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Mikkel, Barslund & Schomaker Lea (2019): Grandparental childcare and parent's labour supply. Evidence from Europe. In: Sozialer Fortschritt, Jg. 68, H. 4, S. 371-391. DOI:10.3790/sfo.68.4.371

Abstract

"Wir untersuchen die Auswirkungen der Kinderbetreuung von Großeltern auf das Arbeitskräfteangebot der Eltern in zwölf europäischen Ländern die in SHARE vertreten sind im Zeitraum 2004 - 2015. Ein instrumentalvariabler Ansatz wird verwendet, um mit der Endogenität umzugehen. Der Zugang zu Großeltern, die sich um kleine Kinder kümmern, erhöht die Bereitschaft von Müttern zur Arbeit um 13 Prozentpunkte. Für Väter lassen sich keine Effekte feststellen. Das Ausmaß der Auswirkungen von großelterlicher Kinderbetreuung unterscheidet sich von Land zu Land, ist jedoch für die meisten untersuchten Länder von Bedeutung. Der Effekt ist für Kinder im Vorschulalter am größten, wird jedoch bei Frauen mit Kindern in der Altersgruppe von 8 bis 10 Jahren immer noch auf 8 Prozentpunkte geschätzt. Es gibt Hinweise darauf, dass Mütter mit niedrigem Bildungsstand größere Auswirkungen haben, allerdings ist der Unterschied gering. Die Ergebnisse deuten darauf hin, dass die anhaltende Politik zur Verlängerung des Erwerbslebens von Arbeitnehmern in der Altersgruppe von 55 bis 64 Jahren die Bindung von Müttern am Arbeitsmarkt beeinträchtigen könnte, indem die zur Verfügung stehende Zeit für großelterliche Kinderbetreuung begrenzt wird. Eine erhöhte Verfügbarkeit von Kindergarten- und Kindergarteneinrichtungen kann die Auswirkungen auf das Arbeitskräfteangebot von Müttern zwar vermindern, aber nicht vollständig auflösen." (Autorenreferat, IAB-Doku)

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Rueda-Cantuche, José Manuel, Zornitsa Kutlina-Dimitrova & Nuno Sousa (2019): Female participation in EU exporting activities: jobs and wages. (DG Trade Chief Economist note / European Commission 2019-3), Brüssel, 21 S.

Abstract

"This analysis sheds new insights on the gender-balance of the employment opportunities supported by extra-EU exports. It shows that in 2017 more than 13 million female workers in the EU had jobs thanks to the exports of goods and services to the rest of the world. However, there is a gender gap when it comes to the employment prospects offered by extra-EU exports: only 38% of the jobs dependent on exports to the world are taken up by women. The analysis suggests that such gender gap is largely due to the concentration of female employment in the less export-oriented sectors, notably in services. Furthermore, the current note makes clear that labour compensation for female workers in exports-supported jobs stagnated in comparison to total employment over the time period considered. Although all exports-supported jobs benefit from a wage premium, there is a gender wage gap of 4 p.p." (Author's abstract, IAB-Doku) ((en))

Zitatform

Sánchez-Mira, Núria & Jacqueline O'Reilly (2019): Household employment and the crisis in Europe. In: Work, employment and society, Jg. 33, H. 3, S. 422-443. DOI:10.1177/0950017018809324

Abstract

"The 2008 crisis had a significant impact on household employment in some European countries. An analysis of the EU Statistics on Income and Living Conditions generated a new cross-national typology of household employment structures and showed how these changed during the crisis and austerity period, capturing the experiences of high and low qualified households. Findings indicate that dual earning households are not always a consequence of gender equality but result from economic necessity or employment opportunities. The re-emergence of traditional male breadwinner households is often the result of female unemployment, especially for lower educated women. An increase in female single earners and workless households is evident in countries hit hardest by the employment crisis. The value of this cross-national typology, rooted in the interaction of educational effects and employment opportunities, is allowing comparison both within and between European countries, going beyond established typologies based on policy frameworks or gender cultures." (Author's abstract, IAB-Doku) ((en))

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Aumayr-Pintar, Christine, Anna-Karin Gustafsson, Anna Savolainen & Carsten Jørgensen (2018): Pay transparency in Europe. First experiences with gender pay reports and audits in four Member States. (Eurofound research report / European Foundation for the Improvement of Living and Working Conditions), Dublin, 18 S. DOI:10.2806/577051

