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
Fostering Skills and Relief: Positive Spillover Effects Between Unpaid Caregiving and Paid Work (2026)
Zitatform
Raiber, Klara (2026): Fostering Skills and Relief: Positive Spillover Effects Between Unpaid Caregiving and Paid Work. In: Journal of Aging & Social Policy, Jg. 38, H. 4, S. 754-770. DOI:10.1080/08959420.2025.2561425
Abstract
"With the expected rise in unpaid caregiving, many caregivers will have to combine care with employment. While most research finds negative spillovers between caregiving and employment, it is crucial to understand the factors under which caregiving has positive spillover effects. Analyzing Dutch retrospective data from the Longitudinal Internet Studies for the Social science (3,543 caregiving situations of 2,042 caregivers), this study examined how factors from the work environment and the caregiving situation are related to two positive spillovers, namely learned skills from caregiving for paid work and employment being a relief from caregiving. Results from multilevel models show that a working environment with high flexibility compared to no flexibility was related to more skill learning and relief. Further, we found that more understanding of managers and colleagues was related to learning skills, while managers and colleagues knowing about caregiving was linked to feeling relief. More diverse caregiving tasks were associated with more skills learned for paid work and more relief felt. These findings can guide state or firm-based policies to not only prevent negative but also foster positive spillovers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Wage Premium or Wage Penalty? Gendered Long-term Wage Development of Family Caregivers (2026)
Zitatform
Raiber, Klara, Katja Möhring, Mark Visser & Ellen Verbakel (2026): Wage Premium or Wage Penalty? Gendered Long-term Wage Development of Family Caregivers. In: Work, Employment and Society, Jg. 40, H. 1, S. 3-25. DOI:10.1177/09500170251348856
Abstract
"This study theoretically and empirically assesses the gendered relationship between family caregiving (excluding regular childcare) and wage development in the Netherlands applying conflict theory, which predicts a wage penalty due to difficulties in combining paid work and care, and enrichment theory, which expects a wage premium because of acquired skills and recognition. Growth curve modelling was used to analyse hourly wages from 19 years of register data combined with information on caregiving episodes, retrospectively collected among a Dutch sample (N = 2659 respondents and 324,940 months). Caregiving was distinguished by have-never cared, current caregivers and past caregivers, as well as by duration and intensity. The results showed that men’s wage growth slightly improved after caregiving stopped and when they provided intensive care. Women’s wage development was slightly weaker after caregiving stopped and when they provided intensive care. Thus, only men benefit from caregiving in terms of their wage growth, not women." (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
Universal Daycare and Mothers’ Working Lifetime (2026)
Zitatform
Sander, Sarah (2026): Universal Daycare and Mothers’ Working Lifetime. In: The Economic Journal. DOI:10.1093/ej/ueag031
Abstract
"This paper examines the effects of universal daycare on mothers’ labour force participation, hours worked, full-time employment, and earnings over their working lives. I exploit variation in access created by the roll-out of daycare centres across Denmark, combined with rich administrative data. Daycare availability positively affects participation (2.3%), hours worked (3.1%), and earnings (3.7%) 16 years after the first child. Secondary fertility choices and parental separation appear to mediate these effects. The effects on labour market outcomes are driven by low-educated mothers, suggesting that lack of subsidised childcare is a larger employment barrier for low-educated mothers." (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
Life-Cycle Effects of Public Childcare: Evidence on Children and Their Parents (2026)
Silliman, Mikko; Mäkinen, Juuso;Zitatform
Silliman, Mikko & Juuso Mäkinen (2026): Life-Cycle Effects of Public Childcare: Evidence on Children and Their Parents. (CESifo working paper 12372), München, 102 S.
Abstract
"This paper provides large-scale evidence linking the economic effects of childcare programs to social skills measured in adulthood. We examine Finland's first national public childcare program, and document that it increased parental labor supply - through retirement - while reducing the intergenerational persistence of income. Critically, we leverage Finnish Defence Forces data on the near population of males to show that effects on children's adult income are underlied by lasting effects on social skills. Further, we show that life-cycle cost-effectiveness estimates based on the assumption of constant effects after typical observation windows can considerably overestimate the net costs of public childcare." (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
Policy configurations and the elasticity of gendered patterns of paid and unpaid work-evidence from comparative conjoint analyses (2026)
Zitatform
Stadelmann-Steffen, Isabelle, Dominique Oehrli & Meret Lütolf (2026): Policy configurations and the elasticity of gendered patterns of paid and unpaid work-evidence from comparative conjoint analyses. In: Social forces. DOI:10.1093/sf/soag038
Abstract
"A considerable number of scholars have discussed the role that family policies play in shaping the gendered division of labor within households. The majority of this research has focused on childcare and parental leave policies and their relationship with maternal employment. In this article, we adopt a more holistic approach to study gender-specific pathways toward more equalized work patterns by investigating the role of various family policy conditions, both past and future, on paid and unpaid work patterns among men and women. We present novel survey data from five countries, including conjoint analyses, which enables us to consider that the elasticity of households to move toward more equal divisions of work may be contingent on the gender regime in which individuals live as well as on their desire and opportunity to change. Our results demonstrate that the elasticity to change strongly depends on current work patterns both at the household and the country level. Moreover, long parental leave for men and financial incentives have the strongest potential to trigger changes in work intentions. Nevertheless, significant discrepancies in the impact of policy measures between countries, as well as between women and men, can be discerned." (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
Take it or leave it: how maternal leave duration affects societal perceptions of women in Germany and Israel (2026)
