Suchprofil: Gender_wage_gap
Durchsuchter Fertigstellungsmonat: 06/23

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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@Article{Alfano:2021:GWG,
   Journal=    {The B.E. Journal of Economic Analysis and Policy},
   Volume=     {21},
   Number=     {3},
   Author=     {Vincenzo Alfano and Lorenzo Cicatiello and Giuseppe Lucio Gaeta and Mauro Pinto},
   Title=      {The Gender Wage Gap among Ph.D. Holders: Evidence from Italy},
   Year=       {2021},
   Pages=      {1107-1148},
   Annote=     {URL: https://doi.org/10.1515/bejeap-2020-0319},
   Annote=     {URL: https://doi.org/10.1515/bejeap-2020-0319},
   Annote=     {URL: http://hdl.handle.net/10419/202641},
   Abstract=   {"This paper contributes to the literature on the gender wage gap by empirically analyzing those workers who hold the highest possible educational qualification, i.e., a Ph.D. The analysis relies on recent Italian cross-sectional data collected through a survey on the employment conditions of Ph.D. holders. The Oaxaca-Blinder decomposition analysis and quantile decomposition analysis are carried out, and the selection of Ph.D. holders into employment and STEM/non-STEM fields of specialization is taken into account. Findings suggest that a gender gap in hourly wages exists among Ph.D. holders, with sizeable differences by sector of employment and field of specialization." (Author's abstract, IAB-Doku, © De Gruyter) ((en))},
   Annote=     {Schlagwörter: Hochschulabsolventen; Promotion; Lohnunterschied; geschlechtsspezifische Faktoren; erwerbstätige Frauen; erwerbstätige Männer; Bildungsertrag; Berufsgruppe; Studienfach; Lohndiskriminierung; Italien; },
   Annote=     {Bezugszeitraum: 2004-2010},
   Annote=     {JEL-Klassifikation: J71 ; J31},
   Annote=     {Sprache: en},
   Annote=     {IAB-Sign.: Z 2088},
   Annote=     {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230615ZKC},
}


@Article{Attewell:2023:OMU,
   Journal=    {Research in Social Stratification and Mobility},
   Volume=     {83},
   Author=     {Paul Attewell and Dirk Witteveen},
   Title=      {Occupational marginalization, underemployment, and earnings inequality among college graduates},
   Year=       {2023},
   Pages=      {Art. 100761},
   Annote=     {URL: https://doi.org/10.1016/j.rssm.2023.100761},
   Abstract=   {"A longstanding literature asserts that many bachelor's graduates in the US are underemployed, working in jobs that do not require a degree, earning little more than high school graduates. Our analyses of American Community Survey data paint a different picture. The most common form of underemployment finds college graduates working alongside individuals who have attended college but who have not completed a baccalaureate, rather than working in occupations dominated by employees with high school diplomas or less. Underemployed college graduates retain an earnings advantage compared to their non-graduate occupational workmates. However, selection into underemployment reflects large inequalities along socio-demographic dimensions. We document that women, racial-ethnic minorities, and foreign-born individuals are much more likely to be underemployed, after controlling for their college majors, and less likely to be employed in the most sought-after graduate occupations. We describe this pattern as occupational marginalization: a sorting of graduates on social attributes into less lucrative jobs and show that this social segregation across occupations is substantial even among bachelor's graduates after controlling for their college major. We consider these findings in the light of Human Capital Theory, Credentialism, and theories of Social Exclusion." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))},
   Annote=     {Schlagwörter: Hochschulabsolventen; Unterbeschäftigung; Überqualifikation; Lohnunterschied; Bachelor; geschlechtsspezifische Faktoren; ethnische Gruppe; Minderheiten; Einwanderer; Berufsgruppe; Segregation; Marginalität; unterwertige Beschäftigung; USA; },
   Annote=     {Bezugszeitraum: 2015-2019},
   Annote=     {Sprache: en},
   Annote=     {IAB-Sign.: Z 2109},
   Annote=     {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230620ZM7},
}


@Article{Blau:2023:ISI,
   Journal=    {Journal of labor economics},
   Number=     {online first},
   Author=     {Francine D. Blau and Lawrence M. Kahn and Nikolai Boboshko and Matthew Comey},
   Title=      {The Impact of Selection into the Labor Force on the Gender Wage Gap},
   Year=       {2023},
   Pages=      {1-57},
   Annote=     {URL: https://doi.org/10.1086/725032},
   Annote=     {URL: https://ideas.repec.org/p/diw/diwwpp/dp1946.html},
   Abstract=   {"Using Michigan Panel Study of Income Dynamics data, we study selection bias and the gender wage gap. Employing several methods, we find large declines in the total and unexplained gender gaps in wage offersbetween 1981 and 2015. Under our preferred selection correction method, the median total and unexplained gaps fell by 0.378 and 0.204 log points, respectively. These are larger declines than if we had not corrected for selection and simply measured convergence in observed wage gaps. However, substantial selectivity-corrected median gender wage gaps remainin 2015: 0.242 log points (total gap) and 0.206 log points (unexplained gap)." (Author's abstract, IAB-Doku) ((en))},
   Annote=     {Schlagwörter: Determinanten; Entwicklung; Erwerbsbeteiligung; erwerbstätige Frauen; erwerbstätige Männer; geschlechtsspezifische Faktoren; Imputationsverfahren; Selektionskorrektur; Lohnhöhe; Lohnunterschied; Nichterwerbstätige; qualifikationsspezifische Faktoren; USA; },
   Annote=     {Bezugszeitraum: 1981-2015},
   Annote=     {JEL-Klassifikation: C21 ; C24 ; J16 ; J21 ; J30 ; J31 ; J71},
   Annote=     {Sprache: en},
   Annote=     {IAB-Sign.: Z 797},
   Annote=     {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230619ZMN},
}


