Inhalt: „In this study we quantify the size and drivers of the contemporary gender pay gap among medical doctors employed in the UK public sector. In using nationally representative data from the Annual Survey of Hours and Earnings, we make comparisons to doctors employed in the private sector, as well as to other public sector medical professionals. We find that the substantial 20 per cent hourly gender pay gap among public sector doctors is far larger than in either of these comparator occupations. Decomposing the mean gender pay gap for public sector doctors, we find that it is largely unexplained by personal and work-related characteristics, consistent with evidence of potential substantial gender inequality in rewards. It is at the top end of the wage distribution where this is most pronounced indicating the presence of a ‚glass ceiling‘ in UK medicine.“
Schlagwörter:doctor; gender pay gap; medicine; public sector
Gemeinsam gegen Sexismus : Maßnahmen gegen Sexismus am Arbeitsplatz, in Kultur und Medien und im öffentlichen Raum
Herausgeber/in:
EAF Berlin; Diversity in Leadership
Quelle: EAF Berlin; Diversity in Leadership; , 2021.
Inhalt: "Die Handreichung zeigt die Arbeitsergebnisse der im Oktober und November 2020 digital durchgeführten Dialogforen sowie der digitalen Fachkonferenz am 21. Januar 2021 und bietet Empfehlungen aus der Praxis für all diejenigen, die Sexismus vermeiden und bekämpfen möchten. Sie enthält neben konkreten Beispielen und Ideen, mit denen Sexismus erfolgreich eingegrenzt werden kann, auch Grundlagenwissen. Die Politik kann den gesetzgeberischen Rahmen setzen, um Sexismus zu sanktionieren und den Betroffenen die Möglichkeit zu geben, sich zu wehren. Um Stereotype und sexistisches Denken langfristig aus Köpfen und Strukturen zu verbannen, sind jedoch weit mehr gesellschaftliche Kräfte gefragt: Jeder und jede einzelne ist gefordert und es bedarf Veränderung in der Kultur und in den Regeln von Unternehmen, staatlichen Institutionen und zivilgesellschaftlichen Organisationen."
Diversity-Hacks! : 23 gute Praxisbeispiele für Diversity, Equity and Inclusion
Herausgeber/in:
EAF Berlin; Bundesverband der Personalmanager (BPM)
Quelle: EAF Berlin; Bundesverband der Personalmanager (BPM); , 2021.
Inhalt: "Die EAF Berlin und der Bundesverband der Personalmanager (BPM) haben gemeinsam die Broschüre „Die besten Diversity Hacks. Konkrete Tipps für Vielfalt und Inklusion in der Personalpraxis“ veröffentlicht."
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
Gender Wage and Longevity Gaps and the Design of Retirement Systems
Autor/in:
Barigozzi, Francesca; Cremer, Helmuth; Lozachmeur, Jean-Marie
Quelle: (IZA Discussion Paper), 2021.
Inhalt: "We study the design of pension benefits for male and female workers. Women live longer than men but have a lower wage. Individuals can be single or live in couples who pool their incomes. Social welfare is utilitarian but an increasing concave transformation of individuals’ lifetime utilities introduces the concern for redistribution between individuals with different life-spans. We derive the optimal direction of redistribution and show how it is affected by a gender neutrality rule. With singles only, a simple utilitarian solution implies redistribution from males to females. When the transformation is sufficiently concave redistribution may or may not be reversed. With couples only, the ranking of gender retirement ages is always reversed when the transformation is sufficiently concave. Under gender neutrality pension schemes must be self-selecting. With singles only this implies distortions of retirement decision and restricts redistribution across genders. With couples, a first best that implies a lower retirement age for females can be implemented by a gender-neutral system. Otherwise, gender neutrality implies equal retirement ages and restricts the possibility to compensate the shorter-lived individuals. Calibrated simulations show that when singles and couples coexist, gender neutrality substantially limits redistribution in favor of single women and fully prevents redistribution in favor of male spouses."
Pay Gaps in the National Health Service: Observability and Disclosure
Autor/in:
Mumford, Karen; Aguirre, Edith; Einarsdóttir, Anna; Lockyer, Bridget; Sayli, Melisa; Smith, Benjamin A.
Quelle: (IZA Discussion Paper), 2021.