Abstract

"In light of the limited action in many Member States to introduce or review gender pay transparency instruments as recommended, in November 2017 the European Commission announced the possible need for further targeted measures at EU level. This report reviews experiences in four Member States - Austria, Denmark, Sweden and Finland - based on their company-level gender pay reports and audits. Evaluations point to a 'bumpy ride' in terms of compliance - at least in the initial phase of rolling out the instruments in some countries - and highlight room for improvement in engaging employee representatives and in raising employees' awareness. The need to tackle knowledge gaps around the instruments right from the start is a lesson to be learnt from the experiences of the first movers. Soft measures to accompany enforceable mandatory requirements seem to be in demand and to be working well. Ultimately, the success of the instrument depends on the attitudes of the actors, the extent to which they acknowledge the existence of unjustified gender pay gaps and their willingness to engage in a meaningful dialogue and follow-up." (Author's abstract, IAB-Doku) ((en))

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Castellano, Rosalia & Antonella Rocca (2018): Gender disparities in European labour markets. A comparison between female and male employees. In: International Labour Review, Jg. 157, H. 4, S. 589-608. DOI:10.1111/ilr.12052

Abstract

"In recent decades, the dramatic increase in female labour force participation was connected to significant changes in the economic opportunities reserved to women. However, gender disparities in the labour market still persist in many forms.
In this study we want to verify if in the European labour markets higher gender differentials are directly connected with bad economic conditions. Starting from the GGLMI, a composite indicator designed and developed by the authors in a previous study, besides updating the results, we construct other three composite indicators analysing separately female and male conditions in the labour market and the gender gap." (Author's abstract, IAB-Doku) ((en))

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Fric, Karel & Camilla Galli da Bino (2018): Discrimination against men at work. Experiences in five countries. Working conditions. (Eurofound research report / European Foundation for the Improvement of Living and Working Conditions), Dublin, 18 S. DOI:10.2806/835224

Abstract

"While discrimination against women at work has long been a mainstream topic in research literature, only marginal attention has been paid to discrimination against men. A number of factors may be responsible for this, including change in traditional occupational roles, cultural perceptions of the 'natures' of men and women, and men's own perception (or lack of perception) of discrimination. This short report investigates whether men face discrimination based on sex in the workplace. It looks at the results of Eurofound's 2015 European Working Conditions Survey and then examines cases from five countries (Bulgaria, Cyprus, Denmark, France and the UK). Discrimination is examined in such areas as recruitment, education, healthcare-related services, working time and parenting, and sexual harassment. The cases demonstrate that men do indeed experience discrimination because of their sex. The cases appear to be more concentrated in female-dominated contexts and in instances of adjustment of working time in relation to parental duties." (Author's abstract, IAB-Doku) ((en))

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Grigoli, Francesco, Zsóka Kóczán & Petia Topalova (2018): Drivers of labor force participation in advanced economies. Macro and micro evidence. (GLO discussion paper / Global Labor Organization 265), Maastricht, 39 S.

Abstract

"Despite significant headwinds from population aging in most advanced economies (AEs), labor force participation rates show remarkably divergent trajectories both across countries and across different groups of workers. Participation increased sharply among prime-age women and, more recently, older workers, but fell among the young and prime-age men. This paper investigates the determinants of these trends using aggregate and individual-level data. We find that the bulk of the dramatic increase in the labor force attachment of prime-age women and older workers in the past three decades can be explained by changes in labor market policies and institutions, structural transformation, and gains in educational attainment. Technological advances such as automation, on the other hand, weighed on the labor supply of prime-age and older workers. In light of the dramatic demographic shifts expected in the coming decades in many AEs, our findings underscore the need to invest in education and training, reform the tax system, reduce early retirement incentives, improve the job-matching process, and help individuals combine family and work life in order to alleviate the pressures from aging on labor supply." (Author's abstract, IAB-Doku) ((en))

Zitatform

Grigoli, Francesco, Zsóka Kóczán & Petia Topalova (2018): A cohort-based analysis of labor force participation for advanced economies. (GLO discussion paper / Global Labor Organization 264), Maastricht, 23 S.

