Suchprofil: Gender_wage_gap Durchsuchter Fertigstellungsmonat: 01/23 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{Artmann:2022:HSA, Journal= {Labour economics}, Volume= {78}, Author= {Elisabeth Artmann and Hessel Oosterbeek and Bas van der Klaauw}, Title= {Household specialization and the child penalty in the Netherlands}, Year= {2022}, Pages= {Art. 102221}, Annote= {URL: https://doi.org/10.1016/j.labeco.2022.102221}, Abstract= {"Women in the Netherlands face an earnings penalty of 47% after the birth of their first child, which is in line with previous studies. We construct several measures of relative within-household earnings potential to assess the importance of household specialization based on comparative advantage. The Netherlands offers a particularly interesting setting for studying household specialization since employees basically face no restrictions if they want to reduce their working hours. We find that women with a higher earnings capacity than their partner face lower earnings losses after childbirth and reduce their labor supply less than women with a low relative earnings potential. Yet, men's labor market trajectories are largely unaffected by parenthood irrespective of their relative earnings potential in the household. There is thus no evidence that households divide market work and child care based on comparative advantage or bargaining power. We provide some evidence that women with high earnings potential rely more on formal child care." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))}, Annote= {Schlagwörter: Arbeitsteilung; geschlechtsspezifische Faktoren; Auswirkungen; Lohnunterschied; Mütter; Erwerbsbeteiligung; Arbeitskräfteangebot; Väter; individuelle Arbeitszeit; Einkommensentwicklung; Entwicklungspotenzial; Niederlande; }, Annote= {Bezugszeitraum: 1999-2019}, Annote= {JEL-Klassifikation: J13 ; J22 ; J31}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 1120}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K220714S8U}, } @Article{GaoKaibo:2022:EMO, Journal= {Applied Economics}, Number= {online first}, Author= {Kaibo Gao and Zhongjing Tian}, Title= {The Effect of Motherhood on Wages: are women's wage penalties due to lack of career aspirations?}, Year= {2022}, Pages= {1-17}, Annote= {URL: https://doi.org/10.1080/00036846.2022.2156469}, Abstract= {"Mothers' wages tend to be lower than those of equivalent childless women, and many researchers have reported on this 'motherhood wage penalty'. We explore the relationship between pre-school children and their mothers' wages to estimate the short-term effects of the 'motherhood wage penalty' and test the mechanisms of the 'motherhood wage penalty' in terms of changes in mothers' mindsets. In addition, a novel instrumental variable was found. Based on data from the China Family Panel Studies, we find that children in China have a significant negative impact on the increase in mothers' wages. The penalty is most severe for the low-income group. The reduction in mothers' career enthusiasm after childbirth explains only 3.5% of the wage gap, suggesting that the wage penalty for mothers may come mainly from extrinsic factors. In addition, we find that grandparent care and the establishment of public childcare centres are effective in mitigating the 'motherhood wage penalty', and that delaying retirement may be detrimental to mothers' wage increases." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Mütter; Lohnunterschied; Elternschaft; Auswirkungen; Einkommenseffekte; erwerbstätige Frauen; Kinderlosigkeit; Beruf und Familie; Aufstiegsmotivation; Berufswegplanung; Kinderbetreuung; China; }, Annote= {Bezugszeitraum: 2014-2018}, Annote= {Sprache: en}, Annote= {IAB-Sign.: X 132}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230104WJ0}, } @Article{Ginja:2023:ERT, Journal= {American Economic Journal. Applied Economics}, Volume= {15}, Number= {1}, Author= {Rita Ginja and Arizo Karimi and Pengpeng Xiao}, Title= {Employer Responses to Family Leave Programs}, Year= {2023}, Pages= {107-135}, Annote= {URL: https://doi.org/10.1257/app.20200448}, Annote= {URL: https://ideas.repec.org/p/iza/izadps/dp13833.html}, Abstract= {"Search frictions make worker turnover costly to firms. A three-month parental leave expansion in Sweden provides exogenous variation that we use to quantify firms' adjustment costs upon worker absence. The reform increased women's leave duration and likelihood of separating from pre-birth employers. Firms with greater exposure to the reform hired additional workers and increased coworkers to make it coworkers' hours, incurring wage costs corresponding to 10 full-time equivalent months in addition to replacing the workers. These adjustment costs varied by firms' availability of internal substitutes. We also analyze a daddy-month reform and find similar employer responses to male workers' leave, albeit smaller in magnitude." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Elternzeit; Reformpolitik; Auswirkungen; Personalanpassung; Dauer; Mütter; Arbeitsplatzwechsel; Kündigungsabsicht; Lohnkosten; Personaleinstellung; Einkommenseffekte; Frauen; Lohndiskriminierung; Arbeitszeitverlängerung; Inanspruchnahme; Väter; Schweden; }, Annote= {Bezugszeitraum: 1986-1996}, Annote= {JEL-Klassifikation: J13 ; J31 ; J22 ; J21 ; J16}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 2022}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230105WL5}, } @Article{Keller:2022:GGA, Journal= {The Review of Economic Studies}, Volume= {89}, Number= {6}, Author= {Wolfgang Keller and Hâle Utar}, Title= {Globalization, gender, and the family}, Year= {2022}, Pages= {3381-3409}, Annote= {URL: https://doi.org/10.1093/restud/rdac012}, Annote= {URL: https://doi.org/10.3386/w25247}, Abstract= {"Facing the same labour demand shock through imports from China, we show that men and women make different labour market and family adjustments that result in significant long-run gender inequality. The gender gap is driven by the female biological clock. Using population registers and matched employer-employee data from Denmark, we document that especially women in their late 30s, towards the end of their biological clock, decide to have a baby as the shock causes displacement. High-earning women in leadership positions and women who need to acquire new human capital are central because their new employment would require particularly high investments that are incompatible with having a newborn in the short time remaining on the biological clock. While children penalize women in the labour market, we show that due to the biological clock an otherwise gender-neutral shock leads to a gender gap in the labour market." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Fruchtbarkeit; Geburtenhäufigkeit; Eheschließung; Ehescheidung; Elternzeit; Frauen; internationaler Wettbewerb; Frauenerwerbstätigkeit; Einkommenseffekte; Lohnunterschied; geschlechtsspezifische Faktoren; Textilindustrie; Auswirkungen; Globalisierung; Import; Familienstruktur; Dänemark; }, Annote= {Bezugszeitraum: 1999-2007}, Annote= {JEL-Klassifikation: F16 ; F60 ; J12 ; J13 ; J16}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 060}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230131W0U}, } @Article{Kramarz:2022:IAE, Journal= {Quantitative Economics}, Volume= {13}, Number= {4}, Author= {Francis Kramarz and Elio Nimier-David and Thomas Delemotte}, Title= {Inequality and Earnings Dynamics in France : National Policies and Local Consequences}, Year= {2022}, Pages= {1527-1591}, Annote= {URL: https://doi.org/10.3982/QE1876}, Annote= {URL: https://doi.org/10.3982/QE1876}, Abstract= {"This paper provides new stylized facts about labor earnings inequality and dynamics in France for the period 1991-2016. Using linked employer-employee data, we show that (i) labor inequality in France is low compared to other developed countries and has been decreasing until the financial crisis of 2009 and increasing since then, (ii) women experienced high earnings growth, in particular at the bottom of the distribution, in contrast to the stability observed for men. Both result from a decrease in labor costs at the minimum wage and an increase in the hourly minimum in the aftermath of the 35h workweek policy, (iii) top earnings (top 5 and 1%) grew moderately while very top earnings (top 0.1 and 0.01%) experienced a much higher growth, (iv) inequality between and within cohorts follow the same U'shaped pattern as global inequality: it decreased before 2009 and then increased until 2016, (v) Individual earnings mobility is stable between 1991 and 2016, and very low at the top of the distribution, (vi) the distribution of earnings growth is negatively skewed, leptokurtic, and varies with age. Then, studying earnings dispersion both within and between territories, we document strong differences across cities as well as between urban and rural areas, even after controlling for observable characteristics. We also observe a continuous decrease in earnings inequality between territories. However, a larger inflation in rural territories mitigates this convergence. Finally, we document a strong reduction in inequality within rural and remote territories, again driven by changes at the bottom of the wage distribution." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Einkommensentwicklung; Arbeitsmarktentwicklung; Einkommensunterschied; Lohnhöhe; Lohnunterschied; Einkommensverteilung; erwerbstätige Frauen; erwerbstätige Männer; soziale Ungleichheit; regionale Disparität; strukturschwache Räume; Determinanten; regionale Faktoren; institutionelle Faktoren; Mindestlohn; Wochenarbeitszeit; Arbeitszeitverkürzung; Frankreich; }, Annote= {Bezugszeitraum: 1991-2016}, Annote= {JEL-Klassifikation: D31 ; E24 ; J31 ; J38 ; R00}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 2079}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221230WGI}, } @Article{Sprengholz:2022:IAC, Journal= {Work and occupations}, Number= {online first}, Author= {Maximilian Sprengholz and Maik Hamjediers}, Title= {Intersections and Commonalities: Using Matching to Decompose Wage Gaps by Gender and Nativity in Germany}, Year= {2022}, Pages= {1-38}, Annote= {URL: https://doi.org/10.1177/07308884221141100}, Annote= {URL: https://doi.org/10.1177/07308884221141100}, Abstract= {"We investigate intersecting wage gaps by gender and nativity by comparing the wages between immigrant women, immigrant men, native women, and native men based on Western German survey data. Adding to the analytical diversity of the field, we do a full comparison of group wages to emphasize the relationality of privilege and disadvantage, and we use a nonparametric matching decomposition that is well suited to address unique group-specific experiences. We find that wage (dis)advantages associated with the dimensions of gender and nativity are nonadditive and result in distinct decomposition patterns for each pairwise comparison. After accounting for substantial group differences in work attachment, individual resources, and occupational segregation, unexplained wage gaps are generally small for comparisons between immigrant women, immigrant men, and native women, but large when either group is compared to native men. This finding suggests that the often presumed 'double disadvantage' of immigrant women is rather a 'double advantage' of native men." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Lohnunterschied; erwerbstätige Frauen; erwerbstätige Männer; Inländer; Einwanderer; Lohndiskriminierung; IAB-SOEP-Migrationsstichprobe; IAB-BAMF-SOEP-Befragung von Geflüchteten; ausländische Frauen; ausländische Männer; ausländische Arbeitnehmer; Bundesrepublik Deutschland; Westdeutschland; }, Annote= {Bezugszeitraum: 2013-2019}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 1346}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230111WPR}, } ********************************** 4. ARBEITSPAPIERE/DISCUSSION PAPER ********************************** @Book{Ayaita:2023:ITA, Institution={ZBW - Leibniz-Informationszentrum Wirtschaft (Hrsg.)}, Author= {Adam Ayaita}, Title= {Is There an Ethnic Pay Gap in Germany? Evidence from a Representative Sample of the Adult Population}, Year= {2023}, Pages= {40}, Address= {Kiel}, Series= {EconStor Preprints}, Annote= {URL: http://hdl.handle.net/10419/267865}, Annote= {URL: http://hdl.handle.net/10419/267865}, Abstract= {"This study investigates a disparity in hourly wages (i.e., a pay gap) between employees with an ethnic minority vs. ethnic majority background in Germany. To this aim, a Blinder-Oaxaca decomposition based on a representative survey of the adult population in Germany is used. The analysis is restricted to employees who completed secondary schooling in Germany (N = 9,304). The results show that, overall, ethnic minority employees receive significantly lower gross hourly wages than ethnic majority employees, and this difference amounts to 13.8%. The larger part of this gap is explained by group differences in demographic, human capital, and occupational characteristics'in particular, education level, work experience, job tenure, the precise employment status, and occupational status. However, there is also a significant unexplained pay gap that amounts to 2.7% lower wages for ethnic minority (vs. ethnic majority) employees, indicating potential wage discrimination against ethnic minority employees. The total, explained, and unexplained ethnic pay gaps appear to be somewhat larger among men than among women. Finally, an exploratory analysis suggests that the part of the ethnic pay gap that has remained unexplained might be largely explained by whether employees hold the German citizenship and whether they were born in Germany." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Lohnunterschied; ethnische Gruppe; Minderheiten; Lohndiskriminierung; geschlechtsspezifische Faktoren; Berufsgruppe; qualifikationsspezifische Faktoren; Einwanderer; erste Generation; zweite Generation; ausländische Arbeitnehmer; Inländer; Bundesrepublik Deutschland; }, Annote= {Bezugszeitraum: 2019-2019}, Annote= {JEL-Klassifikation: J24 ; J31 ; J71 ; J38}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230110WNW}, } @Book{Bizopoulou:2019:JTA, Institution={Valtion Taloudellinen Tutkimuskeskus (Helsinki) (Hrsg.)}, Author= {Aspasia Bizopoulou}, Title= {Job Tasks and Gender Wage Gaps within Occupations}, Year= {2019}, Pages= {36}, Address= {Helsinki}, Series= {VATT working papers / Valtion Taloudellinen Tutkimuskeskus (Helsinki)}, Number= {124}, ISBN= {ISBN 978-952-274-243-8}, Annote= {URL: https://ideas.repec.org/p/fer/wpaper/124.html}, Annote= {URL: https://ideas.repec.org/p/fer/wpaper/124.html}, Abstract= {"I provide evidence that task use at work by men and women in the same occupations is significantly different. The observed difference can account for the within-occupational gender-wage gap that is prevalent in many developed countries. Using data for thirteen European countries, I find that women consistently report spending less time than men on specific job tasks. The effect is exacerbated with fertility and selection into the labour force, however neither mechanism can completely account for the observed differences. The difference is also not accounted for by the type of occupations in which women are employed, nor their working hours and it is not driven by measurement error. Similarly to studies for the US and Australia, I find that a large portion of the gender wage-gap is found among individuals employed in the same occupational titles. However, controlling for both occupations and task use in an wage equation accounts for the entirety of the within-occupational gender wage-gap, for all countries in the sample." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Qualifikationsverwertung; Ungleichheit; Tätigkeitsmerkmale; Arbeitsanforderungen; Arbeitsteilung; individuelle Arbeitszeit; Lohnunterschied; geschlechtsspezifische Faktoren; Fruchtbarkeit; Qualifikation; Problemlösen; Lesen; Mathematik; EDV-Kenntnisse; internationaler Vergleich; Berufsgruppe; erwerbstätige Frauen; erwerbstätige Männer; Auswirkungen; Belgien; Flandern; Tschechische Republik; Dänemark; Frankreich; Griechenland; Italien; Niederlande; Polen; Slowakei; Slowenien; Spanien; Großbritannien; Norwegen; }, Annote= {Bezugszeitraum: 2011-2011}, Annote= {JEL-Klassifikation: J16 ; J31 ; J24 ; J24 ; J31 ; J16}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221216V96}, } @Book{Bonaccolto-Toepfer:2023:ITU, Institution={Labor and Socio-Economic Research Center (Hrsg.)}, Author= {Marina Bonaccolto-T{\"o}pfer and Claus Schnabel}, Title= {Is There a Union Wage Premium in Germany and Which Workers Benefit Most?}, Year= {2023}, Pages= {24}, Address= {Erlangen}, Series= {LASER discussion papers}, Number= {446}, Annote= {URL: https://www.laser.fau.de/papers/paper/446.pdf}, Abstract= {"Mit repräsentativen Daten des Sozio-oekonomischen Panels findet diese Studie für Deutschland eine statistisch signifikante Lohnprämie von fast drei Prozent, die mit einer Gewerkschaftsmitgliedschaft einhergeht, aber keine Tarifvertragsprämie ist. Da der Gewerkschaftsbeitrag üblicherweise bei ungefähr einem Prozent des Bruttoverdienstes liegt, zahlt es sich also aus, Gewerkschaftsmitglied zu sein. Unsere Ergebnisse zeigen, dass die gewerkschaftliche Lohnprämie stark zwischen verschiedenen Berufen und Bildungsgruppen variiert, allerdings nicht zwischen Männern und Frauen. Wir finden nicht, dass diese Lohnprämie für diejenigen Berufe und Arbeitskräfte höher ausfällt, die den Kern der gewerkschaftlichen Mitglieder darstellen. Vielmehr scheinen sich Gewerkschaften um benachteiligte Arbeitskräfte zu kümmern und eine breitere soziale Agenda zu verfolgen." (Autorenreferat, IAB-Doku)}, Abstract= {"Using representative data from the German Socio-Economic Panel (SOEP), this paper finds a statistically significant union wage premium in Germany of almost three percent which is not simply a collective bargaining premium. Given that the union membership fee is typically about one percent of workers? gross wages, this finding suggests that it pays off to be a union member. Our results show that the wage premium differs substantially between various occupations and educational groups, but not between men and women. We do not find that union wage premia are higher for those occupations and workers which constitute the core of union membership. Rather, unions seem to care about disadvantaged workers and pursue a wider social agenda." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Gewerkschaftszugehörigkeit; Auswirkungen; Einkommenseffekte; Lohnunterschied; abhängig Beschäftigte; Berufsgruppe; qualifikationsspezifische Faktoren; geschlechtsspezifische Faktoren; Benachteiligte; Bundesrepublik Deutschland; }, Annote= {Bezugszeitraum: 2015-2019}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230110WN5}, } @Book{Cieplinski:2022:NWT, Institution={University of London. School of Oriental and African Studies. Department of Economics (Hrsg.)}, Author= {André Cieplinski and Simone D'Alessandro and Chandni Dwarkasing and Pietro Guarnieri}, Title= {Narrowing women's time and income gaps: an assessment of the synergies between working time reduction and universal income schemes}, Year= {2022}, Pages= {34}, Address= {London}, Series= {Working papers / SOAS University of London}, Number= {250}, Annote= {URL: https://ideas.repec.org/p/soa/wpaper/250.html}, Annote= {URL: https://ideas.repec.org/p/soa/wpaper/250.html}, Abstract= {"The COVID-19 crisis re-opened a discussion on the gendered nature of time-poverty and income inequality. We compare two policy combinations that assess the synergies between working time reduction and two universal income schemes: basic income and care income programmes. While the former provides every individual with an equal monetary benefit, the latter ties monetary benefits to the amount of unpaid and care work performed by individuals. We assess the impact of these policy combinations applying Eurogreen, a macrosimulation model tailored to Italy. Results suggest that while working time reduction directly improves the distribution of unpaid work and alleviates time-poverty, its impact on income inequality is limited. By contrast, the universal income schemes promote a similar and significant reduction of income inequality but differ in terms of gender equality outcomes. When it comes to improvements in womenâ''s employment, labour force participation and real wages, working time reduction in combination with basic income outperforms care income. Meanwhile, care income outperforms basic income in terms of womenâ''s income gap. Finally, regarding time-use, the adverse labour market effects of a care income on womenâ''s participation rates compromises the redistribution of unpaid work from women to men." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Arbeitsteilung; geschlechtsspezifische Faktoren; Gleichstellung; Arbeitszeitverkürzung; Bedingungsloses Grundeinkommen; Auswirkungen; Zeitverwendung; Männer; Frauen; Kinderbetreuung; Hausarbeit; Ungleichheit; Lohnunterschied; Beruf und Familie; Zeitbudget; Zeit; Armut; individuelle Arbeitszeit; Arbeitszeitentwicklung; Erwerbsbeteiligung; Szenario; Italien; }, Annote= {Bezugszeitraum: 1988-2040}, Annote= {JEL-Klassifikation: C63 ; E24 ; J22 ; B54}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221220WBN}, } @Book{DePoli:2022:EPF, Institution={Europ{\"a}ische Kommission. Gemeinsame Forschungsstelle (Hrsg.)}, Author= {Silvia De Poli and Sofia Maier}, Title= {Enforcing 'Equal Pay for Equal Work' in the EU: what would it take?}, Year= {2022}, Pages= {43}, Address= {Seville}, Series= {JRC working papers on taxation and structural reforms}, Number= {2022-11 ; JRC technical report}, Annote= {URL: https://ideas.repec.org/p/ipt/taxref/202211.html}, Annote= {URL: https://ideas.repec.org/p/ipt/taxref/202211.html}, Abstract= {"The European Parliament has recently approved new binding pay transparency measures to promote ''Equal Pay for Equal Work'', a EU founding principle which is at the heart of the European Pillar of Social Rights Action Plan towards 2030. Using harmonized microdata for the EU 27 countries and a novel estimation approach -based on blocking with regression adjustments- we provide new comparable estimates of the gap in gross hourly wages between women and men performing similar work. This gap ranges from about 6% in Germany to 18% in Estonia. We also shed new light on the (heterogeneous) distributional consequences of a hypothetical enforcement of equal pay for equal work, simulating an upward shift in women's gross hourly wage. The strongest impact on the distribution of labour earnings would take place in countries with high gender pay gaps for equal work and small gender gaps in employment and hours worked (mainly Central and Eastern European countries), whereas only marginal effects are identified in countries with large gaps in hours worked and gender segregation in the type of work done (Western European countries), and also in countries with large employment gaps (Southern European countries). We also identify income poverty-reducing and inequality-increasing effects. The latter is driven by a composition effect (under-representation of employed women in low-income households), which is only partly offset by the tax-benefit system." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Lohnstruktur; Lohnunterschied; Europäische Union; internationaler Vergleich; geschlechtsspezifische Faktoren; Lohndiskriminierung; Wochenarbeitszeit; Auswirkungen; Staatsquote; Betriebskosten; erwerbstätige Frauen; Erwerbsbeteiligung; Gleichstellungspolitik; Lohnpolitik; EU-Politik; Arbeitsmarkttransparenz; }, Annote= {Bezugszeitraum: 2018-2019}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221219WA6}, } @Book{Jones:2022:OIG, Institution={Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)}, Author= {Melanie K. Jones and Ezgi Kaya and Kerry L. Papps}, Title= {The Ongoing Impact of Gender Pay Gap Transparency Legislation}, Year= {2022}, Pages= {27}, Address= {Bonn}, Series= {IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit}, Number= {15817}, Annote= {URL: https://ideas.repec.org/p/iza/izadps/dp15817.html}, Annote= {URL: https://ideas.repec.org/p/iza/izadps/dp15817.html}, Abstract= {"This paper examines the ongoing impact of gender pay gap transparency legislation using a sudden COVID-19-induced temporary suspension to legislation in the UK. Compared to organisations that did not report during the suspension year, reporting organisations have a 6% lower gender pay gap a year later. This is driven by a relative increase in females in the top pay quartile at the same time as rising female concentration in the workforce overall. Further analysis supports the hypothesis that ongoing reporting is most effective in organisations with weaker pre-existing pressures to narrow their gender pay gap through female representation and voice." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Lohnhöhe; Lohnunterschied; geschlechtsspezifische Faktoren; Informationsrecht; Gleichstellungspolitik; Politikumsetzung; Arbeitgeberpflichten; Bericht; Pandemie; Auswirkungen; Gleichstellung; erwerbstätige Frauen; Arbeitsmarkttransparenz; Großbritannien; }, Annote= {Bezugszeitraum: 2017-2022}, Annote= {JEL-Klassifikation: J31 ; J38 ; J78}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230102WG5}, } @Book{Jones:2022:PPA, Institution={Global Labor Organization (Hrsg.)}, Author= {Melanie Jones and Ezgi Kaya}, Title= {Performance-related Pay and the UK Gender Pay Gap}, Year= {2022}, Pages= {48}, Address= {Essen}, Series= {GLO discussion paper / Global Labor Organization}, Number= {1211}, Annote= {URL: http://hdl.handle.net/10419/267149}, Annote= {URL: http://hdl.handle.net/10419/267149}, Abstract= {"This paper explores the role of performance-related pay to the UK gender pay gap at the mean and across the earnings distribution. Applying decomposition methods to data from the Annual Survey of Hours and Earnings, we find that performance-related pay is an important but neglected factor, with the lower probability of females being employed in performance-related pay jobs explaining 12 per cent of the observed mean gender pay gap and making a larger contribution than many work-related characteristics routinely included in studies of this nature. Driven by its influence in the private sector, employment in performance-related pay jobs is more important in explaining the gender pay gap at the top end of the wage distribution, consistent with gender differences in receipt of bonus payments. Gender differences in the reward to performance-related pay jobs have a further, but more modest, role in widening the national and private sector mean gender pay gap." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Lohnunterschied; Leistungslohn; Prämienlohn; geschlechtsspezifische Faktoren; erwerbstätige Frauen; erwerbstätige Männer; Einkommensverteilung; Lohnform; Auswirkungen; Großbritannien; }, Annote= {Bezugszeitraum: 2019-2019}, Annote= {JEL-Klassifikation: J33 ; J45 ; J71 ; J31}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230104WLR}, } @Book{Magda:2019:GPG, Institution={Instytut Badan Strukturalnych (Hrsg.)}, Author= {Iga Magda and Katarzyna Sa³ach}, Title= {Gender Pay Gap Patterns in Domestic and Foreign-Owned Firms}, Year= {2019}, Pages= {22}, Address= {Warszawa}, Series= {IBS working paper / Instytut Badan Strukturalnych}, Number= {2019,05}, Annote= {URL: https://ideas.repec.org/p/ibt/wpaper/wp052019.html}, Annote= {URL: https://ideas.repec.org/p/ibt/wpaper/wp052019.html}, Annote= {URL: https://ideas.repec.org/p/iza/izadps/dp12453.html}, Abstract= {"We investigate differences in gender wage gaps between foreign-owned and domestically-owned firms in Poland, a country that has experienced large FDI inflows over the past three decades. We show that according to standard estimates of adjusted gender wage gaps, these differences are