Suchprofil: Gender_wage_gap Durchsuchter Fertigstellungsmonat: 07/21 Sortierung: 2. SONSTIGE REFERIERTE ZEITSCHRIFTEN 3. SONSTIGE ZEITSCHRIFTEN 4. ARBEITSPAPIERE/DISCUSSION PAPER 5. MONOGRAPHISCHE LITERATUR 6. BEITRÄGE ZU SAMMELWERKEN **************** 1. SSCI-JOURNALS **************** @Article{Bolotnyy:2021:WDW, Journal= {Journal of labor economics}, Number= {online first}, Author= {Valentin Bolotnyy and Natalia Emanuel}, Title= {Why Do Women Earn Less Than Men? Evidence from Bus and Train Operators}, Year= {2021}, Pages= {1-55}, Annote= {URL: https://doi.org/10.1086/715835}, Abstract= {"Female workers earn $0.89 for each male-worker dollar even in a unionized workplace where tasks, wages, and promotion schedules are identical for men and women by design. Using administrative time-card data on bus and train operators, we show that this earnings gap can be explained by fe'male operators taking fewer hours of overtime and more hours of unpaid time-off than male operators. Female operators, especially those with dependents, pursue schedule conventionality, predictability, and controllability more than male operators. While reducing schedule controllability can limit the earnings gap, it can also hurt female workers and their productivity." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Lohnunterschied; geschlechtsspezifische Faktoren; erwerbstätige Frauen; erwerbstätige Männer; Omnibusfahrer; Schienenfahrzeugführer; Determinanten; Überstunden; Arbeitszeitflexibilität; Beruf und Familie; USA; }, Annote= {Bezugszeitraum: 2011-2017}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 797}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210706KMK}, } @Article{Dolado:2020:CNG, Journal= {Economic policy}, Volume= {35}, Number= {104}, Author= {Juan J. Dolado and Cecilia Garcia-Peñalosa and Linas Tarasonis}, Title= {The changing nature of gender selection into employment over the great recession}, Year= {2020}, Pages= {635-677}, Annote= {URL: https://doi.org/10.1093/epolic/eiaa025}, Annote= {URL: http://hdl.handle.net/10419/161352}, Abstract= {"The Great Recession has strongly influenced employment patterns across skill and gender groups in EU countries. We analyse how these changes in workforce composition might distort comparisons of conventional measures of gender wage gaps via non-random selection of workers into EU labour markets. We document that male selection (traditionally disregarded) has become positive during the recession, particularly in Southern Europe. As for female selection (traditionally positive), our findings are twofold. Following an increase in the labour-force participation of less-skilled women, due to an added-worker effect, these biases declined in some countries where new female entrants were able to find jobs, whereas they went up in other countries which suffered large female employment losses. Finally, we document that most of these changes in selection patterns were reversed during the subsequent recovery phase, confirming their cyclical nature." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Europäisches Haushaltspanel; Ursache; internationaler Vergleich; Auswirkungen; Lohnunterschied; geschlechtsspezifische Faktoren; erwerbstätige Frauen; erwerbstätige Männer; Erwerbsbeteiligung; Rezession; geschlechtsspezifischer Arbeitsmarkt; Einkommenseffekte; qualifikationsspezifische Faktoren; Beschäftigungseffekte; Österreich; Belgien; Dänemark; Finnland; Frankreich; Griechenland; Italien; Niederlande; Irland; Portugal; Spanien; Großbritannien; Norwegen; }, Annote= {Bezugszeitraum: 2004-2012}, Annote= {JEL-Klassifikation: J31}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 1091}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210707KM1}, } ********************************** 4. ARBEITSPAPIERE/DISCUSSION PAPER ********************************** @Book{Barigozzi:2021:GWA, Institution={Toulouse School of Economics (Hrsg.)