Zitatform
Stertz, Anna M. & Ronit Waismel-Manor (2026): Take it or leave it: how maternal leave duration affects societal perceptions of women in Germany and Israel. In: Community, work & family, S. 1-9. DOI:10.1080/13668803.2026.2621075
Abstract
"This research investigates how the duration of parental leave taken by working mothers influences ‘ideal worker’ and ‘good mother’ norms perceptions in two distinct cultural and policy contexts: Germany (N\u2009=\u2009262; main activity: 65.9% university students, 26.7% paid work) and Israel (N\u2009=\u2009504; main activity: 100% university students, of whom 79.0% also engaged in paid work). In experimental online studies, participants evaluated a fictitious mother based on a vignette. Leave length was experimentally manipulated across four conditions: 4, 6, 12, and 36 months (the latter only in Germany). The results yielded similar trends in both countries. Mothers are more likely to be viewed as better parents if they take the longest leave offered, and as better workers if they take short periods of leave. Nevertheless, our results show that in both countries, the decision to take parental leave of any given length does not substantially harm evaluations toward working mothers." (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
Division of Labor Over the Life Course: Structural or Symbolic Pressures? (2026)
Zitatform
Tabor, Jaclyn A., Cassie Mead, Jamie Oslawski-Lopez & Rebecca K. Grady (2026): Division of Labor Over the Life Course: Structural or Symbolic Pressures? In: Journal of Marriage and Family, Jg. 88, H. 2, S. 425-441. DOI:10.1111/jomf.70023
Abstract
"Objective: Do structural or symbolic pressures, as measured by work-family transitions, play a greater role in determining the gendered division of household labor? Background: Scholars explain gendered divisions of household labor using structural (i.e., resource allocation; time availability) and symbolic explanations (i.e., gender as a social institution; doing gender). We concurrently tested these theories through the lens of major work–family transitions, which have been shown to impact household labor in previous research. Method: We used two nationally representative, longitudinal datasets: The Panel Study of Income Dynamics (PSID) and National Survey of Families and Households (NSFH) to understand how work-family transitions impact male and female partners' household labor hours, as well as the proportion of housework performed by female partners. To do this, we used fixed effects models (PSID), lagged dependent variable models, and first difference change score models (NSFH). Results: We found that parenthood and work transitions, transitions that exert structural pressure, were associated with female partners' proportion of housework. On the other hand, the transition from cohabitation to marriage and relationship tenure, measures that are more symbolic in nature, did not significantly impact male or female partners' household labor. Conclusion: Overall, the structural pressures underlying work-family transitions appear to play a larger role in determining the division of household labor as compared to symbolic pressures." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Parental leave quotas and workplace spillovers (2026)
Tallås Alhzén, Malin;Zitatform
Tallås Alhzén, Malin (2026): Parental leave quotas and workplace spillovers. (Working papers / Institute for Evaluation of Labour Market and Education Policy 2026,05), Uppsala, 52 S.
Abstract
"This paper studies how parental leave quotas may foster a more gender-equal division of parental responsibilities by increasing fathers' uptake of leave beyond the reserved amount. Specifically, the paper examines whether the introduction and expansion of 30-days parental leave quotas in Sweden generated spillover effects on male coworkers' leave-taking behavior. Using rich population register data and a regression discontinuity design, I find no evidence that the first quota introduced in 1995 affected male coworkers' uptake of parental leave. In contrast, the 2002 expansion of the quota led to a statistically significant increase of almost nine additional days of parental leave taken by male coworkers. The increase primarily occurred early in the child's life. As such, the increased uptake can be expected to contribute to a more equal division of parental responsibilities also in the long run. The absence of spillovers following the initial reform is consistent with the first quota being more distorting in nature and offering limited information about longer parental leave spells. The findings underscore the importance of societal context and policy design in shaping behavioral responses to parental leave reforms." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Revisiting the association between women's employment and separation: An analysis of harmonised longitudinal surveys in six countries (2026)
Zitatform
Turek, Konrad & Matthijs Kalmijn (2026): Revisiting the association between women's employment and separation: An analysis of harmonised longitudinal surveys in six countries. In: Demographic Research, Jg. 54, S. 1009-1050. DOI:10.4054/demres.2026.54.32
Abstract
"BACKGROUND Much debate exists about how women’s employment interacts with divorce and separation, with conflicting findings and opposing theoretical interpretations. OBJECTIVE This study revisits the employment–separation link froma dynamic perspective, examining how employment influences separation risk (independence), whether women increase employment before separation (anticipation), and how they adjust work hours afterward (adjustment). METHODS Data come from the Comparative Panel File (harmonised panel data) from six countries (Australia, Germany, Russia, South Korea, Switzerland, and the United Kingdom), covering the 1990–2021 period, 73,213 married or cohabiting women, and 9,847 separations. Discrete-time event-history models estimate separation risks, and longitudinal growth models track employment changes before and after separation. RESULTS Across all countries, employed women – especially women employed full-time – face a higher separation risk than non-employed women. These associations persist after controlling for potential confounders such as household income, health, life satisfaction, and religiosity. Part-time work shows weaker but still positive associations with separation. Employment trajectories indicate limited changes around separation, though modest pre-separation increases in work engagement appear in some contexts." (Author's abstract, IAB-Doku, © Max-Planck-Institut für demographische Forschung) ((en))
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Literaturhinweis
Labour market patterns among women and men following the uptake of their first parental leave benefit in Sweden (2026)
