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
Self-reinforcing Glass Ceilings (2024)
Avenancio-León, Carlos F.; Piccolo, Alessio; Shen, Leslie Sheng;Zitatform
Avenancio-León, Carlos F., Alessio Piccolo & Leslie Sheng Shen (2024): Self-reinforcing Glass Ceilings. (Working papers / Federal Reserve Bank of Boston 2024-14), Boston, 89 S.
Abstract
"After the gender pay gap narrows, what labor choices do men and women make? Several factors contribute to the persistence of the pay gap, such as workplace flexibility, systemic discrimination, and career costs of family. We show that how the labor market responds to the narrowing of the gap is just as pivotal for understanding this persistence. When the gender pay gap declines in a specific sector, women are relatively more likely to seek jobs in that sector, while men readjust their search to less equitable sectors. These compositional effects decrease female participation in less equitable sectors, which typically offer higher wages, reinforcing gender stereotypes and social norms that contribute to the glass ceiling. Through these effects, the same forces that reduce the gender pay gap at the bottom of the pay distribution also contribute to the persistence of gender inequities at the top. This self-reinforcing cycle underscores the need for reforms that are cross-sectoral and comprehensive to effectively achieve meaningful reductions in gender inequities across the labor market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Equal Pay for Better Health: The Health Cost of the Gender Wage Gap (2024)
Zitatform
Averett, Susan L., Adam Biener & Olena Ogrokhina (2024): Equal Pay for Better Health: The Health Cost of the Gender Wage Gap. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17277), Bonn, 40 S.
Abstract
"This paper explores the relationship between gender wage gaps and women's overall health. Using data from the 2011-2019 Current Population Survey, we employ entropy balancing to create comparable samples of men and women and estimate wage gaps for full-time employed working-age women. Adjusting for individual, occupation, and industry characteristics, we estimate the association between wage gaps and self-rated health. Our results suggest that closing the wage gap results in a 1.2 percent reduction in women reporting poor or fair health, equivalent to nearly 170,000 fewer women. These effects are more pronounced for women with below-median wages or in male-dominated jobs." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Decomposing gender wage gaps: a family economics perspective (2024)
Zitatform
Averkamp, Dorothée, Christian Bredemeier & Falko Juessen (2024): Decomposing gender wage gaps: a family economics perspective. In: The Scandinavian Journal of Economics, Jg. 126, H. 1, S. 3-37. DOI:10.1111/sjoe.12542
Abstract
"We propose a simple way to embed family-economics arguments for pay differences between genders into standard decomposition techniques. To account appropriately for the role of the family in the determination of wages, one has to compare men and women with similar own characteristics – and with similar partners. In US survey data, we find that our extended decomposition explains considerably more of the wage gap than a standard approach, in line with our theory that highlights the role of career prioritization in dual-earner couples." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
DIW Berlin: Technological Progress, Occupational Structure, and Gender Gaps in the German Labour Market (2024)
Zitatform
Bachmann, Ronald & Myrielle Gonschor (2024): DIW Berlin: Technological Progress, Occupational Structure, and Gender Gaps in the German Labour Market. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 1207), Berlin, 52 S.