}, Author= {Francesca Barigozzi and Helmuth Cremer and Jean-Marie Lozachmeur}, Title= {Gender wage and longevity gaps and the design of retirement systems}, Year= {2021}, Pages= {46}, Address= {Toulouse}, Series= {Working papers / Toulouse School of Economics}, Number= {1217}, Annote= {URL: https://ideas.repec.org/p/tse/wpaper/125623.html}, Annote= {URL: https://ideas.repec.org/p/tse/wpaper/125623.html}, Abstract= {"We study the design of pension benets for male and female workers. Women live longer than men but have a lower wage. Individuals can be single or live in couples who pool their incomes. Social welfare is utilitarian but an increasing concave transforma- tion of individualslifetime utilities introduces the concern for redistribution between individuals with di¤erent life-spans. We derive the optimal direction of redistribution and show how it is a¤ected by a gender neutrality rule. With singles only, a simple utilitarian solution implies re- distribution from males to females. When the transformation is su¢ ciently concave redistribution may or may not be reversed. With couples only, the ranking of gender retirement ages is always reversed when the transformation is su¢ ciently concave. Under gender neutrality pension schemes must be self-selecting. With singles only this implies distortions of retirement decision and restricts redistribution across genders. With couples, a rst best that implies a lower retirement age for females can be im- plemented by a gender-neutral system. Otherwise, gender neutrality implies equal re- tirement ages and restricts the possibility to compensate the shorter-lived individuals. Calibrated simulations show that when singles and couples coexist, gender neutrality substantially limits redistribution in favor of single women and fully prevents redistri- bution in favor of male spouses." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Rentenreform; Wohlfahrtsökonomie; geschlechtsspezifische Faktoren; Lebenserwartung; allein Stehende; Ehepaare; Umverteilung; Gerechtigkeit; Männer; Frauen; Rentner; soziale Ungleichheit; Lohnunterschied; Rentenversicherung; Europa; }, Annote= {JEL-Klassifikation: H31 ; H21 ; H55}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210615J8C}, } @Book{Benny:2021:OFA, Institution={University of Essex, Institute for Social and Economic Research (Hrsg.)}, Author= {Liza Benny and Sonia Bhalotra and Manuel Fernández}, Title= {Occupation flexibility and the graduate gender wage gap in the UK}, Year= {2021}, Pages= {65}, Address= {Colchester}, Series= {ISER working paper}, Number= {2021-05}, Annote= {URL: https://ideas.repec.org/p/ese/iserwp/2021-05.html}, Annote= {URL: https://ideas.repec.org/p/ese/iserwp/2021-05.html}, Abstract= {"This paper examines the importance of gender differences in labour supply and demand for job flexibility to the growth of the gender wage gap over the life cycle and over time for graduates in the UK. We document that the graduate gender wage gap increases over the life cycle, especially between ages 25 and 40, to about 20% of real hourly male earnings by age 55. The share of women working in flexible occupations has grown over the life cycle, and especially substantially over time for successive cohorts, whereas men are less likely to work in flexible occupations at older ages. The wage penalty from working in flexible occupations increases both over the life cycle and over time. We estimate a model of labour supply and demand to quantify the importance of changes to preferences and relative demand for flexibility on the gender wage gap. Higher relative demand for male labour at older ages, and in in flexible occupations, explains almost all (96%) of the estimated life cycle increases in the gender wage gap, whereas women's higher preferences for working in flexible occupations drives the increases in sorting into flexible occupations over time, contributing to about 60% of the estimated increase in the gender wage gap over time." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Lohnunterschied; geschlechtsspezifische Faktoren; erwerbstätige Frauen; erwerbstätige Männer; Hochschulabsolventen; berufliche Flexibilität; Auswirkungen; Mütter; Beruf und Familie; Entwicklung; Berufsverlauf; Arbeitszeitflexibilität; Großbritannien; }, Annote= {Bezugszeitraum: 1993-2017}, Annote= {JEL-Klassifikation: J22 ; J23 ; J31 ; J16 ; J24}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210707KM9}, } @Book{Casarico:2021:BCP, Institution={CESifo GmbH (Hrsg.)