Virtanen, Marianna ; Bergström, Jakob; Gustafsson, Niklas; Farrants, Kristin ; Peutere, Laura ; Gémes, Katalin; Mittendorfer-Rutz, Ellenor; Alexanderson, Kristina ;Zitatform
Virtanen, Marianna, Katalin Gémes, Kristin Farrants, Jakob Bergström, Niklas Gustafsson, Laura Peutere, Ellenor Mittendorfer-Rutz & Kristina Alexanderson (2026): Labour market patterns among women and men following the uptake of their first parental leave benefit in Sweden. In: Scientific Reports, Jg. 16, H. 1. DOI:10.1038/s41598-026-35960-1
Abstract
"This study identified long-term labour market patterns after taking the first parental leave benefit among women and men in Sweden and the socio-demographic, economic, and health-related characteristics among the identified patterns. We conducted a prospective cohort study, based on nationwide register microdata, including all women (N = 43,959) and men (N = 43,514) who had their first parental leave benefit uptake in 2010. Sequence analysis was used to explore their labour market patterns over 9 years after parental leave. We identified six labour market clusters for women: ‘ Quick return to employment/studies’ (32%), ‘ Ongoing employment/studies ’ (24%), ‘ Slow return to employment/studies’ (21%), ‘ Weak labour market attachment’ (11%), ‘ Increasing sickness absence/disability pension’ (9%) and ‘ Death/emigration/retirement’ (2%). Among men, there were five clusters: ‘ Ongoing employment/studies ’ (74%), ‘ Weak labour market attachment ’ (13%), ‘ Parental leave ’ (7%), ‘ Increasing sickness absence/disability pension ’ (4%), and ‘ Death/emigration/retirement ’ (2%). Although most were economically active at the end of follow-up, among both women and men, marginalized labour market patterns were characterized by socioeconomic disadvantage and prior morbidity." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Carrying the Domestic Burden of the COVID-19 Pandemic: Gender, Class and the Domestic Division of Labour (2026)
Zitatform
Warren, Tracey, Luis Torres, Clare Lyonette & Ruth Tarlo (2026): Carrying the Domestic Burden of the COVID-19 Pandemic: Gender, Class and the Domestic Division of Labour. In: Sociology, Jg. 60, H. 3, S. 555-577. DOI:10.1177/00380385251380773
Abstract
"This article explores gender and class inequalities in the domestic division of labour in the UK. Inequalities in housework and caring are important: they shape who can enter the paid workforce and on what terms, impacting career progression, financial security, work–life balance and well-being. Before the COVID-19 pandemic, we knew women shouldered the heaviest burden of housework and caring, but far less was known about class variation among workers. The pandemic intensified housework and caring but it also provided opportunities for a re-evaluation of established practices. Drawing on secondary analysis of data from working-age employees in the UK Household Longitudinal Study, we find gender remained pivotal in shaping domestic working and childcaring, but women and men were living differently classed pandemic lives. The article contributes to interlinking sociological debates about the unpaid essential work within the home, women and men’s working lives during times of turbulence and class inequalities therein." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
A different outcome for unemployment and labour force participation: the discouraged female worker by male unemployment (2026)
Zitatform
Yildirim, Sinan (2026): A different outcome for unemployment and labour force participation: the discouraged female worker by male unemployment. In: Applied Economics Letters, Jg. 33, H. 5, S. 753-757. DOI:10.1080/13504851.2024.2389346
Abstract
"This study analyzes the link between labour force participation and unemployment over the long term in Belgium. Evaluating a long-term relationship is crucial because the unemployment rate is frequently used in both empirical study and policy. ARDL co-integration analyses are all performed for young age groups, aggregate, gender-specific series. The results show that there is no evidence to support an additional worker effect for any gender category. For the female labour force aged 15 to 24, the discouraging female worker effect by male unemployment is discovered. This situation could be caused by constraints like having to take care of children and household chores, getting paid less for doing the same work, and the prevalence of men in organizational hierarchies. Women may therefore think that it will be more difficult for them to find employment than for men, who typically have better opportunities. Therefore, women may believe that their own job search has become more challenging if the male unemployment rate rises. Politicians should consider this effect, which will cause the rate of unemployment among women to be underestimated during recessions and overestimated during expansions in the economy. In addition, it is important to encourage young women to join the labour force when the rate of unemployment for men increases." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Unveiling hidden impacts: heterogeneous effects of extended parental leave on mothers’ labour outcomes* (2026)
Zhao, Qiongda; Zhang, Zhuo;Zitatform
Zhao, Qiongda & Zhuo Zhang (2026): Unveiling hidden impacts: heterogeneous effects of extended parental leave on mothers’ labour outcomes*. In: Applied Economics, S. 1-16. DOI:10.1080/00036846.2026.2624050
Abstract
"This paper examines the impact of extended parental leave benefits in Canada on mothers’ earnings following childbirth. We exploit a sharp policy cut-off and implement a regression discontinuity design combined with a difference-in-differences approach (RD-DD), comparing mothers who gave birth shortly before and after the reform. We find that the extension of cash benefits leads to a reduction in mothers’ earnings in the short run, reflecting delayed returns to work. In contrast, medium- and long-run effects on average earnings are small and statistically insignificant. These null mean effects, however, conceal substantial heterogeneity. Quantile regression estimates show that extending cash benefits without extending job protection generates sizable earnings losses among high-earning mothers, whereas extending job protection substantially mitigates these losses and yields positive effects for middle-earning mothers. Overall, our findings highlight the importance of job protection in parental leave design, suggesting that it helps high-earning mothers maintain career continuity while providing greater stability for middle earners." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Heuristics and Signals: Experimental Evidence on Information and Wage Discrimination (2025)
-Wysocka, Katarzyna Bech; Smyk, Magdalena;Zitatform
-Wysocka, Katarzyna Bech & Magdalena Smyk (2025): Heuristics and Signals: Experimental Evidence on Information and Wage Discrimination. (GRAPE working paper / Group for Research in Applied Economics 106), Warszawa, 27 S.
