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
Assortative mating and earnings inequality in South Korea (2024)
Zitatform
Frémeaux, Nicolas, SeEun Jung & Arnaud Lefranc (2024): Assortative mating and earnings inequality in South Korea. In: Journal of Economic Inequality, Jg. 22, H. 1, S. 211-236. DOI:10.1007/s10888-023-09588-4
Abstract
"We analyze economic assortative mating and its contribution to earnings inequality in South Korea from 1998 to 2018. Our analysis is based on cross-sectional and panel data and accounts for several methodological issues, including measurement error and sample selection bias. Despite a very high level of assortativeness in education, Korea exhibits a negative correlation in earnings between spouses due to low female labor force participation and its negative correlation with male earnings. However, the correlation is large and positive for hourly earnings, among dual-earner couples. Cohort analysis reveals significant changes in earnings correlations, as rising female labor force participation offsets slightly declining educational sorting among younger cohorts. As a result, assortative mating contributes to a very limited extent to inequality between households in observed monthly earnings, but accounts for a sizable fraction, around to 15%, of inequality between household in hourly earnings." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Motherhood and the Gender Productivity Gap (2024)
Gallen, Yana;Zitatform
Gallen, Yana (2024): Motherhood and the Gender Productivity Gap. In: Journal of the European Economic Association, Jg. 22, H. 3, S. 1055-1096. DOI:10.1093/jeea/jvad064
Abstract
"Using Danish matched employer–employee data, I compare the relative pay of men and women to their relative productivity as measured by production function estimation. I find that the gender “productivity gap” is 8%, implying that almost two thirds of the residual gender wage gap is due to productivity differences between men and women. Motherhood plays an important role, yet it also reveals a puzzle: The pay gap for mothers is entirely explained by productivity, whereas the gap for non-mothers is not. In addition, the decoupling of pay and productivity for women without children happens during their prime-child bearing years. These estimates are robust to a variety of specifications for the impact of observables on productivity, and robust to accounting for endogenous sorting of women into less productive firms using a control-function approach. This paper also provides estimates of the productivity gap across industries and occupations, finding the same general patterns for mothers compared to women without children within these subgroups." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
First-time Fathers Navigating Caregiving and Paid Work: A Dyadic and Longitudinal Qualitative Study (2024)
Zitatform
Garraio, Carolina, Marc Grau-Grau, Paula Mena Matos & Marisa Matias (2024): First-time Fathers Navigating Caregiving and Paid Work: A Dyadic and Longitudinal Qualitative Study. (SocArXiv papers), 38 S. DOI:10.31234/osf.io/gr79x
Abstract
"This study aimed to explore how first-time (heterosexual) fathers’ Involvement in caregiving and paid work roles was (co)constructed with their partners during the transition to parenthood. The transition to parenthood entails adaptations and emotional experiences that make this period unique for fathers. Importantly, the emergence of the father role occurs within a relational context. However, few studies use a dyadic lens, and even fewer take a longitudinal approach to capture the unfolding dynamics during the transition to parenthood. An even smaller number combine these perspectives with a qualitative approach to understand how fathers construct and negotiate their new role within the coparenting relationship. We conducted semi-structured individual interviews with each member of a couple in two waves: during the third trimester of pregnancy and 18 months after birth. We analyzed data from 10 couples (40 interviews in total) using a combination of dyadic and longitudinal approaches. We identified three categories of couples, describing broad patterns and typical behaviors, values, and beliefs about work and parenting roles: “working fathers, caring mothers,” “in-between care and work” and “equal care, equal work”. Fathers’ involvement in caregiving and paid work roles begins to take shape early in pregnancy through co-constructive processes, influenced by an interplay of individual and shared expectations and available resources. Our findings highlight the importance of psychological interventions during the transition to parenthood to foster a supportive and adaptive family environment, and promote fathers’ involvement." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Regional government institutions and the capacity for women to reconcile career and motherhood (2024)
Zitatform
Giannantoni, Costanza & Andrés Rodríguez-Pose (2024): Regional government institutions and the capacity for women to reconcile career and motherhood. (Papers in evolutionary economic geography 2024,35), Utrecht, 44 S.