Abstract
"We analyze if technological progress and the change in the occupational structure have improved women’s position in the labor market. We show that women increasingly work in non-routine manual and in interactive occupations. However, the observed narrowing of the gender wage gap is entirely driven by declining gender wag gaps within, rather than between, occupations. A decomposition exercise reveals that while explained factors have become more important contributors to the gender wage gap, the importance of unexplained factors factors has strongly declined. Therefore, unequal treatment based on unobservables, i.e. discrimination, is likely to have declined over time. Finally, technological change as measured by job tasks plays an ambiguous role. Institutional factors, and in particular part-time employment, are still a major driver of the gender wage gap." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
How the 1963 Equal Pay Act and 1964 Civil Rights Act Shaped the Gender Gap in Pay (2024)
Bailey, Martha J.; Helgerman, Thomas E.; Stuart, Bryan A.;Zitatform
Bailey, Martha J., Thomas E. Helgerman & Bryan A. Stuart (2024): How the 1963 Equal Pay Act and 1964 Civil Rights Act Shaped the Gender Gap in Pay. In: The Quarterly Journal of Economics, Jg. 139, H. 3, S. 1827-1878. DOI:10.1093/qje/qjae006
Abstract
"In the 1960s, two landmark statutes—the Equal Pay and Civil Rights Acts—targeted the long-standing practice of employment discrimination against U.S. women. For the next 15 years, the gender gap in median earnings among full-time, full-year workers changed little, leading many scholars to conclude that the legislation was ineffectual. This article revisits this conclusion using two research designs, which leverage (i) cross-state variation in preexisting state equal pay laws and (ii) variation in the 1960 gender gap across occupation-industry-state-group cells to capture differences in the legislation's incidence. Both designs suggest that federal antidiscrimination legislation led to striking gains in women's relative wages, which were concentrated among below-median wage earners. These wage gains offset preexisting labor market forces, which worked to depress women's relative pay growth, resulting in the apparent stability of the gender gap at the median and mean in the 1960s and 1970s. The data show little evidence of short-term changes in women's employment but suggest that firms reduced their hiring and promotion of women in the medium to long term. The historical record points to the key role of the Equal Pay Act in driving these changes." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Variable Pay and Work Hours: Does Performance Pay Reduce the Gender Time Gap? (2024)
Zitatform
Baktash, Mehrzad B., John S. Heywood & Uwe Jirjahn (2024): Variable Pay and Work Hours: Does Performance Pay Reduce the Gender Time Gap? (GLO discussion paper / Global Labor Organization 1450), Essen, 32 S.
Abstract
"Using German survey data, we show that performance pay is associated with a substantially lower gender hours gap. While performance pay increases the work hours of both men and women, the increase is much larger for women than for men. This finding persists in worker fixed effects estimates. We argue our finding likely reflects differences in household production and specialization by gender. Thus, we show that performance pay is not associated with increased hours for men with children in the household. Yet, performance pay is associated with a very large increase in hours for women with children in the household." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Is the Gender Pay Gap Largest at the Top? (2024)
Zitatform
Binder, Ariel J., Amanda Eng, Kendall Houghton & Andrew Foote (2024): Is the Gender Pay Gap Largest at the Top? In: AEA papers and proceedings, Jg. 114, S. 248-253. DOI:10.1257/pandp.20241023
Abstract
"Conditional quantile regressions reveal that, while the gender pay gap at the top percentiles is largest among the most educated, the gap at the bottom percentiles is largest among the least educated. Gender differences in work hours create more pay inequality among the least educated than they do among the most educated. The pay gap has declined throughout the distribution since 2006, but it has declined more for the most educated women. Current economics-of-gender research focuses heavily on the top end; equal emphasis should be placed on mechanisms driving gender inequality for non-college-educated workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender Inequality in the Labor Market: Continuing Progress? (2024)
Zitatform
Blau, Francine D. (2024): Gender Inequality in the Labor Market: Continuing Progress? (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17558), Bonn, 48 S.
