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
Umsetzung der europäische Entgelttransparenzrichtlinie in Deutschland: Weniger als die Hälfte der Frauen würde von der momentanen Empfehlung profitieren (2026)
Zitatform
Müller, Dana & Stefanie Wolter (2026): Umsetzung der europäische Entgelttransparenzrichtlinie in Deutschland: Weniger als die Hälfte der Frauen würde von der momentanen Empfehlung profitieren. In: IAB-Forum – Grafik aktuell H. 06.05.2026. DOI:10.48720/IAB.FOO.GA.20260506.01
Abstract
"Die europäische Entgelttransparenzrichtlinie, die bis zum 7. Juni 2026 umgesetzt werden muss, zielt darauf ab, dass Frauen und Männer für gleiche oder gleichwertige Arbeit gleich entlohnt werden. Ein wichtiger Aspekt dieser Richtlinie ist die Einführung eines Auskunftsrechts für alle Beschäftigten und die Berichtspflicht für Arbeitgeber über geschlechtsspezifische Lohnunterschiede. Liegt die geschlechtsspezifische Lohnlücke bei mehr als 5 Prozent, muss der Arbeitgeber Maßnahmen zur Verringerung ergreifen. Diese Berichtspflicht ist für Arbeitgeber mit mindestens 100 Beschäftigten vorgesehen, jedoch können Mitgliedsstaaten auf nationaler Ebene auch kleinere Betriebe dazu verpflichten. In diesem Zusammenhang macht es einen Unterschied, ob man Unternehmen oder Betriebe für die Festlegung dieser Grenze heranzieht, da ein Unternehmen aus mehreren kleineren Betrieben bestehen kann, die jeweils für sich genommen weniger als 100 Beschäftigte haben, aber die Beschäftigtenzahl des Unternehmens in der Summe über 100 liegt. Bei Festlegung der Grenze auf Betriebsebene wären also weniger Arbeitgeber berichtspflichtig. Noch gibt es keinen Entwurf für ein entsprechendes Gesetz in Deutschland, welches das bestehende Entgelttransparenzgesetz ablösen wird. Allerdings hat die Kommission "Bürokratiearme Umsetzung der Entgelttransparenzrichtlinie" Empfehlungen erstellt, die eine Berichtspflicht für Unternehmen ab 100 Beschäftigten vorsehen. Eine Analyse der Beschäftigtenstruktur zeigt, dass mehr als die Hälfte der abhängig beschäftigten Frauen in Deutschland für Arbeitgeber mit weniger als 100 Personen arbeitet. Dies betrifft insgesamt rund 53 Prozent der Frauen in Unternehmen. Auf Betriebsebene sind es sogar rund 58 Prozent. Die Mehrheit der Frauen ist also in Betrieben oder Unternehmen beschäftigt, die nicht unter die Berichtspflicht fallen – und erhalten daher möglicherweise keine Informationen über etwaige Lohnungleichheiten in ihrem eigenen Betrieb. Soll sichergestellt werden, dass zumindest die Mehrheit der weiblichen Beschäftigten in den Geltungsbereich des neuen Gesetzes fällt, wäre eine Absenkung des entsprechenden Schwellenwerts unabdingbar. Ein Vorbild kann hier Belgien sein. Dort besteht eine Berichtspflicht ab 50 Beschäftigten. Zugleich liegt der Gender Pay Gap unter einem Prozent, wie das belgische Statistikamt „STATBEL“ berichtet (siehe dazu auch eine 2021 verfasste Analyse von Hildegard Van Hove)." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Occupational earning potential: a new measure of social hierarchy in Europe and the US (2026)
Zitatform
Oesch, Daniel, Oliver Lipps, Roujman Shahbazian, Erik Bihagen & Katy Morris (2026): Occupational earning potential: a new measure of social hierarchy in Europe and the US. In: European Sociological Review, Jg. 42, H. 3, S. 421-441. DOI:10.1093/esr/jcaf035
Abstract
"Social stratification is interested in unequal life chances and assumes the existence of a hierarchy of more or less advantageous occupations. Yet occupations are not easily translated into a linear hierarchical measure. Influential scales combine multiple indicators and lack intuitive interpretation. We therefore present a new scale based on occupations’ earnings potential (OEP). OEP measures the median earnings of occupations and expresses them as percentiles of the overall earnings structure: if mechanics earn the national median wage, their OEP is 50. We construct national OEP scales using annual microdata pooled over several decades for Germany, Sweden, Switzerland, the UK and the US. Consistent with the Treiman constant, these national scales are highly correlated over time and across countries, justifying the use of one common OEP scale. When applied to another European dataset, the common OEP scale explains a quarter of the variance in earnings—and works as well for men as women and as well for countries used to construct the scale as for other countries. Moreover, it is associated with the causes (education) and consequences (social mobility) that the theory expects. OEP thereby provides a simple and parsimonious indicator of economic advantage that can be meaningfully interpreted." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender Pay Disclosure and Firm Performance: Quasi‐Experimental Evidence From the United Kingdom (2026)
Zitatform