Abstract

"Advanced economies are in the midst of a major demographic transition, with the number of elderly rising precipitously relative to the working-age population. Yet, despite the acceleration in demographic shifts in the past decade, advanced economies experienced markedly different trajectories in overall labor force participation rates and the workforce attachment of men and women. Using a cohort-based model of labor force participation for 17 advanced economies estimated over the 1985-2016 period, we document a significant role of common patterns of participation over the life cycle and shifts in these patterns across generations for aggregate labor supply, especially in the case of women. The entry of new cohorts of women led to upward shifts in the age participation profile, boosting aggregate participation rates. However, this process plateaued in most advanced economies, with signs of reversal in some. Using the model's results to forecast future participation trends, we project sizable declines in aggregate participation rates over the next three decades due to the aging of the population. Illustrative simulations show that implementing policies encouraging labor supply can help attenuate but may not fully offset demographic pressures." (Author's abstract, IAB-Doku) ((en))

Zitatform

Keller, Wolfgang & Hâle Utar (2018): Globalization, gender, and the family. (NBER working paper 25247), Cambrige, Mass., 96 S. DOI:10.3386/w25247

Abstract

"This paper shows that globalization has far-reaching implications for the economy's fertility rate and family structure because they influence work-life balance. Employing population register data on new births, marriages, and divorces together with employer-employee linked data for Denmark, we show that lower labor market opportunities due to Chinese import competition lead to a shift towards family, with more parental leave taking and higher fertility as well as more marriages and fewer divorces. This pro-family, pro-child shift is driven largely by women, not men. Correspondingly, the negative earnings implications of the rising import competition are concentrated on women, and gender earnings inequality increases. We show that the choice of market versus family is a major determinant of worker adjustment costs to labor market shocks. While older workers respond to the shock rather similarly whether female or not, for young workers the fertility response takes away the adjustment advantage they typically have - if the worker is a woman. We find that the female biological clock - women have difficulties to conceive beyond their early forties - is central for the gender differential, rather than the composition of jobs and workplaces, as well as other potential causes." (Author's abstract, IAB-Doku) ((en))

Zitatform

Kleven, Henrik, Camille Landais & Jakob Egholt Søgaard (2018): Children and gender inequality: evidence from Denmark. (NBER working paper 24219), Cambrige, Mass., 55 S. DOI:10.3386/w24219

Abstract

"Despite considerable gender convergence over time, substantial gender inequality persists in all countries. Using Danish administrative data from 1980-2013 and an event study approach, we show that most of the remaining gender inequality in earnings is due to children. The arrival of children creates a gender gap in earnings of around 20% in the long run, driven in roughly equal proportions by labor force participation, hours of work, and wage rates. Underlying these 'child penalties', we find clear dynamic impacts on occupation, promotion to manager, sector, and the family friendliness of the firm for women relative to men. Based on a dynamic decomposition framework, we show that the fraction of gender inequality caused by child penalties has increased dramatically over time, from about 40% in 1980 to about 80% in 2013. As a possible explanation for the persistence of child penalties, we show that they are transmitted through generations, from parents to daughters (but not sons), consistent with an influence of childhood environment in the formation of women's preferences over family and career." (Author's abstract, IAB-Doku) ((en))

Zitatform

Larsen, Trine P. & Steen E. Navrbjerg (2018): Bargaining for equal pay and work-life balance in Danish companies. Does gender matter? In: The journal of industrial relations, Jg. 60, H. 2, S. 176-200. DOI:10.1177/0022185617746203

Abstract

"This article adds new insights into how equal pay and work - life balance issues are negotiated in male- and female-dominated companies, based on a survey of 3275 shop stewards, conducted in 2010. Inspired by Gregory and Milner's concept of opportunity structures, we argue that the gender composition of the workforce affects the equal pay and work - life balance discussions and actions in Danish companies, but in a slightly different way from expected. It is often the male shop steward who exploits the opportunity structure created by more women among the staff to develop equal pay and work - life balance actions." (Author's abstract, IAB-Doku) ((en))

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Lesner, Rune V. (2018): Testing for statistical discrimination based on gender. In: Labour, Jg. 32, H. 2, S. 141-181. DOI:10.1111/labr.12120

