Suchprofil: Gender_wage_gap
Durchsuchter Fertigstellungsmonat: 10/22

Sortierung:
1. SSCI-JOURNALS
2. SONSTIGE REFERIERTE ZEITSCHRIFTEN
3. SONSTIGE ZEITSCHRIFTEN
4. ARBEITSPAPIERE/DISCUSSION PAPER
5. MONOGRAPHISCHE LITERATUR
6. BEITRÄGE ZU SAMMELWERKEN


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1. SSCI-JOURNALS
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%0 Journal Article
%J Labour economics
%V 78
%F Z 1120
%A Bonaccolto-Töpfer, Marina
%A Briel, Stephanie
%T The gender pay gap revisited: Does machine learning offer new insights?
%D 2022
%P Art. 102223
%G en
%# 2005-2013
%R 10.1016/j.labeco.2022.102223
%U http://dx.doi.org/10.1016/j.labeco.2022.102223
%U https://doi.org/10.1016/j.labeco.2022.102223
%U http://hdl.handle.net/10419/213883
%U http://www.laser.uni-erlangen.de/papers/paper/340.pdf
%X "This paper analyses gender differences in pay at the mean as well as along the wage distribution in Germany. We estimate the adjusted gender pay gap applying a machine learning method (post-double-LASSO procedure). Comparing results from this method to conventional models in the literature, we find that the estimated gap differs substantially depending on the approach used. The main reason is that the machine learning approach selects numerous interactions and second-order polynomials as well as different covariates at various points of the distribution. This insight suggests that more flexible specifications are needed to estimate gender differences in pay more appropriately." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Forschungsmethode
%K künstliche Intelligenz
%K Arbeitsmarktforschung
%K Schätzung
%K Bundesrepublik Deutschland
%K J70
%K J16
%K J31
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-10-05
%M K221005USR
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Labour economics
%V 78
%F Z 1120
%A Caliendo, Marco
%A Wittbrodt, Linda
%T Did the Minimum Wage Reduce the Gender Wage Gap in Germany?
%D 2022
%P Art. 102228
%G en
%# 2014-2018
%R 10.1016/j.labeco.2022.102228
%U http://dx.doi.org/10.1016/j.labeco.2022.102228
%U https://doi.org/10.1016/j.labeco.2022.102228
%U https://doi.org/10.25932/publishup-53046
%X "In many countries, women are over-represented among low-wage employees, which is why a wage floor could benefit them particularly. Following this notion, we analyse the impact of the German minimum wage introduction in 2015 on the gender wage gap. Germany poses an interesting case study in this context, since it has a rather high gender wage gap and set the minimum wage at a relatively high level, affecting more than four million employees. Based on individual data from the Structure of Earnings Survey, containing information for over one million employees working in 60,000 firms, we use a difference-in-difference framework that exploits regional differences in the bite of the minimum wage. We find a significant negative effect of the minimum wage on the regional gender wage gap. Between 2014 and 2018, the gap at the 10th percentile of the wage distribution was reduced by 4.6 percentage points (or 32%) in regions that were strongly affected by the minimum wage compared to less affected regions. For the gap at the 25th percentile, the effect still amounted to '18%, while for the mean it was smaller ('11%) and not particularly robust. We thus find that the minimum wage can indeed reduce gender wage disparities. While the effect is highest for the low-paid, it also reaches up into higher parts of the wage distribution." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
%K Mindestlohn
%K Auswirkungen
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K regionaler Vergleich
%K Arbeitsmarktregion
%K Bundesrepublik Deutschland
%K J71
%K J16
%K J38
%K J31
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-10-05
%M K221005USW
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Labour economics
%V 78
%F Z 1120
%A Dreber, Anna
%A Heikensten, Emma
%A Säve-Söderbergh, Jenny
%T Why do women ask for less?
