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
The Balancing Act of Working Mothers and Caring Fathers: Impact of Family Policy on Egalitarianism in Families in Western Democracies (2025)
Zitatform
Lütolf, Meret (2025): The Balancing Act of Working Mothers and Caring Fathers. Impact of Family Policy on Egalitarianism in Families in Western Democracies. Wiesbaden: Springer VS, 220 S. DOI:10.1007/978-3-658-47716-5
Abstract
"This Open-Access-book explores how egalitarian parental leave policies can support a more balanced division of paid work and caregiving. Introducing a novel analysis grid and a unique dataset, Meret Lütolf examines parental leave policies in five countries – United States, Switzerland, Germany, Finland, and Sweden – revealing how fully paid, non-transferable leave can promote gender-neutral caregiving roles. Key findings highlight the connection between longer paternal leave and a more equal distribution of unpaid work, along with fathers’ willingness to reduce paid work hours in favor of caregiving. By combining multiple research methods, the study links policy intentions with real-life outcomes and identifies feasible reforms, including full wage replacement, that can enhance egalitarianism without raising policy costs. Offering valuable insights for policymakers, researchers, and advocates, this book demonstrates how parental leave policies can contribute to more equal family dynamics and address broader gender inequalities in society." (Publisher information, IAB-Doku) ((en))
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Literaturhinweis
The Effects of State Paid Sick Leave Mandates on Parental Childcare Time (2025)
Zitatform
Maclean, J. Catherine & Sabrina Wulff Pabilonia (2025): The Effects of State Paid Sick Leave Mandates on Parental Childcare Time. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17786), Bonn, 75 S.
Abstract
"Unlike most developed countries, the U.S. lacks a federal paid sick leave policy. As a result, many workers must choose between losing earnings and attending to childcare responsibilities. To date, 17 states and the District of Columbia have adopted or announced paid sick leave mandates that provide up to seven days of paid leave per year that can be used for family responsibilities and healthcare. In this study, we estimate the effects of state paid sick leave mandates on parents' time spent providing childcare using time diaries from the 2004–2023 American Time Use Survey. Findings from difference-in-differences estimators suggest that post-mandate, parental time spent providing childcare increases by 5.8%. Effects are stronger among women with younger children. Overall, our findings suggest that paid sick leave mandates allow parents to better balance work and family responsibilities." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Additive density-on-scalar regression in Bayes Hilbert spaces with an application to gender economics (2025)
Zitatform
Maier, Eva-Maria, Almond Stöcker, Bernd Fitzenberger & Sonja Greven (2025): Additive density-on-scalar regression in Bayes Hilbert spaces with an application to gender economics. In: The annals of applied statistics, Jg. 19, H. 1, S. 680-700., 2024-10-21. DOI:10.1214/24-aoas1979
Abstract
"Motivated by research on gender identity norms and the distribution of the woman’s share in a couple’s total labor income, we consider additive regression models for densities as responses with scalar covariates. To preserve nonnegativity and integration to one under vector space operations, we formulate the model for densities in a Bayes Hilbert space, which allows to not only consider continuous densities but also, for example, discrete or mixed densities. Mixed ones occur in our application, as the woman’s income share is a continuous variable having discrete point masses at zero and one for single-earner couples. Estimation is based on a gradient boosting algorithm, allowing for potentially numerous flexible (linear, nonlinear, categorical, interaction etc.) covariate effects and model selection. We show useful properties of Bayes Hilbert spaces related to subcompositional coherence, also yielding new (odds-ratio) interpretations of effect functions and simplified estimation for mixed densities via an orthogonal decomposition. Applying our approach to data from the German Socio-Economic Panel Study (SOEP) shows a more symmetric distribution in East German than in West German couples after reunification and a smaller child penalty comparing couples with and without minor children. These West–East differences become smaller but are persistent over time." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Unpaid Working Time and Disproportionate Female Hazard: an Intersectionality Perspective (2025)
Zitatform
