (2024)
Zitatform
Bryson, Alex, Tim Morris, David Bann & David Wilkinson (2024): The Gender Wage Gap across Life: Effects of Genetic Predisposition Towards Higher Educational Attainment. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17255), Bonn, 40 S.
Abstract
"Using two polygenic scores (PGS) for educational attainment in a biomedical study of all those born in a single week in Great Britain in 1958 we show that the genetic predisposition for educational attainment is associated with labour market participation and wages over the life- course for men and women. Those with a higher PGS spend more time in employment and full-time employment and, when in employment, earn higher hourly wages. The employment associations are more pronounced for women than for men. Conditional on employment, the PGS wage associations are sizeable, persistent and similar for men and women between ages 33 and 55. A one standard deviation increase in the PGS is associated with a 6-10 log point increase in hourly earnings. However, whereas a 1 standard deviation increase in the PGS at age 23 raises women's earnings by around 5 log points, it is not statistically significant among men. These associations are robust to non-random selection into employment and to controls for parental education. Our results suggest that genetic endowments of a cohort born a half century ago continued to play a significant role in their fortunes in the labor market of the 21st Century." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Employees' perceptions of co-workers' internal promotion penalties: the role of gender, parenthood and part-time (2024)
Zitatform
Brüggemann, Ole (2024): Employees' perceptions of co-workers' internal promotion penalties: the role of gender, parenthood and part-time. In: European Societies, Jg. 26, H. 3, S. 773-801. DOI:10.1080/14616696.2023.2270049
Abstract
"Much research has focused on penalties by gender, parenthood and part-time work for hiring processes or wages, but their role for promotions is less clear. This study analyzes perceived chances for internal promotion, using a factorial survey design. Employees in 540 larger German (>100 employees) firms were asked to rate the likelihood of internal promotion for vignettes describing fictitious co-workers who varied in terms of gender, parenthood, working hours as well as age, earnings, qualification, tenure and job performance. Results show that promotion chances are perceived as significantly lower for co-workers who are women (gender penalty), mothers (motherhood penalty) and part-time workers (part-time penalty). Fathers and childless men (co-workers) are not evaluated differently (no fatherhood premium or penalty), and neither does part-time employment seem to be perceived as a double penalty for male co-workers. All three perceived promotion penalties are more pronounced among female employees, mothers and part-time employees. These findings show that employees perceive differential promotion chances for co-workers which indicate actual differences due to discrimination, selective applications or structural dead-ends. Either way, perceived promotion penalties are likely consequential in guiding employee's application behavior and hence can contribute to the persistence of vertical gender segregation in the labor market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Lohnunterschiede zwischen Frauen und Männern in Österreich von 2011 bis 2022 (2024)
Zitatform
Böheim, René, Marian Fink & Christine Zulehner (2024): Lohnunterschiede zwischen Frauen und Männern in Österreich von 2011 bis 2022. (WIFO Research Briefs 2024,03), Wien, 10 S.
Abstract
"Wir untersuchen die Lohnunterschiede zwischen Frauen und Männern in Österreich von 2011 bis 2022 auf Basis des Mikrozensus. Im Jahr 2011 lag der durchschnittliche Lohn von Frauen im öffentlichen und privaten Sektor 19,6% unter dem der Männer. Bis zum Jahr 2022 verringerte sich der geschlechtsspezifische Lohnunterschied auf 13,5%. Auch der bereinigte Lohnunterschied sank in diesem Zeitraum von 7,8% auf 6,4%. Determinanten des Lohnunterschieds sind u. a. Unterschiede zwischen Frauen und Männern bei Merkmalen, die die Berufserfahrung beschreiben, der ausgeübte Beruf und die Branche sowie die vertikale Segregation. Die Annäherung der Lohnniveaus lässt sich im Wesentlichen durch eine Angleichung dieser Merkmale erklären. Der Anteil der nicht beobachteten Merkmale, die zu Lohnunterschieden führen, wie z. B. systematische Unterschiede bei Lohnverhandlungen oder auch eine systematische Unterbezahlung von Frauen, ist ebenfalls gesunken, allerdings in geringerem Ausmaß." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Anspruch und Wirklichkeit bei der Verringerung geschlechtsabhängiger Lohnunterschiede in der Europäischen Union (2024)
Böttcher, Annika Claudia;Zitatform
Böttcher, Annika Claudia (2024): Anspruch und Wirklichkeit bei der Verringerung geschlechtsabhängiger Lohnunterschiede in der Europäischen Union. (Discussion papers des Harriet Taylor Mill-Instituts für Ökonomie und Geschlechterforschung der Hochschule für Wirtschaft und Recht Berlin 48), Berlin, 77 S.
