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 Gender Wage Gap: Skills, Sorting, and Returns (2024)
Zitatform
Humphries, John Eric, Juanna Schrøter Joensen & Gregory F. Veramendi (2024): The Gender Wage Gap: Skills, Sorting, and Returns. In: AEA papers and proceedings, Jg. 114, S. 259-264. DOI:10.1257/pandp.20241026
Abstract
"There is a large gender wage gap among college graduates. This gender gap could be partially driven by differences in college major and prior skills. We use Swedish register data to study how much of the gender gap can be explained by differences in majors, skills, and skill prices. College majors explain 60 percent of the gender wage gap, but large gaps remain within majors. We find that within-major wage gaps are driven by neither differences in multidimensional skills nor returns to these skills. In fact, women are positively selected in terms of college preparation and skills in almost every major." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Not just daycare: nordic mothers in research, development and innovation navigating work and childcare (2024)
Zitatform
Ikonen, Hanna-Mari, Minna Salminen-Karlsson & Gilda Seddighi (2024): Not just daycare: nordic mothers in research, development and innovation navigating work and childcare. In: Community, work & family, Jg. 27, H. 2, S. 208-224. DOI:10.1080/13668803.2022.2138739
Abstract
"Nordic welfare policies mitigate work–childcare reconciliation; however, they are not enough for mothers working in intensive work cultures. In addition, there are differences among the three Nordic states in both work–family policies and cultural norms as to how they should be used. In this article, we study the resources mothers who work in research, development and innovation (R&D&I) in Finland, Norway and Sweden rely on in their work–childcare reconciliation. Thematic analysis of interviews with 74 professionals resulted in identifying four main resources: father involvement, parental leave system and daycare, flexible working, and grandparent help and networks. Our analysis brings to view the blind spots in work and childcare reconciliation that Nordic care policies and flexible work schemes do not cover in the case of professional R&D&I mothers. We find that the role of fathers is overarching, as it regulates which of the other resources are used and how. We also argue that the role grandparents play as a resource is understudied." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Moving to Opportunity, Together (2024)
Jayachandran, Seema; Sundberg, Elin; Nassal, Lea; Paul, Marie ; Notowidigdo, Matthew J.; Sarsons, Heather;Zitatform
Jayachandran, Seema, Lea Nassal, Matthew J. Notowidigdo, Marie Paul, Heather Sarsons & Elin Sundberg (2024): Moving to Opportunity, Together. (NBER working paper / National Bureau of Economic Research 32970), Cambridge, Mass, 88 S.
Abstract
"Many couples face a trade-off between advancing one spouse's career or the other's. We study this trade-off using administrative data from Germany and Sweden. We first conduct an event-study analysis of couples moving across commuting zones and find that relocation increases men's earnings more than women's, with strikingly similar patterns in Germany and Sweden. Using a sample of mass layoff events, we then find that couples in both countries are more likely to relocate in response to the man being laid off compared to the woman. We investigate whether these gendered patterns reflect men's higher potential earnings or a gender norm that prioritizes men's career advancement. We provide suggestive evidence of a gender norm using variation in norms within Germany. We then develop and estimate a model of household decision-making in which households can place more weight on the income earned by the man compared to the woman. In both countries, the estimated model can accurately reproduce the reduced-form results, including those not used to estimate the model. The results point to a role for gender norms in explaining the gender gap in the returns to joint moves." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Long Way to Gender Equality: Gender Pay Differences in Germany, 1871-2021 (2024)
Neef, Theresa;Zitatform
Neef, Theresa (2024): The Long Way to Gender Equality: Gender Pay Differences in Germany, 1871-2021. (Working paper / World Inequality Lab 04424,48), Paris, 54 S.