Pahula, Hildebrando & Charles Ambilichu (2026): Gender Pay Disclosure and Firm Performance: Quasi‐Experimental Evidence From the United Kingdom. In: BJIR, Jg. 64, H. 3, S. 497-518. DOI:10.1111/bjir.70053
Abstract
"This paper investigates the impact of pay transparency on firm performance, measured as sales growth, in a large sample of UK-registered companies between 2005 and 2023. We employ a difference-in-difference approach based on the pay transparency regulation enacted in 2017, which mandated all companies registered in the United Kingdom with at least 250 employees to publicly disclose gender pay equality indicators. We show that the pay transparency regulation improved firm performance by 0.016 percentage points in terms of sales growth in companies affected by the law compared to those with under 250 employees. Furthermore, firms subject to the reporting requirement and led by women experienced faster sales growth (by about 0.01 percentage points) than those led by men, after the introduction of the law. Similarly, the positive effect of the pay transparency regulation on firm performance is more pronounced in industries with the largest share of female workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Workplace Injury Risk and the Gender Wage Gap (2026)
Zitatform
Prato, Francesco Del & Salvatore Lattanzio (2026): Workplace Injury Risk and the Gender Wage Gap. (RF Berlin - CReAM Discussion Paper Series 2026,81), Berlin, 38 S., App.
Abstract
"Men experience workplace injuries at roughly twice the rate of women. We study whether compensating differentials for injury risk contribute to gender differences in firm pay policies. We develop a search model that microfounds an AKM wage equation, decomposing firm pay effects into productivity and injury-risk components. Using Italian matched employer-employee data with individual injury records, we estimate gender-specific firm wage effects and firm-level injury risk. We find that injury-related channels account for 8 percent of the gender gap in firm wage effects, rising to 17 percent in manufacturing. While women receive only 86 percent of men's wage response to firm-level injury risk, conditioning on broad occupation eliminates this within-firm disparity. This indicates that the injury channel reflects sorting across firms and occupational allocation within firms, rather than differential pricing of identical risk." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
When Gender Trumps Skills: Employment Trajectories of Austrian Parents After Their First Birth (2026)
Zitatform
Reiter, Claudia & Sonja Spitzer (2026): When Gender Trumps Skills: Employment Trajectories of Austrian Parents After Their First Birth. In: Comparative Population Studies, Jg. 51, S. 1-22. DOI:10.12765/cpos-2026-01
Abstract
"Increasing the labour market participation of mothers is often seen as a solution to address skill shortages in countries with long child-related career interruptions. However, little is known about the leave-taking behaviour of parents with higher and lower skill levels. This study addresses that gap by examining how employment trajectories after the transition to parenthood vary by gender and skill level in Austria, which has one of the longest parental leave entitlements globally. We focus on understanding whether skill differences shape leave-taking and labour market re-entry, and to what extent they explain the large and persistent gender gaps in parental employment. We use a new dataset that, for the first time, links Austrian administrative data on births and daily labour market activities (2009-2022) with tested skill scores from the OECD’s Programme for the International Assessment of Adult Competencies (PIAAC). Our main sample includes 5,130 Austrians born between 1942 and 1997. We focus on tested numeracy skills, which are strongly associated with employment and wages, offer a more precise measure of work-relevant skills than formal education, and account for important parts of the gender pay gap. Adopting a life-course perspective, we observe labour market patterns between the ages 20 and 70, and examine the three years before and after the birth of a first child to capture short- and medium-term dynamics. We find clear differences by skill level. Higher-skilled women tend to return to employment more quickly and are more likely to use educational leave to extend their parental leave. Lower-skilled mothers, by contrast, experience longer periods out of the labour force. Among fathers, skill gradients are present as well: higher-skilled men are more likely to take parental leave than their lower-skilled counterparts, though leave uptake remains very low in absolute terms. However, gender trumps skills. On average, mothers take 416 days of paid parental leave following the birth of their first child, while fathers take just nine days. Most mothers remain at home well beyond the period of paid leave, and part-time work is common upon return – regardless of skill level. Our findings suggest that policies aimed at increasing female labour market participation − particularly among the skilled − face structural constraints. In a context of demographic ageing and rising skill shortages, improving access to early childcare and encouraging more balanced leave-taking may be necessary to reduce gender gaps and make better use of existing skills across the workforce." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Unequal from the start? Gender pay gaps in student employment (2026)