@Article{Borgen:2023:QRE,
   Journal=    {European Sociological Review},
   Volume=     {39},
   Number=     {2},
   Author=     {Nicolai T. Borgen and Andreas Haupt and Øyvind Nicolay Wiborg},
   Title=      {Quantile regression estimands and models: revisiting the motherhood wage penalty debate},
   Year=       {2023},
   Pages=      {317-331},
   Annote=     {URL: https://doi.org/10.1093/esr/jcac052},
   Abstract=   {"This paper discusses the crucial but sometimes neglected differences between unconditional quantile regression (UQR) models and quantile treatment effects (QTE) models. We argue that there is a frequent mismatch between the aim of the quantile regression analysis and the quantitative toolkit used in much of the applied literature, including the motherhood wage penalty literature. This mismatch may result in wrong conclusions being drawn from the data, and in the end, misguided theories. In this paper, we clarify the crucial conceptual distinction between influences on quantiles of the overall distributions, which we term population-level influences, and individual-level QTEs. Further, we use data simulations to illustrate that various classes of quantile regression models may, in some instances, give entirely different conclusions (to different questions). Finally, we compare quantile regression estimates using real data examples, showing that UQR and QTE models differ sometimes but not always. Still, the conceptual and empirical distinctions between quantile regression models underline the need to match the correct model to the specific research questions. We conclude the paper with a few practical guidelines for researchers." (Author's abstract, IAB-Doku) ((en))},
   Annote=     {Schlagwörter: Lohnunterschied; geschlechtsspezifische Faktoren; erwerbstätige Frauen; erwerbstätige Männer; Regressionsanalyse; Mütter; Arbeitsmarktforschung; Elternschaft; Auswirkungen; Einkommenseffekte; empirische Forschung; Forschungsmethode; Messfehler; USA; },
   Annote=     {Sprache: en},
   Annote=     {IAB-Sign.: Z 863},
   Annote=     {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230523Y4M},
}


@Article{Buchinsky:2023:RLA,
   Journal=    {Labour economics},
   Volume=     {81},
   Author=     {Moshe Buchinsky and Chemi Gotlibovski and Osnat Lifshitz},
   Title=      {Residential location and the male-female gap in labor market Outcomes - a lesson from newcomers to Israel},
   Year=       {2023},
   Pages=      {Art. 102320},
   Annote=     {URL: https://doi.org/10.1016/j.labeco.2023.102320},
   Abstract=   {"We estimated two dynamic programing models, one for men and one for women, on a sample of immigrants who arrived in Israel from the Former Soviet Union (FSU) between 1989 and 1995. Following the literature, we assume that the household maximizes its expected utility based only on the husband' s human capital. Therefore, the family's residential location decision is based on the husband's labor market opportunities. We study the potential effect of this assumed behavior on the labor market' s gender gaps. In the model estimated for men, we endogenize the decisions regarding residential location, employment location, and occupational choices. In contrast, in the model estimated for women the family's residential location is taken as given. Using the estimated parameters from the two models and a number of counterfactual simulations, we are able to decompose the observed gender wage gap into two parts-one based on behavioral differences and the other based on the lower labor market returns for women. The simulations indicate that if women had the same labor market returns and the same preferences as men, their outcomes would have been similar to those of men. Moreover, the simulations show that even without any changes in their labor market conditions, women would have gained in terms of both job quality and wages if the family's residential location was based on their human capital." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))},
   Annote=     {Schlagwörter: Einwanderer; Herkunftsland; berufliche Integration; ausländische Frauen; ausländische Männer; Wohnort; Auswirkungen; Entscheidungsfindung; Arbeitsort; Lohnunterschied; geschlechtsspezifische Faktoren; Ehemänner; Ingenieur; Ehefrauen; Ehepaare; regionaler Vergleich; Israel; GUS; },
   Annote=     {Bezugszeitraum: 1989-1995},
   Annote=     {Sprache: en},
   Annote=     {IAB-Sign.: Z 1120},
   Annote=     {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230602ZB4},
}