Abstract
"This article examines the trends in women's economic outcomes in the United States focusing primarily on labor force participation, occupational attainment, and the gender wage gap. The author first highlights considerable progress on all dimensions prior to the 1990s followed by a slowing or stalling of gains thereafter, with a plateauing of female labor force participation trends and a slowing of women's occupational and wage convergence with men. She considers the likelihood of a resumption of progress in narrowing gender gaps in these areas, concluding it is unlikely without policy intervention. She then considers some new policy initiatives addressing work-family issues and labor market discrimination that may hold potential for increasing female labor force participation and narrowing gender inequities in the labor market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender differences in reservation wages: New evidence for Germany (2024)
Zitatform
Bonaccolto-Töpfer, Marina & Sascha Satlukal (2024): Gender differences in reservation wages: New evidence for Germany. In: Labour Economics, Jg. 91. DOI:10.1016/j.labeco.2024.102649
Abstract
"Generally, women set lower reservation wages than men what may translate into substantial gender pay gaps in the labor market. This paper compares both parametric and semiparametric estimators to analyze unexplained gender gaps in reservation wages among non-employed individuals in Germany. We examine these estimators using both conventional and data-driven model specifications. The results suggest substantial unexplained gaps in favor of men (up to 8%). In addition, we show that the gaps are larger at the top of the reservation wage distribution as well as among individuals with children and with a high educational attainment. The estimates are robust across the various estimators and model specifications. These findings imply that pronounced unexplained gender gaps in reservation wages do exist in Germany. As they are likely to result in actual gender pay gaps, gender gaps in reservation wages should be on the political agenda." (Author's abstract, IAB-Doku, © 2024 Elsevier B.V. All rights arereserved, including those for text and data mining, AI training, and similar technologies.) ((en))
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Literaturhinweis
Gender Prescribed Occupations and the Wage Gap (2024)
Broso, Matteo; Muratori, Caterina; Gallice, Andrea;Zitatform
Broso, Matteo, Andrea Gallice & Caterina Muratori (2024): Gender Prescribed Occupations and the Wage Gap. (GLO discussion paper / Global Labor Organization 1529), Essen, 20 S.
Abstract
"Men and women often sort into different jobs, and male-dominated jobs typically pay more than female-dominated ones. Why is that the case? We propose a model where workers have heterogeneous attitudes with respect to the social norms that define gender prescribed occupations and face endogenous social costs when entering jobs deemed "appropriate" for the other gender. We show that: (i) workers trade off identity and wage considerations in deciding where to work; (ii) asymmetric social norms contribute to the gender pay gap by deterring women from entering higher-paying male-dominated sectors; (iii) breaking social norms generates positive externalities, reducing social stigma for everyone. Therefore, in equilibrium, there are too few social norm breakers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Gender Wage Gap across Life: Effects of Genetic Predisposition Towards Higher Educational Attainment (2024)
Zitatform
Bryson, Alex, Tim Morris, David Bann & David Wilkinson (2024): The Gender Wage Gap across Life: Effects of Genetic Predisposition Towards Higher Educational Attainment. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17255), Bonn, 40 S.
Abstract
"Using two polygenic scores (PGS) for educational attainment in a biomedical study of all those born in a single week in Great Britain in 1958 we show that the genetic predisposition for educational attainment is associated with labour market participation and wages over the life- course for men and women. Those with a higher PGS spend more time in employment and full-time employment and, when in employment, earn higher hourly wages. The employment associations are more pronounced for women than for men. Conditional on employment, the PGS wage associations are sizeable, persistent and similar for men and women between ages 33 and 55. A one standard deviation increase in the PGS is associated with a 6-10 log point increase in hourly earnings. However, whereas a 1 standard deviation increase in the PGS at age 23 raises women's earnings by around 5 log points, it is not statistically significant among men. These associations are robust to non-random selection into employment and to controls for parental education. Our results suggest that genetic endowments of a cohort born a half century ago continued to play a significant role in their fortunes in the labor market of the 21st Century." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Employees' perceptions of co-workers' internal promotion penalties: the role of gender, parenthood and part-time (2024)
Zitatform
Brüggemann, Ole (2024): Employees' perceptions of co-workers' internal promotion penalties: the role of gender, parenthood and part-time. In: European Societies, Jg. 26, H. 3, S. 773-801. DOI:10.1080/14616696.2023.2270049
Abstract
"Much research has focused on penalties by gender, parenthood and part-time work for hiring processes or wages, but their role for promotions is less clear. This study analyzes perceived chances for internal promotion, using a factorial survey design. Employees in 540 larger German (>100 employees) firms were asked to rate the likelihood of internal promotion for vignettes describing fictitious co-workers who varied in terms of gender, parenthood, working hours as well as age, earnings, qualification, tenure and job performance. Results show that promotion chances are perceived as significantly lower for co-workers who are women (gender penalty), mothers (motherhood penalty) and part-time workers (part-time penalty). Fathers and childless men (co-workers) are not evaluated differently (no fatherhood premium or penalty), and neither does part-time employment seem to be perceived as a double penalty for male co-workers. All three perceived promotion penalties are more pronounced among female employees, mothers and part-time employees. These findings show that employees perceive differential promotion chances for co-workers which indicate actual differences due to discrimination, selective applications or structural dead-ends. Either way, perceived promotion penalties are likely consequential in guiding employee's application behavior and hence can contribute to the persistence of vertical gender segregation in the labor market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Lohnunterschiede zwischen Frauen und Männern in Österreich von 2011 bis 2022 (2024)
Zitatform
Böheim, René, Marian Fink & Christine Zulehner (2024): Lohnunterschiede zwischen Frauen und Männern in Österreich von 2011 bis 2022. (WIFO Research Briefs 2024,03), Wien, 10 S.