Ruer, Nina;Zitatform
Ruer, Nina (2026): Unequal from the start? Gender pay gaps in student employment. In: Review of Economics of the Household, S. 1-71. DOI:10.1007/s11150-026-09866-w
Abstract
"This paper investigates the gender pay gap among employed students. Using four waves of a large-scale French tertiary education student survey, I find that female students earn on average 7.8% less per hour than male students, a gap that narrows to 3.3% once a rich set of observable characteristics is taken into account. Differences in field of study, higher education track, and student job allocation account for the largest share of the explained gap. Women are disproportionately concentrated in lower-paid jobs that are unrelated to their field of study, most notably babysitting and employment in retail and hospitality. Correcting for non-random selection into paid employment leaves the estimated gender pay gap largely unchanged. I further find that women are more likely to be employed during their studies, a pattern that is not driven by stronger financial constraints or lower academic investment. Instead, I provide suggestive evidence for gender differences in motives for paid work, with women more likely than men to report working in order to gain independence from their parents. Finally, exposure to non-traditional family roles appears to matter: women whose mothers are employed, and especially those whose mothers are the primary breadwinner, are substantially more likely to work during their studies." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Mind the gap: effects of the national minimum wage on the gender wage gap of full-time workers in Germany (2026)
Zitatform
Schmid, Ramona (2026): Mind the gap: effects of the national minimum wage on the gender wage gap of full-time workers in Germany. In: Journal of Economic Inequality, Jg. 24, H. 1, S. 129-158. DOI:10.1007/s10888-025-09669-6
Abstract
"Since 2015, the national minimum wage aims to benefit primarily low-wage workers in Germany. I examine how the minimum wage influences gender wage gaps of full-time workers within the lower half of the wage distribution on a regional level. Using administrative data, distinct regional differences in the extent of gender wage gaps and responses to the minimum wage become clear. Overall, wage gaps between men and women at the 10th percentile decrease by 2.46 and 6.34 percentage points in the West and East of Germany after 2015. Applying counterfactual wage distributions, I show that introducing the minimum wage explains decreases in gender wage gaps by 60% to 95%. Group-specific analyses demonstrate various responses based on age, educational level and occupational activity. Counterfactual aggregate Oaxaca-Blinder decompositions indicate that discriminatory remuneration structures decrease in the West of Germany after introducing the minimum wage." (Author's abstract, IAB-Doku) ((en))
Weiterführende Informationen
Data product DOI: 10.5164/IAB.SIAB7519.de.en.v1 -
Literaturhinweis
The Job Task Penalty for Motherhood (2026)
Zitatform
Schulz, Wiebke & Gundula Zoch (2026): The Job Task Penalty for Motherhood. In: Journal of Marriage and Family, Jg. 88, H. 3, S. 697-708. DOI:10.1111/jomf.70046
Abstract
"Objective: This study examines how childbirth affects women's job tasks. Background: Motherhood remains a key source of gendered inequalities in the labor market. Yet little is known about how it reshapes women's work content, even though job tasks are critical for job quality, skill development, and long-term career trajectories. Method: Using panel data from the German National Educational Panel Study (2011–2020), we analyze within-person changes in job tasks following childbirth among 1978 women, applying individual fixed-effects models. Results: After childbirth, mothers engage in fewer analytic, complex, and interactive tasks. These reductions are concentrated among those who decrease their working hours, while no differences emerge by occupational mobility or leave duration. Conclusion: The findings support perspectives emphasizing work–family strain rather than explanations based on occupationalmobility or length of leave. Implications: By documenting task-based motherhood penalties, this study highlights a critical yet often overlooked dimension of gendered labor market inequality. The results underscore the need for work–family policies and workplace practices that safeguard not only mothers' labor market participation but also their access to career-enhancing tasks." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Beliefs about the gender pension gap (2026)
