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
Model-Based Estimation of Small Area Dissimilarity Indexes: An Application to Sex Occupational Segregation in Spain (2024)
Zitatform
Bugallo, María, Domingo Morales, María Dolores Esteban & Maria Chiara Pagliarella (2024): Model-Based Estimation of Small Area Dissimilarity Indexes: An Application to Sex Occupational Segregation in Spain. In: Social indicators research, Jg. 174, H. 2, S. 473-501. DOI:10.1007/s11205-024-03393-w
Abstract
"This paper introduces a new statistical methodology for estimating Duncan dissimilarity indexes of occupational segregation by sex in administrative areas and time periods. Given that direct estimators of the proportion of men (or women) in the group of employed people for each occupational sector are not accurate enough in the considered estimation domains, we fit to them a three-fold Fay–Herriot model with random effects at three hierarchical levels. Based on the fitted area-level model, empirical best predictors of the cited proportions and Duncan segregation indexes are derived. A parametric bootstrap algorithm is implemented to estimate the mean squared error. Some simulation studies are included to show how the proposed predictors have a good balance between bias and mean squared error. Data from the Spanish Labour Force Survey are used to illustrate the performance of the new statistical methodology and to give some light about the current state of sex occupational segregation by province in Spain. Research claims that there is a sex gap that persists despite advances in the inclusion of women in the labour market in recent years and that is related to the unequal sharing of family responsabilities and the stigmas still present in modern societies." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Anhaltende berufliche Geschlechtersegregation: In Ost wie West arbeiten Frauen und Männer häufig in unterschiedlichen Berufen (2024)
Zitatform
Bächmann, Ann-Christin, Corinna Kleinert & Brigitte Schels (2024): Anhaltende berufliche Geschlechtersegregation: In Ost wie West arbeiten Frauen und Männer häufig in unterschiedlichen Berufen. (IAB-Kurzbericht 03/2024), Nürnberg, 8 S. DOI:10.48720/IAB.KB.2403
Abstract
"Trotz einer Annäherung der Arbeitsmärkte zeichnen sich Ost- und Westdeutschland bis heute durch markante Unterschiede in der Branchenstruktur sowie in der Erwerbsbeteiligung von Frauen aus. Vor diesem Hintergrund untersuchen die Autorinnen, ob und wie sich auch die berufliche Trennung von Frauen und Männern unterscheidet. Der Kurzbericht zeigt: Auf dem deutschen Arbeitsmarkt besteht die ausgeprägte berufliche Geschlechtersegregation fort – in Ost- wie in Westdeutschland. Im Untersuchungszeitraum zwischen 2012 und 2019 ist das Ausmaß der beruflichen Trennung von Frauen und Männern nur leicht zurückgegangen." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
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Literaturhinweis
Gender Stereotyping in the Labor Market: A Descriptive Analysis of Almost One Million Job Ads across 710 Occupations and Occupational Positions (2024)
Zitatform
Damelang, Andreas, Ann-Katrin Rückel & Michael Stops (2024): Gender Stereotyping in the Labor Market: A Descriptive Analysis of Almost One Million Job Ads across 710 Occupations and Occupational Positions. (LASER discussion papers 153), Erlangen, 21 S.
