Zitatform

Andre, Christophe, Orsetta Causa, Emilia Soldani, Douglas Sutherland & Filiz Unsal (2023): Promoting gender equality to strengthen economic growth and resilience. (OECD Economics Department working papers 1776), Paris, 23 S. DOI:10.1787/54090c29-en

Abstract

"Women's employment rates and wages are still lagging those of men across OECD countries, with average employment and wage gaps now around 15% and 12% respectively. Gaps narrowed at a relatively modest pace over the past decade, calling for further policy action. A lack of affordable high-quality childcare is often an obstacle to women's participation in the labor market and notably to working full time. A very unequal sharing of parental leave between parents and challenges upon return to work further hampers women's careers. Biases in the tax system may discourage women from working in some countries. Women face disadvantage in accessing management positions and entrepreneurship. A range of policies can help reduce gender gaps, including better childcare provision, incentivizing parents to better share parental leave, re-skilling and upskilling on return from parental leave, encouraging gender equality within firms, integration programs for foreign-born women, promoting women entrepreneurship and financial inclusion, and levelling taxation for second earners. Moreover, the multiple dimensions and root causes of gender inequality call for mainstreaming gender across policy domains." (Author's abstract, IAB-Doku) ((en))

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Bastianelli, Elena, Cristina Solera & Daniele Vignoli (2023): Men and women's employment status and union (in)stability: does contextual gender equality matter? (DISIA working paper / Universit`a degli Studi di Firenze 2023,09), [Firenze], 28 S.

Abstract

"Gender theories agree that the role played by women and men's employment status in the prediction of union dissolution depends on the level of gender equality in the society. Given its strong regional differences, Italy represents an excellent laboratory to study how variations in gender contexts influence the gendered relationship between employment status and union dissolution. We measured regional gender equality by means of an index comprising equality in three spheres: the labor market, the family, and the welfare context. By applying discrete-time event history models to nationally representative data, we estimated the probability of union dissolution for jobless and employed men and women across regions. Our results showed that, as contextual gender equality increases, differences by employment status diminish, and gender differences in the relationship between employment status and union dissolution virtually disappear - even in a country considered 'traditional' in terms of family and gender dynamics." (Author's abstract, IAB-Doku) ((en))

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Campaña, Juan Carlos, Jose Ignacio Gimenez-Nadal & Jorge Velilla (2023): Measuring Gender Gaps in Time Allocation in Europe. In: Social indicators research, Jg. 165, H. 2, S. 519-553. DOI:10.1007/s11205-022-03026-0

Abstract

"This paper explores the gender gap in time allocation in European countries, offering a comparison of the 2000s and the 2010s, along with an explanation of the documented gender gaps, based on social norms and institutional factors. The results show that the gender gap in both paid and unpaid work has decreased in most countries, but with a significant level of cross-country heterogeneity in the size of the gender gaps. More traditional social norms are related to greater gender inequalities in paid and unpaid work, while countries with better family-friendly policies and a greater representation of women in politics and in the labour market exhibit smaller gender inequalities. This paper provides a comprehensive analysis of gender gaps in Europe, and attempts to monitor the progress towards the elimination of gender inequalities. Despite that some degree of gender convergence in paid and unpaid work has taken place, there remain inequalities in the distribution of labour in European countries, and possible solutions may be related to social norms and family-friendly policies." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

Zitatform

Fuchs, Michaela, Anja Rossen, Antje Weyh & Gabriele Wydra-Somaggio (2023): Regionale Unterschiede im Gender Pay Gap in Deutschland 2021. (Institut für Arbeitsmarkt- und Berufsforschung. Aktuelle Daten und Indikatoren), Nürnberg, 17 S.

Abstract

"Dass Frauen in Deutschland weniger verdienen als Männer, gilt gemeinhin als bekannt. Die nationale Betrachtung verdeckt jedoch große Unterschiede zwischen den einzelnen Regionen. Im Folgenden zeigen wir diese regionalen Unterschiede mit dem so genannten Gender Pay Gap (GPG) auf. Datengrundlage bildet hierbei der nominale Lohn (brutto), den sozialversicherungspflichtig Vollzeitbeschäftigte zum Stichtag 30.06.2021 in einer bestimmten Region verdient haben." (Autorenreferat, IAB-Doku)

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Pauliks, Johanna Elisabeth, Reinhard Schunck & Yvonne Lott (2023): Auswirkungen des Zugangs zum Homeoffice auf die Erwerbsarbeitszeiten von Müttern und Vätern. In: Kölner Zeitschrift für Soziologie und Sozialpsychologie, Jg. 75, H. 3, S. 319-340. DOI:10.1007/s11577-023-00910-6

Abstract

"Dieser Beitrag geht der Frage nach, wie sich die tatsächliche Arbeitszeit von Müttern und Vätern verändert, wenn sie die Möglichkeit erhalten, im Homeoffice zu arbeiten. Ausgehend von der Principle-Agent-Theorie, der sozialen Austauschtheorie und der Work/Family-Border-Theorie wurde mit längsschnittlichen Daten des deutschen Beziehungs- und Familienpanels (pairfam) geprüft, ob eine Veränderung der tatsächlichen Arbeitszeit zu beobachten ist, wenn die Möglichkeit besteht, im Homeoffice zu arbeiten. Um mögliche Selektionseffekte auszuschließen, wurden sowohl konventionelle Fixed-Effects- als auch Fixed-Effects-Individual-Slope-Modelle zur Schätzung des Effekts vom Zugang zu Homeoffice auf die Arbeitszeit von Vätern und Müttern verwendet. Bei Vätern sind die geschätzten Zusammenhänge zwischen dem Zugang zum Homeoffice und der tatsächlichen Arbeitszeit klein und statistisch nicht signifikant. Bei Müttern zeigen sich positive, substanzielle und – in Abhängigkeit von der Modellspezifikation – statistisch signifikante Zusammenhänge." (Autorenreferat, IAB-Doku, © Springer-Verlag)

Zitatform

Pfahl, Svenja & Eugen Unrau (2023): Frauen in vielen Branchen mehrfach benachteiligt. In: Gute Arbeit, Jg. 35, H. 10, S. 8-12.

Abstract

"Anhand wichtiger Indikatoren des WSI Gender-Daten-Portals liefert der WSI-Branchenreport erstmals eine Übersicht über den Stand der Gleichstellung in unterschiedlichen Branchen auf dem deutschen Arbeitsmarkt. Damit liegen amtliche und branchenspezifische Daten zu den Entgelt- und Arbeitszeitbedingungen von Frauen und Männern vor – für Analysen und als Handlungsauftrag." (Autorenreferat, IAB-Doku)

Zitatform

Pfahl, Svenja, Eugen Unrau, Maike Wittmann & Yvonne Lott (2023): Stand der Gleichstellung von Frauen und Männern auf den Arbeitsmärkten in West- und Ostdeutschland. (WSI-Report 88), Düsseldorf, 51 S.

Abstract

"Wie ist der Stand der Gleichstellung von Frauen und Männern auf den Arbeitsmärkten in West- und Ostdeutschland? Auf Basis aktueller Daten und den im WSI GenderDatenPortal (www.wsi.de/genderdatenportal) vorliegenden Analysen und Zeitreihen untersucht der vorliegende Report anhand von 22 Indikatoren aus den Bereichen Bildung, Erwerbsarbeit, Einkommen, Zeit, Sorgearbeit und Mitbestimmung, wie groß der jeweilige Geschlechterabstand auf den Arbeitsmärkten in West- und Ostdeutschland aktuell ausfällt. Auf dieser Basis wird diskutiert, ob und in welchem Umfang sich die beiden Landesteile hinsichtlich der Geschlechtergleichstellung in den letzten drei Jahrzehnten angenähert haben. Der vorliegende Report aktualisiert damit die Befunde des vorausgegangenen Reports Nr. 60 zur Gleichstellung von Frauen und Männern auf den Arbeitsmärkten in West- und Ostdeutschland (Hobler et al. 2020) zusätzlich um die Betrachtung der Jahre 2021 bzw. 2022." (Autorenreferat, IAB-Doku)

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Coron, Clotilde & Géraldine Schmidt (2022): The "Gender Face" of Job Insecurity in France: An Individual- and Organizational-Level Analysis. In: Work, Employment and Society, Jg. 36, H. 6, S. 999-1017. DOI:10.1177/0950017021995673

Abstract

"Admittedly, women have a more precarious situation on the job market than men, which would suggest that they feel more insecure. However, literature on subjective job insecurity (JI) is contradictory about the effect of gender on JI. This could be explained by both individual characteristics and labour market gendered segregation – the companies in which women and men work do not have the same characteristics, particularly in terms of strategy and workforce management. Previous literature on JI rarely addresses this phenomenon. We propose to better understand the ‘gender face’ of subjective JI combining individual and organizational characteristics. We utilize data from the 2017 REPONSE survey and generalized linear models, notably multi-level models. Our findings reveal that, although women hold more precarious jobs, they work in more protective organizations. Consequently, while women report an average lower level of JI, this difference disappears when controlling for individual and organizational variables." (Author's abstract, IAB-Doku) ((en))

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Gihleb, Rania & Osnat Lifshitz (2022): Dynamic effects of educational assortative mating on labor supply. In: Review of Economic Dynamics, Jg. 46, S. 302-327. DOI:10.1016/j.red.2021.10.001

Abstract

"The gender education gap has undergone a transition in the post-war period, from favoring men to favoring women. As a result, in 30% of young American couples, the wife is more educated than the husband. These “married down” women display substantially higher employment rates, relative to women with husbands with the same or higher level of educational attainment. We argue that the interaction between work and marital decisions can explain the higher employment rates of women who marry down. Returns to experience are key in this mechanism, since they lock in early employment choices. We formulate a dynamic life cycle model of marriage and divorce, with endogenous labor supply decisions, and structurally estimate it using NLSY79. We show that returns to experience account for 45% of the employment gap between married down women and married up women. The estimates further suggest that the changes in educational sorting patterns across cohorts can explain 11% of the rise in married women's employment between the 1945 and 1965 cohorts. Finally, we simulate a shift from joint to individual taxation. The model predicts a larger increase in married down women's employment rate." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))

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Ilieva, Boryana & Katharina Wrohlich (2022): Gender Gaps in Employment, Working Hours and Wages in Germany: Trends and Developments Over the Last 35 Years. In: CESifo forum, Jg. 23, H. 2, S. 17-19.

Abstract

"In the following, we describe the development of male and female employment rates, part-time employment rates as well as wages over the last 35 years for West Germany. We show that there has been a strong convergence in employment rates of men and women over this period of time. Female employment rates have increased strongly, from about 50 to about 75 percent, while male employment rates have remained fairly stable at about 90 percent. The gender gap in hours worked, however, has remained constant at a very high level of 40 percentage points in the same period of time. The development of the gender gap in wages has also lagged behind the convergence in employment rates, declining only by a third. The large gender gap in parttime work in combination with the part-time penalty in hourly wages is contributing to the persisting gender gap in wages" (Text excerpt, IAB-Doku) ((en))

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Illing, Hannah, Michael Oberfichtner, Nico Pestel, Johannes Schmieder & Simon Trenkle (2022): Geschlechtsspezifische Arbeitsmarktwirkung der Covid-19-Pandemie: Ähnlicher Arbeitszeitausfall, aber bei Müttern höhere zusätzliche Belastung durch Kinderbetreuung. (IAB-Kurzbericht 03/2022), Nürnberg, 8 S. DOI:10.48720/IAB.KB.2203

Abstract

"Die Covid-19-Pandemie hat im Frühjahr 2020 eine Rezession ausgelöst, von der - anders als in früheren Rezessionen - Frauen ähnlich stark betroffen waren wie Männer. Die Kita- und Schulschließungen führten außerdem zu sehr starken zusätzlichen Belastungen für Eltern. Mütter haben dabei deutlich mehr zusätzliche Zeit für Kinderbetreuung übernommen als Väter." (Autorenreferat, IAB-Doku)

Zitatform

Lott, Yvonne, Dietmar Hobler, Svenja Pfahl & Eugen Unrau (2022): Stand der Gleichstellung von Frauen und Männern in Deutschland. (WSI-Report 72), Düsseldorf, 49 S.

Abstract

"Wie ist der Stand der Gleichstellung von Frauen und Männern auf dem Arbeitsmarkt in Deutschland? Und wie hat sich der Stand der Gleichstellung entwickelt? Anhand zentraler Indikatoren auf Basis des WSI GenderDatenPortals (www.wsi.de/ genderdatenportal) liefert der vorliegende Report eine knappe und zusammenfassende Übersicht über den aktuellen Stand der Geschlechtergleichstellung in Deutschland mit einem Fokus auf den Arbeitsmarkt. Die Analysen zeigen, dass sich positive Trends vor allem bei der Erwerbsbeteiligung und den Einkommen von Frauen fortgesetzt haben. Bei der Mitbestimmung und den Arbeitszeiten baut sich Geschlechterungleichheit zwar ab, aber nur sehr langsam und in sehr kleinen Schritten. Bei der Aufteilung der Kinderbetreuung und der vertikalen Segregation des Arbeitsmarktes stagniert die Geschlechterungleichheit jedoch auf hohem Niveau." (Autorenreferat, IAB-Doku)

Zitatform

Oberfichtner, Michael (2022): Erwerbsverläufe von Frauen und Männern. In: Ifo-Schnelldienst, Jg. 75, H. 10, S. 5-8.