Manicardi, Caterina & Maria Enrica Virgillito (2025): Unpaid Working Time and Disproportionate Female Hazard: an Intersectionality Perspective. (LEM working paper series / Laboratory of Economics and Management 2025/01), Pisa, 36 S. DOI:10.57838/sssa/0v9f-0384
Abstract
"How has the distribution of unpaid working time between men and women evolved over the last twenty years? Does unpaid working time still disproportionately affect women, more than fifty years after the massive entry of the female labor force into formal employment? And, if so, which market and non-market factors drive this stratification and could possibly facilitate the transition out of an unequal intrahousehold division of labor? This paper leverages the most complete dataset collecting individual time diaries, the ATUS-CPS 2003-2022, to investigate the role of market variables such as real wages, household income, industry and occupation vis-a -vis non-market factors such as gender, race, household type and state of residence in explaining variations in unpaid time allocation. By exploiting both the cross-sectional and panel dimensions of the dataset, we provide novel evidence on individual time allocation and its gendered distribution, integrating an intersectional perspective that looks at the role of income classes and socio-material conditions in affecting the likelihood of escaping disproportionate exposure to unpaid work. Our results indicate that, despite clear class-based patterns, belonging to the upper income class is not enough for women to escape disproportionate burdens." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Structural Labour Market Change and Gender Inequality in Earnings (2025)
Zitatform
Matysiak, Anna, Wojciech Hardy & Lucas van der Velde (2025): Structural Labour Market Change and Gender Inequality in Earnings. In: Work, Employment and Society, Jg. 39, H. 2, S. 426-448. DOI:10.1177/09500170241258953
Abstract
"Research from the US argues that women will benefit from a structural labor market change as the importance of social tasks increases and that of manual tasks declines. This article contributes to this discussion in three ways: (a) by extending the standard framework of task content of occupations in order to account for the gender perspective; (b) by developing measures of occupational task content tailored to the European context; and (c) by testing this argument in 13 European countries. Data are analyzed from the European Skills, Competences, Qualifications and Occupations database and the European Structure of Earnings Survey. The analysis demonstrates that relative to men the structural labor market change improves the earnings potential of women working in low- and middle-skilled occupations but not those in high-skilled occupations. Women are overrepresented in low-paid social tasks (e.g. care) and are paid less for analytical tasks than men." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Income Equality in The Nordic Countries: Myths, Facts, and Lessons (2025)
Zitatform
Mogstad, Magne, Kjell G. Salvanes & Gaute Torsvik (2025): Income Equality in The Nordic Countries: Myths, Facts, and Lessons. (BFI Working Papers / University of Chicago, Becker Friedman Institute for Research in Economics 2025,25), Chicago, 58 S. DOI:10.2139/ssrn.5133608
Abstract
"Policymakers, public commentators, and researchers often cite the Nordic countries as examples of a social and economic model that successfully combines low income inequality with prosperity and growth. This article aims to critically assess this claim by integrating theoretical perspectives and empirical evidence to illustrate how the Nordic model functions and why these countries experience low inequality. Our analysis suggests that income equality in the Nordics is primarily driven by a significant compression of hourly wages, reducing the returns to labor market skills and education. This appears to be achieved through a wage bargaining system characterized by strong coordination both within and across industries. This finding contrasts with other commonly cited explanations for Nordic income equality, such as redistribution through the tax-transfer system, public spending on goods that complement employment, and public policies aimed at equalizing skills and human capital distribution. We consider the potential lessons for other economies that seek to reduce income equality. We conclude by discussing several underexplored or unresolved questions and issues." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Long-Run Career Outcomes of Multiple Job Holding (2025)
Zitatform
Muffert, Johanna & Regina T. Riphahn (2025): Long-Run Career Outcomes of Multiple Job Holding. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17605), Bonn, 57 S.