Abstract
"This paper provides the first time series of the gender earnings ratio for the full-time employed workforce in Germany since the 1870s and compares Germany's path with the Swedish and U.S. cases. The industrialization period yielded slow advances in economic gender relations due to women's delayed inclusion in the industrial workforce. The first half of the 20th century exhibited a marked leap. In Germany, the gender earnings ratio increased from 47% in 1913 to 58% in 1937. Similar increases are visible in Sweden and the United States. In all three countries, the interplay between increased women's education and increased returns to education due to the expanding white-collar sector fueled pay convergence. Yet in Germany, women's educational catch-up was slowed due to the dominance of on-the-job vocational training. German women's migration from low-paid agricultural work to higher-paid white-collar jobs was predominantly increasing the gender pay ratio. The postwar period brought diverging developments between Germany, Sweden and the United States due to different economic conditions and policy action." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Rules of the Game: Local Wage Bargaining and the Gender Pay Gap (2024)
Zitatform
Olsson, Maria & Oskar Nordström Skans (2024): The Rules of the Game: Local Wage Bargaining and the Gender Pay Gap. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17381), Bonn, 33 S.
Abstract
"We study how local bargaining institutions affect the within-job gender wage gap among Swedish blue collar workers. Collective agreements with varying degrees of local flexibility tend to cover blue-collar workers across different occupations within the same firm. As a consequence, workers performing the same tasks but in different firms are covered by different agreements. We show that the gender pay gap is substantially reduced in jobs covered by collective agreements that guarantee each worker a minimum pay raise every year. Bargaining constraints have a greater impact on gender equality in settings where females are underrepresented. Effects are smaller in more productive firms as these firms can share rents above the contractual minimum with less constraints, even when formal contracts are rigid. Overall, the results suggest that the specifics of local bargaining institutions can play an important role in shaping gender wage disparities among low-paid workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Gender Gap in Meaningful Work (2023)
Zitatform
Burbano, Vanessa C., Olle Folke, Stephan Meier & Johanna Rickne (2023): The Gender Gap in Meaningful Work. (Working paper / Swedish Institute for Social Research (SOFI) 2023,06), Stockholm, 39 S.
Abstract
"An understanding of differences in non-monetary work conditions is fundamental for a complete characterization of individuals’ well-being at work. Thus, to fully characterize gender inequalities in the labor market, scholars have begun to explore gender differences in non-monetary work conditions. We examine one such condition—meaningful work—using nationally representative survey data linked with worker and employer administrative data. We document a large and expanding gender gap in meaningful work, wherein women experience their jobs as more meaningful than men do. We then explore patterns underlying this difference. We find little correlation between women’s higher experience of meaningful work and either labor market decisions related to first parenthood or women’s under-representation in leadership jobs. Instead, the gender gap appears to be highly correlated with the sorting of more women into occupations with a high level of beneficence—the sense of having a prosocial impact. While both women and men experience such jobs as more meaningful, women do so by a larger margin. Next, we consider the relationship between the gender difference in meaningful work and the gender wage gap, contributing to the discussion on compensating differentials in work amenities. We find that while the gender gap in meaningful work closes a substantial part of the wage gap in lower-paid jobs, it does little to close the gap in higherpaid jobs where the gender wage gap is largest." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Experiencing Gender Regimes: Accounts of Women Professors in Mexico, the UK and Sweden (2023)
Zitatform
Cohen, Laurie, Joanne Duberley & Beatriz Adriana Bustos Torres (2023): Experiencing Gender Regimes: Accounts of Women Professors in Mexico, the UK and Sweden. In: Work, Employment and Society, Jg. 37, H. 2, S. 525-544. DOI:10.1177/09500170211041290
Abstract
"This article investigates differences between statistics on gender equality in Mexico, the UK and Sweden, and similarities in women professors’ career experiences in these countries. We use Acker’s inequality regime framework, focusing on gender, to explore our data, and argue that similarities in women professors’ lived experiences are related to an image of the ideal academic. This ideal type is produced in the interplay of the university gender regime and other gender regimes, and reproduced through the process of structuration: signification, domination and legitimation. We suggest that the struggle over legitimation can also be a trigger for change." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
An examination of 'instrumental resources' in earmarked parental leave: The case of the work–life balance directive (2023)
Zitatform
De La Porte, Caroline, Zhen Im, Brigitte Pircher, Nuria Ramos Martin & Dorota Szelewa (2023): An examination of 'instrumental resources' in earmarked parental leave: The case of the work–life balance directive. In: Journal of European Social Policy, Jg. 33, H. 5, S. 525-539. DOI:10.1177/09589287231207557