Abstract
"This study presents patterns of gender stereotyping in job ads in the German labor market. Using a large dataset of job ads from the "BA-Jobbörse", one of the largest online job portals in Germany, we apply a machine learning algorithm to identify the explicitly verbalized job descriptions. We then use a dictionary of agentic (male-associated) and communal (female-associated) signal words to measure gender stereotyping in the job descriptions. We collect information for 710 different occupations. Our first result shows that more jobs are female-stereotyped than male-stereotyped. We then take the example of two occupational groups that reveal clear differences in tasks contents and are highly relevant regarding important megatrends like digitalization and the demographic change: one the one hand, Science, Technology, Engineering, and Mathematics (STEM) and, on the other hand, Health and Social Services occupations. Additionally, we investigate the hierarchical aspect of occupational gender segregation. We distinguish jobs according to their required skill level and whether or not they are supervisory and leadership positions. In contrast to our first result, we find within STEM occupations as well as in supervisory and leadership positions that the majority of jobs is male-stereotyped. Our findings indicate a positive association between gender stereotyping and occupational gender segregation, suggesting that gender stereotyping in job ads might contribute to the underrepresentation of women in certain occupations and occupational positions." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: IAB-Discussion Paper, 13/2024 -
Literaturhinweis
Gender Stereotyping in the Labor Market: A Descriptive Analysis of Almost One Million Job Ads across 710 Occupations and Occupational Positions (2024)
Zitatform
Damelang, Andreas, Ann-Katrin Rückel & Michael Stops (2024): Gender Stereotyping in the Labor Market: A Descriptive Analysis of Almost One Million Job Ads across 710 Occupations and Occupational Positions. (IAB-Discussion Paper 13/2024), Nürnberg, 23 S. DOI:10.48720/IAB.DP.2413
Abstract
"Wir analysieren Muster stereotypisierter Darstellungen von Geschlechtern (gender stereotyping) in Stellenanzeigen des deutschen Arbeitsmarkts und vergleichen diese Muster zwischen verschiedenen Berufsabgrenzungen. Basierend auf einem umfangreichen Stellenanzeigen-Datensatz der BA-Jobbörse, einem der größten Online-Jobportale Deutschlands, wendeten wir einen Machine Learning-Algorithmus an, um den Teil der Stellentexte zu identifizieren, in dem zu erfüllende Anforderungen und zu verrichtende Tätigkeiten explizit beschrieben werden. Wir nutzten ein eigens erstelltes Wörterbuch agentischer (männlich-konnotierter) und kommunaler (weiblich-konnotierter) Signalwörter, um die Stereotypisierung von Geschlechtern in Stellenbeschreibungen zu messen. Die war möglich für 710 Berufe. Die Ergebnisse zeigen zunächst, dass in unserer Stichprobe Berufe eher weiblich als männlich stereotypisiert sind. Wir untersuchen im Weiteren zwei Berufsgruppen näher, die sich deutlich hinsichtlich ihrer Anforderungen und Tätigkeitsinhalte unterscheiden, und hohe Relevanz bezüglich wichtiger Megatrends wie der Digitalisierung und dem demographischen Wandel haben: einerseits Mathematik, Informatik, Natur- und Ingenieurwissenschaft und Technik (MINT), und andererseits Berufe im Gesundheits- und Sozialwesen. Dabei unterschieden wir die enthaltenen einzelnen Berufe zum einen nach ihren Anforderungsniveaus und zum anderen danach, ob sie mit einfachen bzw. fachlichen Positionen oder mit Aufsichts- und Führungspositionen verbunden sind. Entgegen dem allgemeinen Befund, dass die von uns beobachteten Berufe überwiegend weiblich stereotypisiert sind, finden wir, dass die MINT-Berufe sowie Aufsichts- und Führungspositionen eher männlich stereotypisiert sind. Unsere Ergebnisse belegen einen positiven Zusammenhang zwischen Geschlechter-Stereotypisierung und berufsbezogener Geschlechtersegregation. Dies legt nahe, dass die Geschlechter-Stereotypisierung in Stellenanzeigen dazu beiträgt, dass Frauen in bestimmten Berufen und Berufspositionen unterrepräsentiert sind." (Autorenreferat, IAB-Doku)
Ähnliche Treffer
auch erschienen als: LASER discussion papers, 153 -
Literaturhinweis
Breaking Gender Barriers: Experimental Evidence on Men in Pink-Collar Jobs (2024)
Delfino, Alexia;Zitatform
Delfino, Alexia (2024): Breaking Gender Barriers: Experimental Evidence on Men in Pink-Collar Jobs. In: The American economic review, Jg. 114, H. 6, S. 1816-1853. DOI:10.1257/aer.20220582