Abstract
"Wir untersuchen die Lohnunterschiede zwischen Frauen und Männern in Österreich von 2011 bis 2022 auf Basis des Mikrozensus. Im Jahr 2011 lag der durchschnittliche Lohn von Frauen im öffentlichen und privaten Sektor 19,6% unter dem der Männer. Bis zum Jahr 2022 verringerte sich der geschlechtsspezifische Lohnunterschied auf 13,5%. Auch der bereinigte Lohnunterschied sank in diesem Zeitraum von 7,8% auf 6,4%. Determinanten des Lohnunterschieds sind u. a. Unterschiede zwischen Frauen und Männern bei Merkmalen, die die Berufserfahrung beschreiben, der ausgeübte Beruf und die Branche sowie die vertikale Segregation. Die Annäherung der Lohnniveaus lässt sich im Wesentlichen durch eine Angleichung dieser Merkmale erklären. Der Anteil der nicht beobachteten Merkmale, die zu Lohnunterschieden führen, wie z. B. systematische Unterschiede bei Lohnverhandlungen oder auch eine systematische Unterbezahlung von Frauen, ist ebenfalls gesunken, allerdings in geringerem Ausmaß." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Anspruch und Wirklichkeit bei der Verringerung geschlechtsabhängiger Lohnunterschiede in der Europäischen Union (2024)
Böttcher, Annika Claudia;Zitatform
Böttcher, Annika Claudia (2024): Anspruch und Wirklichkeit bei der Verringerung geschlechtsabhängiger Lohnunterschiede in der Europäischen Union. (Discussion papers des Harriet Taylor Mill-Instituts für Ökonomie und Geschlechterforschung der Hochschule für Wirtschaft und Recht Berlin 48), Berlin, 77 S.
Abstract
"Die Entgeltgleichheit von Männern und Frauen bei gleicher Tätigkeit ist eines der erklärten Ziele der EU-Gleichstellungsstrategie. Dennoch existiert bis heute in fast allen Mitgliedstaaten der Europäischen Union ein Verdienstgefälle zu Ungunsten der weiblichen Erwerbstätigen. Dieses Phänomen setzt sich im Anschluss an das Erwerbsleben in Form des Rentengefälles fort. Der Beitrag reiht sich ein in die aktuelle Debatte zur geschlechtergerechten und chancengleichen Arbeitswelt. Er eröffnet insbesondere eine neue Vergleichsperspektive auf drei ausgewählte Mitgliedstaaten der Europäischen Union. Zentrale Leitfrage ist, ob die bisherigen Maßnahmen der Europäischen Union zur Verringerung geschlechtsabhängiger Lohnunterschiede zielführend und ausreichend waren bzw. sind, also ob der formulierte Anspruch der Europäischen Union der europäischen Wirklichkeit omnipräsenter Lohndifferenzen zwischen männlichen und weiblichen Erwerbstätigen genügend Rechnung trägt. Trotz einheitlicher Strategien und Maßnahmenpakete der Europäischen Union für die Erreichung von Geschlechtergerechtigkeit vollziehen sich in den Mitgliedstaaten diametrale Entwicklungen. Insgesamt ist das bisherige Commitment der EU zur Verringerung des Lohngefälles zwischen Männern und Frauen bei weitem nicht ausreichend. Die EU ist und bleibt primär eine Wirtschafts- und Währungsunion." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Outside Options in the Labour Market (2024)
Caldwell, Sydnee; Danieli, Oren;Zitatform
Caldwell, Sydnee & Oren Danieli (2024): Outside Options in the Labour Market. In: The Review of Economic Studies, Jg. 91, H. 6, S. 3286-3315. DOI:10.1093/restud/rdae006
Abstract
"This paper develops a method to estimate workers’ outside employment opportunities. We outline a matching model with two-sided heterogeneity, from which we derive a sufficient statistic, the “outside options index” (OOI), for the effect of outside options on earnings, holding worker productivity constant. The OOI uses the cross-sectional concentration of similar workers across job types to quantify workers’ outside options as a function of workers’ commuting costs, preferences, and skills. Using German micro-data, we find that differences in options explain 20% of the gender earnings gap, and that gender gaps in options are mostly due to differences in the implicit costs of commuting and moving." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Marriage Market and Labor Market Sorting (2024)