Abstract

"Die Arbeitsmarktergebnisse von Frauen und Männern unterscheiden sich immer noch massiv. Die Erwerbsbeteiligung von Frauen ist niedriger als die von Männern, beschäftigte Frauen arbeiten im Durchschnitt weniger Stunden als Männer, der mittlere Stundenlohn lag 2018 bei Frauen 20% unter dem von Männern; und auch wenn man berücksichtigt, dass sich die Qualifikationen und Tätigkeiten zwischen Frauen und Männer unterscheiden, bleibt ein Lohnunterschied von 6% unerklärt (Statistisches Bundesamt 2022; 2022b; 2022c). Daher lohnt es sich, die Erwerbsverläufe von Frauen und Männern genauer in den Blick zu nehmen. Dieser Beitrag zeigt, dass die Geschlechterlohnunterschiede beim Eintritt in den Arbeitsmarkt in den letzten zwei Jahrzehnten deutlich abgenommen haben. Über das Erwerbsleben nehmen die Unterschiede jedoch auch bei jüngeren Kohorten stark zu, wobei Familiengründungen eine entscheidende Rolle spielen. Um die Ursachen dafür besser zu verstehen, nimmt die aktuelle Forschung zunehmend auch eine betriebliche Perspektive ein." (Autorenreferat, IAB-Doku)

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Rebollo-Sanz, Yolanda F. & Sara De La Rica (2022): Gender gaps in skills and labor market outcomes: evidence from the PIAAC. In: Review of Economics of the Household, Jg. 20, H. 2, S. 333-371. DOI:10.1007/s11150-020-09523-w

Abstract

"Our paper makes the first attempt to address the empirical relationRicship between cognitive skills and gender gaps in labor market performance. We do so in a cross-country setting. To that end we use the PIAAC dataset, which contains information on OECD and non-OECD economies. Firstly, we document the existence of gender gaps in cognitive skills for numeracy, which are found to be around 2.5–4.6% and increase with age. These gaps remain even when comparing men and women within the same level and field of study. Next, we document sizable gender gaps in labor market outcomes, such as Labor Force Participation and hourly wages—around 18%, increase with age and rise remarkably for parents. Math skills are positively and strongly associated with these two labor market outcomes and its contribution to explain gender gaps, although significant, is limited—between 10 15% at most—in particular for parents." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Bundesagentur für Arbeit. Statistik/Arbeitsmarktberichterstattung (2022): Die Arbeitsmarktsituation von Frauen und Männern 2021. (Berichte: Blickpunkt Arbeitsmarkt / Bundesagentur für Arbeit), Nürnberg, 29 S.

Abstract

"Die Erwerbsneigung und Erwerbsbeteiligung von Frauen und Männern sind in Deutschland in den letzten zehn Jahren deutlich gestiegen. Nur in wenigen Ländern Europas ist die Erwerbsbeteiligung insgesamt und insbesondere von Frauen so hoch wie in Deutschland. - Frauen und Männer sind unterschiedlich in den verschiedenen Formen der Erwerbstätigkeit vertreten: Rund zwei Drittel der Selbständigen sind Männer. Die sozialversicherungspflichtig Beschäftigten sind zu über der Hälfte männlich. Bei den Beamten sind Frauen und Männer je zur Hälfte vertreten und Minijobs sind nach wie vor eine Frauendomäne. - Die Zahl der sozialversicherungspflichtig beschäftigten Frauen ist auf lange Sicht gewachsen. Im Frühjahr 2020 haben die Corona-Auswirkungen die Entwicklung am Arbeitsmarkt allerdings erheblich beeinträchtigt und den zehnjährigen Beschäftigungsaufbau zunächst gestoppt. Seit dem späten Frühjahr 2021 überschreitet die Beschäftigung das Vorkrisenniveau wieder – bei beiden Geschlechtern. - Frauen sind überproportional im tertiären Sektor, Männer häufiger im Verarbeitenden Gewerbe, dem Bereich Verkehr und Logistik sowie im Baugewerbe beschäftigt. Da die Corona-Krise – anders als frühere Krisen – auch weite Teile des Dienstleistungssektors beeinträchtigt hat, waren Frauen von den Folgen wie Beschäftigungseinbußen und Kurzarbeit ebenfalls stark betroffen. - Teilzeitbeschäftigung kommt bei Frauen weiterhin deutlich häufiger vor als bei Männern. - Männer verdienen im Mittel nach wie vor mehr als Frauen. Die Gründe dafür sind vielfältig. Sie reichen von der Berufswahl über Familienpflichten bis hin zu den Rahmenbedingungen für eine Aufwärtsmobilität. Dabei wird der Unterschied in kleinen Schritten geringer. - In Führungspositionen sind Frauen auch bei gleicher Qualifikation unterrepräsentiert. - Die Arbeitslosenquote der Frauen lag 2021 das dreizehnte Jahr in Folge – wenn auch teils sehr knapp – unter der Quote der Männer. - Männer haben ein höheres Risiko ihre Beschäftigung zu verlieren und arbeitslos zu werden, aber auch bessere Chancen Arbeitslosigkeit durch Aufnahme einer Beschäftigung wieder zu überwinden. Das liegt auch daran, dass Männer öfter in konjunktur- bzw. saisonabhängigen Berufen arbeiten. - Der Anteil Langzeitarbeitsloser liegt bei Frauen auf dem gleichen Niveau wie bei Männern. - Frauen stehen erheblich häufiger als Männer vor der Herausforderung, neben der Arbeitsuche allein für die Erziehung eines oder mehrerer Kinder verantwortlich zu sein. - Frauen sind in etwa entsprechend ihrem Anteil an den Arbeitslosen und ihrer relativen Betroffenheit von Arbeitslosigkeit an der Förderung durch arbeitsmarktpolitische Maßnahmen beteiligt." (Autorenreferat, IAB-Doku)

Zitatform

Baranowska-Rataj, Anna & Mattias Strandh (2021): When things go wrong with you, it hurts me too: The effects of partner's employment status on health in comparative perspective. In: Journal of European Social Policy, Jg. 31, H. 2, S. 143-160. DOI:10.1177/0958928720963330

Abstract

"The effects of changes in employment status on health within couples have attracted increasing attention. This paper contributes to this emerging research by investigating whether the impact of a partner’s employment status on individual self-rated health varies systematically across countries with varying decommodification levels. We use longitudinal data from the European Union Statistics on Income and Living Conditions (EU-SILC) and hybrid models. We find that a change in an individual’s employment status may affect the health not just of the person who experiences this transition, but that of his or her partner. The likelihood that such a spillover will occur varies across countries with different decommodification levels. The negative effects of a partner’s employment status on self-rated health are observed when the generosity of welfare state support is limited. The moderating effects of financial support from the state are not very strong, though. They are not robust across all our models and do not extend to all the dimensions of the generosity of welfare state support." (Author's abstract, IAB-Doku) ((en))

Zitatform

Blau, Francine D., Lawrence M. Kahn, Nikolai Boboshko & Matthew Comey (2021): The Impact of Selection into the Labor Force on the Gender Wage Gap. (DIW-Diskussionspapiere 1946), Berlin, 73 S.

Abstract

"We study the impact of selection bias on estimates of the gender pay gap, focusing on whether the gender pay gap has fallen since 1981. Previous research has found divergent results across techniques, identification strategies, data sets, and time periods. Using Michigan Panel Study of Income Dynamics data and a number of different identification strategies, we find robust evidence that, after controlling for selection, there were large declines in the raw and the unexplained gender wage gaps over the 1981-2015 period. Under our preferred method of accounting for selection, we find that the raw median wage gap declined by 0.378 log points, while the median unexplained gap declined by a more modest but still substantial 0.204 log points. These declines are larger than estimates that do not account for selection. Our results suggest that women's relative wage offers have increased over this period, even after controlling for their measured covariates, including education and actual labor market experience. However, we note that substantial gender wage gaps remain. In 2015, at the median, the selectivity-corrected gaps were 0.242 log points (raw gap) and 0.206 log points (unexplained gap)." (Author's abstract, IAB-Doku) ((en))

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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Chica-Olmoa, Jorge & Marina Checa-Olivas (2021): Spatial impact of factors influencing the achievement of the Europa2020 employment targets. In: Papers in Regional Science, Jg. 100, H. 3, S. 633-649. DOI:10.1111/pirs.12592

Abstract

"In this paper, autologistic models are used to examine the impact of certain factors on the likelihood of European regions’ ability to meet the employment target for both men and women for the year 2017 in 270 EU regions at NUTS 2 level. The results show the role of both regional and gender differences in forming spatial clusters, as well as the presence of spatial interaction in achievement of the target. Moreover, meeting the European strategy's education target and increasing a region’s GDP levels also have a positive impact on achieving the targets. These findings may be of interest for the implementation of socio‐economic policies at a regional level, aimed at raising the employment rate for men and women in European regions." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

Zitatform

Fuchs, Michaela, Anne Otto & Birgit Fritzsche (2021): Systemrelevante Berufe und das Potenzial für Homeoffice: Eine geschlechtsspezifische Bestandsaufnahme für Sachsen-Anhalt. (IAB-Regional. Berichte und Analysen aus dem Regionalen Forschungsnetz. IAB Sachsen-Anhalt-Thüringen 02/2021), Nürnberg, 53 S.

Abstract

"Frauen sind von der Corona-Krise weitaus stärker betroffen, als dies in früheren Krisen der Fall war. Unter anderem sind sie stärker in den systemrelevanten Berufen vertreten, also denjenigen Berufen, die als unverzichtbar für das Funktionieren der Gesellschaft und die Aufrechterhaltung der kritischen Infrastruktur gelten. Gleichzeitig aber haben sie in einem größeren Maße als Männer die Möglichkeit, zumindest zeitweise von zu Hause zu arbeiten und damit den Vorgaben des Arbeitsschutzes und der sozialen Distanzierung nachzukommen. Vor diesem Hintergrund unterzieht die vorliegende Analyse die Arbeitsmarktsituation von Frauen und Männern in den systemrelevanten Berufen sowie deren Homeoffice-Potenziale in Sachsen-Anhalt einer umfassenden Bestandsaufnahme. In Sachsen-Anhalt arbeitet rund ein Drittel aller sozialversicherungspflichtig Beschäftigten – vorrangig Frauen - in den systemrelevanten Berufen. Die Studie zeichnet ein sehr differenziertes Bild dieser Berufe, in denen Frauen vielfach eine ungünstigere Arbeitsmarktsituation als Männer aufweisen. In einigen Berufen jedoch ist die Situation der Frauen ähnlich oder sogar besser als die der Männer. Frauen arbeiten in den systemrelevanten frauendominierten Berufen vorwiegend in Teilzeit, während Männer hauptsächlich eine Vollzeittätigkeit ausüben. Männer weisen zudem in vielen systemrelevanten Berufen eine stärkere Spezialisierung auf anspruchsvolle und komplexe Tätigkeitsniveaus auf. Dieser Befund steht in Zusammenhang damit, dass Männer in vielen systemrelevanten Berufen höher entlohnt werden als Frauen. Im Gegenzug sind Frauen in den meisten dieser Berufe seltener von Arbeitslosigkeit betroffen. In Sachsen-Anhalt kann theoretisch etwas mehr als die Hälfte der Beschäftigten zumindest zeitweise im Homeoffice arbeiten. Hierbei haben Frauen ein wesentlich höheres Homeoffice-Potenzial als Männer. Diese Diskrepanz beruht hauptsächlich auf der geschlechtsspezifischen Berufssegregation und hiermit verbundenen unterschiedlichen Tätigkeitsstrukturen. In den systemrelevanten Berufen gibt es nur ein geringes Homeoffice-Potenzial, da vielfach die physische Präsenz am Arbeitsplatz erforderlich ist. Demgegenüber bieten Arbeitsplätze mit komplexeren Arbeitsinhalten wie bei Spezialisten und Experten einen besseren Zugang zu Homeoffice. Um die stärkere Betroffenheit von Frauen in kommenden Krisen, aber auch generell auf lange Sicht zu verringern, sollten die Rahmenbedingungen künftig verbessert werden. Ansatzpunkte hierfür bieten u. a. eine bessere finanzielle Entschädigung für Lohnausfälle der Eltern bei Kita- und Schulschließungen, bessere Voraussetzungen für die ausgewogenere Aufteilung von Erwerbs- und Sorgearbeit zwischen Partnern, ein weiterer Ausbau der Betreuungsinfrastruktur sowie eine höhere Entlohnung und Wertschätzung in systemrelevanten Berufen." (Autorenreferat, IAB-Doku)

Zitatform

Fuchs, Michaela, Anne Otto & Birgit Fritzsche (2021): Systemrelevante Berufe und das Potenzial für Homeoffice: Eine geschlechtsspezifische Bestandsaufnahme für Thüringen. (IAB-Regional. Berichte und Analysen aus dem Regionalen Forschungsnetz. IAB Sachsen-Anhalt-Thüringen 01/2021), Nürnberg, 54 S.

Abstract

"Frauen sind von der Corona-Krise weitaus stärker betroffen, als dies in früheren Krisen der Fall war. Unter anderem sind sie stärker in den systemrelevanten Berufen vertreten, also denjenigen Berufen, die als unverzichtbar für das Funktionieren der Gesellschaft und die Aufrechterhaltung der kritischen Infrastruktur gelten. Gleichzeitig aber haben sie in einem größeren Maße als Männer die Möglichkeit, zumindest zeitweise von zu Hause zu arbeiten und damit den Vorgaben des Arbeitsschutzes und der sozialen Distanzierung nachzukommen. Vor diesem Hintergrund unterzieht die vorliegende Analyse die Arbeitsmarktsituation von Frauen und Männern in den systemrelevanten Berufen sowie deren Homeoffice-Potenziale in Thüringen einer umfassenden Bestandsaufnahme. In Thüringen arbeitet rund ein Drittel aller sozialversicherungspflichtig Beschäftigten – vorrangig Frauen - in den systemrelevanten Berufen. Die Studie zeichnet ein sehr differenziertes Bild dieser Berufe, in denen Frauen vielfach eine ungünstigere Arbeitsmarktsituation als Männer aufweisen. In einigen Berufen jedoch ist die Situation der Frauen ähnlich oder sogar besser als die der Männer. Frauen arbeiten in frauendominierten Berufen vorwiegend in Teilzeit, während Männer hauptsächlich eine Vollzeittätigkeit ausüben. Männer weisen zudem in vielen systemrelevanten Berufen eine stärkere Spezialisierung auf anspruchsvolle und komplexe Tätigkeitsniveaus auf. Dieser Befund steht in Zusammenhang damit, dass Männer in vielen systemrelevanten Berufen höher entlohnt werden als Frauen. Im Gegenzug sind Frauen in den meisten systemrelevanten Berufen seltener von Arbeitslosigkeit betroffen. In Thüringen kann theoretisch etwas mehr als die Hälfte der Beschäftigten zumindest zeitweise im Homeoffice arbeiten. Hierbei haben Frauen ein wesentlich höheres Homeoffice-Potenzial als Männer. Diese Diskrepanz beruht hauptsächlich auf der geschlechtsspezifischen Berufssegregation und hiermit verbundenen unterschiedlichen Tätigkeitsstrukturen. In den systemrelevanten Berufen gibt es nur ein geringes Homeoffice-Potenzial, da vielfach die physische Präsenz am Arbeitsplatz erforderlich ist. Demgegenüber bieten Arbeitsplätze mit komplexeren Arbeitsinhalten wie bei Spezialisten- und Experten einen besseren Zugang zu Homeoffice. Um die stärkere Betroffenheit von Frauen in kommenden Krisen, aber auch generell auf lange Sicht zu verringern, sollten die Rahmenbedingungen künftig verbessert werden. Ansatzpunkte hierfür bieten u. a. eine bessere finanzielle Entschädigung für Lohnausfälle der Eltern bei Kita- und Schulschließungen, bessere Voraussetzungen für die ausgewogenere Aufteilung von Erwerbs- und Sorgearbeit zwischen Partnern, ein weiterer Ausbau der Betreuungsinfrastruktur sowie eine höhere Entlohnung und Wertschätzung in systemrelevanten Berufen." (Autorenreferat, IAB-Doku)

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Klee, Günther & Rolf Kleimann (2021): Betriebliche Beschäftigungsentwicklung und betriebliches Einstellungsverhalten in Baden-Württemberg. Eine geschlechterspezifische Analyse auf der Basis des IAB-Betriebspanels. (IAW-Kurzberichte 2021,05), Tübingen, 48 S.