Abstract
"This article examines factors that could contribute to explaining variation in take-up of leave among fathers in the light of the EU’s Work–Life Balance Directive (WLBD). The WLBD seeks to equalize care responsibilities between fathers and mothers, especially through reserved leave, with high compensation. The article begins with a cross-country overview of take-up of leave among eligible fathers, considering earmarking and the degree of compensation. Our results show variation, which cannot fully be explained by policy design (presence of high compensation with reserved leave for fathers). The article then theorizes that instrumental resources – information and accessible administrative application procedures – could be a missing link to understand the actual shift from de jure to de facto social rights. The article then carries out embedded case studies on these two aspects of instrumental resources, using original qualitative data collected during the implementation of the WLBD. The most striking finding is that countries with similar formal implementation of earmarked paid parental leave, display significant differences in commitment to instrumental resources. Put differently, the WLBD is being implemented differently, not regarding formal social rights, but on instrumental resources. This finding is important because it means that EU-initiated legislation on parental leave, could lead to differences in outcomes, that is, take-up of leave among fathers. The implication of our findings is that decision-makers and policy actors at EU level and in member states, should focus more on instrumental resources in the implementation process. This is particularly important for enhancing the de facto legitimacy of the EU in social policy, given that EU social regulation is increasing via the European Pillar of Social Rights." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Understanding Patterns and Trends in Income Mobility through Multiverse Analysis (2023)
Zitatform
Engzell, Per & Carina Mood (2023): Understanding Patterns and Trends in Income Mobility through Multiverse Analysis. In: American sociological review, Jg. 88, H. 4, S. 600-626. DOI:10.1177/00031224231180607
Abstract
"Rising inequalities in rich countries have led to concerns that the economic ladder is getting harder to climb. Yet, research on trends in intergenerational income mobility finds conflicting results. To better understand this variation, we adopt a multiverse approach that estimates trends over 82,944 different definitions of income mobility, varying how and for whom income is measured. Our analysis draws on comprehensive register data for Swedish cohorts born 1958 to 1977 and their parents. We find that income mobility has declined, but for reasons neglected by previous research: improved gender equality in the labor market raises intergenerational persistence in women?s earnings and the household incomes of both men and women. Dominant theories that focus on childhood investments have blinded researchers to this development. Methodologically, we show how multiverse analysis can be used with abduction?inference to the best explanation?to improve theory-building in social science." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Maternal Employment and Childcare Use from an Intersectional Perspective: Stratification along Class, Contractual and Gender Lines in Denmark, France, Germany, Italy, Sweden and the UK (2023)
Zitatform
Ferragina, Emanuele & Edoardo Magalini (2023): Maternal Employment and Childcare Use from an Intersectional Perspective: Stratification along Class, Contractual and Gender Lines in Denmark, France, Germany, Italy, Sweden and the UK. In: Social Politics, Jg. 30, H. 3, S. 871-902. DOI:10.1093/sp/jxad021
Abstract
"Connecting streams of feminist and comparative social policy literature, this article investigates stratification in maternal employment and childcare use along class, contractual, and gender lines across six countries (Denmark, France, Germany, Italy, Sweden, and the United Kingdom) and five family policy models. Detailing the different stratifying factors that intervene in the relation between maternal employment and childcare use offers a concrete analysis of the complex link between social reproduction and work. Employing multivariate regressions and EU-SILC (2007–2018) data, it provides an intersectional perspective to the literature. First, we observe a process of formalization in childcare use with a parallel reduction of nonformal care for couples; this process is slower for single mothers. Second, we document a paradox in relation to the social investment approach: the relation between childcare use and maternal employment is stronger in countries that recently expanded childcare to modify their male-breadwinner orientation, but in these countries childcare use is more stratified along class/contract types, a concern for the outcomes of social investment strategies outside of Scandinavia. Being out of work, being in a lower social class, fulfilling domestic tasks and/or care activities, and having an atypical contract negatively correlates with childcare use in most countries. Third, households where partners have more similar earning levels use childcare to a greater extent. The article also provides models employing different dependent and independent variables, alternative family structures, full and part-time work, formal and nonformal childcare, and rich country details." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Workplace Sex Composition and Appreciation at Work (2023)
Zitatform
Folke, Olle & Johanna Rickne (2023): Workplace Sex Composition and Appreciation at Work. (Working paper / Swedish Institute for Social Research (SOFI) 2023,05), Stockholm, 24 S.