Abstract
"Declining fertility and the persistent underrepresentation of women in the labor market are key concerns of our time. The fact that they overlap is not fortuitous. Traditionally, women everywhere have faced a conflict in balancing their career ambitions with family responsibilities. Yet, the pressures arising from this conflict vary enormously from one place to another. Existing research has tended to overlook the geographical features of this dilemma, which could result in an inadequate understanding of the issue and lead to ineffective policy responses. This paper examines how variations in the quality of regional institutions affect women's capacity to reconcile career and motherhood and, consequently, gender equality within Europe. Using panel data from 216 regions across 18 European countries, we uncover a positive effect of regional institutional quality on fertility rates, taking into account variations in female employment. Moreover, we show that European regions with better government quality provide a more reliable environment for managing the career/motherhood dilemma often faced by women. In contrast, women living in regions with weaker government institutions are more constrained in both their career and childbearing options." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Great Separation: Top Earner Segregation at Work in Advanced Capitalist Economies (2024)
Godechot, Olivier ; Thaning, Max ; Melzer, Silvia Maja ; Avent-Holt, Dustin; Rainey, William; Baudour, Alexis; Sabanci, Halil ; Tomaskovic-Devey, Donald ; Cort, David ; Henriksen, Lasse; Safi, Mirna ; Hou, Feng ; Soener, Matthew ; Křížková, Alena ; Poje, Andreja; Jung, Jiwook ; Mun, Eunmi ; Bandelj, Nina ; Petersen, Trond; Hermansen, Are Skeie ; Penner, Andrew ; Apascaritei, Paula ; King, Joseph; Boza, István ; Kanjuo-Mrčela, Aleksandra; Lippényi, Zoltán ; Hajdu, Gergely; Kodama, Naomi ; Elvira, Marta M. ;Zitatform
Godechot, Olivier, Donald Tomaskovic-Devey, István Boza, Lasse Henriksen, Are Skeie Hermansen, Feng Hou, Naomi Kodama, Alena Křížková, Jiwook Jung, Zoltán Lippényi, Silvia Maja Melzer, Eunmi Mun, Halil Sabanci, Max Thaning, Dustin Avent-Holt, Nina Bandelj, Paula Apascaritei, Alexis Baudour, David Cort, Marta M. Elvira, Gergely Hajdu, Aleksandra Kanjuo-Mrčela, Joseph King, Andrew Penner, Trond Petersen, William Rainey, Mirna Safi, Matthew Soener & Andreja Poje (2024): The Great Separation: Top Earner Segregation at Work in Advanced Capitalist Economies. In: American journal of sociology, Jg. 130, H. 2, S. 439-495. DOI:10.1086/731603
Abstract
"Earnings segregation at work is an understudied topic in social science, despite the workplace being an everyday nexus for social mixing, cohesion, contact, claims-making, and resource exchange. It is all the more urgent to study as workplaces, in the last decades, have undergone profound reorganizations that could impact the magnitude and evolution of earnings segregation. Analyzing linked employer-employee panel administrative databases, we estimate the evolving isolation of higher earners from other employees in 12 countries: Canada, Czechia, Denmark, France, Germany, Hungary, Japan, the Netherlands, Norway, Spain, South Korea, and Sweden. We find in almost all countries a growing workplace isolation of top earners and dramatically declining exposure of top earners to bottom earners. We do a first exploration of the main factors accounting for this trend: deindustrialization, workplace downsizing restructuring (including layoffs, outsourcing, offshoring, and subcontracting) and digitalization contribute substantially to the increase in top earner segregation. These findings open up a future research agenda on the causes and consequences of top earner segregation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Gender Division of Work across Countries (2024)
Zitatform
Gottlieb, Charles, Cheryl Doss, Douglas Gollin & Markus Poschke (2024): The Gender Division of Work across Countries. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16896), Bonn, 64 S.
