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
Firms and the Gender Wage Gap: A Comparison of Eleven Countries (2025)
Palladino, Marco G.; Nordström Skans, Oskar ; Gülümser, Dogan; Barreto, César; Muraközy, Balázs; Bertheau, Antoine ; Hijzen, Alexander; Lachowska, Marta ; Kunze, Astrid ; Lassen, Anne Sophie ; Meekes, Jordy ; Lattanzio, Salvatore ; Lombardi, Stefano ; Lochner, Benjamin ;Zitatform
Palladino, Marco G., Antoine Bertheau, Alexander Hijzen, Astrid Kunze, César Barreto, Dogan Gülümser, Marta Lachowska, Anne Sophie Lassen, Salvatore Lattanzio, Benjamin Lochner, Stefano Lombardi, Jordy Meekes, Balázs Muraközy & Oskar Nordström Skans (2025): Firms and the Gender Wage Gap: A Comparison of Eleven Countries. (VATT working papers / Valtion Taloudellinen Tutkimuskeskus (Helsinki) 181), Helsinki, 82 S.
Abstract
"We quantify the role of gender-specific firm wage premiums in explaining the private-sector gender gap in hourly wages using a harmonized research design across 11 matched employer-employee datasets of ten European countries and Washington State, USA. These premiums contribute to the gender wage gap through two channels: women's concentration in lower-paying firms (sorting) and women receiving lower premiums than men within the same firm (pay-setting). We find that firm wage premiums account for 10 to 30 percent of the gender wage gap. While both mechanisms matter, sorting is the predominant driver of the firm contribution to the gender wage gap in most countries. We document three patterns that are broadly consistent across countries: (1) women's sorting into lower-paying firms increases with age; (2)women are more concentrated in low-paying firms with a high share of part-time workers; and (3) women receive about 90 percent of the rents that men receive from firm surplus gains." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Can Dad Take Over? Effects of Paternity Leave on Relationship Stability and Employment (2025)
Poli, Silvia De;Zitatform
Poli, Silvia De (2025): Can Dad Take Over? Effects of Paternity Leave on Relationship Stability and Employment. (FBK-IRVAPP working paper / Fondazione Bruno Kessler, Research Institute for the Evaluation of Public Policies 2025-03), Trient, 31 S.
Abstract
"This paper assesses how extending paternity leave duration in Spain affects labour market outcomes and relationship stability. By combining administrative data from different sources, this study provides both descriptive and causal evidence of the effectiveness of the reform. First, we show that having a child substantially increases the gender employment gap between fathers and mothers by about 20 percentage points. Yet, between 2016 and 2021, when the duration of paternity leave gradually increased from two to sixteen weeks, this gap decreased by five percentage points. Second, using a regression discontinuity design, we analyse the causal effect of the 2018 reform, which introduced an additional week of leave for fathers that, for the first time, could be taken independently of the mother's leave. Although we do not find robust evidence of an effect on the labour market, we show that the reform increased the stability of the relationship among couples where the mother was employed before childbirth. From a policy perspective, our findings suggest that extending paternity leave could have important implications in balancing family responsibilities and mitigating relationship conflicts." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The true gender pay gap: Accounting for the distribution of unpaid labour (2025)
Roos, Louisa;Zitatform
Roos, Louisa (2025): The true gender pay gap: Accounting for the distribution of unpaid labour. In: Economics Letters, Jg. 247. DOI:10.1016/j.econlet.2024.112144
Abstract
"This paper proposes a novel method to measure gender pay gaps, incorporating paid and unpaid labour. Decomposition analysis using Swiss labour force data attributes a sizable and persistent share of this pay gap to segregation across paid and unpaid work." (Author's abstract, IAB-Doku, © 2024 Elsevier B.V. All rights are reserved, including those for text and data mining, AI training, and similar technologies.) ((en))
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Literaturhinweis
Parental Leave Challenges From the Perspective of Employers: Understanding Sectors With Low Take‐Up by Fathers (2025)
Zitatform