Abstract
"Statistical discrimination theory explains wage differences between demographic groups by referring to differences in group averages or heuristic-based decision-making. This study investigates whether providing employers with accurate information about individual productivity affects wage-setting practices. We replicate a labor market scenario in which employers determine wages based on perceived productivity differences between male and female workers. Our experimental findings suggest that statistical discrimination influences initial wage decisions, but access to individual performance data reduces reliance on group-based heuristics. The dominant strategy when the actual information about performance is to share the resources according to contribution. We observe that in tasks where women statistically outperform, higher-scoring individuals tend to receive slightly less than their proportional contribution, whereas in tasks where men perform better, they tend to receive slightly more than their contribution. Furthermore, we show that with only statistical information, significant gender-based wage discrimination aligned with performance stereotypes occurs, but there is no gender discrimination under full information about performance. Our results contribute to the broader discussion on labour market inequalities and approaches to reducing statistical discrimination." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender occupational segregation: a new approach to quantifying the effect of educational segregation (2025)
Zitatform
Acosta-Ballesteros, Juan, María Del Pilar Osorno-Del Rosal & Olga María Rodríguez-Rodríguez (2025): Gender occupational segregation: a new approach to quantifying the effect of educational segregation. In: Applied Economics, Jg. 57, H. 57, S. 9713-9727. DOI:10.1080/00036846.2024.2423067
Abstract
"This article analyses the impact of educational segregation on the gender gap in the probability of working in a gendered or gender-balanced occupation, which is our measure of occupational segregation. Specifically, our methodology allows quantifying two different effects of education on this gap: one due to girls and boys choosing different educational options (presorting), and the other due to men and women with the same education entering the same or different occupations (postsorting). Using a sample of university graduates from Spain, a country with a highly segregated labor market, we conclude that the gender composition of education and occupation are strongly related. However, the greater presence of women in female-dominated jobs is not only due to them choosing female-dominated degrees, but also due to many women from gender-balanced, and even some from male-dominated programs, working in female-dominated occupations. Thus, reducing educational segregation does not seem to be enough to fight against occupational segregation. It is also necessary to guarantee that men and women enjoy the same opportunities in the labour market, removing discrimination practices, and to ensure that both, workers and employers, do not make decisions based on gender role expectations or stereotypes." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Gender Wage Gap in an Online Labor Market: The Cost of Interruptions (2025)
Adams, Abi; Hara, Kotaro; Callison-Burch, Chris; Milland, Kristy;Zitatform
Adams, Abi, Kotaro Hara, Kristy Milland & Chris Callison-Burch (2025): The Gender Wage Gap in an Online Labor Market: The Cost of Interruptions. In: The Review of Economics and Statistics, Jg. 107, H. 1, S. 55-64. DOI:10.1162/rest_a_01282
Abstract
"This paper analyzes gender differences in working patterns and wages on Amazon Mechanical Turk, a popular online labor platform. Using information on 2 million tasks, we find no gender differences in task selection nor experience. Nonetheless, women earn 20% less per hour on average. Gender differences in working patterns are a significant driver of this wage gap. Women are more likely to interrupt their working time on the platform with consequences for their task completion speed. A follow-up survey shows that the gender differences in working patterns and hourly wages are concentrated among workers with children." (Author's abstract, IAB-Doku, © MIT Press Journals) ((en))
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Literaturhinweis
Changing Business Cycles: The Role of Women's Employment (2025)
Zitatform
Albanesi, Stefania (2025): Changing Business Cycles: The Role of Women's Employment. In: American Economic Journal. Macroeconomics, Jg. 17, H. 4, S. 345-390. DOI:10.1257/mac.20210138
Abstract
"Women's labor force participation in the United States rose rapidly until the mid-1990s when it flattened out. I examine the impact of this change in trend on aggregate business cycles with a quantitative model that incorporates gender differences. I show that the rise in women's participation played a substantial role in the Great Moderation and not allowing for gender differences leads to incorrect inference on its causes. The subsequent slowdown in women's participation played a substantial role in jobless recoveries and reduced aggregate hours and output growth in expansions, worsening aggregate economic performance in the United States." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Parental Leave: Economic Incentives and Cultural Change (2025)
Albrecht, James ; Edin, Per-Anders ; Fernandez, Raquel; Vroman, Susan ; Thoursie, Peter; Lee, Jiwon;Zitatform
Albrecht, James, Per-Anders Edin, Raquel Fernandez, Jiwon Lee, Peter Thoursie & Susan Vroman (2025): Parental Leave: Economic Incentives and Cultural Change. (CEPR discussion paper / Centre for Economic Policy Research 20541), London, 57 S.
Abstract
"The distribution of parental leave uptake and childcare activities continues to conform to traditional gender roles. In 2002, with the goal of increasing gender equality, Sweden added a second “daddy month,” i.e., an additional month of pay-related parental leave reserved exclusively for each parent. This policy increased men’s parental leave uptake and decreased women’s, thereby increasing men’s share. To understand how various factors contributed to these outcomes, we develop and estimate a quantitative model of the household in which preferences towards parental leave respond to peer behavior. We distinguish households by the education of the parents and ask the model to match key features of the parental leave distribution before and after the reform by gender and household type (the parents’ education). We find that changed incentives and, especially, changed social norms played an important role in generating these outcomes whereas changed wage parameters, including the future wage penalty associated with different lengths of parental leave uptake, were minor contributors. We then use our model to evaluate three counterfactual policies designed to increase men’s share of parental leave and conclude that giving each parent a non-transferable endowment of parental leave or only paying for the length of time equally taken by each parent would both dramatically increase men’s share whereas decreasing childcare costs has almost no effect." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender Divergence in Sectors of Work (2025)
Zitatform
Alon, Titan, Sena Coskun & Jane Olmstead‑Rumsey (2025): Gender Divergence in Sectors of Work. (IAB-Discussion Paper 11/2025), Nürnberg, 44 S. DOI:10.48720/IAB.DP.2511
Abstract