Abstract
"Multiple job holding (MJH) is increasingly frequent in industrialized countries. Individuals holding a secondary job add to their experience, skills, and networks. We study the long-run labor market outcomes after MJH and investigate whether career effects can be validated. We employ high-quality administrative data from Germany. Our doubly robust estimation method combines entropy balancing with fixed effects difference-in-differences regressions. We find that income from primary employment declines after MJH spells and overall annual earnings from all jobs increase briefly. Job mobility increases after MJH spells. Interestingly, the beneficial long-term effects of MJH are largest for disadvantaged groups in the labor market such as females, those with low earnings, and low education. Overall, we find only limited benefits of MJH." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: LASER discussion papers 574 -
Literaturhinweis
Increased childcare to promote mothers’ employment in selected EU countries (2025)
Zitatform
Narazani, Edlira, Ana Agúndez García, Michael Christl & Francesco Figari (2025): Increased childcare to promote mothers’ employment in selected EU countries. In: Journal of Policy Modeling, S. 1-22. DOI:10.1016/j.jpolmod.2024.12.005
Abstract
"This paper provides evidence of the maternal labor supply effects of increased childcare availability in a set of EU Member States based on the behavioural microsimulation model EUROLAB, that uses a labor market equilibrium model to encompass the demand side. Our findings indicate that achieving higher childcare participation rates would result in an overall increase in the labor supply of mothers with children below 3, with variations across countries. Furthermore, the labor demand side moderates slightly the final employment effect, but employment is still expected to rise substantially vis a vis the baseline situation. In countries like Hungary and Poland, where formal childcare and female labor participation are low, the expected impact on employment is likely to be higher. Conversely, in countries like Portugal the changes in employment are more modest. These findings indicate that universal, one-size-fits-all targets may not be efficient in the EU, given significant variations across countries in terms of labor market participation and childcare systems. Thus, tailored childcare policies that account for country-specific contexts within the EU are recommended." (Author's abstract, IAB-Doku, © 2025 The Society for Policy Modeling. Published by Elsevier Inc. All rights are reserved, including those for text and data mining, AI training, and similar technologies.) ((en))
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Literaturhinweis
Singles, Couples, and Their Labor Supply: Long-Run Trends and Short-Run Fluctuations (2025)
Olsson, Jonna;Zitatform
Olsson, Jonna (2025): Singles, Couples, and Their Labor Supply: Long-Run Trends and Short-Run Fluctuations. In: American Economic Journal. Macroeconomics, Jg. 17, H. 1, S. 1-34. DOI:10.1257/mac.20200449
Abstract
"Women's increased involvement in the economy has been an important change in labor markets during the past century. I show that a macroeconomic model taking into account gender and household composition in an otherwise parsimonious off-the-shelf setting captures key historical labor supply facts regarding trend and volatility across subgroups. Evaluating the economy's response to aggregate shocks at different points in time shows that the underlying trend growth in married women's employment contributed to the perceived quick employment recoveries after recessions before 1990, and the absence of growth thereafter consequently helps explain the more recent slower recoveries." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The dark side of work-life policies: the influence of co-workers taking childcare leave on work anxiety (2025)
Zitatform
Osso, Katia & Michael Halinski (2025): The dark side of work-life policies: the influence of co-workers taking childcare leave on work anxiety. In: Career Development International, Jg. 30, H. 2, S. 125-138. DOI:10.1108/cdi-04-2023-0098
Abstract
"Purpose: While work-life policies (WLPs) are tools that employees may draw on to better manage and balance their work and life demands, there is growing evidence that suggests the usage of WLPs may negatively impact other employees. Drawing from the theory of role dynamics and social role theory, we examine the indirect effect of co-workers taking childcare leave (CTCL) on work anxiety via work-role overload, as well as the impact of gender on this indirect relationship. Design/methodology/Approach: We used Prolific Academic to recruit 236 employees to participate in a three-wave study. These data were analyzed as a hypothesized structural equation modelling (SEM) using SPSS AMOS. Findings: Findings reveal: (1) CTCL positively relates to work anxiety via work-role overload, and (2) gender moderates this indirect effect such that this positive relationship is stronger for men than women. Practical implications: Work-life policy makers should take note of the “hidden costs” associated with work-life policy usage on other employees. Managers should work with policy users to mitigate the negative effects of policy usage on others. Originality/value: In contrast to broader WLP research, which focuses on the benefits of policy usage on the policy user, this research shows the negative implications of work-life policies on others’ work anxiety via work-role overload. In doing so, it becomes the first study to showcase a crossover effect of CTCL on employees’ work anxiety." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