@Article{Casarico:2023:BCP,
   Journal=    {Journal of Population Economics},
   Volume=     {36},
   Number=     {3},
   Author=     {Alessandra Casarico and Salvatore Lattanzio},
   Title=      {Behind the child penalty: understanding what contributes to the labour market costs of motherhood},
   Year=       {2023},
   Pages=      {1489-1511},
   Annote=     {URL: https://doi.org/10.1007/s00148-023-00937-1},
   Abstract=   {"We study the short- and long-run effects of having a child on labour market outcomes of mothers compared to non-mothers. 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 52 log points and the penalty largely depends on the reduction in weeks worked by mothers. We then investigate sorting of women with and without children across different types of firms, providing evidence that mothers work in firms with lower productivity, sales, capital and wages after childbirth. Differences in rent-sharing between mothers and non-mothers explain 11.3% of the long-run child penalty in weekly wages, mostly due to between-firm components. Finally, we explore the individual-level, firm-level, and cultural factors that influence the size of child penalties. We find that the child penalty is higher for young, low-wage mothers and those taking longer leaves. It is larger in small firms with less generous pay and worse peers, and in more gender-conservative regions." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))},
   Annote=     {Schlagwörter: Mütter; Erwerbsbeteiligung; Benachteiligung; Diskriminierung; Ursache; erwerbstätige Frauen; Elternschaft; Auswirkungen; Einkommenseffekte; Lohndiskriminierung; Unternehmen; Berufsausstieg; Berufsrückkehrerinnen; Arbeitsplatzwahl; Berufsverlauf; Lohnunterschied; Kinderlosigkeit; Italien; },
   Annote=     {Bezugszeitraum: 1985-2018},
   Annote=     {JEL-Klassifikation: J31 ; J16 ; J13},
   Annote=     {Sprache: en},
   Annote=     {IAB-Sign.: Z 923},
   Annote=     {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230621ZPE},
}


@Article{Cooke:2022:POM,
   Journal=    {Social Politics},
   Volume=     {29},
   Number=     {3},
   Author=     {Lynn Prince Cooke and Anna Erika H{\"a}gglund and Rossella Icardi},
   Title=      {Paradox or Mitigation? Childless and Parent Gender Gaps across British, Finnish, and German Wage Distributions},
   Year=       {2022},
   Pages=      {955-979},
   Annote=     {URL: https://doi.org/10.1093/sp/jxac016},
   Annote=     {URL: https://doi.org/10.1093/sp/jxac016},
   Abstract=   {"Part of the welfare paradox is that generous family policies increase private sector employer discrimination particularly against higher-wage women. We argue instead that bundles of generous policies mitigate gender productivity differences among parents, and in turn the discrimination also affecting childless women. We test these assertions by estimating the two gaps across the British, Finnish, and German private sector wage distributions using 2000-2018 panel data and unconditional quantile regression. Because of smaller motherhood penalties below the median, parenthood gaps are smallest in Finland and Germany. In contrast, fatherhood premiums constitute most of the parenthood gap for high-wage German and British women, whereas high-wage British women are disadvantaged by motherhood penalties and fatherhood premiums. The childless gap is also smaller across the bottom of the Finnish and German wage distributions. Overall, our advanced modeling strategy finds strong support for the mitigating effects of generous family policies on gender wage gaps." (Author's abstract, IAB-Doku) ((en))},
   Annote=     {Schlagwörter: Lohnunterschied; Kinderlosigkeit; Mütter; Väter; Lohndiskriminierung; internationaler Vergleich; Familienpolitik; Einkommenseffekte; Elternschaft; geschlechtsspezifische Faktoren; Bundesrepublik Deutschland; Großbritannien; Finnland; },
   Annote=     {Bezugszeitraum: 2000-2018},
   Annote=     {Sprache: en},
   Annote=     {IAB-Sign.: Z 1927},
   Annote=     {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230612ZF1},
}


@Article{Fernández-Val:2023:SAD,
   Journal=    {Quantitative Economics},
   Volume=     {14},
   Number=     {2},
   Author=     {Iván Fernández-Val and Aico van Vuuren and Francis Vella and Franco Peracchi},
   Title=      {Selection and the distribution of female real hourly wages in the United States},
   Year=       {2023},
   Pages=      {571-607},
   Annote=     {URL: https://doi.org/10.3982/QE1777},
   Annote=     {URL: https://doi.org/10.3982/QE1777},
   Annote=     {URL: https://ideas.repec.org/p/iza/izadps/dp15028.html},
   Abstract=   {"We analyze the role of selection bias in generating changes in the observed distribution of female hourly wages in the United States using CPS data for the years 1975 to 2020. We account for selection bias from the employment decision by modeling the distribution of the number of working hours and estimating a nonseparable model of wages. We decompose changes in the wage distribution into composition, structural, and selection effects. Composition effects increased wages at all quantiles while the impact of the structural effects varied by time period and quantile. Changes in the role of selection only appeared at the lower quantiles of the wage distribution. The evidence suggests that there was positive selection in the 1970s, which diminished until the later 1990s. This reduced wages at lower quantiles and increased wage inequality. Post 2000 there appears to be an increase in positive sorting, which reduced the selection effects on wage inequality." (Author's abstract, IAB-Doku) ((en))},
   Annote=     {Schlagwörter: Einkommenseffekte; Entwicklung; erwerbstätige Frauen; Lohnentwicklung; Lohnhöhe; Lohnunterschied; Reallohn; qualifikationsspezifische Faktoren; Arbeitszeitentwicklung; USA; },
   Annote=     {Bezugszeitraum: 1975-2020},
   Annote=     {JEL-Klassifikation: I24 ; C14 ; J00},
   Annote=     {Sprache: en},
   Annote=     {IAB-Sign.: Z 2079},
   Annote=     {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230623ZQZ},
}