Abstract
"We study appreciation of one’s work using nationally representative survey data from Sweden linked with employer–employee data. The level of appreciation from colleagues rises sharply with the share of women in the workplace. This strong pattern holds for women and men workers, as well as for subordinates and managers. More appreciation from colleagues is associated with higher levels of job satisfaction and other indicators of worker well-being. These results demonstrate the benefits of workplace gender diversity and inclusion, and suggest new directions for research on gender inequality in the labor market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Employer Responses to Family Leave Programs (2023)
Zitatform
Ginja, Rita, Arizo Karimi & Pengpeng Xiao (2023): Employer Responses to Family Leave Programs. In: American Economic Journal. Applied Economics, Jg. 15, H. 1, S. 107-135. DOI:10.1257/app.20200448
Abstract
"Search frictions make worker turnover costly to firms. A three-month parental leave expansion in Sweden provides exogenous variation that we use to quantify firms' adjustment costs upon worker absence. The reform increased women's leave duration and likelihood of separating from pre-birth employers. Firms with greater exposure to the reform hired additional workers and increased coworkers to make it coworkers' hours, incurring wage costs corresponding to 10 full-time equivalent months in addition to replacing the workers. These adjustment costs varied by firms' availability of internal substitutes. We also analyze a daddy-month reform and find similar employer responses to male workers' leave, albeit smaller in magnitude." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Parental Leave Reforms in South Korea, 1995–2021: Policy Translation and Institutional Legacies (2023)
Zitatform
Kim, Yeonjin & Åsa Lundqvist (2023): Parental Leave Reforms in South Korea, 1995–2021: Policy Translation and Institutional Legacies. In: Social Politics, Jg. 30, H. 4, S. 1113-1136. DOI:10.1093/sp/jxad008
Abstract
"This article aims to explore how policy translation and institutional legacies have shaped South Korean parental leave policies between 1995 and 2021. It draws on a document analysis of central political documents and interviews with a number of key policy actors in South Korea. The findings show that reforms of parental leave policies were implemented according to four major rationales: maternity protection; combating low-fertility rates; (working mothers’) work–family life reconciliation; and, finally, men's involvement in childcare. Swedish parental leave policies, especially the introduction of the quota system (the “daddy month”), served as inspiration. The current design of Korean parental leave differs, however, from that of Sweden, and is analyzed as a result of localized reforms surrounding plummeting fertility rates and institutional legacies, mainly connected to the organization of the labor market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender-targeted transfers by default? - Evidence from a child allowance reform in Sweden (2023)
Zitatform
Lindahl, Erica, Olof Rosenqvist & Hakan Selin (2023): Gender-targeted transfers by default? - Evidence from a child allowance reform in Sweden. In: Labour Economics, Jg. 83. DOI:10.1016/j.labeco.2023.102389
Abstract
"We exploit a sharp birthday discontinuity in a large and universal Swedish cash transfer program, creating plausibly exogenous variation in the default disbursement option, while holding entitlements and other financial incentives constant. When the cash transfer is paid out to the mother by default, instead of a 50/50 default, it has a large effect (55 percentage points) on the probability that the transfer is deposited in the mother's bank account also in the long run. Surprisingly, we find that the default policy redistributes resources to separated low-income mothers. We find no indications that the 100%-to-the-mother default induces mothers to work less or to take more responsibility for the children." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))
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Literaturhinweis
Feminization, ageing and occupational change in Europe in the last 25 years (2023)
Mariscal-de-Gante, Álvaro; Fernández-Macías, Enrique ; Grubanov-Boskovic, Sara; Palencia-Esteban, Amaia ;Zitatform
Mariscal-de-Gante, Álvaro, Amaia Palencia-Esteban, Sara Grubanov-Boskovic & Enrique Fernández-Macías (2023): Feminization, ageing and occupational change in Europe in the last 25 years. (JRC working papers series on labour, education and technology 2023,04), Sevilla, 23 S.
