Size and Causes of the Occupational Gender Wage-gap in the Netherlands

Research from the United States consistently shows that female-dominated occupations generally yield lower wages than male-dominated occupations. Using detailed occupational data, this study analyses the size andcauses of this occupational genderwage-gap in the Dutch labourmarket using multi-levelmodelling techniques.The analyses showthat bothmen andwomen earn lowerwages if they are employed in female-dominated occupations. This especially indicates the signi¢cance of gender inWestern labour markets, since overall levels of wage inequality are relatively small in the Netherlands compared to, for example, the United Kingdom and the United States. Di¡erences in required responsibility are particularly important in accounting for this occupational wage-gap. Nonetheless, we find large wage penalties for working in a female-dominated instead of a maledominated occupation for occupations that require high levels of education, skills, and responsibility.

Impact of age norms and stereotypes on managers' hiring decisions of retirees

Purpose -Our study investigates the role of managers in the re-employment of early retirees and asks what the effect is of managers’ age norms and stereotypes on managers’ employment decisions. Design/methodology/approach- A combination of a factorial study and a survey was conducted. First, information on the age norms and stereotypes was collected. Secondly, profiles of hypothetical retired job applicants were presented to the employers, who were asked to make a specific hiring decision. The information collected during both studies was combined in the analysis and multilevel models were estimated. Findings -The results indicate that higher age norms result in a higher propensity to hire an early retiree. Stereotypes, by contrast, do not influence managers’ decisions. Early retirees’ chances for re-employment are also related to their own circumstances (physical appearance and relevant experience) and organisational forces, as they are hired when organisations face labour force shortages. Research limitation / implications – with the use of vignettes study we deal with hypothetical hiring situation. Originality value- Although the effect of age norms and age stereotypes has been often suggested, not much empirical evidence was presented to support this notion. Our study estimates the effect of age norms and stereotypes on hiring decision. key words: bridge employment; early retirees; age norms; age stereotypes; multilevel models.

Just Like Mom?: The Intergenerational Reproduction of Women’s Paid Work

Given the increasing female labour force participation rates in recent decades, the question arises as to whether the daughters of working mothers show different job patterns than the daughters of homemakers. Using data from a sample of 3,169 adult women in the 2002–2004 wave of the Netherlands Kinship Panel Study, we find that women who were raised by a working mother work about two more hours per week than those raised by a homemaking mother. The likelihood that women are currently in the labour market is not affected by their mother’s past labour force participation. Women’s own educational achievement and the presence of children younger than 12 are the strongest determinants of their participation and work hours. Our findings add to the growing evidence that parental behaviours during childhood have long-reaching consequences for children’s behaviours, also in the realm of paid work. This provides a useful explanation for the persisting gender gap in work hours across Europe, in addition to the conventional explanations of education, occupational history and family formation

The dynamics of female employment around childbirth

There is a strong effect of childbirth on female labour supply. This effect is expected to be influenced, among others, by the institutional context. This paper uses panel data on the last two decades on three European countries (The Netherlands, Germany, United Kingdom) to link changes in female labour force behaviour around childbirth to changes in the national institutional context. We conclude that institutions that make the costs of combining work and family lower relative to being a full-time mother will increase female participation rates. Therefore, it is important for both women and policymakers to be aware of the possible patterns, the 'ideal pattern' (from an economic point of view), and the ways the preferred patterns can be supported by the institutional context.female labour supply, transitions, institutions

Increases in Female Labour Force Participation in Europe: Similarities and Differences

Low educational levels and the effect of children are recognized as the most important factor for low female participation rates. Over the last decades, female labour supply in Europe has shown a large increase. This may be the result of changes in the level of education or fertility. It is also possible that it is due to changes in behaviour, as influenced by the social and institutional context. Our results show that increases in participation rates cannot be explained by changes in either educational level or the number and timing of children. Female labour supply increases for all educational levels and for both women with and without children. In other words, it is mainly changes in behaviour driving the increase in participation rates over the last decades.female labour supply