Abstract

"Immer mehr Frauen in Baden-Württemberg verfügen heute über qualifizierte Bildungs- und Berufsabschlüsse, und haben auch in puncto Erwerbsbeteiligung in den vergangenen Jahren deutlich aufgeholt. Dennoch bestehen weiterhin erhebliche Unterschiede zwischen den Erwerbsmustern von Frauen und Männern. Aufgrund des sich zunehmend abzeichnenden Fachkräftemangels ist es jedoch für den Wirtschaftsstandort Baden-Württemberg essentiell, diesen Tendenzen auch auf betrieblicher Ebene möglichst proaktiv entgegen zu steuern. Ein wichtiger Ansatzpunkt dabei ist, das vorhandene Arbeitskräftepotenzial von Frauen stärker zu nutzen. Darüber hinaus gilt es, der Vielzahl qualifizierter und hochqualifizierter Frauen bessere Chancen zu eröffnen, qualifizierte Positionen und insbesondere auch Führungspositionen auszuüben. Trotz manch positiver Entwicklung in den vergangenen Jahren ist dieses Potenzial noch bei Weitem nicht ausgeschöpft. Vor diesem Hintergrund wird nachfolgend der Frage nachgegangen, ob und inwieweit in den letzten Jahren eine substanzielle Angleichung der Erwerbsmuster von Frauen und Männern stattgefunden hat. Inwiefern hat sich nicht nur der Anteil weiblicher Berufstätiger dem der Männer angenähert, sondern auch Art, Umfang und Qualifikationsniveau der ausgeübten Tätigkeiten? Besitzen Frauen aktuell in ähnlichem Ausmaß wie Männer sozialversicherungspflichtige und unbefristete Vollzeitstellen? Gibt es inzwischen deutlich mehr Frauen in Führungspositionen? Oder ist der gestiegene Anteil berufstätiger Frauen weiterhin hauptsächlich auf eine starke Zunahme in besonderen Branchen und vorwiegend niedrig qualifizierten Berufen sowie in spezifischen („atypischen“) Formen der Erwerbstätigkeit wie Teilzeitarbeit sowie befristeter oder geringfügiger Beschäftigung zurückzuführen? Bei der Analyse der Beschäftigungsentwicklung und der ‐struktur wird nach Qualifikationsniveau, Geschlecht, Branchen und Betriebsgrößenklassen differenziert. Darüber hinaus werden – sofern verfügbar – die entsprechenden Referenzangaben für Deutschland bzw. Westdeutschland berücksichtigt." (Textauszug, IAB-Doku)

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Biewen, Martin, Bernd Fitzenberger & Matthias Seckler (2020): Counterfactual quantile decompositions with selection correction taking into account Huber/Melly (2015). An application to the German gender wage gap. In: Labour Economics, Jg. 67, 2020-09-22. DOI:10.1016/j.labeco.2020.101927

Abstract

"Albrecht et al. (2009) use the approach of Buchinsky (1998; 2001) to estimate selection corrected quantile regressions for the estimation of counterfactual wage distributions. (Huber and Melly (2015)) point to the fact that the Buchinsky approach requires a conditional independence assumption that may be violated in applications and suggest a test for this. This paper proposes to transform the original quantile regression model in order to ensure the conditional independence assumption to hold when it is rejected for the original model. Our empirical results on the gender wage gap for Germany suggest that unobserved selection may be underestimated if no transformation is applied." (Author's abstract, © Elsevier) ((en))

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Czaplicki, Christin (2020): Die Kombination von Pflege- und Erwerbstätigkeit im Lebensverlauf. Strukturen, Muster und Pfadabhängigkeiten. (Research), Wiesbaden: Springer VS, 446 S. DOI:10.1007/978-3-658-30089-0

Abstract

"Christin Czaplicki untersucht die Kombination von Pflege- und Erwerbsarbeit aus einer lebensverlaufstheoretischen Perspektive. Die Autorin verknüpft die soziologische Pflegeforschung mit der Lebensverlaufsforschung, wodurch eine Theoretisierung der Bedeutung von zeitlichen Aspekten einerseits und individuellen Entscheidungsprozessen andererseits erfolgt. Unter Rückgriff auf Verfahren der Sequenz- und Clusteranalyse werden typische Strukturen und Muster in den Pflege- und Erwerbssequenzen von pflegenden Männern und Frauen herausgearbeitet und miteinander verglichen. Im Ergebnis wird durch diese methodische Vorgehensweise nachgewiesen, dass die Kombination von Pflege- und Erwerbsarbeit maßgeblich von biografischen Selektionseffekten und Pfadabhängigkeiten beeinflusst wird." (Verlagsangaben, IAB-Doku)

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Gicheva, Dora (2020): Occupational social value and returns to long hours. In: Economica, Jg. 87, H. 347, S. 682-712. DOI:10.1111/ecca.12322

Abstract

"This paper examines the phenomenon of uncompensated long hours in jobs with pro-social characteristics and presents evidence that long-hour wage premiums and occupational social value are substitutes in compensating salaried workers who supply hours exceeding the standard working week. I show that the social value of an occupation - in particular the degree to which jobs involve helping or providing service to others - is inversely related to long-hour pay. Allowing for heterogeneity in the degree to which workers value their job's helping orientation lets me explore how gender differences in employees' attitudes toward pro-social behaviour can explain some of the observed occupational sorting trends and gender differences in long-hour compensation. Women tend to be more strongly drawn to 'helping' occupations and at the same time receive lower long-hour premiums in these jobs relative to men. I offer a theoretical framework to rationalize the empirical trends." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Hobler, Dietmar, Svenja Pfahl & Aline Zucco (2020): 30 Jahre Deutsche Einheit. Gleichstellung von Frauen und Männern auf den Arbeitsmärkten in West- und Ostdeutschland? (WSI-Report 60), Düsseldorf, 49 S.

Abstract

"Wie ist der Stand der Gleichstellung von Frauen und Männern auf den Arbeitsmärkten in West- und Ostdeutschland 30 Jahre nach der Wiedervereinigung? Zwar liegt mittlerweile eine nennenswerte Anzahl von Studien vor, die die Geschlechterungleichheit auf dem Arbeitsmarkt für Deutschland in vielen Aspekten beleuchten (z. B. Klenner u. a. 2010, Achatz u. a. 2010, Hausmann/Kleinert 2014, Busch 2013, Kirsch/Wrohlich 2020, Fuchs u. a. 2019). Dennoch fehlt eine differenzierte Betrachtung über die Entwicklung der Geschlechterungleichheiten in Ost- und Westdeutschland. Auf Basis der im WSI GenderDatenPortal (www.wsi.de/genderdatenportal) vorliegenden Analysen und Zeitreihen untersucht dieser Report anhand von 27 Indikatoren aus den Bereichen Bildung, Erwerbsarbeit, Einkommen, Zeit, Kinderbetreuung und Partizipation, ob und in welchem Umfang sich die beiden Landesteile in den letzten drei Jahrzehnten angenähert haben." (Autorenreferat, IAB-Doku)

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Meißmer, Christian (2020): Gleichstellungsindex 2019. Gleichstellung von Frauen und Männern in den obersten Bundesbehörden. (Gleichstellungsindex 5), Wiesbaden, 17 S.

Abstract

"In dem vorliegenden Bericht richtet sich die Darstellung zunächst auf die Ergebnisse der obersten Bundesbehörden zum Stichtag 30. Juni 2019 und Vergleiche zwischen ihnen. Darüber hinaus erfolgt eine vergleichende Darstellung der Erhebungsergebnisse zu denen des vorherigen Berichtszeitraums. Ergebnisse der obersten Bundesbehörden im Einzelnen lassen sich den im Anhang befindlichen Tabellen 1 bis 4 entnehmen." (Textauszug, IAB-Doku)

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Petrongolo, Barbara & Maddalena Ronchi (2020): Gender Gaps and the Structure of Local Labor Markets. (IZA discussion paper 13143), Bonn, 39 S. DOI:10.1016/j.labeco.2020.101819

Abstract

"In this paper we discuss some strands of the recent literature on the evolution of gender gaps and their driving forces. We will revisit key stylized facts about gender gaps in employment and wages in a few high-income countries. We then discuss and build on one gender-neutral force behind the rise in female employment, namely the rise of the service economy, which is also closely related to the polarization of female employment and to the geographic distribution of jobs, which is expected to be especially relevant for female employment prospects. We finally turn to currently debated causes of remaining gender gaps and discuss existing evidence on labor market consequences of women's heavier caring responsibilities in the household. In particular, we highlight how women's stronger distaste for commuting time may feed into gender pay gaps by making women more willing to trade o steeper wage gains for shorter commutes." (Author's abstract, IAB-Doku) ((en))

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Stichnoth, Holger (2020): Short-run fertility effects of parental leave benefits. Evidence from a structural model. In: Empirical economics, Jg. 59, H. 1, S. 143-168. DOI:10.1007/s00181-019-01673-w

Abstract

"Based on a structural model of fertility and female labour force supply with unobserved heterogeneity and state dependence, we evaluate the 2007 reform of parental leave benefits in Germany, which replaced a flat, means-tested benefit by a generous earnings-related transfer. The model predicts a short-term fertility effect of about 4%, which is consistent with recent quasi-experimental evidence. The fertility effect is strongest for first births and increases with income. We use the model for a number of counterfactual policy experiments in which we vary the generosity of parental leave benefits." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Wanger, Susanne (2020): Entwicklung von Erwerbstätigkeit, Arbeitszeit und Arbeitsvolumen nach Geschlecht. Ergebnisse der IAB-Arbeitszeitrechnung nach Alter und Geschlecht (AZR AG) für die Jahre 1991 - 2019. (IAB-Forschungsbericht 16/2020), Nürnberg, 112 S.

Abstract

"Dieser Forschungsbericht stellt Grundlagen, methodische Weiterentwicklungen sowie ausgewählte Ergebnisse der IAB-Arbeitszeitrechnung nach Alter und Geschlecht (AZR AG) für den Zeitraum 1991 bis 2019 vor. Seit nunmehr fast 20 Jahren berichtet das IAB regelmäßig über die Entwicklung der Erwerbstätigkeit sowie der geleisteten Stunden von Frauen und Männern in Deutschland auf Basis der AZR AG. Diese Datenbasis gibt anhand der Indikatoren “Frauenanteile an der Beschäftigung und am Arbeitsvolumen“ sowie der daraus resultierenden „Arbeitszeitlücke“ Aufschluss über die Verteilung der Ressource Arbeit zwischen den Geschlechtern. Darüber hinaus trägt die AZR AG dazu bei, Fragen zur unterschiedlichen Entwicklung der Erwerbsbeteiligung sowie der Arbeitszeitstrukturen von Frauen und Männern - auch altersspezifisch - zu beantworten. Die Erwerbstätigkeit von Frauen hat kontinuierlich zugenommen und sich auf den ersten Blick jener der Männer angenähert. So lagen die Anteile der Frauen an der Erwerbstätigkeit im Jahr 2019 bei 47,5 Prozent. Allerdings zeigen Personenzahlen alleine nur ein unvollkommenes Bild der Teilhabe von Frauen und Männern an der Erwerbsarbeit, da sie keine Informationen über die unterschiedlichen Arbeitszeiten von Frauen und Männern geben. Denn betrachtet man die Arbeitsstunden als Bezugsgröße, werden deutliche Unterschiede sichtbar. Der hohe Anteil von Frauen, die Teilzeit arbeiten - im Jahr 2019 waren 58,2 Prozent der beschäftigten Frauen in Teilzeit tätig -, führt zu einer ausgeprägten Arbeitszeitlücke zwischen Frauen und Männern. Erst der Blick auf das geleistete Arbeitsvolumen - also dem Produkt aus Erwerbstätigenzahl und Arbeitszeit - ergibt ein differenzierteres Bild. So trugen Frauen aufgrund ihrer geringen Arbeitszeit nur unterproportional zum gesamtwirtschaftlichen Arbeitsvolumen bei: Der Frauenanteil am Arbeitsvolumen erreichte 2019 einen Wert von 40,3 Prozent. Die Arbeitszeitlücke - also die Differenz zwischen dem Anteil der Frauen an der Gesamtbeschäftigung und am Arbeitsvolumen - lag 2019 damit bei 7,3 Prozentpunkten. Diese bestehende Arbeitszeitlücke zwischen Frauen und Männern ist eine der entscheidenden Ursachen für weitere Geschlechterunterschiede am Arbeitsmarkt, so ist der Erwerbsumfang mitentscheidend für das Einkommen, die Absicherung im Alter und auch häufig Voraussetzung für den beruflichen Aufstieg." (Autorenreferat, IAB-Doku)

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European Institute for Gender Equality (2020): Gender equality index 2020. Digitalisation and the future of work. (Gender equality index …), Vilnius, 178 S. DOI:10.2839/79077

Abstract

"The coronavirus disease (COVID-19) pandemic was a wake-up call for gender equality in Europe. It reminded us about everyday gender inequalities in our society that often go unnoticed – from the shortage of men working in the care sector to the reality of violence facing women in abusive relationships. While it will still take time to fully understand the consequences of COVID-19 for gender equality, it’s clear that it poses a serious threat to the fragile achievements made over the past decade. This year, the Index report focuses on the effects of digitalisation on the world of work and the consequences for gender equality. This topic is extremely relevant in the light of the COVID-19 pandemic, and the ways in which the working lives of women and men have been affected by it. New types of jobs and innovative ways of working through online platforms were analysed to gain an understanding of who is doing these jobs and whether they help or hinder gender equality. With a detailed analysis for the EU and each Member State, the Index shows country-level achievements and areas for improvement. More than ever, policymakers need the data that the Index provides. We hope that our findings will help Europe’s leaders to design future solutions that are inclusive and promote gender equality in our post-COVID-19 society." (Author's abstract, IAB-Doku) ((en))

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Bundesministerium für Familie, Senioren, Frauen und Jugend (2020): 4. Atlas zur Gleichstellung von Frauen und Männern in Deutschland. (Atlas zur Gleichstellung von Frauen und Männern in Deutschland 04), Berlin, 98 S.