Abstract
"This paper presents new evidence on the interaction between demographic and occupational change in Europe over the last 25 years. We use data from the European Union Labour Force Survey covering six European countries to make the results representative of the different EU institutional families. The analysis is based on a cross-sectional comparison between the population and employment distributions in 1995 and 2019. This strategy allows us to study the changing demographic dynamics, which have brought a more feminised, aged and educated working population, in a context of structural employment change, where higher job polarisation or occupational upgrading are the main patterns. The results indicate that the increasing female participation has been accompanied by job polarisation, driven especially by the expansion of low-paid jobs among women. Although educational upgrading was particularly relevant for females, a multinomial logistic regression shows that occupational returns to education have declined more for women than men. Finally, despite the fact that the share of young (old) workers has decreased (increased), the occupational profile has changed similarly for both groups and the gender-based differences remain regardless of their age." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Role of Firms in the Gender Wage Gap in Germany: Gender Equality at Work (2022)
Adema, Willem; Hijzen, Alexander; Haramboure, Antton; Gustafsson, Maja;Zitatform
Adema, Willem, Alexander Hijzen, Antton Haramboure & Maja Gustafsson (sonst. bet. Pers.) (2022): The Role of Firms in the Gender Wage Gap in Germany. Gender Equality at Work. (Gender Equality at Work), Paris, 78 S. DOI:10.1787/6cda329d-en
Abstract
"This review contributes to a better understanding of the gender wage gap in Germany and puts forward key elements of a policy package to reduce gender pay gaps. It provides a detailed analysis of the role of firms in the gender wage gap by focusing on the pay gap between similarly skilled men and women between and within firms. The within‑firm component captures differences in pay between men and women within firms related to differences in tasks and responsibilities, or differences in pay for work of equal value (e.g. bargaining, discrimination). The between‑firm component captures the role of differences in pay between firms (unrelated to workforce composition) due to the tendency of women to work in low‑wage firms. The review analyses gender differences in job mobility and the earnings consequences of career breaks following childbirth to shed light on the evolution of the gender wage gap across the working life. To put results for Germany in context, they are systematically benchmarked to those of four nearby countries (i.e. Denmark, France, the Netherlands and Sweden). The policy discussion extends the empirical analysis by putting forward a comprehensive policy package with an emphasis on policies targeted at firms." (Author's abstract, IAB-Doku) ((en))
Weiterführende Informationen
Data product DOI: 10.5164/IAB.SIEED7518.de.en.v1 -
Literaturhinweis
Coworker peer effects on parental leave take-up (2022)
Zitatform
Carlsson, Magnus & Abdulaziz Abrar Reshid (2022): Coworker peer effects on parental leave take-up. In: The Scandinavian Journal of Economics, Jg. 124, H. 4, S. 930-957. DOI:10.1111/sjoe.12485
Abstract
"This paper investigates coworker peer effects in parental leave usage in Sweden. We use an instrumental variable approach labeled peers of peers in which parental leave usage by family peers (siblings and cousins) of coworkers is used as an instrument for coworkers’ parental leave usage. For fathers, we find that a ten-day increase in average parental leave usage among coworkers increases usage by approximately one and a half days; while for mothers, the increase is approximately one day. The results are robust to alternative model specifications. We explore possible mechanisms and discuss policy implications." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Why do women ask for less? (2022)
Zitatform
