Gender Pay Gap – Geschlechtsspezifische Lohnungleichheit in Deutschland
Nach den Berechnungen des Statistischen Bundesamts lag 2023 der durchschnittliche Bruttostundenlohn von Frauen 18 Prozent unter dem der Männer. EU-weit waren es 2021 es lediglich 13 Prozent. Die Konzentration von Frauen in niedrig bezahlten Berufen, ihre im Durchschnitt geringere Qualifikation, vermehrte Teilzeitarbeit, kaum Aufstieg in Führungspositionen u.ä. erklären aber nur ca. zwei Drittel dieses Lohnunterschieds. Dies bedeutet, dass im letzten Jahr auch unter der Voraussetzung vergleichbarer Tätigkeit und äquivalenter Qualifikation Frauen ca. 6 Prozent weniger verdienten als Männer. Möglicherweise kann ein Teil dieses verbleibenden Lohnunterschieds erklärt werden, wenn weitere lohnrelevante Aspekte - etwa Angaben zu Erwerbsunterbrechungen - in die Berechnung einbezogen werden. Dieses Themendossier bietet Informationen zur Empirie geschlechtsspezifischer Lohnungleichheit sowie zu deren Ursachen - und zu den Positionen der politischen Akteure. Im Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
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Literaturhinweis
A Stall Only on the Surface? Working Hours and the Persistence of the Gender Wage Gap in Western Germany 1985-2014 (2022)
Zitatform
Schmitt, Laila & Katrin Auspurg (2022): A Stall Only on the Surface? Working Hours and the Persistence of the Gender Wage Gap in Western Germany 1985-2014. In: European Sociological Review, Jg. 38, H. 5, S. 754-769. DOI:10.1093/esr/jcac001
Abstract
"To what extent has the closing of the gender gap in hourly wages (‘gender wage gap’; GWG) in Western Germany stalled due to an increasing supply of non-standard working hours? We use descriptive trend analyses and Juhn–Murphy–Pierce decompositions of German Socio-Economic Panel data for the last 30 years (1985–2014) to analyse the extent to which the expansion of part-time and marginal work, as well as overwork, may have contributed to the dynamics of the GWG in Western Germany. We find that the large increase in part-time work among women in combination with increasing wage gaps between part-time and full-time work substantially widened the GWG (by about one-sixth). Working hour effects were large enough to offset the equalizing effects of declining gender gaps in human capital, and they existed even in the public sector. In contrast to the United States, trends in overwork did not have a meaningful impact on the GWG. In an add-on, we find a widening of the gender gap in monthly earnings, but also an important closing of the gender earnings gap unconditional on employment due to an increased labour supply of women. Our results suggest that working hours should be given more consideration in research on family–work conflict and gender earnings inequalities." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The gender pay gap is smaller in occupations with a higher ratio of men: Evidence from a national panel study (2022)
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Schneider, Sarah, Katrin Rentzsch & Astrid Schütz (2022): The gender pay gap is smaller in occupations with a higher ratio of men: Evidence from a national panel study. In: PLoS ONE, Jg. 17, H. 7. DOI:10.1371/journal.pone.0270343
Abstract
"Gender differences in career success are still an issue in society and research, and men typically earn higher incomes than women do. Building on previous theorizing and findings with the Theory of Gendered Organizations and the Theory of Tokenism, we used a large sample of the adult starting cohort in the German National Educational Panel Study and a multilevel approach to test how the interaction between gender and the gender ratio in occupations was associated with income. We wanted to know whether the male advantage in terms of income would be equal in magnitude across occupations (as suggested by the Theory of Gendered Organizations) or if it would vary with the gender ratio in occupations (as suggested by the Theory of Tokenism and reasoning regarding person-job fit), such that people benefit either (a) from resembling the majority of employees in a field by working in a gender-typical occupation or (b) from standing out by working in a gender-atypical occupation. Analyses supported the hypothesis that employees' incomes may benefit if they belong to the gender minority in an occupation, but this finding applied only to women. By contrast, men did not benefit from working in a gender-atypical occupation. Thus, women earned less than men earned overall, but the gender pay gap was smaller in occupations with a higher ratio of male employees. The findings can advance the understanding of gender-related career decisions for both employers and employees." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender Pay Gap ist in den letzten 30 Jahren fast nur bei Jüngeren gesunken (2022)