Abstract
"I investigate men’s limited entry into female-dominated sectors through a large-scale field experiment. The design exogenously varies recruitment messages by showing photographs of current workers (male or female) and providing information on the share of workers who received high evaluations in the past (higher or lower). A male photograph has no impact on men’s applications, but informing about a lower share of high evaluations encourages men to apply and enables the employer to hire and retain more talented men. The impact of this informational intervention remains positive for the employer also accounting for its effects on female applicants and hires. (JEL C93, D83, J16, J22, J23, J24, M51)" (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Role (in-)congruity and the Catch 22 for female executives: how stereotyping contributes to the gender pay gap at top executive level (2024)
Zitatform
Diederich, Sarah, Anja Iseke, Kerstin Pull & Martin Schneider (2024): Role (in-)congruity and the Catch 22 for female executives: how stereotyping contributes to the gender pay gap at top executive level. In: The International Journal of Human Resource Management, Jg. 35, H. 7, S. 1283-1311. DOI:10.1080/09585192.2023.2273331
Abstract
"We examine to what extent the gender pay gap at top executive level is linked to gender stereotypes, i.e. to societal beliefs about the attributes women and men possess and the roles they ought to perform. We theorize that, even at the highest hierarchical level of an organization, executive functions are gender stereotyped: some (such as IT) are considered typically ‘masculine’, while others (such as human resources) are considered typically ‘feminine’. We argue gender stereotyping at the executive level to be related to pay such that masculine functions are paid more than feminine ones. Referring to role congruity theory, we further argue that women are paid better when they hold less masculine and therefore more role congruous functions. We find supportive evidence for both predictions when studying large European companies across the years 2014 to 2018. Pay data for 353 executives were linked to results of a survey in which participants were asked to rate the masculinity of the areas of responsibility of different executive functions. We find an empirical pattern that reflects a Catch 22 situation in which women executives appear unable to increase their pay by switching to more masculine functions that are, on average, better paid." (Author's abstract, IAB-Doku, © Taylor & Francis) ((en))
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Literaturhinweis
The Gender Application Gap: Do Men and Women Apply for the Same Jobs? (2024)
Zitatform
Fluchtmann, Jonas, Anita M. Glenny, Nikolaj A. Harmon & Jonas Maibom (2024): The Gender Application Gap: Do Men and Women Apply for the Same Jobs? In: American Economic Journal. Economic Policy, Jg. 16, H. 2, S. 182-219. DOI:10.1257/pol.20210607
Abstract
"Men and women tend to hold different jobs. Are these differences present already in the types of jobs men and women apply for? Using administrative data on job applications made by the universe of Danish unemployment insurance recipients, we provide evidence on gender differences in applied-for jobs for the broader labor market. Across a range of job characteristics, we find large gender gaps in the share of applications going to different job types even among observationally similar men and women. In a standard decomposition, gender differences in applications can explain more than 70 percent of the residual gender wage gap." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Anforderungs- und Verdienstniveaus von "Frauen"- und "Männerberufen" im Vergleich: Detailergebnisse auf Basis des Comparable-Worth-Index 2018 (2024)
Heilmann, Tom; Klammer, Ute; Klenner, Christina;Zitatform
Heilmann, Tom, Christina Klenner & Ute Klammer (2024): Anforderungs- und Verdienstniveaus von "Frauen"- und "Männerberufen" im Vergleich: Detailergebnisse auf Basis des Comparable-Worth-Index 2018. (IAQ-Forschung 2024-02), Duisburg, 11 S. DOI:10.17185/duepublico/82535
Abstract