Abstract
"Across countries, women and men allocate time differently between market work, domestic services, and care work. In this paper, we document the gender division of work, drawing on a new harmonized data set that provides us with high-quality time use data for 50 countries spanning the global income distribution. A striking feature of the data is the wide dispersion across countries at similar income levels. We use these data to motivate a macroeconomic model of household time use in which country-level allocations are shaped by wages and a set of "wedges" that resemble productivity, preferences, and disutilities. Taking the model to country-level observations, we find that a wedge related to the disutility of market work for women plays a crucial role in generating the observed dispersion of outcomes, particularly for middle-income countries. Variation in the division of non-market work is principally shaped by a wedge indicating greater disutility for men, which is especially large in some low- and middle-income countries." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labor Market Institutions and Fertility (2024)
Zitatform
Guner, Nezih, Ezgi Kaya & Virginia Sánchez-Marcos (2024): Labor Market Institutions and Fertility. In: International Economic Review, Jg. 65, H. 3, S. 1551-1587. DOI:10.1111/iere.12708
Abstract
"Some high-income countries have total fertility rates as low as one child. Using Spanish administrative data, we document that temporary contracts correlate with lower first birth rates. Also, women with children are less likely to work split-shift jobs with long breaks in the middle of the day. We build a life-cycle model where women decide on labor supply and fertility. We show that reforms eliminating duality or split-shift jobs raise women's labor participation, narrow the employment gap between mothers and nonmothers, and boost fertility for working women. These reforms, together with childcare subsidies, increase married women's fertility to 1.8 children." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Labor Market Institutions and Fertility (2024)
Zitatform
Guner, Nezih, Ezgi Kaya & Virginia Sánchez-Marcos (2024): Labor Market Institutions and Fertility. (HCEO working paper / Human capital and economic opportunity global working group 2024,006), Chicago, Ill., 74 S.
Abstract
"Among high-income countries, fertility rates differ significantly, with some experiencing total fertility rates as low as 1 to 1.3 children per woman. However, the reasons behind low fertility rates are not well understood. We show that uncertainty created by dual labor markets, the coexistence of temporary and open-ended contracts, and the inflexibility of work schedules are crucial to understanding low fertility. Using rich administrative data from the Spanish Social Security records, we document that temporary contracts are associated with a lower probability of first birth. With Time Use data, we also show that women with children are less likely to work in jobs with split-shift schedules. Such jobs have a long break in the middle of the day, and present a concrete example of inflexible work arrangements and fixed time cost of work. We then build a life-cycle model in which married women decide whether to work, how many children to have, and when to have them. Reforms that eliminate duality or split-shift schedules increase women's labor force participation and reduce the employment gap between mothers and non-mothers. They also increase fertility for women who are employed. Reforming these labor market institutions and providing childcare subsidies would increase the completed fertility of married women to 1.8 children." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Work and family interaction management: the case for zigzag working (2024)
Zitatform
Harris, Candice & Jarrod Haar (2024): Work and family interaction management: the case for zigzag working. In: The International Journal of Human Resource Management, Jg. 35, H. 18, S. 3001-3023. DOI:10.1080/09585192.2024.2390986
Abstract
"The present study seeks to advance understanding of the interaction of work and family roles. Typically, while the intersection of these domains is established as either being detrimental (i.e. work-family conflict) or beneficial (i.e. work-family enrichment), we argue there is a fundamental issue with timing. Specifically, we offer zigzag working as an approach to understanding how work and family interact. We suggest, rather than roles operating separately (e.g. work to family or family to work), the reality of work is where employees have work and family roles intersecting simultaneously. We believe this provides unique insights for those with dependent responsibilities, representing potentially both a unique challenge and benefit. Our study has two samples (n?=?318 employees and n?=?373 managers) and we find support for zigzag working at the day-level and while it is positively related to work-family conflict dimensions it is also positively related to happiness. Overall, our paper offers a new lens on work-family border negotiation, providing empirical evidence showing that zigzag working does occur and that it appears to have unique properties. Importantly, zigging and zagging around work and dependents during a typical day represents both positive and negative effects, highlighting a unique occurrence within the literature." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The gendered division of cognitive household labor, mental load, and family–work conflict in European countries (2024)
Zitatform
Haupt, Andreas & Dafna Gelbgiser (2024): The gendered division of cognitive household labor, mental load, and family–work conflict in European countries. In: European Societies, Jg. 26, H. 3, S. 828-854. DOI:10.1080/14616696.2023.2271963
Abstract