Zitatform
Schrenker, Annekatrin & Katharina Wrohlich (2022): Gender Pay Gap ist in den letzten 30 Jahren fast nur bei Jüngeren gesunken. In: DIW-Wochenbericht, Jg. 89, H. 9, S. 149-154. DOI:10.18723/diw_wb:2022-9-3
Abstract
"Der Gender Pay Gap, also die Verdienstlücke zwischen Frauen und Männern, ist in den vergangenen Jahren langsam, aber kontinuierlich auf 18 Prozent gesunken. Wie dieser Bericht auf Basis von Daten des Sozio-oekonomischen Panels (SOEP) anlässlich des bevorstehenden Equal Pay Days zeigt, unterscheidet sich der Rückgang allerdings sehr stark nach dem Alter: Während der Gender Pay Gap bei den unter 30-Jährigen von durchschnittlich rund 15 Prozent in den Jahren 1990 bis 1999 auf acht Prozent im Durchschnitt der Jahre 2010 bis 2019 fiel, verharrte er in den Altersgruppen ab 40 Jahren bei deutlich über 20 Prozent. Daran zeigt sich, wie einschneidend die Phase der Familiengründung für die Erwerbsbiografien und Gehälter vieler Frauen nach wie vor ist. Sie legen ab der Geburt des ersten Kindes längere Pausen vom Job ein und arbeiten fortan häufiger in Teilzeit. Die Folge: Männer ziehen mit ihren Stundenlöhnen insbesondere im Alter von 30 bis 40 Jahren davon. Will die Familienpolitik daran etwas ändern, muss sie Anreize für eine egalitärere Aufteilung der Sorgearbeit zwischen Frauen und Männern schaffen. Ansatzpunkte sind eine Ausweitung der Väter-Monate beim Elterngeld bei gleichzeitiger Erhöhung der Lohnersatzrate sowie eine Reform des Ehegattensplittings und der Minijobs." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Der Einfluss von Geschlechterrollenbildern auf die Zuschreibung gerechter Einkommen: Ergebnisse eines Vignettenexperiments (2022)
Stadtmüller, Sven ; Klages, Annika; Beithan, Yasmin; Jakob, Melina; Ettel, Sophia; Amelong, Laura; Hirsch, Nils-David;Zitatform
Stadtmüller, Sven, Laura Amelong, Yasmin Beithan, Sophia Ettel, Nils-David Hirsch, Melina Jakob & Annika Klages (2022): Der Einfluss von Geschlechterrollenbildern auf die Zuschreibung gerechter Einkommen. Ergebnisse eines Vignettenexperiments. (SocArXiv papers), 31 S. DOI:10.31235/osf.io/bhmeu
Abstract
"Im Jahr 2021 verdienten erwerbstätige Frauen, auch unter Kontrolle einkommensrelevanter Merkmale, etwa sechs Prozent weniger als Männer. Dieser bereinigte Gender Pay Gap spiegelt eine Lohndiskriminierung von Frauen, deren Ursachen wissenschaftlich nicht gesichert sind. Der folgende Beitrag untersucht, inwieweit Geschlechterrollenbilder die Zuschreibung gerechter Einkommen beeinflussen. Dabei lautet unsere Hypothese, dass besonders Personen mit traditionellen Rollenbildern bei der Zuschreibung gerechter Einkommen nach dem Geschlecht diskriminieren. Zur Prüfung dieser Hypothese nutzen wir Daten einer zufallsbasierten Online-Befragung in der Stadt Frankfurt am Main (n=301). Zentraler Bestandteil der Befragung war ein sogenanntes Vignettenexperiment, in dem die Befragten gebeten wurden, das als gerecht empfundene Einkommen von sechs fiktiven, beschäftigten Personen anzugeben. Unsere Ergebnisse zeigen zwar für die Gesamtheit unserer Befragten keine Lohndiskriminierung von Frauen. Dennoch findet unsere Hypothese empirische Unterstützung: demnach sind es insbesondere Personen mit sehr traditionellen Geschlechterrollenbildern, die höhere Löhne für Männer als gerecht empfinden." (Autorenreferat, IAB-Doku)
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Literaturhinweis
The Gender Pay Gap in the CEOs' Labor Market (2022)
Zitatform
Tani, Massimiliano, Andrew Valentine & Kieran Sharpe (2022): The Gender Pay Gap in the CEOs' Labor Market. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 15781), Bonn, 37 S.
