Inhalt: When it comes to gender equity in the workplace, many organizations focus largely on hiring more women. But to achieve more equitable representation, it’s also critical to examine disparities in how employees are evaluated and promoted once they’re on board. In this piece, the authors discuss their recent research on this topic, which found that competitive evaluation systems in which employees are ranked against one another can cause men to perform better and women to perform worse (on a task for which their performance would otherwise be roughly the same). They suggest that this likely stems from deeply-ingrained stereotypes that lead men to believe they are better than women in competitive environments, and that lead women to prioritize avoiding harming others. Based on these findings, the authors argue that organizations should build awareness of the potential harms of ranking employees, and that they should consider either adapting or totally overhauling existing performance evaluation systems to focus more on individual progress, and less on social comparisons.
Quelle: Deutscher Musikrat; deutsches musikinformationszentrum (miz); Bonn, 2021.
Inhalt: Die Orchestererhebung, die das Deutsche Musikinformationszentrum (miz) unter allen öffentlich finanzierten Orchestern durchgeführt hat, schlüsselt erstmals detailliert auf, wie hoch der Anteil von Frauen und Männern sowohl in den einzelnen Stimmgruppen als auch in den Dienststellungen ist. Im Ergebnis zeigt sich, dass Frauen mit 39,6 Prozent stark vertreten sind. In den Führungspositionen sind sie hingegen unterrepräsentiert, ganz besonders in den Spitzenorchestern. Dort liegt ihr Anteil bei 21,9 Prozent, während er im Durchschnitt aller Orchester 30 Prozent ausmacht.
Die Daten der miz-Orchestererhebung sind im Ergebnisbericht der Studie sowie auf dem Infografikposter "Am Pult der Zeit!?" nachzulesen.
Der Bericht weist Methodik, Daten und Analysen der Orchestererhebung aus. Die Ergebnisse sind nach Stimmgruppe und Dienststellung aufgeschlüsselt. In der Analyse werden zudem Orchestermerkmale wie die tarifliche Eingruppierung berücksichtigt.
Schlagwörter:Künstlerische Hochschule; Musik; Musikerin; Musikhochschule; quantitative Analyse; Statistik
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Geschlechterverhältnis
Inhalt: Die Corona-Krise schränkt das soziale und wirtschaftliche Leben in Deutschland stark ein. Neben dem Anstieg von Kurzarbeit waren und sind viele Beschäftigte aufgrund der eingeschränkten institutionellen Kinderbetreuung gezwungen, ihre Arbeitszeit zu verkürzen oder Kinderbetreuung im Homeoffice zu leisten. Da vor allem Frauen bereits vor der Krise den Löwenanteil an Sorgearbeit übernahmen, geht der vorliegende Report der folgenden Frage nach: Wie hat sich die Krise auf die Geschlechterungleichheit ausgewirkt? Dabei wird die Entwicklung des Gender Pay Gap, Gender Time Gap und Gender Care Gap in den Blick genommen.
Sounds like a fit! : Wording in recruitment advertisements and recruiter gender affect women's pursuit of career development programs via anticipated belongingness
Inhalt: Following calls for research to increase gender equality, we investigated women's intentions to pursue career opportunities, in the form of career development programs. We built on lack of fit and signaling theory to argue that women's but not men's pursuit of career opportunities would be influenced by recruiter gender and gender-stereotypical wording in recruitment advertisements. We conducted two studies in Germany. In Study 1 (video-based experiment with 329 university students), we found that when a male recruiter used stereotypically masculine compared to feminine wording, female students anticipated lower belongingness, expected lower success of an application, and indicated lower application intentions for career opportunities. These differences in female students’ evaluations disappeared when the recruiter was female. While Study 2 (experimental vignette study with 545 employees) replicates the negative effects of masculine wording for female employees; the buffering effect of female recruiters was only replicated for younger, but not for older female employees. Women's anticipated belongingness mediated the relationship between advertisement wording and application intentions when the recruiter was male. Recruiter gender and wording had no effects on men. Our work contributes to a better understanding of when and why contextual characteristics in the recruitment process influence women's pursuit of career opportunities.
Explaining the gender pay gap among doctoral graduates: analyses of the German labour market
Autor/in:
Goldan, Lea
Quelle: European Journal of Higher Education, 11 (2021) 2, S 137–159
Inhalt: Previous research has shown that female doctoral graduates earn less than male doctoral graduates; however, there has been little research on the determinants of this gender pay gap. This paper investigates the determinants of the gender pay gap among doctoral graduates in Germany. By relying on human capital theory, traditional gender roles and beliefs, and previous empirical findings, I examine gender differences in doctoral and occupational characteristics as potential determinants of the gender pay gap. I use data from a representative German panel study of the 2014 doctoral graduation cohort. Regression analyses on the logarithmic gross monthly earnings reveal that female graduates earn 30.4% less than male graduates five years after graduation. This gender pay gap is driven by a substantive wage premium for male doctoral graduates outside academia. Important determinants of the overall gender pay gap are doctoral subjects, professional experience after graduation, industries, management positions, and, above all, working hours. However, the considered determinants only partially explain the gender pay gap, as it remains substantial and statistically significant. The paper enhances the research on gender inequalities in post-doctoral careers and offers new insights into the determinants of the gender pay gap among doctoral graduates.