"The unequal division of cognitive labor within households, and its potential association with mental load and stress, has gained substantial interest in recent public and scholarly discussions. We aim to deepen this debate theoretically and empirically. First, going beyond the question of whether the division of cognitive labor is gendered, we connect cognitive household labor with existing stress theories and ask whether men and women typically perform cognitive labor tasks that involve different levels of stress. We then discuss whether women perform these stressful tasks more often, making them more prone to higher levels of Family–work conflict. Second, we test the association between the division of cognitive labor and Family–work conflict empirically using large-scale survey data from 10 European countries within the Generations & Gender Programme (GGP). Results based on logistic regressions confirm that a high share of cognitive labor increases women's Family–work conflict, but not men's. We discuss future directions in the conceptualization and measurement of cognitive labor in the household and its implications for mental load. Through its contributions, this paper lays the foundations for a comprehensive understanding of the implications of an unequal division of cognitive labor in the household for gender inequality." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Effect of Paid Maternity Leave on Fertility and Mothers’ Labor Force Participation (2024)
Zitatform
Hiriscau, Andra (2024): The Effect of Paid Maternity Leave on Fertility and Mothers’ Labor Force Participation. In: Journal of labor research, Jg. 45, H. 3, S. 350-384. DOI:10.1007/s12122-024-09361-0
Abstract
"This study examines how paid maternity leave (ML) impacted fertility and mothers’ labor force participation in Romania. The ML gives mothers the right to paid leave until the child turns one year old, and it offers 65% of monthly income before birth. I examine the effects of this policy change using a regression discontinuity design and census data. I show that mothers who are eligible for ML are 2.5 percentage-points more likely to have an additional child than those ineligible. The effect is persistent for seven years after the policy was implemented. I find no significant results regarding the mother’s labor force participation. These results have important implications regarding the shrinking working-age population and the ability to fund benefits programs." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Working from home leads to more family-oriented men (2024)
Zitatform
Inoue, Chihiro, Yusuke Ishihata & Shintaro Yamaguchi (2024): Working from home leads to more family-oriented men. In: Review of Economics of the Household, Jg. 22, H. 2, S. 783-829. DOI:10.1007/s11150-023-09682-6
Abstract
"We examine how working from home (WFH) affects men’s participation in childcare and housework and their attitudes toward family. Because WFH is an endogenous decision, we apply a first-difference instrumental variable estimator, taking the degree to which one can work from home, measured at the individual level, as the instrument. We find that WFH increases the time that men spend on household chores and with family, and the fraction of men who consider life more important than work. Although WFH decreases their commuting time, we find no evidence that it reduces working hours or self-perceived productivity." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Does gender of firm ownership matter? Female entrepreneurs and the gender pay gap (2024)
Zitatform
Kritikos, Alexander S., Mika Maliranta, Veera Nippala & Satu Nurmi (2024): Does gender of firm ownership matter? Female entrepreneurs and the gender pay gap. (GLO discussion paper / Global Labor Organization 1422), Essen, 39 S.
Abstract
"We examine how the gender of business-owners is related to the wages paid to female relative to male employees working in their firms. Using Finnish register data and employing firm fixed effects, we find that the gender pay gap is - starting from a gender pay gap of 11 to 12 percent - two to three percentage-points lower for hourly wages in female-owned firms than in male-owned firms. Results are robust to how the wage is measured, as well as to various further robustness checks. More importantly, we find substantial differences between industries. While, for instance, in the manufacturing sector, the gender of the owner plays no role for the gender pay gap, in several service sector industries, like ICT or business services, no or a negligible gender pay gap can be found, but only when firms are led by female business owners. Businesses in male ownership maintain a gender pay gap of around 10 percent also in the latter industries. With increasing firm size, the influence of the gender of the owner, however, fades. In large firms, it seems that others - firm managers - determine wages and no differences in the pay gap are observed between male- and female-owned firms." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The effects of Korea's free childcare policy on women's time use allocation (2024)
Zitatform
Lee, Ji Min & Byung In Lim (2024): The effects of Korea's free childcare policy on women's time use allocation. In: Applied Economics Letters, Jg. 31, H. 17, S. 1716-1720. DOI:10.1080/13504851.2023.2290581
Abstract
"This study applies the DID method to the 3rd and 5th Time Use Survey in Korea to demonstrate the impact of South Korea's free childcare policy on time allocation of women with preschool children. Estimation results indicate that the free childcare policy increased working hours of married women with preschool children and free time for full-time housewives. These results imply that the free childcare policy promotes women's work-family balance and prevents women's career interruptions. It also highlights the reality of daycare facilities-oriented operation which is a characteristic of Korea's free childcare policy." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Gender Pay Gap at the Early Stages of Academic Careers (2024)
Zitatform
Magda, Iga, Jacek Bieliński, Marzena Feldy & Anna Knapińska (2024): The Gender Pay Gap at the Early Stages of Academic Careers. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17063), Bonn, 31 S.