Zitatform
Schütz, Jana (2026): Beliefs about the gender pension gap. In: European Economic Review, Jg. 184. DOI:10.1016/j.euroecorev.2025.105244
Abstract
"I conduct an online survey of 3000 respondents in the United States to examine individuals’ beliefs about the gender pension gap. By including an information provision experiment in which treated respondents are informed about the size of the gender pension gap, I examine whether receiving this information causally affects respondents’ perceptions of the fairness and drivers of the gender pension gap and their support for policies aimed at reducing it. I find that most respondents underestimate the gender pension gap and that treated respondents are less likely to perceive the gender pension gap as fair. In addition, treated respondents perceive the unequal distribution of care work and gender differences in wages as more important drivers of the gap, and their demand for remedial policies such as targeted financial education increases significantly. This increase in policy demand is driven by male respondents and Republicans." (Author's abstract, IAB-Doku, © 2026 The Author. Published by Elsevier B.V.) ((en))
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Literaturhinweis
Cross-cohort employment differences among U.S. mothers of young children: The role of nonparental childcare (2026)
Shattuck, Rachel M.;Zitatform
Shattuck, Rachel M. (2026): Cross-cohort employment differences among U.S. mothers of young children: The role of nonparental childcare. In: Social science research, Jg. 133. DOI:10.1016/j.ssresearch.2025.103261
Abstract
"Following increased mothers' employment since the later 20th century, the majority of U.S. mothers now experience employment with children under age three. Most use nonparental childcare (NPC) while employed. NPC can include care provided in childcare centers and preschools, as well as by nannies, babysitters and relatives, and in family childcare homes. Changes since the 1980s to care costs and availability, labor market conditions, family structures, and public assistance policies may result in differences in the predictive relationship between NPC use and employment among late-20th vs. early-21st century mothers. I use National Longitudinal Survey of Youth (1979) (“Baby-Boomers”) and 1997 (“Millennials”) data to compare monthly likelihood of full-time employment, part-time employment, and employment exit—and how NPC use differently affects these—among mothers of children under three. A hybrid model including within-person and between-person components compares women to themselves at different points in time when they are employed either with or without NPC. NPC use increases full-time employment, and employment stability, for mothers in both cohorts. However, Millennials use NPC more than Baby-Boomers. Furthermore, NPC increases the likelihood of maintaining full-time employment, and transitioning from part-time to full-time employment, by larger magnitudes for Millennials than for Baby-Boomers. Supplementary descriptive analyses show changed care types, increased care costs, and increased nonstandard employment, all of which may contribute to this cross-cohort difference. Results demonstrate how NPC plays a key role in supporting employment within individual women's life courses, and how these effects may differ across different social and historical settings." (Author's abstract, IAB-Doku, © 2025 Elsevier Inc. All rights are reserved, including those for text and data mining, AI training, and similar technologies.) ((en))
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Literaturhinweis
Telework and the gender pay gap along the wage distribution (2026)
Zitatform
Siegert, Anja, Rafael Granell & Francisco G. Morillas-Jurado (2026): Telework and the gender pay gap along the wage distribution. In: Journal of Economic Inequality, S. 1-23. DOI:10.1007/s10888-026-09730-y
Abstract
"This paper examines the impact of teleworking on the gender pay gap in France using data from the French Labour Force Survey. The study explores how different frequencies of teleworking—hybrid and exclusive—affect working hours and wages for men and women and considers changes along the wage distribution. We run OLS regressions by gender and conduct an Oaxaca-Blinder decomposition. We extend this approach by using Recentered Influence Functions (RIF) at each decile for the analysis along the wage distribution. Our results show that teleworking increases the number of hours worked for women, leading to a reduction of the gender gap in working hours. However, telework potentially increases the hourly gender pay gap as men are rewarded more than women for teleworking. This pay disadvantage is greatest for women who telework exclusively and at the higher end of the wage distribution. Nevertheless, we find evidence that telework has the potential to reduce the gender pay gap at the lower end of the wage distribution for hybrid working models, where women benefit more than men from telework." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Mapping the Determinants of Female Employment: Labour Market Areas and Spatial Spillovers (2026)
