Rozdíl v odměňování žen a mužů, efekt rodičovství a prekarity

Pospíšilová, Kristýna; Vohlídalová, Marta

doi:10.31577/sociologia.2022.54.3.10

Cited by 3 publications

(3 citation statements)

References 20 publications

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“…Ukázaly jsme, že vyšší podíl zaměstnaných v rodičovském věku na pracovišti zvyšuje GPG. Předchozí výzkumy ukázaly, že rodičovství je jedním ze zdrojů GPG (Křížková et al 2020a;Pospíšilová, Vohlídalová 2022;Zajíčková, Zajíček 2020). Nicméně informace o rodičovství v datech ISPV také chybí a měla by být doplněna, ať již přímo do šetření, nebo propojením s jinými datovými zdroji, aby bylo možné provádět přesnější analýzy.…”

Section: Diskuzeunclassified

Organizational Characteristics, Pay Transparency and GPG

Pospíšilová,

Křížková

2024

GaV

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Previous research has pointed to the significant role of the characteristics of companies and workplaces in explaining differences in individuals' income. The gender pay gap (GPG) is most often analysed from the perspective of the personal characteristics of men and women and the characteristics of their work, but little attention has yet been paid to organisational characteristics. In this study, we focus on this less explored context influencing the GPG and ask the following questions: (1) What organisational characteristics are significant and how are they related to the average GPG in the company/workplace? (2) Do these characteristics act differently in the public and private sectors of the labour market?(3) Are the differences found according to organisational characteristics of a long-term nature?; and (4) Have there been significant changes in connection with the Covid-19 pandemic? We use data from the Information System on Average Earnings (ISPV) for the years 2010, 2020, and 2021 and apply multiple linear regression, where the dependent variable is the GPG in the company/at the workplace. We conclude that the GPG is significantly lower in the public sector than in the private sector. The classification of economic activities by NACE, the size of the company/workplace, the degree of gender segregation into positions within workplaces, but also the region and other characteristics prove to be important. These effects appear to be long-term but more subtle changes can be observed between the private and public sectors.The analysis confirms that organisational characteristics are significant when analysing the GPG and points to other areas of research that need to be explored.

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Section: Diskuzeunclassified

Organizational Characteristics, Pay Transparency and GPG

Pospíšilová,

Křížková

2024

GaV

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“…The welfare system includes 3-year-long parental leave with a rather low allowance and without significant motivation for fathers to use it, low availability of childcare services mainly for 0- to 3-year-old children, and a tax bonus for the main breadwinner if his wife is not in paid work. The result is a significant motherhood penalty (Pospíšilová and Vohlídalová, 2022) and overall strong gender inequality in the labour market (see, for example, Penner et al, 2023).…”

Section: Care Crisis In the Context Of Refamilialisationmentioning

confidence: 99%

Czech Parents Under Lockdown: Different Positions, Different Temporalities

Dudová

Křížková

2023

Sociological Research Online

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Using an intersectional approach, we explore how parents in the Czech Republic coped with the increased demands of childcare and how their perceptions of childcare changed throughout the COVID-19 pandemic. Building on Nancy Fraser’s theory of the social contradiction of capitalism, we address the question of whether the pandemic situation can be viewed as an opportunity to increase recognition of care. Qualitative interviews with parents from various socioeconomic backgrounds conducted from spring 2020 to summer 2021 demonstrate ambivalent experiences of care during the COVID-19 pandemic. The first school closure in spring 2020 was perceived as a rather positive interruption to everyday affairs. As the pandemic became protracted, the long-term negative effects of care under lockdown arose, especially among mothers, which included weakening labour market position, deteriorating economic situation, and growing dependence on a male breadwinner or social welfare. Our research shows the temporality of the COVID-19 care crisis. In the first stage of the pandemic, care was (also) assessed as an opportunity, a source of purpose, and a new value. In the next period, the experiences and expectations were rather negative. Over time, gender inequality at home increased as women took on most of the increased care burden and the social inequalities deepened, with some using their resources to compensate for the risks associated with the care crisis and others facing further exhaustion and income losses. Overall, parental care did not win greater societal recognition during the pandemic.

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“…Zahrnuta nebyla ani délka praxe u současného zaměstnavatele, jelikož předchozí analýzy rozkladu GPG ukázaly, že tato proměnná vysvětluje pouze necelé 1 % GPG ]. Vhodné by bylo sledovat délku přerušení pracovní dráhy z důvodu péče, u které některé výzkumy znatelnější dopad na mzdy potvrzují [Pospíšilová, Vohlídalová, 2022], například v souvislosti se ztrátou lidského kapitálu [Wilner 2016]. Zároveň tato přerušování pracovních drah jsou v ČR obvyklá zejména u žen, naproti tomu nejsou obvyklá u mužů.…”

Section: Gpg Dle Velikosti Pracovištěunclassified

Equal Wage for Equal Work? Gender Wage Equality in Diverse Labour Market Contexts

Křížková¹,

Pospíšilová²

2023

Czech Sociological Review

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Although international comparisons point to the gender pay gap (GPG) as a significant problem in the Czech labour market, until recently the GPG has not been the subject of deeper research or political attention. Using linked employeremployee data, the article answers the question of whether men and women were paid an equal wage for equal work in 2005-2020 and what part of the total GPG is caused by the segregation of women and men into different occupations, workplaces, and jobs. We also pose these questions separately for the public and private spheres, for selected industries, and for workplaces according to size. Throughout the monitored period, the GPG for equal work is around 10% and another roughly one-half of total GPG is caused by gender segregation. There has been a slight decrease since 2018, especially in workplaces with more than 5000 employees, where, however, the significance of women's segregation into lowerpaid positions is growing. The research confirmed that in more regulated, and therefore more transparent, contexts, such as the public sphere and in large workplaces (but also in small companies with up to 50 employees), the GPG for equal work is smaller than elsewhere. The results point to the need to systematically monitor the GPG and increase the transparency of remuneration systems in the workplace. In connection with the GPG, it will also be necessary to analyse the organisational processes that lead to women's segregation into occupations, workplaces, and jobs that have lower wages, as well as the growing precarity of the Czech labour market.

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Rozdíl v odměňování žen a mužů, efekt rodičovství a prekarity

Cited by 3 publications

References 20 publications

Organizational Characteristics, Pay Transparency and GPG

Organizational Characteristics, Pay Transparency and GPG

Czech Parents Under Lockdown: Different Positions, Different Temporalities

Equal Wage for Equal Work? Gender Wage Equality in Diverse Labour Market Contexts

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