Gender Equality At Work The Role Of Firms In The Gender Wage Gap In Germany

The review analyses gender differences in job mobility and the earnings consequences of career breaks following childbirth to shed light on the evolution of the gender wage gap across the working life. To put results for Germany in context, they are systematically benchmarked to those of four nearby countries (i.e. Denmark, France, the Netherlands and Sweden). The policy discussion extends the empirical analysis by putting forward a comprehensive policy package with an emphasis on policies targeted at firms.

Bachelor Thesis from the year 2013 in the subject Business economics - Business Management, Corporate Governance, grade: First Class, New College Durham (New College Durham/ Leeds Metropolitan University), language: English, abstract: The purpose of this project was to analyse to what extent gender equality has been achieved, which barriers still exist in female employment and to evaluate opportunities for women in the UK in comparison to those in Germany. The author reviewed a wide array of sources, such as studies, laws and articles, but the main analysis was done on the basis of extensive data that has been collected by the OECD and the World Economic Forum. Based on those findings, gender gaps concerning labour force participation, occupational sectors and types of work as well as wages and pensions were identified for both countries. More specifically this paper provides information on the main barriers for women in employment, the most important of which are maledominated corporate cultures and discrimination. Especially mothers experience barriers, like the lack of affordable childcare, insufficient flexible working options, or the fact that people who use those are disadvantaged as well as unequal contribution of unpaid work and childcare, despite laws that allow fathers to participate more in family life. During the whole project, the applicability of theories such as the ‘Glass Ceiling’, the ‘Sticky Floor’ or the ‘Opt-Out Revolution’ has been tested in order to identify reasons for inequality. Furthermore, measures which have already been taken against the existing barriers were described, and some that could be taken in the future were suggested. Differences between conditions for women in Germany and the UK have been analysed, compared and evaluated, with the result that the UK offers slightly better chances, but both countries achieve quite different results in particular categories. Depending on which aspects a woman puts emphasis on, this thesis can help to decide which country is best to live and raise a family in.

Despite big societal changes, and many labour market, educational and public policy initiatives, women are still paid less than men. This report presents the first stocktaking of pay transparency tools across OECD countries and explores how such policies can help level the playing field for women and men at work.

"Sociological essays on policies that could help employees balance their workplace responsibilities with their other responsibilities. Policies examined encompass organizational policies, municipal policies, state policies, and federal policies. Workers studied include salaried professionals and low-wage part-time hourly workers"--Provided by publisher.

Corporate strategies are nowadays considered critical in the promotion of gender equality in the workplace. Promoting an equality sensitive approach in human resource management is still a major challenge for companies and policy-makers. This report describes the operation of workplace gender equality strategies in seven countries of the European Union and assesses their impact on both employees and the organisation. It explains the reasons for the success or failure of these programmes and draws up recommendations for action aimed at providing decision makers with the relevant information they need in order to give an impetus to gender equality in the workplace. [Editor]

Sammenligning af ligelønslovgivningen i 33 europæiske lande

Significant gender disparities in pay are amongst the most resilient features of labour markets. Even though the gender pay gap has narrowed in some places, women, on average, continue to work for a lower pay than men. This gender pay gap has many causes and sex discrimination in remuneration is one of them. For an objective and fair assessment of jobs, evaluation methods must be free from gender bias. This step-by-step guide sets out the various methodological components of the process and explains the criteria, which should be met in order to avoid discriminatory practices. It can be adapted to different economic and organizational contexts and to large and small enterprises. The guide is aimed at workers' and employers' organizations, officers of Equal Opportunity Bodies, human resource managers, gender specialists and pay equity practitioners responsible for implementing a pay equity program

Pay transparency policies are gaining momentum throughout the OECD. Over half of OECD countries require private sector firms to report their gender pay gap statistics regularly to stakeholders like employees, employee representatives, the government, and/or the public. Gender pay gap reporting, equal pay audits and other pay transparency policies help advance gender equality at the workplace.