%D 2022
%P Art. 102204
%G en
%# 2015-2018
%R 10.1016/j.labeco.2022.102204
%U https://doi.org/10.1016/j.labeco.2022.102204
%U https://doi.org/10.1016/j.labeco.2022.102204
%X "Women are often less likely to negotiate or ask for less when they do negotiate compared to men. In this study, we send out a survey to a large sample of recent college graduates in Sweden. We ask respondents whether they made an explicit salary request and what the outcome was. We include several questions on beliefs and attitudes towards negotiations. While women are more likely to state a salary request, we find that they on average ask for less than men. This gender gap is reduced when we control for beliefs and attitudes. However, neither perceived social costs nor confidence appear to matter for the gender gap. Instead, while men and women consider themselves relatively similar to an ideal candidate applying for the same job, they differ on average in their beliefs about what constitutes a reasonable request amount for the ideal candidate. This variable is the only statistically significant mediating variable of the gender gap in salary requests, and suggests that information interventions affecting beliefs could potentially reduce the gender gap in negotiations. As our results are correlational they should however be interpreted with caution." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K Ursache
%K Männer
%K Frauen
%K Hochschulabsolventen
%K Einkommenserwartung
%K Verhandlungstheorie
%K Lohnfindung
%K Sozialwissenschaftler
%K Berufsanfänger
%K Berufseinmündung
%K Lohnhöhe
%K Selbstbewusstsein
%K Risikobereitschaft
%K Stereotyp
%K Schweden
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-10-21
%M K221004URO
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Economics Letters
%V 218
%F Z 1292
%A Harris, Richard
%A Maté-Sánchez-Val, Mariluz
%T Gender pay and productivity in UK universities: Evidence from research-intensive Business Schools
%D 2022
%P Art. 110738
%G en
%# 2005-2021
%R 10.1016/j.econlet.2022.110738
%U https://doi.org/10.1016/j.econlet.2022.110738
%U https://doi.org/10.1016/j.econlet.2022.110738
%X "Women academics earn less than men, even after controlling for a range of productivity-related covariates. However, the latter usually do not include direct measures of research productivity. This paper uses data from the Higher Education Statistical Authority (HESA) confirming the existence of unconditional and conditional gender wage gaps. Data separately collected for the recent 2021 Research Excellence Framework (REF) shows men are more research productive but that after controlling for academic grade there is no gender productivity gap. For both wage and productivity gaps, there are barriers for women to achieve the research productivity needed to be promoted, and reducing these would go a long way to eliminating such gaps." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K Wissenschaftler
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Universität
%K Forschung
%K Arbeitsproduktivität
%K Produktivitätsunterschied
%K Forschungsergebnis
%K Veröffentlichung
%K Wirtschaftswissenschaft
%K Wirtschaftswissenschaftler
%K Hochschullehrer
%K Großbritannien
%K I24
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-10-21
%M K221004URB
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Gender, work & organization
%V 29
%N 6
%F Z 1925
%A Kräft, Charlotte
%T Equal pay behind the 'Glass Door'? The gender gap in upper management in a male-dominated industry
%D 2022
%P S. 1910-1926
%G en
%# 2011-2014
%R 10.1111/gwao.12890
%U https://doi.org/10.1111/gwao.12890
%U https://doi.org/10.1111/gwao.12890
%X "The present paper explores the two components of the glass ceiling effect: promotion barriers for women to the executive sphere and a gender-based differential in executive pay. The research setting is the British oil industry, which constitutes a male-dominated sector. Analyzing both components separately, the results suggest that females are promoted more frequently to the executive ranks while they experience a pay bias compared to men. Thus, the analysis reveals that the glass ceiling is cracking in this gender-imbalanced industry. Yet, pay discrimination still exists. However, within the narrow corridor of executives, the present study suggests that gender pay discrimination diminishes the higher one who climbs up the executive ladder. The latter finding raises the cynical question: How far up the hierarchy ladder does a woman need to climb to overcome gender-based pay discrimination?" (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Führungskräfte
%K Männerberufe
%K Erdölgewinnung
%K Beförderung
%K Lohndiskriminierung
%K beruflicher Aufstieg
%K Großbritannien
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-10-25
%M K221012UWH
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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2. SONSTIGE REFERIERTE ZEITSCHRIFTEN
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%0 Journal Article
%J Journal for labour market research
%V 56
%F Z 259
%A Ma, Xinxin
%T Internet use and gender wage gap: evidence from China
%D 2022
%P Art. 15