Abstract
"We study the gender pay gap in the labor market for CEOs by analysing 1,174 outsider CEO successions over the past three decades across 18 countries. We find that male and female CEOs receive a similar compensation overall but this masks marked gender differences in the pay structure: namely, women CEOs receive a lower proportion of fixed to total compensation than comparable men. We interpret this outcome as the result of gendered risk preferences, which exacerbate the pay gap when there is bargaining over pay, and contribute a theoretical model of the CEO labor market to formalise this intuition. The model also suggests that a more balanced gender composition in companies' boards can help women close the gap in pay structure—an hypothesis that is empirically supported in our data." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The role of sex segregation in the gender wage gap among university graduates in Germany (2022)
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Weichselbaumer, Doris & Juliane Ransmayr (2022): The role of sex segregation in the gender wage gap among university graduates in Germany. (Working paper / Department of Economics, Johannes Kepler Universität of Linz 2022-12), Linz, 48 S.
Abstract
"In this paper we examine the gender wage gap among university graduates in Germany from 1997 to 2013 based on the DZHW (the German Centre for Higher Education Research and Science Studies) Absolventenpanel. We focus in particular on the effect of female presence in a subject or occupation on wage inequality. Earlier research has shown not only that female-dominated university subjects or occupations pay less, but also that men face a higher wage penalty than women when they graduated in a female-dominated subject and experience a lower penalty for working in a female-dominated occupation. For the five waves considered, we confirm the very strong negative association between female presence in a subject or occupation and wages. However, no consistent pattern emerges with regard to whether men’s or women’s wages suffer larger penalties. There is also no time trend observable with regard to the wage penalty that is associated with female-dominated fields. We further show that significant gender wage gaps exist within fields of studies, especially in male-dominated fields like engineering and natural science." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Geschlechtsspezifische Lohnunterschiede in Sachsen in Zeiten der Corona-Pandemie (2022)
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Weyh, Antje, Dustin Hennig, Michaela Fuchs & Anja Rossen (2022): Geschlechtsspezifische Lohnunterschiede in Sachsen in Zeiten der Corona-Pandemie. (IAB-Regional. Berichte und Analysen aus dem Regionalen Forschungsnetz. IAB Sachsen 02/2022), Nürnberg, 38 S. DOI:10.48720/IAB.RES.2202
Abstract
"Die Covid-19-Pandemie hat einen starken Einbruch der wirtschaftlichen Gesamtaktivität verursacht. Dieser hat sich auf dem Arbeitsmarkt in unterschiedlicher Weise auf Frauen und Männer ausgewirkt. In diesem Zusammenhang betrachtet dieser Beitrag auf Basis der Beschäftigtenhistorik des Instituts für Arbeitsmarkt- und Berufsforschung den Gender Pay Gap und seine Bestimmungsfaktoren in den Jahren 2019 und 2020. In Sachsen lag der unbereinigte Gender Pay Gap in 2020 mit 7,6 Prozent deutlich unterhalb des gesamtdeutschen Wertes von 19,3 Prozent. Gegenüber 2019 ging er sowohl in Sachsen als auch in Deutschland weiter zurück, obgleich bei der Betrachtung nach einzelnen Personengruppen vereinzelt Unterschiede zu beobachten sind. Um ein detaillierteres Bild über die Einflussgrößen des Gender Pay Gap zu erhalten, werden eine Vielzahl unterschiedlicher Faktoren im Rahmen einer Oaxaca-Blinder-Zerlegung betrachtet. Diese offenbart, dass die berufliche Orientierung von Frauen und Männern sowie geschlechtsspezifische Unterschiede in der Qualifikation weiterhin einen entscheidenden Einfluss auf die Höhe der Lohnlücke haben." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Managing the Gender Wage Gap - How Female Managers Influence the Gender Wage Gap among Workers (2022)