much larger in the foreign-owned companies than in the domestic firms. However, we also find that these estimates cannot be trusted because the domestically-owned firms have considerably higher levels of gender segregation. Using a non parametric matching and decomposition technique (Nopo 2008) we find that gender wage gaps in domestically-owned firms are only slightly smaller than those in foreign-owned companies. Women tend to segregate into low-paid jobs in the domestic sector, whereas foreign-owned companies have much larger within-firm differences in earnings. In sum, we find that the nature of gender wage gaps and the factors that underlie them differ between domestic and foreign-owned companies." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Lohnunterschied; geschlechtsspezifische Faktoren; multinationale Unternehmen; Großunternehmen; Inländer; Unternehmer; Auslandsinvestitionen; geschlechtsspezifischer Arbeitsmarkt; Segregation; erwerbstätige Frauen; erwerbstätige Männer; Auswirkungen; Polen; }, Annote= {Bezugszeitraum: 2008-2014}, Annote= {JEL-Klassifikation: F23 ; J16 ; J31 ; J71}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221216V9Q}, } @Book{Schmid:2022:MGE, Institution={University of Hohenheim, Faculty of Business, Economics and Social Sciences (Hrsg.)}, Author= {Ramona Schmid}, Title= {Mind the gap: Effects of the national minimum wage on the gender wage gap in Germany}, Year= {2022}, Pages= {37}, Address= {Stuttgart}, Series= {Hohenheim discussion papers in business, economics and social sciences}, Number= {06-2022}, Annote= {URL: http://hdl.handle.net/10419/267738}, Annote= {URL: http://hdl.handle.net/10419/267738}, Abstract= {"With its introduction in 2015, the statutory minimum wage in Germany intends to benefit primarily low-wage workers. Thus, this paper aims at estimating the effectiveness of the im- plemented wage floor on gender wage gaps in the lower half of the wage distribution. Using administrative data, distinct regional differences regarding magnitudes of wage differentials and responses to the minimum wage are identified. Overall, wage gaps between men and women at the 10th percentile decrease by 2.46 and 6.34 percentage points respectively in the West and East of Germany after 2015. Applying counterfactual wage distributions, the study provides new evidence that around 60% and even 95% of the decline result from the introduction of the minimum wage in each region. Further, group-specific analyses identify concrete responses on the basis of age, educational level and occupational activity. Having yearly data, the study ad- ditionally reveals new results on the impact of the successive minimum wage raises in 2017 and 2019. Counterfactual aggregate decompositions of gender wage gaps finally indicate a decrease in discriminatory remuneration structures in the West of Germany due to the introduced wage floor." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Mindestlohn; Auswirkungen; Lohnunterschied; erwerbstätige Frauen; erwerbstätige Männer; geschlechtsspezifische Faktoren; Einkommenseffekte; regionaler Vergleich; Stichprobe der Integrierten Arbeitsmarktbiografien (SIAB); Bundesrepublik Deutschland; Westdeutschland; Ostdeutschland; }, Annote= {Bezugszeitraum: 1975-2019}, Annote= {JEL-Klassifikation: J71 ; J16 ; J38 ; J78 ; J31}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230110WNV}, } *************************** 5. MONOGRAPHISCHE LITERATUR *************************** @Book{Kortendiek:2022:GGA, Institution={Netzwerk Frauen- und Geschlechterforschung NRW (Hrsg.)}, Author= {Beate Kortendiek and Lisa Mense and Sandra Beaufaÿs and Jenny B{\"u}nnig and Ulla Hendrix and Jeremia Herrmann and Heike Mauer and Jennifer Niegel}, Title= {Gender-Report 2022: Geschlechter(un)gerechtigkeit an nordrhein-westf{\"a}lischen Hochschulen : Hochschulentwicklungen - Gleichstellungspraktiken - Ungleichheiten im Mittelban}, Year= {2022}, Pages= {400}, Address= {Essen}, Series= {Gender-Report – / Netzwerk Frauen- und Geschlechterforschung NRW}, Number= {5 ; Studien / Netzwerk Frauen- und Geschlechterforschung NRW * 39}, ISBN= {ISBN 978-3-936199-38-3}, Annote= {URL: https://www.genderreport-hochschulen.nrw.de/fileadmin/media/media-genderreport/download/Gender-Report_2022/genderreport_2022_langfassung_f_web.pdf}, Annote= {URL: https://www.genderreport-hochschulen.nrw.de/fileadmin/media/media-genderreport/download/Gender-Report_2022/genderreport_2022_langfassung_f_web.pdf}, Abstract= {"Der Gender-Report 2022 umfasst drei Teilstudien: In Teil I wird die Geschlechter(un)gleichheit an den Hochschulen in NRW anhand hochschulstatistischer Daten gemessen und verglichen. Wie sind Frauen