@Article{Jones:2023:UGP,
   Journal=    {Economica},
   Volume=     {90},
   Number=     {359},
   Author=     {Melanie Jones and Ezgi Kaya},
   Title=      {The UK gender pay gap: Does firm size matter?},
   Year=       {2023},
   Pages=      {937-952},
   Annote=     {URL: https://doi.org/10.1111/ecca.12481},
   Annote=     {URL: https://doi.org/10.1111/ecca.12481},
   Annote=     {URL: http://hdl.handle.net/10419/262740},
   Abstract=   {"Motivated by the introduction of the UK Gender Pay Gap Reporting legislation to large firms, defined as over 250 employees, we use linked employee-employer panel data from the Annual Survey of Hours and Earnings to explore pre-legislation variation in the gender pay gap by firm size. In doing so, we contribute to the evidence on the relationship between two prominent empirical regularities in the labour economics literature, namely the gender pay gap and the firm-size wage premium. We find that both the raw and adjusted gender pay gaps increase with firm size in the UK private sector, even after controlling for unobserved worker heterogeneity, consistent with the legislation being targeted effectively. However, this conclusion changes after accounting for unobserved firm-level heterogeneity. Large firms have smaller within-firm raw gender pay gaps and similar adjusted gender pay gaps when compared to smaller firms. Our findings are not specific to the current definition of large firms but hold more generally, including at alternative proposed size thresholds." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))},
   Annote=     {Schlagwörter: Auswirkungen; Betriebsgröße; Schwellenwert; erwerbstätige Frauen; erwerbstätige Männer; geschlechtsspezifische Faktoren; Großunternehmen; Informationsrecht; Lohnunterschied; Unternehmensgröße; Arbeitsmarkttransparenz; Arbeitsrecht; Großbritannien; },
   Annote=     {Bezugszeitraum: 2011-2016},
   Annote=     {JEL-Klassifikation: J31 ; J71 ; J78},
   Annote=     {Sprache: en},
   Annote=     {IAB-Sign.: Z 020},
   Annote=     {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230613ZIA},
}


@Article{Keller:2023:GGA,
   Journal=    {Journal of Economic Behavior & Organization},
   Volume=     {211},
   Author=     {Wolfgang Keller and Teresa Molina and William W. Olney},
   Title=      {The gender gap among top business executives},
   Year=       {2023},
   Pages=      {270-286},
   Annote=     {URL: https://doi.org/10.1016/j.jebo.2023.04.017},
   Annote=     {URL: https://ideas.repec.org/p/nbr/nberwo/28216.html},
   Abstract=   {"This paper examines gender differences among top US business executives using a large executive-employer matched data set spanning the last quarter century. Female executives make up 6% of the sample and exhibit more labor market churning – both higher entry and higher exit rates. Unconditionally, women earn 26% less than men, which decreases to 8% once executive characteristics, firm characteristics, and in particular job title are accounted for. We find that female executives are disproportionately represented in firms with more temporal flexibility and female-friendly corporate cultures, but this does not explain the gender pay gap. Rather, corporate culture is correlated with gender pay gaps within firms; specifically the within-firm gender pay gap is significantly smaller at female-friendly firms." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))},
   Annote=     {Schlagwörter: Beruf und Familie; Beschäftigtenstruktur; Determinanten; Frauen; Führungskräfte; Geschäftsführer; Geschlechterverteilung; geschlechtsspezifische Faktoren; Lohnunterschied; Männer; Unternehmenskultur; Vorstand; Arbeitszeitflexibilität; USA; },
   Annote=     {Bezugszeitraum: 1992-2017},
   Annote=     {JEL-Klassifikation: G30 ; J33 ; M14 ; M52},
   Annote=     {Sprache: en},
   Annote=     {IAB-Sign.: X 395},
   Annote=     {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230620ZMX},
}


@Article{Wasserman:2023:HCO,
   Journal=    {The Review of Economic Studies},
   Volume=     {90},
   Number=     {3},
   Author=     {Melanie Wasserman},
   Title=      {Hours Constraints, Occupational Choice, and Gender: Evidence from Medical Residents},
   Year=       {2023},
   Pages=      {1535-1568},
   Annote=     {URL: https://doi.org/10.1093/restud/rdac042},
   Abstract=   {"Do the long work hours required by many high-paying professions inhibit the entry of women? I investigate this question by studying a 2003 policy that capped the average workweek for medical residents at 80 hours. Using data on the universe of US medical school graduates, I find that when a specialty reduces its weekly hours, more women enter the specialty, whereas there is little change in men's entry. I provide evidence that the increase in women is due to changes in labour supply, rather than labour demand. At the residency program level, I document that baseline female representation predicts female entry after the reform. A back-of-the-envelope calculation suggests that the reallocation of women among medical specialties due to the hours reduction can close the physician gender wage gap by 11% '." (Author's abstract, IAB-Doku) ((en))},
   Annote=     {Schlagwörter: Assistenzarzt; Wochenarbeitszeit; Regulierung; Auswirkungen; Berufswahl; Frauen; Reformpolitik; Studienfachwahl; Medizin; Arbeitszeitverkürzung; Facharzt; Ausbildung; Geschlechterverteilung; Lohnunterschied; geschlechtsspezifische Faktoren; USA; },
   Annote=     {Bezugszeitraum: 1993-2010},
   Annote=     {JEL-Klassifikation: J24 ; J44 ; J16},
   Annote=     {Sprache: en},
   Annote=     {IAB-Sign.: Z 060},
   Annote=     {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230621ZO0},
}