Valentova, Marie, Roland Maas & Alison Koslowski (2025): Parental Leave Challenges From the Perspective of Employers: Understanding Sectors With Low Take‐Up by Fathers. In: Gender, work & organization, Jg. 32, H. 5, S. 1966-1981. DOI:10.1111/gwao.13259
Abstract
"Parental leave policies are designed to facilitate the reconciliation of family and work life. Usage of leave is related to various factors, including the parent's gender, as well as their workplace and employer's characteristics. A wealth of research has explored employees' perceptions of the role of workplaces on leave-taking, yet considerably less is known about the perspective of employers. This paper examines the challenges employers face while implementing parental leave reforms aimed at increasing take up by men. We conducted semi-structured interviews with staff responsible for implementing leave in Luxembourg-based companies where low take-up by fathers is most prevalent. We explore the perceptions of difficulties related to leave usage that companies encounter. The results show that that full-time leave remains the most common choice, while part-time or split leave is less utilized. The employers in the study report difficulties in reorganizing work, finding replacements, and reintegrating employees. The organization of replacement cover appears more challenging when employees take full-time rather than part-time leave and when employees with a highly-specialized job (irrespective of their level of education) take parental leave. These employers tend to cope with replacement issues by negotiating with employees to take more informal forms of leave or by simply not hiring employees in a certain life stage." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
How do parents care together? Dyadic parental leave take-up strategies, wages and workplace characteristics (2025)
Zitatform
Valentova, Marie (2025): How do parents care together? Dyadic parental leave take-up strategies, wages and workplace characteristics. In: Work, Employment and Society, Jg. 39, H. 1, S. 91-114. DOI:10.1177/09500170241229281
Abstract
"The article explores the association between within-household couples’ parental leave take-up strategies and parents’ earning capacity (hourly wages) and their workplace characteristics. The results, based on the social security register data from Luxembourg, reveal that a couple strategy where both partners take parental leave is more likely when the partners have equal earning capacity, when the mother works in the sector of education, health and social services rather than in other sectors, and when the father is employed in a larger-sized company. Couples where the mother earns more than the father are more likely to opt for a strategy where neither parent takes any leave. The economic sector moderates the effect of fathers’ wages on the probability of choosing the strategy where both partners take leave." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Bridging the gap? The moderating role of non-parental childcare use in the gap in maternal employment between immigrants and non-immigrants (2025)
Wu, Mengyao; Loi, Silvia; Lee, D. Susie; Poveda, Alberto del Rey;Zitatform
Wu, Mengyao, Silvia Loi, D. Susie Lee & Alberto del Rey Poveda (2025): Bridging the gap? The moderating role of non-parental childcare use in the gap in maternal employment between immigrants and non-immigrants. (MPIDR working paper / Max Planck Institute for Demographic Research 2025-008), Rostock, 24 S. DOI:10.4054/MPIDR-WP-2025-008
Abstract
"While the growing inequalities between non-immigrant and immigrant mothers’ labour market outcomes have been extensively studied, the extent to which these disparities vary across nonparental childcare arrangements remains relatively underexplored. This study examines different types of childcare support – informal care only, formal care only, and mixed care arrangements – as potential moderators of the gap in maternal employment by migration background, while taking into account the immigrant mothers’ length of stay in the receiving country. Using data from the 2018 Fertility Survey in Spain, our results paint a complex picture of the distinctive roles played by different types of childcare arrangements in shaping the employment gap between immigrant and non-immigrant mothers: while long-term immigrant mothers who rely on informal or mixed childcare arrangements have higher employment rates than their non-immigrant counterparts, recent immigrant mothers benefit more from formal childcare services, which are associated with greater participation in paid work. Given that maternal employment is essential for the economic integration of immigrant families, our findings have important implications for developing more inclusive family policies aimed at improving the social inclusion of immigrant women with diverse childcare needs." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Dollars and Domestic Duties: A 22‐Year Study of Income, Home Labor, and Gendered Career Outcomes in Dual‐Earner Couples (2025)
