Suchprofil: Gender_wage_gap Durchsuchter Fertigstellungsmonat: 08/22 Sortierung: 1. SSCI-JOURNALS 2. SONSTIGE REFERIERTE ZEITSCHRIFTEN 3. SONSTIGE ZEITSCHRIFTEN 4. ARBEITSPAPIERE/DISCUSSION PAPER 5. MONOGRAPHISCHE LITERATUR 6. BEITRÄGE ZU SAMMELWERKEN **************** 1. SSCI-JOURNALS **************** @Article{Forth:2022:RWI, Journal= {BJIR}, Number= {online first}, Author= {John Forth and Nikolaos Theodoropoulos and Alex Bryson}, Title= {The Role of the Workplace in Ethnic Wage Differentials}, Year= {2022}, Pages= {1-32}, Annote= {URL: https://doi.org/10.1111/bjir.12696}, Annote= {URL: https://doi.org/10.1111/bjir.12696}, Annote= {URL: http://hdl.handle.net/10419/238740}, Annote= {URL: https://ideas.repec.org/p/iza/izadps/dp14697.html}, Annote= {URL: https://ideas.repec.org/p/qss/dqsswp/2125.html}, Abstract= {"Using linked employer-employee data for Britain, we examine ethnic wage differentials among full-time employees. We find substantial ethnic segregation across workplaces. However, this inter-workplace segregation does not contribute to the aggregate wage penalty in Britain. Instead, most of the ethnic wage gap exists within the workplace, between observationally-equivalent co-workers. Lower pay satisfaction and higher levels of skill mismatch among ethnic minority workers are consistent with discrimination in wage-setting on the part of employers. The presence of recognized trade unions and the use of job evaluation schemes within the workplace are associated with a smaller ethnic wage gap. These findings indicate that more attention should be placed on ensuring fairness in wage determination." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))}, Annote= {Schlagwörter: Lohnunterschied; ethnische Gruppe; Segregation; Weiße; Lohndiskriminierung; mismatch; Lohnhöhe; Zufriedenheit; Arbeitsbewertung; erwerbstätige Frauen; erwerbstätige Männer; Unternehmen; Minderheiten; Person of Color; Beschäftigtenstruktur; Determinanten; Großbritannien; }, Annote= {Bezugszeitraum: 1998-2011}, Annote= {JEL-Klassifikation: J16 ; J31 ; M52 ; M54}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 2149}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K220802TMU}, } @Article{Shannon:2022:LMO, Journal= {Labour economics}, Volume= {77}, Author= {Matthew Shannon}, Title= {The labour market outcomes of transgender individuals}, Year= {2022}, Pages= {Art. 102006}, Annote= {URL: https://doi.org/10.1016/j.labeco.2021.102006}, Annote= {URL: https://doi.org/10.1016/j.labeco.2021.102006}, Abstract= {"This paper uses the 2015 United States Transgender Survey of 27,715 transgender respondents to study the relationship between minority gender identity status and income, employment, and poverty rates. All transgender groups have significantly lower incomes and are more likely to be in poverty, unemployed or working part-time, when compared with men in the American Community Survey. Within the transgender sample, those who were assigned female at birth have significantly lower incomes and are more likely to work part-time than those assigned male at birth. These income results are sensitive to the degree to which respondents have socially transitioned. The younger transgender people transition and the greater their ability to 'pass', the more their income profiles reflect that of their gender identity rather than the sex they were assigned at birth. Together, these findings provide descriptive evidence in support of a traditional cisgender income gap, with 'maleness' being associated with an income premium in the workplace over 'femaleness'." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))}, Annote= {Schlagwörter: Geschlecht; Identität; Minderheiten; Beschäftigungsentwicklung; Einkommenshöhe; Armut; Quote; Teilzeitarbeit; Arbeitslosigkeit; Männer; Frauen; Lohnunterschied; geschlechtsspezifische Faktoren; Änderung; Auswirkungen; Beschäftigungseffekte; Einkommenseffekte; USA; }, Annote= {Bezugszeitraum: 2015-2015}, Annote= {JEL-Klassifikation: J15 ; J16 ; J31 ; J71}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 1120}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K220816TTV}, } @Article{Wagner:2022:EPF, Journal= {Social politics}, Volume= {29}, Number= {2}, Author= {Ines Wagner}, Title= {Equal Pay for Work of Equal Value? Iceland and the Equal Pay Standard}, Year= {2022}, Pages= {477-496}, Annote= {URL: https://doi.org/10.1093/sp/jxaa032}, Annote= {URL: https://doi.org/10.1093/sp/jxaa032}, Abstract= {"Job evaluation systems have a history of being critiqued as upholding gender inequality. Paradoxically, however, the Icelandic Equal Pay Standard (IEPS), a novel and publicly praised gender equality policy, is based on a job evaluation tool. The aim of this article is to stipulate an initial analysis of how key stakeholders in the Icelandic context view and assess the strengths and weaknesses of the IEPS so far. Drawing on organizational literature and feminist institutionalism, the findings show how equal pay for work of equal value can be achieved. At the same time, the article highlights the need for more emphasis on and awareness of the value of feminized work within organizations, which remains underrecognized in the IEPS." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Gleichbehandlung; Gleichstellung; Lohnhöhe; Lohnunterschied; geschlechtsspezifische Faktoren; geschlechtsspezifischer Arbeitsmarkt; Arbeitsbewertung; Diskriminierung; erwerbstätige Frauen; Gleichstellungsgesetz; Gender Mainstreaming; Personalauswahl; Personaleinstellung; Island; }, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 1927}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K220803TNN}, } ************************************ 2. SONSTIGE REFERIERTE ZEITSCHRIFTEN ************************************ @Article{Hirsch:2022:NCA, Journal= {Labour}, Volume= {36}, Number= {3}, Author= {Boris Hirsch and Philipp Lentge}, Title= {Non-Base Compensation and the Gender Pay Gap}, Year= {2022}, Pages= {277-301}, Annote= {URL: https://doi.org/10.1111/labr.12229}, Annote= {URL: https://doi.org/10.1111/labr.12229}, Annote= {URL: https://ideas.repec.org/p/iza/izadps/dp14551.html}, Abstract= {"This paper investigates whether non-base compensation contributes to the gender pay gap (GPG). Using administrative data from Germany, we find in wage decompositions that lower bonus payments to women explain about 10 per cent of the gap at the mean and at different quantiles of the unconditional wage distribution whereas the lower prevalence of shift premia and overtime pay among women is unimportant. Among managers, the contribution of bonuses to the mean gap more than doubles and is steadily rising as one moves up the wage distribution. Our findings suggest that gender differences in bonuses are an important contributor to the GPG, particularly in top jobs." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))}, Annote= {Schlagwörter: Lohn; Lohnstruktur; Lohndifferenzierung; Lohndiskriminierung; Lohnunterschied; Lohnhöhe; Lohnsumme; Prämienlohn; Lohnzulage; geschlechtsspezifische Faktoren; Lohnausgleich; erwerbstätige Frauen; Bundesrepublik Deutschland; }, Annote= {Bezugszeitraum: 2014-2014}, Annote= {JEL-Klassifikation: J71 ; J31}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 930}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K220803TM8}, } ************************* 3. SONSTIGE ZEITSCHRIFTEN ************************* @Article{Huber:2022:SAW, Journal= {PLoS one}, Volume= {17}, Number= {8}, Author= {David Huber and Leonie K{\"u}hl and Nora Szech}, Title= {Setting Adequate Wages for Workers : Managers' Work Experience, Incentive Scheme and Gender Matter}, Year= {2022}, Pages= {Art. e0271762}, Annote= {URL: https://doi.org/10.1371/journal.pone.0271762}, Annote= {URL: https://doi.org/10.1371/journal.pone.0271762}, Annote= {URL: https://ideas.repec.org/p/ces/ceswps/_9713.html}, Abstract= {"Many societies report an increasingly divergent development of managers' salaries compared to that of their workforce. Moreover, there is often a lack in diversity amongst managerial boards. We investigate the role of managers' gender and incentive scheme on wages chosen for workers by conducting two experimental studies. The data reveal male managers respond in more self-oriented ways to their incentive scheme. Further, we find that experience with the workers' task can increase appreciation of workers. Effects are strongest when the managers' compensation scheme rules out self-orientation. Overall, female managers display more consistency in choosing adequate wages for workers, i.e. their choices are less affected by incentives. An increase in diversity may thus help reducing salary disparities and foster work atmosphere." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Lohnfindung; geschlechtsspezifische Faktoren; Anreizsystem; Führungskräfte; Frauen; Männer; Auswirkungen; Einkommenseffekte; abhängig Beschäftigte; Berufserfahrung; Lohnunterschied; Geschlechterverteilung; }, Annote= {JEL-Klassifikation: J16 ; D01}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K220818TWL}, } ********************************** 4. ARBEITSPAPIERE/DISCUSSION PAPER ********************************** @Book{Goldin:2022:WKG, Institution={National Bureau of Economic Research (Hrsg.)}, Author= {Claudia Goldin and Sari Pekkala Kerr and Claudia Olivetti}, Title= {When the Kids Grow Up: Women's Employment and Earnings across the Family Cycle}, Year= {2022}, Pages= {41}, Address= {Cambridge, Mass}, Series= {NBER working paper}, Number= {30323}, Annote= {URL: https://doi.org/10.3386/w30323}, Abstract= {"Women earn less than men, and that is especially true of mothers relative to fathers. Much of the widening occurs after family formation when mothers reduce their hours of work. But what happens when the kids grow up? To answer that question, we estimate three earning gaps: the 'motherhood penalty,' the 'price of being female,' and the 'fatherhood premium.' When added together these three produce the 'parental gender gap,' defined as the difference in income between mothers and fathers. We estimate earnings gaps for two education groups (college graduates and high school graduates who did not complete college) using longitudinal data from the NLSY79 that tracks respondents from their twenties to their fifties. As the children grow up and as women work more hours, the motherhood penalty is greatly reduced, especially for the less-educated group. But fathers manage to expand their relative gains, particularly among college graduates. The parental gender gap in earnings remains substantial for both education groups." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Erwerbsbeteiligung; Lebenslauf; Mütter; Einkommensentwicklung; erwerbstätige Frauen; Lohnunterschied; Väter; Auswirkungen; qualifikationsspezifische Faktoren; Arbeitszeitentwicklung; individuelle Arbeitszeit; Elternschaft; Einkommenseffekte; USA; }, Annote= {Bezugszeitraum: 1979-2018}, Annote= {JEL-Klassifikation: J31 ; J16 ; J01}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K220811TQM}, } @Book{Kutlina-Dimitrova:2022:GPE, Institution={Europ{\"a}ische Kommission. DG Trade - Generaldirektion Handel (Hrsg.)}, Author= {Zornitsa Kutlina-Dimitrova and Pablo Piñero and José Manuel Rueda-Cantuche}, Title= {Gender patterns of EU exports: jobs and wage differentials}, Year= {2022}, Pages= {20}, Address= {Br{\"u}ssel}, Series= {DG Trade Chief Economist note / European Commission}, Number= {2022-1}, Annote= {URL: https://ideas.repec.org/p/ris/dgtcen/2022_001.html}, Annote= {URL: https://ideas.repec.org/p/ris/dgtcen/2022_001.html}, Abstract= {"Our paper provides new insights into the gender specific dimension of extra-EU exports. In 2019, the employment of more than 14 million women depended on EU exports to the world. The female share of exports related jobs however stood at only 38%, almost unchanged from its previous level in 2010. While exploring the drivers behind this gender specific employment gap, we find out that women are predominantly employed in the provision of services that are less tradable. In fact, the share of female workers in least-tradable sectors (defined as a sectoral openness of less than 15%) is close to 80%. Furthermore, while exploring the gender specific wage premium gap at EU level, our results show that although women benefit from a wage premium of 8%, their male co-workers enjoy a markedly higher wage premium of 11% at EU level." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: erwerbstätige Frauen; Exportabhängigkeit; geschlechtsspezifische Faktoren; Exportquote; Außenhandel; Europäische Union; Frauenberufe; Lohnunterschied; erwerbstätige Männer; sektorale Verteilung; Berufsstruktur; internationaler Vergleich; Auswirkungen; }, Annote= {Bezugszeitraum: 2010-2019}, Annote= {JEL-Klassifikation: F16 ; J16 ; F17}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K220720TCK}, } @Book{Nolan:2022:FGE, Institution={Oxford Martin School. Institute for New Economic Thinking (Hrsg.)}, Author= {Brian Nolan and Leo Azzollini and Richard Breen}, Title= {From Gender Equality to Household Earnings Equality: the role of Women's Labour Market Outcomes across OECD Countries}, Year= {2022}, Pages= {50}, Address= {Oxford}, Series= {INET Oxford working paper}, Number= {2022-13}, Annote= {URL: https://ideas.repec.org/p/amz/wpaper/2022-13.html}, Annote= {URL: https://ideas.repec.org/p/amz/wpaper/2022-13.html}, Abstract= {"How does gender equality in the labour market decrease household earnings inequality? Despite being prominent in the research literature on economic inequality, there is no consensus about the mechanisms underlying this relationship. In this paper, we assess the impact that full gender equality in the labour market would have on earnings inequality, and then decompose that impact by closing separately the gender gaps in employment, hours, and pay. We do so by applying a novel approach that combines reweighting and counterfactual analyses to LIS and OECD data for 26 OECD countries, across North America, Europe, and Australia. We find that full equality in earnings and employment between women and men would decrease household earnings inequality considerably. The most substantial decreases come from closing the gender employment gap, as opposed to gender gaps in pay and hours worked. A 10% counterfactual decrease in the gender employment gap (relative to the country baseline) is associated with an average 1.2% decrease in household earnings inequality. This points to reducing the gender employment gap as the pathway through which greater gender equality may most strongly mitigate overall earnings inequality, with the significant implication that two key goals for contemporary societies can be pursued simultaneously." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Frauen; Gleichstellung; Erwerbsbeteiligung; Auswirkungen; Einkommensverteilung; Haushaltseinkommen; Lohnunterschied; geschlechtsspezifische Faktoren; Arbeitszeit; Lohnhöhe; internationaler Vergleich; OECD; private Haushalte; soziale Ungleichheit; }, Annote= {Bezugszeitraum: 2005-2016}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K220729TIF}, } *************************** 5. MONOGRAPHISCHE LITERATUR *************************** @Book{Gaertner:2020:WGC, Institution={Bundesministerium f{\"u}r Familie, Senioren, Frauen und Jugend (Hrsg.) ; Institut f{\"u}r Sozialarbeit und Sozialp{\"a}dagogik (Hrsg.)}, Author= {Debora G{\"a}rtner and Katrin Lange and Anne Stahlmann}, Title= {Was der Gender Care Gap {\"u}ber Geld, Gerechtigkeit und die Gesellschaft aussagt : Einflussfaktoren auf den Gender Care Gap und Instrumente f{\"u}r seine Reduzierung}, Year= {2020}, Pages= {129}, Annote= {Art: Stand: März 2020}, Address= {Berlin}, Annote= {URL: https://www.bmfsfj.de/resource/blob/154696/bb7b75a0b9090bb4d194c2faf63eb6aa/gender-care-gap-forschungsbericht-data.pdf}, Abstract= {"Seit Dezember 2018 führt das ISS gemeinsam mit dem BMFSFJ das Projekt 'Pay Gap, Care Gap, Pension Gap: Interlinking Key Gender Gaps for Germany for monitoring Gender Equality and taking action' durch. Nun wurde der Forschungsbericht als eines der zentralen Ergebnisse des Projekts veröffentlicht. Aufbauend auf dem Zweiten Gleichstellungsbericht der Bundesregierung werden im Bericht Ansätze zur Verringerung des Gender Care Gap zwischen den Geschlechtern vertieft. Eingeflossen sind u. a. Ergebnisse aus Einzelinterviews mit Expertinnen und Experten, lokalen, nationalen und europäischen Fokusgruppen sowie aus quantitativen Untersuchungen des Fraunhofer-Instituts für Angewandte Informationstechnik (FIT). Damit werden erstmals zahlreiche neue Erkenntnisse zu den Ursachen des Gender Care