Suchprofil: Gender_wage_gap
Durchsuchter Fertigstellungsmonat: 07/22

Sortierung:
1. SSCI-JOURNALS
2. SONSTIGE REFERIERTE ZEITSCHRIFTEN
3. SONSTIGE ZEITSCHRIFTEN
4. ARBEITSPAPIERE/DISCUSSION PAPER
5. MONOGRAPHISCHE LITERATUR
6. BEITRÄGE ZU SAMMELWERKEN


****************
1. SSCI-JOURNALS
****************

%0 Journal Article
%J Labour economics
%V 75
%F Z 1120
%A Cruz, Gabriel
%A Rau, Tomás
%T The effects of equal pay laws on firm pay premiums: Evidence from Chile
%D 2022
%P Art. 102135
%G en
%# 2005-2013
%R 10.1016/j.labeco.2022.102135
%U http://dx.doi.org/10.1016/j.labeco.2022.102135
%U https://doi.org/10.1016/j.labeco.2022.102135
%X "This paper analyzes Chile's 2009 Equal Pay for Equal Work Law (EPL) and its effects on firm pay premiums. The law affected firms with 10 or more workers and specified penalties by firm size, including a disclosure requirement for firms with 200 or more workers. We use matched employer-employee data to estimate worker-firm fixed-effects models, decomposing the firm's contribution to the gender pay gap into bargaining power and sorting channels. The EPL reduces the firm premium gender gap by 6.1%, driven by the bargaining power channel. The effects are larger in firms exposed to higher penalties and disclosure requirements." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
%K Gleichstellungspolitik
%K Lohnpolitik
%K Arbeitsrecht
%K Auswirkungen
%K Einkommenseffekte
%K Arbeitsmarkttransparenz
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Lohnhöhe
%K Unternehmen
%K Informationsrecht
%K Chile
%K I18
%K J32
%K J13
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-07-12
%M K220629SXD
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J American Economic Journal. Macroeconomics
%V 14
%N 3
%F Z 2024
%A Erosa, Andrés
%A Fuster, Luisa
%A Kambourov, Gueorgui
%A Rogerson, Richard
%T Hours, Occupations, and Gender Differences in Labor Market Outcomes
%D 2022
%P S. 543-590
%G en
%# 1976-2010
%R 10.1257/mac.20200318
%U http://dx.doi.org/10.1257/mac.20200318
%U https://doi.org/10.1257/mac.20200318
%X "Goldin (2014) offers a narrative in which gender differences in home production responsibilities create gender gaps in labor market outcomes. We carry out a model-based quantitative assessment of this narrative and find that it can account for a significant share of gender gaps in occupational choice, wages, and hours. Our analysis emphasizes the quantitative significance of two key elements not highlighted by Goldin: heterogeneity in comparative advantage and multimember households. Gender differences in nonmarket responsibilities have important aggregate effects on welfare and productivity, similar to those emphasized by Hsieh et al. (2019)." (Author's abstract, IAB-Doku) ((en))
%K Berufsgruppe
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K Arbeitszeit
%K Berufswahl
%K Hausarbeit
%K Arbeitsteilung
%K Auswirkungen
%K erwerbstätige Frauen
%K Geschlechterverteilung
%K Jahresarbeitszeit
%K USA
%K J24
%K J31
%K J71
%K J16
%K J22
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-07-19
%M K220707S5E
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Labour economics
%V 75
%F Z 1120
%A Fanfani, Bernardo
%T Tastes for discrimination in monopsonistic labour markets
%D 2022
%P Art. 102107
%G en
%# 1996-2001
%R 10.1016/j.labeco.2021.102107
%U http://dx.doi.org/10.1016/j.labeco.2021.102107
%U https://doi.org/10.1016/j.labeco.2021.102107
%X "This paper presents a model where wage differences between men and women arise from taste-based discrimination, monopsonistic mechanisms and gender differences in compensating wage differentials. We show how preferences against women affect heterogeneity in firms' pay policies in the context of an imperfect labour market with non-wage amenities, deriving a test for the presence of taste-based discrimination and of compensating wage differentials. These results inform an analysis of sex pay differences in the Italian manufacturing sector, which shows that preferences for workplaces providing more flexible schedules are a significant determinant of the gender wage gap. Taste-based discrimination mechanisms appear to be significant as well, but small in size." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