}, Author= {Alessandra Casarico and Salvatore Lattanzio}, Title= {Behind the Child Penalty: Understanding What Contributes to the Labour Market Costs of Motherhood}, Year= {2021}, Pages= {29}, Address= {M{\"u}nchen}, Series= {CESifo working paper}, Number= {9155}, Annote= {URL: https://ideas.repec.org/p/ces/ceswps/_9155.html}, Annote= {URL: https://ideas.repec.org/p/ces/ceswps/_9155.html}, Abstract= {"We study the short- and long-run impact of motherhood on labour market outcomes and explore the individual and firm-level factors that influence it. Using matched employer-employee data for Italy over 1985-2018, through an event study methodology around childbirth, we show that the long-run child penalty in annual earnings is 57 log points and it largely depends on the change in labour supply along the intensive margin. The birth of a child increases the probability of transition to non-employment, reduces the likelihood of having executive roles and increases that of working in firms with lower productivity, sales, capital and wages, providing evidence of sorting into worse firms after childbirth. In the heterogeneity analysis, we find that the child penalty is higher for young, low-wage mothers and those taking longer leaves. It is larger in firms with less generous pay, worse peers, in more gender-conservative regions and where childcare services are scarcer." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Mütter; Erwerbsbeteiligung; Benachteiligung; Diskriminierung; Ursache; erwerbstätige Frauen; Elternschaft; Auswirkungen; Einkommenseffekte; Lohndiskriminierung; Unternehmen; Berufsausstieg; Berufsrückkehrerinnen; Arbeitsplatzwahl; Berufsverlauf; Italien; }, Annote= {Bezugszeitraum: 1985-2018}, Annote= {JEL-Klassifikation: J31 ; J16 ; J13}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210702KKJ}, } @Book{Cohen:2021:PAG, Institution={National Bureau of Economic Research (Hrsg.)}, Author= {Alma Cohen and Moshe Hazan and David Weiss}, Title= {Politics and Gender in the Executive Suite}, Year= {2021}, Pages= {67}, Address= {Cambridge, MA}, Series= {NBER working paper}, Number= {28893}, Annote= {URL: https://doi.org/10.3386/w28893}, Abstract= {"Are the political preferences of CEOs associated with the representation and compensation of women in the executive suite? We find that Democratic CEOs (those who contribute more to Democratic candidates) are associated with higher representation of women in the executive suite. To explore causality, we use an event study approach and show that replacing a Republican with a Democratic CEO is associated with 20%-60% in more women in the executive suite. Finally, we show that Democratic CEOs associated with a significant reduction (or even disappearance) of the gender gap in the level and performance-sensitivity of executive pay." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Führungskräfte; Geschlechterverteilung; politische Einstellungen; Auswirkungen; Demokratie; Gleichstellung; Frauen; Lohnunterschied; geschlechtsspezifische Faktoren; Geschäftsführer; Vorstand; Personalauswahl; USA; }, Annote= {Bezugszeitraum: 2000-2018}, Annote= {JEL-Klassifikation: M51 ; G30 ; J16 ; J30 ; M14 ; M12}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210614J7C}, } @Book{DiAddario:2021:AWY, Institution={Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)}, Author= {Sabrina Di Addario and Patrick Kline and Raffaele Saggio and Mikkel Sølvsten}, Title= {"It Ain't Where You're from, It's Where You're At": Hiring Origins, Firm Heterogeneity, and Wages}, Year= {2021}, Pages= {65}, Address= {Bonn}, Series= {IZA discussion paper}, Number= {14446}, Annote= {URL: https://ideas.repec.org/p/iza/izadps/dp14446.html}, Annote= {URL: https://ideas.repec.org/p/iza/izadps/dp14446.html}, Abstract= {"We develop a theoretically grounded extension of the two-way fixed effects model of Abowd et al. (1999) that allows firms to differ both in the wages they offer new hires and the wages required to poach their employees. Expected hiring wages are modeled as the sum of a worker fixed effect, a fixed effect for the "destination" firm hiring the worker, and a fixed effect for the "origin" firm, or labor market state, from which the worker was hired. This specification is shown to nest the reduced form for hiring wages delivered by semi-parametric formulations of the sequential auction model of Postel-Vinay and Robin (2002b) and its generalization in Bagger et