Zitatform
Yu, Hyejin, Alexis Nicole Smith & Nikolaos Dimotakis (2025): Dollars and Domestic Duties: A 22‐Year Study of Income, Home Labor, and Gendered Career Outcomes in Dual‐Earner Couples. In: Journal of organizational behavior, Jg. 46, H. 5, S. 662-684. DOI:10.1002/job.2879
Abstract
"Although women's outsized share of household labor and subsequent career disadvantages are well-documented, the impact of income arrangements within dual-earner couples has been underexplored in the context of the work–family dynamic. Drawing upon resource and gender construction theories, we examine how income dynamics within male–female dyads can differentially affect each partner's career success via unpaid home labor. Using multilevel polynomial regression on a longitudinal sample of 7252 dual-earner couples over a 22-year period from the Household, Income, and Labor Dynamics in Australia (HILDA) Survey, we demonstrate that the interplay of income within these dyads differentially shapes partners' household labor, ultimately influencing female (but not male) career promotion. Specifically, women face a lower likelihood of promotion when in male- and female-breadwinning arrangements compared with dual-breadwinning arrangements with minimal resource differentials, partly due to the increased household labor. Among dual-breadwinning arrangements, we find that female partners have a higher chance of promotion when male partners have similarly high (versus low) income levels, due to reduced household labor. Our supplementary analysis uncovers that work centrality accounts for the gendered impact of household labor on promotion while also illustrating how the effect of income arrangements evolves over 22 years. Overall, our findings provide new revelations on how breadwinning arrangements within couples can reinforce or hinder women's career advancement, while largely leaving men's careers unaffected, through the gendered spillover effect of unpaid household labor." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The gender pay gap—What's the problem represented to be? Analyzing the discourses of Estonian employers, employees, and state officials on pay equality (2024)
Zitatform
Aavik, Kadri, Pille Ubakivi-Hadachi, Maaris Raudsepp & Triin Roosalu (2024): The gender pay gap—What's the problem represented to be? Analyzing the discourses of Estonian employers, employees, and state officials on pay equality. In: Gender, work & organization, Jg. 31, H. 1, S. 171-191. DOI:10.1111/gwao.13061
Abstract
"The gender pay gap (GPG) remains significant in most countries and is a key indicator of gender inequality in society. Qualitative research on the GPG is scarce, yet, qualitative perspectives on the GPG are valuable as the ways in which the GPG is understood and talked about shape actions to tackle it. This article focuses on how the GPG is represented in the context of work and organizations, inspired by the “What's the Problem Represented to be?” approach, developed by Carol Bacchi. The analysis draws on qualitative data—63 interviews with employers, employees, and state officials—collected in Estonia which exhibits one of the largest GPGs in the European Union. Five dominant representations of the GPG were identified: the GPG as (a) consciously produced by employers, (b) different pay for the same work, (c) unmeasurable due to “unique” and “incomparable” jobs and workers, (d) produced by women's failure to ask for fair pay, and (e) impossible for employers to reduce because of market forces. Collectively, these representations render the GPG inevitable, downplaying its emergence as a result of specific gendered social practices. This has implications for the employers' and the state's willingness and strategies to reduce the GPG." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
The Persistence of Gender Pay and Employment Gaps in European Countries (2024)
Zitatform
Afonso, António & M. Carmen Blanco-Arana (2024): The Persistence of Gender Pay and Employment Gaps in European Countries. (CESifo working paper 11315), München, 18 S.
