Suchprofil: Gender_wage_gap Durchsuchter Fertigstellungsmonat: 07/23 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{Asali:2023:CRE, Journal= {Applied Economics Letters}, Volume= {30}, Number= {10}, Author= {Muhammad Asali}, Title= {Civil rights experiments versus enrichment experiments in wage gap analysis}, Year= {2023}, Pages= {1395-1399}, Annote= {URL: https://doi.org/10.1080/13504851.2022.2056124}, Abstract= {"The choice of the non-discriminatory vector of returns in Oaxaca-Blinder wage gap decompositions affects the results. Rather than being arbitrary, that choice should depend on the nature of the intended policy to address wage differentials in the labour market. The effectiveness of policies at the extensive margin, such as those offering greater access to higher education, is better estimated by the explained part of the wage gap, when choosing the lower-wage group's vector of returns as non-discriminatory (the 'enrichment experiment'). Alternatively, the effectiveness of affirmative action policies is better estimated by the unexplained part of the wage gap, when choosing the higher-wage group's vector of returns as non-discriminatory (the 'civil rights experiment'). We provide an example of applying this methodology for ethnic and gender wage differentials in the Georgian labour market." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Lohnunterschied; geschlechtsspezifische Faktoren; ethnische Gruppe; Minderheiten; Lohndiskriminierung; Arbeitsmarktforschung; Experiment; Gleichstellungspolitik; Lohnpolitik; Wirkungsforschung; Georgien; }, Annote= {Bezugszeitraum: 2008-2012}, Annote= {JEL-Klassifikation: J71 ; J16 ; J78 ; J15}, Annote= {Sprache: en}, Annote= {IAB-Sign.: X 099}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230510YYF}, } @Article{Baggio:2023:ERT, Journal= {Economic Policy}, Volume= {38}, Number= {113}, Author= {Marianna Baggio and Ginevra Marandola}, Title= {Employees' reaction to gender pay transparency: an online experiment}, Year= {2023}, Pages= {161-188}, Annote= {URL: https://doi.org/10.1093/epolic/eiac066}, Annote= {URL: https://doi.org/10.1093/epolic/eiac066}, Abstract= {"The primary aim of pay transparency measures is to make pay systems less opaque and to reduce the gender pay gap. To investigate the behavioural implications of pay transparency measures, we ran an incentivized online experiment focused on the effects on employees' performance, provision of extra effort and actions to correct pay disparities. We found that overall pay transparency does not disrupt employees' performance. However, by revealing relative wages, it does interfere with the provision of effort and extra effort of employees with a below-average wage. Moreover, we found that pay transparency increased potentially justified requests to correct pay disparities while decreasing unjustified requests. Our evidence also shows that employee's effort and action against unfair pay are more sensitive to lower relative wage with respect to own gender, rather than the other gender. We discuss potential policy implications of these findings and argue that more research should be carried out to better understand the efficiency of transparency measures, with a particular focus on gender reference groups." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Arbeitsmarkttransparenz; Lohnhöhe; Informationsrecht; Arbeitsleistung; Arbeitsverhalten; geschlechtsspezifische Faktoren; Lohnunterschied; Auswirkungen; abhängig Beschäftigte; internationaler Vergleich; EU-Recht; Arbeitsbeziehungen; Führungskräfte; Bundesrepublik Deutschland; Spanien; Polen; }, Annote= {Bezugszeitraum: 2020-2021}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 1091}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230621ZOU}, } @Article{Bonaparte:2023:GWG, Journal= {Applied Economics}, Number= {online first}, Author= {Yosef Bonaparte and Frank J. Fabozzi and David Koslowsky and Madhavan Parthasarathy}, Title= {The gender wage gap and its effect on women's entrepreneurship}, Year= {2023}, Pages= {1-13}, Annote= {URL: https://doi.org/10.1080/00036846.2023.2212968}, Abstract= {"We demonstrate an inverse relationship between women's financial equality status with men (as proxied by gender wage gap), and women's entrepreneurship participation at the U.S. state level. Gender wage gap affects women's opportunity cost of the entrepreneurship decision. In states where women's status is lower, women's opportunity cost of becoming an entrepreneur is lower because their wages are lower, increasing women's entrepreneurship participation. We also demonstrate that states' demographics are important factors, but only education is specific to women. Collectively, we find that women choose to be entrepreneurial when their status is lower, which reflects women's economic resiliency." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Lohnunterschied; geschlechtsspezifische Faktoren; Auswirkungen; Frauen; Unternehmensgründung; Unternehmertum; beruflicher Status; Kosten; regionaler Vergleich; sozioökonomische Faktoren; Kinderbetreuung; Angebotsentwicklung; USA; }, Annote= {Bezugszeitraum: 2019-2019}, Annote= {JEL-Klassifikation: J16 ; J15 ; J31}, Annote= {Sprache: en}, Annote= {IAB-Sign.: X 132}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230623ZRQ}, } @Article{Brueggemann:2023:DWE, Journal= {European Sociological Review}, Number= {online first}, Author= {Ole Br{\"u}ggemann and Thomas Hinz}, Title= {Do women evaluate their lower earnings still to be fair? Findings on the contented female worker paradox examining the role of occupational contexts in 27 European countries}, Year= {2023}, Pages= {1-16}, Annote= {URL: https://doi.org/10.1093/esr/jcac073}, Annote= {URL: https://doi.org/10.1093/esr/jcac073}, Abstract= {"It is still a puzzling question which gender inequalities in the labour market are perceived as fair and which are not – in the eye of the beholder. This study focuses on gender differences in the perceptions of the fairness of one's own wage and the role of the occupational context individuals are embedded in. Based on data collected from 27 European countries as part of the 2018 European Social Survey (Round 9), our study contributes to the growing field of wage fairness perceptions by analysing the role of the occupational context (measured as the share of women and the gender pay gap in the respondent's occupation), and how it moderates gender differences in fairness perceptions. Results indicate that – overall – female workers across Europe perceive their wages more often as unfairly 'too low' than their male counterparts within the same country context and occupation, and that this gender gap is more pronounced in occupations with a high proportion of women and higher levels of gender inequality. We interpret these results as an indicator of growing awareness among women regarding the persisting 'unfair' gendered wage distributions." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: erwerbstätige Frauen; Lohnunterschied; Wahrnehmung; Gerechtigkeit; internationaler Vergleich; Berufsgruppe; Geschlechterverteilung; Auswirkungen; geschlechtsspezifische Faktoren; Frauenberufe; Europa; }, Annote= {Bezugszeitraum: 2018-2018}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 863}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230712Z4R}, } @Article{Casarico:2023:CCC, Journal= {Journal of Population Economics}, Volume= {36}, Number= {3}, Author= {Alessandra Casarico and Elena Del Rey and Jose I. Silva}, Title= {Child care costs, household liquidity constraints, and gender inequality}, Year= {2023}, Pages= {1461-1487}, Annote= {URL: https://doi.org/10.1007/s00148-023-00936-2}, Annote= {URL: https://doi.org/10.1007/s00148-023-00936-2}, Abstract= {"In a model with endogenous female labour supply and wages, we show that liquidity constraints that prevent households from buying child care generate an inefficiency and amplify gender gaps in the labour market. We evaluate the relative merits of paid maternity leave, child care subsidies, and government loans in mitigating liquidity constraints and promoting gender equality. While an extension in the duration of the leave has ambiguous effects, child care subsidies and loans in the form of child care vouchers remove the liquidity constraints and reduce gender gaps in participation and wages. We illustrate the mechanisms at play in a numerical example using Spanish data." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))}, Annote= {Schlagwörter: Kinderbetreuung; Subvention; Darlehen; geschlechtsspezifische Faktoren; Auswirkungen; Haushaltseinkommen; Arbeitsmarktchancen; Gleichstellung; Lohnunterschied; Erwerbsbeteiligung; Mütter; Elternzeit; Spanien; }, Annote= {Bezugszeitraum: 2018-2018}, Annote= {JEL-Klassifikation: J16 ; J13 ; J18}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 923}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230621ZPD}, } @Article{Fuller:2023:WMA, Journal= {Work and occupations}, Number= {online first}, Author= {Sylvia Fuller and Young-Mi Kim}, Title= {Women Managers and the Gender Wage Gap: Workgroup Gender Composition