Abstract
"The number of countries that have devoted time and attention to establishing gender equality regulations in academia is increasing. However, various studies indicate that women remain underrepresented among tenured faculty and in senior positions, and that female academic staff earn less than male ones. The reasons for these gaps, in particular those specific to academia, remain unclear. This article analyzes Polish female and male PhD graduates to measure the pay gap between them and its progression over time. The article studies the sources of the pay gap, with a special focus on parenthood. It draws on a dataset that covers the entire population of PhD holders who were awarded their degrees and were hired at any Polish university between 2014 and 2018. The study's results reveal that despite equal pay regulations, a relatively narrow (3–5%) but stable adjusted gender pay gap already exists among early-career academics who do not have children, and that the gap widens considerably when income from outside academia (6–11%) is considered. Basic incomes of mothers in academia are 18–20% lower than those of nonmothers. A substantial fatherhood wage premium (33–37%) arises when all sources of income are considered. Academia is not necessarily an equal workplace." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
'I am different': a qualitative analysis of part-time working fathers' constructions of their experiences (2024)
Zitatform
Mercier, Eric, Amanda Le Couteur & Paul Delfabbro (2024): 'I am different': a qualitative analysis of part-time working fathers' constructions of their experiences. In: Community, work & family, Jg. 27, H. 1, S. 1-17. DOI:10.1080/13668803.2022.2045904
Abstract
"Although there has been an increasing interest in the notion of involved fatherhood, few studies have examined how fathers who work part-time and engage in child-rearing make sense of this experience. The present study explores how part-time working fathers positioned themselves in terms of their ‘at home’ and ‘at work’ identities. Thematic analysis was used to examine 30 interviewees’ accounts of their experiences. Three central themes were identified: (1) choosing to work part-time, (2) benefits of working part-time, and (3) contrasts with fathers as ‘breadwinners’. A common feature in all of these themes was interviewees’ flexible transition between traditional and non-traditional types of masculinity. The ways in which part-time working fathers positioned themselves as caring for children while maintaining attachment to more traditional types of masculinity are considered in terms of implications for theory and for fathers’ personal development. At a time where expectations of fathers engaged in child-rearing are increasing, the results of this study could be drawn on in the area of personal development to support men in forming new strategies around fathering practices." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Is Equality Regulation Effective in Reducing Gender Gaps in the Labor Market? Quantification and Evidence for Spain (2024)
Zitatform
Mora-Sanguinetti, Juan S., Laura Hospido & Andrés Atienza-Maeso (2024): Is Equality Regulation Effective in Reducing Gender Gaps in the Labor Market? Quantification and Evidence for Spain. (Documents de travail / Banque de France 943), Paris, 23 S.