"Im letzten halben Jahrhundert kam es in vielen Bereichen des Arbeitsmarktes, darunter Arbeitszeit, Einkommen und Berufe, zu einer weitgehenden Annäherung der Geschlechter. Diese Studie zeigt jedoch, dass sich die Beschäftigungssektoren von Männern und Frauen im gleichen Zeitraum tatsächlich auseinanderentwickelt haben. Wir zerlegen den Anstieg der sektoralen Segregation in drei Faktoren: veränderte Präferenzen, Diskriminierung und Technologien. Veränderte Beschäftigungspräferenzen verheirateter Frauen sind der wichtigste Faktor und erklären 59% des Anstiegs der Segregation. Diese veränderten Präferenzen verringern auch die geschlechtsspezifische Einkommenslücke, da die von Frauen geschätzten nicht‑lohnbezogenen Annehmlichkeiten in höher bezahlten Sektoren zunehmend an Bedeutung gewinnen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Social Equity in Municipally Owned Corporations: Do Women in the Boardroom Make a Difference to the Gender Pay Gap? (2025)
Zitatform
Andrews, Rhys (2025): Social Equity in Municipally Owned Corporations: Do Women in the Boardroom Make a Difference to the Gender Pay Gap? In: Public Administration, Jg. 103, H. 4, S. 979-991. DOI:10.1111/padm.13045
Abstract
"Representative bureaucracy theory posits that the presence of less-advantaged social groups in public leadership positions is an important driver of social equity among the recipients of public services and the public servants who provide them. To evaluate whether active representation can lead to improvements in social equity within arms-length public service organizations, this article presents an analysis of the relationship between women in the boardroom and the gender pay gap in 102 large municipally owned corporations (MOCs) in England for a 6-year period (2017–2022). The findings suggest that MOCs led by female chief executive officers (CEOs) have a lower pay gap between male and female employees. The presence of more women directors on MOC boards is also negatively related to the pay gap, especially in MOCs led by male CEOs. The findings highlight the importance of board gender representation to address social equity in arms-length public service organizations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Dependent insurance coverage and parental job lock: Evidence from the Affordable Care Act (2025)
Bae, Hannah; Meckel, Katherine; Shi, Maggie;Zitatform
Bae, Hannah, Katherine Meckel & Maggie Shi (2025): Dependent insurance coverage and parental job lock: Evidence from the Affordable Care Act. In: Journal of Public Economics, Jg. 248. DOI:10.1016/j.jpubeco.2025.105439
Abstract
"Coverage for dependents is a standard feature of employer-sponsored insurance. While prior work shows that employees trade off job mobility for their own coverage, less is known about the intra-family spillovers of dependent coverage on parental labor supply. We study this question using a large panel of employer-based insurance claims that links dependent enrollment to a proxy for parental job retention. We use a regression discontinuity design that exploits a sharp change in the duration of dependent eligibility by birth month under the Affordable Care Act. We find that additional dependent insurance eligibility increases both dependent take-up and parental job retention. This “job lock” effect is strongest among parents more likely to be on the margin of a job exit, for families that place higher value on dependent coverage, and employees of firms offering a broader range of insurance options." (Author's abstract, IAB-Doku, © 2025 The Author(s).Published by Elsevier B.V.) ((en))
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Literaturhinweis
Household chores, taxes, and the labor-supply elasticities of women and men (2025)
Zitatform
Bahn, Dorothée, Christian Bredemeier & Falko Juessen (2025): Household chores, taxes, and the labor-supply elasticities of women and men. (Ruhr economic papers 1177), Essen, 46 S. DOI:10.4419/96973362
Abstract
"We study how the division of household chores and individual preferences contribute to gender differences in labor supply elasticities and examine the implications for optimal taxation. In a model of labor supply in dual-earner households, we show that elasticities and optimal income tax rates depend jointly on gender and the within-household allocation of chores. Using PSID data, we find that chore division substantially affects labor supply elasticities, whereas gender per se plays a smaller role. We then evaluate how well simple, feasible tax rules can approximate the optimal within-household tax structure. Gender-based taxation captures a sizable share of the potential efficiency gains, but gender-neutral rules with realistic levels of progressivity perform better." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Skill requirements versus workplace characteristics: exploring the drivers of occupational gender segregation (2025)
Zitatform
Bajka, Scherwin M., Benita Combet, Patrick Emmenegger & Sabine Seufert (2025): Skill requirements versus workplace characteristics: exploring the drivers of occupational gender segregation. In: Socio-economic review, Jg. 23, H. 4, S. 2065-2086. DOI:10.1093/ser/mwaf034
Abstract
"What role do skill requirements play in gendered occupational preferences? Previous research has emphasized workplace characteristics such as salaries and family-friendly work hours. Less attention has been paid to skill requirements, even though they are an important part of job descriptions and serve as reference points for individuals’ assessment of their suitability for occupations. Using a choice experiment among Swiss adolescents who are in the process of choosing their vocational training occupation, this article demonstrates that women and men have surprisingly similar preferences for workplace characteristics. In contrast, skill requirements are better predictors of gender differences in occupational preferences. We find that technical skills are critical in explaining gendered occupational preferences, with occupations that rely more heavily on new technologies attracting fewer women. At the same time, both genders prefer occupations that emphasize social interactions, suggesting that the prominent ‘people’ versus ‘things’ distinction does not adequately capture gendered occupational preferences." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Can Wage Transparency Alleviate Gender Sorting in the Labor Market? (2025)
Zitatform
Bamieh, Omar & Lennart Ziegler (2025): Can Wage Transparency Alleviate Gender Sorting in the Labor Market? In: Economic Policy, Jg. 40, H. 122, S. 401-426. DOI:10.1093/epolic/eiae025
Abstract
"A large share of the gender wage gap can be attributed to occupation and employer choices. If workers are not well informed about these pay differences, increasing wage transparency might alleviate the gender gap. We test this hypothesis by examining the impact of mandatory wage postings. In 2011, Austria introduced a policy that requires firms to provide a minimum wage offer in job postings. To compare the pay prospects of vacancies before and after the introduction, we predict posted wages using detailed occupation-firm cells, which explain about 75 percent of the variation in wage postings. While we estimate a substantial gender gap of 15 log points, mandatory wage postings do not affect gender sorting into better-paying occupations and firms." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Beyond Human Capital: Mobility intentions, IT skills, and the Early Gender Wage Gap (2025)
Zitatform
Barigozzi, Francesca, Natalia Montinari, Giovanni Righetto & Alessandro Tampieri (2025): Beyond Human Capital: Mobility intentions, IT skills, and the Early Gender Wage Gap. (Quaderni - working paper DSE / Alma Mater Studiorum - Università di Bologna, Department of Economics 1212), Bologna, 34 S.