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2. SONSTIGE REFERIERTE ZEITSCHRIFTEN
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@Article{Heilmann:2023:WRS,
   Journal=    {WISO},
   Volume=     {23},
   Number=     {1},
   Author=     {Tom Heilmann and Ute Klammer and Christina Klenner},
   Title=      {Welche Rolle spielt die Arbeitsbewertung f{\"u}r den Gender Pay Gap? : Analysen mit dem neuen 'ComparableWorth-Index' geben Aufschluss},
   Year=       {2023},
   Pages=      {51-69},
   Annote=     {URL: https://www.zeitschriftwiso.at/fileadmin/user_upload/LF_Heilmann_Tom.pdf},
   Abstract=   {"Die Lohnunterschiede zwischen Männern und Frauen sind sowohl in Österreich als auch in Deutschland weiterhin beträchtlich. In bisherigen Analysen zum Gender Pay Gap ist der Einfluss der Arbeitsbewertung, die den Anspruch erhebt, Lohnunterschiede aufgrund unterschiedlich hoher Arbeitsanforderungen vorzunehmen, allerdings unterbeleuchtet geblieben. Mit dem 'CW-Index' ist es nun jedoch erstmals möglich, den Einfluss ungleicher Bewertungen gleichwertiger Arbeitsanforderungen auf den Gender Pay Gap zu quantifizieren" (Textauszug, IAB-Doku, © ISW-Linz)},
   Annote=     {Schlagwörter: Arbeitsbewertung; Auswirkungen; Lohnunterschied; geschlechtsspezifische Faktoren; erwerbstätige Frauen; erwerbstätige Männer; Frauenberufe; Lohndiskriminierung; Indikatoren; Arbeitsanforderungen; Berufsgruppe; Bundesrepublik Deutschland; Österreich; },
   Annote=     {Bezugszeitraum: 2018-2018},
   Annote=     {Sprache: de},
   Annote=     {IAB-Sign.: Z 951},
   Annote=     {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230602ZB6},
}


@Article{Lawitzky:2023:PVM,
   Journal=    {Gender},
   Volume=     {15},
   Number=     {1},
   Author=     {Corinna Lawitzky and Antje Weyh},
   Title=      {Der Preis von Mutterschaft – die Lohnl{\"u}cke zwischen Frauen mit und ohne Kinder in Ost- und Westdeutschland},
   Year=       {2023},
   Pages=      {119-137},
   Annote=     {URL: https://doi.org/10.3224/gender.v15i1.09},
   Annote=     {URL: https://doi.org/10.3224/gender.v15i1.09},
   Abstract=   {"Die vorliegende Studie analysiert die Lohnlücke zwischen Frauen mit und ohne Kinder vor dem Hintergrund unterschiedlicher gesellschaftlicher Rollenbilder in Ost- und Westdeutschland. Die Datengrundlage bildet die Beschäftigtenhistorik des Instituts für Arbeitsmarkt- und Berufsforschung, die Angaben zu allen sozialversicherungspflichtig Beschäftigten in Deutschland enthält. Vollzeitbeschäftigte Frauen mit Kindern verdienen weniger als Frauen ohne Kinder, wobei dieser Lohnunterschied in Westdeutschland deutlich größer ausfällt als in Ostdeutschland. Mittels einer Oaxaca-Blinder-Zerlegung weisen wir wichtige Einflussfaktoren aus und können einen bereinigten Lohnunterschied ermitteln. Dabei deuten die Ergebnisse der Zerlegungen darauf hin, dass historische Unterschiede bezüglich der gesellschaftlichen Leitbilder zur Mutterrolle in Ost- und Westdeutschland weiterhin bestehen. Die Abkehr vom traditionellen Bild der Mutterrolle ist somit nach wie vor relevant für den Abbau des Lohnnachteils für Mütter." (Autorenreferat, IAB-Doku, © Budrich)},
   Abstract=   {"Against the background of different social role models in eastern and western Germany, this study analyses the wage gap between women with and without children. We use a comprehensive data set comprising all employees who are liable to social security contributions in Germany. We find that women with children who are in full-time employment earn lower wages than women in full-time employment without children. This wage gap is bigger in western Germany than in eastern Germany. Using the Oaxaca-Blinder decomposition approach, we determine important influencing factors and the adjusted wage gap. The results of these decompositions indicate that historical differences between the social role expectations of mothers in eastern and western Germany still exist. The renunciation of traditional role models is still very important when it comes to reducing the motherhood wage penalty." (Author's abstract, IAB-Doku, © Budrich) ((en))},
   Annote=     {Schlagwörter: IAB-Open-Access-Publikation; Lohnunterschied; erwerbstätige Frauen; Kinderlosigkeit; Mütter; regionaler Vergleich; Geschlechterrolle; Rollenverständnis; IAB-Beschäftigtenhistorik; Tradition; Lohndiskriminierung; Frauenerwerbstätigkeit; kulturelle Faktoren; Bundesrepublik Deutschland; Ostdeutschland; Westdeutschland; },
   Annote=     {Bezugszeitraum: 2017-2017},
   Annote=     {Sprache: de},
   Annote=     {IAB-Sign.: Z 768},
   Annote=     {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230505YU7},
}