und Männer auf die Qualifizierungsstufen und Statusgruppen verteilt (vertikale Segregation) – und welche Entgeltungleichheiten zeigen sich bei Professuren und im MTV-Bereich? Welche Geschlechterungleichheiten werden sichtbar, wenn die Fächergruppen betrachtet werden (horizontale Segregation)? Die besondere Aufmerksamkeit gilt den 37 Hochschulen in Trägerschaft des Landes NRW. In Teil II wird die Umsetzung der gesetzlichen Gleichstellungsvorgaben durch die Hochschulen analysiert und auf damit verbundene Herausforderungen eingegangen. Maßgeblich hierfür sind das Hochschulgesetz, das Kunsthochschulgesetz sowie das Landesgleichstellungsgesetz. Neben der Fortschreibung der Umsetzung von Gleichstellungsplänen, der geschlechterparitätischen Gremienbesetzung sowie der Gleichstellungsquoten werden u. a. Formen der Gleichstellungsgovernance, Maßnahmen zur Anerkennung von Geschlechtervielfalt sowie die Auswirkungen der Coronapandemie auf die Gleichstellungs- und Gremienarbeit untersucht. In Teil III des Gender-Reports wird die Situation des akademischen Mittelbaus an Hochschulen in Nordrhein-Westfalen aus einer multidimensionalen Geschlechterperspektive untersucht. Dabei geht es um den Mittelbau nicht nur unter der Perspektive des akademischen 'Nachwuchses', sondern auch um den Blick auf aktuelle Beschäftigungsverhältnisse (auch unter Bedingungen der Coronapandemie). Arbeitszufriedenheit und Berufsperspektiven verschiedener Gruppen werden ebenso analysiert wie Erfahrungen von Benachteiligung, Unterstützung und Förderung an Hochschulen." (Autorenreferat, IAB-Doku)}, Annote= {Schlagwörter: Hochschule; Gleichstellung; Frauen; Männer; Geschlechterverhältnis; Geschlechterverteilung; geschlechtsspezifische Faktoren; Wissenschaftler; Hochschulpersonal; Hochschullehrer; Studienfach; Lohnunterschied; Führungskräfte; Gleichstellungsbeauftragte; Gleichstellungspolitik; Berufungsverfahren; Pandemie; Auswirkungen; Beruf und Familie; Unternehmenskultur; Kinderbetreuung; sexuelle Belästigung; Diskriminierung; Geschlechterforschung; Arbeitsbedingungen; Leistungsdruck; akademischer Mittelbau; Berufsverlauf; befristeter Arbeitsvertrag; Arbeitszufriedenheit; Studenten; Hochschulabsolventen; Bundesrepublik Deutschland; Nordrhein-Westfalen; }, Annote= {Bezugszeitraum: 2000-2022}, Annote= {Sprache: de}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221219WAN}, } @Book{Silverberg:2022:GEA, Institution={Gender Equality Advisory Council (Hrsg.) ; Wissenschaftszentrum Berlin f{\"u}r Sozialforschung (Hrsg.) ; Universit{\"a}t der K{\"u}nste Berlin (Hrsg.)}, Editor= {Laurie Silverberg and Jutta Allmendinger and Michelle Boden and Frederic Jage-Bowler and Johanna Schleyer}, Title= {Gender Equality Advisory Council Report 2022: A shared vision for gender equality}, Year= {2022}, Pages= {108}, Address= {Berlin}, Annote= {URL: https://g7geac.org/wp-content/uploads/2022/12/2022-12-21_FullReport_Final.pdf}, Abstract= {"The 2022 GEAC Report describes the development of the G7 on the path to gender equality. Through both essays and data, it offers a clear picture of gender equality within the G7, highlights success stories, identifies areas for improvement, and provides evidence-based recommendations to the leaders of the G7. The first half of the report focuses on seven areas of action identified by the GEAC 2022; the second half offers a milestone in the work of the GEAC: the first-ever publication of the G7 Dashboard on Gender Gaps. This year's GEAC focused on seven themes: Funding; Ownership, Entrepreneurship, and Investment; The Care Economy; Feminist Diplomacy; Gender-based Violence; Gender and Crisis; and Intersectional Policy. Each of these themes is presented with a dedicated essay that includes data and best-practice models and concludes with a series of recommendations to the G7 leaders. Four of these themes are further elucidated in a more accessible comic-strip format." (Text excerpt, IAB-Doku) ((en))}, Annote= {Schlagwörter: Gleichstellung; Gleichstellungspolitik; geschlechtsspezifische Faktoren; internationaler Vergleich; Frauen; Unternehmertum; Unternehmer; Gewaltprävention; Industrieländer; Europäische Union; OECD; öffentliche Ausgaben; Unternehmensgründung; Förderung; Arbeitsteilung; Kinderbetreuung; Pflegeberufe; soziale Anerkennung; Sozialberufe; Gesundheitsberufe; Feminismus; politische Partizipation; Außenpolitik; Gender Mainstreaming; sexuelle Belästigung; Erwerbsbeteiligung; MINT-Berufe; Geschlechterverteilung; Führungskräfte; Gesundheitszustand; Lohnunterschied; Gewalt; Afrika; Welt; }, Annote= {Bezugszeitraum: 2012-2022}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230105WMJ}, } 17 von 461 Datensätzen ausgegeben.