%K Monopson
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Ursache
%K Lohndiskriminierung
%K produzierendes Gewerbe
%K Beschäftigerverhalten
%K Diskriminierung
%K Lohnpolitik
%K Unternehmen
%K Italien
%K Venetien
%K J71
%K J31
%K J16
%K J00
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-07-12
%M K220629SXL
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Social politics
%N online first
%F Z 1927
%A Haupt, Andreas
%A Strauß, Susanne
%T Long-term Trends in the Gender Income Gap within Couples : West Germany, 1978-2011
%D 2022
%P S. 1-29
%G en
%# 1978-2011
%R 10.1093/sp/jxac019
%U http://dx.doi.org/10.1093/sp/jxac019
%U https://doi.org/10.1093/sp/jxac019
%U https://doi.org/10.31235/osf.io/jm4ug
%X "Coupled women typically have lower earnings than their male partners. This gender income gap within couples has declined over time, but we lack information about the drivers behind the decline. Here, we analyze the role of increased participation in education and the labor market, as well as changes in social policies, on the decline of the gender income gap within couples in West Germany from 1978 to 2011, using Microcensus data. We show that women's increased labor market participation and their increased transfer incomes are the major sources of the reduction in the gap. Both trends are strongly connected to family policies. We also shed light on the role of men in the overall trend. Their increased full-time premiums and educational attainment are important counter-trends that outweigh the role of increased unemployment and part-time employment levels among men in reducing the gap." (Author's abstract, IAB-Doku) ((en))
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K Ehepaare
%K dual career couples
%K Ehemänner
%K Ehefrauen
%K Kinderbetreuung
%K Persistenz
%K Ungleichheit
%K Einkommensverteilung
%K Entwicklung
%K Einkommensunterschied
%K Bundesrepublik Deutschland
%K Westdeutschland
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-07-01
%M K220701SYP
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Journal Article
%J Labour economics
%V 76
%F Z 1120
%A Männasoo, Kadri
%T Working hours and gender wage differentials: Evidence from the American Working Conditions Survey
%D 2022
%P Art. 102148
%G en
%# 2015-2015
%R 10.1016/j.labeco.2022.102148
%U http://dx.doi.org/10.1016/j.labeco.2022.102148
%U https://doi.org/10.1016/j.labeco.2022.102148
%X "Using the 2015 American Working Conditions Survey (AWCS), the study investigates gender wage differentials conditional on weekly working hours. Wage estimations controlling for the labour supply at the extensive and intensive margins confirm the presence of a female wage gap. A triangular joint estimation framework that identifies the wage determinants and the gender wage gap controls for the labour supply both in reservation hours and in actual working hours. The joint estimation of hourly wages, desired and actual weekly working hours, with the wages-hours relationship allowed to take non-linear forms, reduces the gender wage differentials and renders the gap insignificant for jobs that do not permit remote work." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
%K individuelle Arbeitszeit
%K Auswirkungen
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Wochenarbeitszeit
%K Arbeitszeitwunsch
%K USA
%K J22
%K J81
%K J31
%K J70
%Z Typ: 1. SSCI-Journals
%Z fertig: 2022-07-29
%M K220719TA0
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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2. SONSTIGE REFERIERTE ZEITSCHRIFTEN
************************************

%0 Journal Article
%J SN Social Sciences
%V 1
%N 11
%F Z 2399
%A Lausi, Giulia
%A Burrai, Jessica
%A Barchielli, Benedetta
%A Quaglieri, Alessandro
%A Mari, Emanuela
%A Fraschetti, Angelo
%A Paloni, Fabrizio
%A Cordellieri, Pierluigi
%A Ferlazzo, Fabio
%A Giannini, Anna Maria
%T Gender pay gap perception: a five-country European study
%D 2021
%P Art. 267
%G en
%# 2014-2016
%R 10.1007/s43545-021-00274-8
%U http://dx.doi.org/10.1007/s43545-021-00274-8
%U https://doi.org/10.1007/s43545-021-00274-8