Dreber, Anna, Emma Heikensten & Jenny Säve-Söderbergh (2022): Why do women ask for less? In: Labour Economics, Jg. 78. DOI:10.1016/j.labeco.2022.102204
Abstract
"Women are often less likely to negotiate or ask for less when they do negotiate compared to men. In this study, we send out a survey to a large sample of recent college graduates in Sweden. We ask respondents whether they made an explicit salary request and what the outcome was. We include several questions on beliefs and attitudes towards negotiations. While women are more likely to state a salary request, we find that they on average ask for less than men. This gender gap is reduced when we control for beliefs and attitudes. However, neither perceived social costs nor confidence appear to matter for the gender gap. Instead, while men and women consider themselves relatively similar to an ideal candidate applying for the same job, they differ on average in their beliefs about what constitutes a reasonable request amount for the ideal candidate. This variable is the only statistically significant mediating variable of the gender gap in salary requests, and suggests that information interventions affecting beliefs could potentially reduce the gender gap in negotiations. As our results are correlational they should however be interpreted with caution." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
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Literaturhinweis
Financial risk-taking and the gender wage gap (2022)
Zitatform
Edin, Per-Anders & Hakan Selin (2022): Financial risk-taking and the gender wage gap. In: Labour Economics, Jg. 75. DOI:10.1016/j.labeco.2022.102144
Abstract
"Could differences in risk attitudes explain parts of the gender wage gap? We present estimates on the association between labor market outcomes and financial risk-taking using individual level administrative data on individual wealth portfolios and wage rates from year 2000, when high-quality wealth data were available in Sweden. The individual's share of risky to total financial assets is significantly and positively associated with the wage rate. However, it turns out that our risk measure explains only a small part of the observed gender difference in wages." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
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Literaturhinweis
Parental Leave within the Workplace: A Re-assessment of Opposite Educational Gradients for Women and Men (2022)
Zitatform
Eriksson, Helen, Sunnee Billingsley & Maria Branden (2022): Parental Leave within the Workplace: A Re-assessment of Opposite Educational Gradients for Women and Men. In: Sociology, Jg. 56, H. 5, S. 1032-1044. DOI:10.1177/00380385221109743
Abstract
"Educational gradients in parental leave length are opposite for women and men: highly educated women return to work faster than those with low education while highly educated men are absent longer than less educated men. Explanations for the opposite gradients are typically made at the individual- or couple-level. To date, no quantitative study has documented whether the opposite educational gradients hold also within workplaces. In this study, we use employer-employee matched Swedish register data with fixed-effects models to examine whether the educational gradient applies also among co-workers in the same workplace. The results show that three-quarters of the educational effect typically attributed to the individual father disappeared when comparing fathers within workplaces. The educational gradient of mothers remained largely unchanged. These findings provide the first population-level evidence for the primacy of the workplace in determining fathers? care choices." (Author's abstract, IAB-Doku) ((en))
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Aspekt zurücksetzen
- Erwerbsbeteiligung von Frauen
- Erwerbsbeteiligung von Männern
- Kinderbetreuung und Pflege
- Berufliche Geschlechtersegregation
- Berufsrückkehr – Wiedereinstieg in den Arbeitsmarkt
- Dual-Career-Couples
- Work-Life
- Geschlechtsspezifische Lohnunterschiede
- Familienpolitische Rahmenbedingungen
- Aktive/aktivierende Arbeitsmarktpolitik
- Arbeitslosigkeit und passive Arbeitsmarktpolitik
- geografischer Bezug