Abstract

"Der nun vorliegende 4. Atlas ist eine aktualisierte Version des erstmals 2009 herausgegebenen Atlas. Ziel des Atlas ist es, die Entwicklung im Zeitverlauf zu verfolgen.1 Mit jeder Aktualisierung waren auch eine Weiterentwicklung des Atlas verbunden sowie die Aufnahme neuer Indikatoren. Im 4. Atlas hat sich dadurch die Struktur des Atlas noch einmal verändert. Indikatoren mit Bezug zum Spannungsfeld „Erwerbsarbeit und Sorgearbeit“ sind jetzt zu einem eigenständigen Kapitel zusammengefasst." (Textauszug, IAB-Doku)

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Balcar, Jirí & Veronika Hedija (2019): Influence of female managers on gender wage gap and returns to cognitive and non-cognitive skills. In: Gender, work & organization, Jg. 26, H. 5, S. 722-737. DOI:10.1111/gwao.12261

Abstract

"There is a modest but growing empirical body of evidence on the influence of managers' gender on the wages of their male and female subordinates. Most of these studies, however, suffer from a very raw approximation of the managers' gender by the share of women in charge, and often lack many important gender-specific personal characteristics, such as non-cognitive skills and life - work preferences, which can lead to biased results. This article copes with the mentioned deficiencies by employing a very rich and representative dataset of 1948 employees from the Czech Republic. It reveals surprising results as it shows that the gender of the manager has an effect on the level of wages, but not on the gender wage gap. It also shows that the gender of the manager and his/her subordinate has only a weak impact on the remuneration of an employee┐s non-cognitive skills and life - work preferences." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Bosquet, Clément, Pierre-Philippe Combes & Cecilia García-Peñalosa (2019): Gender and promotions: Evidence from academic economists in France. In: The Scandinavian journal of economics, Jg. 121, H. 3, S. 1020-1053. DOI:10.1111/sjoe.12300

Abstract

"The promotion system for French academic economists provides an interesting environment to examine the promotion gap between men and women. Promotions occur through national competitions for which we have information both on candidates and on those eligible to be candidates. We can then examine the two stages of the process: application and success. Women are less likely to seek promotion, and this accounts for up to 76% of the promotion gap. Being a woman also reduces the probability of promotion conditional on applying, although the gender difference is not statistically significant. Our results highlight the importance of the decision to apply." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Brimblecombe, Simon & Shea McClanahan (2019): Improving gender outcomes in social security retirement systems. In: Social policy and administration, Jg. 53, H. 3, S. 327-342. DOI:10.1111/spol.12476

Abstract

"Assessing whether retirement systems meet their varying objectives requires analysing outcomes across different categories of beneficiaries with different working, financial, demographic, and family situations. Policymakers should therefore assess systems on the distribution of outcomes rather than average outcomes.
Much has been written about the gender inequalities inherent in labour markets and how these are reflected and reproduced in pension systems, and there is growing evidence that recent reforms have exacerbated these trends. Recent research has turned to the policy measures available to policymakers to forestall or reverse these trends, but this literature tends to overlook important administrative measures that have the potential to reduce inequalities in access that could improve pension outcomes for women within the current policy framework. This paper examines the main issues surrounding gender inequality in retirement outcomes; explores the implications of recent reform trends in light of the differential outcomes for women, including policy options to mitigate the negative impacts; and concludes with a review of key administrative measures, including streamlining affiliation procedures, improving information, and simplifying payment of contributions and receipt of benefits and better compliance of employers." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

Zitatform

Chiappori, Pierre André, José Alberto Molina, José Ignacio Giménez-Nadal & Jorge Velilla (2019): Intertemporal labor supply and intra-household commitment. (IZA discussion paper 12353), Bonn, 28 S.

Abstract

"This paper adopts an intertemporal labor supply perspective to propose a test that allows us to distinguish between intra-household non-commitment, limited commitment, and full commitment. It investigates whether, after controling for current and future (expected) wages, past wage shocks have a lasting and significant impact on present labor supply and public consumption. Using a semi-log parametrization of labor supply and data from the Panel Study of Income Dynamics for the US, the paper shows positive evidence in favor of the limited commitment model. Specifically, unexpected past wage shocks affect labor supply in exactly the way predicted by theory, as spouses' past wage deviations have a negative impact on their labor supply and a positive impact on their spouses'. In addition, wives' past wage shocks also impact negatively household public expenditure on housing." (Author's abstract, IAB-Doku) ((en))

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Collischon, Matthias (2019): Is there a glass ceiling over Germany? In: German economic review, Jg. 20, H. 4, S. e329-e359., 2018-03-20. DOI:10.1111/geer.12168

Abstract

"This paper analyzes the gender wage gap across the wage distribution using 2010 data from the German Statistical Agency. I investigate East and West Germany and the public sector separately to account for potential heterogeneities in wage gaps. I apply unconditional and conditional quantile regression methods to investigate the differences between highly paid men and women in distributions conditional and unconditional on covariates. The results indicate increasing gender wage gaps in all estimations, suggesting that there is indeed a glass ceiling over Germany even after controlling for a large set of observable characteristics (including occupation and industry). This finding is even more pronounced when also taking bonus payments into account." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Crotti, Robert, Thierry Geiger, Vesselina Ratcheva & Saadia Zahidi (2019): The global gender gap report 2020. Insight report. (The global gender gap report), Cologny/Geneva, 370 S.

Abstract

"Gender parity is fundamental to whether and how economies and societies thrive. Ensuring the full development and appropriate deployment of half of the world’s total talent pool has a vast bearing on the growth, competitiveness and future-readiness of economies and businesses worldwide. The Global Gender Gap Report benchmarks 153 countries on their progress towards gender parity. In addition, this year’s edition studies gender gaps prospects in the professions of the future." (Author's abstract, IAB-Doku) ((en))

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Elsby, Michael, Bart Hobijn, Fatih Karahan, Gizem Koşar & Ayşegül Şahin (2019): Flow origins of labor force participation fluctuations. In: AEA papers and proceedings, Jg. 109, S. 461-464. DOI:10.1257/pandp.20191054

Abstract

"We investigate the origins of cyclical and trend movements in the labor force participation rate (LFPR) using a three-state flow decomposition. The procyclicality of LFPR can be traced to cyclical flows between employment and unemployment. By contrast, labor force entry and exit explain virtually all of the trend movements. Among men, rising labor force exit rates account for two-thirds of the trend decline in male LFPR since the 1990s. For women, trend increases in female LFPR during the 1990s were dominated by declining exit rates, while the trend decline since the Great Recession can be traced to declining entry rates." (Author's abstract, IAB-Doku) ((en))

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Feng, Jun, Paul Gerrans, Carly Moulang, Noel Whiteside & Maria Strydom (2019): Why women have lower retirement savings. The Australian case. In: Feminist economics, Jg. 25, H. 1, S. 145-173. DOI:10.1080/13545701.2018.1533250

Abstract

"This study provides empirical evidence of the gender gap in retirement savings trajectories using a large longitudinal Australian database. The persistent trend of retirement income policy over recent decades has been to place responsibility for retirement savings accumulation with the individual employee. These plans are fundamentally linked to employment conditions and individual choices, which shape retirement savings trajectories and outcomes. Australia has a mature compulsory system and thus provides insight for countries embarking on similar paths. This study shows that the gender gap in retirement savings is observable from early on in an individual's paid working life and persists over time, providing evidence that women are disadvantaged early in their careers, with few signs of improvement. Men, in contrast, are overrepresented in the upper quartile of growth in retirement savings. This study provides important empirical evidence for policymakers concerned with gender differences in retirement outcomes." (Author's abstract, IAB-Doku) ((en))

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Henz, Ursula (2019): Fathers' involvement with their children in the United Kingdom. Recent trends and class differences. In: Demographic Research, Jg. 40, S. 865-896. DOI:10.4054/DemRes.2019.40.30

Abstract

"Background: Many studies of Western societies have documented an increasing involvement of fathers with their children since the 1970s. The trend reflects changes in the meaning of fatherhood and contributes to child well-being and gender equality. New policies in the United Kingdom might have further encouraged father involvement in the new millennium. Differences in father involvement between socioeconomic groups have caused concern since they contribute to inequality in resources available to children.
Objective: This paper examines the recent trends and social differences in father involvement with children in the United Kingdom.
Methods: Data from the UK Time Use Surveys 2000 - 2001 and 2014 - 2015 are analysed using regression models.
Results: Fathers' overall involvement in childcare in the new millennium has been stable but differences emerge when looking at specific childcare activities, in particular on weekend days. In 2014 fathers were less likely to provide interactive care and active fathers provided on average fewer minutes of physical care than in 2000. Fathers from higher SES groups offset some of these trends by increased participation rates in physical care in 2014 compared to 2000.
Conclusions: The stability of fathers' involvement signifies a stalling of the transformation of the father role and progress towards gender equality in the home in large parts of the population. Father involvement on weekend days continues to diverge between high and low status groups.
Contribution: This is the first comprehensive analysis of trends in father involvement in the new millennium using time-use data. It is the first analysis that finds no further increase of father involvement in the United Kingdom." (Author's abstract, © Max-Planck-Institut für demographische Forschung) ((en))

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Lengfeld, Holger (2019): Abstiegsangst in Deutschland auf historischem Tiefstand. Ergebnisse der Auswertung des Sozio-oekonomischen Panels 1991 - 2016. In: C. Lübke & J. Delhey (Hrsg.) (2019): Diagnose Angstgesellschaft? : Was wir wirklich über die Gefühlslage der Menschen wissen, S. 59-76. DOI:10.14361/9783839446140-004

Abstract

"Die Analysen zeigen, dass sich das Niveau der Abstiegsangst in Gesamtdeutschland im Jahr 2016 auf dem niedrigsten Stand seit 1991 befand. Seit 2006 ist es, nach langjährigem Anstieg, nahezu stetig rückläufig gewesen. Der Gruppenvergleich zeigt, dass dies für beide Geschlechter, für alle Altersgruppen und alle Schichten gilt. Zugleich finden sich einige Gruppenunterschiede, die ich unter Rückgriff auf arbeitsmarkttheoretische Argumente zumindest im Ansatz zu erläutern versuche. Im letzten Abschnitt fasse ich die Befunde zusammen und gebe einen Ausblick auf ein Forschungsprojekt, in dem wir uns mit weiterführenden Fragen der Abstiegsangst beschäftigen." (Textauszug, IAB-Doku)

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Lund, Rebecca, Susan Meriläinen & Janne Tienari (2019): New masculinities in universities? Discourses, ambivalence and potential change. In: Gender, work & organization, Jg. 26, H. 10, S. 1376-1397. DOI:10.1111/gwao.12383

Abstract

"In this paper, we explore forms and possible implications of new masculinities in universities, and elucidate how they relate to hegemonic masculinity. 'New masculinities' coins a particular tradition of naming in Nordic masculinity studies. In the Nordic context, gendered social relations are shaped by State policies and equality discourses, which are increasingly embracing father friendly initiatives. New masculinities refers to the increased involvement of men in caring practices and especially in fathering. Our empirical study comprises in-depth interviews with young male academics in a Finnish business school. We elucidate, first, the ambivalence and struggles between masculinities in the discourses of these men and, second, how the construction of masculinities is specific to societal, socio-cultural, and local contexts. Relations of class, and middle class notions of the 'good life' in particular, emerge as central for understanding the experiences of these men. Beyond the Nordic countries, we argue that while the change potential of caring masculinity stems from particular contexts, the concept of new masculinities is helpful in capturing the ambivalence and struggles between hegemonic and caring masculinities rather than dismissing the latter as subordinate to the former." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Manchester, Colleen Flaherty, Lisa M. Leslie & Patricia C. Dahm (2019): Bringing home the bacon: The relationships among breadwinner role, performance, and pay. In: Industrial relations, Jg. 58, H. 1, S. 46-85. DOI:10.1111/irel.12225

Abstract

"We evaluate the relationships among breadwinner role, performance, and pay. Differences in pay are present despite limited differences in performance. We find a pay premium for primary-breadwinner employees across gender, yet a pay penalty for secondary-breadwinners employees only for women, suggesting an asymmetric relationship among breadwinner role, gender, and pay." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Martone, Michel (2019): From machismo to co-parenting: Changing Italy's mindset. In: International Labour Review, Jg. 158, H. 3, S. 447-461. DOI:10.1111/ilr.12087

Abstract

"This article analyses the complex legislative and judicial processes that would be required to establish the right to co-parenting in the Italian labour regulation system. Identifying a trend in the Italian legal system that has so far limited family protection to the support of women and maternity, the author then elaborates on the legislative evolution that has led to the acknowledgment of fathers as key partners in their children's upbringing. Lastly, an analysis of case law shows how this has been used to give a modern interpretation of legislated principles, providing a crucial contribution to overcoming the ongoing resistance to these processes from a male-oriented culture." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Maume, David J., Orlaith Heymann & Leah Ruppanner (2019): National board quotas and the gender pay gap among European managers. In: Work, employment and society, Jg. 33, H. 6, S. 1002-1019. DOI:10.1177/0950017019864509

Abstract

"As European countries have mandated quotas for women's representation on boards, and as women have increasingly entered the ranks of management, a persistent gender gap in managerial pay remains. Drawing a sample of managers in the 2010 European Social Survey, the gender gap in pay was decomposed, finding that employer devaluation of women accounted for the majority of the gender gap in pay. This was especially true in countries without mandated quotas, but in countries that had adopted quotas for female representation on boards, results were consistent with the proposition that quotas moderated the labour market for managers (i.e. the gender gap in managerial pay was smaller as was the portion of the gap attributable to discrimination). As board quotas have increasingly been adopted across Europe, more research is needed on their ameliorative effects on gender inequality in the wider labour market." (Author's abstract, IAB-Doku) ((en))

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Meara, Katie, Francesco Pastore & Allan Webster (2019): The gender pay gap in the US: A matching study. (GLO discussion paper / Global Labor Organization 363), Maastricht, 38 S.

