Es ist an der Zeit, dass jede einzelne Person ihre Vorstellungen von der idealen Führungskraft überdenkt. Denn der Unterschied zwischen „ihrem“ Lebenserwerbseinkommen und „seinem“ kann bis zu 1 Mio. ...Euro betragen. Wenn wir mehr Frauen in Führungspositionen wollen, dann haben die notwendigen gesellschaftlichen Veränderungen dafür gerade erst begonnen. Dabei gibt es spätestens seit Marie Curie immer wieder Vorbilder für Female leadership, und alte Vorstellungen zur „Führungskraft“ werden abgelöst. Der Artikel zeigt, inwiefern eine O.K.-O.K.-Haltung, basierend auf einem positiven Selbstbild (Ich bin O.K.!) sowie die Akzeptanz und Toleranz des Gesprächspartners (Du bist O.K.!), dazu beitragen, dass alle profitieren, und wir eher darüber diskutieren, ob eine Führungsposition im Tandem ausgeübt wird, als über die K‑Frage (Kind-Frage) – an der auch dieser Artikel leider nicht vorbeikam. Lasst’ uns also so tun, als gäbe es eine Zukunft voller Möglichkeiten für alle Personen mit einem Karriereplan.
We examine change in multiple indicators of gender inequality for the period of 1970 to 2018. The percentage of women (age 25 to 54) who are employed rose continuously until ~2000 when it reached its ...highest point to date of 75%; it was slightly lower at 73% in 2018. Women have surpassed men in receipt of baccalaureate and doctoral degrees. The degree of segregation of fields of study declined dramatically in the 1970s and 1980s, but little since then. The desegregation of occupations continues but has slowed its pace. Examining the hourly pay of those aged 25 to 54 who are employed full-time, we found that the ratio of women’s to men’s pay increased from 0.61 to 0.83 between 1970 and 2018, rising especially fast in the 1980s, but much slower since 1990. In sum, there has been dramatic progress in movement toward gender equality, but, in recent decades, change has slowed and on some indicators stalled entirely.
The gender wage gap Blau, Francine D; Kahn, Lawrence M
Journal of economic literature,
09/2017, Letnik:
55, Številka:
3
Journal Article
Recenzirano
Odprti dostop
Using Panel Study of Income Dynamics (PSID) microdata over the 1980–2010 period, we provide new empirical evidence on the extent of and trends in the gender wage gap, which declined considerably ...during this time. By 2010, conventional human capital variables taken together explained little of the gender wage gap, while gender differences in occupation and industry continued to be important. Moreover, the gender pay gap declined much more slowly at the top of the wage distribution than at the middle or bottom and by 2010 was noticeably higher at the top. We then survey the literature to identify what has been learned about the explanations for the gap. We conclude that many of the traditional explanations continue to have salience. Although human-capital factors are now relatively unimportant in the aggregate, women's work force interruptions and shorter hours remain significant in high-skilled occupations, possibly due to compensating differentials. Gender differences in occupations and industries, as well as differences in gender roles and the gender division of labor remain important, and research based on experimental evidence strongly suggests that discrimination cannot be discounted. Psychological attributes or noncognitive skills comprise one of the newer explanations for gender differences in outcomes. Our effort to assess the quantitative evidence on the importance of these factors suggests that they account for a small to moderate portion of the gender pay gap, considerably smaller than, say, occupation and industry effects, though they appear to modestly contribute to these differences.
This study conducts a systematic review of 98 peer-reviewed journal articles that empirically investigate the presence of the gender pay gap along with factors that espouse it in organizations. The ...purposes of this study are threefold. First, it aims to explore trends in recurring themes that surface as factors that engender the gender pay gap in the workforce. Second, based on identified themes, the review summarizes and compares the gender pay gap by sector. Finally, the study presents a discussion on how the public sector fairs out in closing the gender pay gap and factors that predict it.
Female medical practitioners and researchers face specific disadvantages in four key areas, writes Laurie Garrett. Childbirth is a common factor, and institutions and funders urgently need to ...recognize and respond to this
BARGAINING, SORTING, AND THE GENDER WAGE GAP Card, David; Cardoso, Ana Rute; Kline, Patrick
The Quarterly journal of economics,
05/2016, Letnik:
131, Številka:
2
Journal Article
Recenzirano
Odprti dostop
There is growing evidence that firm-specific pay premiums are an important source of wage inequality. These premiums will contribute to the gender wage gap if women are less likely to work at ...high-paying firms or if women negotiate (or are offered) worse wage bargains with their employers than men. Using longitudinal data on the hourly wages of Portuguese workers matched with income statement information for firms, we show that the wages of both men and women contain firm-specific premiums that are strongly correlated with simple measures of the potential bargaining surplus at each firm. We then show how the impact of these firm-specific pay differentials on the gender wage gap can be decomposed into a combination of sorting and bargaining effects. We find that women are less likely to work at firms that pay higher premiums to either gender, with sorting effects being most important for low- and middle-skilled workers. We also find that women receive only 90% of the firm-specific pay premiums earned by men. Importantly, we find the same gender gap in the responses of wages to changes in potential surplus over time. Taken together, the combination of sorting and bargaining effects explain about one-fifth of the cross-sectional gender wage gap in Portugal.
Women have made great strides in recent years in climbing the corporate ladder, yet the current corporate landscape suggests that obstacles still exist before true gender equity is achieved. We ...investigate the impact of gender diversity in top management teams (TMTs) on firm performance and firm risk, in conjunction with examining the moderating effect of gender diversity on executive compensation. We find that firms with greater gender diversity in TMTs show lower risk and deliver better performance. In turn, female executives were found to be paid less than their male colleagues, even at the TMT level. However, as gender diversity in the TMT increases, compensation differences between the genders decrease. As such, we highlight a failure in the employment market place and also point to continuing challenges faced by female executives in their search for parity in TMTs.
Abundant research has documented a gender pay gap; women earn less than men, all else being equal. Against the backdrop of an overall female penalty, we propose that the widespread adoption of ...diversity goals in organizations creates a female premium for certain women. We integrate the economic principle of supply and demand with theory from the field of strategic human resource management and theorize that individuals perceive high-potential women—who have the abilities needed to reach the upper echelons of organizations, where women remain underrepresented—as more valuable for achieving organizational diversity goals than high-potential men and, in turn, reward them with higher pay. Two field studies (Studies 1 and 3) and two laboratory experiments (Studies 2 and 4) reveal a female premium that is unique to high-potential women (Studies 1 and 2), driven by perceptions that high-potential women have more diversity value than high-potential men (Studies 2 and 4), and larger in contexts where diversity goals are stronger (Studies 3 and 4). Our theory and findings challenge the assumption that the gender pay gap uniformly disadvantages women and offer new insight into why and when the female penalty reverses and becomes a female premium.
The proposal for a Directive on transparency and wage equality presented by the Commission on 4 March 2021 confirms the saying that “knowledge is power”: the gender pay gap can be faced and solved if ...workers and, especially, female workers are enabled to know the salaries of their peers. Technology helps overcome privacy issues on a sensitive aspect of the employment relationship
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