Lit@CEWS

Inhalt: Even though women have been able to increase their participation in management positions to a small extent in recent years, they are still significantly underrepresented in management positions. Organisational measures to promote gender equality and work-life balance are seen as an option to reduce inequalities between men and women. However, there are relatively few firms that have formalised organisational gender equality policies. Against this background, I examine whether organisational measures may increase women's career opportunities or promote the assumption of management positions on a part-time basis. This is investigated using a German Linked-Employer-Employee dataset (LIAB) from 2012 to 2016 and logistic panel regression models. The results show that the targeted promotion of women in particular improves their chances of promotion. However, this is not the case for mothers and their chances of achieving a part-time management position: these are lower when targeted promotion of women is practised in a firm. Measures to improve reconciliation, such as firm support for childcare or for employees with dependents in need of care, have a positive effect on advancement to management positions. The effect of family-friendly working conditions in a firm is heterogeneous: while women have lower chances of promotion, their chances of obtaining a management position with reduced working hours are higher. In contrast, a firm's membership in a family-friendly network has a negative effect on the career and promotion opportunities of women.

Schlagwörter:career opportunities; equality work; Gleichstellungsarbeit; Karrierechancen; Organisational Change; Organisationswandel

CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Berufsbiographie und Karriere, Fördermaßnahmen, Vereinbarkeit Familie-Beruf, Gleichstellungspolitik

Verfügbarkeit:https://www.econstor.eu/bitstream/10419/262193/1/dp1322.pdf

Dokumenttyp:Zeitschriftenaufsatz

Inhalt: This paper opens up the black box of gender-specific application and hiring behavior and its implications for the residual gender earnings gap. To understand the underlying mechanisms, we propose a two-stage matching model with testable implications. Using the German IAB Job Vacancy Survey, we show that the patterns in the data are in line with linear and nonlinear production functions at different jobs. Women's application probability at high-wage firms is much lower than at low-wage firms. By contrast, women have the same probability of being hired as men when they apply at high-wage firms. These patterns are not in line with taste-based discrimination, but they can be rationalized by high-wage firms that ask for more employer-sided flexibility. We show that the share of male applicants increases in various dimensions of employer-sided flexibility requirements. Adding the share of male applicants as a proxy for flexibility requirements to Mincer wage regressions reduces the residual earnings gap by around 50 to 60 percent. Women who match at jobs with a high share of male applicants earn substantially more than women at comparable jobs with only females in the application pool (due to compensating differentials). By contrast, when women with children match at these jobs, they face large earnings discounts relative to men.

Schlagwörter:application; application behavior; Gender Studies; Geschlechterforschung; Hiring Decision; work

CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Frauen- und Geschlechterforschung

Verfügbarkeit:https://dx.doi.org/10.48720/IAB.DP.2222

Dokumenttyp:Zeitschriftenaufsatz