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

@Article{Kallenberg:2023:EVF,
   Journal=    {Arbeitsmedizin, Sozialmedizin, Umweltmedizin},
   Volume=     {58},
   Number=     {5},
   Author=     {Christine Kallenberg},
   Title=      {Erwerbst{\"a}tigkeit von Frauen in Deutschland : Aktuelle arbeitsmedizinische Beobachtungen aus Praxis, Medien und Wissenschaft},
   Year=       {2023},
   Pages=      {298-305},
   Annote=     {URL: https://doi.org/10.17147/asu-1-273028},
   Abstract=   {"In der arbeitsmedizinischen Praxis fällt unter dem Aspekt der Lebensverlaufsperspektive von Frauen die enge Verwobenheit von Erwerbs- und Sorgearbeit auf. Rollenstereotype bei der Berufswahl, horizontale und vertikale Segregatin, Gender-Pay-Gap und Androzentrismus im Berufskrankheitenrecht zeigen zukünftige Erwartungen und Aufgaben für die Arbeitsmedizin mit dem Fokus Frauengesundheit und soziale Gerechtigkeit an." (Autorenreferat, IAB-Doku)},
   Annote=     {Schlagwörter: Frauenerwerbstätigkeit; Beruf und Familie; erwerbstätige Frauen; Arbeitsmedizin; Berufswahl; geschlechtsspezifische Faktoren; Geschlechterrolle; Stereotyp; Lohnunterschied; Entwicklung; Gleichberechtigung; geschlechtsspezifischer Arbeitsmarkt; Segregation; Erwerbsunterbrechung; Berufsverlauf; Arbeitsschutz; Gesundheitsschutz; Frauenberufe; Berufskrankheit; Anerkennung; Bundesrepublik Deutschland; },
   Annote=     {Sprache: de},
   Annote=     {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230524Y5L},
}


@Article{Schludi:2023:FBS,
   Journal=    {IAB-Forum},
   Number=     {08 05 2023},
   Institution={Institut f{\"u}r Arbeitsmarkt- und Berufsforschung, N{\"u}rnberg (Hrsg.)},
   Author=     {Martin Schludi},
   Title=      {Frauen bewerben sich seltener auf gut bezahlte Stellen als M{\"a}nner (Interview mit Benjamin Lochner)},
   Year=       {2023},
   Address=    {N{\"u}rnberg},
   Annote=     {URL: https://www.iab-forum.de/frauen-bewerben-sich-seltener-auf-gut-bezahlte-stellen-als-maenner/},
   Annote=     {URL: https://doi.org/10.48720/IAB.FOO.20230508.01},
   Abstract=   {"Männer und Frauen bewerben sich selbst innerhalb eng definierter Berufe auf unterschiedliche Stellen. Das erklärt einen erheblichen Teil des Gender-Pay-Gaps, also des Unterschieds im Durchschnittsverdienst von Frauen und Männern. Zu diesem Ergebnis kommen Benjamin Lochner und Christian Merkl in einem aktuellen IAB-Kurzbericht. Die Redaktion des IAB-Forum hat bei Benjamin Lochner nachgefragt." (Autorenreferat, IAB-Doku)},
   Annote=     {Schlagwörter: IAB-Open-Access-Publikation; erwerbstätige Frauen; Arbeitsplatzwahl; erwerbstätige Männer; Auswirkungen; Lohnunterschied; geschlechtsspezifische Faktoren; Personalauswahl; Bewerbungsverhalten; Personaleinstellung; Beruf und Familie; Mütter; Arbeitszeitflexibilität; Arbeitsweg; Bundesrepublik Deutschland; },
   Annote=     {Sprache: de},
   Annote=     {IAB-Sign.: Z 2182},
   Annote=     {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230508YVG},
}




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

@Book{Bailey:2023:HEP,
   Institution={National Bureau of Economic Research (Hrsg.)},
   Author=     {Martha J. Bailey and Thomas E. Helgerman and Bryan A. Stuart},
   Title=      {How the 1963 Equal Pay Act and 1964 Civil Rights Act Shaped the Gender Gap in Pay},
   Year=       {2023},
   Pages=      {44},
   Address=    {Cambridge, Mass},
   Series=     {NBER working paper / National Bureau of Economic Research},
   Number=     {31332},
   Annote=     {URL: https://ideas.repec.org/p/nbr/nberwo/31332.html},
   Abstract=   {"In the 1960s, two landmark statutes-the Equal Pay and Civil Rights Acts-targeted the long-standing practice of employment discrimination against U.S. women. For the next 15 years, the gender gap in median earnings among full-time, full-year workers changed little, leading many scholars and advocates to conclude the legislation was ineffectual. This paper uses two different research designs to show that women's relative wages grew rapidly in the aftermath of this legislation. The data show little evidence of short-term changes in women's employment, but some results suggest that firms reduced their hiring and promotion of women in the medium term." (Author's abstract, IAB-Doku) ((en))},
   Annote=     {Schlagwörter: Lohnpolitik; Gleichstellungspolitik; Auswirkungen; Lohnunterschied; geschlechtsspezifische Faktoren; erwerbstätige Frauen; erwerbstätige Männer; Lohndiskriminierung; Antidiskriminierungsgesetz; Erfolgskontrolle; Beschäftigungseffekte; Personaleinstellung; Beförderung; Entwicklung; USA; },
   Annote=     {Bezugszeitraum: 1949-2022},
   Annote=     {JEL-Klassifikation: J16 ; N32 ; J71},
   Annote=     {Sprache: en},
   Annote=     {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230622ZPW},
}


