Income incentives to labour participation and home production; the contribution of the tax credits in the Netherlands

We set up a reduced form model of labour-market participation for young women who have to balance their career with motherhood. The model accounts for the occurrence of future uncertain events, like child birth and early retirement, and includes time spent in home production; however it does not require the estimation of a dynamic programming model. We claim that the careful implementation of institutions can return optimal life patterns of participation without the need of a structural approach. The weaker theoretical framework is more than compensated by the rich spectrum in policy simulations that may be performed. As illustrations, we simulate the effect of two policy options regarding tax credits on the hazard rate out of work.

Is part-time employment here to stay? Evidence from the Dutch Labour Force Survey 1992-2005

In this study, we investigate the development of working hours over successive generations of women using the Dutch Labour Force Survey 1992-2005. To balance work and family responsibilities, the Netherlands have chosen a rather unique model that combines a high female employment rate with a high part-time employment rate. The model is likely to be the result of (societal) preferences as the removal of institutional barriers, like lower marginal tax rates for partners and better childcare facilities, has not led to more working hours. It is, however, an open question whether the model is here to stay or whether younger generations of women will choose full-time jobs in the near future. We find evidence of an increasing propensity to work part-time over the successive generations, and a decreasing propensity to work full-time for the generations born after the early 1950s. Our results are in line with results of studies on social norms and attitudes as they find a similar pattern over the successive generations. It therefore seems likely that without changes in (societal) preferences the part-time employment model is indeed here to stay for some more time.

Is Part-time Employment Here To Stay? Evidence from the Dutch Labour Force Survey 1992–2005

To balance work and family responsibilities, the Netherlands have chosen a unique model that combines a high female employment rate with a high part-time employment rate. The model is likely to be the result of (societal) preferences as the removal of institutional barriers, like lower marginal tax rates for partners and better childcare facilities, has not led to more working hours. It is, however, an open question whether the model is here to stay or whether younger generations of women will choose full-time jobs in the near future. We investigate the development of working hours over successive generations of women using the Dutch Labour Force Survey 1992-2005. We find evidence of an increasing propensity to work part-time over the successive generations, and a decreasing propensity to work full-time for the generations born after the early 1950s. Our results are in line with results of studies on social norms and attitudes as they find a similar pattern over the successive generations. It therefore seems likely that without changes in (societal) preferences the part-time employment model is indeed here to stay for some more time.female labour supply, working hours

Analyzing female labor supply: Evidence from a Dutch tax reform

This paper uses the exogenous variation caused by the Dutch tax reform of 2001 to investigate how married women react to financial incentives. Among OECD countries, the Netherlands has average female labor force participation, but by far the highest rate of part-time work. Our main conclusion is that the positive significant effect of the 2001 tax reform on labor force participation dominates the negative insignificant effect on working hours. Our preferred explanation is that women respond more to changes in tax allowances than to changes in marginal tax rates.

Migrant Women on the Labour Market

The behaviour of migrant women on the labour market is influenced by a variety of factors, among which the culture of the home and the host country. Part of the literature investigates the role of home-country culture. This study extends the literature by including a measure for the influence of host-country culture as an additional determinant of the participation of migrant women. The empirical model explains participation from demographics and educational attainment, and uses home- and host-country female participation as proxies for culture. Evidence on the basis of the Dutch Labour Force Survey 1996 – 2007 suggests that both differences in home-country female participation and the trend in native female participation, as a measure for host-country culture, affect the participation of migrant women. The results suggest that host-country participation is at least as important as home-country participation. Keywords: female labour force participation, immigration, cultural transmission

Migrant Women on the Labour Market: On the Role of Home- and Host-Country Participation

The behaviour of migrant women on the labour market is influenced by a variety of factors, among which the culture of the home and host country. Part of the literature investigates the role of home-country culture. This study extends the literature by including a measure for the influence of host-country culture as an additional determinant of the participation of migrant women. The empirical model explains participation from demographics and educational attainment, and uses home- and host-country female participation as proxies for culture. Evidence on the basis of the Dutch Labour Force Survey 1996-2007 suggests that both differences in home-country female participation and the trend in native female participation, as a measure for host-country culture, affect the participation of migrant women. The results suggest that host-country participation is at least as important as home-country participation.female labour force participation, immigration, cultural transmission

Transatlantic discourse on integration - The Migration-Security Nexus in the light of the German EU-presidency: a conference report

Contents: 1. Introduction; 2. Contents of the Workshop; 2.1. Security Measures in Germany and the U.S. – Securitizing Migration Policy?; 2.2. Security and its Relevance for Migration Affairs; 2.3. Comments on Situation of Muslims in the U.S., Germany and Europe; 2.4. Security in the EU – Where do we go

Combating ethnic discrimination and promoting equality in Germany:: trend and developments 2000-2005

Die Autoren weisen in der Einleitung ihres Datenreports darauf hin, dass die Bundesrepublik Deutschland die EU-Gleichheitsrichtlinien 2000/43/EC und 2000/78/EC im untersuchten Zeitraum nicht umgesetzt hat und dass es daher an einem umfassenden rechtlichen Rahmen zur Antidiskriminierung mangelt. Dies beeinflusst auch negativ die vorliegende Datenlage zur Diskriminierung, die Erfolgsrate von Zivilprozessen und den Grad der öffentlichen Aufmerksamkeit für Diskriminierung. Die Autoren stellen in ihrem Bericht die Maßnahmen gegen ethnische Diskriminierung im Zeitraum 2000-2005 jeweils für die Bereiche Beschäftigung, Wohnverhältnisse, Recht, Bildung und rassistische Gewalt/Straftat detailliert dar. Sie zeichnen darüber hinaus die öffentliche Debatte zur ethnischen Diskriminierung im untersuchten Zeitraum nach. Eine größere gesellschaftliche und politische Aufmerksamkeit erlangte die Debatte über Rassismus und Fremdenfeindlichkeit demnach nur gegen Ende des Jahres 2000 und führte aufgrund der drastisch gestiegenen Anzahl rechtsextremischer Anschläge zu zahlreichen Initiativen, wie z.B. zum staatlichen Aktionsprogramm "Jugend für Toleranz und Demokratie - gegen Rechtsextremismus, Fremdenfeindlichkeit und Antisemitismus". (ICI

Transatlantic discourse on integration: anti-discrimination policies in Germany and the U.S. ; a conference report

Table of Contents: 1 Introduction; 2 Contents of the workshop; 2.1 Anti-Discrimination and Integration Policies in Germany and the U.S.; 2.2 Anti-Discrimination Policies on the Local Level: Local Authorities; 2.3 Anti-Discrimination Policies on the Local Level: NGOs and Private Corporations; 2.4 International Trends and Developments; 3 The participants of the workshop