%G en
%# 2014-2018
%R 10.1186/s12651-022-00320-9
%U https://doi.org/10.1186/s12651-022-00320-9
%U https://doi.org/10.1186/s12651-022-00320-9
%X "This study explores the influence of Internet use on the gender wage gap in China by using national longitudinal survey data. A fixed effects and instrumental variable method were employed to address individual heterogeneity and other endogeneity problems. The study contributes in the form of four key conclusions. First, considering the endogeneity problems, the return to Internet use is higher for men than for women, unlike the results derived using the ordinary least squares model, which indicates the opposite. The individual heterogeneity problem considerably affects the results, thus suggesting a bias in earlier studies. The results of robustness checks based on the Internet use frequency for different purposes confirm the conclusions. Second, the gender difference in return to Internet use is higher in the low-education group and older age cohorts. Third, both the components - the gender disparity in Internet access and gender difference in return to Internet use - widen the gender wage gap, with the gender difference in return to Internet use having a higher impact. Fourth, the effects of these two components on the gender wage gap vary with the educational attainment and age cohorts." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
%K Internet
%K Einkommenseffekte
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K Auswirkungen
%K qualifikationsspezifische Faktoren
%K altersspezifische Faktoren
%K Anwendung
%K erwerbstätige Frauen
%K China
%K J16
%K J24
%K J31
%K O33
%Z Typ: 2. sonstige referierte Zeitschriften
%Z fertig: 2022-10-14
%M K220922UMJ
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Review of Economics
%V 73
%N 2
%F Z 092
%A Mukhopadhyay, Ujjaini
%T Gender Gap in Schooling and Wages: Effects of Foreign Capital and Education Subsidies
%D 2022
%P S. 131-157
%G en
%R 10.1515/roe-2021-0043
%U http://dx.doi.org/10.1515/roe-2021-0043
%U https://doi.org/10.1515/roe-2021-0043
%X "The paper develops a two-sector full employment general equilibrium model with endogenous schooling decisions. It aims to evaluate the effects of educational demand management policies on gender inequality in schooling and wage inequality. The results point towards the role of social norms in shaping parental discrimination against girls' education, which accentuates gender gap in schooling due to gender-neutral education subsidy and rise in household income induced by foreign capital inflow. The two policies are favourable for gender wage gap if the agricultural sector is more female labour intensive than the manufacturing sector and returns to schooling are considerably higher for women than men. However, gender targeted education subsidy policies are in general beneficial with respect to both gendered schooling and wages. The paper contributes to the literature by identifying the role of factor intensity conditions and gender differentiated returns to education on the gendered schooling and labour market outcomes of demand side interventions in education. It also provides theoretical explanations to diverse impacts of these policies and suggests appropriate policy recommendations." (Author's abstract, IAB-Doku, © De Gruyter) ((en))
%K Bildungspolitik
%K Auswirkungen
%K Bildungsungleichheit
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K soziale Normen
%K Mädchen
%K Bildungsinvestitionen
%K Auslandsinvestitionen
%K Bildungsertrag
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Jungen
%K Subventionspolitik
%K Entwicklungsländer
%K Einkommenseffekte
%K private Haushalte
%K Frauenförderung
%K Bildungsförderung
%K Stipendium
%K J16
%K J31
%K I28
%Z Typ: 2. sonstige referierte Zeitschriften
%Z fertig: 2022-10-11
%M K220921UKF
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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3. SONSTIGE ZEITSCHRIFTEN
*************************

%0 Journal Article
%J Deutscher Bundestag. Drucksachen
%N Dr 20/3209 v 31 08 2022
%F Z 198
%A Bundesministerium für Arbeit und Soziales
%A Deutscher Bundestag. Fraktion Die Linke
%T Niedriglöhne in der Bundesrepublik Deutschland : Antwort der Bundesregierung auf die Kleine Anfrage der Abgeordneten und der Fraktion DIE LINKE (Drucksache 20/2936)
%D 2022
%P S. 1-76
%G de
%# 2021
%U https://dserver.bundestag.de/btd/20/032/2003209.pdf
%X Die Bundesregierung antwortet auf die Anfrage der Fraktion DIE LINKE zu Niedriglöhnen in der Bundesrepublik Deutschland. (IAB)
%K Niedriglohnbereich
%K Beschäftigungsentwicklung
%K Lohnunterschied
%K atypische Beschäftigung
%K Lohnhöhe
%K regionaler Vergleich
%K Altersstruktur
%K Geschlechterverteilung
%K Bundesländer
%K Qualifikationsstruktur
%K Beschäftigtenstruktur
%K sektorale Verteilung
%K Bundesrepublik Deutschland
%K Ostdeutschland
%K Westdeutschland
%Z Typ: 3. sonstige Zeitschriften
%Z fertig: 2022-10-26
%M K221026U5I
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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4. ARBEITSPAPIERE/DISCUSSION PAPER
**********************************

%0 Book
%1 Tinbergen Institute (Hrsg.)