Gap und seinen vielschichtigen Verzweigungen mit dem Gender Pay und Pension Gap für Deutschland vorlegt. Daran anknüpfend werden Handlungsoptionen für eine gerechtere Verteilung der Erwerbs- und unbezahlten Sorgearbeit zwischen Frauen und Männern formuliert." (Autorenreferat, IAB-Doku)}, Annote= {Schlagwörter: Arbeitsteilung; geschlechtsspezifische Faktoren; Kinderbetreuung; Auswirkungen; soziale Gerechtigkeit; Europäische Union; Altenpflege; Ehepaare; Männer; Frauen; Gleichstellungspolitik; institutionelle Faktoren; Infrastruktur; soziale Normen; Determinanten; Lohnunterschied; Rentenanspruch; Zeitverwendung; Hausarbeit; Mütter; Väter; Bundesrepublik Deutschland; }, Annote= {Bezugszeitraum: 2018-2020}, Annote= {Sprache: de}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K220720TDS}, } @Book{International:2022:GPG, Institution={International Labour Organization ; Weltgesundheitsorganisation}, Title= {The gender pay gap in the health and care sector : A global analysis in the time of COVID-19}, Year= {2022}, Pages= {145}, Address= {Genf}, ISBN= {ISBN 978-92-4-005289-5 (WHO) ; ISBN 978-92-2-037346-0 (ILO)}, Annote= {URL: https://www.ilo.org/wcmsp5/groups/public/---dgreports/---dcomm/---publ/documents/publication/wcms_850909.pdf}, Abstract= {"The health sector, with its high potential for decent jobs growth, and with 67% of wage employees being women, has a key role to play in women's economic empowerment and the broader SDG5 agenda. This report co-developed by ILO and WHO, is the first ever global sectoral gender pay gap report. Analyzing the gender pay gaps in the health and care sector and using this evidence to achieve equal pay for equal work across the sector is a critical step to attracting and retaining all workers in health and care. This is critical if we are to address the global shortfall of health and care workers and achieve Universal Health Coverage. The high degree of feminization in the health and care sector is a key factor behind the lower earnings for both women and men within the sector. It contributes to the overall prevailing gender pay gap in the economy. The results of this groundbreaking report suggest that once age, education, occupational category, and other such factors are considered, globally women face a 24 percentage point pay gap compared to men across the health and care sector. Furthermore, among women in the health and care sector there is evidence of a motherhood gap. Much of the gender pay gap in health and care is unexplained by labour market attributes that should be the sole factors determining wages. The report assesses gender wage gaps over time and finds a particular persistence in this unexplained portion of the gender pay gap. In addition, evidence indicates that the employment impact of COVID-19 in the sector disproportionately affected workers at the low end of the pay scale, most of whom are women. The evidence in the report shows significant variation in gender pay gaps in health and care across countries, suggesting that targeted action to close gender pay gaps is both possible and effective. The path forward includes: - improving the collection and analysis of targeted gender-disaggregated wage data for the health and care sector; - investing in decent jobs in the sector; - social dialogue; - promoting science, technology, engineering and mathematics careers for young women; - attracting more men into middle occupation categories and more women to the top; - pay transparency and legal instruments against pay discrimination; - policies to redress the motherhood pay gap; - facilitating the transition of workers from the informal to the formal economy." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Pandemie; Auswirkungen; Lohnunterschied; Gesundheitswesen; geschlechtsspezifische Faktoren; erwerbstätige Frauen; erwerbstätige Männer; internationaler Vergleich; Gesundheitsberufe; Pflegeberufe; Mütter; Beschäftigungseffekte; Einkommenseffekte; Geschlechterverteilung; Sozialwesen; Sozialberufe; Welt; Kanada; Mexiko; USA; }, Annote= {Bezugszeitraum: 2013-2020}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K220809TP2}, } 10 von 379 Datensätzen ausgegeben.