al. (2014). Using Italian social security records that distinguish job quits from firings and layoffs, we find that origin effects explain only 0.7% of the variance of hiring wages among job movers, while destination effects explain more than 23% of the variance. Across firms, destination effects are more than 13 times as variable as origin effects. Interpreted through the lens of Bagger et al. (2014)'s model, this finding requires that workers possess implausibly strong bargaining strength. Studying a cohort of workers entering the Italian labor market in 2005, we find that differences in origin effects yield essentially no contribution to the evolution of the gender gap in hiring wages, while differences in destination effects explain the majority of the gap at the time of labor market entry. These results suggest that where a worker is hired from is relatively inconsequential for his or her wages in comparison to where he or she is currently employed." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Personaleinstellung; Lohnfindung; Lohnhöhe; Unternehmen; Heterogenität; Lohnunterschied; Personalbeschaffung; Anreizsystem; Einkommenserwartung; Arbeitsuchende; Arbeitsplatzwechsel; zwischenbetriebliche Mobilität; Determinanten; abhängig Beschäftigte; geschlechtsspezifische Faktoren; Italien; }, Annote= {Bezugszeitraum: 1990-2015}, Annote= {JEL-Klassifikation: J30 ; J50}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210622KDE}, } @Book{Doorley:2021:GPG, Institution={Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)}, Author= {Karina Doorley and Ivan Privalko and Helen Russell and Dora Tuda}, Title= {The Gender Pay Gap in Ireland from Austerity through Recovery}, Year= {2021}, Pages= {30}, Address= {Bonn}, Series= {IZA discussion paper}, Number= {14441}, Annote= {URL: https://ideas.repec.org/p/iza/izadps/dp14441.html}, Annote= {URL: https://ideas.repec.org/p/iza/izadps/dp14441.html}, Abstract= {"This paper estimates the raw and adjusted gender pay gap in Ireland between 2011 and 2018, a period of austerity measures and recovery from the Great Recession. Using survey data sources linked to administrative information on earnings, we show that the raw gender wage gap across the wage distribution has not changed much over this period: it is larger for higher earners and is mainly concentrated in the private sector. Using a Distribution Regression method, we estimate the relative contributions of explained and unexplained components to the overall gender wage gap at each point at the wage distribution and summarise the findings by wage quantile. The explained gender wage gap is negative, indicating that women have better labour market characteristics than men, on average. The unexplained gender wage gap is positive and increases with the wage level. This results in a small or zero gender wage gap at the bottom of the wage distribution which rises to 10% at the top of the wage distribution. The stability of the gender pay gap across the wage distribution in the private sector over the period suggest the strong structural inequalities, that are unlikely to change without significant interventions" (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Lohnunterschied; geschlechtsspezifische Faktoren; erwerbstätige Frauen; erwerbstätige Männer; Entwicklung; Konjunkturaufschwung; Konjunkturabhängigkeit; Lohnentwicklung; Privatwirtschaft; Irland; }, Annote= {Bezugszeitraum: 2011-2018}, Annote= {JEL-Klassifikation: D31 ; J71 ; J31}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210622KDC}, } @Book{Drydakis:2021:SOA, Institution={Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)}, Author= {Nick Drydakis}, Title= {Sexual Orientation and Earnings. A Meta-Analysis 2012-2020}, Year= {2021}, Pages= {36}, Address= {Bonn}, Series= {IZA discussion paper}, Number= {14496}, Annote= {URL: https://ideas.repec.org/p/iza/izadps/dp14496.html}, Annote= {URL: https://ideas.repec.org/p/iza/izadps/dp14496.html}, Abstract= {"This meta-analysis utilizes 24 papers published between 2012-2020 that focus on earnings differences by sexual orientation. The papers cover the period between 1991 and 2018, and countries in Europe, North America and Australia. The meta-analysis indicates that gay men earned less than heterosexual men. Lesbian