"Der Comparable-Worth-Index (kurz: CW-Index) ist ein statistisches Instrument, mit dem Arbeitsanforderungen und Belastungen in unterschiedlichen Berufen geschlechtsneutral miteinander verglichen werden können. Er wurde im Rahmen eines von der Hans-Böckler-Stiftung geförderten Projekts am Institut Arbeit und Qualifikation (IAQ) der Universität Duisburg-Essen und dem Wirtschafts- und Sozialwissenschaftlichen Institut (WSI) entwickelt. Analysen auf Basis des CW-Index zeigen, dass Berufe mit einem hohen Frauenanteil ("Frauenberufe") deutlich schlechter entlohnt werden als vergleichbar anspruchsvolle Berufe mit einem hohen Männeranteil ("Männerberufe"). Die ungleiche Bewertung von Anforderungen in "Frauen"- und "Männerberufen" trägt wesentlich zum Gender Pay Gap bei (Klammer et al. 2018a, 2022). Die ursprünglichen Berechnungen des CW-Index basierten auf Daten der BIBB/BAuA-Erwerbstätigenbefragung 2012 (Hall et al. 2020a). Die entsprechenden Ergebnisse wurden 2018 zusammen mit umfassenden inhaltlichen und methodischen Ausführungen in der Reihe "IAQ-Forschung" (Klammer et al. 2018a) sowie inhaltsgleich als "WSI Study" (Klammer et al. 2018b) veröffentlicht. In späteren Veröffentlichungen wurden die Berechnungen unter Verwendung der Daten der BIBB/BAuA-Erwerbstätigenbefragung 2018 (Hall et al. 2020b) aktualisiert. Die aktualisierten Befunde finden sich insbesondere in Klammer et al. (2022). In Reaktion auf Anfragen aus Wissenschaft und Praxis bietet dieser Bericht nach einer knappen Darstellung des Projekthintergrunds (Abschnitt 2) und der methodischen Erläuterungen (Abschnitt 3) eine detaillierte, bisher nicht veröffentlichte Übersicht zu den auf Basis der BIBB-BAuA-Erwerbstätigenbefragung 2018 ermittelten Anforderungsniveaus, durchschnittlichen Stundenlöhnen und Frauenanteilen für einzelne Berufsgruppen (Abschnitt 4). Der Bericht schließt mit einem Fazit (Abschnitt 5)." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Promoting men and women to management: Putting the glass escalator paradox in the establishment context (2024)
Zitatform
Kronberg, Anne-Kathrin, Anna Gerlach & Markus Gangl (2024): Promoting men and women to management: Putting the glass escalator paradox in the establishment context. In: Social science research, Jg. 120. DOI:10.1016/j.ssresearch.2024.103003
Abstract
"Research around the “glass escalator” demonstrates that men receive promotions faster than womenin women-dominated occupations. However, it remains unclear how overall establishment composition affects the glass escalator. We use German longitudinal linked employer-employee data (LIAB) between 2012 and 2019 to examine how occupational and establishment gender composition shape gender differences in promotions to management. Establishment gender composition moderates the glass escalator, meaning women's mobility disadvantages in women-dominated jobs are most pronounced in men-dominated establishments. We hypothesize that changing occupational status is a central mechanism: When occupations mirror the composition of the establishment, their status increases locally. Higher occupational status offsets lower leadership expectations attributed to women and increases women's promotion odds relative to their male colleagues." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
Weiterführende Informationen
Data product DOI: 10.5164/IAB.LIABLM7519.de.en.v1 -
Literaturhinweis
The effect of gender norms on gender-based sorting across occupations (2024)
Zitatform
Morales, Marina & Miriam Marcén (2024): The effect of gender norms on gender-based sorting across occupations. In: Review of Economics of the Household, Jg. 22, H. 2, S. 831-864. DOI:10.1007/s11150-023-09683-5
Abstract
"Despite the notable progress that has been made in bridging the gap between women and men in the world of work, women are still underrepresented in many occupations. In this article, the effect of gender norms on whether women enter male-dominated occupations is analysed using differences in gender equality among early-arrival migrants. The variations in gender norms according to the cultural backgrounds of those migrants by country of origin are exploited to identify their impact on occupational choices. Using data from the American Community Survey, it is found that greater gender equality in the country of origin reduces the gender gap in male-dominated occupations. Suggestive evidence is further shown on the roles of job flexibility and women’s relative preferences for family-friendlyjobs in shaping gender-based sorting across occupations." (Author's abstract, IAB-Doku, © Springer-Verlag) ((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
Why We Should Stop Trying to Fix Women: How Context Shapes and Constrains Women's Career Trajectories (2024)
Zitatform
Ryan, Michelle K. & Thekla Morgenroth (2024): Why We Should Stop Trying to Fix Women: How Context Shapes and Constrains Women's Career Trajectories. In: Annual Review of Psychology, Jg. 75, H. 1, S. 555-572. DOI:10.1146/annurev-psych-032620-030938