%A Brütt, Katharina
%A Yuan, Huaiping
%T Pitfalls of pay transparency: Evidence from the lab and the field
%D 2022
%P 66 S.
%C Amsterdam u.a.
%G en
%# 2011-2019
%B Discussion paper / Tinbergen Institute : 22-055/I
%U https://ideas.repec.org/p/tin/wpaper/20220055.html
%U https://ideas.repec.org/p/tin/wpaper/20220055.html
%X "Wage transparency regulation is widely considered and adopted as a tool to reduce the gender wage gap. We combine field and laboratory evidence to address how and when wage transparency can be effective and explore the role of belief adjustments as a mechanism. In the field, this paper studies a German wage transparency policy that allows employees to request wage information of comparable employees. Exploiting variation across firm size and time, we first provide causal evidence that this regulation does not affect the gender wage gap. In an online laboratory experiment, we study whether the failure of this policy hinges on two aspects: (1) the endogenous availability of wage information, and (2) the absence of performance information. Our data underline the importance of both factors. In contrast to endogenously acquired wage information, exogenously provided wage information does increase overall wages. So does the provision of performance information. However, none of these types of information reduce the gender wage gap. Wage information even deters women from entering negotiations." (Author's abstract, IAB-Doku) ((en))
%K Lohnhöhe
%K Information
%K geschlechtsspezifischer Arbeitsmarkt
%K Ungleichheit
%K Lohnunterschied
%K Auswirkungen
%K Wahrnehmung
%K Benachteiligung
%K IAB-Linked-Employer-Employee-Datensatz
%K Arbeitsrecht
%K Arbeitsmarkttransparenz
%K Informationsrecht
%K Bundesrepublik Deutschland
%K C91
%K J08
%K J31
%K J16
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-10-11
%M K220921UJ0
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Corekcioglu, Gozde
%A Francesconi, Marco
%A Kunze, Astrid
%T Expansions in Paid Parental Leave and Mothers' Economic Progress
%D 2022
%P 89 S.
%C Bonn
%G en
%# 1967-2013
%B IZA discussion paper : 15585
%U https://ideas.repec.org/p/iza/izadps/dp15585.html
%U https://ideas.repec.org/p/iza/izadps/dp15585.html
%X "We examine the impact of government-funded universal paid parental leave extensions on the likelihood that mothers reach top-pay jobs and executive positions, using eight Norwegian reforms. Up to a quarter of a century after childbirth, such reforms neither helped nor hurt mothers' chances to be at the top of their companies' pay ranking or in leadership positions. We detect no differential effect across many characteristics, and no impact on other outcomes, such as hours worked and promotions. No reform affected fathers' pay or the gender pay gaps between mothers and their male colleagues and between mothers and their partners." (Author's abstract, IAB-Doku) ((en))
%K Elternzeit
%K Reformpolitik
%K Dauer
%K Auswirkungen
%K Mütter
%K beruflicher Aufstieg
%K Lohnunterschied
%K Führungskräfte
%K erwerbstätige Frauen
%K Quote
%K Einkommenseffekte
%K Väter
%K Norwegen
%K M12
%K H42
%K J13
%K J18
%K M14
%K J16
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-10-25
%M K221007UUF
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Drydakis, Nick
%A Paraskevopoulou, Anna
%A Bozani, Vasiliki
%T A Field Study of Age Discrimination in the Workplace: The Importance of Gender and Race. Pay the Gap
%D 2022
%P 33 S.