Abstract
"This article quantifies, through text analysis, when, at what rate and in what regions, Spanish administrations have adopted regulations aimed at achieving gender equality, improving work-life balance or combating harassment. The study covers the period 1996-2022, identifying both central government legislation and legislation in each of the regions. The analysis, therefore, organises the information in a panel format. The indicators reveal the high degree of heterogeneity in terms of the legislation in the various related areas, with non-discrimination legislation being the most developed and frequent. They also reveal differences between regions, with Andalusia and Catalonia being those in which most legislation has been adopted. The database is then used to investigate the relationship between legislative changes and labour market inflows for women in Spain. Our correlation analysis exhibits a positive relationship between the volume of legislation passed in the areas of interest, such as non-discrimination policies, and indicators of both employment and female labour force participation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Age dynamics of the gender wage gap: An analysis with matched employer-employee microdata for Spain (2024)
Murillo Huertas, Inés P.; Raymond, José L.;Zitatform
Murillo Huertas, Inés P. & José L. Raymond (2024): Age dynamics of the gender wage gap: An analysis with matched employer-employee microdata for Spain. In: The Journal of Industrial Relations, Jg. 66, H. 2, S. 186-214. DOI:10.1177/00221856241229132
Abstract
"The aim of this research is to provide new evidence on the evolution of the gender wage gap by age using matched employer-employee microdata for Spain, taking into account changes across generations with respect to the age dynamics of the pay gap. We propose a wage equation controlling for age effects and their differences by gender. We estimate this equation by year taking advantage of overlapping cross-sectional microdata. We then calculate the variation of the gender wage gap for individuals with the same age but belonging to different generations as each wave of our data encompasses common birth cohorts. Our results suggest that the gender wage gap in the case of Spain tends to decrease both over time and across generations. By contrast, it tends to widen as women get older, which is consistent with previous research for other countries. These trends are robust to changes in the wage equation specification and apply even for comparisons of very similar men and women working at very similar firms. In fact, segregation appears to play an important role in the evolution of the gender wage gap along the career." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labour market segmentation and the gender wage gap in Spain (2024)
Zitatform
Núñez, Hernández Fernando, Carlos Usabiaga & de Toledo Pablo Álvarez (2024): Labour market segmentation and the gender wage gap in Spain. In: International Journal of Manpower, Jg. 45, H. 10, S. 16-41. DOI:10.1108/IJM-10-2023-0601
Abstract
"Purpose: The purpose of this study is to analyze the gender wage gap (GWG) in Spain adopting a labor market segmentation approach. Once we obtain the different labor segments (or idiosyncratic labor markets), we are able to decompose the GWG into its observed and unobserved heterogeneity components. Design/methodology/approach We use the data from the Continuous Sample of Working Lives for the year 2021 (matched employer–employee [EE] data). Contingency tables and clustering techniques are applied to employment data to identify idiosyncratic labour markets where men and/or women of different ages tend to match/associate with different sectors of activity and occupation groups. Once this “heatmap” of labour associations is known, we can analyze its hottest areas (the idiosyncratic labor markets) from the perspective of wage discrimination by gender (Oaxaca-Blinder model). Findings In Spain, in general, men are paid more than women, and this is not always justified by their respective attributes. Among our results, the fact stands out that women tend to move to those idiosyncratic markets (biclusters) where the GWG (in favour of men) is smaller. Research limitations/implications It has not been possible to obtain remuneration data by job-placement, but an annual EE relationship is used. Future research should attempt to analyse the GWG across the wage distribution in the different idiosyncratic markets. Practical implications Our combination of methodologies can be adapted to other economies and variables and provides detailed information on the labour-matching process and gender wage discrimination in segmented labor markets. Social implications Our contribution is very important for labor market policies, trying to reduce unfair inequalities. Originality/value The study of the GWG from a novel labor segmentation perspective can be interesting for other researchers, institutions and policy makers." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
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Literaturhinweis
Continuum of care to advance women as leaders in male-dominated industries (2024)
Zitatform
O'Brien, Wendy, Clare Hanlon & Vasso Apostolopoulos (2024): Continuum of care to advance women as leaders in male-dominated industries. In: Gender, work & organization, Jg. 31, H. 6, S. 2749-2767. DOI:10.1111/gwao.13122
Abstract
"Women who enter professions that have previously been male-dominated often struggle to rise through ranks to leadership positions. Herein, we present the findings of a 12-month cross-sector intervention focused on embedding practices into organizations to create an inclusive organizational environment that fostered the development of women leaders. The intervention focused on three male-dominated sectors, sport, surgery and trades. Managing the intervention was an Advisory Group that comprised researchers, and leaders from a national member Association and Organization within each sector. The Advisory Group's goal was to provide support and guidance to assist Organizations with the task of changing and challenging their values toward a feminist orientation. Post-intervention interviews were conducted with women leaders and Advisory Group Members, to examine how Organizations can build their capacity to embed practices and policies to encourage women as leaders. Extending on a conceptualization of continuum of care across three focus areas we discuss how capabilities were affirmed through visible and accessible career pathways; the empowering potential of mentoring and networking; and creating cultures of belonging through addressing unconscious bias." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((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