More women in employment – structural barriers remain.
The IAW today presented a new report on gender-specific employment trends in the state, commissioned by the Baden-Württemberg Ministry of Economic Affairs, Labour and Tourism (title: “Employment trends and recruitment practices in Baden-Württemberg. A gender-specific analysis based on the IAB Establishment Panel"). The report shows that female employment in Baden-Württemberg has developed positively in recent years. At the same time, structural differences between women and men persist in the labour market.
More women in employment – structural barriers remain.
The IAW today presented a new report (in German) on gender-specific employment trends in the state, commissioned by the Baden-Württemberg Ministry of Economic Affairs, Labour and Tourism (title: “Employment trends and recruitment practices in Baden-Württemberg. A gender-specific analysis based on the IAB Establishment Panel"). The report shows that female employment in Baden-Württemberg has developed positively in recent years. At the same time, structural differences between women and men persist in the labour market.
The effects of the 2022 minimum wage increase on wages, wage distribution and working hours.
A current study by the IAW in cooperation with RWI – Leibniz Institute for Economic Research on behalf of the Minimum Wage Commission examines the effects of the minimum wage increase to 12 EUR in 2022 on wages, wage distribution and working hours. Using various methods, the study concludes that the substantial increase in the minimum wage significantly increased both hourly and monthly earnings and led to a reduction in wage inequality in the lower wage segment. The results also indicate that the exceptionally high minimum wage increase led to evasive reactions in the form of reductions in working hours and a decline in the overall volume of work in the economy. The study, together with reports from other economic research institutes, served as the basis for the Fifth Report on the effects of the statutory minimum wage by the Minimum Wage Commission.
A recent IAW study commissioned by the Gesamtverband der Personaldienstleister e.V. (GVP) examines wage differences between employees in and outside of temporary work based on the 2023 earnings structure survey. This initially shows unadjusted wage gaps at the expense of temporary work - both in monthly earnings and in hourly pay. However, if a comparison is made between similar employees in and outside temporary employment, the difference in monthly wages is significantly smaller. In the case of hourly wages, there is no longer a wage gap when taking into account the different characteristics of employees in and outside temporary employment if the statistical twin method (matching) is used. When regression models are used, there is even an inverse wage gap in payment per hour in favor of temporary work.
Workplaces must be adapted to the needs of older employees.
In order to enable people to work longer and avoid unemployment, jobs and labour promotion must be adapted to the needs of older employees and the unemployed. To this end, for example, health promotion should be improved within the framework of SGB II (citizens' benefits) and SGB III (labour promotion). There should be labour market programmes specifically for older employees in order to avoid or at least shorten periods of unemployment in the transition to retirement.
Give it Another Try: What are the Effects of a Job Creation Scheme Especially Designed for Hard-to-Place Workers?
Journal of Labor Research 42.3-4 (2021): 382-417. Link: https://link.springer.com/article/10.1007/s12122-021-09322-x