Zitatform
Simón-Albert, Raquel, Matías Mayor, José M. Casado-Díaz & Hipólito Simón (2026): Mapping the Determinants of Female Employment: Labour Market Areas and Spatial Spillovers. In: Tijdschrift voor economische en sociale geografie, Jg. 117, H. 2, S. 250-270. DOI:10.1111/tesg.70057
Abstract
"This paper examines the territorial determinants of female employment rates using labour market areas (LMAs) – functional units based on commuting patterns – to mitigate the Modifiable AreaUnit Problem (MAUP). Drawing on detailed Spanish census microdata and spatial econometrics, we find that male unemployment negatively affects female employment through a discouraged worker effect , whereas higher shares of part-time jobs, medium household income, and a greater proportion of immigrant women from emerging countries are associated with better female employment outcomes. Certain aspects of local economic structure, particularly a larger service sector, positively influence women’s employment. Comparing spatial and non-spatial specifications shows only modest gains, consistent with limited cross-area spillovers when the analysis relies on functionally defined units. Overall, the evidence supports LMAs as appropriate territorial units and highlights the importance of care-related and income-based interventions, together with efforts to broaden sectoral opportunities for women and to improve data availability at the functional-area level." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender wage discrimination and the attractiveness of foreign MNC subsidiaries as employers for women (2026)
Zitatform
Sofka, Wolfgang, Christoph Grimpe & Ulrich Kaiser (2026): Gender wage discrimination and the attractiveness of foreign MNC subsidiaries as employers for women. In: Journal of International Business Studies, Jg. 57, H. 2, S. 173-196. DOI:10.1057/s41267-025-00811-0
Abstract
"The article explores the issue of gender wage discrimination, where women are often paid less than men for the same work. This problem is rooted in societal norms and beliefs about gender roles. The study focuses on how foreign multinational corporations (MNCs) might offer better opportunities for rooted discrimination in domestic firms. It investigates whether women who experience gender wage discrimination are more likely to seek employment with foreign MNCs, which might offer fairer wages and more opportunities for advancement. This article uses data from Denmark, covering the years 2002 to 2015, to analyze the job changes of 165,624 female professionals and managers. The researchers use the Kitagawa–Oaxaca–Blinder decomposition to measure gender wage discrimination. This method helps separate the wage gap into parts that can be explained by differences in skills and experience and parts that cannot, indicating discrimination. The study also considers factors like the productivity of domestic firms compared to foreign MNCs and the presence of women in management roles within these companies. The authors conduct interviews with women who have experienced wage discrimination to understand their motivations and preferences when choosing employers. The study finds that women who face higher levels of gender wage discrimination in domestic firms are more likely to seek employment with foreign MNCs. This tendency is stronger in labor markets where foreign MNCs have more women in management roles, signaling a deviation from male-dominated norms. The research finds that foreign MNCs can become attractive employers for women seeking to escape wage discrimination. The authors conclude that understanding women’s preferences and the conditions under which they consider foreign MNCs as attractive employers can help address the challenge of gender-based economic inequality. Future implications include the potential for foreign MNCs to play a significant role in promoting gender equality in the workplace by offering fairer wages and more opportunities for women.This text was initially drafted using artificial intelligence, then reviewed by the author(s) to ensure accuracy." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Why Tight Labour Markets Do Not Close Gender Pay Gaps: Evidence from a 20-Country Eurostat Panel (2026)
Soura Vamseekar, Marti;Zitatform
Soura Vamseekar, Marti (2026): Why Tight Labour Markets Do Not Close Gender Pay Gaps: Evidence from a 20-Country Eurostat Panel. (MPRA paper / University Library of Munich 129330), München, 23 S.
