Gender Pay Gap

Jörg Schmidt / Oliver Stettes ·
IW-Trends Nr. 1 ·
8 March 2021

On the Impact of Pay Differentials on the Division of Tasks in Couple Households

The present study examines the effects of pay differentials in dual earner couple households on the amount of time that the partners assign to their professional activities and to domestic work. In the context of a gender-specific division of tasks, we investigate how much time the two sexes allocate to their occupations and to household tasks in relation to their partners.

Jörg Schmidt ·
IW-Policy Paper Nr. 13 ·
5 December 2019

Unclear added value for equal charges

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.

Jörg Schmidt ·
IW-Trends Nr. 3 ·
26 September 2018

The EU’s Strategy for Promoting Gender Equality between Women and Men

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.

Andrea Hammermann / Oliver Stettes ·
Press Release Nr. 39 ·
21 August 2017

Quality of work: employees are satisfied

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.

Findings based on the 2016 Monitor of Corporate Family Friendliness

Andrea Hammermann / Oliver Stettes ·
IW-Trends Nr. 4 ·
24 November 2016

Family-Friendly Working Environments in the Age of Digitalization

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.

Andrea Hammermann / Matthias Niendorf / Jörg Schmidt ·
IW-Trends Nr. 3 ·
6 October 2016

Cultural Diversity as a Success Factor? Empirical Results Based on the IAB’s Linked-Employer-Employee-Data Set

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.

Stress am Arbeitsplatz ·
Press Release Nr. 37 ·
8 July 2015

Mehr Unterstützung statt neuer Gesetze

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.