Abstract

"Gender wage gaps are a prevailing feature of the labour market. Statistical discrimination has been highlighted as a potential source. However, the evidence is scarce. The employer learning literature provides a testable framework. This paper develops an employer learning model which incorporates screening discrimination, stereotyping and prejudiced beliefs. Implications of screening discrimination are found not to be consistent with wage dynamics in the Danish labour market. Stereotyping with prejudiced beliefs is argued to be a more plausible candidate. Workplace characteristics, such as the fraction of women in high-ranking positions, do not affect the level of screening discrimination by gender." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Sundsbø, Astrid O. (2018): Parenting support in Europe's North. How is it understood and evaluated in research? In: Social policy and society, Jg. 17, H. 3, S. 431-441. DOI:10.1017/S1474746418000027

Abstract

"Parenting support in the Nordic countries builds upon a century-long tradition of controls and services run by municipalities and county councils (Hagelund, 2008; Danielsen and Mühleisen, 2009; Lundqvist, 2015). However, with the introduction of structured parental guidance programmes from the 1990s onward (mainly based on research insights and experiences from the US and UK), new elements have been added to the former policy legacy (Lundqvist, 2015)." (Text excerpt, IAB-Doku) ((en))

Abstract

"Denmark, Finland, Iceland, Norway and Sweden, commonly known as the Nordic countries, have been leaders in the development of modern family and gender policy, and the explicit promotion of gender equality at home, at work, and in public life. Today, on many measures, they boast some of the most gender-equal labour markets in the OECD.
This report shows that improvements in gender equality have contributed considerably to economic growth in the Nordic countries. Increases in female employment alone are estimated to account for anywhere between roughly 0.05 and 0.40 percentage points to average annual GDP per capita growth - equivalent to 3 to 20% of total GDP per capita growth over the past 50 years or so, depending on the country.
The Nordic countries are closer than most to achieving gender equality in the labour market. But the last mile may well prove to be the longest one. To make further progress, a continued assessment of the effectiveness of existing public policies and workplace practices is needed. Only with resolve and a continued focus can Nordic countries ensure that men and women contribute to their economies and societies in gender equal measure." (Author's abstract, IAB-Doku) ((en))

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Albrecht, Clara, Anita Fichtl & Peter Redler (2017): Fathers in charge? Parental leave policies for fathers in Europe. In: ifo DICE report, Jg. 15, H. 1, S. 49-51.

Abstract

"Despite the fact that most parental leave policies in European countries have also entitled men, take-up rates by fathers have been low. In turn, the traditional male breadwinner model has prevailed in the EU, even though the level of education of men and women has converged fully. At the same time, fathers do want to spend time with their newborn children (Huerta et al. 2013). A trend towards the implementation of parental leave policies for fathers - also known as 'daddy months' or 'daddy quotas' - has emerged. The potential goals of these policies are greater gender equality, both in the family and in the labour market, a better work-life-balance for families and stronger bonding between father and child. Encouraged by state regulations and the EU-Directive 2010/18/EU2 parental leave take-up rates have been rising over the past decade, but still remain low." (Text excerpt, IAB-Doku) ((en))

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Albæk, Karsten, Mona Larsen & Lars Stage Thomsen (2017): Segregation and gender wage gaps in the private and the public sectors. An analysis of Danish linked employer-employee data, 2002 - 2012. In: Empirical economics, Jg. 53, H. 2, S. 779-802. DOI:10.1007/s00181-016-1132-2

Abstract

"This paper examines the relation between segregation and the gender wage gap in the public and the private sectors in Denmark from 2002 to 2012. The analysis shows that male - female differences in the share of females in occupations, industries, establishments and job cells (occupations within establishments) constitute 46 % of the raw gender wage gap in the private sector, while segregation in the public sector accounts for as much as 63 %. Segregation thus plays a substantially more important role in accounting for the gender wage gap in the public sector than in the private sector. While the importance of segregation for wage formation decreased substantially in the public sector over time, it only decreased slightly in the private sector. Although the remaining gender wage gap, after controlling for segregation, is close to zero in the public sector, a substantial within-job cell differential remains after controlling for segregation in the private sector." (Author's abstract, © Springer-Verlag) ((en))

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Been, Wike M., Tanja van der Lippe, Laura den Dulk, Maria Das Dores Horta Guerreiro, Aleksandra Kanjuo Mrcela & Charlotta Niemistö (2017): European top managers' support for work-life arrangements. In: Social science research, Jg. 65, H. July, S. 60-74. DOI:10.1016/j.ssresearch.2017.02.004