Matters}, Year= {2023}, Pages= {1-37}, Annote= {URL: https://doi.org/10.1177/07308884231178314}, Annote= {URL: https://doi.org/10.1177/07308884231178314}, Abstract= {"Women's representation in managerial positions is a common metric for gender equity in organizations. Whether women managers improve gender equity among their subordinates is, however, less clear. Drawing on rich longitudinal personnel data from a large Korean food company, we provide new insight into this question by focusing attention on key micro-contexts for interaction and relational politics within organizations: workgroups. Building on social-psychological theories about in-group preference and value threats, we theorize that workgroup gender composition conditions the relationship between supervisor gender and gender earnings differentials. Results from regression models with workgroup fixed effects confirm this insight. Women supervisors are associated with smaller gender earnings gaps in workgroups when they are male-dominated. This relationship is stronger for less-advantaged workers, with supervisor gender and workgroup gender composition mattering more for 'sticky floors' than 'glass ceilings.'" (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Arbeitsgruppe; Geschlechterverteilung; Auswirkungen; Gleichstellung; Arbeitsbeziehungen; Lohnunterschied; geschlechtsspezifische Faktoren; Segregation; Ungleichheit; Gruppendynamik; Interaktion; Frauen in Einzelberufen; Führungskräfte; abhängig Beschäftigte; Einstellungen; Südkorea; }, Annote= {Bezugszeitraum: 2013-2018}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 1346}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230707Z04}, } @Article{Maestas:2023:VWC, Journal= {The American economic review}, Volume= {113}, Number= {7}, Author= {Nicole Maestas and Kathleen J. Mullen and David Powell and Till Von Wachter and Jeffrey B. Wenger}, Title= {The Value of Working Conditions in the United States and the Implications for the Structure of Wages}, Year= {2023}, Pages= {2007-2047}, Annote= {URL: https://doi.org/10.1257/aer.20190846}, Abstract= {"We document variation in working conditions in the United States, present estimates of how workers value these conditions, and assess the impact of working conditions on estimates of wage inequality. We conduct a series of stated-preference experiments to estimate workers' willingness to pay for a broad set of working conditions, which we validate with actual job choices. We find that working conditions vary substantially, play a significant role in job choice, and are central components of the compensation received by workers. We find that accounting for differences in preferences for working conditions often exacerbates wage differentials and intensifies measures of wage inequality." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Arbeitsbedingungen; Präferenz; abhängig Beschäftigte; Lohnstruktur; Lohnunterschied; Auswirkungen; Wahrnehmung; Arbeitsplatzwahl; Lohnhöhe; geschlechtsspezifische Faktoren; demografische Faktoren; qualifikationsspezifische Faktoren; altersspezifische Faktoren; USA; }, Annote= {Bezugszeitraum: 2015-2018}, Annote= {JEL-Klassifikation: J28 ; J31 ; J81 ; J22}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 002}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230712Z5Q}, } @Article{Stansbury:2023:GGI, Journal= {Applied Economics Letters}, Number= {online first}, Author= {Anna Stansbury and Jacob Funk Kirkegaard and Karen Dynan}, Title= {Gender gaps in South Korea's labour market: children explain most of the gender employment gap, but little of the gender wage gap}, Year= {2023}, Pages= {1-6}, Annote= {URL: https://doi.org/10.1080/13504851.2023.2206103}, Annote= {URL: https://doi.org/10.1080/13504851.2023.2206103}, Abstract= {"South Korea's gender wage and employment gaps are among the largest in the OECD. Using labour force survey data over 2010-19, we estimate gender wage and employment gaps, and child earnings penalties, for women aged 25-54. We show (i) that the large gender gaps in South Korea's labour market are mostly not a function of differential sorting by gender along education, occupation, or industry lines, (ii) that caring for children (and, perhaps increasingly, for the elderly) is the major factor inhibiting women's labour force participation, and (iii) that large gender wage gaps exist even for women without care responsibilities. These findings suggest that improving opportunities for work-family balance is crucial to helping increase women's labour force participation, but may do little to close gender wage gaps: other major obstacles also appear to stand in the way of Korean women's full inclusion in the labour force." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Arbeitsmarktstruktur; geschlechtsspezifischer Arbeitsmarkt; erwerbstätige Frauen; Lohnunterschied; geschlechtsspezifische Faktoren; Erwerbsbeteiligung; Mütter; Erwerbsquote; Frauen; Kinderbetreuung; Südkorea; }, Annote= {Bezugszeitraum: 2010-2019}, Annote= {JEL-Klassifikation: J22 ; J18 ; J16 ; J11 ; J31}, Annote= {Sprache: en}, Annote= {IAB-Sign.: X 099}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230621ZPM}, } @Article{Zamberlan:2023:MPL, Journal= {European Sociological Review}, Number= {online first}, Author= {Anna Zamberlan and Paolo Barbieri}, Title= {A 'potential motherhood' penalty? A longitudinal analysis of the wage gap based on potential fertility in Germany and the United Kingdom}, Year= {2023}, Pages= {1-15}, Annote= {URL: https://doi.org/10.1093/esr/jcad003}, Abstract= {"While labour market penalties related to motherhood are a widely studied topic, less is known about the implications of signalled potential fertility. We thus posed the question of whether potential fertility-operationalized as the likelihood that a childless woman will transition to motherhood depending on observed sociodemographic characteristics'is associated with a wage penalty and'if so'what the drivers of this wage gap are. We further tested theory-driven hypotheses about heterogeneity across institutional contexts (i.e. in Germany and the United Kingdom) and socio-economic classes. In so doing, we relied on SOEP, BHPS, and UKHLS panel data to construct a synthetic measure of potential fertility over the period from 1991 to 2017. We first explored the overall association between potential fertility and wages and found a wage gap to the disadvantage of potential mothers in both contexts, albeit with non-negligible heterogeneity across time and socio-economic classes. Subsequently, we selected the top and bottom quartiles of the distribution of potential fertility and performed a 2-fold decomposition of the wage differential between potential mothers and women who are less likely to transition to motherhood. The observed wage gap can mostly be explained by compositional differences in observed characteristics between the two groups of women, thereby leaving little room for explanations based on employer discrimination." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Lohnunterschied; geschlechtsspezifische Faktoren; internationaler Vergleich; erwerbstätige Frauen; erwerbstätige Männer; Familienplanung; Auswirkungen; Lohndiskriminierung; Fruchtbarkeit; sozioökonomische Faktoren; institutionelle Faktoren; junge Erwachsene; Kinderlosigkeit; Elternschaft; Erwartung; Bundesrepublik Deutschland; Großbritannien; }, Annote= {Bezugszeitraum: 1991-2017}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 863}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230711Z3N}, } ************************************ 2. SONSTIGE REFERIERTE ZEITSCHRIFTEN ************************************ @Article{Arita:2023:LEI, Journal= {International Journal of Comparative Sociology}, Number= {online first}, Author= {Shin Arita and Kikuko Nagayoshi and Hirofumi Taki and Hiroshi Kanbayashi and Hirohisa Takenoshita and Takashi Yoshida}, Title= {Legitimation of earnings inequality between regular and non-regular workers: A comparison of Japan, South Korea, and the United States}, Year= {2023}, Pages= {1-23}, Annote= {URL: https://doi.org/10.1177/00207152231176422}, Annote= {URL: https://doi.org/10.1177/00207152231176422}, Abstract= {"This study explores functions of labor market institutions in perpetuating earnings gap between different categories of workers with focusing on people's views of earnings gap between regular and non-regular workers in Japan, South Korea, and the United States. An original cross-national factorial survey was conducted to measure the extent to which respondents admit earnings gap among workers with different characteristics. We found that Japanese and South Korean respondents tended to justify the earnings gap between regular and non-regular workers. In Japan, non-regular-worker respondents accepted the wide earnings gap against their economic interests, which was explained by assumed difference in responsibilities and on-the-job training opportunities. Specific institutional arrangements contribute to legitimating earnings gap between different categories of workers by attaching status value to the categories." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Normalarbeitsverhältnis; atypische Beschäftigung; Lohnunterschied; Legitimation; internationaler Vergleich; Arbeitsmarktentwicklung; Auswirkungen; Einstellungen; beruflicher Status; Vollzeitarbeit; geschlechtsspezifische Faktoren; Kinderzahl; Japan; Südkorea; USA; }, Annote= {Bezugszeitraum: 2018-2018}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 2288}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230707Z08}, } ************************* 3. SONSTIGE ZEITSCHRIFTEN ************************* @Article{Baechmann:2023:ZPF, Journal= {Forum Arbeit}, Number= {2}, Author= {Ann-Christin B{\"a}chmann and Basha Vicari}, Title= {Zukunft pink? Frauen {\"u}ben seltener berufliche T{\"a}tigkeiten mit hohem Komplexit{\"a}tsgrad aus}, Year= {2023}, Pages= {4-10}, Abstract= {"Insgesamt zeigt sich, dass Frauen trotz zunehmender Bildungs- und Erwerbsbeteiligung nach wie vor seltener Tätigkeiten mit hohem Komplexitätsgrad und entsprechender Entlohnung ausüben als Männer. Eine wichtige Rolle spielt dabei die berufliche Geschlechtersegregation, denn in männerdominierten Berufen - aber auch in Mischberufen gibt es offenbar mehr Stellen mit komplexeren Spezialisten- und Expertentätigkeiten als in frauendominierten Berufen. Trotzdem entscheiden sich junge Frauen noch immer häufig für typische Frauenberufe, was sowohl mit Präferenzen für soziale Arbeitsinhalte und den Kontakt zu Menschen zusammenhängt als auch mit erlernten Geschlechterrollen (Busch 2013). Kampagnen wie der Girls' & Boys' Day zum Abbau von Klischees bei der Berufswahl können vor diesem Hintergrund dazu beitragen, dass junge Frauen Berufe kennenlernen, in denen höhere Anforderungsniveaus erreicht werden können. Insgesamt bieten solche Kampagnen jungen Menschen die Möglichkeit, sich ein realistisches Bild von bislang unbekannten beruflichen Tätigkeiten zu machen und zu prüfen, ob diese ihren eigenen Interessen und Neigungen entsprechen - unabhängig von der vorherrschenden Geschlechtstypik des Berufs oder den Vorstellungen ihrer Eltern und Freunde zu einem für sie passenden Berufsfeld. Gleichzeitig haben auch Betriebe die Möglichkeiten, etwaige Vorbehalte gegenüber potentiellen Bewerber*innen abzubauen." (Textauszug, IAB-Doku)}, Annote= {Schlagwörter: Stichprobe der Integrierten Arbeitsmarktbiografien (SIAB); Auswirkungen; beruflicher Aufstieg; Berufswahl; Berufswechsel; erwerbstätige Frauen; erwerbstätige Männer; Frauenberufe; geschlechtsspezifische Faktoren; Integrierte Erwerbsbiografien; Lohnunterschied; Männerberufe; Mischberufe; Anforderungsprofil; Qualifikationsniveau; Tätigkeitsmerkmale; Bundesrepublik Deutschland; }, Annote= {Sprache: de}, Annote= {IAB-Sign.: Z 1173}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K2307260C2}, } @Article{Coban:2023:TMI, Journal= {IAB-Forum}, Number= {04 07 2023}, Institution={Institut f{\"u}r Arbeitsmarkt- und Berufsforschung, N{\"u}rnberg (Hrsg.)}, Author= {Mustafa Coban and Martin Friedrich}, Title= {Teilhabechancengesetz: M{\"a}nner in gef{\"o}rderter Besch{\"a}ftigung arbeiten im Schnitt f{\"u}nf Wochenstunden mehr als Frauen (Serie 'Eingliederung von Langzeitarbeitslosen und Teilhabe am Arbeitsmarkt')}, Year= {2023}, Address= {N{\"u}rnberg}, Annote= {URL: https://www.iab-forum.de/teilhabechancengesetz-maenner-in-gefoerderter-beschaeftigung-arbeiten-im-schnitt-fuenf-wochenstunden-mehr-als-frauen/}, Annote= {URL: https://doi.org/10.48720/IAB.FOO.20230704.01}, Abstract= {"Männer, die über das Instrument 'Teilhabe am Arbeitsmarkt' gefördert werden, haben deutlich höhere wöchentliche Arbeitszeiten als geförderte Frauen – und erzielen entsprechend höhere Monatsverdienste. Bei den Stundenlöhnen hingegen gibt es allenfalls marginale Unterschiede." (Autorenreferat, IAB-Doku)}, Annote= {Schlagwörter: IAB-Open-Access-Publikation; IAB-Datensatz Lebensqualität und Teilhabe; Langzeitarbeitslose; Beschäftigungsförderung; Arbeitslosengeld II-Empfänger; Erfolgskontrolle; geschlechtsspezifische Faktoren; Beschäftigungseffekte; Wochenarbeitszeit; Männer; Frauen; Lohnkostenzuschuss; Coaching; Lohnhöhe; berufliche Reintegration; Lohnunterschied; Bundesrepublik Deutschland; }, Annote= {Bezugszeitraum: 2020-2021}, Annote= {Sprache: de}, Annote= {IAB-Sign.: Z 2182}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230706Z0M}, } ********************************** 4. ARBEITSPAPIERE/DISCUSSION PAPER ********************************** @Book{Alfitian:2023:CGG, Institution={Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)}, Author= {Jakob Alfitian and Marvin Deversi and Dirk Sliwka}, Title= {Closing the Gender Gap in