Inhalt: "Studies of the relationship between sexual orientation and pay have faced difficulties applying standard models of discrimination if orientation is not observable. Analogously, behavioural explanations of pay based on models of gender linked within-household specialization may not be as relevant in a nonheterosexual context. This article analyses pay gaps using information including earnings, gender, LGB identity, coupling status, and the disclosure of sexual orientation in English National Health Service (NHS) workplaces. The results reveal a robust gender pay gap of 4% in favour of males, but no overall LGB pay gap compared to heterosexuals. The latter is due to similar-sized offsetting effects from disclosure on LGB pay relative to comparable heterosexuals. Amongst LGB employees, disclosure is associated with 13% more pay, with three quarters of this gap related to unexplained differences in returns to observable characteristics. Supportive workplace practices are strongly associated with increased probability of disclosure, especially the availability of a LGB workplace network."
Schlagwörter:gender pay gap; National Health Service; sexual orientation
Gender Differences in Job Search and the Earnings Gap: Evidence from Business Majors
Autor/in:
Cortes, Patricia; Pan, Jessica; Pilossoph, Laura; Zafar, Basit
Quelle: (IZA Discussion Paper), 2021.
Inhalt: "To understand gender differences in the job search process, we collect rich information on job offers and acceptances from past and current undergraduates of Boston University’s Questrom School of Business. We document two novel empirical facts: (1) there is a clear gender difference in the timing of job offer acceptance, with women accepting jobs substantially earlier than men, and (2) the gender earnings gap in accepted offers narrows in favor of women over the course of the job search period. Using survey data on risk preferences and beliefs about expected future earnings, we present empirical evidence that the patterns in job search can be partly explained by the higher levels of risk aversion displayed by women and the higher levels of overoptimism (and slower belief updating) displayed by men. We develop a job search model that incorporates these gender differences in risk aversion and (over)optimism about prospective offers. Our counterfactual exercises show that simple policies such as eliminating “exploding offers” by allowing students to hold onto offers for an additional month, or providing them with accurate information about the labor market, can reduce the gender gap significantly."
Inhalt: "We examine employer preferences for hiring men vs women using 160,000 job ads posted on an online job portal in India, linked with more than 6 million applications. We apply machine learning algorithms on text contained in job ads to predict an employer’s gender preference. We find that advertised wages are lowest in jobs where employers prefer women, even when this preference is implicitly retrieved through the text analysis, and that these jobs also attract a larger share of female applicants. We then systematically uncover what lies beneath these relationships by retrieving words that are predictive of an explicit gender preference, or gendered words, and assigning them to the categories of hard and soft-skills, personality traits, and flexibility. We find that skills related female-gendered words have low returns but attract a higher share of female applicants while malegendered words indicating decreased flexibility (e.g., frequent travel or unusual working hours) have high returns but result in a smaller share of female applicants. This contributes to a gender earnings gap. Our findings illustrate how gender preferences are partly driven by stereotypes and statistical discrimination."
Sexual Orientation and Earnings : A Meta-Analysis 2012-2020
Autor/in:
Drydakis, Nick
Quelle: (IZA Discussion Paper), 2021.
Inhalt: "This meta-analysis utilizes 24 papers published between 2012-2020 that focus on earnings differences by sexual orientation. The papers cover the period between 1991 and 2018, and countries in Europe, North America and Australia. The meta-analysis indicates that gay men earned less than heterosexual men. Lesbian women earned more than heterosexual women, while bisexual men earned less than heterosexual men. Bisexual women earned less than heterosexual women. According to the meta-analysis, in data sets after 2010, gay men and bisexual men and women continue to experience earnings penalties, while lesbian women continue to experience earnings premiums. The meta-regression estimates indicate relationships between study characteristics and the estimated earnings effects for sexual minorities. For instance, regions, sexual minority data set sizes, and earnings classifications influence the outcomes. The persistence of earnings penalties for gay men and bisexual men and women in the face of anti-discrimination policies represents a cause for concern and indicates the need for comprehensive legislation and workplace guidelines to guarantee that people receive fair pay and not experience any form of workplace inequality simply because of their sexual orientation."
Schlagwörter:Bisexuality; gay; heterosexual; salary; sexual orientation
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Diversity
Inhalt: "This paper investigates whether non-base compensation contributes to the gender pay gap. In wage decompositions, we find that lower bonus payments to women explain about 10% of the gap at the mean and at different quantiles of the unconditional wage distribution whereas the lower prevalence of shift premia and overtime pay among women is unimportant. Among managers, the contribution of bonuses to the mean gap more than doubles and is steadily rising as one moves up the wage distribution. Our findings suggest that gender differences in bonuses are an important contributor to the gender pay gap, particularly in top jobs."