%C Bonn
%G en
%# 2017-2018
%B IZA discussion paper : 15567
%U https://ideas.repec.org/p/iza/izadps/dp15567.html
%U https://ideas.repec.org/p/iza/izadps/dp15567.html
%X "The study examines whether age intersects with gender and race during the initial stage of the hiring process and affects access to vacancies outcomes and wage sorting. In order to answer the research question the study collects data from four simultaneous field experiments in England. The study compares the labour market outcomes of younger White British men with those of older White British men and women, and with those of older Black British men and women. The study concentrates on low-skilled vacancies in hospitality and sales in the private sector. The results of this study indicate that older White British men and women, as well as older Black British men and women, experience occupational access constraints and are sorted into lower-paid jobs than younger White British men. The level of age discrimination is found to be higher for Black British men and women. In addition, Black British women experience the highest level of age discrimination. These patterns may well be in-line with prejudices against racial minority groups and stereotypical sexist beliefs that the physical strengths and job performance of women decline earlier than they do for men. This research presents for the first-time comparisons of access to vacancies and wage sorting between younger male racial majorities and older male racial majorities, older female racial majorities, older male racial minorities, and older female racial minorities. In addition, the driven mechanism of the assigned differences is explored. Because the study has attempted to minimise the negative employer stereotypes vis-à-vis older employees, with respect to their motivation, productivity, and health, such prejudices against older individuals may be considered Taste-based discrimination. If prejudices against older individuals are present, then anti-discrimination legislation may be the appropriate response, especially for racial minorities and women. Eliminating age discrimination in selection requires firms to adop" (Author's abstract, IAB-Doku) ((en))
%K geschlechtsspezifische Faktoren
%K Rassismus
%K Beschäftigungseffekte
%K Lohnunterschied
%K Race
%K qualifikationsspezifische Faktoren
%K ältere Arbeitnehmer
%K Frauen
%K Gastgewerbe
%K Verkäufer
%K Arbeitsmarktchancen
%K Minderheiten
%K Auswirkungen
%K Erwerbsbeteiligung
%K altersspezifische Faktoren
%K Diskriminierung
%K Großbritannien
%K J10
%K C93
%K J14
%K C90
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-10-21
%M K221004URG
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Brussels European and Global Economic Laboratory (Hrsg.)
%A Gomez-Herrera, Estrella
%A Köszegi, Sabine T.
%T A gender perspective on artificial intelligence and jobs : The vicious cycle of digital inequality
%D 2022
%P 24 S.
%C Brussels
%G en
%B Working paper / Bruegel : 2022,15
%U https://www.bruegel.org/sites/default/files/2022-08/WP%202022%2015%20AI%20290822.pdf
%X "The worldwide artificial intelligence market is expected to increase enormously in the next few years. Because of AI's immense potential, virtually all industries will be affected by the implementation of AI systems, resulting in the digitalisation and automation of work processes. This will cause disruptive shifts in labour markets, in terms of the number and profiles of jobs in industries as well as worker skill requirements. We take a gender perspective and analyse how gender stereotypes and gendered work segregation on the one hand, and digitalisation and automation (as a consequence of AI implementation) on the other hand, are entangled and result in a vicious cycle of digital gender inequality. We provide insights into the gender-specific impact of AI technologies, which is relevant for the mitigation of the potential risk of the creation of social inequality and exclusion. We show that existing empirical evidence already indicates that AI will not increase gender equality but will somewhat further exacerbate the gender inequality in labour markets, ranging from further horizontal and vertical occupational gender segregation to an increase in the gender pay gap. We summarise policy guidance and measures to decrease gender inequality in the future." (Author's abstract, IAB-Doku) ((en))
%K technischer Wandel
%K Auswirkungen
%K geschlechtsspezifische Faktoren
%K soziale Ungleichheit
%K Automatisierung
%K künstliche Intelligenz
%K Gleichstellung
%K geschlechtsspezifischer Arbeitsmarkt
%K Segregation
%K Lohnunterschied
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Stereotyp
%K Qualifikationsanforderungen
%K Beschäftigungseffekte
%K Europäische Union
%K Berufswahl
%K MINT-Berufe
%K Zukunft der Arbeit
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-10-28
%M K221017UYY
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Kauhanen, Antti
%T Gender differences in corporate hierarchies : how and why do the careers of men and women differ? What policies could reduce the differences?