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Zimmermann, Florian (2022): Managing the Gender Wage Gap - How Female Managers Influence the Gender Wage Gap among Workers. In: European Sociological Review, Jg. 38, H. 3, S. 355-370., 2021-09-05. DOI:10.1093/esr/jcab046
Abstract
"Previous research shows that female managers narrow the gender wage gap (GWG) among workers but does not disentangle two general underlying mechanisms. First, female managers might use their organizational power to change organizational practices and make organizations more gender-equal. Second, female workers might benefit from interacting with a female manager, e.g. through homophily and mentoring. To disentangle these two mechanisms, I distinguish between female managers at the first management level, which is responsible mainly for organizational practices, and at the second management level, which mainly interacts with workers. Additionally, I consider practices enhancing gender equality, such as work-life balance practices. Using German linked employer– employee panel data and a firm fixed-effects regression, I find that female first-level managers slightly narrow the GWG. This influence is not affected by the consideration of organizational practices. Hence, female first-level managers do not affect workers’ by changing organizational practices. In contrast, female second-level managers considerably narrow the GWG among workers. In summary, female managers substantially reduce the GWG among workers, and this effect works via the manager–worker interaction mechanism. Hence, increasing the share of female second-level managers might close the GWG." (Author's abstract, ) ((en))
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Literaturhinweis
Can You Take Your Corporate culture With You? Multinational Companies and the Gender Wage Gap in Germany (2022)
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Zimmermann, Florian (2022): Can You Take Your Corporate culture With You? Multinational Companies and the Gender Wage Gap in Germany. In: Socius, Jg. 8, S. 1-8., 2022-10-14. DOI:10.1177/23780231221136487
Abstract
"Multinational companies (MNCs) are an important part of the economy and thus for the labor market. However, their impact on various dimensions of inequality remains unclear. The author analyzes whether MNCs influence gender wage inequalities in their host countries. MNCs might transfer their home countries’ cultures by taking their beliefs, practices, and resulting gender inequalities with them into subsidiaries abroad. Company fixed-effects regressions using unique German linked company employee data show that lower gender inequalities in MNCs’ home countries are associated with a lower gender wage gap in Germany. This association is especially strong for MNCs with expatriate managers from the same home country and accounts for 10 percent of the unexplained gender wage gap. These results strongly support the transfer-of-culture hypothesis and shed light on expatriate managers as an underlying mechanism for this transfer of culture." (Author's abstract, IAB-Doku, © SAGE) ((en))
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Literaturhinweis
Global Gender Gap Report 2022: Insight Report (2022)
Zitatform
World Economic Forum (2022): Global Gender Gap Report 2022. Insight Report. (The global gender gap report 15), Genf, 373 S.