Calvo, Paula; Reynoso, Ana; Lindenlaub, Ilse;Zitatform
Calvo, Paula, Ilse Lindenlaub & Ana Reynoso (2024): Marriage Market and Labor Market Sorting. In: The Review of Economic Studies, Jg. 91, H. 6, S. 3316-3361. DOI:10.1093/restud/rdae010
Abstract
"We develop a new equilibrium model in which households’ labor supply choices form the link between sorting on the marriage market and sorting on the labor market. We first show that in theory, the nature of home production—whether partners’ hours are complements or substitutes—shapes equilibrium labor supply as well as marriage and labour market sorting. We then estimate our model using German data to empirically assess the nature of home production, and find that spouses’ home hours are complements. We investigate to what extent complementarity in home hours drives sorting and inequality. We find that home production complementarity strengthens positive marriage sorting and reduces the gender gap in hours and in labor sorting. This puts significant downward pressure on the gender wage gap and on within-household income inequality, but fuels between-household inequality. Our estimated model sheds new light on the sources of inequality in today’s Germany, and—by identifying important shifts in home production technology toward more complementarity—on the evolution of inequality over time." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender wage gap among highly educated workers: some evidence from Spain (2024)
Zitatform
Caparrós Ruiz, Antonio (2024): Gender wage gap among highly educated workers: some evidence from Spain. In: Journal of Economic Studies. DOI:10.1108/jes-06-2024-0371
Abstract
"Purpose: The study aims to estimate wage models controlled for sample selection bias and apply the traditional Blinder–Oaxaca decomposition to examine the genderwage gap. Design/methodology/Approach: This research provides new evidence concerning the drivers of the gender pay gap for highly educated workers in Spain. Findings: The results show the existence of empirical evidence about the presence of the gender wage gap among tertiary-educated workers. An interesting conclusion is that holding a master’s degree hasa positive impact since it diminishes the unexplained component of the gender pay gap. Research limitations/implications: The survey used only analyses the labor insertion of tertiary-educated workers and its temporal scope does not allow us to examine the evolution of the gender wage gap throughout their careers. Social implications: The findings indicate that there is room for the implementation of policies aimed at diminishing gender inequality in the labor market even for highly educated workers, which could complement the current Spanish labor legislation regulating the gender pay gap in firms. Originality/value: This paper bridges two bodies of the economic literature: human capital returns and the gender wage gap. The data used represent a contribution to the economic literature." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
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Literaturhinweis
Beliefs about the Gender Gap in Salary Negotiations (2024)
Capozza, Francesco;Zitatform
Capozza, Francesco (2024): Beliefs about the Gender Gap in Salary Negotiations. (CESifo working paper), München, 118 S.