%D 2022
%P 12 S.
%9 2. Version
%C Bonn
%G en
%B IZA world of labor : 358,2
%R 10.15185/izawol.358.v2
%U https://doi.org/10.15185/izawol.358.v2
%U https://doi.org/10.15185/izawol.358.v2
%U https://wol.iza.org/uploads/articles/624/pdfs/gender-differences-in-corporate-hierarchies.one-pager.de.pdf
%U https://doi.org/10.15185/izawol.358
%X "Forschungsergebnisse dokumentieren, dass Männer ihre berufliche Karriere durchweg auf einem höheren Ausgangsniveau der Unternehmenshierarchie starten und mit größerer Wahrscheinlichkeit befördert werden - die Folge ist eine markante geschlechtsspezifische Einkommenskluft hervor. Geschlechterunterschiede reflektieren sowohl die differierenden Entscheidungen von Frauen und Männern vor und nach ihrem Arbeitsmarkteintritt als auch ihre unterschiedliche Behandlung auf den Arbeitsmärkten. Die Politik konzentriert sich traditionell auf Antidiskriminierungsregeln. Ebenso wichtig sind allerdings Maßnahmen, die sich beruflichen Auszeiten und geschlechtsspezifischem Arbeitszeitangebot sowie sozialen Normen und den psychologischen Aspekten von Geschlechterunterschieden zuwenden." (Autorenreferat, IAB-Doku)
%X "Research has shown that men begin their careers at higher levels in the corporate hierarchy and are also more likely to be promoted. These differences in careers are an important factor underlying the gender wage gap. Gender differences in careers reflect both the differing choices of men and women before and after entering the labor market and the different treatment of men and women in the labor market. Policy has traditionally focused on reducing discrimination in the labor market, but equally important are policies that address gender differences in career breaks, hours worked, psychological attributes, and social norms." (Author's abstract, IAB-Doku) ((en))
%K innerbetriebliche Hierarchie
%K geschlechtsspezifische Faktoren
%K geschlechtsspezifischer Arbeitsmarkt
%K interner Arbeitsmarkt
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K betrieblicher Status
%K Berufsverlauf
%K beruflicher Aufstieg
%K Lohnunterschied
%K Beförderung
%K Gleichstellungspolitik
%K Diskriminierung
%K Industrieländer
%K Ursache
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-10-07
%M K221007UUH
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%A Stadtmüller, Sven
%A Amelong, Laura
%A Beithan, Yasmin
%A Ettel, Sophia
%A Hirsch, Nils-David
%A Jakob, Melina
%A Klages, Annika
%T Der Einfluss von Geschlechterrollenbildern auf die Zuschreibung gerechter Einkommen : Ergebnisse eines Vignettenexperiments
%D 2022
%P 31 S.