women earned more than heterosexual women, while bisexual men earned less than heterosexual men. Bisexual women earned less than heterosexual women. According to the meta-analysis, in data sets after 2010, gay men and bisexual men and women continue to experience earnings penalties, while lesbian women continue to experience earnings premiums. The meta-regression estimates indicate relationships between study characteristics and the estimated earnings effects for sexual minorities. For instance, regions, sexual minority data set sizes, and earnings classifications influence the outcomes. The persistence of earnings penalties for gay men and bisexual men and women in the face of anti-discrimination policies represents a cause for concern and indicates the need for comprehensive legislation and workplace guidelines to guarantee that people receive fair pay and not experience any form of workplace inequality simply because of their sexual orientation." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Homosexualität; Lohnunterschied; Einkommenseffekte; internationaler Vergleich; erwerbstätige Frauen; erwerbstätige Männer; Lohndiskriminierung; Europa; Nordamerika; Australien; }, Annote= {Bezugszeitraum: 1991-2018}, Annote= {JEL-Klassifikation: J16 ; C93 ; J15 ; J71 ; E24}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210702KKU}, } @Book{Haupt:2021:LTI, Author= {Andreas Haupt and Susanne Strau{\"ss} and Anna-Theresa Saile}, Title= {Long-term Trends in the Gender Income Gap within Couples : West Germany, 1978-2011}, Year= {2021}, Pages= {38}, Series= {SocArXiv papers}, Annote= {URL: https://doi.org/10.31235/osf.io/jm4ug}, Annote= {URL: https://doi.org/10.31235/osf.io/jm4ug}, Annote= {URL: https://osf.io/fx7z9/}, Abstract= {"Over the past 50 years, women in Western societies have increased their level of education and their participation in the labour market. Nevertheless, they continue to contribute significantly less to a couple's income than their male partners. Here, we ask how the gender income gap within couples has changed over the past decades and in which groups it has decreased or increased. We synthesize streams of argumentation regarding the sources of changes in the gap into one broad perspective on the changing opportunities available to coupled women to convert their income potential into actual income contributions, and how this relates to the income trends of their male counterparts. Using German Microcensus data, we show that West German women contributed 16.5% to couples' income in 1978 and had increased their contribution to 30.1% by 2011. Our decompositions reveal that women contributed to this mostly by changes in composition, namely due to being more highly educated and working longer hours. Women contributed very little due to increased income returns. Income trends of non-working women are a notable exception. In contrast, men contributed to the trend with changes in income returns. Their higher education and full-time premiums have been a strong counter to the overall trend." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Lohnunterschied; geschlechtsspezifische Faktoren; Ehepaare; dual career couples; Ehemänner; Ehefrauen; Kinderbetreuung; Persistenz; Ungleichheit; Einkommensverteilung; Entwicklung; Einkommensunterschied; Bundesrepublik Deutschland; Westdeutschland; }, Annote= {Bezugszeitraum: 1978-2011}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210617J97}, } @Book{Mumford:2021:PGI, Institution={Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)}, Author= {Karen A. Mumford and Edith Aguirre and Anna Einarsdóttir and Bridget Lockyer and Melisa Sayli and Benjamin A. Smith}, Title= {Pay Gaps in the National Health Service: Observability and Disclosure}, Year= {2021}, Pages= {48}, Address= {Bonn}, Series= {IZA discussion paper}, Number= {14482}, Annote= {URL: https://ideas.repec.org/p/iza/izadps/dp14482.html}, Annote= {URL: https://ideas.repec.org/p/iza/izadps/dp14482.html}, Abstract= {"Studies of the relationship between sexual orientation and pay have faced difficulties applying standard models of discrimination if orientation is not observable. Analogously, behavioural explanations of pay based on models of gender linked within-household specialization may not be as relevant in