Abstract
"This paper investigates beliefs concerning the gender gap in salary negotiations (GGSN) in a sample of 4,300 women, 1,000 men, and 105 HR managers residing in the U.S. The respondents believe in the existence of the GGSN, yet they misperceive its magnitude. Providing respondents with accurate information changes their beliefs about it. However, this does not lead to either an increased demand to join a salary negotiation course or a higher willingness-to-pay to get salary information. The analysis of the competing mental models that women hold reveals that the likely mechanism is the perceived backlash that they may experience from employers if they engage in salary negotiations. Finally, a survey of HR managers suggests that they view negotiating women as facing worse consequences in the workplace than negotiating men." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Birth Spacing and Working Mothers' Within-Organization Career Paths (2024)
Zitatform
Carlson, Lisa, Karen Benjamin Guzzo & Hsueh-Sheng Wu (2024): Birth Spacing and Working Mothers' Within-Organization Career Paths. In: Socius, Jg. 10. DOI:10.1177/23780231241230845
Abstract
"The mechanisms behind mothers’ wage penalties remain unclear. In this article, the authors consider the role of birth spacing and changes in employers after a second birth. Using the 1979 National Longitudinal Survey of Youth and competing risk event history models, the authors investigate how spacing between first and second births influences the likelihood of returning to a pre–second birth employer, changing employers, or remaining outside of the labor force within six months of the second birth. The authors find no differences in the influence of birth spacing on the likelihood of returning to an employer versus changing employers but that shorter birth spacings relate to lower likelihoods of returning to the labor market. There is some evidence that birth spacing and postbirth employment varies by age at first birth, marital status, and occupation. Overall, the results suggest that although birth spacing is relevant for returning postbirth to employment, job changes are unlikely to drive mothers’ wage penalties." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Entgelte von Pflegekräften 2023 (2024)
Carstensen, Jeanette; Wiethölter, Doris; Seibert, Holger;Zitatform
Carstensen, Jeanette, Holger Seibert & Doris Wiethölter (2024): Entgelte von Pflegekräften 2023. (Institut für Arbeitsmarkt- und Berufsforschung. Aktuelle Daten und Indikatoren), Nürnberg, 19 S.
Abstract
"Der Pflegebranche fehlen akut Fachkräfte. Mit der demografisch bedingten Alterung der Bevölkerung verschärft sich die Lage auf lange Sicht weiter. Als eine Ursache für den Fachkräftemangel werden u. a. zu niedrige Gehälter angeführt. Bis 2019 sind die Entgelte in der Krankenpflege weitgehend entsprechend der allgemeinen Entgeltentwicklung gestiegen, in der Altenpflege waren die Steigerungen überdurchschnittlich. Nach 2019 sind die Entgelte sowohl in der Kranken- als auch in der Altenpflege im Gegensatz zur allgemeinen Entgeltentwicklung überdurchschnittlich gewachsen. Letztere stagnierte im Coronajahr 2020 vor allem wegen der umfangreichen Inanspruchnahme des Kurzarbeitergeldes (Pusch/Seifert 2021: 99). Seit 2021 spielte die Inflation eine zunehmend große Rolle, weil mit ihrem überdurchschnittlichen Anstieg die realen Entgeltzuwächse deutlich stärker geschmälert wurden, als in der Vergangenheit. Zur Einordnung der nominalen Entgeltentwicklung berechnen wir daher auf der Basis des vom Statistischen Bundesamt erstellten Verbraucherpreisindex zusätzlich die preisbereinigte Realentgeltentwicklung. Die hier vorgenommenen Entgeltanalysen beziehen sich auf Vollzeitbeschäftigte in den folgenden vier häufigsten Berufsgattungen unter den Pflegeberufen (Stichtag jeweils 31.12.): - Helfer*innenberufe in der Krankenpflege; - Fachkraftberufe in der Krankenpflege; - Helfer*innenberufe in der Altenpflege; - Fachkraftberufe in der Altenpflege. Von allen Beschäftigten in den Berufen der Kranken- und Altenpflege, sind 85 Prozent in diesen vier ausgewählten Hauptpflegeberufen tätig." (Textauszug, IAB-Doku)
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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