Verdienstunterschiede zwischen Männern und Frauen : Eine Ursachenanalyse auf der Grundlage der Verdienststrukturerhebung 2018
Autor/in:
Mischler, Frauke
Quelle: Statistisches Bundesamt (Destatis); Wiesbaden (WISTA, 4), 2021. S 110–125
Inhalt: Anknüpfend an frühere Analysen stellt der Beitrag Ergebnisse zum unbereinigten und bereinigten Gender Pay Gap auf Basis der Verdienststrukturerhebung für das Jahr 2018 vor und erläutert die zugrunde gelegte Methodik. Eine modellbasierte Analyse zeigt die (eingeschränkte) Sensitivität des unbereinigten Gender Pay Gap bei einem hypothetisch höheren Mindestlohn für Frauen und Männer oder einem Verdienstzuschlag auf den Bruttostundenverdienst ausschließlich für Frauen. Deutlich wird hierbei, dass der unbereinigte Gender Pay Gap sich nur geringfügig bei einem hypothetischen Mindestlohn von 12 Euro ändert. Höher wäre die Wirkung bei einem einseitigen Verdienstzuschlag für Frauen um 50 Cent auf den Bruttostundenverdienst.
Schlagwörter:Deutschland; gender pay gap; quantitative Analyse; Statistik
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Geschlechterverhältnis
It's Not Just a Pay Gap: Quantifying The Gender Wage And Pension Gap At a Post-Secondary Institution In Canada
Autor/in:
Smith-Carrier, Tracy; Penner, Marcie; Cecala, Aaron L.; Agocs, Carol
Quelle: Canadian Journal of Higher Education, 51 (2021) 2, S 74–84
Inhalt: What is the impact of the gender pay gap in academia over the course of a career and retirement? To quantify this impact, we used a Canadian post-secondary institution as a case study and simulated the effects of the reported difference in salary across multiple academic career trajectories. A starting wage gap of less than $9,000 resulted in a $300,000-$400,000 gender wage gap over the course of a career, and a further $148,000-$259,000 gender pension gap, for a total gender pension and wage gap of $454,000-$660,000, depending on the rank achieved. Thus, focusing on gender gaps in salary alone leads to a substantial underestimation of the long-term effects of the gender gap.
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Frauen- und Geschlechterforschung, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Addressing the Gender Pay Gap: The Influence of Female and Male Dominant Disciplines on Gender Pay Equity
Autor/in:
Buckman, David G.; Jackson, Tommy E.
Quelle: Journal of Education Finance, 47 (2021) 1, S 71–91
Inhalt: This study used Kanter's (1997) Tokenism theory to analyze the relationship between gender and faculty salaries in Georgia higher education institutions to determine whether pay inequity existed between male and female professors in 2018. Two separate mixed-effect regression models were estimated on a 2018 cross-sectional survey dataset of Georgia higher education faculty members where faculty demographic characteristics (i.e., gender and academic discipline) were regressed on their annual base salaries. When controlling for demographics and occupational characteristics, female faculty received significantly lower salaries than their male counterparts. In addition, when controlling for academic discipline and grouping those disciplines vis-a-vis male dominant and female dominant, males in female-dominant disciplines earned significantly more money than females, and females in male-dominant disciplines earned more money than males. Additional findings support negotiable salaries as a significant contributor to higher pay.
Inhalt: Gender equality is a major problem that places women at a disadvantage thereby stymieing economic growth and societal advancement. In the last two decades, extensive research has been conducted on gender related issues, studying both their antecedents and consequences. However, existing literature reviews fail to provide a comprehensive and clear picture of what has been studied so far, which could guide scholars in their future research. Our paper offers a scoping review of a large portion of the research that has been published over the last 22 years, on gender equality and related issues, with a specific focus on business and economics studies. Combining innovative methods drawn from both network analysis and text mining, we provide a synthesis of 15,465 scientific articles. We identify 27 main research topics, we measure their relevance from a semantic point of view and the relationships among them, highlighting the importance of each topic in the overall gender discourse. We find that prominent research topics mostly relate to women in the workforce-e.g., concerning compensation, role, education, decision-making and career progression. However, some of them are losing momentum, and some other research trends-for example related to female entrepreneurship, leadership and participation in the board of directors-are on the rise. Besides introducing a novel methodology to review broad literature streams, our paper offers a map of the main gender-research trends and presents the most popular and the emerging themes, as well as their intersections, outlining important avenues for future research.
Schlagwörter:business; economics; gender equality; gender research; Geschlechterforschung; literature review; network analysis; text mining; Trend; Wirtschaftswissenschaft
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Geschlechterverhältnis