%X "Over the past several decades, public administrations have attempted to identify how gender differences affect employment opportunities and social inequalities, which has led to a growing body of literature. However, sufficient and valid conclusions are not yet available to identify the reasons for the gender pay gap (GPG). Building on key theoretical models to explain the wage gap, our research, based on a short survey, aimed to identify which factors could be related to the perception of GPG among employees of small- and medium-sized enterprises in five European countries. Moreover, we investigated the possible relationships between personal characteristics such as gender, age, job satisfaction, gender orientation (which is categorized as ''Negative Gender Orientation'', i.e., sexist beliefs, and ''Positive Gender Orientation'', i.e., perceived gender equality in society), and the GPG and tried to estimate a possible functional relationship between the perceived GPG and the decision-making style. The results revealed differences between personal characteristics and perceptions of the GPG; the findings were discussed in accordance with the present literature on the topic." (Author's abstract, IAB-Doku) ((en))
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K internationaler Vergleich
%K Klein- und Mittelbetrieb
%K Wahrnehmung
%K Persönlichkeitsmerkmale
%K Auswirkungen
%K kulturelle Faktoren
%K Geschlechterrolle
%K Rollenverständnis
%K psychische Faktoren
%K sozioökonomische Faktoren
%K altersspezifische Faktoren
%K Lohndiskriminierung
%K Österreich
%K Bulgarien
%K Tschechische Republik
%K Griechenland
%K Italien
%Z Typ: 2. sonstige referierte Zeitschriften
%Z fertig: 2022-07-05
%M K220621SRB
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Journal Article
%J PLoS one
%V 17
%N 7
%F Z 2136
%A Schneider, Sarah
%A Rentzsch, Katrin
%A Schütz, Astrid
%T The gender pay gap is smaller in occupations with a higher ratio of men: Evidence from a national panel study
%D 2022
%P Art. e0270343
%G en
%# 2014-2016
%R 10.1371/journal.pone.0270343
%U https://doi.org/10.1371/journal.pone.0270343
%U https://doi.org/10.1371/journal.pone.0270343
%X "Gender differences in career success are still an issue in society and research, and men typically earn higher incomes than women do. Building on previous theorizing and findings with the Theory of Gendered Organizations and the Theory of Tokenism, we used a large sample of the adult starting cohort in the German National Educational Panel Study and a multilevel approach to test how the interaction between gender and the gender ratio in occupations was associated with income. We wanted to know whether the male advantage in terms of income would be equal in magnitude across occupations (as suggested by the Theory of Gendered Organizations) or if it would vary with the gender ratio in occupations (as suggested by the Theory of Tokenism and reasoning regarding person-job fit), such that people benefit either (a) from resembling the majority of employees in a field by working in a gender-typical occupation or (b) from standing out by working in a gender-atypical occupation. Analyses supported the hypothesis that employees' incomes may benefit if they belong to the gender minority in an occupation, but this finding applied only to women. By contrast, men did not benefit from working in a gender-atypical occupation. Thus, women earned less than men earned overall, but the gender pay gap was smaller in occupations with a higher ratio of male employees. The findings can advance the understanding of gender-related career decisions for both employers and employees." (Author's abstract, IAB-Doku) ((en))
%K Berufsgruppe
%K Geschlechterverteilung
%K Auswirkungen
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Männerberufe
%K Frauenberufe
%K Nationales Bildungspanel
%K Lohnhöhe
%K Bundesrepublik Deutschland
%Z Typ: 3. sonstige Zeitschriften
%Z fertig: 2022-07-22
%M K220708S6H
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




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

%0 Book
%1 Centre for European Policy Studies (Hrsg.)
