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Der "Gender Pay Gap" in Führungspositionen der Privatwirtschaft in Deutschland

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Elke Holst
Anne Busch

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Abstract

Obwohl eine Vielzahl an Studien zum geschlechtsspezifischen Verdienstunterschied und dessen Erklärung existiert, konzentrieren sich bisher nur vergleichsweise wenige auf den "gender pay gap" in Führungspositionen, der im Fokus dieses Beitrags steht. In der hoch selektiven Gruppe der Führungskräfte in der Privatwirtschaft in Deutschland unterscheiden sich die Geschlechter in ihrer Humankapitalausstattung kaum, so dass der über eine Oaxaca/Blinder-Dekomposition ermittelte Unterschied in den Brutto-Monatsverdiensten hierüber nur sehr unzureichend zu erklären ist. Die Einbeziehung von Variablen zur geschlechtsspezifischen Segregation auf dem Arbeitsmarkt sowie haushaltsbezogener Kontrollvariablen führt zunächst dazu, dass der "gender pay gap" zu über zwei Dritteln erklärt werden kann. Das tatsächliche Ausmaß der Nachteile von Frauen am Arbeitsmarkt wird erst unter Berücksichtigung von Selektionseffekten in eine Führungsposition sichtbar: Unter Einbezug von Selektionseffekten (Heckman-Korrektur) können die in den Verdienstschätzungen berücksichtigten Merkmale den "gender pay gap" nur noch zu einem Drittel erklären. Zudem wird deutlich, dass Frauen auch innerhalb der Frauenberufe weniger verdienen als Männer (allokative Diskriminierung). Der zwei Drittel umfassende nicht erklärte Anteil am "gender pay gap" ("Resteffekt") repräsentiert die unbeobachtete Heterogenität. Hierzu gehören zum Beispiel gesellschaftliche und kulturelle Rahmenbedingungen sowie Strukturen und Praktiken auf dem Arbeitsmarkt und in Unternehmen, die zum Nachteil von Frauen wirken und den Aufstieg in eine Führungsposition erschweren.

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Paper provided by DIW Berlin, The German Socio-Economic Panel (SOEP) in its series SOEPpapers with number 169.

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Length: 38 p.
Date of creation: 2009
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Handle: RePEc:diw:diwsop:diw_sp169

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Related research
Keywords: Gender Pay Gap; managers; segregation; Oaxaca/Blinder decomposition; Heckman correction;

Find related papers by JEL classification:
J31 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Wage Level and Structure; Wage Differentials
J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination
J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity

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References listed on IDEAS
Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:
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  5. Bernd Fitzenberger & Astrid Kunze, 2005. "Vocational Training and Gender: Wages and Occupational Mobility among Young Workers," Oxford Review of Economic Policy, Oxford University Press, vol. 21(3), pages 392-415, Autumn.
    Other versions:
  6. Wiji Arulampalam & Alison Booth & Mark L. Bryan, 2006. "Is There a Glass Ceiling over Europe? Exploring the Gender Pay Gap across the Wages Distribution," CEPR Discussion Papers 510, Centre for Economic Policy Research, Research School of Social Sciences, Australian National University. [Downloadable!]
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  7. Blau, Francine D & Kahn, Lawrence M, 1996. "Wage Structure and Gender Earnings Differentials: An International Comparison," Economica, London School of Economics and Political Science, vol. 63(250), pages S29-62, Suppl.. [Downloadable!] (restricted)
  8. Francine D. Blau & Lawrence M. Kahn, 2000. "Gender Differences in Pay," Journal of Economic Perspectives, American Economic Association, vol. 14(4), pages 75-99, Fall. [Downloadable!] (restricted)
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  9. Woolley, Frances R, 1993. "The Feminist Challenge to Neoclassical Economics," Cambridge Journal of Economics, Oxford University Press, vol. 17(4), pages 485-500, December.
    Other versions:
  10. Marianne Bertrand & Kevin F. Hallock, 2001. "The Gender gap in top corporate jobs," Industrial and Labor Relations Review, ILR Review, ILR School, Cornell University, vol. 55(1), pages 3-21, October.
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  11. Oaxaca, Ronald L. & Ransom, Michael R., 1994. "On discrimination and the decomposition of wage differentials," Journal of Econometrics, Elsevier, vol. 61(1), pages 5-21, March. [Downloadable!] (restricted)
  12. Elke Holst & Mechthild Schrooten, 2006. "Führungspositionen: Frauen geringer entlohnt und nach wie vor seltener vertreten," Wochenbericht, DIW Berlin, German Institute for Economic Research, vol. 73(25), pages 365-372. [Downloadable!]
  13. Elke Holst, 2006. "Women in Managerial Positions in Europe: Focus on Germany," management revue. The International Review of Management Studies, Rainer Hampp Verlag, vol. 17(2), pages 122-142. [Downloadable!]
    Other versions:
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