Gender Pay Gap

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.

Jörg Schmidt ·
IW-Trends No. 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 No. 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 No. 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 No. 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 No. 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.