Autor/in:
Lipinsky, Anke; Schredl, Claudia; Baumann, Horst; Lomazzi, Vera; Freund, Frederike; Humbert, Anne Laure; Tanwar, Jagriti; Bondestam, Fredrik
Quelle: UniSAFE - Gender-based violence and institutional responses: Building a knowledge base and operational tools to make universities and research organisations safe; , 2021.
Inhalt: The questionnaire will be used to collect data from staff and students on prevalence, determinants and consequences of gender-based violence in universities and research organisations. It includes several modules on e.g. prevalence, prevention, policies, and partnerships, and contains filters to take different study and work environments into consideration.
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
Autor/in:
Berniell, Inés; Berniell, Lucila; Mata, Dolores de la; Edo, María; Fawaz, Yarine; Machado, Matilde P.; Marchionni, Mariana
Quelle: (IZA Discussion Paper), 2021.
Inhalt: "In this paper we show that motherhood triggers changes in the allocation of talent in the labor market besides the well-known effects on gender gaps in employment and earnings. We use an event study approach with retrospective data for 29 countries drawn from SHARE to assess the labor market responses to motherhood across groups with different educational attainment, math ability by the age of 10, and personality traits. We find that while even the most talented women— both in absolute terms and relative to their husbands—leave the labor market or uptake part-time jobs after the birth of the first child, all men, including the least talented, stay employed. We also find that motherhood induces a negative selection of talents into self-employment. Overall, our results suggest relevant changes in the allocation of talent caused by gender differences in nonmarket responsibilities that can have sizable impacts on aggregate market productivity. We also show that the size of labor market responses to motherhood are larger in societies with more conservative social-norms or with weaker policies regarding work-life balance."
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."
Family Ties, Geographic Mobility and the Gender Gap in Academic Aspirations
Autor/in:
Farré, Lídia; Ortega, Francesc
Quelle: (IZA Discussion Paper), 2021.
Inhalt: "This paper provides new evidence supporting that gender differences in post-graduate educational choices contribute to the glass ceiling in the labor market. We study the decision to pursue an advanced degree form an internationally renowned institution, which greatly facilitates access to top jobs. Relying on a unique dataset on applications to a highly selective program that provides merit-based graduate fellowships to Spanish students, we show that women apply for the fellowships at lower rates than observationally equivalent male graduates. We also implemented a large-scale survey on current college students and show that female college graduates have stronger family ties than males, which restricts their geographical mobility and has a negative effect on their educational aspirations. Importantly, the previous pattern is reversed in STEM fields: female graduates in STEM participate in the fellowship program at equal or higher rates than comparable males. In fact, we show that female STEM students originate from more educated families, have higher academic ability, and higher educational and earnings aspirations than women in other fields."