%A Alcidi, Cinzia
%A Ounnas, Alexandre
%T Can the Pay Transparency Directive close the gender pay gap?
%D 2022
%P 10 S.
%C Brussels
%G en
%# 2010-2018
%B CEPS policy insights : 2022-06
%U https://ideas.repec.org/p/eps/cepswp/35738.html
%U https://ideas.repec.org/p/eps/cepswp/35738.html
%X "Today, our thoughts go out to all women who have had to flee Ukraine to escape horror and to save their children, and to all those women who have remained behind to help defend their homeland. To those men and women who have the chance to live in (still) peaceful EU countries, we want to recall that gender equality remains a top priority. In the EU, major progress has been made in advancing women's rights over the past 25 years but challenges still remain, especially on the labour market. The gender pay gap is definitely not yet closed. Despite progress over the past few years, women in the EU are still paid less than men for equal work of equal value. In 2018, the gap was on average 14 %, and it is likely to have increased during the pandemic. In 2019, President von der Leyen put gender equality among the six priorities of her new Commission. In March 2021 the Commission published a proposal for a Directive to strengthen the application of the principle of equal pay for equal work or work of equal value between men and women through pay transparency and enforcement mechanisms. Is pay transparency important to close the gender pay gap? The short answer is yes. Over time women have been closing gaps relative to men in education, labour market participation, and attitude; areas which typically (used to) explain the gap. Yet pay differences persist. New research points to within-company dynamics as one of the most significant contributors to the pay gap. The directive proposes to address it through transparency and information sharing. This is expected to reduce the gender pay gap, even though the implementation, and in particular the operationalisation of the concept of equal work, will pose challenges to companies, and eventually can negatively weigh on the overall benefits." (Author's abstract, IAB-Doku) ((en))
%K EU-Richtlinie
%K Lohnhöhe
%K Arbeitsmarkttransparenz
%K Informationsrecht
%K Auswirkungen
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K internationaler Vergleich
%K Europäische Union
%K Gleichstellungspolitik
%K EU-Politik
%K Gleichstellung
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-07-14
%M K220704S2K
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Bachmann, Ronald
%A Gonschor, Myrielle
%T Technological Progress, Occupational Structure and Gender Gaps in the German Labour Market
%D 2022
%P 39 S.
%C Bonn
%G en
%# 1984-2017
%B IZA discussion paper : 15419
%U https://ideas.repec.org/p/iza/izadps/dp15419.html
%U https://ideas.repec.org/p/iza/izadps/dp15419.html
%X "We analyze if technological progress and the corresponding change in the occupational structure have improved the relative position of women in the labour market. We show that the share of women rises most strongly in non-routine cognitive and manual occupations, but declines in routine occupations. While the share of women also rises relatively strongly in high-paying occupations, womens' individual-level wages lag behind which implies within-occupation gender wage gaps. A decomposition exercise shows that composition effects with respect to both individual and job characteristics can explain the rise of female shares in the top tier of the labour market to an extent. However, the unexplained part of the decomposition is sizeable, indicating that developments such as technological progress are relevant." (Author's abstract, IAB-Doku) ((en))
%K technischer Wandel
%K Auswirkungen
%K Berufsstrukturwandel
%K Frauen
%K geschlechtsspezifische Faktoren
%K Beschäftigungseffekte
%K Berufsgruppe
%K Geschlechterverteilung
%K Berufsstruktur
%K Lohnunterschied
%K Erwerbsbeteiligung
%K Frauenberufe
%K Einkommenseffekte
%K Männer
%K Tätigkeitswandel
%K Bundesrepublik Deutschland
%K O33
%K J31
%K J21
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-07-29
%M K220719TBP
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Bamieh, Omar
%A Ziegler, Lennart
%T Can Wage Transparency Alleviate Gender Sorting in the Labor Market?
%D 2022
%P 20 S.