Abstract
"The gender pay gap and the gender gap in employment remains persistent in Europe despite the basic assertion of gender equality under EU law. We assess the factors that influence the gender pay gap and gender employment gap across European countries. Therefore, we use an unbalanced panel of 31 European countries over the period 2000-2022, and estimate a system generalized method of moment model (GMM). The main conclusions confirm that tertiary education significantly reduces gender pay gap and part-time and temporary contracts significantly increase this gap. Moreover, part-time reduces significantly gender employment gap. Gross Domestic Product (GDP) per capita does not affect these gaps and the Global Financial Crisis (GFC) saw a narrowing of the gender pay and employment gaps in European countries. The results are robust when using a fixed effects (FE) model." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Does gender equality in labor participation bring equality? Evidence from developing and developed countries (2024)
Zitatform
Alfani, Federica, Fabio Clementi, Michele Fabiani, Vasco Molini & Enzo Valentini (2024): Does gender equality in labor participation bring equality? Evidence from developing and developed countries. In: Empirical economics, Jg. 67, H. 1, S. 289-311. DOI:10.1007/s00181-023-02545-0
Abstract
"The female labor force participation (FLFP) has a strong and significant dis-equalizing impact in at least three groups of developing countries, and relatively low initial participation levels, based on a macro- and micro-data comparison, whereas, in developed countries, both a cross-country comparison and a literature review have shown that the relationship is tendentially equalizing. Based on a decile-level data analysis in developing countries, we found that the FLFP showed higher levels of returns among top deciles compared to the lower ones. This evidence emphasizes the importance of developing policies to encourage participation among women belonging to lower deciles of the income distribution." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Gender Balance on State Boards in Ireland: To the Forefront of Progress or Concealing the Status Quo? (2024)
Zitatform
Berkery, Elaine, Caroline Murphy & Christine Cross (2024): Gender Balance on State Boards in Ireland: To the Forefront of Progress or Concealing the Status Quo? In: Social Politics, Jg. 31, H. 1, S. 22-48. DOI:10.1093/sp/jxac045
Abstract
"In this article, we examine female appointments to government-owned corporations, called State Sponsored Boards (SSBs), in Ireland over a twenty-eight-year period, to analyze the extent to which gender parity has been achieved using voluntary gender targets. Using data from thirty-four SSBs, we found that overall figures relating to the achievement of gender parity on SSBs are masking the reality of female representation on these boards. We have demonstrated that the high concentration of females on particular boards is increasing the overall average gender representation figures, and as a result, a high proportion of boards are not meeting their gender targets. This research provides evidence of the importance of taking a more nuanced approach to examining gender diversity on boards as a whole." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Is longer maternal care always beneficial? The impact of a 4-year paid parental leave (2024)
Zitatform
Bičáková, Alena & Klára Kalíšková (2024): Is longer maternal care always beneficial? The impact of a 4-year paid parental leave. In: Journal of Population Economics, Jg. 37. DOI:10.1007/s00148-024-01010-1
Abstract
"We study the impact of an extension of paid family leave in the Czech Republic from 3 to 4 years on children’s long-term outcomes. We find that an additional year of maternal care at age 3 has an adverse effect on children’s human capital investments and labor market attachment. Affected children are 6 percentage points less likely to be enrolled in college and 4 percentage points more likely to be not in education, employment, or training (NEET) at age 21–22. While the negative impact on education is persistent, with an 8 percentage points lower probability of completing college by the age of 27, the effect on NEET is short-lived. The results are driven by children of low-educated mothers, whose education and NEET outcomes are affected by as much as 12 percentage points. Our findings are consistent with previously documented positive effects of universal childcare on child long-term outcomes and with the fact that the extended maternal care induced by the extension of family leave led to a postponement of public kindergarten enrollment." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Model-Based Estimation of Small Area Dissimilarity Indexes: An Application to Sex Occupational Segregation in Spain (2024)
Zitatform
Bugallo, María, Domingo Morales, María Dolores Esteban & Maria Chiara Pagliarella (2024): Model-Based Estimation of Small Area Dissimilarity Indexes: An Application to Sex Occupational Segregation in Spain. In: Social indicators research, Jg. 174, H. 2, S. 473-501. DOI:10.1007/s11205-024-03393-w
Abstract
"This paper introduces a new statistical methodology for estimating Duncan dissimilarity indexes of occupational segregation by sex in administrative areas and time periods. Given that direct estimators of the proportion of men (or women) in the group of employed people for each occupational sector are not accurate enough in the considered estimation domains, we fit to them a three-fold Fay–Herriot model with random effects at three hierarchical levels. Based on the fitted area-level model, empirical best predictors of the cited proportions and Duncan segregation indexes are derived. A parametric bootstrap algorithm is implemented to estimate the mean squared error. Some simulation studies are included to show how the proposed predictors have a good balance between bias and mean squared error. Data from the Spanish Labour Force Survey are used to illustrate the performance of the new statistical methodology and to give some light about the current state of sex occupational segregation by province in Spain. Research claims that there is a sex gap that persists despite advances in the inclusion of women in the labour market in recent years and that is related to the unequal sharing of family responsabilities and the stigmas still present in modern societies." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Egalitarian penalty or reward? A longitudinal study of adolescent gender attitudes and adulthood income (2024)