Abstract

"This study examines the gender wage gap in the US using two separate cross-sections from the Current Population Survey (CPS). The extensive literature on this subject includes papers which use wage decompositions to divide gender wag gaps into 'explained' and 'unexplained' components. Problems with this approach include the heterogeneity of the sample data. In order to address the difficulties of comparing like with like this study uses a number of different matching techniques to obtain estimates of the gap. By controlling for a wide range of other influences, in effect, we estimate the direct effect of simply being female on wages. However, to form a complete picture, one should consider that gender wages are affected by a number of other factors such as parenthood, gender segregation, part - time working and unionization. This means that it is not just the core 'like for like' comparison between male and female wages that matters but also how gender wage differences interact with other relevant risk factors which are more common for women. That these interactions exist has already been discussed in the literature but evidence that precisely or systematically estimates such effects remains scarce. The most innovative contribution of this study is to do that. Our findings imply that the idea of a single uniform gender pay gap is perhaps less useful than an understanding of how gender wages are shaped by multiple different forces." (Author's abstract, IAB-Doku) ((en))

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Sattari, Negin & Rebecca L. Sandefur (2019): Gender in academic STEM: A focus on men faculty. In: Gender, work & organization, Jg. 26, H. 2, S. 158-179. DOI:10.1111/gwao.12249

Abstract

"In this study, we explore how men faculty understand the role of gender in shaping faculty experiences in academic science, technology, engineering and mathematics (STEM) and how they position themselves in relation to inequalities disfavouring women. Our data reveal diversity among men in their understandings regarding challenges facing women in STEM. The majority of our participants revealed gender-blind perspectives and argued that the egalitarian structure of academia does not allow gender to impact attainments in STEM in any significant way. However, a considerable number of them felt privileged compared to women and described subtle ways in which gender shapes opportunities. Our findings show the important implications of men's sensitivity to gender in the ways they perform their professional roles as, for example, mentors, colleagues and teachers in relation to women in STEM. They further call for attention to men's perceptions of gender issues when designing institutional interventions for improving women's conditions in STEM." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Scheld, Jessica (2019): Education decisions and labour market outcomes. In: Applied Economics, Jg. 51, H. 9, S. 911-940. DOI:10.1080/00036846.2018.1512741

Abstract

"The financial return to a college degree is an increasing concern amid rising tuition costs and stagnant wages. Using the Education Longitudinal Study of 2002 (ELS:2002), I analyse the effect of post-secondary choices on wages for individuals entering the labour force between 2004 and 2012. Matching methods provide evidence of strong returns to earning a bachelor's degree for both genders, similar to previous literature. Relative to high school graduates, women see wage benefits of 8-21% for some college attendance. However, men see negative effects of between 6-13% from some college relative to high school graduates. The returns to a sub-baccalaureate degree as compared to earning some two-year credits is between 8-25% for women and 8-14% for men. Further, the wage returns to a sub-baccalaureate degree as compared to earning some four-year credits is between 9-17% for women and 9-20% for men. This translates into an additional $2,500-$4,700 per year for women and an additional $2,900-$6,400 per year for men. Since the average respondent with some four-year college experience has 2.3 years of earned post-secondary credits, shifting some into sub-baccalaureate programs may substantially decrease both the financial and time commitments of post-secondary education while increasing the returns after degree attainment." (Author's abstract, IAB-Doku) ((en))

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Sent, Esther-Mirjam & Irene van Staveren (2019): A feminist review of behavioral economic research on gender differences. In: Feminist economics, Jg. 25, H. 2, S. 1-35. DOI:10.1080/13545701.2018.1532595

Abstract

"This study provides a critical review of the behavioral economics literature on gender differences using key feminist concepts, including roles, stereotypes, identities, beliefs, context factors, and the interaction of men's and women's behaviors in mixed-gender settings. It assesses both statistical significance and economic significance of the reported behavioral differences. The analysis focuses on agentic behavioral attitudes (risk appetite and overconfidence; often stereotyped as masculine) and communal behavioral attitudes (altruism and trust; commonly stereotyped as feminine). The study shows that the empirical results of size effects are mixed and that in addition to gender differences, large intra-gender differences (differences among men and differences among women) exist. The paper finds that few studies report statistically significant as well as sizeable differences - often, but not always, with gender differences in the expected direction. Many studies have not sufficiently taken account of various social, cultural, and ideological drivers behind gender differences in behavior." (Author's abstract, IAB-Doku) ((en))

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Stojmenovska, Dragana (2019): Management gender composition and the gender pay gap: Evidence from British panel data. In: Gender, work & organization, Jg. 26, H. 5, S. 738-764. DOI:10.1111/gwao.12264

Abstract

"Women continue to earn less than their male counterparts globally. Scholars and feminist activists have suggested a partial explanation for this gender gap in earnings could be women's limited access to power structures at the workplace. Using the linked employer - employee data of the Workplace Employment Relations Study 2004 - 2011, this article asks what happens to the gender gap in earnings among non-managerial employees when the share of women in management at the workplace increases. The findings, based on workplace-fixed time-fixed effects regression models, suggest that workplace-level increases in the share of women in management are associated with decreases of the non-managerial gender gap in earnings. This effect appears to be largely unrelated to changes in equality and diversity policies, family-friendly arrangements and support for carers at the workplace." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Tamm, Marcus (2019): Fathers' parental leave-taking, childcare involvement and mothers' labor market participation. In: Labour economics, Jg. 59, H. August, S. 184-197. DOI:10.1016/j.labeco.2019.04.007

Abstract

"This study analyzes the effect of fathers' parental leave-taking on the time fathers spend with their children and with household duties and on fathers' labor supply. Fathers' leave-taking is highly selective and the identification of causal effects relies on within-father differences in leave-taking for first and higher order children that were triggered by a policy reform promoting more gender equality in leave-taking. Results show that even short periods of fathers' parental leave may have long-lasting effects on fathers' involvement in childcare and housework. Effects on labor supply do not persist over time." (Author's abstract, © 2019 Elsevier) ((en))

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Wyrwich, Michael (2019): Historical and current spatial differences in female labour force participation. Evidence from Germany. In: Papers in regional science, Jg. 98, H. 1, S. 211-239. DOI:10.1111/pirs.12355

Abstract

"Female labour force participation (FLFP) increased significantly in the 20th century. Nevertheless, there are persisting spatial differences in FLFP. Using data from Germany, this paper demonstrates that regional differences in the degree of industrialization in the 1920s explain spatial variation in FLFP at that time and almost 100 years later. The latter finding is not explained by persisting industry structures. Additionally, there is evidence that regions with historically high FLFP have a higher social acceptance of working women. Together these results suggest that policies to increase FLFP should account for the historical context of each region" (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Bundesministerium für Familie, Senioren, Frauen und Jugend (2019): Arbeit geschlechtergerecht und diskriminierungsfrei bewerten. Antwort der Bundesregierung auf die Kleine Anfrage der Abgeordneten und der Fraktion DIE LINKE (Drucksache 19/8314). (Verhandlungen des Deutschen Bundestages. Drucksachen 19/8842 (29.03.2019)), 5 S.

Abstract

Die Bundesregierung antwortet auf die Anfrage der Fraktion DIE LINKE zu Stand und Ursachen der Entgeltlücke zwischen Männern und Frauen und den Möglichkeiten der diskriminierungsfreien Bewertung von Arbeit. (IAB)

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Europäische Kommission. Generaldirektion Justiz und Verbraucher (2019): Report on equality between women and men in the EU 2019. (Report on equality between women and men), Brüssel, 76 S. DOI:10.2838/776419

Abstract

"On the occasion of this year's International Women's Day, the Commission has published its 2019 report on equality between women and men in the EU.
The report shows some progress in gender equality, but women still continue to face inequalities in many areas:
- The EU employment rate for women reached an all-time high of 66.4 % in 2017, but the situation differs across Member States. Last year, eight Member States received recommendations under the European Semester framework to improve female participation in the labour market (Austria, Czechia, Germany, Estonia, Ireland, Italy, Poland, and Slovakia).
- Women are more at risk of poverty, with salaries on average 16% lower than for men. This translates in the pension gap, which stood at 35.7 % in 2017. In some countries, more than 10 % of older women cannot afford necessary health care.
- Women remain largely under-represented in Parliaments and government. Only 6 of the 28 national parliaments across the EU are led by a woman and seven out of ten members of national parliaments in the EU are men. While the current level of 30.5 % female senior Ministers is the highest since data were first available for all EU Member States in 2004, there is still evidence suggesting that women tend to be allocated portfolios considered to have lower political priority.
- The glass-ceiling remains a reality in the business world with only 6.3 % of CEO positions in major publicly listed companies in the EU held by women." (Author's abstract, IAB-Doku) ((en))

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Althaber, Agnieszka (2018): Die Suche nach Gemeinsamkeiten. Strukturelle Gründe für die Teilzeitarbeit von Frauen und Männern. In: WZB-Mitteilungen H. 161, S. 17-20.

Abstract

"Auf Branchenebene zeigen sich klare Gemeinsamkeiten von Frauen und Männern in der Teilzeitbeschäftigung. Sowohl Frauen als auch Männer haben in frauendominierten Branchen höhere Teilzeitanteile als in männerdominierten Branchen. Beide Geschlechter arbeiten in Branchen mit hohen Anteilen an um- und angelernten Arbeitskräften häufiger unfreiwillig in Teilzeit. Dies spricht dafür, dass die Arbeitsorganisation in den Branchen in Bezug auf die Vereinbarkeit von Beruf und Familie, aber auch die Flexibilisierungsstrategien von Unternehmen wichtige strukturelle Bedingungen für die Teilzeitbeschäftigung sind." (Autorenreferat, IAB-Doku)

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Cim, Merve & Anica Kramer (2018): Working women and labour market inequality. Research project for the Wilfried Martens Centre for European Studies. Final report. (RWI-Projektbericht), Essen, 54 S.

Abstract

"Ziel des Projektes ist es, einen umfassenden Überblick über die geschlechtsspezifische (Un)gleichheit auf europäischen Arbeitsmärkten zu geben. In einer deskriptiven Analyse wird dabei zunächst die Arbeitsmarktsituation von Frauen für alle EU Mitgliedsstaaten dargestellt. In detaillierten Fallstudien werden Faktoren identifiziert, die mögliche Unterschiede zwischen den Ländern erklären können. Insbesondere wird analysiert, inwieweit Bildungssysteme, der Zugang zu Kinderbetreuung, Steuerpolitiken sowie kulturelle und historische Normen mit der Arbeitsmarktpartizipation und der Gleichstellung von Frauen und Männern korreliert sind. Basierend auf den Ergebnissen der Analysen werden mögliche Rückschlusse für die Wirtschaftspolitik gezogen sowie eine Reihe von ausgewählten Strategien abgeleitet, die auf EU- und einzelstaatlicher Ebene durchgeführt werden könnten." (Autorenreferat, IAB-Doku)

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Baldini, Massimo, Constanza Torricelli & Maria Cesira Urzì Brancati (2018): Family ties: Labor supply responses to cope with a household employment shock. In: Review of Economics of the Household, Jg. 16, H. 3, S. 809-832. DOI:10.1007/s11150-017-9375-z

Abstract

"We use data from the European Union Statistics on Income and Living Conditions (EU-SILC) to explore labor responses of individuals (not only the spouse) to a negative employment shock suffered by another household member. We focus on Italy where family ties other than spousal ones are particularly strong and grown up children live in their parents' household till late, especially when they are students. Two main results emerge. First, we find strong and robust evidence that households hit by an employment shock do respond by increasing labor supply. Second, we document an added worker effect that is affecting not only wives, but also teenage children and students independently of their age, with important policy implications in terms of human capital formation. Results are robust across gender, household financial conditions and the crisis, yet they do not point to differential reactions along these dimensions." (Author's abstract, © Springer-Verlag) ((en))

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Barker, Andrew (2018): Increasing inclusiveness for women, youth and seniors in Canada. (OECD Economics Department working papers 1519), Paris, 63 S. DOI:10.1787/83cb8b8d-en

Abstract

"Women, youth and seniors face barriers to economic inclusion in Canada, with considerable scope to improve their labour market outcomes. There has been no progress in shrinking the gender employment gap since 2009, and women, particularly mothers, continue to earn significantly less than men, in part due to a large gap in unpaid childcare responsibilities. Outside the province of Québec, low (but increasing) rates of government support for childcare should be expanded considerably, as should fathers' low take-up of parental leave. Skills development should be prioritised to arrest declining skills among youth and weak wage growth among young males with low educational attainment. Fragmented labour market information needs to be consolidated to address wage penalties associated with the widespread prevalence of qualifications mismatch. Growth in old-age poverty should be tackled through further increases in basic pension payments over time. Linking changes in the age of eligibility for public pensions to life expectancy would boost growth by increasing employment of older Canadians still willing and able to work. For all three groups, well-targeted expansions of in-work tax benefits and active labour market spending have the potential to increase employment." (Author's abstract, IAB-Doku) ((en))

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Beaudin, Laura (2018): Examining the relationship between academic performance and workplace position. Does the glass ceiling exist among graduates from the same university? In: Applied Economics Letters, Jg. 26, H. 4, S. 286-289. DOI:10.1080/13504851.2018.1467546

Abstract

"This study examines the relationship between academic performance and workplace position. Academic performance is measured by undergraduate grade point average (GPA). A series of ordered probit regression models are estimated to isolate the impact of undergraduate GPA on the probability that female and male graduates from the same university hold middle or upper management jobs within their companies. After all potential heterogeneity and explanatory variables are controlled for, results of the pooled regression models suggest that women are less likely to hold both middle and upper management positions. Further analysis also suggests that lower GPA significantly decreases the probability that women hold these positions, while GPA seems to have no significant impact on workplace position for men. Moreover, most factors which positively impact the probability that women attain these positions also benefit men more at the highest level." (Author's abstract, IAB-Doku) ((en))

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Borah, Melanie, Andreas Knabe & Kevin Pahlke (2018): Parental time restrictions and the cost of children. Insights from a survey among mothers. (CESifo working paper 7321), München, 33 S.