Abstract
"In this review we examine two classes of interventions designed to achieve workplace gender equality: ( a) those designed to boost motivations and ambition, such as those that aim to attract more women into roles where they are underrepresented; and ( b) those that try to provide women with needed abilities to achieve these positions. While such initiatives are generally well meaning, they tend to be based upon (and reinforce) stereotypes of what women lack. Such a deficit model leads to interventions that attempt to “fix” women rather than address the structural factors that are the root of gender inequalities. We provide a critical appraisal of the literature to establish an evidence base for why fixing women is unlikely to be successful. As an alternative, we focus on understanding how organizational context and culture maintain these inequalities by looking at how they shape and constrain ( a) women's motivations and ambitions, and ( b) the expression and interpretation of their skills and attributes. In doing so, we seek to shift the interventional focus from women themselves to the systems and structures in which they are embedded." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Making and Breaking Gender Inequalities in Work (2024)
Rönnmar, Mia; Hayter, Susan;Zitatform
Rönnmar, Mia & Susan Hayter (Hrsg.) (2024): Making and Breaking Gender Inequalities in Work. (ILERA Publication series), Boca Raton: Elgar, 206 S. DOI:10.4337/9781035337477
Abstract
"This timely book expertly analyses the persistence of gender inequalities in work. Despite the progress made through frameworks regulating work and employment relations, the COVID-19 pandemic exposed and exacerbated gender divides in labour markets. The authors present innovative ways to promote gender equality in a variety of industrial relations systems, welfare state models and labour market sectors." (Author's abstract, IAB-Doku, © Elgar) ((en))
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Literaturhinweis
Miss-Allocation: The Value of Workplace Gender Composition and Occupational Segregation (2024)
Schuh, Rachel;Zitatform
Schuh, Rachel (2024): Miss-Allocation: The Value of Workplace Gender Composition and Occupational Segregation. (Staff reports / Federal Reserve Bank of New York 1092), New York, NY, 98 S. DOI:10.59576/sr.1092
Abstract
"I analyze the value workers ascribe to the gender composition of their workplace and the consequences of these valuations for occupational segregation, tipping, and welfare. To elicit these valuations, I survey 9,000 U.S. adults using a hypothetical job choice experiment. This reveals that on average women and men value gender diversity, but these average preferences mask substantial heterogeneity. Older female workers are more likely to value gender homophily. This suggests that gender norms and discrimination, which have declined over time, may help explain some women’s desire for homophily. Using these results, I estimate a structural model of occupation choice to assess the influence of gender composition preferences on gender sorting and welfare. I find that workers’ composition valuations are not large enough to create tipping points, but they do reduce female employment in male-dominated occupations substantially. Reducing segregation could improve welfare: making all occupations evenly gender balanced improves utility as much as a 0.4 percent wage increase for women and a 1 percent wage increase for men, on average." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Organizational demography and gender authority gaps in Dutch workplaces (2024)
Zitatform
Stojmenovska, Dragana (2024): Organizational demography and gender authority gaps in Dutch workplaces. In: Research in Social Stratification and Mobility, Jg. 91. DOI:10.1016/j.rssm.2024.100937
Abstract
"Social stratification research increasingly draws attention to the role of workplaces for the (re)production of categorical inequalities. This article studies the relationship between differences between men’s and women’s chances of having a position of workplace authority – the gender authority gap – and the demographic characteristics of the organization they work in. Using unique linked employer-employee data representative of large workplaces in the Netherlands and individuals working in these organizations, I document larger gender authority gaps in organizations with larger shares of men and organizations where men have higher status than women in terms of other categorical distinctions, for example where their percentage of non-migrants is