Abstract
"In most countries, women systematically outperform men in academic achievement across fields of study. Yet within a year of graduation, they earn less, face lower employment rates, and are more likely to work part-time. If human capital were the sole determinant of pay, this pattern would be difficult to reconcile. We address this puzzle by extending the statistical discrimination framework 'a la Phelps (1972) to include not only human capital but also additional components of productivity, such as IT skills and mobility intentions -the willingness to travel or relocate for work -which might capture candidates' technological proficiency and adaptability. Using rich microdata from the AlmaLaurea survey of master's graduates from the University of Bologna (2015–2022), we show that while human capital alone predicts no gender wage gap in favor of men, combining it with mobility intentions reproduces the early wage disadvantage observed for women in Economics and Engineering. We further show that IT skills -an observable CV trait constructed from multiple IT-skill items- reduce the residual gender wage gap, especially in Engineering. Our findings highlight the importance of complementing human capital with field-specific preference and skill traits to explain-and potentially address-early gender wage gaps." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Within-firm job description wage gaps: The implications for financial performance (2025)
Zitatform
Barnes, Spencer (2025): Within-firm job description wage gaps: The implications for financial performance. In: Australian journal of management, S. 1-31. DOI:10.1177/03128962251372865
Abstract
"We study within-firm and job-type wage gaps arising from words in job descriptions using a natural language processing technique (word2vec) on proprietary US job-level wage data from publicly traded companies spanning two decades. Analyzing nearly half a million job descriptions, we find that stereotypically feminine descriptions correspond to lower wages compared to masculine ones, as they require fewer years of experience and less education. At the firm level, wider job description wage gaps—where masculine descriptions earn more—are associated with higher firm value. A difference-in-differences design around Executive Order 13672 supports a plausibly causal interpretation, and the effect is strongest in politically sensitive firms. The wage premium for masculine descriptions is linked to a higher share of skilled jobs, greater productivity, and increased investment." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The labor market effects of pregnancy accommodation laws (2025)
Battaglia, Emily; Brown, Jessica H.;Zitatform
Battaglia, Emily & Jessica H. Brown (2025): The labor market effects of pregnancy accommodation laws. In: Journal of Population Economics, Jg. 38, H. 4. DOI:10.1007/s00148-025-01141-z
Abstract
"Pregnancy accommodation laws require “reasonable accommodations” for pregnant workers, i.e., sitting down, lifting restrictions, and additional bathroom breaks. Although these laws may make it easier for women to remain employed during pregnancy, as a mandated benefit, they may also discourage employers from hiring employees who may become pregnant. We estimate the effect of pregnancy accommodation laws on labor market outcomes for women of childbearing age in order to determine whether these laws lead employers to discriminate against young women in hiring. Using a difference-in-differences design comparing women’s labor market outcomes across states throughout the staggered roll-out of thirteen state pregnancy accommodation laws from 2013 to 2016, we find no impact on female employment and wages. These null results are robust to a triple differences design that uses men’s labor market outcomes as an additional control. Subgroupanalyses of groups most likely to be affected, including those with less education, in more physically intense occupations, and married without children, also show no consistent impact of the new laws. These results suggest that this group-specific mandated benefit did not lead to discrimination in the labor market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Do Words Matter? The Impact of Communal and Agentic Language on Women’s Application to Job Opportunities (2025)
Zitatform
Batz-Barbarich, Cassondra, Nicole Strah & Farhan Masud Ahmed (2025): Do Words Matter? The Impact of Communal and Agentic Language on Women’s Application to Job Opportunities. In: Journal of Personnel Psychology, Jg. 24, H. 3, S. 135-147. DOI:10.1027/1866-5888/a000364
Abstract
": Communal and agentic goal affordances predict women’s perceived fit in and pursuit of work environments. However, an organization’s ability to influence women’s perceptions and pursuit of roles via language signals in job advertisements is unclear. This field study examines the impact of communal (vs. agentic) language in job advertisements ( N = 330 ads; 242 organizations) on attitudes and behaviors of actual job seekers. Results indicate that some agentic and communal cues influence behavior such that the former leads to a smaller proportion of female applicants, whereas the latter leads to a greater proportion. However, results became nonsignificant after controlling for industry gender representation. Our results explore the utility of experimentally explored interventions to determine their influence on real applicants’ behaviors." (Author's abstract, IAB-Doku, © 2025 Hogrefe Verlag) ((en))
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Literaturhinweis
Gendered Labor Markets and Occupational Change in the Nordics (2025)
Berglund, Tomas ; Ólafsdóttir, Katrín ; Svalund, Jørgen ; Alasoini, Tuomo ; Rasmussen, Stine ; Varje, Pekka ; Steen, Johan Røed ;Zitatform
Berglund, Tomas, Jørgen Svalund, Tuomo Alasoini, Katrín Ólafsdóttir, Stine Rasmussen, Johan Røed Steen & Pekka Varje (2025): Gendered Labor Markets and Occupational Change in the Nordics. In: Nordic journal of working life studies, S. 1-23. DOI:10.18291/njwls.160118
Abstract
"Recent research on changes in the occupational structure in the Nordic region points in different directions. Some studies indicate upgrading of jobs with better quality, advanced skill requirements, and higher wages, while others show tendencies toward polarization in the skill distribution of jobs. The present article finds gendered patterns of upgrading or polarization in the occupational structure in the Nordic countries in the years 2012–2019. The changes in the occupational structure have been more beneficial for women, who increasingly occupy higher-level positions. Especially, the public sector has served as a vehicle for high-level female positions. While previous research has stressed technological change, especially digitalization as the primary driver of change, this article argues that developments in the public sector also need to be considered to fully understand occupational change in the Nordic region." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Immigration and Adult Children's Care for Elderly Parents: Evidence from Western Europe (2025)
Zitatform
Berlanda, Andrea, Elisabetta Lodigiani & Lorenzo Rocco (2025): Immigration and Adult Children's Care for Elderly Parents: Evidence from Western Europe. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17984), Bonn, 41 S.
Abstract
"In this paper, we use the Survey of Health, Ageing, and Retirement in Europe (SHARE), complemented with register data on the share of the foreign population in the European regions, to examine the effects of migration on the level of informal care provided by children to their senior parents. Our main results show that migration decreases informal care among daughters with a university degree, while it increases the provision of informal care among daughters with low-to-medium levels of education. Viceversa, migration has practically no effect on sons’ care provision who remain little involved in care activities. These results depend on the combination of two supply effects. First, migration increases the supply of domestic and personal services, making formal care more affordable and available. Second, as immigrants compete with low-to-medium-educated native workers, while improve the labor market opportunities of the better educated, the supply of informal care can increase among the less educated daughters and decrease among the more educated." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Role of Parental Leave Policies in Mitigating Child Penalties: Insights from Italy (2025)
Zitatform
Biasi, Paola & Maria De Paola (2025): The Role of Parental Leave Policies in Mitigating Child Penalties: Insights from Italy. In: Economics Letters, Jg. 253. DOI:10.1016/j.econlet.2025.112355
Abstract
"This study examines child penalties for mothers and fathers in Italy by using novel administrative data. Relying on an event study approach, we find that childbirth affects mothers' earnings negatively, while fathers' earnings remain largely unaffected. However, when leave allowances are included in earnings, the child penalty for women nearly disappears in the year of childbirth and drops by more than half in the following year. Subsequently mothers’ earnings quickly return to pre-birth levels, but never catch up to fathers' earnings, which follow an upward trajectory, increasing by approximately 46% seven years after childbirth." (Author's abstract, IAB-Doku, © 2025 The Author(s). Published by Elsevier B.V.) ((en))
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Literaturhinweis
When Mothers Out-Earn Fathers: Effects on Fathers' Decisions to Take Paternity and Parental Leave (2025)
Zitatform
Biasi, Paola, Maria De Paola & Francesca Gioia (2025): When Mothers Out-Earn Fathers: Effects on Fathers' Decisions to Take Paternity and Parental Leave. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17601), Bonn, 36 S.