Salary Increases: Evidence from a Field Experiment on Promoting Pay Equity}, Year= {2023}, Pages= {23}, Address= {Bonn}, Series= {IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit}, Number= {16278}, Annote= {URL: https://ideas.repec.org/p/iza/izadps/dp16278.html}, Annote= {URL: https://ideas.repec.org/p/iza/izadps/dp16278.html}, Abstract= {"We present a natural field experiment on promoting pay equity through simple modifications to the salary review process involving 623 middle managers and 8,951 subordinate employees of a large technology firm. We first document a gender gap not only in salary levels but also in salary increases. Our treatments provide for a gender-blind reallocation of the salary increase budget available to middle managers aimed at promoting pay equity, along with different variants of a corresponding decision guidance. We show that the budget reallocation combined with an explicit decision guidance, while still leaving middle managers discretion in allocating the budget, can completely eliminate the gender gap in salary increases. The treatments also do not appear to undermine the desired performance differentiation in salary increases. We thus show that simple modifications to the salary review process can go a long way toward achieving pay equity by preventing gender gaps from widening throughout employees' careers." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Lohnpolitik; Gleichstellungspolitik; mittlere Führungskräfte; Lohnstruktur; Unternehmen; Lohnerhöhung; abhängig Beschäftigte; Auswirkungen; Lohnunterschied; geschlechtsspezifische Faktoren; Lohnfindung; Leistungsbewertung; Führungsstil; multinationale Unternehmen; Budget; }, Annote= {Bezugszeitraum: 2020-2022}, Annote= {JEL-Klassifikation: M52 ; J71 ; J31}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230710Z17}, } @Book{Frimmel:2023:EPT, Institution={Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)}, Author= {Wolfgang Frimmel and Bernhard Schmidpeter and Rene Wiesinger and Rudolf Winter-Ebmer}, Title= {External Pay Transparency and the Gender Wage Gap}, Year= {2023}, Pages= {36}, Address= {Bonn}, Series= {IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit}, Number= {16233}, Annote= {URL: https://ideas.repec.org/p/iza/izadps/dp16233.html}, Annote= {URL: https://ideas.repec.org/p/iza/izadps/dp16233.html}, Abstract= {"We show that providing publicly available wage information in vacancies, so-called external pay transparency, can reduce the gender wage gap. There is an increasing interest in pay transparency policies as a tool to combat unequal pay. We exploit a reform of Austria's Equal Treatment Law to evaluate how providing wage information in vacancies affects the gender wage gap. To take into account that the value of providing such external pay information is likely to be heterogeneous along the wage distribution, we implement a Quantile Difference-in-Difference model. The reform led to a small overall reduction of the gender wage gap. Our main results highlight that reductions in the wage gap are larger in circumstances where women are likely to hold misspecified beliefs about their labor market options and when needing to make job acceptance decisions under pressure. The reduction in the gender wage gap was caused by an increase in women's earnings, particularly at the lower part of the distribution. Earnings of men, on the other side, remained largely constant. Our results lend support to policy proposals aimed at increasing external pay transparency." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Arbeitsmarkttransparenz; Lohnhöhe; Lohnunterschied; Stellenanzeige; Stellenausschreibung; Gleichstellungsgesetz; Auswirkungen; erwerbstätige Frauen; Information; Einkommenseffekte; geschlechtsspezifische Faktoren; Informationsrecht; Österreich; }, Annote= {Bezugszeitraum: 2010-2011}, Annote= {JEL-Klassifikation: J31 ; J23 ; J23 ; J63}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230620ZOE}, } @Book{Matysiak:2023:SLM, Institution={Uniwersytet Warszawski. Wydzia' Nauk Ekonomicznych (Hrsg.)