Abstract
"Gender parity is not recovering, according to the Global Gender Gap Report 2022. It will take another 132 years to close the global gender gap. As crises are compounding, women's workforce outcomes are suffering and the risk of global gender parity backsliding further intensifies." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Role of Firms in the Gender Wage Gap in Germany: Gender Equality at Work (2022)
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OECD (2022): The Role of Firms in the Gender Wage Gap in Germany. Gender Equality at Work. (Gender Equality at Work), Paris, 78 S. DOI:10.1787/6cda329d-en
Abstract
"This review contributes to a better understanding of the gender wage gap in Germany and puts forward key elements of a policy package to reduce gender pay gaps. It provides a detailed analysis of the role of firms in the gender wage gap by focusing on the pay gap between similarly skilled men and women between and within firms. The within‑firm component captures differences in pay between men and women within firms related to differences in tasks and responsibilities, or differences in pay for work of equal value (e.g. bargaining, discrimination). The between‑firm component captures the role of differences in pay between firms (unrelated to workforce composition) due to the tendency of women to work in low‑wage firms. The review analyses gender differences in job mobility and the earnings consequences of career breaks following childbirth to shed light on the evolution of the gender wage gap across the working life. To put results for Germany in context, they are systematically benchmarked to those of four nearby countries (i.e. Denmark, France, the Netherlands and Sweden). The policy discussion extends the empirical analysis by putting forward a comprehensive policy package with an emphasis on policies targeted at firms." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Entgeltunterschiede zwischen Westdeutschland und Ostdeutschland sowie Männern und Frauen (2021): Antwort der Bundesregierung auf die Kleine Anfrage der Abgeordneten und der Fraktion der AfD (Drucksache 20/3257) (2022)
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Bundesministerium für Arbeit und Soziales (2022): Entgeltunterschiede zwischen Westdeutschland und Ostdeutschland sowie Männern und Frauen (2021). Antwort der Bundesregierung auf die Kleine Anfrage der Abgeordneten und der Fraktion der AfD (Drucksache 20/3257). (Verhandlungen des Deutschen Bundestages. Drucksachen 20/3836 (04.10.2022)), 98 S.
Abstract
Die Kleine Anfrage betrifft die Entgeltunterschiede zwischen West- und Ostdeutschland sowie Männern und Frauen für den Zeitraum 2010-2022 vor dem Hintergrund des von den Fragestellern konstatierten deutlichen Auseinanderfallens der Löhne und der zum Teil erheblichen Unterschiede hinsichtlich des Anforderungsprofils. Als Grundlage für die Beantwortung der Fragen zu Medianentgelten sowie zu Beschäftigten im unteren Entgeltbereich wird das Merkmal 'Entgelt' aus der Beschäftigungsstatistik der Bundesagentur für Arbeit herangezogen. Die statistischen Angaben im Längsschnitt sind aufgegliedert nach Geschlecht, nach sozialversicherungspflichtigen Beschäftigten, Vollzeit- und Teilzeitbeschäftigten und ausschließlich geringfügig Beschäftigten in den jeweiligen Anforderungsniveaus Helfer, Fachkraft, Spezialist und Experte. Auch die Angaben zu Differenzen in den Betriebsgrößenklassen, zum Anteil der Niedriglohnbezieher, Städte- und Landkreis- und Bundesländervergleiche dokumentieren Einkommensunterschiede zwischen Männer und Frauen in Ost- und Westdeutschland. (IAB)
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Literaturhinweis
Robots and the Gender Pay Gap in Europe (2021)
Zitatform
Aksoy, Cevat Giray, Berkay Özcan & Julia Philipp (2021): Robots and the Gender Pay Gap in Europe. In: European Economic Review, Jg. 134. DOI:10.1016/j.euroecorev.2021.103693
Abstract