Abstract
"This study investigates the influence of the male breadwinner norm on fathers' decisions regarding childcare responsibilities. We study the complex interplay between economic factors and gender norms in shaping the division of household labor within families by analyzing the impact a breadwinning mother has on fathers' choices regarding paternity leave (fully subsidized) and parental leave (partially or not subsidized). We exploit administrative data, provided by the Italian National Security Institute (INPS), including demographic and working characteristics of both parents together with information on the use of paternity and parental leave by fathers in the 2013-2023 period. We find that, in line with the "doing gender" hypothesis, when the leave is fully subsidized, as for paternity leave, fathers are less likely to engage in childcare when their wives earn more than they do. In contrast, this dynamic does not apply in cases of parental leave, where the economic costs of aligning with the gender norm are substantial. The effects we find are robust when replacing the actual probability of there being an out-earning mother with the potential probability and are amplified by the salience of the gender identity norm." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Supporting men as fathers: the value of a UK community dads’ project during the COVID-19 pandemic (2025)
Zitatform
Blackwell, Ian & Rebecca Carter Dillon (2025): Supporting men as fathers: the value of a UK community dads’ project during the COVID-19 pandemic. In: Community, work & family, S. 1-22. DOI:10.1080/13668803.2025.2575164
Abstract
"This paper presents a study of a community dads’ project during the COVID-19 pandemic. Data were gathered via a questionnaire, semi-structured interviews and by attending eleven on-line Conversation Cafés. Men described how the project supported and affirmed their fathering practices as they were able to speak with other father figures about their challenges, to celebrate the rewards of parenting, and to socialise with others. Participants described how their confidence was enhanced and their identity as a father was validated through successful solo parenting activities, opportunities to bond with their child, by creating shared memories, and by being playful and physically active. While the community dads’ project offered welcoming and inclusive spaces for father figures to interact with their children and other dads, we note how these ‘dads only’ settings can be locations where mothers can be ‘othered’ as fretful and fussy by some individuals. While highlighting the need to be alert to the potential for such initiatives to become spaces for problematic counter-identification with the maternal, this research concludes that non-judgemental, community-based initiatives can nurture and strengthen father–child relationships, promote caring masculinities, fortify progressive fathering identities and encourage peer validation amongst fathers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender Inequality in the Labor Market: Continuing Progress? (2025)
Zitatform
Blau, Francine D. (2025): Gender Inequality in the Labor Market: Continuing Progress? In: ILR review, Jg. 78, H. 2, S. 275-303. DOI:10.1177/00197939241308844
Abstract
"This article examines the trends in women ’s economic outcomes in the United States, focusing primarily on labor force participation, occupational attainment, and the gender wage gap. Considerable progress was made on all dimensions prior to the 1990s followed by a slowing or stalling of gains thereafter, with a plateauing of female labor force participation trends and a slowing of women’s occupational and wage convergence with men. The author considers the likelihood that progress in narrowing gender gaps will resume in these areas, and concludes it is unlikely without policy intervention. She then considers new policy initiatives to address work–family issues and labor market discrimination that may help to increase female labor force participation and narrow gender inequities in the labor market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Can gender and race dynamics in performance appraisals be disrupted? The case of social influence (2025)
Zitatform
Bohnet, Iris, Oliver P. Hauser & Ariella S. Kristal (2025): Can gender and race dynamics in performance appraisals be disrupted? The case of social influence. In: Journal of Economic Behavior & Organization, Jg. 235. DOI:10.1016/j.jebo.2025.107032
Abstract
"We document gender and race dynamics in performance evaluations in a multi-national company, examining the impacts of a feature of the performance appraisal process: managers’ knowledge of employees’ self-evaluations. Generally, (White) women were rated higher than men and people of color were rated lower than White employees. Women of color gave themselves the lowest self-ratings. When self-evaluations were unavailable due to a quasi-exogenous shock, manager and self-ratings were less correlated. However, gender and race gaps remained unchanged as managers anchored on previous years’ ratings. Based onsuggestive evidence, women of color without an employment history benefitted from their self-ratings not being shared." (Author's abstract, IAB-Doku, © 2025 The Authors. Published by Elsevier B.V.) ((en))
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Literaturhinweis
Family-Friendly Policies and Fertility: What Firms Have to Do With It? (2025)
Zitatform
Bover, Olympia, Nezih Guner, Yuliya Kulikova, Alessandro Ruggieri & Carlos Sanz (2025): Family-Friendly Policies and Fertility: What Firms Have to Do With It? (CEPR discussion paper / Centre for Economic Policy Research 20411), London, 67 S.
Abstract
"Family-friendly policies aim to help women balance work and family life, encouraging them to participate in the labor market. How effective are such policies in increasing fertility? We answer this question using a search model of the labor market where firms make hiring, promotion, and firing decisions, taking into account how these decisions affect workers' fertility incentives and labor force participation decisions. We estimate the model using administrative data from Spain, a country with very low fertility and a highly regulated labor market. We use the model to study family-friendly policies and demonstrate that firms' reactions result in a trade-off: policies that increase fertility reduce women's participation in the labor market and lower their lifetime earnings." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender norms and partners' joint retirement decisions: learning from a Norwegian reform (2025)
Zitatform
Bratsberg, Bernt & Elena Stancanelli (2025): Gender norms and partners' joint retirement decisions: learning from a Norwegian reform. (Paris-Jourdan Science Economiques. Working paper 2025-31), Paris, 48 S.