%G de
%# 2022-2022
%B SocArXiv papers
%R 10.31235/osf.io/bhmeu
%U https://doi.org/10.31235/osf.io/bhmeu
%U https://doi.org/10.31235/osf.io/bhmeu
%X "Im Jahr 2021 verdienten erwerbstätige Frauen, auch unter Kontrolle einkommensrelevanter Merkmale, etwa sechs Prozent weniger als Männer. Dieser bereinigte Gender Pay Gap spiegelt eine Lohndiskriminierung von Frauen, deren Ursachen wissenschaftlich nicht gesichert sind. Der folgende Beitrag untersucht, inwieweit Geschlechterrollenbilder die Zuschreibung gerechter Einkommen beeinflussen. Dabei lautet unsere Hypothese, dass besonders Personen mit traditionellen Rollenbildern bei der Zuschreibung gerechter Einkommen nach dem Geschlecht diskriminieren. Zur Prüfung dieser Hypothese nutzen wir Daten einer zufallsbasierten Online-Befragung in der Stadt Frankfurt am Main (n=301). Zentraler Bestandteil der Befragung war ein sogenanntes Vignettenexperiment, in dem die Befragten gebeten wurden, das als gerecht empfundene Einkommen von sechs fiktiven, beschäftigten Personen anzugeben. Unsere Ergebnisse zeigen zwar für die Gesamtheit unserer Befragten keine Lohndiskriminierung von Frauen. Dennoch findet unsere Hypothese empirische Unterstützung: demnach sind es insbesondere Personen mit sehr traditionellen Geschlechterrollenbildern, die höhere Löhne für Männer als gerecht empfinden." (Autorenreferat, IAB-Doku)
%X "In 2021, employed women earned about six percent less than men, even when controlling for income-relevant characteristics. This adjusted gender pay gap reflects wage discrimination against women, the causes of which are not scientifically proven. The following article examines the extent to which gender role images influence the attribution of fair incomes. Our hypothesis is that people with traditional role models in particular discriminate according to gender in the attribution of fair incomes. To test this hypothesis, we use data from a probabilistic online survey in the city of Frankfurt am Main (n=301). A central component of the survey was a so-called vignette experiment in which respondents were asked to indicate the perceived fair income of six fictitious employed persons. Our results do not indicate wage discrimination against women for our respondents as a whole. Nevertheless, our hypothesis finds empirical support: according to it, it is especially people with very traditional gender role images who perceive higher wages for men as fair." (Author's abstract, IAB-Doku) ((en))
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Lohndiskriminierung
%K Geschlechterrolle
%K Rollenverständnis
%K Auswirkungen
%K Wahrnehmung
%K Gerechtigkeit
%K Lohnhöhe
%K Bundesrepublik Deutschland
%K Hessen
%K Frankfurt/Main
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-10-25
%M K221012UWN
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




***************************
5. MONOGRAPHISCHE LITERATUR
***************************

%0 Book
%1 Stata Corporation (College Station, Tex.)
%A Elass, Kenza
%T The multiple dimensions of selection into employment
%D 2022
%P 49 S.
%C Marseille
%G en
%# 2007-2018
%B French Stata Users' Group Meetings 2022 : 06
%U https://ideas.repec.org/p/boc/fsug22/06.html
%U https://ideas.repec.org/p/boc/fsug22/06.html
%X "A vast literature on gender wage gaps has examined the importance of selection into employment. However, most analyses have focused only on female labour force participation and gaps at the median. The Great Recession questions this approach both because of the major shift in male employment that it implied but also because women's decision to participate seems to have been different along the distribution, particularly due to an 'added worker effect'. This paper uses the methodology proposed by Arellano and Bonhomme (2017) to estimate a quantile selection model over the period 2007-2018. Using a tax and benefit microsimulation model, I compute an instrument capturing the male selection induced by the crisis as well as female decisions: the potential out-of-work income. Since my instrument is crucially determined by the welfare state, I consider three countries with notably different benefit systems – the UK, France and Finland. My results imply different selection patterns across countries and a sizeable male selection in France and the UK. Correction for selection bias lower the gender wage gap and, in most recent years, reveals an increasing shape of the gender gap distribution with a substantial glass ceiling for the three countries." (Author's abstract, IAB-Doku) ((en))
%K Lohnunterschied
%K Lohnhöhe
%K geschlechtsspezifische Faktoren
%K geschlechtsspezifischer Arbeitsmarkt
%K Wohlfahrtsstaat
%K Typologie
%K internationaler Vergleich
%K Erwerbsbeteiligung
%K Wirtschaftskrise
%K Frauen
%K Männer
%K Europäisches Haushaltspanel
%K Großbritannien
%K Frankreich
%K Finnland
%K J31
%K J21
%K J16
%K C21
%Z Typ: 5. monographische Literatur
%Z fertig: 2022-10-11
%M K220921UK6
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%A International Labour Organization
%T Pay transparency legislation : Implications for employers' and workers' organizations
%D 2022
%P 58 S.