%C Bonn
%G en
%# 2002-2020
%B IZA discussion paper : 15363
%U https://ideas.repec.org/p/iza/izadps/dp15363.html
%U https://ideas.repec.org/p/iza/izadps/dp15363.html
%X "Wage decompositions suggest that a large share of the gender wage gap can be explained by differences in occupation and employer choices. If female workers are not well informed about these pay differences, increasing wage transparency might alleviate the gender gap. We test this hypothesis by examining the impact of the 2011 Pay Transparency Law in Austria, which requires companies to state a wage figure in job advertisements. For the analysis, we combine vacancy postings from the largest Austrian job board with social security spells that record the gender of new hires. To compare the pay level of vacancies before and after the reform, we predict wage postings using detailed occupation-employer cells, which explain about 75 percent of the variation in posted wages. While we estimate a substantial gender wage gap of 15 log points, pay transparency did not affect gender sorting into better-paid occupation and firms. To study job transitions, we focus on a subsample of workers whose previous employment is also observed. Our estimates show that switching occupations is common, and it often entails significant wage changes. Yet, in line with our main estimates, we do not find that women become more likely to switch to better-paid jobs. We interpret the absence of effects as evidence that limited transparency does not explain the persistence of gender sorting in the labor market." (Author's abstract, IAB-Doku) ((en))
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Arbeitsmarkttransparenz
%K Auswirkungen
%K Arbeitsmarktsegmentation
%K geschlechtsspezifischer Arbeitsmarkt
%K Stellenangebot
%K Lohnhöhe
%K Jobbörse
%K Arbeitsplatzwahl
%K Informationsrecht
%K Österreich
%K J16
%K J62
%K J63
%K J68
%K J31
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-07-08
%M K220624SUI
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 National Bureau of Economic Research (Hrsg.)
%A Burns, Natasha
%A Minnick, Kristina
%A Netter, Jeffry
%A Starks, Laura
%T Gender Pay Gap across Cultures
%D 2022
%P 55 S.
%C Cambridge, Mass
%G en
%# 2004-2016
%B NBER working paper : 30100
%R 10.3386/w30100
%U http://dx.doi.org/10.3386/w30100
%U https://doi.org/10.3386/w30100
%X "We employ a cross-country sample to examine whether cultural differences help explain gender compensation variations across corporate executives. The results show that the cultural differences, which are embedded in societies from long prior to the compensation decisions, provide significant explanatory power to the observed gender gap in executive compensation. Using an Oaxaca-Blinder decomposition with variables that have previously been shown to be significant determinants of executive compensation, we find that adding cultural measures to the model increases the explanatory power from 44% to 95% of the gender compensation gap." (Author's abstract, IAB-Doku) ((en))
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K internationaler Vergleich
%K kulturelle Faktoren
%K Führungskräfte
%K soziale Normen
%K soziale Werte
%K Geschlechterrolle
%K Gleichstellung
%K Religion
%K häusliche Gewalt
%K gesellschaftliche Einstellungen
%K Toleranz
%K J71
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-07-05
%M K220615SOI
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 CESifo GmbH (Hrsg.)
%A Casarico, Alessandra
%A Rey, Elena Del
%A Silva, Jose I.
%T The Effect of Child Care Costs on Gender Inequality
%D 2022
%P 29 S.
%C München
%G en
%# 2018-2018
%B CESifo working paper : 9827
%U https://ideas.repec.org/p/ces/ceswps/_9827.html
%U https://ideas.repec.org/p/ces/ceswps/_9827.html
%X "We develop a model to study the impact on gender gaps in participation and wages of a liquidity constraint that prevents some households from paying child care. We show that this liquidity constraint generates an inefficiency and amplifies gender gaps in the labour market. In this framework, an extension of paid maternity leave duration has ambiguous effects on gender inequality. In contrast, child care subsidies, which require higher taxes, and loans, which do not, unambiguously reduce gender inequality. We illustrate the mechanisms at play in a numerical example using Spanish data." (Author's abstract, IAB-Doku) ((en))
%K Kinderbetreuung
%K Kosten
%K Auswirkungen
%K Gleichstellung
%K geschlechtsspezifische Faktoren
%K Mütter
%K Erwerbsbeteiligung
%K Lohnunterschied
%K private Haushalte
%K Liquidität
%K Finanzierung
%K Mutterschaftsurlaub
%K Dauer
%K berufliche Reintegration
%K Familienpolitik
%K Subvention
%K Urlaubsdauer
%K Darlehen
%K Spanien
%K J16
%K J18
%K J13
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-07-29
%M K220718S95
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 National University of Ireland, Maynooth. Department of Economics (Hrsg.)