Abstract
"EU Pay Transparency Directive 2023/970/EU requires mandatory gender pay gap reporting and joint pay assessments across all member states by June 2026. The Directive's implicit premise — that structured disclosure will close gaps that competitive labour markets have failed to address — has not been empirically tested against cross-country tightness data. We test it using a 20-country, 11-sector, 6-year (2019–2024) Eurostat panel covering the EU27. We compute four composite workforce intelligence indices — Hiring Pressure Index (HPI), Labour Resilience (LR),Equity Risk Score (ERS), and Transition Readiness (TR, in development) — and find that labour market tightness and gender pay equity risk are structurally misaligned. The Pearson correlation between employment rates and gender pay gaps across the 20-country sample is weakly positive (r ≈ +0.41; p ≈ 0.07, n = 20), contradicting competitive equalisation theory. This cross-sectional correlation is treated as indicative; the panel dimension of the dataset provides the stronger basis for inference. The five tightest labour markets (Netherlands HPI=100, Germany HPI=99, Czech Republic HPI=95, Hungary HPI=88, Estonia HPI=67) record all-sector gaps of 11.4%, 16.8%, 17.5%, 16.9%, and 16.3% respectively — allabove the EU27 average of 11.1%. A novel Combined Risk Quadrant, plotting HPI against ERS for all 20 countries, identifies Germany, Czech Republic, Hungary, and Latvia as Priority intervention cases: maximum hiring pressure coexisting with near-maximum equity risk. The Finance sector (EU27 average gap 24.28%) is the highest-risk sector in virtually every country, followed by ICT (19.68%). Construction's negative EU27 average gap (−3.49%) is a statistical artefact of extreme occupational segregation, not evidence of equality. Apparently low gaps in Italy (3.3%) and Spain (8.9%) reflect positive selection of women into employment rather than genuine pay equity. We present WorkforceGuard, an open-source analytics system that implements these indices over a DuckDB/dbt pipeline ingesting live Eurostat data, with provenance metadata on very output, evidence-bounded LLM analysis, and a SHA-256 hash-chained governance log meeting the Directive's audit requirements. The system and all data are publicly available." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Organizational accountability and gender segregation: can bureaucratic reforms drive organizational change? (2026)
Zitatform
Stainback, Kevin (2026): Organizational accountability and gender segregation: can bureaucratic reforms drive organizational change? In: Social forces, S. 1-23. DOI:10.1093/sf/soag003
Abstract
"Gender segregation is a core indicator of organizational inequality with downstream implications for wages, authority, and career mobility. Its causes and consequences have been studied extensively, yet much less is known about the organizational practices that may reduce it. This study addresses this gap by examining the effects of accountability practices on workplace gender integration. Scholars have identified three key aspects of organizational accountability: setting diversity goals, assigning responsibility, and monitoring and reviewing personnel decisions. These practices are widely believed to be effective; however, surprisingly little empirical research has examined which practices work to reduce inequality. Previous studies have primarily focused on assigning responsibility to a staff position or department (e.g., human resource or diversity manager), with few examining diversity goals or monitoring and reviewing practices. Analyzing a nationally representative panel dataset of British workplaces (2004–2011), this study finds that implementing diversity goals, assigning oversight to a human resource professional, and monitoring and reviewing personnel decisions significantly reduce gender segregation. These effects remain robust across models controlling for other practices theorized to reduce gender segregation, women’s managerial representation, and changes in employment during the Great Recession. These findings underscore how accountability-based bureaucratic reforms can advance workplace integration." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Do cognitive skills and personality traits contribute to a better understanding of gender pay disparities in Australia? (2026)
Zitatform
Staneva, Anita & Garry F. Barrett (2026): Do cognitive skills and personality traits contribute to a better understanding of gender pay disparities in Australia? In: Australian Journal of Labour Economics, Jg. 28, H. 2, S. 124-154.