@Book{Cortés:2023:IHP,
   Institution={National Bureau of Economic Research (Hrsg.)},
   Author=     {Patricia Cortés},
   Title=      {Immigration, Household Production, and Native Women's Labor Market Outcomes: A Survey of a Global Phenomenon},
   Year=       {2023},
   Pages=      {23},
   Address=    {Cambridge, Mass},
   Series=     {NBER working paper / National Bureau of Economic Research},
   Number=     {31234},
   Annote=     {URL: https://ideas.repec.org/p/nbr/nberwo/31234.html},
   Abstract=   {"Most of the literature on how immigration affects the labor market focuses on the outcomes of natives in direct competition with immigrants. This paper reviews a growing literature on an alternative channel. Immigrants, particularly low-skilled women, are disproportionately represented in the household services sector, a global phenomenon that is seen to some extent in most regions. A simple time-use model suggests that by lowering the price of market-provided household services, immigrant workers allow high-skilled native women to reduce their unpaid household production and increase their participation in the labor market. I review existing evidence that the presence of foreign domestic workers has increased the labor supply of high-skilled native women, has helped narrow the gender earnings gap in high-paying powered occupations, and that these advances have not come at the cost of native women investing less time in their children or having lower birth rates. I discuss the policy implications of these results, as well as some ethical considerations." (Author's abstract, IAB-Doku) ((en))},
   Annote=     {Schlagwörter: Einwanderung; Auswirkungen; Beschäftigungseffekte; Inländer; Frauen; private Haushalte; Dienstleistungsarbeit; Hochqualifizierte; Erwerbsbeteiligung; Hausangestellte; ausländische Arbeitnehmer; Lohnunterschied; geschlechtsspezifische Faktoren; Arbeitskräfteangebot; Niedrigqualifizierte; Hausarbeit; Fruchtbarkeit; Kinderbetreuung; Zeitverwendung; },
   Annote=     {JEL-Klassifikation: J16 ; J22},
   Annote=     {Sprache: en},
   Annote=     {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230602ZA6},
}


@Book{Emmler:2023:WWE,
   Institution={Wirtschafts- und Sozialwissenschaftliches Institut (Hrsg.)},
   Author=     {Helge Emmler and Christina Klenner},
   Title=      {Wie wird das Entgelttransparenzgesetz in Betrieben umgesetzt? : Antworten der Betriebs- und Personalr{\"a}te 2021},
   Year=       {2023},
   Pages=      {19},
   Address=    {D{\"u}sseldorf},
   Series=     {WSI-Report},
   Number=     {84},
   Annote=     {URL: https://www.boeckler.de/fpdf/HBS-008620/p_wsi_report_84_2023.pdf},
   Abstract=   {"Anhand der WSI-Betriebs- und Personalrätebefragung 2021 wird untersucht, wie der individuelle Auskunftsanspruch sowie die betrieblichen Prüfverfahren des Entgelttransparenzgesetzes in den Jahren 2019 bis 2021 umgesetzt wurden. Die Mehrheit der privaten Betriebe mit Betriebsrat, in denen Beschäftigte den gesetzlichen Anspruch haben, Auskunft über Vergleichsentgelte zu verlangen, waren bisher nicht mit der Nutzung dieses individuellen Auskunftsanspruchs konfrontiert. Doch ist der Anteil der betroffenen Betriebe zwischen 2018 (unmittelbar nach Inkrafttreten des Entgelttransparenzgesetzes) und 2021 von 17 auf 26 Prozent deutlich gestiegen. Im Öffentlichen Dienst berichten nur zehn Prozent der befragten Dienststellen, dass Beschäftigte Anfragen zur Überprüfung ihres Entgelts gestellt haben. Eine betriebliche Prüfung der Entgelte von Frauen und Männern auf Ungleichheit wurde nach Angaben der Betriebsräte in nahezu der Hälfte der mitbestimmten Betriebe durchgeführt. Der Aufforderung, solche Prüfungen durchzuführen, die im Entgelttransparenzgesetz verankert sind, ist somit nur knapp jeder zweite Betrieb nachgekommen. Überdurchschnittliche Anteile von hochqualifizierten und jungen Beschäftigten an der Belegschaft begünstigten die Nutzung der Instrumente des Entgelttransparenzgesetzes. Ein deutlicher Zusammenhang besteht zwischen der Umsetzung des Entgelttransparenzgesetzes und der Geltung von Betriebsvereinbarungen zu einschlägigen Themen wie Antidiskriminierung oder Gleichstellung der Geschlechter. Sind solche Betriebsvereinbarungen im Betrieb vorhanden, liegen die Anteile von Entgeltgleichheit prüfenden Betrieben deutlich und signifikant höher als in anderen Betrieben." (Autorenreferat, IAB-Doku)},
   Annote=     {Schlagwörter: Arbeitsmarkttransparenz; Lohnhöhe; Politikumsetzung; Betrieb; Informationsrecht; Rechtsanspruch; Mitarbeiter; Inanspruchnahme; Lohnunterschied; erwerbstätige Frauen; erwerbstätige Männer; Prüfverfahren; Gleichstellung; Auswirkungen; Betriebsvereinbarung; geschlechtsspezifische Faktoren; Gleichheit; Arbeitsrecht; Bundesrepublik Deutschland; },
   Annote=     {Bezugszeitraum: 2018-2021},
   Annote=     {Sprache: de},
   Annote=     {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230609ZFJ},
}