%A Doris, Aedín
%A O'Neill, Donal
%A Sweetman, Olive
%T The Dynamics of the Gender Earnings Gap for College Educated Workers: The Child Earnings Penalty, Job Mobility, and Field of Study
%D 2022
%P 32 S.
%C Maynooth
%G en
%# 2010-2020
%B Working papers / Department of Economics, NUI Maynooth : 315
%U https://ideas.repec.org/p/may/mayecw/n315-22.pdf.html
%U https://ideas.repec.org/p/may/mayecw/n315-22.pdf.html
%X "This paper uses a rich set of administrative data to examine the dynamics of the gender earnings gap for college graduates from 2010-2020 in Ireland. We focus on the dynamics of the gap in the first 10 years of the working career, what this looks like, what determines it and what can explain the patterns. We examine the extent to which changes in job mobility after childbirth can explain the dynamics of the gender earnings gap across fields of study. Our findings suggest that the fact that men experience much higher earnings gains than women, particularly within jobs, is the key driver behind the observed earnings divergence. This is particularly evident among women who have studied Business or Law in University. Changes in job mobility after childbirth are not a major contributor to the divergence in earnings but analysis of household survey data suggests that reductions in hours of work following childbirth explains approximately 60% of the initial decline in female weekly earnings and much of the male-female earnings gap in the years after childbirth." (Author's abstract, IAB-Doku) ((en))
%K Hochschulabsolventen
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Entwicklung
%K Berufsanfänger
%K Berufsverlauf
%K berufliche Mobilität
%K Determinanten
%K Elternschaft
%K Studienfach
%K Arbeitszeitverkürzung
%K Mütter
%K Irland
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-07-19
%M K220706S30
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 Forschungsinstitut zur Zukunft der Arbeit (Hrsg.)
%A Jones, Melanie K.
%A Kaya, Ezgi
%T Organisational Gender Pay Gaps in the UK: What Happened Post-transparency?
%D 2022
%P 27 S.
%C Bonn
%G en
%# 2017-2021
%B IZA discussion paper : 15342
%U https://ideas.repec.org/p/iza/izadps/dp15342.html
%U https://ideas.repec.org/p/iza/izadps/dp15342.html
%X "Since April 2017 UK employers with over 250 employees have been required to publicly report their gender pay gap each year. We exploit this recent source of panel data on employer-level gender pay gaps to provide new insights for the established literature on the gender pay gap based predominately on employee information. More specifically, we explore the factors associated with changing organisational gender pay gaps in the period immediately following transparency. Consistent with information, reflection and pressure brought by the legislation, we find greater narrowing of gender pay gaps in organisations with a larger initial gender pay gap. Moreover, this relationship is magnified over time, consistent with gradual and longer-term adjustment. We further find evidence that interorganisational comparisons matter. For organisations with higher gender pay gaps than the average of their intra-industry comparators, lower comparator gender pay gaps are associated with further narrowing, suggesting relative comparisons enabled by transparency per se provide a channel through which the impact of the legislation operates." (Author's abstract, IAB-Doku) ((en))
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K erwerbstätige Frauen
%K erwerbstätige Männer
%K Arbeitsmarkttransparenz
%K Auswirkungen
%K Gleichstellung
%K Arbeitsrecht
%K Gleichstellungspolitik
%K Lohnpolitik
%K Unternehmen
%K Lohnhöhe
%K Großbritannien
%K J38
%K J78
%K J31
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-07-05
%M K220615SOJ
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek


%0 Book
%1 OECD. Economics Department (Hrsg.)
