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Gender segregation in the Higher education and Science in Bulgaria in comparison with the EU tendencies

100%
Kirova A.
Perspectives of Innovations, Economics and Business
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2015
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vol. 15
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issue 3
117-125
EN
The establishment of fair European research area with a view to gender equality is one of the main requirements of Europe 2020 Strategy. In that context the paper presents selected results of a study of the gender balance in the higher education and science in Bulgaria. Problems concerning the position of the country in the European map of gender equality in the two academic sectors and especially the level of gender segregation are treated. Three intrinsic problems are identified – horizontal segregation by fields of science, tendency towards men leaving the public research sector, and substantial vertical segregation by academic and leading positions.
2
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APPLICATION OF CLASSIFICATION TREES TO ANALYZE INCOME DISTRIBUTION IN POLAND

100%
Kompa K., Witkowska D.
Metody Ilościowe w Badaniach Ekonomicznych
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2013
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vol. 14
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issue 1
265-275
EN
The aim of presented research is to identify factors that determine wages in Poland and to find out if gender pay gap exists, applying classification trees. For the grouping variable i.e. net income from the main place of employment we construct clusters of respondents that are created due to such features as: gender, education, employment contract, economic, occupation, additional job, size of enterprise, measured by the number of employees, age and job seniority in years. Investigation is provided applying data from the Polish Labor Force Survey in the years 2003, 2006 and 2009.
3
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Za stejnou práci stejná odměna? Genderová rovnost v odměňování v různých kontextech trhu práce

88%
Křížková A., Pospíšilová K.
Sociologický časopis. Czech Sociological Review
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2023
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vol. 59
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issue 1
31-63
EN
Although international comparisons point to the gender pay gap (GPG) as a significant problem in the Czech labour market, until recently the GPG has not been the subject of deeper research or political attention. Using linked employer–employee data, the article answers the question of whether men and women were paid an equal wage for equal work in 2005–2020 and what part of the total GPG is caused by the segregation of women and men into different occupations, workplaces, and jobs. We also pose these questions separately for the public and private spheres, for selected industries, and for workplaces according to size. Throughout the monitored period, the GPG for equal work is around 10% and another roughly one-half of total GPG is caused by gender segregation. There has been a slight decrease since 2018, especially in workplaces with more than 5000 employees, where, however, the significance of women’s segregation into lower-paid positions is growing. The research confirmed that in more regulated, and therefore more transparent, contexts, such as the public sphere and in large workplaces (but also in small companies with up to 50 employees), the GPG for equal work is smaller than elsewhere. The results point to the need to systematically monitor the GPG and increase the transparency of remuneration systems in the workplace. In connection with the GPG, it will also be necessary to analyse the organisational processes that lead to women’s segregation into occupations, workplaces, and jobs that have lower wages, as well as the growing precarity of the Czech labour market.
4
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Femininní a maskulinní označení : vliv na hodnocení prestiže

88%
Smetáčková I.
Gender, rovné příležitosti, výzkum (Gender, Equal Opportunities, Research)
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2016
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vol. 17
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issue 2
81-92
EN
The labour market is segregated both vertically and horizontally by gender. Some research has concluded that gender segregation results in a lower prestige being attributed to occupations labelled as feminine (Merkel et al. 2012, Formanowicz et al. 2012). On the other hand, gender-sensitive language that uses feminine labels for better contingency with social reality is considered a basic tool for gender equality. This article explores whether in Czech society there are differences in the level of prestige attached to 37 occupations labelled as feminine and masculine. The survey results show (sample of 642 adults that a gender difference exists only in a few occupations. In fields with a real prevalence of men or women the prestige of gender-congruent labelled occupations was significantly higher. Men’s and women’s opinions on occupational prestige are similar; this finding is interpreted in relation to social identity theory and system justification theory.
5
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Zmiany struktury zatrudnienia kobiet w Polsce w latach 2000–2013

63%
Strawiński P., Majchrowska A., Broniatowska P.
Gospodarka Narodowa. The Polish Journal of Economics
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2016
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vol. 281
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issue 1
73-97
EN
The aim of the study is to analyze occupational and sectoral gender segregation on the Polish labor market in 2000–2013. The paper analyzes gender segregation in employment in different occupational groups and business sectors as defined by the Polish Classification of Economic Activities (PKD). An attempt was made to determine how the structure of employment changed as a result of a significant increase in the number of women with a higher education on the Polish labor market. The analysis shows that women dominate in professions and sectors such as healthcare and education, while men dominate in professions and sectors that require more physical effort, such as construction. To a large extent, the existing division is not the result of discrimination, but reflects the psychological, physical and cultural aspects of employing women and men. As many educated women entered the labor market, the percentage of women working in professions requiring higher qualifications and holding managerial positions increased during the studied period. At the same time, the concentration of female employment in female-dominated professions and sectors increased further, and men continued to be employed in male-dominated professions and sectors.
PL
Celem artykułu jest analiza zawodowej i sektorowej segregacji kobiet na polskim rynku pracy w latach 2000–2013. Przeprowadzono analizę stopnia segregacji kobiet w przekroju wielkich i dużych grup zawodowych oraz w przekroju sekcji PKD. Podjęto też próbę odpowiedzi na pytanie, czy istotny wzrost liczby kobiet z wyższym wykształceniem na polskim rynku pracy przełożył się na zmiany ich struktury zatrudnienia. Przeprowadzone badania wskazują na występowanie zjawiska segregacji zawodowej i sektorowej w Polsce. Struktura zatrudnienia w Polsce wskazuje na dominację kobiet w zawodach i sekcjach uważanych za bardziej kobiece (opieka zdrowotna, edukacja) a dominację mężczyzn w zawodach i sektorach wymagających większego wysiłku fizycznego (budownictwo). Wydaje się zatem, że w dużym stopniu istniejący podział nie jest wynikiem dyskryminacji, a odzwierciedleniem zarówno psychofizycznych, jak i kulturowych uwarunkowań związanych z zatrudnianiem kobiet i mężczyzn. Wejście na rynek pracy dużej liczby kobiet z wyższym poziomem wykształcenia spowodowało wzrost odsetka kobiet pracujących w grupach wymagających wyższych kwalifikacji zawodowych oraz na stanowiskach kierowniczych. Jednocześnie można wskazać na dalszy wzrost koncentracji zatrudnienia kobiet w zawodach i sekcjach sfeminizowanych, a zatrudnienia mężczyzn w zawodach i sekcjach zmaskulinizowanych.
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Mechanisms of attaining professional and managerial positions and gender. The case of Estonia