@Book{Filauro:2023:EIO,
   Institution={Society for the Study of Economic Inequality (Hrsg.)},
   Author=     {Stefano Filauro and Flaviana Palmisano and Vito Peragine},
   Title=      {The Evolution of Inequality of Opportunity in Europe},
   Year=       {2023},
   Pages=      {30},
   Address=    {Verona},
   Series=     {ECINEQ working paper series / Society for the Study of Economic Inequality},
   Number=     {2023-644},
   Annote=     {URL: https://ideas.repec.org/p/inq/inqwps/ecineq2023-644.html},
   Annote=     {URL: https://ideas.repec.org/p/inq/inqwps/ecineq2023-644.html},
   Abstract=   {"This paper analyses the effect of inherited individual circumstances such as gender, family background, birth location on individual earnings in Europe. By using three waves of the EU Statistics on Income and Living Conditions (2005, 2011, 2019) we study the extent, the evolution, and the sources of inequality of opportunity in labour income in 27 European countries. We provide both country-specific estimates and a novel, pan-European analysis, in which the European Union is treated as a single entity and the country of birth is used as additional individual circumstance. The cross-country analysis reveals that on average about 40 per cent of earnings inequality is explained by pre-determined circumstances, although the data reveal some degree of heterogeneity, both in terms of levels and trends. Gender and parental education emerge as the most relevant circumstances in most countries. Pan-European inequality of opportunity, estimated through a multilevel model, appears much higher than any other country specific estimates: in the last wave about 60 per cent of total earnings inequality is explained by circumstances, although there has been a clear decreasing trend in the last 15 years, showing a sharp process of convergence within Europe." (Author's abstract, IAB-Doku) ((en))},
   Annote=     {Schlagwörter: Arbeitsmarktchancen; Chancengleichheit; soziale Ungleichheit; Lohnunterschied; Einkommenshöhe; demografische Faktoren; altersspezifische Faktoren; geschlechtsspezifische Faktoren; regionale Faktoren; internationaler Vergleich; Europäische Union; Europäisches Haushaltspanel; Entwicklung; soziale Herkunft; Auswirkungen; },
   Annote=     {Bezugszeitraum: 2005-2019},
   Annote=     {JEL-Klassifikation: O15 ; D63 ; J31 ; D31},
   Annote=     {Sprache: en},
   Annote=     {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230516Y1G},
}


@Book{Kochhar:2023:EGG,
   Institution={Pew Research Center (Hrsg.)},
   Author=     {Rakesh Kochhar},
   Title=      {The Enduring Grip of the Gender Pay Gap},
   Year=       {2023},
   Pages=      {15},
   Address=    {Washington, DC},
   Annote=     {URL: https://www.pewresearch.org/social-trends/2023/03/01/the-enduring-grip-of-the-gender-pay-gap/},
   Abstract=   {"The gender pay gap – the difference between the earnings of men and women – has barely closed in the United States in the past two decades. In 2022, American women typically earned 82 cents for every dollar earned by men. That was about the same as in 2002, when they earned 80 cents to the dollar. The slow pace at which the gender pay gap has narrowed this century contrasts sharply with the progress in the preceding two decades: In 1982, women earned just 65 cents to each dollar earned by men. Line chart showing gender pay gap narrowed in the 1980s and '90s, but progress has stalled since There is no single explanation for why progress toward narrowing the pay gap has all but stalled in the 21st century. Women generally begin their careers closer to wage parity with men, but they lose ground as they age and progress through their work lives, a pattern that has remained consistent over time. The pay gap persists even though women today are more likely than men to have graduated from college. In fact, the pay gap between college-educated women and men is not any narrower than the one between women and men who do not have a college degree. This points to the dominant role of other factors that still set women back or give men an advantage." (Text excerpt, IAB-Doku) ((en))},
   Annote=     {Schlagwörter: Lohnunterschied; geschlechtsspezifische Faktoren; erwerbstätige Frauen; erwerbstätige Männer; Mütter; altersspezifische Faktoren; Entwicklung; Väter; Kinderlosigkeit; qualifikationsspezifische Faktoren; Weiße; Person of Color; Hispanos; Asiate; USA; },
   Annote=     {Bezugszeitraum: 1982-2022},
   Annote=     {Sprache: en},
   Annote=     {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230317X0X},
}



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