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Literaturhinweis
The flexibility paradox and spatial-temporal dimensions of COVID-19 remote work adaptation among dual-earner mothers and fathers (2025)
Zitatform
Parry, Ashley (2025): The flexibility paradox and spatial-temporal dimensions of COVID-19 remote work adaptation among dual-earner mothers and fathers. In: Gender, work & organization, Jg. 32, H. 1, S. 15-36. DOI:10.1111/gwao.13130
Abstract
"There is an increased blurring of work and home life in contemporary society due to access to technology and the mass expansion of remote work during the COVID-19 pandemic. Flexible working arrangements like remote work can lead to men self-exploiting themselves in the workplace and women self-exploiting themselves in the domestic sphere in the context of a work-centric society that is reliant upon passion at work and traditional gender norms. This study extends Chung's ideas on gendered patterns in the flexibility paradox by examining spatial-temporal dimensions of COVID-19 remote work adaptation among an extreme sample: dual-earner parents with young children. Semi-structured interviews were conducted on Zoom with 20 mothers and 17 fathers working from home in the U.S. with children ages 5 and under between the summer of 2020 and the spring of 2021. Findings indicate that fathers' work is prioritized in spatio-temporal terms whereas mothers' work is fragmented and dispersed. Gendered patterns in the flexibility paradox and labor shouldered by mothers as primary caregivers are considered as potential theoretical explanations for the privileging of fathers' workspace and work time." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
What Makes a Decision Fair? Relative Earnings, Gender, and Justifications for Couples’ Decision-Making (2025)
Zitatform
Pepin, Joanna R. & William J. Scarborough (2025): What Makes a Decision Fair? Relative Earnings, Gender, and Justifications for Couples’ Decision-Making. In: American journal of sociology, S. 1-63. DOI:10.1086/735618
Abstract
"This article builds on research demonstrating that inequality is widely accepted when it resultsfrom practices that are perceived to be fair. Using a survey experiment on a nationally representative sample of US adults (n = 3,978), the study adds new insight into the mechanisms that sustain gender inequality in relationships. Findings show that Americans’ beliefs About gender are relied on more often than economic explanations to diminish concerns aboutunfairness in decision-making. Respondents were more likely to view decisions as fair when made by women, even though respondents often drew on seemingly gender-neutral allocationrules to justify decision-making. Topic modeling of open-ended explanations also exposed howbeliefs about gender are incorporated into fairness perceptions in ways that sustain men’sauthority. The authors argue that the empirical patterns underpinning subjective perceptions offairness are fundamental to understanding the persistence of inequality in gendered divisions ofcognitive, emotional, and domestic labor." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Effects of Child Care Subsidies on Paid Child Care Participation and Labor Market Outcomes: Evidence from the Child and Dependent Care Credit (2025)
Zitatform
Pepin, Gabrielle (2025): The Effects of Child Care Subsidies on Paid Child Care Participation and Labor Market Outcomes: Evidence from the Child and Dependent Care Credit. In: ILR review. DOI:10.1177/00197939251329844
Abstract
"The Child and Dependent Care Credit (CDCC), a tax credit based on income and child care expenses, reduces child care costs for working families. The Economic Growth and Tax Relief Reconciliation Act expanded the CDCC in 2003, generating differential increases in generosity across states and family sizes. Using data from the March Current Population Survey, the author finds that a $100 increase in CDCC generosity increases paid child care participation by 0.6 percentage points among single mothers and 2.2 percentage points among married mothers with children younger than 13 years old. The author also finds that CDCC benefits increase labor supply among married mothers, who may experience long-run earnings gains. Results suggest large returns on investment to expanding the CDCC for secondary earners but that single and low-income mothers may benefit more from other programs." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Decomposition of Differences in Distribution under Sample Selection and the Gender Wage Gap (2025)
Pereda-Fernández, Santiago;Zitatform
Pereda-Fernández, Santiago (2025): Decomposition of Differences in Distribution under Sample Selection and the Gender Wage Gap. In: Journal of Business and Economic Statistics, Jg. 43, H. 2, S. 378-390. DOI:10.1080/07350015.2024.2385823
Abstract
