The differences in the salaries of women and men arise mainly from individual decisions, with women being underrepresented in high-wage sectors and tending to work in smaller companies.
The introduction of the Transparency in Wage Structures Act (EntgTranspG) in 2017 in Germany aimed to enforce the principle of equal pay for women and men. The main focus was on the statistically unexplained part of the gender pay gap and the resulting view that the practical application of the equal pay principle had not been realised. The first evaluation of the law was presented in July 2019.
This paper examines possible options for refining the indicators in three economic related policy areas of the EU’s strategy for gender equality between men and women (2016–2019). The objectives and measures of the EU strategy are not analyzed, but modifications and extensions of the empirical reporting are proposed.
According to a recent study of the Cologne Institute for Economic Research (IW), the majority of employees in the EU are satisfied with their job.
According to the latest survey results from the 2016 Monitor of Corporate Family Friendliness, companies and employees are equally convinced that digitalization has the potential to improve the reconciliation of work and family life. Almost half of all extensively digitalized enterprises, those qualifying for what is coming to be known as Industry 4.0, have a distinctively family-friendly corporate culture.
The influence on a company’s success of cultural diversity within its workforce depends on the wider context. Cultural variety in itself is neither solely beneficial nor detrimental. This is the result of an empirical analysis of Linked-Employer Employee data for Germany about the interaction between culturally diverse groups in firms and its (possible) influence on gross value added.
Die Arbeitswelt ändert sich rasant und der Termin- und Leistungsdruck für viele Beschäftigte steigt. Doch ob sich Arbeitnehmer dadurch belastet fühlen, hängt stark von der jeweiligen Person und dem Arbeitsumfeld ab, zeigt eine Studie des IW Köln. Eine gesetzliche Anti-Stress-Verordnung ist also wenig sinnvoll, lieber sollten Arbeitgeber individuell auf die Bedürfnisse ihrer Beschäftigten eingehen.
Results from the BIBB/BAuA Employment Survey
A Review Based on the IW Works Council Election Survey
An empirical analysis based on the 2012 BIBB/BAuA Employment Survey
Smart manufacturing, smart devices, smart services, internet of things – these are only four out of the many keywords that are used to describe how we will do business, how we will work or how we will consume in the future when digital technologies will rule. A new era is dawning according to many observers.
Head of the Research Group Microdata and Method Development
Tel+49 221 4981-718
Mailanger@iwkoeln.de
Senior Economist for Working Conditions, Employment and Unemployment
Tel+49 30 27877-133
Mailjoerg.schmidt@iwkoeln.de
Head of the Research Unit Labour and Personnel Economics
Tel+49 221 4981-697
Mailstettes@iwkoeln.de