%C Genf
%G en
%@ ISBN 978-92-2-036916-6
%U https://www.ilo.org/wcmsp5/groups/public/---ed_protect/---protrav/---travail/documents/publication/wcms_849209.pdf
%X "This paper provides an overview of pay transparency legislations within the wider set of policies to reduce the gender pay gap. It offers a detailed mapping of existing legislations in those countries that have enacted pay transparency legislations, and assesses the impacts of these legislations on the gender pay gap and on broader labour market considerations. Furthermore, the paper examines the views of workers' and employers' organizations and arguments both in favour and against pay transparency legislations, while illustrating the role of employers' and workers' organizations based on an online ILO survey conducted with representative employers' and workers' organizations." (Author's abstract, IAB-Doku) ((en))
%K Lohnhöhe
%K geschlechtsspezifische Faktoren
%K Lohnunterschied
%K Informationsrecht
%K Arbeitsrecht
%K Wahrnehmung
%K Mitarbeiter
%K Arbeitgeber
%K Arbeitgebervertretung
%K Gewerkschaft
%K Lohnstruktur
%K Gleichstellung
%K Industrieländer
%K internationaler Vergleich
%K Arbeitsmarkttransparenz
%Z Typ: 5. monographische Literatur
%Z fertig: 2022-10-11
%M K220921UKZ
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%A Schweiz. Bundesrat
%T Erfassung des Gender Overall Earnings Gap und anderer Indikatoren zu geschlechterspezifischen Einkommensunterschiede : Bericht des Bundesrates in Erfüllung des Postulates 19.4132 Marti Samira vom 25. September 2019
%D 2022
%P 36 S.
%C Bern
%G de
%# 2010-2020
%U https://www.newsd.admin.ch/newsd/message/attachments/73041.pdf
%X "Der Gender Overall Earnings Gap (GOEG), ein Indikator der geschlechtsspezifischen Gesamteinkommensunterschiede, lag im Jahr 2018 in der Schweiz bei rund 43%. Das bedeutet, dass das Einkommen von Frauen, bezogen auf alle während des Erwerbslebens geleisteten Arbeitsstunden, 43% niedriger ist als dasjenige der Männer. Der hohe Wert ist hauptsächlich mit der hohen Teilzeiterwerbsquote der Frauen erklärbar. Der durchschnittliche Lohnunterschied zwischen Frauen und Männern betrug im Jahr 2018 rund 19%. Der Anteil dieses Lohnunterschieds, der sich nicht durch persönliche (z. B. Alter, Ausbildung, Dienstjahre) und berufliche Faktoren (z. B. berufliche Stellung, Branchenzugehörigkeit) erklären lässt, belief sich auf rund 45%. Dies sind einige Ergebnisse aus einem Bericht des BFS, welcher der Bundesrat an seiner Sitzung vom 7. September 2022 verabschiedet hat." (Autorenreferat, IAB-Doku)
%K Einkommensunterschied
%K geschlechtsspezifische Faktoren
%K Lohnunterschied
%K Gleichstellung
%K Männer
%K Frauen
%K Selbständige
%K Rentenunterschied
%K Nichterwerbsarbeit
%K Zeitverwendung
%K Hausarbeit
%K Familienarbeit
%K ehrenamtliche Arbeit
%K Schweiz
%Z Typ: 5. monographische Literatur
%Z fertig: 2022-10-11
%M K220921UKW
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek



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