Abstract

"In this paper, we provide estimates of the subjectively perceived cost of children depending on the extent of parental time restrictions. Building on a study by Koulovatianos et al. (2009) that introduces a novel way of using subjective income evaluation data for such estimations, we conduct a refined version of the underlying survey, focusing on young women with children in Germany. Our study confirms that the monetary cost of children is substantial and increases with parental nonmarket time restrictions. The loss in the material living standard associated with supplying time to the labor market is sizeable for families with children." (Author's abstract, IAB-Doku) ((en))

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Bozoyan, Christiane & Tobias Wolbring (2018): The Weight Wage Penalty. A Mechanism Approach to Discrimination. In: European Sociological Review, Jg. 34, H. 3, S. 254-267. DOI:10.1093/esr/jcy009

Abstract

"The wage weight penalty is a well-established finding in the literature, but not much is known about the mechanisms that bring this phenomenon about. This article aims to provide answers to the question of why overweight and obese people earn less. Using the data of the German Socio-Economic Panel, we conduct three theory-driven litmus tests for mechanisms that explain the weight wage gap: human capital differences, discrimination due to asymmetric information, or taste-based discrimination. Due to conflicting predictions from the three theories, interaction effects between weight and structural conditions serve as the key identification strategy. Results show that for men, productivity-related variables (e.g. education, work experience, occupation, and physical health) almost completely explain the weight-specific variance in wages. In contrast, for women, neither performance nor a lack of information can solve the puzzle of weight-based differences in wages. We therefore conclude that -- at least in Germany -- overweight and obese women suffer from taste-based discrimination, whereas overweight and obese men earn less due to human capital differences." (Author's abstract, IAB-Doku) ((en))

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Carriero, Renzo & Lorenzo Todesco (2018): Housework division and gender ideology. When do attitudes really matter? In: Demographic Research, Jg. 39, S. 1039-1064. DOI:10.4054/DemRes.2018.39.39

Abstract

"This paper's original contribution is in analyzing whether and how relative resources and education influence the effect of gender ideology on the division of housework. Moreover, our analysis goes beyond most existing studies in its rare combination of behavior measures collected through a reliable time-use diary procedure and information regarding partners' gender ideology." (Author's abstract, © Max-Planck-Institut für demographische Forschung) ((en))

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Carta, Francesca & Marta De Philippis (2018): You've come a long way, baby. Husbands' commuting time and family labour supply. In: Regional science and urban economics, Jg. 69, H. March, S. 25-37. DOI:10.1016/j.regsciurbeco.2017.12.004

Abstract

Der Beitrag untersucht die Wirkungen der Pendlerzeit des Ehemanns auf die Erwerbsbeteiligung der Ehefrauen und die Zeitverwendung in der Familie. Unter der Modellannahme der imperfekten Substitution von Markt- und Eigenleistungen kann eine Verlängerung der Pendelzeit die Arbeitszeit der Ehefrau mindern, die des pendelnden Ehemanns erhöhen. Bei einer Vergrößerung der Distanz vom Wohnort zum Arbeitsort um ein Prozent sinkt die Wahrscheinlichkeit der Erwerbsbeteiligung der Frau um 0.016. Diese Wirkung erhöht sich bei Familien mit Kindern und bei hochqualifizierten Ehemännern. (IAB)

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Castellano, Rosalia & Antonella Rocca (2018): Gender disparities in European labour markets. A comparison between female and male employees. In: International Labour Review, Jg. 157, H. 4, S. 589-608. DOI:10.1111/ilr.12052

Abstract

"In recent decades, the dramatic increase in female labour force participation was connected to significant changes in the economic opportunities reserved to women. However, gender disparities in the labour market still persist in many forms.
In this study we want to verify if in the European labour markets higher gender differentials are directly connected with bad economic conditions. Starting from the GGLMI, a composite indicator designed and developed by the authors in a previous study, besides updating the results, we construct other three composite indicators analysing separately female and male conditions in the labour market and the gender gap." (Author's abstract, IAB-Doku) ((en))

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Devaraj, Srikant, Narda R. Quigley & Pankaj C. Patel (2018): The effects of skin tone, height, and gender on earnings. In: PLoS one, Jg. 13, H. 1, S. 1-22. DOI:10.1371/journal.pone.0190640

Abstract

"Using a theoretical approach grounded in implicit bias and stereotyping theories, this study examines the relationship between observable physical characteristics (skin tone, height, and gender) and earnings, as measured by income. Combining separate streams of research on the influence of these three characteristics, we draw from a sample of 31,356 individual-year observations across 4,340 individuals from the National Longitudinal Study of Youth (NLSY) 1997. We find that skin tone, height, and gender interact such that taller males with darker skin tone attain lower earnings; those educated beyond high school, endowed with higher cognitive ability, and at the higher income level (>75th percentile) had even lower levels of earnings relative to individuals with lighter skin tone. The findings have implications for implicit bias theories, stereotyping, and the human capital literature within the fields of management, applied psychology, and economics." (Author's abstract, IAB-Doku) ((en))

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Drydakis, Nick, Katerina Sidiropoulou, Vasiliki Bozani, Sandra Selmanovic & Swetketu Patnaik (2018): Masculine vs feminine personality traits and women's employment outcomes in Britain. A field experiment. In: International journal of manpower, Jg. 39, H. 4, S. 621-630. DOI:10.1108/IJM-09-2017-0255

Abstract

"Purpose: The purpose of this paper is to examine whether masculine personality traits in women generate better job market prospects, as compared to feminine personality traits.
Design/methodology/approach: The authors utilized a field experiment (correspondent test) to capture the way in which firms respond to women who exhibit masculine and feminine personality traits. In doing so, the authors minimized the potential for reverse causality bias and unobserved heterogeneities to occur.
Findings: Women who exhibit masculine personality traits have a 4.3 percentage points greater likelihood of gaining access to occupations than those displaying feminine personality traits. In both male- and female-dominated occupations, women with masculine personality traits have an occupational access advantage, as compared to those exhibiting feminine personality traits. Moreover, women with masculine personality traits take up positions which offer 10 percentage points higher wages, in comparison with those displaying feminine personality traits. Furthermore, wage premiums are higher for those exhibiting masculine personality traits in male-dominated occupations than for female-dominated positions.
Practical implications: Within the labor market, masculine personality traits may increase competency levels and leadership capability.
Social implications: As feminine personality traits are stereotypically attributed to women, and these characteristics appear to yield fewer rewards within the market, they may offer one of many plausible explanations as to why women experience higher unemployment rates, while also receiving lower earnings, as compared to men.
Originality/value: Masculine and feminine personality traits may be a probable outcome of wage-related differentials. The experimental study isolates spurious relationships and offers clear evaluations of the effect of masculine and feminine personality traits on occupational access and wage distribution. To the best of the authors knowledge, this is the first-field experiment to examine the effect of masculine and feminine personality traits on entry-level pay scales." (Author's abstract, © Emerald Group) ((en))

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Evertsson, Marie, Katarina Boye & Jeylan Erman (2018): Fathers on call? A study on the sharing of care work between parents in Sweden. In: Demographic Research, Jg. 39, S. 33-60. DOI:10.4054/DemRes.2018.39.2

Abstract

"Background: Swedish fathers' parental leave uptake has increased over time, but progress has been moderate. In relation to this, we ask what factors hinder or facilitate the taking of leave by fathers and how - if at all - the leave influences the father's relationship with his child.
Objective: To study (i) the reasons for parents' division of parental leave as well as the consequences this division has for their actual time at home with the child and (ii) the link between the father's leave and his relationship with the child, as well as the parents' division of childcare after parental leave.
Methods: A multi-methods approach is used, where OLS regression models of survey data from the Young Adult Panel Study are analysed alongside qualitative in-depth interviews with 13 couples who have had a first child.
Results: Quantitative results show that parents' leave lengths vary with the reasons given for the division of leave and that fathers' parental leave is related to long-term division of childcare. Qualitative results suggest that equal parenting is important to the interviewed parents; however, motherhood ideals may stand in the way of achieving it. Several mechanisms by which fathers' parental leave may influence later division of childcare are suggested, including the development of a closer relationship between father and child.
Conclusions: Policies aimed towards increasing fathers' parental leave uptake have the potential to strengthen the father - child bond, contribute to a more equal division of childcare, and facilitate both parents' understanding of each other and what being a stay-at-home parent involves.
Contribution: This article is the first to show how parents alleged reasons for the parental leave links to the actual length of the mother's and father's leave. Results indicate that increasing paternal leave length is linked to improved couple relationship quality and a closer relationship with the child." (Author's abstract, © Max-Planck-Institut für demographische Forschung) ((en))

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Evertsson, Marie & Katarina Boye (2018): The transition to parenthood and the division of parental leave in different-sex and female same-sex couples in Sweden. In: European Sociological Review, Jg. 34, H. 5, S. 471-485. DOI:10.1093/esr/jcy027

Abstract

"Research on the division of paid and unpaid work at the transition to parenthood has rarely been able to separate the social construction of gender and motherhood/fatherhood identities from labour market and financial factors. By bringing in female same-sex couples (SSC) and comparing how the transition to parenthood influences the division of parental leave in SSC and different-sex couples (DSC), we can isolate parents' gender as a predictor of the division of care from physiological and identity-forming aspects linked to being a birth-mother (or her partner). Analysing Swedish register data for couples who had their first child in 2003-2011, results show that (i) the (birth) mother's leave uptake is higher than the partner's uptake for both SSC and DSC, providing support for identity formation and internalized norms linked to the child's need of its (birth) mother; (ii) birth-mothers in SSC on average take 7 weeks less parental leave than mothers in DSC, indicating that the partner's gender plays a role; and (iii) the (birth) mother's parental leave share is negatively related to her income but unrelated to her partner's income, suggesting that her labour market prospects are more important in the division of leave than any financial, family-utility maximization." (Author's abstract, IAB-Doku) ((en))

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Frodermann, Corinna, Alexandra Schmucker & Dana Müller (2018): Entgeltgleichheit zwischen Frauen und Männern in mittleren und großen Betrieben. (IAB-Forschungsbericht 03/2018), Nürnberg, 57 S.

Abstract

"Hintergrund des Projektes ist die in Deutschland nach wie vor bestehende Lohnlücke zwischen Frauen und Männern. Zwar ist ein großer Teil des sogenannten Gender Pay Gaps dadurch zu erklären, dass Frauen häufiger in Teilzeit erwerbstätig sind, eher ihre Erwerbstätigkeit aufgrund familiärer Umstände unterbrechen und seltener in gut bezahlten Führungspositionen bzw. den Hochlohnbranchen der Industrie beschäftigt sind. Doch selbst bei vergleichbaren Qualifikationen und Tätigkeiten verdienen Frauen auf den gleichen Positionen wie Männer durchschnittlich immer noch weniger.
Um das Prinzip 'Gleicher Lohn für gleiche Arbeit' stärker voranzubringen, trat 2017 ein Gesetz zur Förderung der Transparenz von Entgeltstrukturen (Entgelttransparenzgesetz) in Kraft. Es sieht unter anderem vor, dass Mitarbeiterinnen und Mitarbeiter in Firmen mit mehr als 200 Beschäftigten von ihren Arbeitgebern Auskunft darüber verlangen können, wie viel Geld ihre Kolleginnen und Kollegen in vergleichbaren Positionen verdienen.
Ziel des Projektes, das im Auftrag des Bundesministeriums für Familie, Senioren, Frauen und Jugend (BMFSFJ) durchgeführt wurde, ist die Untersuchung der Entgelt- und Chancengleichheit von Frauen und Männern. Dabei wurde ein Vergleich hergestellt zwischen kleinen Betrieben, für die das Gesetz nicht gilt, und großen Betrieben. Es zeigt sich zunächst, dass insgesamt lediglich 0,7 Prozent aller Betriebe und 32 Prozent aller Beschäftigten von dem im Entgelttransparenzgesetz geschaffenen Instrument 'individueller Auskunftsanspruch' erfasst werden.
Von weiterem Interesse ist insbesondere die Höhe des Gender Pay Gaps. Dieser ist in Betrieben mit 50 bis 200 Beschäftigten am kleinsten (20%). In Betrieben mit 200 bis 500 Mitarbeiterinnen und Mitarbeitern ist er hingegen am höchsten (28%). Die Unterschiede nach Betriebsgrößen sind den steigenden Stundenlöhnen von Männern in großen Betrieben und den relativ gleichbleibenden Stundenlöhnen von Frauen geschuldet. In großen Betrieben lassen sich mehr als zwei Drittel des Gender Pay Gap durch die Unterschiede in der Ausstattung von Männern und Frauen erklären, in kleinen Betrieben lässt sich dadurch nur die Hälfte erklären. Insgesamt ist die Förderung der Gleichstellung von Frauen und Männern als Unternehmensstrategie noch zu wenig in Betrieben etabliert. Eine Ausnahme bildet das konkrete Ziel der Förderung von Frauen in Führungspositionen, welches von der Hälfte der großen Betriebe explizit verfolgt wird." (Autorenreferat, IAB-Doku)

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Fukui, Masao, Emi Nakamura & Jón Steinsson (2018): Women, wealth effects, and slow recoveries. (NBER working paper 25311), Cambrige, Mass., 78 S. DOI:10.3386/w25311

Abstract

"Business cycle recoveries have slowed in recent decades. This slowdown comes entirely from female employment: as women's employment rates converged towards men's over the past half-century, the growth rate of female employment slowed. We ask whether this slowdown in female employment caused the slowdown in overall employment during recent business cycle recoveries. Standard macroeconomic models with 'balanced growth preferences' imply that this cannot be the cause, since the entry of women 'crowds out' men in the labor market almost one-for-one. We estimate the extent of crowd out of men by women in the labor market using state-level panel data and find that it is small, contradicting the standard model. We show that a model with home production by women can match our low estimates of crowd out. This model - calibrated to match our cross-sectional estimate of crowd out - implies that 70% of the slowdown in recent business cycle recoveries can be explained by female convergence." (Author's abstract, IAB-Doku) ((en))

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Greenhalgh-Stanley, Nadia, Shawn Rohlin & Jeff Thompson (2018): Food sales taxes and employment. In: Journal of regional science, Jg. 58, H. 5, S. 1003-1016. DOI:10.1111/jors.12406

Abstract

"We use panel fixed effects estimation with a border approach creating cross-border county pairs to identify changes in food sales tax rates on employment, payroll, and hiring. Results suggest food sales taxes have a negligible effect on overall employment but adverse effects in the food and beverage stores industry. We find younger workers, who are more likely to work in the food and beverage industry, are more adversely affected when a neighboring state has preferential tax treatment for food. We also determine that omitting food sales tax rates when studying general sales tax effects on employment does not bias estimates." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Grigoli, Francesco, Zsóka Kóczán & Petia Topalova (2018): A cohort-based analysis of labor force participation for advanced economies. (GLO discussion paper / Global Labor Organization 264), Maastricht, 23 S.