Abstract

"Top managers - defined as CEOs, CFOs and members of boards of directors - decide to what degree their organization offers employees work-life arrangements. This study focuses on the conditions under which they support such arrangements. A factorial survey of 202 top managers in five European countries was conducted in 2012. The analyses are based on 1212 vignettes. Implications are drawn from an integrated framework of neo-institutional theory, business case argumentation and the managerial interpretation approach. The results show that top managers simultaneously consider multiple conditions in deciding upon their support for work-life arrangements (i.e., the costs involved, the return in terms of employee commitment, and the type of arrangement, specifically having a preference for flextime and telecommuting over leave policies and part time hours). Additionally, they favor work-life arrangements designed for all employees above work-life arrangements granted to specific employees. How top managers weigh certain conditions depends on the organizational and national contexts. Their personal characteristics, however, do not seem to explain their support for work-life arrangements." (Author's abstract, IAB-Doku) ((en))

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Castellano, Rosalia & Rocca Antonella (2017): The dynamic of the gender gap in the European labour market in the years of economic crisis. In: Quality and Quantity. International Journal of Methodology, Jg. 51, H. 3, S. 1337-1357. DOI:10.1007/s11135-016-0334-1

Abstract

"Closing the gender gap in the labour market is one of the main goals of European Union and part of a wider effort to eliminate social inequalities. In recent decades, all developed countries have suffered a deep global economic crisis, that has increased social and economic inequalities. In Europe, the crisis involved problems of European stability and growth, but the crisis did not affect the euro-area countries to the same extent, and the consequences and recovery were correspondingly asymmetrical. In this paper, we analyse the changes that occurred in the gender gap in the European labour markets from 2007 to 2012 to understand if the recession has further increased or reduced the gender differentials. At this aim, we combine the use of two different statistical methodologies. Through the composite indicator methodology, we test how the rank of countries in relation to gender equality has changed in these years. In addition, the Dynamic Factor Analysis allows us to identify the factors that drive these changes. Moreover, the contextual analysis of the measures that were utilized to face the crisis could give policy makers some useful suggestions on the most efficacious actions to take." (Author's abstract, © Springer-Verlag) ((en))

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Dolado, Juan J., Cecilia García-Peñalosa & Linas Tarasonis (2017): The changing nature of gender selection into employment. Europe over the Great Recession. (IZA discussion paper 10729), Bonn, 40 S.

Abstract

"The aim of this paper is to evaluate the role played by selectivity issues induced by nonemployment in explaining gender wage gap patterns in the EU since the onset of the Great Recession. We show that male selection into the labour market, traditionally disregarded, has increased. This is particularly the case in peripheral EU countries, where dramatic drops in male unskilled jobs have taken place during the crisis. As regards female selection, traditionally positive, we document mixed findings. While it has declined in some countries, as a result of increasing female LFP due to an added-worker effect, it has become even more positive in other countries. This is due to adverse labour demand shifts in industries which are intensive in temporary work where women are over-represented. These adverse shifts may have more than offset the rise in unskilled female labour supply." (Author's abstract, IAB-Doku) ((en))

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Dotti Sani, Giulia M. & Matteo Luppi (2017): How long is too long? Long-term effects of maternity-related job interruptions on mothers' income in 10 European countries. (Carlo Alberto notebooks 513), Turin, 27 S.

Abstract

"This article inquires whether work interruptions due to childbearing and childrearing have long-term effects on mothers' absolute and relative income in later life in ten European countries. Previous studies have found significant differences in earned income among prime-age women and men, and mothers and fathers, with mothers earning significantly less than men and childless women, both in absolute and relative terms. Many factors account for such differences, including mothers' reduced working hours and productivity, the type of job, job interruptions, self-selection and statistical discrimination. However, while research has investigated the short- and medium-term consequences of having children on mothers absolute and relative earnings, less is known about the long-term effects of childbearing and childrearing on mothers' income in later life. In this article, we investigate whether the length of maternity-related work interruptions is associated with income inequalities at a later age. The analysis, based on four waves of SHARE data (N 7,746), indicates that while short work interruptions are not negatively associated with mothers' absolute and relative earned income in later life, long work interruptions and a failure to return to work have a large impact on women's long-term economic wellbeing, especially in countries where decommodification through family and pension policies is limited." (Author's abstract, IAB-Doku) ((en))