by Aline Zucco
The gender pay gap of 21 percent in Germany is partly due to the fact that men and women work in different occupations. However, considerable pay gaps between men and women can also be observed within occupations, although the gap is not constant across occupations. In particular, there is a substantial gender pay gap in occupations with non-linear earnings, i.e. earnings increase
By Elke Holst and Katharina Wrohlich
The gender quota for supervisory boards is continuing to show its impact: the proportion of women on the supervisory boards of the 200 highest-performing companies in Germany increased by over two percentage points to 27 percent the past year. In the 100 largest companies, it increased by over three percentage points to 28 percent. However, there are now ...
By Elke Holst and Katharina Wrohlich
The proportion of women on executive boards of the 100 largest banks stagnated at almost nine percent in 2018. In the 60 largest insurance companies, the proportion increased by a good percentage point to almost ten percent. While growth on executive boards has been weakening in past years, it is now slowing down on supervisory boards in the financial sector .
Women still earn less than men on average in Germany. This applies to management positions even more: between 2010 and 2016, there was an average gender pay gap of 30 percent in gross hourly earnings. If gender-specific differences in relevant wage determinants are excluded, a pay gap of 11 percent remains. With seven percentage points, full-time work experience explains the gender pay gap to ...
DIW Berlin, Humboldt University and WZB are jointly organizing a workshop on Gender Economics. The aim of this workshop is to bring together an international group of labor and experimental economists. Topics of interest include, but are not limited to:
Dynamics of gender gaps in education and labor market outcomes
Interactions between gender norms, institutions and economic outcomes
In important areas such as tax policy, education, and energy, the future grand coalition must be considerably more ambitious – The need for reform in Germany is not being addressed sufficiently
Germany’s next government will most likely once again be a grand coalition. However, the results of the preliminary coalition talks between the Union parties and the SPD, which serve as a basis
DIW Berlin has analyzed the development of the proportion of women in over 500 businesses – There is no indication that the gender quota is affecting executive boards – Banks and insurance companies in particular need to catch up – Politicians and companies must work together
The 30 percent gender quota for supervisory boards is effective: the proportion of women on the ...
In Germany, four political parties are currently struggling to forge a mutual platform of government. In the wake of the last election, the share of female MPs in the German parliament, the Bundestag, declined significantly. Gender equality nevertheless needs to play a central role in the new government program. On the labor market, gender equality is still a faraway goal. The same is also true ..
The German labor market is characterized by marked occupational segregation between women and men. The median earnings in female dominated occupations are lower than those in male dominated professions. This is one of the reasons for the gender pay gap. However, there are also large differences in earnings between men and women within occupations. These profession-specific gender pay gaps are ...
On Tuesday, May 23, the very first DIW Women's Finance Summit – an event with high-ranking participants and exciting discussions – took place. A review of the event with photos and videos of the panels and keynote speeches can be found on our website.
DIW Women’s Finance Summit Structural Change in the Financial Sector – Women’s Perspectives
Watch the conference via livestream. May 23, 2017 9:30 a.m. Venue: Deutsche Bank Berlin, Unter den Linden 13/15, 10117 Berlin With: Christine Lagarde, Viviane Reding, Sylvie Matherat, Axel A. Weber, Douglas Flint, Sandie O’Connor, Peter Grauer, Brenda Trenowden, Sir Philip Hampton,
The gender quota for supervisory boards that has been mandatory since January 2016 has shown an initial impact. According to DIW Berlin’s Women Executives Barometer, at the end of 2016, there were more women on the supervisory boards of the 106 companies subject to the statutory quota than one year before. Their proportion increased by a solid four percentage points to more than 27  ...
Women are still in the clear minority among the financial sector’s top decision-making bodies. According to DIW Berlin’s Women Executives Barometer, at the end of 2016, 21 percent of the supervisory and administrative board members of the 100 largest banks were female. The number has stagnated compared to last year. Since 2010, when the discussion about the gender quota for ...
SOEP special analysis for International Women's Day (March 8) reveals that the gender-based division of household labor persists – DIW Research Director Elke Holst calls for stronger, fairer division of unpaid work in the household among couples – a family working-time benefits model (Familienarbeitszeit) and daycare expansion would also support this development
On average, women in .
Researchers analyzed more than 500 companies – some are setting a good example, while others are lagging behind – vast majority of companies have yet to meet the 30-percent quota for women on supervisory boards
A balanced representation of women and men in Germany’s corporate leadership roles is still a long way off: At the end of 2015, the proportion of women on the executive
Binding quota could combat gender stereotypes – quality of talent pool expected to improve overall – no discrimination against men anticipated
On January 1, 2016, a fixed 30-percent gender quota for supervisory boards will come into force in Germany. This is binding for all listed companies that also have employee representation on their supervisory boards (full codetermination). In
16 results, from 1