Gender disparities in European labour markets: A comparison of conditions for men and women in paid employment

Castellano, Rosalia; Rocca, Antonella

doi:10.1111/ilr.12122

Cited by 12 publications

(10 citation statements)

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“…The traditional gendered division of labour is still a reality. In many cases family responsibilities, more often assumed by women, condition labour-type decisions (Castellano & Rocca, 2018;Dibeh, Fakih, & Marrouch, 2019;European Institute for Gender Equality, 2017).…”

Section: Relieve │2mentioning

confidence: 99%

“…In any case, these reasons must be interpreted within the framework of motives that condition the different educational-labour decisions for men and women. Women tend to give higher priority to family-related reasons than to those related to professional career or wage (Castellano & Rocca, 2018;Dibeh et al, 2019;Heikkilä et al, 2016;Khoudja & Fleischmann, 2018). This means that women face greater restrictions when searching for employment; these restrictions may be geographical (Bender & Roche, 2013;Robst, 2007b).…”

Section: Education-job Match From a Gender Perspectivementioning

confidence: 99%

“…The lower influence of educational variables for men can be explained on the basis of the different motivations that underlie the decision to choose a job not suited to their training. Faced with reasons related to family obligations (Castellano & Rocca, 2018;Heikkilä et al, 2016;Khoudja & Fleischmann, 2018) and those related to higher expectations of taking on professional tasks matched to the acquired skills (Pérez-Carbonell & Ramos Santana, 2015), decisions oriented to professional career improvement seem more frequent in the case of men.…”

Section: Relieve │11mentioning

confidence: 99%

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Influencia de factores de tipo educativo en el ajuste formación-empleo en hombres y mujeres

Esteban¹,

García²

2020

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En España, el número de universitarios que tiene un empleo no ajustado a su formación es mayor que en otros países del entorno. Las razones de este fenómeno difieren, en cierta medida, según el género del trabajador. La presente investigación analiza los factores de tipo educativo que mejor predicen el ajuste formación-empleo en hombres y mujeres. Se han analizado las dos modalidades de ajuste más frecuentes: el ajuste vertical y el ajuste horizontal. Los datos han sido obtenidos de la Encuesta de Inserción Laboral de los Titulados Universitarios 2014 elaborada por el Instituto Nacional de Estadística. Hemos trabajado con una muestra de 19272 individuos. Además de pruebas de contingencia, se ha empleado la técnica de la regresión logística binaria para determinan el valor predictivo de las variables elegidas sobre el ajuste. Encontramos, como resultado principal, que variables como el área de estudio, la posesión de otra titulación universitaria, el nivel de idiomas o el manejo de nuevas tecnologías ejercen una mayor influencia en el ajuste formación-empleo en el caso de las mujeres. Los resultados pueden explicarse sobre la base de las distintas teorías que señalan que las razones que llevan a un individuo a elegir un trabajo no ajustado a su formación difieren según el género del trabajador. Las obligaciones familiares siguen siendo elementos que condicionan, en gran medida, las decisiones laborales de las mujeres. El mercado de trabajo parece valorar las competencias adquiridas de forma diferente en hombres y mujeres.

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Section: Relieve │2mentioning

confidence: 99%

Section: Education-job Match From a Gender Perspectivementioning

confidence: 99%

Section: Relieve │11mentioning

confidence: 99%

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Influencia de factores de tipo educativo en el ajuste formación-empleo en hombres y mujeres

Esteban¹,

García²

2020

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“…However, most of them have maintained the high female propensity to work of the past planned economy. Finally, the continental countries of Germany and Austria and, to a lesser extent, France and Belgium show low unemployment rates and great attention to gender issues (OECD, 2004), even if in a framework that tends to privilege men (Castellano & Rocca, 2018).…”

Section: The Framework Of Analysismentioning

confidence: 99%

Analyzing the gender gap in European labour markets at the NUTS-1 level

Castellano

Rocca

2019

Cogent Social Sciences

Self Cite

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In the labour market framework, gender inequalities penalizing women in participation, remuneration and career still persist almost everywhere, even though there are remarkable differences between countries. At the EU level, in many cases, the levels of these gaps also vary within the same country. According to human capital theory, labour market outcomes should be strongly influenced by the worker's educational level. However, the gender gap endures even in countries where women have surpassed men in education. In this paper, both the aspects of spatial differences (in accordance with the NUTs 1 districts) and the impact of education on the gender gap in the labour market are analysed. With this aim, the composite indicator methodology (including sensitivity analysis involving bootstrap techniques) has been used. The results highlight the substantial stability of the gap in eduacation within the same country but a strong variability in the gap in the labour market outcomes within some countries. Adapting national policies to different regional frameworks could be an efficacious strategy for closing the gap.

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“…Problems of gender relations, including gender inequality and gender discrimination in the labour sphere, have been discussed in the scientific literature for quite a long time (Roshchin, 2003;Kalabikhina, 2008;Efimova, 2013;Grissom, Timmer, Nelson, & Blissett, 2021;Agénor, Ozdemir, & Pinto Moreira, 2021;Castagnetti, Rosti, & Töpfer, 2020;Redmond & McGuin-ness, 2020;Lysenko & Wang, 2020;Islam, Muzi, & Amin, 2019;Castaño, Fontanil, & García-Izquierdo, 2019;Castellano & Rocca, 2018;Sterling & Fernandez, 2018;Pettinicchio & Maroto, 2017;Hedija, 2015).…”

Section: Introductionmentioning

confidence: 99%

Gender and Career: Trends in Digital Society

BEREGOVSKAYA¹,

GRISHAEVA²,

SMBATYAN³

2022

wisdom

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Digitalization of society, including the labour market, noticeably changes women's and men's career expectations and career strategies. Gender philosophy, questions about gender identity, and gender inequality are questions, the answers to which are critical: “the changes in the social status of women and men in our time have fundamentally changed many familiar stereotypes” (Mikhailova, 2011). Kontakt InterSearch Russia conducted a series of studies for Forb’s magazine (Kontakt InterSearch Russia, 2021a, b, c; Forbs, 2021) that evaluated the career expectations of respondents; the qualities of managers that female and male managers lack; the presence and causes of gender discrimination; and “stop-factors” of career for men and women. It was found that female executives twice as often as male executives face gender discrimination; women more often than men consider their personal qualities as the reason for career success (men more often than women cite external aspects such as “mentor” and “good timing” among the reasons for career success). At the same time, experts noted that “the boundaries of “female” and “male” qualities are blurring” (Forbs, 2021). In our opinion, this is also due to the influence of digitalization, which is changing the content of many areas of activity.

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Gender disparities in European labour markets: A comparison of conditions for men and women in paid employment

Cited by 12 publications

References 38 publications

Influencia de factores de tipo educativo en el ajuste formación-empleo en hombres y mujeres

Influencia de factores de tipo educativo en el ajuste formación-empleo en hombres y mujeres

Analyzing the gender gap in European labour markets at the NUTS-1 level

Gender and Career: Trends in Digital Society

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