Abstract

"Advanced economies are in the midst of a major demographic transition, with the number of elderly rising precipitously relative to the working-age population. Yet, despite the acceleration in demographic shifts in the past decade, advanced economies experienced markedly different trajectories in overall labor force participation rates and the workforce attachment of men and women. Using a cohort-based model of labor force participation for 17 advanced economies estimated over the 1985-2016 period, we document a significant role of common patterns of participation over the life cycle and shifts in these patterns across generations for aggregate labor supply, especially in the case of women. The entry of new cohorts of women led to upward shifts in the age participation profile, boosting aggregate participation rates. However, this process plateaued in most advanced economies, with signs of reversal in some. Using the model's results to forecast future participation trends, we project sizable declines in aggregate participation rates over the next three decades due to the aging of the population. Illustrative simulations show that implementing policies encouraging labor supply can help attenuate but may not fully offset demographic pressures." (Author's abstract, IAB-Doku) ((en))

Zitatform

Grigoli, Francesco, Zsóka Kóczán & Petia Topalova (2018): Drivers of labor force participation in advanced economies. Macro and micro evidence. (GLO discussion paper / Global Labor Organization 265), Maastricht, 39 S.

Abstract

"Despite significant headwinds from population aging in most advanced economies (AEs), labor force participation rates show remarkably divergent trajectories both across countries and across different groups of workers. Participation increased sharply among prime-age women and, more recently, older workers, but fell among the young and prime-age men. This paper investigates the determinants of these trends using aggregate and individual-level data. We find that the bulk of the dramatic increase in the labor force attachment of prime-age women and older workers in the past three decades can be explained by changes in labor market policies and institutions, structural transformation, and gains in educational attainment. Technological advances such as automation, on the other hand, weighed on the labor supply of prime-age and older workers. In light of the dramatic demographic shifts expected in the coming decades in many AEs, our findings underscore the need to invest in education and training, reform the tax system, reduce early retirement incentives, improve the job-matching process, and help individuals combine family and work life in order to alleviate the pressures from aging on labor supply." (Author's abstract, IAB-Doku) ((en))

Zitatform

Gutierrez, Federico H. (2018): Reaching the top or falling behind? The role of occupational segregation in women's chances of finding a high-paying job over the life-cycle. (GLO discussion paper / Global Labor Organization 273), Maastricht, 51 S.

Abstract

"Using a two-stage decomposition technique, this paper analyzes the role of occupational segregation in explaining the probability of women vis-à-vis men of finding high-paying jobs over the life-cycle. Jobs are classified as highly-remunerated if their compensation exceeds a threshold, which is set at different values to span the entire wage distribution. Results obtained from pooled CPS surveys indicate that the importance of occupational segregation remains virtually unchanged over the life-cycle for low- and middle-wage workers. However, women's access to high-paying occupations becomes significantly more restricted as workers age, suggesting a previously undocumented type of 'glass ceiling' in the U.S." (Author's abstract, IAB-Doku) ((en))

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Hipp, Lena (2018): Damned if you do, damned if you don't? Experimental evidence on hiring discrimination against parents with differing lengths of family leave. (SocArXiv Papers), 37 S. DOI:10.31235/osf.io/qsm4x

Abstract

"Trotz vieler Veränderungen in den letzten Jahren erfahren Mütter in Deutschland noch immer große Nachteile auf dem Arbeitsmarkt. In einem Experiment hat Lena Hipp, Leiterin der Nachwuchsgruppe Arbeit und Fürsorge, mit ihrem Team jetzt untersucht, ob sich eine veränderte Aufteilung von Kinderbetreuung positiv auf die Erwerbschancen von Müttern auswirkt. Die Ergebnisse zeigen, dass das nicht unbedingt der Fall ist. Mütter mit lediglich zwei Monaten Elternzeit werden deutlich seltener zum Vorstellungsgespräch eingeladen als Frauen, die ein Jahr Elternzeit genommen haben. Bei den Vätern dagegen spielt die Dauer der Elternzeit keine Rolle." (Autorenreferat, IAB-Doku)

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Jessen, Robin, Davud Rostam-Afschar & Sebastian Schmitz (2018): How important is precautionary labour supply? In: Oxford economic papers, Jg. 70, H. 3, S. 868-891. DOI:10.1093/oep/gpx053

Abstract

"We quantify the importance of precautionary labour supply defined as the difference between hours supplied in the presence of risk and hours under perfect foresight. Using the German Socio-Economic Panel from 2001 to 2012, we estimate the effect of wage risk on labour supply and test for constrained adjustment of labour supply. We find that married men choose on average about 2.8% of their hours of work to shield against wage shocks. The effect is strongest for self-employed, who we find to be unconstrained in their hours choices, but also relevant for other groups with more persistent hours constraints. If the self-employed faced the same wage risk as the median civil servant, their hours of work would be reduced by 4.5%." (Author's abstract, IAB-Doku) ((en))

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Jones, Melanie, Gerry Makepeace & Victoria Wass (2018): The UK gender pay gap 1997-2015. What is the role of the public sector? In: Industrial relations, Jg. 57, H. 2, S. 296-319. DOI:10.1111/irel.12208

Abstract

"The Labour Force Survey is used to examine the influence of sector on the UK gender pay gap 1997 - 2015. The assessment is twofold: first comparing gender pay gaps within sectors and second through identifying the contribution of the concentration of women in the public sector to the overall gender pay gap. The long-term narrowing of the gender pay gap, which predominately reflects relative improvements in women's productivity-related characteristics, is found to stall in 2010 within each sector. This is considered in the context of claims that public sector austerity represents a critical turning point in progress toward gender equality at work." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Kaboth, Arthur & Martin Brussig (2018): Alterserwerbsbeteiligung in Europa auch in Zeiten der Finanz- und Wirtschaftskrise im Aufschwung? (Altersübergangs-Report / Institut Arbeit und Qualifikation (IAQ), Universität Duisburg-Essen 2018-01), Duisburg, 18 S. DOI:10.17185/duepublico/48256

Abstract

"In nahezu allen 28 Mitgliedsstaaten der Europäischen Union ist die Erwerbsbeteiligung Älterer von 2005 bis 2016 gestiegen. Trotz dieses praktisch universellen Trends, gibt es erhebliche Unterschiede innerhalb der EU. Die europäischen Beschäftigungsziele von 2010 wurden auch im Jahr 2016 teilweise nicht erreicht.
Große Unterschiede in der Alterserwerbsbeteiligung zeigen sich vor allem zwischen Männern und Frauen. In der Regel sind die Erwerbstätigenquoten der Männer höher als die der Frauen. Die stärkeren Zuwächse sind allerdings auf Seiten der Frauen zu beobachten.
Der Abstand der Erwerbstätigenquoten zwischen jüngeren und älteren Erwerbstätigen - die Alterslücke - wird kleiner. Auch dies ist in nahezu allen Ländern vorzufinden. Die Alterslücken von Männern und Frauen unterscheiden sich in den meisten Ländern der EU nicht wesentlich voneinander. Vor allem die stärkere Erwerbsintegration älterer Frauen lässt die Alterslücke kleiner werden.
Geringqualifizierte (Ältere) sind in den meisten europäischen Ländern benachteiligt, wenngleich in unterschiedlichem Ausmaß. Es zeigt sich eine starke Streuung innerhalb der EU bei dieser Personengruppe. Mit steigender Qualifikation sinkt hingegen die Alterslücke. Höhere Bildungsabschlüsse erhöhen die Erwerbschancen auch für Ältere.
Die Alterslücke ist nahezu überall in Europa gesunken, auch in Ländern mit langanhaltender rückläufiger wirtschaftlicher Entwicklung. Im Vergleich zu früheren Rezessionen ist die relativ stabile Alterserwerbsbeteiligung in Europa ein Novum, denn in der Vergangenheit wurden bei hoher Arbeitslosigkeit Ältere vielfach vom Arbeitsmarkt verdrängt." (Autorenreferat, IAB-Doku)

Zitatform

Keller, Wolfgang & Hâle Utar (2018): Globalization, gender, and the family. (NBER working paper 25247), Cambrige, Mass., 96 S. DOI:10.3386/w25247

Abstract

"This paper shows that globalization has far-reaching implications for the economy's fertility rate and family structure because they influence work-life balance. Employing population register data on new births, marriages, and divorces together with employer-employee linked data for Denmark, we show that lower labor market opportunities due to Chinese import competition lead to a shift towards family, with more parental leave taking and higher fertility as well as more marriages and fewer divorces. This pro-family, pro-child shift is driven largely by women, not men. Correspondingly, the negative earnings implications of the rising import competition are concentrated on women, and gender earnings inequality increases. We show that the choice of market versus family is a major determinant of worker adjustment costs to labor market shocks. While older workers respond to the shock rather similarly whether female or not, for young workers the fertility response takes away the adjustment advantage they typically have - if the worker is a woman. We find that the female biological clock - women have difficulties to conceive beyond their early forties - is central for the gender differential, rather than the composition of jobs and workplaces, as well as other potential causes." (Author's abstract, IAB-Doku) ((en))

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Klammer, Ute (2018): Gender und Erwerbsverlauf im Licht der Beschäftigungs- und Sozialpolitikstrategien der EU. In: E. M. Hohnerlein, S. Hennion & O. Kaufmann (Hrsg.) (2018): Erwerbsverlauf und sozialer Schutz in Europa, S. 33-48. DOI:10.1007/978-3-662-56033-4_4

Abstract

"Der Beitrag beschäftigt sich mit den unterschiedlichen Erwerbsverläufen von Frauen und Männern vor dem Hintergrund des gesellschaftlichen Wandels und untersucht die Beschäftigungs- und Sozialpolitikstrategien der EU im Hinblick auf ihren möglichen Beitrag zur Gleichstellung der Geschlechter. Im Rahmen eines konzeptionellen Modells werden Einflussfaktoren auf geschlechtsspezifische Erwerbsmuster über den Lebensverlauf identifiziert und ihr Zusammenwirken beleuchtet. Im Zentrum steht anschließend die Analyse verschiedener beschäftigungs- und sozialpolitischer Initiativen der EU unter Gleichstellungsaspekten. Es wird deutlich, dass die EU zwar ein früher Impulsgeber und Wegbereiter für die Gleichstellung der Geschlechter war, dass Geschlechter- und Gleichstellungsfragen aber im Laufe der Zeit - und verstärkt im Kontext der Finanzkrise - an Gewicht verloren bzw. eine stark ökonomisch motivierte Engführung mit dem Ziel einer möglichst umfassenden Erwerbsintegration von Frauen erfahren haben." (Verlagsangaben, IAB-Doku)

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Kolpashnikova, Kamila (2018): American househusbands: New time use evidence of gender display, 2003-2016. In: Social indicators research, Jg. 140, H. 3, S. 1259-1277. DOI:10.1007/s11205-017-1813-z

Abstract

"The traditional gendered division of household labor, where women did the bulk of all domestic labor, is eroding. The literature on housework, however, does not discuss the ways how to test for the non-traditional gender performances. Using the American Time Use Survey (2003-2016), the present study fills in this research gap and re-tests the relationship between relative earnings and the performance of housework. The analysis of women's time spent on domestic work shows that the traditional gender display explanation still applies to women's participation in routine tasks such as cooking and cleaning. Thus, breadwinning wives display gender neutralizing behavior and 'do' gender. On the other hand, American men show non-normative gender behavior in cooking and cleaning, but not in maintenance, where they still 'do' gender. This paper unveils a persistent traditional gender performance of women in housework and a new pattern for men's involvement in indoor routine housework." (Author's abstract, © Springer-Verlag) ((en))

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Lenkewitz, Sven & Katja Möhring (2018): Work-Life-Balance und Arbeitsbedingungen von wissenschaftlichen Mitarbeiterinnen und Mitarbeitern in Deutschland. In: Zeitschrift für Sozialreform, Jg. 64, H. 2, S. 163-185. DOI:10.1515/zsr-2018-0010

Abstract

"Die Arbeitsbedingungen von wissenschaftlichen Mitarbeiterinnen und Mitarbeitern in Deutschland sind durch eine ambivalente Mischung aus hoher Autonomie und interessanten Arbeitsinhalten einerseits, unsicheren Arbeitsverhältnissen und unklaren Karriereaussichten andererseits geprägt. Wir analysieren die Einflussfaktoren der work-life balance in dieser Gruppe und beziehen sowohl den Konflikt von Arbeit und Privatleben (work-life conflict) als auch die wechselseitige Bereicherung (work-life enrichment) ein. Für die empirischen Analysen verwenden wir Daten einer Onlinebefragung von 96 wissenschaftlichen Mitarbeiterinnen und Mitarbeitern in den Sozial- und Wirtschaftswissenschaften einer deutschen Universität aus dem Jahr 2015. Mit linearen Regressionsanalysen untersuchen wir, wie Arbeitsbedingungen und -ressourcen work-life conflict und work-life enrichment beeinflussen. Zentrales Ergebnis unserer Analyse ist, dass insbesondere befristete Verträge und Wochenendarbeit den work-life conflict erhöhen. Eine gute Arbeitsatmosphäre im Team trägt hingegen zu einer Bereicherung des Privatlebens bei." (Autorenreferat, © De Gruyter)

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Lurie, Lilach (2018): Unions and unequal pay. The establishment of the "family wage". In: International Labour Review, Jg. 157, H. 1, S. 153-167. DOI:10.1111/ilr.12015

Abstract

"Equal pay laws in many OECD countries establish the right of men and women to equal pay for work of equal value. Nevertheless, during the first half of the 20th century, before the enactment of equal pay laws, employers and unions in several countries promoted unequal pay through 'family wage' arrangements. This article seeks to improve understanding of the historical and sociological origins of 'family wage' arrangements through both comparative research and in-depth historical archival research on family wage arrangements in Israel. It shows that unions played a complex role in promoting family wage arrangements. While their action refected their patriarchal understanding of society, they were also guided by socialist principles." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Möhring, Katja & Andreas Weiland (2018): Ausgleich oder Verschärfung von Einkommensrisiken? Lebensläufe und Alterseinkommen in Deutschland aus der Paarperspektive. In: Zeitschrift für Sozialreform, Jg. 64, H. 4, S. 463-493. DOI:10.1515/zsr-2018-0023

Abstract

"Wir analysieren Erwerbs- und Einkommensbiografien von Paaren mittels einer Multichannel-Sequenzmusteranalyse, um Rückschlüsse auf das Alterseinkommen von Frauen in Deutschland und Ausgleichsprozesse im Haushaltskontext abzuleiten. Datengrundlage ist eine Verknüpfung der administrativen Daten der gesetzlichen Rentenversicherung mit dem 'Survey of Health, Ageing and Retirement in Europe', die Biografieinformationen west- und ostdeutscher Personen der Geburtskohorten 1927 bis 1965 (N = 2.292) enthält. Wir identifizieren acht Paarverlaufsmuster, die sich in ihrer Nähe zu einem männlichen Alleinverdiener- oder einem Zweiverdienermodell unterscheiden. Während Frauen von kontinuierlicher Erwerbstätigkeit und kurzen Erziehungsunterbrechungen in Hinblick auf ihr Individual- und Haushaltseinkommen substanziell profitieren, stellen Biografien mit Erwerbsausstieg ein Armutsrisiko auf Haushaltsebene dar, das im Alter nur durch stark überdurchschnittliche Partnereinkommen ausgeglichen werden kann." (Autorenreferat, © De Gruyter)

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Nolan, Anne & Alan Barrett (2018): Working beyond 65 in Ireland. (IZA discussion paper 11664), Bonn, 30 S.