%A Salins, Veronique
%A Sila, Urban
%T Fostering a strong labour market to support the recovery and sustain growth in Switzerland
%D 2022
%P 45 S.
%C Paris
%G en
%# 2019-2021
%B OECD Economics Department working papers : 1720
%U https://ideas.repec.org/p/oec/ecoaaa/1720-en.html
%X "Switzerland has a well-functioning labour market with low unemployment, a highly skilled workforce and well-paid jobs. It has proved resilient during the COVID-19 crisis, helped by extensive government support to employment and incomes. As activity recovers, the authorities face the challenge of adapting support measures to avoid hindering job reallocation and productivity growth while ensuring adequate support to vulnerable firms and workers. The pandemic has also reinforced certain pre-existing challenges. The already sizeable gender pay gap risks widening, and older workers face a higher risk of long-term unemployment. Making the labour market more inclusive would help the recovery and raise productivity. Switzerland would benefit from bringing under-represented groups more effectively into the labour market. Raising skills and lowering inequities in education and training will also be essential to facilitate job transitions and ensure that workers and firms benefit from technological change and the digital transformation." (Author's abstract, IAB-Doku) ((en))
%K Arbeitsmarktentwicklung
%K nachhaltige Entwicklung
%K Arbeitsmarktpolitik
%K Krisenmanagement
%K Pandemie
%K Selbständige
%K Sozialversicherung
%K regionale Mobilität
%K Mobilitätsförderung
%K Lohnunterschied
%K geschlechtsspezifische Faktoren
%K ältere Arbeitnehmer
%K Beschäftigungsförderung
%K Bildungsförderung
%K Bildungschancengleichheit
%K Beschäftigungseffekte
%K sektorale Verteilung
%K Kurzarbeit
%K Schweiz
%K J20
%K H55
%K J30
%K J60
%K I20
%K H53
%Z Typ: 4. Arbeitspapiere/Discussion Paper
%Z fertig: 2022-07-14
%M K220704S2A
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek




***************************
5. MONOGRAPHISCHE LITERATUR
***************************

%0 Book
%A Weltwirtschaftsforum
%T Global Gender Gap Report 2022 : Insight Report
%D 2022
%P 373 S.
%9 [Stand:] July 2022
%C Genf
%G en
%# 2006-2021
%B The global gender gap report : 15
%@ ISBN 978-2-940631-36-0
%U https://www3.weforum.org/docs/WEF_GGGR_2022.pdf
%U https://www.weforum.org/reports/global-gender-gap-report-2022/digest
%X "Gender parity is not recovering, according to the Global Gender Gap Report 2022. It will take another 132 years to close the global gender gap. As crises are compounding, women's workforce outcomes are suffering and the risk of global gender parity backsliding further intensifies." (Author's abstract, IAB-Doku) ((en))
%K Gleichstellung
%K geschlechtsspezifische Faktoren
%K internationaler Vergleich
%K Frauen
%K Männer
%K Pandemie
%K Auswirkungen
%K Zukunftsberufe
%K Geschlechterverteilung
%K Gleichstellungspolitik
%K Konjunkturpolitik
%K Krisenmanagement
%K Entwicklung
%K Frauenberufe
%K Erwerbsbeteiligung
%K Bildungsbeteiligung
%K Gesundheitszustand
%K politische Partizipation
%K Benchmarking
%K Lohnunterschied
%K Führungskräfte
%K technischer Wandel
%K Automatisierung
%K Beschäftigungseffekte
%K Bildungsniveau
%K E-Book
%K Welt
%Z Typ: 5. monographische Literatur
%Z fertig: 2022-07-22
%M K220722TE0
%~ LitDokAB
%W IAB, SB Dokumentation und Bibliothek



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