Gender Differences in STEM Persistence after Graduation
Autor/in:
Delaney, Judith; Devereux, Paul J.
Quelle: economica, 89 (2022) 356, S 862–883
Inhalt: Much attention is focused on finding ways to encourage females to study STEM in school and college but what actually happens once women complete a STEM degree? We use the UK Quarterly Labour Force Survey to trace out gender differences in STEM persistence over the career. We find a continuous process whereby women are more likely to exit STEM than men. Among holders of STEM undergraduate degrees, women are more likely to obtain a non- STEM master's degree. Then, after entering the labour market, there is a gradual outflow of females during the first 15 years post-graduation so that females are about 20 percentage points less likely to work in STEM compared to their male counterparts. Conditional on leaving STEM, we find that females are more likely to enter the education and health sectors while males are more likely to enter the more lucrative business sector and that this can partly explain the gender pay gap for STEM graduates. Overall, our results suggest that policies that aim to increase the proportion of females studying STEM in school and college may have less effect than expected due to the lower attachment of females to STEM after graduation. Such policies may need to be augmented with efforts to tackle the greater propensity of females to exit STEM throughout the career.
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Naturwissenschaft und Technik, Frauen- und Geschlechterforschung, Geschlechterverhältnis
Dokumenttyp:Zeitschriftenaufsatz
Challenging cisnormativity, gender binarism and sex binarism in management research: foregrounding the workplace experiences of trans* and intersex people
Autor/in:
Köllen, Thomas; Rumens, Nick
Quelle: Gender in Management: An International Journal, 37 (2022) 6, S 701–715
Inhalt: Purpose
This article aims to question and problematise the cisnormative and binary assumptions that underpin the management and gender scholarship. Introducing and contextualising the contributions that comprise this special issue on trans* and intersex people in the workplace, this article reflects on the developments in trans* and intersex research in the management literature, and anticipates what future scholarship in this area might entail.
Design/methodology/approach
A critical approach is adopted to interrogate the prevailing cisnormative and binary approach adopted by management and gender scholars for whom organisations are important sites to study gender as a dynamic, contextually contingent construct.
Findings
The key finding is the persistence of cisnormativity, normative gender and sex binarism in academic knowledge production and in society more widely, which appear to have hindered how management and gender scholars have routinely failed to conceptualise and foreground the array of diverse genders and sexes.
Originality/value
This article foregrounds trans* and intersex experiences in the workplace. In particular, by
positioning intersexuality as an important and urgent topic of study, this article breaks the silence
that has surrounded intersexuality in gender and management research. There are still key
questions and issues that demand future research from academics who want to challenge
cisnormativity and the gender and sexual binaries that sustain it.
Karriere mit Kind – Wie wirkt sich frühe Mutterschaft auf das Erreichen von Führungspositionen bei Akademikerinnen aus?
Autor/in:
Brandt, Gesche; Spangenberg, Heike
Quelle: KZfSS Kölner Zeitschrift für Soziologie und Sozialpsychologie, 74 (2022) 3, S 303–327
Inhalt: Dieser Beitrag widmet sich im Anschluss an die Diskussion zur Entzerrung der „Rushhour des Lebens“ der Frage, ob es vorteilhaft für die berufliche Karriere von Akademikerinnen ist, wenn sie, anstatt nach dem Berufseinstieg, bereits vor dem Studienabschluss oder direkt im Anschluss daran Kinder bekommen. Während ein Aufschieben der Erstgeburt verschiedenen Studien zufolge durchaus positiv für den Karriereverlauf ist, ist der Zusammenhang zwischen einer frühen Familiengründung und dem Erreichen einer Führungsposition für Deutschland bislang kaum erforscht.