"I address the decomposition of the differences between the distribution of outcomes of two groups when individuals self-select themselves into participation. I differentiate between the decomposition for participants and the entire population, highlighting how the primitive components of the model affect each of the distributions of outcomes. Additionally, I introduce two ancillary decompositions that help uncover the sources of differences in the distribution of unobservables and participation between the two groups. The estimation is done using existing quantile regression methods, for which I show how to perform uniformly valid inference. I illustrate these methods by revisiting the gender wage gap, finding that changes in female participation and self-selection have been the main drivers for reducing the gap." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender Ideologies and Workplace Diversity Policies: Are Voluntary Women’s Quotas and Mentoring Programs Associated with Employees’ Gender Ideologies? (2025)
Zitatform
Peters, Eileen & Anja-Kristin Abendroth (2025): Gender Ideologies and Workplace Diversity Policies: Are Voluntary Women’s Quotas and Mentoring Programs Associated with Employees’ Gender Ideologies? In: Work, Employment and Society, S. 1-24. DOI:10.1177/09500170251336989
Abstract
"Following policy feedback theory, this article argues that normative policy feedback mechanisms also operate at the workplace level, where employees are expected to adapt their beliefs to the specific policy context in which they are embedded. Specifically, it considers employees’ gender ideologies and their association with two prominent workplace-level diversity policies: voluntary women’s quotas and mentoring programs. Partial proportional odds models are estimated employing a unique German linked employer–employee dataset (2018/19) incorporating 2445 employees and 82 workplaces. Findings indicate that voluntary women’s quotas implemented in workplaces are associated with more egalitarian gender ideologies among employees. This clear pattern was not detected for mentoring programs. No gender differences were discovered, suggesting that normative policy feedback effects in the workplace are present equally among women and men. In conclusion, the findings indicate that policy feedback mechanisms operate not only at the national but also at the workplace level." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gone too long or back too soon? Perceptions of paid parental leave‐taking and variations by gender and family structure (2025)
Zitatform
Petts, Richard J., Reilly Kincaid, Trenton D. Mize & Gayle Kaufman (2025): Gone too long or back too soon? Perceptions of paid parental leave‐taking and variations by gender and family structure. In: Journal of Marriage and Family, S. 1-24. DOI:10.1111/jomf.13101
Abstract
"Objective: This study examines perceptions of paid leave-taking itself and variations in these perceptions by parent gender, sexual orientation, and marital status. Background: Previous research largely focuses on the consequences associated with leave-taking, particularly highlighting workplace penalties associated with leave-taking. There has also been limited attention to workers with diverse family forms. We seek to better understand the culture surrounding paid parental leave in the U.S. by focusing on evaluations of leave-taking itself and whether such evaluations may reduce or exacerbate inequalities by gender, sexual orientation, and marital status. Method: We use data on 2964 U.S. respondents from a survey experiment in which employer-offered paid parental leave-taking, parent gender, sexual orientation, and marital status were randomly assigned. We use OLS models to assess perceptions of paid leave-taking and the causal effects of parent gender, sexual orientation, and marital status on these perceptions. Results: We find that respondents view 11 weeks of paid parental leave as the right amount of leave, on average. We also find variations in perceptions of leave-taking by parent gender, sexual orientation, and marital status; mothers with husbands and single parents are viewed more favorably for taking longer leaves than fathers with wives, mothers with wives, and fathers with husbands. Conclusion: There is increasing support for paid leave within the U.S., but support for parents' leave-taking largely reflects gendered stereotypes and may reinforce broader patterns of gender inequality." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Stand der Gleichstellung von Frauen und Männern in Deutschland in ausgewählten Branchen (2025)
Zitatform
Pfahl, Svenja, Eugen Unrau & Yvonne Lott (2025): Stand der Gleichstellung von Frauen und Männern in Deutschland in ausgewählten Branchen. (WSI-Report 102), Düsseldorf, 74 S.
Abstract
"Wie einheitlich oder unterschiedlich vollzieht sich die Gleichstellung von Frauen und Männern in den verschiedenen Branchen auf dem deutschen Arbeitsmarkt in Hinblick auf Erwerbsarbeitszeit, Entgelt oder Erwerbsform? Anhand zentraler Indikatoren auf Basis des WSI GenderDatenPortals liefert der vorliegende Report eine zusammenfassende Übersicht über den aktuellen Stand der Geschlechtergleichstellung in Deutschland, differenziert nach Einzelbranchen aus dem Produktions- und Dienstleistungsbereich. Die Ergebnisse zeigen, dass Geschlechterungleichheit insbesondere in Hinblick auf die Erwerbsarbeitszeitdauer und das Entgelt über (fast) alle Branchen hinweg fortbesteht. Die detaillierte branchenbezogene Betrachtung zeigt zudem, dass bei einer Vielzahl von einzelnen Arbeitsmerkmalen Unterschiede zwischen Frauen und Männern bestehen (z. B. bei Befristung, Teilzeitarbeit, überlanger Vollzeit, Tätigkeit als Helfer*in, Entgelten im unteren Entgeltbereich, Existenzsicherung durch eigenes Erwerbseinkommen, ausschließlicher Tätigkeit im Minijob), die in einigen Branchen deutlich stärker ausgeprägt sind als in anderen. Hierbei fallen besonders sieben Produktionsbranchen und neun Dienstleistungsbranchen auf, die sich durch deutliche Geschlechterabstände (dem Abstand in Prozentpunkten zwischen Frauen und Männern in Hinblick auf ein einzelnes Arbeitsmerkmal) kennzeichnen und in einer Mehrheit von Arbeitsmerkmalen eine verstärkt ungünstige Situation für Frauen aufweisen. Gegenüber dem Vergleichsjahr 2021 weisen 2023 insgesamt mehr Branchen einen deutlichen, zweistelligen Geschlechterabstand für mindestens die Hälfte aller Arbeitsmerkmale auf. Gleichzeitig zeigen sich für eine Reihe von Branchen auch punktuelle Verringerungen des Geschlechterabstandes, gerade bei den Indikatoren zur Lage der Arbeitszeit sowie der Existenzsicherung durch eigene Erwerbsarbeit." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Occupational autonomy, paid maternity leave, and mothers' return to work after childbirth (2025)
Zitatform
Portier, Camille (2025): Occupational autonomy, paid maternity leave, and mothers' return to work after childbirth. In: Journal of Marriage and Family, S. 1-25. DOI:10.1111/jomf.13089
Abstract
"Objective: This study formulates and tests a resource substitution hypothesis, examining whether mothers rely more on occupational autonomy to balance work and childrearing when paid maternity leave is unavailable. Background: The tension between working for pay and caring for young children is crucial to understanding women's employment trajectories, especially in the United States, with its limited formal support for mothers around childbirth. In this context, occupational characteristics such as autonomy may serve as an important resource for working women to draw upon during the transition to motherhood. Method: Using data from the first 19 rounds of the NLSY97 (N = 1813) and the O*NET, the author estimates logistic models and discrete‐time event history models to consider the relationship between occupational autonomy, use of paid leave, and whether and when mothers come back to work after childbirth. Results: The results highlight the nature of autonomy as a valuable resource in the transition back to work and confirm the resource substitution hypothesis. Mothers in occupations with greater autonomy are not only more likely to return to work after childbirth but also do so more promptly, particularly in the absence of paid leave. Conclusion: These findings are significant, given the enduring impact of post‐childbirth career breaks and the limited access to paid leave in the United States. They underscore the potential of occupational autonomy in mitigating the adverse effects of motherhood on career progression and in reducing disparities among mothers across various labor market sectors." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Entgeltgleichheit: Pharma näher dran als andere Industrien (2025)
Raison, Fearghal;Zitatform
Raison, Fearghal (2025): Entgeltgleichheit: Pharma näher dran als andere Industrien. (IW-Kurzberichte / Institut der Deutschen Wirtschaft Köln 2025,46), Köln, 3 S.
Abstract
"In der Pharmaindustrie sind die Gehaltsunterschiede zwischen Männern und Frauen im Vergleich zu vielen anderen Industriebranchen besonders gering. Im Industriedurchschnitt verdienen Frauen aktuell noch 15 Prozent weniger als ihre männlichen Kollegen, in pharmazeutischen Unternehmen 10 Prozent." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Post-pandemic remote work and the Italian care model: constraint or opportunity? (2025)
Zitatform
Recchi, Sara, Anne-Iris Romens & Gemma Scalise (2025): Post-pandemic remote work and the Italian care model: constraint or opportunity? In: The international journal of sociology and social policy, Jg. 45, H. 13/14, S. 19-33. DOI:10.1108/ijssp-10-2024-0497
Abstract
"Purpose: Building on Mary Daly’s typology of care policies, this article explores whether and to what extent remote work in post-pandemic times is still considered a tool to cope with the limits of care measures, despite the exit from the emergency phase. We argue that in countries characterized by a familialistic care regime, such as Italy, there is a risk that the adoption of remote work may be distorted by limited conciliation tools and care provisions and fosters gender inequalities. Design/methodology/approach The article is based on a case study on Milan, which is an interesting context for multiple reasons. Italy is characterised by limited conciliation tools, weak childcare provisions and significant gender inequalities in the labor market, but in Milan female employment is well above the national average and remote work is more widespread. The research is qualitatively driven, as it is built upon interviews with remote workers, HR managers and union officials. These data are completed with a survey that involved 285 remote workers. Findings Remote work continues to be used by parents as a substitute tool to compensate for underdeveloped public care services and employment-related provisions. Moreover, this practice affects gender inequalities, as women are more inclined to perform their tasks remotely overtime and in spaces not dedicated to work. Originality/value While several studies have stressed the impact of remote work on work-life balance and the unequal gender distribution of care work during the pandemic, there is little knowledge about what is happening in the post-pandemic period." (Author's abstract, IAB-Doku) ((en))
Aspekt auswählen:
- 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