Abstract
"We argue that gender norms may shape partners’ joint retirement decision. We study a 2011 pension reform in Norway, which incentivized postponing retirement for employees of many private sector firms. Using Norwegian register data, we construct population samples of older dual-earner couples in which only one partner was eligible for the reform, and link them to their mothers’ employment status when partners were young, to capture gender norms. Taking an event-study differences-in-differences approach, we find significant employment effects for the partner directly affected by the reform, and heterogeneous spillover effects for the other partner. In particular, women with an employed mother-in-law, but not those with a stay-home mother-inlaw, increase their employment, if their husband does so, due to the reform. In contrast, men with a stay-at-home mother are more likely to postpone retirement if their wife does so, following the reform." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
How Do Firms Respond to Parental Leave Absences? (2025)
Zitatform
Brenøe, Anne Ardila, Urša Krenk, Andreas Steinhauer & Josef Zweimüller (2025): How Do Firms Respond to Parental Leave Absences? (CEPR discussion paper / Centre for Economic Policy Research 20140), London, 42 S.
Abstract
"How do firms adjust their labor demand when a female employee takes temporary leave after childbirth? Using Austrian administrative data, we compare firms with and without a birth event and exploit policy reforms that significantly altered leave durations. We find that (i) firms adjust hiring, employment, and wages around leave periods, but these effects fade quickly; (ii) adjustments differ sharply by gender, reflecting strong gender segregation within firms; (iii) longer leave entitlements extend actual leave absences but have only short-term effects; and (iv) there is no impact on firm closure up to five years after birth." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als IZA discussion paper 17845 -
Literaturhinweis
The Effect of Separation on Poverty and Employment (2025)
Zitatform
Broadway, Barbara & Guyonne Kalb (2025): The Effect of Separation on Poverty and Employment. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 18343), Bonn, 75 S.
Abstract
"Using 2001–2021 HILDA survey data, this paper estimates how separation or divorce affects poverty and employment trajectories over five years after the event. A difference-in-differences approach compares separated individuals with couples who stayed together, accounting for recent and long-term labour market history prior to separation. Women with preschool children face a 19.9 percentage point higher poverty risk in the first year, which fades within three years. Women with older or no children experience smaller but longer-lasting poverty increases. Pre-separation employment strongly moderates effects: non-employed women face much higher poverty risks than employed women who have similar poverty risks to men. Men's poverty impacts are smaller and shorter-lived. Separation barely changes women's employment but slightly reduces men's employment, especially those with preschool children." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gendered labour market dynamics across generations: Parental and local determinants of the daugther-son pay gap (2025)
Zitatform
Böheim, René, David Pichler & Christine Zulehner (2025): Gendered labour market dynamics across generations: Parental and local determinants of the daugther-son pay gap. (Working paper / Department of Economics, Johannes Kepler Universität of Linz 2025-05-00), Linz, 29 S.
Abstract
"We examine how parental and local factors shape the gender pay gap between daughters and sons. Maternal labor market attachment significantly reduces gender disparities as it increases daughters' earnings in adulthood relative to that of sons. We find that maternal employment has minimal effects on pre-parenthood earnings gaps. However, it substantially mitigates post-parenthood disparities as daughters return to the labour market more quickly after childbirth. Paternal employment in manufacturing and construction is linked to larger gender pay gaps and lower likelihoods of sons taking paternity leave. At the municipal level, higher female employment rates and education levels are associated with narrower gender gaps, whereas conservative norms and manufacturing employment exacerbate them." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
A chip off the old block? Perceptions of intergenerational role modelling through paired depth interviews with fathers and adult sons (2025)
Zitatform
Cammu, Nola & Stéfanie André (2025): A chip off the old block? Perceptions of intergenerational role modelling through paired depth interviews with fathers and adult sons. In: Community, work & family, S. 1-21. DOI:10.1080/13668803.2025.2584088
Abstract
"During the last few decades, caregiving by fathers has experienced an upsurge in scholarly attention. Although the Netherlands has taken policy measures to enhance work-care equality, a more equal division of work and caregiving is not evident in practice. To better understand the discrepancy between work-care attitudes and work-care behaviour, this paper focuses on the question of who adult sons see as ‘role models’ in their work-care attitudes and behaviour. Fathers and their adult sons (N = 32) were paired depth interviewed about how their work-care attitudes and behaviour are passed down through the generations and how they are influenced by their environment. Three main themes emerged from our data: role modelling as indeterminate; role modelling as dispersed; and the importance of evolved and changing contexts. Fathers draw from a ‘palette’ of dispersed role models to construct their work-care behaviour in accordance with what is (or was) feasible for them and their environment at a given moment in time. In addition, our findings contribute to methodological knowledge of the strengths and limitations of paired depth interviewing as a qualitative research method." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender wage gap among highly educated workers: some evidence from Spain (2025)
Zitatform
Caparrós Ruiz, Antonio (2025): Gender wage gap among highly educated workers: some evidence from Spain. In: Journal of Economic Studies, Jg. 52, H. 6, S. 1171-1188. DOI:10.1108/jes-06-2024-0371
Abstract
"Purpose: The study aims to estimate wage models controlled for sample selection bias and apply the traditional Blinder–Oaxaca decomposition to examine the genderwage gap. Design/methodology/Approach: This research provides new evidence concerning the drivers of the gender pay gap for highly educated workers in Spain. Findings: The results show the existence of empirical evidence about the presence of the gender wage gap among tertiary-educated workers. An interesting conclusion is that holding a master’s degree hasa positive impact since it diminishes the unexplained component of the gender pay gap. Research limitations/implications: The survey used only analyses the labor insertion of tertiary-educated workers and its temporal scope does not allow us to examine the evolution of the gender wage gap throughout their careers. Social implications: The findings indicate that there is room for the implementation of policies aimed at diminishing gender inequality in the labor market even for highly educated workers, which could complement the current Spanish labor legislation regulating the gender pay gap in firms. Originality/value: This paper bridges two bodies of the economic literature: human capital returns and the gender wage gap. The data used represent a contribution to the economic literature." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
Aspekt auswählen:
Aspekt zurücksetzen
- Erwerbsbeteiligung von Frauen
- Erwerbsbeteiligung von Männern
- Kinderbetreuung und Pflege
- Berufliche Geschlechtersegregation
- Berufsrückkehr – Wiedereinstieg in den Arbeitsmarkt
- Dual-Career-Couples
- Work-Life
- Geschlechtsspezifische Lohnunterschiede
- Familienpolitische Rahmenbedingungen
- Aktive/aktivierende Arbeitsmarktpolitik
- Arbeitslosigkeit und passive Arbeitsmarktpolitik
- geografischer Bezug