Anhand von Absolventendaten des Deutschen Zentrums für Hochschul- und Wissenschaftsforschung (DZHW) wird mit logistischen Regressionsanalysen untersucht, wie wahrscheinlich das Erreichen einer Führungsposition für Mütter mit akademischem Abschluss in Abhängigkeit vom Geburtentiming ist. Die Befunde zeigen, dass Mütter, die bereits vor dem Berufseinstieg Kinder bekommen haben, zehn Jahre nach Studienabschluss mit höherer Wahrscheinlichkeit in Führungspositionen tätig sind als die Vergleichsgruppe der Mütter, die erst während des Erwerbsverlaufs eine Familie gegründet haben. Erstere weisen im Erwerbsverlauf weniger Vollzeitphasen, aber mehr Teilzeitphasen und weniger Unterbrechungsphasen auf. Die Ergebnisse stützen humankapital- und signaltheoretische Annahmen, wonach Akademikerinnen auf dem Arbeitsmarkt von einer Familiengründung vor dem Berufseinstieg profitieren, da längere Erwerbsunterbrechungen unwahrscheinlicher werden.
Schlagwörter:absolventenbefragung; DZHW; Frauen in Führungspositionen; Führung
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Vereinbarkeit Familie-Beruf
Setting adequate wages for workers: Managers' work experience, incentive scheme and gender matter
Autor/in:
Huber, David; Kühl, Leonie; Szech, Nora
Quelle: PLOS ONE (PLOS ONE), 17 (2022) 8
Inhalt: Many societies report an increasingly divergent development of managers' salaries compared to that of their workforce. Moreover, there is often a lack in diversity amongst managerial boards. We investigate the role of managers' gender and incentive scheme on wages chosen for workers by conducting two experimental studies. The data reveal male managers respond in more self-oriented ways to their incentive scheme. Further, we find that experience with the workers' task can increase appreciation of workers. Effects are strongest when the managers' compensation scheme rules out self-orientation. Overall, female managers display more consistency in choosing adequate wages for workers, i.e. their choices are less affected by incentives. An increase in diversity may thus help reducing salary disparities and foster work atmosphere.
Herausgeber/in:
D'Cruz, Premilla; Noronha, Ernesto; Caponecchia, Carlo
Quelle: Springer (Handbooks of Workplace Bullying, Emotional Abuse and Harassment, 3), 2021.
Inhalt: The agenda of respectful workplaces is no more urgent than in the context of workplace bullying, emotional abuse and harassment. This becomes even more significant in the face of mistreatment linked to social identity and national culture. The chapters constituting Section 1 speak to the spectrum of primary, secondary and tertiary prevention undertaken within and beyond workplaces to tackle workplace bullying, emotional abuse and harassment. As well as organizational-related mechanisms, therapy, collective action and legislation are described. Normative angles, the challenges of actual practice and the contours of effectiveness are pinpointed. The increasing recognition of the conflation between category-based harassment and workplace bullying and the burgeoning cross-cultural lens of the substantive area are captured through the chapters of Section 2. Identities revolving around gender, sexuality, disability, caste and ethnicity serve as markers for mistreatment, underpinning the need to explore the dynamics of these situations in terms of causes, manifestations and consequences. Variations in the unfolding of negative acts due to cultural influences have been found, emphasizing that though misbehaviour is universal, it has country-specific characteristics.
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Sexuelle Belästigung und Gewalt
Dokumenttyp:Sammelwerk
The Austrian Pay Transparency Law and the Gender Wage Gap
Autor/in:
René Böheim, Sarah Gust
Quelle: (IZA Discussion Paper), 2021.
Inhalt: „In Austria, a gender pay transparency law was introduced in 2011, requiring companies with more than 1,000 employees to publish a pay report every other year. Firms with 500, 250, and 150 employees were subject to this requirement at later years. We estimate the impact of the law on men‘s wages, women‘s wages, and the gender pay gap using administrative data. The results from a regression discontinuity design suggest that the wage transparency law did not change wages or the gender wage gap. In larger firms, the wage of newly hired women increased more due to the reform than of newly hired men, suggesting that the gender wage gap decreased among newly hired workers. Our estimates of the effect of the law on employment growth or turnover are small, and statistically insignificant. For larger firms, we estimate that the transparency law led to a lower share of women in treated firms. These results are robust to several additional specifications.“
Schlagwörter:Austria; gender pay gap; wage transparency law
CEWS Kategorie:Arbeitswelt und Arbeitsmarkt, Gleichstellungspolitik
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."