Abstract
"This study investigates the role of cognitive and non-cognitive skills in explaining gender pay disparities in Australia. Our results reveal that while both cognitive and non-cognitive skills influence wages, their returns differ by gender and are more pronounced at the upper wage distribution. Cognitive skills, such as the speed of information processing, yield higher returns for men and are comparable to an additional year of education. Cognitive and non-cognitive skills are important in influencing the differential sorting of men and women into occupations, rather than directly generating wage differences, in accounting for the gender wage gap." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job Tasks, Task-Specific Work Experience, and the Gender Wage Gap (2026)
Zitatform
Stinebrickner, Todd, Ralph Stinebrickner & Paul Sullivan (2026): Job Tasks, Task-Specific Work Experience, and the Gender Wage Gap. In: Journal of Human Capital, Jg. 20, H. 1, S. 1-34. DOI:10.1086/738042
Abstract
"Taking advantage of unique longitudinal task data from the Berea Panel Study, we provide a new ex-amination of the gender wage gap, paying particular attention to gender differences in types of work experience. Access to longitudinal individual-level job task information, along with unique time allo-cation information, allows us to produce quantitative measures of current and past tasks. We provide the first empirical evidence on gender differences in time spent on tasks, and show that gender differ-ences in task-specific experience, in particular high-skilled information experience, are important for predicting the widening of the gender wage gap over the career." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Ceilings: Gender Inequality in Hours, Earnings and Health (2026)
Strazdins, Lyndall ; Doan, Tinh ; Leach, Liana ; Pollmann-Schult, Matthias ; Kaiser, Till ; Li, Jianghong ;Zitatform
Strazdins, Lyndall, Tinh Doan, Liana Leach, Jianghong Li, Matthias Pollmann-Schult & Till Kaiser (2026): Ceilings: Gender Inequality in Hours, Earnings and Health. In: Social indicators research, Jg. 182. DOI:10.1007/s11205-026-03820-0
Abstract
"One reason gender earning gaps persist is that well-paid jobs presume long work hours, and these are incompatible with family care. Long hours also harm health, and the risks may increase for workers with care and domestic workloads, adding a gendered health penalty. Using representative, longitudinal data from Australia and Germany (144,430–153,659 observations for HILDA and SOEP surveys, respectively, 2002–2022), we model the interconnections between hours and health among men and women aged 25–64 years. Our models include hours spent on care and domestic work, to estimate the points at which working more gains earnings but incurs risks for health and how this may differ by gender. The results show that average health ceilings mirror standard work hours (38 to 43 h per week) in both countries, but this masks wide gender differences. Gender stratified models reveal that long work hours are relatively less harmful for men compared to women, and as work hours lengthen, the penalty to women’s physical and mental health increases. We further show how these differential health harms are linked to extra time spent on family care and domestic work. Our study extends theory on how gender inequality is maintained in organisations and in the labour market, and the need for policy action to limit long work hours." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Ein verhaltensökonomischer Blick auf Gehaltsunterschiede zwischen Frauen und Männern (2026)
Zitatform
Sutter, Matthias (2026): Ein verhaltensökonomischer Blick auf Gehaltsunterschiede zwischen Frauen und Männern. In: Perspektiven der Wirtschaftspolitik, Jg. 27, H. 3, S. 235-245. DOI:10.1515/pwp-2026-0006
Abstract
"Frauen verdienen im Durchschnitt nach wie vor weniger als Männer. Obwohl in den vergangenen Jahrzehnten große Fortschritte in der Gleichstellung von Männern und Frauen gemacht wurden, gibt es immer noch Ungleichheiten. Matthias Sutter wirft einen verhaltensökonomischen Blick auf mögliche Ursachen für die ungleichen Gehälter von Männern und Frauen. Dabei konzentriert er sich auf Geschlechterunterschiede im Wettbewerbsverhalten, im Verhandlungsverhalten und in der Wahl der Branchen, in denen jemand arbeiten möchte. All diese Faktoren können einen wichtigen Teil der Gehaltsunterschiede zwischen Männern und Frauen erklären, entziehen sich aber einfachen politischen (beziehungsweise gesetzlichen) Interventionen. Abschließend erörtert Sutter auch die Bedeutung von Kindern für Gehaltsunterschiede zwischen den Geschlechtern." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Fertility and Family Leave Policies in Germany: Optimal Policy Design in a Dynamic Framework (2026)
Zitatform
Wang, Hanna (2026): Fertility and Family Leave Policies in Germany: Optimal Policy Design in a Dynamic Framework. (RF Berlin - CReAM Discussion Paper Series 2026,29), Berlin, 71 S.
Abstract
"I develop and estimate a life-cycle discrete-choice model of fertility and female labor supply to study the optimal design of a range of child-related policies. First, I examine two German reforms that introduced wage-contingent parental leave payments and expanded access to low-cost public childcare. I find that both reforms raised completed fertility, with the parental leave reform having a particularly strong impact on highly educated women. Second, I solve for a budget-neutral optimal policy portfolio that maximizes either aggregate welfare or fertility, while ensuring that welfare and fertility do not decline for any education group. I consider four prominent child subsidies as well as the degree of tax jointness. My results show that optimal policy has the potential to increase welfare by 0.5% or fertility by 5.7%. While the solutions are qualitatively similar, they prioritize different policy instruments depending on the specific objective being targeted." (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