a nonheterosexual context. This article analyses pay gaps using information including earnings, gender, LGB identity, coupling status, and the disclosure of sexual orientation in English National Health Service (NHS) workplaces. The results reveal a robust gender pay gap of 4% in favour of males, but no overall LGB pay gap compared to heterosexuals. The latter is due to similar-sized offsetting effects from disclosure on LGB pay relative to comparable heterosexuals. Amongst LGB employees, disclosure is associated with 13% more pay, with three quarters of this gap related to unexplained differences in returns to observable characteristics. Supportive workplace practices are strongly associated with increased probability of disclosure, especially the availability of a LGB workplace network." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Gesundheitswesen; Lohnunterschied; Lohndiskriminierung; Homosexualität; geschlechtsspezifische Faktoren; Familienstand; erwerbstätige Frauen; erwerbstätige Männer; Gleichstellungspolitik; Auswirkungen; gleichgeschlechtliche Lebensgemeinschaft; Großbritannien; }, Annote= {Bezugszeitraum: 2019-2019}, Annote= {JEL-Klassifikation: J71 ; J31 ; J16}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210702KKR}, } @Book{Schieckoff:2021:LMI, Institution={Universit{\"a}t Konstanz. Cluster of Excellence The Politics of Inequality (Hrsg.)}, Author= {Bentley Schieckoff and Maximilian Sprengholz}, Title= {The labor market integration of immigranthe labor market integration of immigrant : context, theory and evidence}, Year= {2021}, Pages= {52}, Address= {Konstanz}, Series= {Working Paper Series / Universit{\"a}t Konstanz, Cluster of Excellence 'The Politics of Inequality'}, Number= {02}, Annote= {URL: http://hdl.handle.net/10419/234437}, Annote= {URL: http://hdl.handle.net/10419/234437}, Abstract= {"Women represent an important component of the immigration population in Europe and have increasingly been a group of interest in academic studies, especially with regard to their integration outcomes. In this overview, we seek to provide a comprehensive resource for scholars of female immigrant labor market integration in Europe, to act both as a reference and a roadmap for future studies in this domain. We begin by presenting a contextual history of immigration to and within Europe since the Second World War, before outlining the major theoretical assumptions about immigrant women's labor market disadvantage from economics and sociology. We then synthesize the empirical findings published between 2000 and 2020 and analyze how they line up with the theoretical predictions. We also present descriptive analyses with data from 2019, which expose any discrepancies between the current situation in European countries and the situation during the time periods considered in the reviewed studies. As a group, immigrant women are often reported to experience significant disadvantages in their labor market integration, both compared to immigrant men and to native women. However, this type of approach glosses over the substantial heterogeneity in immigrant women's experiences. Instead, our overview points to a selective disadvantage for immigrant women that is highly dependent on their country of origin and the reception context they encounter after immigration." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Einwanderer; berufliche Integration; ausländische Frauen; internationaler Vergleich; Migrationstheorie; Einwanderung; historische Entwicklung; Benachteiligung; geschlechtsspezifische Faktoren; Herkunftsland; Arbeitsplatzqualität; beruflicher Status; Erwerbsbeteiligung; Lohnunterschied; Europa; }, Annote= {Bezugszeitraum: 1945-2020}, Annote= {JEL-Klassifikation: J00 ; J61}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210624KFW}, } @Book{Tverdostup:2021:GGI, Institution={Wiener Institut f{\"u}r Internationale Wirtschaftsvergleiche (Hrsg.)