}, Author= {Anna Matysiak and Wojciech Hardy and Lucas van der Velde}, Title= {Structural Labour Market Change and Gender Inequality in Earnings}, Year= {2023}, Pages= {31}, Address= {Warsaw}, Series= {Working papers / Faculty of Economic Sciences, University of Warsaw}, Number= {2023-12}, Annote= {URL: https://ideas.repec.org/p/war/wpaper/2023-12.html}, Annote= {URL: https://ideas.repec.org/p/war/wpaper/2023-12.html}, Abstract= {"Research from the US argues that women will benefit from a structural labour market change as the importance of social tasks increases and that of manual tasks declines. This article contributes to this discussion in three ways: (a) by extending the standard framework of task content of occupations in order to account for diversity of social tasks; (b) by developing measures of occupational task content tailored to the European context; and (c) by testing this argument in 13 European countries. Data are analysed from the European Skills, Competences, Qualifications and Occupations Database and the European Structure of Earnings Survey. The analysis demonstrates that relative to men the structural labour market change improves earnings potential of women working in low- and middle-skilled occupations but not those in high-skilled occupations. Women are overrepresented in low paid social tasks (e.g. care) and are paid less for analytical tasks than men." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Berufsstrukturwandel; Auswirkungen; Lohnunterschied; geschlechtsspezifische Faktoren; internationaler Vergleich; erwerbstätige Frauen; erwerbstätige Männer; Tätigkeitsmerkmale; qualifikationsspezifische Faktoren; Einkommenseffekte; technischer Wandel; Globalisierung; demografischer Wandel; geistige Arbeit; Gefühlsarbeit; manuelle Arbeit; Routine; Berufsgruppe; Europa; }, Annote= {Bezugszeitraum: 2002-2018}, Annote= {JEL-Klassifikation: J24 ; J16 ; J23 ; J21}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230704ZYN}, } *************************** 5. MONOGRAPHISCHE LITERATUR *************************** @Book{OECD:2023:RGP, Institution={OECD}, Title= {Reporting Gender Pay Gaps in OECD Countries : Guidance for Pay Transparency Implementation, Monitoring and Reform}, Year= {2023}, Pages= {203}, Address= {Paris}, Series= {Gender Equality at Work}, ISBN= {ISBN 978-92-64-80147-9}, Annote= {URL: https://doi.org/10.1787/ea13aa68-en}, Abstract= {"Pay transparency policies are gaining momentum throughout the OECD. Over half of OECD countries require private sector firms to report their gender pay gap statistics regularly to stakeholders like employees, employee representatives, the government, and/or the public. Gender pay gap reporting, equal pay audits and other pay transparency policies help advance gender equality at the workplace, as these measures present up-to-date information on a firm's gender pay gap, encourage employers to offer equal pay for work of equal value, and give individual workers and their representatives valuable insights to fight for pay equity. This report presents the most thorough stocktaking to date of gender pay gap reporting policies and evaluations across OECD countries, and offers guidance to countries interested in introducing, reforming and monitoring their pay transparency systems to promote equal pay for women and men." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Lohnunterschied; geschlechtsspezifische Faktoren; erwerbstätige Frauen; erwerbstätige Männer; Arbeitsmarkttransparenz; internationaler Vergleich; OECD; Gleichstellungspolitik; Lohnpolitik; Monitoring; Reformpolitik; best practice; Lohnhöhe; Informationsrecht; Politikumsetzung; }, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230628ZTQ}, } @Book{Weltwirtschaftsforum:2023:GGG, Institution={Weltwirtschaftsforum}, Title= {Global Gender Gap Report 2023}, Year= {2023}, Pages= {381}, Address= {Cologny/Geneva}, Series= {The global gender gap report ; Insight report}, ISBN= {ISBN 978-2-940631-97-1}, Annote= {URL: https://www3.weforum.org/docs/WEF_GGGR_2023.pdf}, Annote= {URL: https://www.weforum.org/reports/global-gender-gap-report-2023}, Abstract= {"The Global Gender Gap Index annually benchmarks the current state and evolution of gender parity across four key dimensions (Economic Participation and Opportunity, Educational Attainment, Health and Survival, and Political Empowerment). It is the longest-standing index tracking the progress of numerous countries' efforts towards closing these gaps over time since its inception in 2006." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Gleichstellung; geschlechtsspezifische Faktoren; internationaler Vergleich; Frauen; Männer; Geschlechterverteilung; Gleichstellungspolitik; Entwicklung; Erwerbsbeteiligung; politische Partizipation; Lohnunterschied; Führungskräfte; MINT-Berufe; lebenslanges Lernen; Weiterbildungsbeteiligung; Bildungsniveau; Gesundheitszustand; Lebenserwartung; Politiker; Regierung; Welt; }, Annote= {Bezugszeitraum: 2006-2023}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K230710Z21}, } 17 von 372 Datensätzen ausgegeben.