Abstract
"Die Entgeltgleichheit von Männern und Frauen bei gleicher Tätigkeit ist eines der erklärten Ziele der EU-Gleichstellungsstrategie. Dennoch existiert bis heute in fast allen Mitgliedstaaten der Europäischen Union ein Verdienstgefälle zu Ungunsten der weiblichen Erwerbstätigen. Dieses Phänomen setzt sich im Anschluss an das Erwerbsleben in Form des Rentengefälles fort. Der Beitrag reiht sich ein in die aktuelle Debatte zur geschlechtergerechten und chancengleichen Arbeitswelt. Er eröffnet insbesondere eine neue Vergleichsperspektive auf drei ausgewählte Mitgliedstaaten der Europäischen Union. Zentrale Leitfrage ist, ob die bisherigen Maßnahmen der Europäischen Union zur Verringerung geschlechtsabhängiger Lohnunterschiede zielführend und ausreichend waren bzw. sind, also ob der formulierte Anspruch der Europäischen Union der europäischen Wirklichkeit omnipräsenter Lohndifferenzen zwischen männlichen und weiblichen Erwerbstätigen genügend Rechnung trägt. Trotz einheitlicher Strategien und Maßnahmenpakete der Europäischen Union für die Erreichung von Geschlechtergerechtigkeit vollziehen sich in den Mitgliedstaaten diametrale Entwicklungen. Insgesamt ist das bisherige Commitment der EU zur Verringerung des Lohngefälles zwischen Männern und Frauen bei weitem nicht ausreichend. Die EU ist und bleibt primär eine Wirtschafts- und Währungsunion." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Outside Options in the Labour Market (2024)
Caldwell, Sydnee; Danieli, Oren;Zitatform
Caldwell, Sydnee & Oren Danieli (2024): Outside Options in the Labour Market. In: The Review of Economic Studies, Jg. 91, H. 6, S. 3286-3315. DOI:10.1093/restud/rdae006
Abstract
"This paper develops a method to estimate workers’ outside employment opportunities. We outline a matching model with two-sided heterogeneity, from which we derive a sufficient statistic, the “outside options index” (OOI), for the effect of outside options on earnings, holding worker productivity constant. The OOI uses the cross-sectional concentration of similar workers across job types to quantify workers’ outside options as a function of workers’ commuting costs, preferences, and skills. Using German micro-data, we find that differences in options explain 20% of the gender earnings gap, and that gender gaps in options are mostly due to differences in the implicit costs of commuting and moving." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Marriage Market and Labor Market Sorting (2024)
Calvo, Paula; Reynoso, Ana; Lindenlaub, Ilse;Zitatform
Calvo, Paula, Ilse Lindenlaub & Ana Reynoso (2024): Marriage Market and Labor Market Sorting. In: The Review of Economic Studies, Jg. 91, H. 6, S. 3316-3361. DOI:10.1093/restud/rdae010
Abstract
"We develop a new equilibrium model in which households’ labor supply choices form the link between sorting on the marriage market and sorting on the labor market. We first show that in theory, the nature of home production—whether partners’ hours are complements or substitutes—shapes equilibrium labor supply as well as marriage and labour market sorting. We then estimate our model using German data to empirically assess the nature of home production, and find that spouses’ home hours are complements. We investigate to what extent complementarity in home hours drives sorting and inequality. We find that home production complementarity strengthens positive marriage sorting and reduces the gender gap in hours and in labor sorting. This puts significant downward pressure on the gender wage gap and on within-household income inequality, but fuels between-household inequality. Our estimated model sheds new light on the sources of inequality in today’s Germany, and—by identifying important shifts in home production technology toward more complementarity—on the evolution of inequality over time." (Author's abstract, IAB-Doku) ((en))
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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)
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
Gender Pay Gap variiert stark zwischen den Branchen (2024)
Zitatform
Collischon, Matthias & Florian Zimmermann (2024): Gender Pay Gap variiert stark zwischen den Branchen. In: IAB-Forum – Grafik aktuell H. 03.07.2024.
Abstract
"Der Gender-Pay-Gap ist ein viel diskutiertes Thema im Kontext der Benachteiligung von Frauen auf dem Arbeitsmarkt. Dabei werden oft Werte zitiert, die das Statistische Bundesamt (DeStatis) für 2022 so ausweist: Die unbereinigte Lücke in den Stundenlöhnen zwischen Männern und Frauen in Deutschland liegt bei 18 Prozent; die bereinigte Lohnlücke, also zwischen Männern und Frauen mit vergleichbaren Tätigkeiten, Qualifikationen und Erwerbsbiografien, ist mit 7 Prozent deutlich niedriger. Für die Debatte um Geschlechterungleichheit am Arbeitsmarkt ist es jenseits dieser Durchschnittsbetrachtung wichtig, branchenspezifische Unterschiede zu berücksichtigen. Detaillierte Daten des IAB für das Jahr 2021 belegen, dass der Gender Pay Gap zwischen den Branchen stark variiert." (Textauszug, IAB-Doku)
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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
Closing the Gender Gap: Promoting Labour Market Participation (2024)
Zitatform
Harris, Jorgen M. & Eleonora Patacchini (2024): Closing the Gender Gap: Promoting Labour Market Participation. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17219), Bonn, 38 S.
Abstract
"In many countries, a significant share of the gender earnings gap stems not only from firm’s practices, or self-selection into lower productivity jobs, but also from a lower participation among women. Inactivity around the age of motherhood is frequent including in the most advanced countries, and can have lasting consequences on the chances to return to the labor market, as well as future earnings and promotions. In this paper, we discuss the major barriers reducing women’s labor force participation and examine the effects of several policies aimed at overcoming those barriers: parental leave, reserved paternal leave, statefunded childcare for young children, extended school hours, and individual taxation. For each, we provide a brief discussion of policy design and effectiveness." (Textauszug, IAB-Doku)
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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)
Aspekt auswählen:
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