Zitatform
Chiang, Yi-Lin & Ran Liu (2024): Egalitarian penalty or reward? A longitudinal study of adolescent gender attitudes and adulthood income. In: Social science research, Jg. 119. DOI:10.1016/j.ssresearch.2024.103000
Abstract
"Studies often attribute the persistent gender pay gap to different labor force experiences between men and women. Yet, attitudes formed in earlier life stages also critically shape individual outcomes. Using longitudinal data from Taiwan, this study examines whether and how adolescents’ gender attitudes are related to income in young adulthood. We test two pathways that mediate this relationship at different time points: the attitude continuity pathway from adolescence to young adulthood, hypothesized by the path-dependence theory, and the occupational pathway during young adulthood, hypothesized by the gender socialization perspective. The findings show that girls with egalitarian attitudes are rewarded, as both pathways facilitate higher income in adulthood. However, boys with egalitarian attitudes are simultaneously rewarded and penalized based on different occupational characteristics, resulting in an overall null effect. This study highlights the importance of adolescent gender attitudes and the differential consequences for men and women in the labor market." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
The impact of field of study on the gender wage gap: evidence from the first job offer out of college (2024)
Zitatform
Choi, Koangsung, Francesco Renna & Chung Choe (2024): The impact of field of study on the gender wage gap: evidence from the first job offer out of college. In: Applied Economics, Jg. 56, H. 53, S. 6713-6729. DOI:10.1080/00036846.2023.2276078
Abstract
"Using a sample of recently graduated college students from South Korea, we estimate the effects of the between-majors and within-major gender wage gap. We use a recentered influence function to decompose the wage differential between majors and find that women face a higher rate of return to the field of study. In addition, women tend to select their program of study with the intention of optimizing their earnings potential relative to men. In calculating the within-major gender wage gap, we control for selectivity into a field of study extending the current methodology to a multinomial logit setting. We test our model using a sample of new graduates from South Korea. We consider six college majors. The within-major wage differential ranged from 8.2% for natural science graduates to 17% for social science graduates. After selection is accounted for, the gender wage gap becomes smaller in humanities graduates but increases in natural science and medicine graduates. Decomposing the selection correction term into explained and unexplained factors eliminates discrimination in medicine and points to reverse discrimination in natural science." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
National family policies and the association between flexible working arrangements and work-to-family conflict across Europe (2024)
Zitatform
Chung, Heejung (2024): National family policies and the association between flexible working arrangements and work-to-family conflict across Europe. In: Journal of Family Research, Jg. 36, S. 229-249. DOI:10.20377/jfr-1002
Abstract
"Objective: This paper explores how national family policies moderate the association between flexible working arrangements and work-to-family conflict across countries. Background: Although flexible working is provided to enhance work-family integration, studies show that it can in fact increase work-to-family conflict. However, certain policy contexts can help moderate this association by introducing contexts that enable workers to use of flexible working arrangements to better meet their family and other life demands. Method: The paper uses the European Working Conditions Survey of 2015 including data from workers with caring responsibilities from across 30 European countries. It uses a multilevel cross-level interaction model to examine how family policies, such as childcare and parental leave policies, can explain the cross-national variation in the association between flexible working arrangements, that is flexitime, working-time autonomy, and teleworking, and work-to-family conflict. Results: At the European average, flexible working was associated with higher levels of work-to-family conflict for workers, with working-time-autonomy being worse for men’s, and teleworking being worse for women ’s conflict levels. In countries with generous childcare policies, flexitime was associated with lower levels of work-to-family conflict, especially for women. However, in countries with long mother’s leave, working-time-autonomy was associated with even higher levels of work-to-family conflict for men. Conclusion: The results of this paper evidence how flexible working arrangements need to be introduced in a more holistic manner with possible reforms of wider range of family policies in order for flexible working to meet worker’s work-family integration demands." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
What Works for Working Couples? Work Arrangements, Maternal Labor Supply, and the Division of Home Production (2024)
Ciasullo, Ludovica; Uccioli, Martina;Zitatform
Ciasullo, Ludovica & Martina Uccioli (2024): What Works for Working Couples? Work Arrangements, Maternal Labor Supply, and the Division of Home Production. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16991), Bonn, 87 S.