Abstract

"Extending working lives is often proposed as one route through which the costs associated with population ageing can be managed. In that context, understanding who currently works for longer can help policymakers to design policies to facilitate longer working. In particular, it is important to know if longer working is a choice or a necessity, where necessity arises from a lack of pension income. In this paper, we use data from the first four waves of the Irish Longitudinal Study of Ageing (TILDA), covering the period 2010-2016, to examine patterns of labour force participation among men and women aged 65+. We find that a lack of pension income is an important determinant of later-life working and that this applies for both men and women. Although older women are significantly less likely to work than older men, we find few differences in the pattern of determinants of longer working among older men and women. However, while women are significantly less likely to work than men, this effect is stronger among married women compared to single women. This suggests that older women without immediate access to family-provided financial support may need to work to support themselves. This adds to the picture of later life work being a necessity as opposed to a choice. However, an alternative explanation is that older married women may also have caring responsibilities that reduce their labour force participation." (Author's abstract, IAB-Doku) ((en))

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Reid, Erin M. (2018): Straying from breadwinning: Status and money in men's interpretations of their wives' work arrangements. In: Gender, work & organization, Jg. 25, H. 6, S. 718-733. DOI:10.1111/gwao.12265

Abstract

"The male breadwinner identity is culturally associated with career success for men, particularly in the professions, but today, few married men's lives easily map onto this identity. This study analyses interviews with 42 married men employed in US offices of a consulting firm to examine first, how men construct their identities as spouses in relation to their wives' work arrangements and second, how men navigate straying from the male breadwinner identity. While some men interpreted their wives' work in ways that supported personal claims on the breadwinner identity, others did so in ways that supported a more egalitarian identity, labelled here breadsharer. These groups differed in how they interpreted the social status and financial value of their wives' work, as well as in how they approached their own careers. Breadsharers were aware they strayed from the expected breadwinner identity and crafted alternative claims on status. These findings advance theory on gender, work, family and masculinity." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

Zitatform

Richiardi, Matteo, Brian Nolan & Lane Kenworthy (2018): The US labour force participation debacle. Learning from the contrast with Britain. (ISER working paper 2018-12), Colchester, 48 S.

Abstract

"This paper uses the marked divergence in labour force participation trends between the US and the UK to probe underlying drivers and implications for recent US poor performance. Contrary to a common US narrative, our comparative perspective suggests that the relative decline in US labour force participation is not confined to the (white) male population: the divergence in female participation rate is even more pronounced. We also do not find evidence that the poor US performance is linked to some structural changes brought about by the financial crisis; instead, it is a more pervasive, longer-run phenomenon. Our multivariate analysis seeks to disentangle age, cohort, and period effects, and shows that the US is particularly ill-equipped to deal with the looming ageing of the Baby Boom generation. An Oaxaca decomposition shows that the relative decline of US participation rates with respect to the UK is roughly equally attributable to characteristics, which have become less favourable over time, and the impact of those characteristics, which have become more adverse to participation." (Author's abstract, IAB-Doku) ((en))

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Ruby, Sophie & Sylka Scholz (2018): Care, care work and the struggle for a careful world from the perspective of the sociology of masculinities. In: Österreichische Zeitschrift für Soziologie, Jg. 43, H. 1, S. 73-83. DOI:10.1007/s11614-018-0284-z

Abstract

"Das Thema Fürsorge und Fürsorgearbeit wird in der feministischen Forschung sowohl theoretisch als auch empirisch oftmals mit dem weiblichen Geschlecht verbunden. In unserem Beitrag beschäftigen wir uns mit dem Aspekt, dass im Gegensatz zur feministischen Theorie in der Männlichkeitstheorie Care und Carework noch stark untertheoretisiert sind. So stellt zum Beispiel Vaterschaft und Care im Konzept der hegemonialen Männlichkeit weitgehend eine Leerstelle dar. Herausgearbeitet werden soll, in welcher Hinsicht Männer und die Konstruktion von Männlichkeiten von den aktuellen Umstrukturierungsprozessen vom Fordismus zum Postfordismus betroffen sind. Caring Masculinities gelten in der europäischen Männlichkeitspolitik als zentraler Weg zur Entwicklung nicht-dominanter Männlichkeiten. Erörtert wird, inwieweit es ein brauchbares theoretisches Konstrukt für die Forschung in diesem Feld sein kann." (Autorenreferat, © Springer-Verlag)

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Sundsbø, Astrid Ouahyb (2018): Parenting support in Europe's North. How is it understood and evaluated in research? In: Social policy and society, Jg. 17, H. 3, S. 431-441. DOI:10.1017/S1474746418000027

Abstract

"Parenting support in the Nordic countries builds upon a century-long tradition of controls and services run by municipalities and county councils (Hagelund, 2008; Danielsen and Mühleisen, 2009; Lundqvist, 2015). However, with the introduction of structured parental guidance programmes from the 1990s onward (mainly based on research insights and experiences from the US and UK), new elements have been added to the former policy legacy (Lundqvist, 2015)." (Text excerpt, IAB-Doku) ((en))

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Torre, Margarita (2018): Stopgappers? The occupational trajectories of men in female-dominated occupations. In: Work and occupations, Jg. 45, H. 3, S. 283-312. DOI:10.1177/0730888418780433

Abstract

"This study examines the determinants of men's exit from female-dominated occupations. Using census data and the National Longitudinal Survey of Youth data set, the author analyzes the job history of men employed in the United States between 1979 and 2006. Supporting the theoretical model, evidence indicates a group of stopgappers - men entering female-dominated occupations and leaving soon after their entry, thereby contributing to the perpetuation of segregation in female settings. By identifying the stopgapper occupational trajectory, this article contributes to the development of a comprehensive theory accounting for the way structural inequality is reproduced." (Author's abstract, IAB-Doku) ((en))

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Tyrowicz, Joanna, Lucas van der Velde & Irene van Staveren (2018): Does age exacerbate the gender-wage gap? New method and evidence from Germany, 1984-2014. In: Feminist economics, Jg. 24, H. 4, S. 108-130. DOI:10.1080/13545701.2018.1503418

Abstract

"Given theoretical premises, the gender-wage gap adjusted for individual characteristics is likely to vary according to age. This study adapts John DiNardo, Nicole M. Fortin, and Thomas Lemieux's (1996) semi-parametric technique to disentangle year, cohort, and age effects in adjusted gender-wage gaps. The study relies on a long panel of data from the German Socio-Economic Panel (SOEP) covering 1984-2015. The results indicate that, in Germany, the gender-wage gap increases over a birth cohort's lifetime, including in the post-reproductive age for some birth cohorts. The results suggest that age and gender are overlapping handicaps in the labor market and call for a policy intervention." (Author's abstract, IAB-Doku) ((en))

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Töpfer, Marina (2018): The age pay gap and labor market heterogeneity. A new empirical approach using data for Italy. (Universität Erlangen, Nürnberg, Lehrstuhl für Arbeitsmarkt- und Regionalpolitik. Diskussionspapiere 105), Erlangen, 25 S.

Abstract

"Dieser Beitrag untersucht das Lohndifferenzial zwischenälteren (55-64) und erwachsenen (34-54) Arbeitsmarktteilnehmern entlang der Lohnverteilung anhand italienischer Mikrodaten 2005-2016. Die Lohngleichung basiert auf einem 'three-way fixed effects' Modell. Der Beitrag betrachtet die um (beobachtbare und nicht-beobachtbare) Arbeitsmarktheterogenität korrigierte Lohnlücke. Das Lohndifferenzial wird mit OLS und unbedingter Quantilsregression geschätzt. Die drei fixen Effekte (individuell, job- und industriespezifisch) werden mit Hilfe einer Partitionierungsmethode geschätzt. Die Analyse entlang der Lohnverteilung zeigt substanzielle Unterschiede in dem Lohndifferenzial an verschiedenen Quantilen. Dabei ist die Lohnlücke am oberen Ende der Lohnverteilung besonders ausgeprägt. Der Beitrag zeigt, dass individuelle Heterogenität der Hauptverursacher der Lohnlücke ist und die korrigierte Lohnlücke gegen Null geht." (Autorenreferat, IAB-Doku)

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Wang, Jing, Morley Gunderson & David Wicks (2018): The earnings effect of sexual orientation. British evidence from worker-firm matched data. In: BJIR, Jg. 56, H. 4, S. 744-769. DOI:10.1111/bjir.12304

Abstract

"Using the British Workplace Employment Relations Study (WERS) with its preferred self-identified measure of sexual orientation as well as its organizational-level variables, we find that gay men earn about the same as heterosexual men and lesbians earn significantly more than heterosexual women. Working in an organization with a diversity and equity management (DEM) policy generally has a positive effect on the earnings of gay men and lesbians, especially if they are single. Implications for theories of diversity management, discrimination and market versus household production are discussed." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

Zitatform

Wilkens, Mathijn, Jorge Cabrita, Jean-Marie Jungblut & Robert Anderson (2018): Striking a balance: Reconciling work and life in the EU. Working conditions. (Eurofound research report / European Foundation for the Improvement of Living and Working Conditions), Dublin, IV, 70 S. DOI:10.2806/560184

Abstract

"How to combine work with life is a fundamental issue for many people, an issue that policymakers, social partners, businesses and individuals are seeking to resolve. Simultaneously, new challenges and solutions are transforming the interface between work and life: an ageing population, technological change, higher employment rates and fewer weekly working hours. This report aims to examine the reciprocal relationship between work and life for people in the EU, the circumstances in which they struggle to reconcile the two domains, and what is most important for them in terms of their work - life balance. The report draws on a range of data sources, in particular the European Working Conditions Survey (EWCS) and the European Quality of Life Survey (EQLS)." (Author's abstract, IAB-Doku) ((en))

Zitatform

Wiswall, Matthew & Basit Zafar (2018): Preference for the workplace, investment in human capital, and gender. In: The Quarterly Journal of Economics, Jg. 133, H. 1, S. 457-507. DOI:10.1093/qje/qjx035

Abstract

"We use a hypothetical choice methodology to estimate preferences for workplace attributes from a sample of high-ability undergraduates attending a highly selective university. We estimate that women on average have a higher willingness to pay (WTP) for jobs with greater work flexibility and job stability, and men have a higher WTP for jobs with higher earnings growth. These job preferences relate to college major choices and to actual job choices reported in a follow-up survey four years after graduation. The gender differences in preferences explain at least a quarter of the early career gender wage gap." (Author's abstract, IAB-Doku) ((en))

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Europäische Kommission. Generaldirektion Justiz und Verbraucher (2018): Report on equality between women and men in the EU 2018. (Report on equality between women and men), Brüssel, 70 S. DOI:10.2838/168837

Abstract

"The Commission is marking International Women's Day with the release of its 2018 report on equality between men and women, as well as a presentation of a report on women in tech. We are not there yet.
The Commission has acted to trigger change. It put forward a proposal to improve the work-life balance of working families, an Action plan to tackle the gender pay gap and called to put an end to violence against women through funding and awareness-raising actions.
The 2018 gender equality report shows that progress has stalled in certain areas: women still take on the majority of caring responsibilities in families, the gender pay gap has stagnated at 16% for years and violence against women remains a problem." (Author's abstract, IAB-Doku) ((en))

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Bundesministerium für Bildung und Forschung (2018): Vereinbarkeit von Ausbildung und Familie - Entwicklung betrieblicher Teilzeitausbildung. Antwort der Bundesregierung auf die Kleine Anfrage der Abgeordneten und der Fraktion DIE LINKE (Drucksache 19/412). (Verhandlungen des Deutschen Bundestages. Drucksachen 19/683 (06.02.2018)), 22 S.

Abstract

"Ausgeschriebene und unbesetzte Teilzeitausbildungsstellen, Nachfrage, Abschluss von Ausbildungsverträgen in Voll- und Teilzeit, Wirksamkeit der 11 Modellprojekte des BMBF, Förderung für Alleinerziehende, Branchen und Berufe mit den meisten Teilzeitplätzen, Angebot im öffentlichen Dienst, Alleinerziehende im SGB-II-Bezug ohne abgeschlossene Berufsausbildung, Anträge von Azubis in betrieblicher Ausbildung auf SGB II-Leistungen bzw. auf Wechsel in Teilzeit, zahlr. weitere Einzelfragen zur Teilzeitausbildung, gesetzgeberischer Handlungsbedarf betr. Rechtsanspruch, Akzeptanzförderung (insgesamt 24 Einzelfragen)" (Dokumentations- und Informationssystem Bundestag und Bundesrat - DIP)

Abstract

"While digital technologies offer leapfrog opportunities and help empower women, gender-based digital exclusion remains widespread and has many causes. The report Bridging the Digital Divide: Include, Upskill, Innovate is an effort by the OECD, working with the G20, that aims to provide policy directions for consideration by all governments. It analyses a range of drivers at the root of the digital gender divide in order to draw attention to critical areas for policy action." (Author's abstract, IAB-Doku) ((en))

Zitatform

Bičáková, Alena (2017): A note on selection and gender unemployment gaps. In: Journal of labor research, Jg. 38, H. 4, S. 428-438. DOI:10.1007/s12122-017-9257-4

Abstract

"Previous research has documented the impact of positive selection into employment on the ranking of countries by gender wage gaps. This note focuses on the impact of selection into labor force on cross-country differences in gender unemployment gaps. We construct the Manski bounds for the selection-free gender unemployment gaps in 26 EU countries and show that - without additional assumptions - the observed gender unemployment gaps carry little information about the selection-free gender differences in unemployment. Contrary to the common assumption of positive selection into labor force (similar to positive selection into employment documented in the gender wage gap research), we also point at an example of negative-selection bias. We show that labor force withdrawal of mothers on job-protected family leaves may lead to an overestimation of the selection-free gender unemployment gaps by as much as 1 p.p." (Author's abstract, © Springer-Verlag) ((en))