higher relative to women’s. Crucially, these findings are net of women’s and men’s individual status characteristics and human capital and related organizational characteristics. This article contributes to the literature on the gender authority gap by showing that women may be unable to reach desired jobs partially because of working in an organization with a particular demographic composition or intersection of status distinctions even when they have the qualifications to do so. In addition, the study contributes to the emerging relational inequalities literature that has thus far focused on earnings inequality by showing that predictions from this literature are consistent with the unequal distribution of desirable jobs." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Gendered wage returns to changes in non-routine job tasks: Evidence from Germany (2024)
Zitatform
Wicht, Alexandra, Nora Müller & Reinhard Pollak (2024): Gendered wage returns to changes in non-routine job tasks: Evidence from Germany. In: Research in Social Stratification and Mobility, Jg. 93. DOI:10.1016/j.rssm.2024.100963
Abstract
"The labor market exhibits persistent occupational segregation by gender, with women and men performing distinct job tasks within their occupations. Prior research suggests that non-routine job tasks generally lead to higher wages, especially in digitally advancing contexts. However, these findings are largely based on crosssectional data and neglect gender as a relevant dimension of inequality. We analyze three-wave panel data over nine years from the German National Educational Panel Study to explore the relationship between changes in non-routine job tasks and wages by gender. Given the constrained wage-setting opportunities within German firms, we further examine whether the association between task changes and wages differs for employees with and without job changes, both within and across occupational segments. Our fixed-effect regression analyses reveal gender-specific associations between changes in non-routine job tasks and wage increases. Men benefit from performing more complex and autonomous tasks, with additional gains when an inter-segmental job change accompanies the increase in complex job tasks. Conversely, women do not see wage benefits from enhancements in either complex or autonomous job tasks. These findings underscore the gendered patterns of wage increases associated with advancements in non-routine job tasks, with men profiting intra-individually from shifts towards more non-routine job tasks." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
The Gender Wage Gap and Parenthood: Occupational Characteristics Across European Countries (2023)
Zitatform
Adsera, Alícia & Federica Querin (2023): The Gender Wage Gap and Parenthood: Occupational Characteristics Across European Countries. In: European Journal of Population, Jg. 39. DOI:10.1007/s10680-023-09681-4
Abstract
"Different strands of research analyse gender occupational differences and how they relate to differential earnings, especially among parents juggling family demands. We use rich data from PIAAC across a subset of European countries and match occupational characteristics to individuals’ jobs using the O*NET database to analyse, first, whether there are gender differences in the occupational characteristics of jobs, particularly among parents, and second, whether the return to key occupational characteristics varies by gender. Compared to men, women’s jobs generally require more contact with others, less autonomy in decision-making, and less time pressure. In addition, positions held by mothers involve both less leadership expectations and less intensive use of machines than those held by fathers. Further, mothers receive a lower return to both of these occupational characteristics than fathers do. Finally, even though gaps in occupational characteristics such as leadership jointly with the differential sorting of mothers and fathers across sectors explain part of the gender wage gap in Oaxaca–Blinder decomposition models, especially in Continental Europe, a large share remains unexplained particularly in Eastern and Southern European countries." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Skills and occupational sex segregation in Europe (2023)
Zitatform
Almstedt Valldor, Amanda & Karin Halldén (2023): Skills and occupational sex segregation in Europe. In: M. Tåhlin (Hrsg.) (2023): A Research Agenda for Skills and Inequality, S. 65-83. DOI:10.4337/9781800378469.00011
Abstract