Abstract
"We document how a change to work arrangements reduces the child penalty in labor supply for women, and that the consequent more equal distribution of household income does not translate into a more equal division of home production between mothers and fathers. The Australian 2009 Fair Work Act explicitly entitled parents of young children to request a (reasonable) change in work arrangements. Leveraging variation in the timing of the law, timing of childbirth, and the bite of the law across different occupations and industries, we establish three main results. First, the Fair Work Act was used by new mothers to reduce their weekly working hours without renouncing their permanent contract, hence maintaining a regular schedule. Second, with this work arrangement, working mothers’ child penalty declined from a 47 percent drop in hours worked to a 38 percent drop. Third, while this implies a significant shift towards equality in the female- and male-shares of household income, we do not observe any changes in the female (disproportionate) share of home production." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labor Market Gender Gaps in Türkiye: A Bird’s Eye View (2024)
Domit, Sílvia; Kesimal, Damla;Zitatform
Domit, Sílvia & Damla Kesimal (2024): Labor Market Gender Gaps in Türkiye: A Bird’s Eye View. (IMF working papers / International Monetary Fund 2024,171), Washington, DC, 20 S.
Abstract
"Despite recent improvements, Türkiye’s low female labor force participation and high share of informal female workers stand out internationally. Closing these gender gaps would boost medium-term growth and make it more inclusive. This paper puts these gaps in an international context, explores their interlinkages with fiscal policies, and identifies policy priorities." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Tax-benefit systems and the gender gap in income (2024)
Zitatform
Doorley, Karina & Claire Keane (2024): Tax-benefit systems and the gender gap in income. In: Journal of Economic Inequality, Jg. 22, H. 2, S. 285-309. DOI:10.1007/s10888-023-09594-6
Abstract
"The gender wage gap and the gender work gap are sizable, persistent and well documented for many countries. The result of the gender wage and gender work gap combined is an income gap between men and women. A small literature has begun to examine how the tax-benefit system contributes to closing gender income gaps by redistributing between men and women. In this paper, we study the effect of tax-benefit policy on gender differences in income in the EU27 countries and the UK. We use microsimulation models linked to survey data to estimate gender gaps in market income (before taxes and transfers) and disposable income (after taxes and transfers) for each country. We then decompose the difference between the gender gap in market income and the gender gap in disposable income into the relative contribution of taxes and benefits in each country. We also isolate the relative contributions of the gender wage gap and the gender work gap to the overall gap in income between men and women in two of these countries." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Knowing your place: the role of occupational status in fathers' flexible working (2024)
Zitatform
Ewald, Alina, Emilee Gilbert & Kate Huppatz (2024): Knowing your place: the role of occupational status in fathers' flexible working. In: Community, work & family, Jg. 27, H. 4, S. 454-471. DOI:10.1080/13668803.2023.2207717
Abstract
"This study explored how fathers’ occupational status shapes their constructions, experiences, and negotiations of Flexible Working. In particular, we examined whether occupational status impacted men’s access to, and the acceptability of using FWAs for the purposes of care. Data from semi-structured interviews with 43 working fathers from diverse occupational roles within the Australian financial sector were analysed using Foucauldian discourse analysis. Findings suggest that fathers’ access to flexibility is contingent upon and shaped by their position in the organisational hierarchy. Fathers in ‘higher-status’ roles reported significant power and agency in their access to and adoption of FWAs. However, a major barrier to their use of flexibility was the discursively constructed expectation that men in these positions should be dedicated to their paid work role and career progression rather than caring for their child(ren). In contrast, men in ‘lower-status’ roles lacked autonomy, agency, and power in relation to accessing flexibility for caring purposes. These fathers reported being closely monitored in their paid working roles, having little flexibility available to them in these roles, and felt trepidatious about even requesting FWAs for caring for their child(ren)." (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