Women’s Late Careers in Europe and the USA

MZES Project Webpage
Research question/goal: The project analyses employment chances, labour market sequences and transitions between work, family care, and retirement of women in the late career stage (i.e. aged between 50 and 70) in international comparison. During the last decades, a sharp increase in employment rates of older women can be observed in almost all industrialised societies. However, research on women’s careers mainly concentrates on the reconciliation of work and family in mid-life, while detailed analyses on the late careers of women and respective gender differences are scarce. The project addresses this research gap and examines the interplay of individual, couple/family, workplace, and institutional factors in women’s late careers in Europe and the USA. The fundamental research questions are what factors shape the employment behaviour of women in their late careers and how these factors produce inequality in employment chances and labour market transitions. The project will use international and national panel data and will combine sequence analysis of employment trajectories, event history analysis of specific career transitions, and multilevel analysis to examine micro-macro linkages.

Related Paper (work in progress): Mobilizing the ‘hidden reserve’? Family care responsibilities and (re-)employment chances of mid-aged women in Germany, together with Ulrike Ehrlich and Sonja Drobnič


Citizens’ support for gender quotas for leadership positions across Europe

This research project analyses citizens’ attitudes towards women in positions of leadership and the implementation of gender quotas Europe. It focuses on (1) contextual and (2) workplace determinants of citizens’ support for these policies. Obligatory gender quotas can be regarded as affirmative action policies. Previous research on support for these interventionist policies has mainly focused on the USA and the analysis of individual-level factors. Möhring and Teney (2017) address this research gap with a cross-national comparative study of how factors related to political institutions and social structure shape citizens’ support for gender quotas. Furthermore, a main determinant of the support for affirmative action policies are personal experiences at the working place. With respect to the support for gender quotas, this means that the gender composition in one’s own workplace and team as well as the gender structure of the occupation and industry sector are relevant. I designed a questionnaire module for the German Internet Panel that addresses the support for gender quotas and the workplace-related determinants.


…further work in progress: see here!




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