"This chapter examines levels and trends in the average rate of occupational sex segregation within Europe between 2000 and 2020. The aim is to map out average segregating and integrating forces in total and across nine major occupational groups. We use data from the EU Labour Force Survey and apply the Mutual Information (MI) index to decompose the changes in occupational sex segregation into “pure” (margin free) changes, marginal changes in gender composition of labour supply and occupational composition, as well as emerging and disappearing occupations. Consistent with previous research we find that the average level of occupational sex segregation has decreased in Europe over time. Nevertheless, occupational sex segregation still remains substantive. The average decline seemed mainly to be due a decrease in “pure” (margins-free) segregation, implying that there are fundamental societal forces moving towards a more gender balanced distribution of women and men across European labour markets." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Are female-dominated occupations a secure option? Occupational gender segregation, accompanied occupational characteristics, and the risk of becoming unemployed (2023)
Zitatform
Bächmann, Ann-Christin (2023): Are female-dominated occupations a secure option? Occupational gender segregation, accompanied occupational characteristics, and the risk of becoming unemployed. In: European Sociological Review, Jg. 39, H. 6, S. 876-889., 2022-11-23. DOI:10.1093/esr/jcac068
Abstract
"In the German labour market, research hints towards a reversal in gender-specific risk of becoming unemployed: While women previously faced higher risk than men, in recent years, they have consistently lower risk. This paper analyses this reversal by focusing on the role of occupational gender segregation. I discuss theoretical differences in the labour supply and demand structure and thus in the unemployment risk of male- and female-dominated occupations caused by crowding and technological and sectoral change. Using the German National Educational Panel Study combined with occupation level data, I analyse the transition to unemployment over three decades. The results confirm gender-specific trends over time: While women faced higher risk of becoming unemployed in the 1980s, they face significantly lower risk than men in the 21st century. A Karlson-Holm-Breen decomposition shows that the lower risk of women in the newest decade under observation is mediated by the unequal distribution of men and women over the occupational structure. Yet, the higher risk of women in the 1980s cannot be traced back to differences in male- and female-dominated occupations. On the contrary, the results suggest that women were more likely to become unemployed in that decade independent of their occupation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Frauen üben seltener berufliche Tätigkeiten mit hohem Komplexitätsgrad aus (2023)
Zitatform
Bächmann, Ann-Christin & Basha Vicari (2023): Frauen üben seltener berufliche Tätigkeiten mit hohem Komplexitätsgrad aus. In: Forum Arbeit H. 2, S. 4-10.
Abstract
"Insgesamt zeigt sich, dass Frauen trotz zunehmender Bildungs- und Erwerbsbeteiligung nach wie vor seltener Tätigkeiten mit hohem Komplexitätsgrad und entsprechender Entlohnung ausüben als Männer. Eine wichtige Rolle spielt dabei die berufliche Geschlechtersegregation, denn in männerdominierten Berufen - aber auch in Mischberufen gibt es offenbar mehr Stellen mit komplexeren Spezialisten- und Expertentätigkeiten als in frauendominierten Berufen. Trotzdem entscheiden sich junge Frauen noch immer häufig für typische Frauenberufe, was sowohl mit Präferenzen für soziale Arbeitsinhalte und den Kontakt zu Menschen zusammenhängt als auch mit erlernten Geschlechterrollen (Busch 2013). Kampagnen wie der Girls' & Boys' Day zum Abbau von Klischees bei der Berufswahl können vor diesem Hintergrund dazu beitragen, dass junge Frauen Berufe kennenlernen, in denen höhere Anforderungsniveaus erreicht werden können. Insgesamt bieten solche Kampagnen jungen Menschen die Möglichkeit, sich ein realistisches Bild von bislang unbekannten beruflichen Tätigkeiten zu machen und zu prüfen, ob diese ihren eigenen Interessen und Neigungen entsprechen - unabhängig von der vorherrschenden Geschlechtstypik des Berufs oder den Vorstellungen ihrer Eltern und Freunde zu einem für sie passenden Berufsfeld. Gleichzeitig haben auch Betriebe die Möglichkeiten, etwaige Vorbehalte gegenüber potentiellen Bewerber*innen abzubauen." (Textauszug, IAB-Doku)
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