"Could robotization make the gender pay gap worse? We provide the first large-scale evidence on the impact of industrial robots on the gender pay gap using data from 20 European countries. We show that robot adoption increases both male and female earnings but also increases the gender pay gap. Using an instrumental variable strategy, we find that a ten percent increase in robotization leads to a 1.8 percent increase in the gender pay gap. These results are driven by countries with high initial levels of gender inequality and can be explained by the fact that men at medium- and high-skill occupations disproportionately benefit from robotization, through a productivity effect. We rule out the possibility that our results are driven by mechanical changes in the gender composition of the workforce." (Author's abstract, IAB-Doku, © 2021 Elsevier) ((en))
Ähnliche Treffer
auch erschienen als: IZA discussion paper , 13482 -
Literaturhinweis
Changes in the US Gender Gap in Wages in the 1960s (2021)
Bailey, Martha J.; Helgerman, Thomas; Stuart, Bryan A.;Zitatform
Bailey, Martha J., Thomas Helgerman & Bryan A. Stuart (2021): Changes in the US Gender Gap in Wages in the 1960s. In: AEA papers and proceedings, Jg. 111, S. 143-148. DOI:10.1257/pandp.20211020
Abstract
"The 1960s witnessed landmark legislation that aimed to increase women's wages, including the Equal Pay Act of 1963, Title VII of the Civil Rights Act, and the 1966 amendments to the Fair Labor Standards Act. Although the gender gap in pay changed little at the mean/median during the decade, our distributional analysis shows that women's wages converged sharply on men's below but diverged above the median. However, the bulk of women's relative pay gains are not explained by changes in observed attributes. Our findings suggest an important role for legislation in narrowing the gender gap in the 1960s." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Gender Pay Gap in University Student Employment (2021)
Zitatform
Boll, Paul David, Lukas Mergele & Larissa Zierow (2021): The Gender Pay Gap in University Student Employment. (Ifo working paper 364), München, 27 S.
Abstract
"Gender pay gaps are commonly studied in populations with already completed educational careers. We focus on an earlier stage by investigating the gender pay gap among university students working alongside their studies. With data from five cohorts of a large-scale student survey from Germany, we use regression and wage decomposition techniques to describe gender pay gaps and potential explanations. We find that female students earn about 6% less on average than male students, which reduces to 4.1% when accounting for a rich set of explanatory variables. The largest explanatory factor is the type of jobs male and female students pursue." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Does it Pay to Go Public? Understanding the Public-Private Sector Wage Gap in Germany (2021)
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Bonaccolto-Töpfer, Marina, Carolina Castagnetti & Stephanie Prümer (2021): Does it Pay to Go Public? Understanding the Public-Private Sector Wage Gap in Germany. (Friedrich-Alexander-Universität, Lehrstuhl für Arbeitsmarkt- und Regionalpolitik. Diskussionspapiere 116), Nürnberg, 40 S.
Abstract
"Mit Daten des Sozioökonomischen Panels 1984-2017 untersucht dieser Beitrag die Lohnlücke zwischen dem öffentlichen und privaten Sektor in Deutschland und liefert dabei erste Evidenz, die auf einem Quantilsansatz mit fixen Effekten beruht. Mit diesem Ansatz finden wir substantielle Unterschiede in der Zerlegung der Lohnlücke im Vergleich zum Standard-Querschnittsansatz. Demnach verdienen Frauen im öffentlichen Sektor mehr, während Männer benachteiligt werden. Unsere Analyse legt nahe, dass diese Benachteiligung nicht mir kompensierenden Lohndifferentialen zusammenhängt. Vor dem Hintergrund des demographischen Wandels könnte der öffentliche Sektor daher Probleme haben, (qualifizierte) Männer zu rekrutieren, und sollte seine Entlohnungssysteme fair und leistungsorientiert gestalten." (Autorenreferat, IAB-Doku)
Beteiligte aus dem IAB
Prümer, Stephanie; -
Literaturhinweis
Export, Female Comparative Advantage and the Gender Wage Gap (2021)
Bonfiglioli, Alessandra; De Pace, Federica;Zitatform
Bonfiglioli, Alessandra & Federica De Pace (2021): Export, Female Comparative Advantage and the Gender Wage Gap. (CEPR discussion paper 15801), London, 52 S.