}, Author= {Maryna Tverdostup}, Title= {Gender Gaps in Employment, Wages, and Work Hours : Assessment of COVID-19 Implications}, Year= {2021}, Pages= {39}, Address= {Wien}, Series= {WIIW working paper}, Number= {202}, Annote= {URL: https://ideas.repec.org/p/wii/wpaper/202.html}, Annote= {URL: https://ideas.repec.org/p/wii/wpaper/202.html}, Abstract= {"The COVID-19 pandemic has highly asymmetric effects on labour market outcomes of men and women. In this paper, we empirically investigate the dynamics and drivers of gender gaps in employment rates, wages and workhours during the pandemic. Relying on Estonian Labour Force Survey data, we document that the pandemic has, if anything, reduced gender inequality in all three domains. Our results suggest that, while the evolution of inequalities mirrored the infection rate development – rising as infections mounted and declining as the first wave flattened – overall, the pandemic did not exacerbate gender gaps in 2020. The cyclical increases in gender disparities were largely driven by parenthood, as child-rearing women experienced a major decline in their employment rate and workhours, as well as gender segregation in the most affected industries. The higher propensity to work from home and better educational attainments of women deterred gender wage gap expansion, as wage returns to telework and education rose during the pandemic. Our results suggest no systematic expansion of gender gaps, but rather short-term fluctuations. However, labour market penalties for women with young children and women employed in those industries most affected by COVID-19 may last longer than the pandemic, threatening to widen gender inequality in the long run." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Pandemie; Auswirkungen; geschlechtsspezifische Faktoren; Beschäftigungseffekte; Einkommenseffekte; Arbeitszeit; Gleichstellung; Lohnunterschied; Mütter; Erwerbsquote; Telearbeit; qualifikationsspezifische Faktoren; Estland; }, Annote= {Bezugszeitraum: 2009-2020}, Annote= {JEL-Klassifikation: J21 ; J31 ; J16}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210622KDX}, } @Book{Xiao:2021:WAE, Institution={Valtion Taloudellinen Tutkimuskeskus (Hrsg.)}, Author= {Pengpeng Xiao}, Title= {Wage and Employment Discrimination by Gender in Labor Market Equilibrium}, Year= {2021}, Pages= {60}, Address= {Helsinki}, Series= {VATT working papers}, Number= {144}, ISBN= {ISSN 1798-0291}, Annote= {URL: https://ideas.repec.org/p/fer/wpaper/144.html}, Annote= {URL: https://ideas.repec.org/p/fer/wpaper/144.html}, Abstract= {"This paper develops an equilibrium search model to study the mechanisms underlying the lifecycle gender wage gap: human capital accumulation, preference for job amenities, and employersâ'' statistical discrimination in wage offers and hiring. In the model, men and women differ in turnover behaviors, parental leave lengths, and preference for amenities before and after having children. Capacity-constrained firms anticipate these gender differences when setting wages and making match decisions. Estimating the model on administrative employer-employee data combined with occupational level survey data on amenities from Finland, I find that a large proportion (44%) of the gender wage gap in early career is attributed to employersâ'' statistical discrimination based on fertility concerns, whereas gender differences in labor force attachment explain the majority of the gap (70%) in late career. Both hiring discrimination and preference for amenities draw women to low-productivity jobs in early career, and slow down their career progression in the long run. Counterfactual simulations show that shifting two parental leave months from women to men shrinks the wage gap by 13%. A gender quota at top jobs improves womenâ''s representation in highproductivity positions, but firms undo this policy by exerting more wage discrimination. An equal pay policy counterfactual shows that requiring firms to pay men and women the same wage closes the wage gap by 15% on average, but has unintended consequences as employers adjust on the hiring margin." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Diskriminierung; Personalauswahl; Lohndiskriminierung; geschlechtsspezifische Faktoren; Frauen; Arbeitsmarktgleichgewicht; Berufsverlauf; Erwerbsbeteiligung; Gleichstellungspolitik; Auswirkungen; Mütter; Arbeitsplatzwahl; Beruf und Familie; Beschäftigerverhalten; Lohnunterschied; Finnland; }, Annote= {Bezugszeitraum: 1988-2016}, Annote= {JEL-Klassifikation: J24 ; J32 ; J64 ; J16}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K210707KNI}, } 14 von 375 Datensätzen ausgegeben.