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Quote is not the only problem
If it goes to Manuela Schwesig, the fixed quota for the supervisory boards of the big companies from the 1. January 2016. This means in the plain text: Any item that needs to be filled again would have to be filled with a woman until 30 percent is reached.
However, whether equality could be achieved in this way, one may question the current calculations of the German Institute for Economic Research (DIW).
Data from the socio-economic panel
These are based on the Socio-Economic Panel Study (SOEP) at the DIW, the largest and longest-running multidisciplinary long-term study in Germany, funded as part of the research infrastructure in Germany under the umbrella of the Leibniz Association (WGL) by the federal and state governments.
For the SOEP, several thousand people have been interviewed every year by the survey institute TNS Infratest Sozialforschung. Currently, there are about 1984 respondents in about 30.000 households. The data of the SOEP provide information about income and employment.
Who was interviewed?
The group of people included in the calculations based on the Socio-Economic Panel (SOEP) included persons between 18 and 64 years who stated that they held one of the following positions:
- as an employee in the private sector in functions with comprehensive management duties: for example, directors, managing directors, or directors of larger companies and associations
- other management functions or highly qualified activities: for example department heads, scientific staff, engineers
Leadership women earn just under a quarter less than men
In 2012, the gender-specific earning power of full-time employees in management positions and highly qualified activities in the private sector was almost one quarter (23 per cent).
Women earned on average almost 4.000 Euro monthly, while men around 5.200 Euro. The corresponding actual weekly working time was on average for men at 47 hours per week and for women 45 hours.
Hardly any changes in the last 10 years
The average absolute merit gap between the sexes has been reduced only slightly in the last ten years: it was 2012 at a good 1.200 Euro. In the case of women, earnings rose by around 2002 euros compared to 800, and by almost 750 euros by men.
Because of the lower starting level of earnings ten years ago (women: around 3.150 Euro, men around 4.400 Euro) the gender-specific earning difference is now lower than at that time (2002: just under 29 percent).
Are women responsible for too little merit?
In journalism, now a classic women's profession, I have often noticed that the question of a reasonable fee on the other side is answered with a shocking downshift of the Kinlade.
So much, it seems to me often, publishers are accustomed to that Mrs offers her paperwork for an appel and an egg, because she is glad to be able to do something comfortable at home. And accordingly, it is also difficult to achieve a reasonable fee in classical women's professions.
Women do not study the wrong, but demand too little
This was not always the case in journalism: it used to be a classic men's career and it was also decently earned. And in the days of leadership, there is, oh wonder, the journalism still dominates today.
In this respect, not only the colleague of the FAZ is mistaken when he asks women should study the right, which supposedly make important subjects and jobs to earn more. A shoe is reversed: women should be in any job, make sure that they deserve reasonable.
The methodology of the study
How on the contrary is it the case that, as soon as you are more dominated by women, professions are devalued in their social significance and thus also in their earnings? A new study shows precisely this direction:
The title of the study is "Occupational Sex Segregation and Management Level Wages in Germany: What Role Does Firm Size Play?", Published in English as DIW Discussion Papers no. 1206.
The authors Anne Busch and Elke Holst, research director at the German Institute for Economic Research in Berlin, have used econometric models to investigate which features influence their earnings. The data base provided socio-economic panel (SOEP).
The higher the proportion of women, the lower the merit
As a result, full-time private sector non-executive employees earn lower earnings the higher the proportion of women in a job. In leadership positions, however, this effect occurs only in larger ones Company on.
"Obviously, men's jobs, and not the (few) women's occupations, benefit from the better earning opportunities in larger companies," say the two authors.
On the factors influencing the gender pay gap (also in comparison to non-executives) cf. Anne Busch and Elke Holst (2013): Gender-specific earnings differences among managers and other employees in Germany: What relevance does the proportion of women in the profession have? In: Journal of Sociology. Jg. 42. Issue 4. P. 315 - 336.
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