Abstract
"This paper studies the effect of firms' export activity on the gender wage gap among its workers. Using matched employer-employee data from Germany for the period between 1993 and 2007, we show that an increase in a firm's export widens the wage gap between male and female blue-collar workers, while it reduces it between male and female white collars. In particular, the former effect is stronger for workers in routine manual tasks, while the latter is driven by employees performing interactive tasks. This evidence is consistent with the hypothesis that serving foreign markets relies more on interpersonal skills, which reinforces female comparative advantage and reduces (widens) the gender wage gap in white-collar (blue-collar) occupations. Our results, identified out of the variation in wages within firm-worker pairs, are robust to controlling for a series of worker and firm characteristics, and a host of firm, sector, time and state fixed effects, and heterogeneous trends." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Understanding the gender pay gap between and within occupations in Germany: What role do individual job tasks play? (2021)
Zitatform
Bächmann, Ann-Christin, Corinna Kleinert & Kathrin Leuze (2021): Understanding the gender pay gap between and within occupations in Germany. What role do individual job tasks play? (SocArXiv papers), 34 S. DOI:10.31235/osf.io/5f4x9
Abstract
"We analyse whether gender differences in individual job tasks explain part of the gender pay gap between and within occupations. Theoretically, we combine the economic task-based approach with sociological considerations of gender essentialism and male primacy to discuss systematic variation in the demand for and remuneration of job tasks. Results of hybrid models and Blinder-Oaxaca decompositions reveal that women perform lower-paid job tasks more often than men do, which contributes to the gender pay gap between and within occupations. However, not all tasks performed by women pay less, pointing towards an interdependence between skill-biased technological change and gender-essentialist task selection." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Did the Minimum Wage Reduce the Gender Wage Gap in Germany? (2021)
Zitatform
Caliendo, Marco & Linda Wittbrodt (2021): Did the Minimum Wage Reduce the Gender Wage Gap in Germany? (CEPA discussion papers 40), Potsdam, 26 S. DOI:10.25932/publishup-53046
Abstract
"In many countries, women are over-represented among low-wage employees, which is why a wage floor could benefit them particularly. Following this notion, we analyse the impact of the German minimum wage introduction in 2015 on the gender wage gap. Germany poses an interesting case study in this context, since it has a rather high gender wage gap and set the minimum wage at a relatively high level, affecting more than four million employees. Based on individual data from the Structure of Earnings Survey, containing information for over one million employees working in 60,000 firms, we use a difference-in- difference framework that exploits regional differences in the bite of the minimum wage. We find a significant negative effect of the minimum wage on the regional gender wage gap. Between 2014 and 2018, the gap at the 10th percentile of the wage distribution was reduced by 4.6 percentage points (or 32%) in regions that were strongly affected by the minimum wage compared to less affected regions. For the gap at the 25th percentile, the effect still amounted to -18%, while for the mean it was smaller (-11%) and not particularly robust. We thus find that the minimum wage can indeed reduce gender wage disparities. While the effect is highest for the low-paid, it also reaches up into higher parts of the wage distribution." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Personality Traits as a Partial Explanation for Gender Wage Gaps and Glass Ceilings (2021)
Zitatform
Collischon, Matthias (2021): Personality Traits as a Partial Explanation for Gender Wage Gaps and Glass Ceilings. In: Research in Social Stratification and Mobility, Jg. 73, 2021-03-02. DOI:10.1016/j.rssm.2021.100596
Abstract
"This paper investigates whether personality traits can explain glass ceilings (increasing gender wage gaps across the wage distribution). Using longitudinal survey data from Germany, I combine unconditional quantile regressions with wage gap decompositions to identify the effect of personality traits on gender gaps and investigate potential channels of the effect. The results suggest that the impact of personality traits on wage gaps increases across the wage distribution. Personality traits explain up to 14% of the overall gender wage gap at the top of the wage distribution and around 7-9% at the mean. The effect is mostly driven by direct wage effects (potentially through productivity or bargaining behavior) of certain traits that differ between men and women, while access to jobs and discrimination of women based on personality traits play a minor role." (Author's abstract, © 2021 Elsevier) ((en))
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