63%
Roots A.
Przegląd Socjologiczny
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2014
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vol. 63 (LXIII)
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issue 2
93-107
EN
In Estonia, gender segregation and the gender wage gap are the greatest in Europe [European Institute for Gender Equality 2013]. Previous research shows that men and women also have to use different strategies to reach the highest positions in the labour market [Roots 2011a; Titma, Roots and Soidla 2010]. The data about Estonia in the European Social Survey 2010 shows that attainment in one’s occupation of managerial and professional status (occupation attainment) are indeed predicated on different factors, but after adding the variable of gender segregation into the immediate work place the occupation attainment mechanisms of men and women start to resemble each other. Hence, the main reason for the differences in occupational attainment mechanisms is labour market segregation.
PL
Estonia jest krajem, w którym segregacja ze względu na płeć oraz różnice w dochodach kobiet i mężczyzn jest największa w Europie [European Institute for Gender Equality 2013]. Dotychczasowe badania wskazują także, że mężczyźni i kobiety muszą stosować odmienne strategie osiągania najwyższych pozycji na rynku pracy [Roots 2011a; Titma, Roots and Soidla 2010]. Dane dotyczące Estonii z Europejskiego Sondażu Społecznego 2010 pokazują, że choć osiąganie pozycji menedżerów i profesjonalistów jest uwarunkowane rozmaitymi czynnikami, to uwzględnienie segregacji ze względu na płeć jako zmiennej powoduje, że mechanizmy osiągania pozycji zawodowych kobiet i mężczyzn zaczynają kształtować się podobnie. Z tego powodu wydaje się, że głównym czynnikiem różnicującym te mechanizmy jest segregacja na rynku pracy.
7
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Płeć jako determinanta bezrobocia

63%
Drela K.
Studia Prawno-Ekonomiczne
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2016
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vol. CI
193-207
PL
Zasadniczym celem opracowania jest pogłębienie wiedzy dotyczącej problematyki rynku pracy kobiet i próba odpowiedzi na pytanie: czy w dalszym ciągu płeć jest determinantą bezrobocia, a promowana równość płci ma miejsce? Korzystając z danych GUS, w artykule dokonano analizy literatury dotyczącej kobiet na rynku pracy i przemian aktywności zawodowej kobiet w Polsce, przedstawiono również wskaźniki dotyczące realizacji Milenijnych Celów Rozwoju Polski dotyczących równości płci na rynku pracy. Potrzebę analizy sytuacji kobiet na polskim rynku pracy zaliczyć należy do problemów bardzo istotnych.
EN
The main objective of this paper is to deepen knowledge on labour market issues of women and attempt to answer the question: is still gender is a determinant of unemployment and promoted gender equality is taking place? This article focuses on analysis literature on women in the labour market and on changes in professional activity of women in Poland over the last 15 years, also shows indicators for the Millennium Development Goals Polish gender equality in the labour market (article is based on available GUS statistics). The need to analyze the situation of women in the Polish market include part of the problem very important.
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Gender inequality and the quality of work life in Ukraine

63%
Ryabokon I.
Zeszyty Naukowe Polskiego Towarzystwa Ekonomicznego w Zielonej Górze
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2016
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issue 4
204-217
RU
Целью статьи является оценка гендерного неравенства на рынке труда Украины. В первой части материала определяются и анализируются факторы и процессы, формирующие гендерное неравенство в Украине. Исследуется влияние гендерного неравенства на качество трудовой жизни. Рассматриваются проблемы в сфере занятости женщин. Выделяются гендерные диспропорции, гендерная профессиональная сегрегация, «феминизация бедности» как негативные факторы влияния на качество трудовой жизни. Затем определены принципы преодоления гендерного неравенства на рынке труда в Украине, а также приоритетные направления гендерной политики государства. В заключении описана концепция стратегии формирования гендерного паритета и обеспечения расширения возможностей женщин в сфере труда. Обосновано положительное влияние предложенных мер на социальный климат и экономическое развитие страны.
EN
The aim of the article is to assess gender inequality in the labor market of Ukraine. The first part of the article identifies and analyzes the factors and processes that shape gender inequality in Ukraine. The impact of gender inequality on the quality of work life is researched. The problems in the area of female employment are considered. Gender disproportions, gender occupational segregation, "feminization of poverty" are highlighted as the negative factors affecting the quality of work life. The principles of over-coming gender inequalities in the labor market of Ukraine are then defined as well as the priorities of the gender policy of the state. In conclusion, the concept of the strategy of formation of gender parity and ensuring the empowerment of women in the labor area is described. Positive effects of the proposed measures on the social climate and economic development of the country are substantiated.
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