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Sweden has a long tradition of high female labour force participation and an ambitious family policy. Parents’ insurance and a well-developed child care system have made it possible for parents to combine work and family life. Even if this family policy has contributed to an increase in female labour force participation, there are considerable gender differences on the labour market. Women more often work part time, for example, and in the public sector. Women have a longer education than men but earn less on average and are to a smaller extent represented in higher managerial positions. At the same time, women take out more parental leave and have a higher sickness absence.
In the research on the gender differences on the labour market, we study:
-whether there are any established expectations in society about the different responsibilities of women and men for home and children that affect individuals’ and employers’ decisions on the labour market
-what role family policy and social insurances play for gender differences on the labour market
-to what extent gender differences on the labour market can be considered as discrimination. Discrimination can occur if employers have different expectations for women and men, respectively, where it can be more difficult for women to be promoted and obtain higher wages if, for example, they are expected to take out more parental leave
-whether the design of family policy can affect employers’ expectations on employees.
Naturally, the difference between the situation for men and women on the labour market also emerges in all our research.
New reports
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All reports-
Vilken avkastning har kognitiv förmåga på arbetsmarknaden och kapitalmarknaden?
Spencer Bastani Kristina Karlsson Daniel Waldenström
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Mamman som förvald barnbidragsmottagare -Effekter på långsiktig fördelning av barnbidraget och jämställdhet i hushållet
Erica Lindahl Olof Rosenqvist Håkan Selin
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Effekter av ekonomiska incitament för ett jämställt föräldrapenninguttag – erfarenheter från jämställdhetsbonusen
Olof Rosenqvist
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Studiebidrag i stället för lån? Effekten av rekryteringsbidraget för studiedeltagande och arbetsmarknadsutfall
Gunnar Brandén
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Kvinnors hälsa, sjukfrånvaro och inkomster efter barnafödande
Emma Fransson Erik Grönqvist Stavros Iliadis Erica Lindahl
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Övertid eller nyanställda? Företagens strategier och kostnader för att hantera personalfrånvaro vid föräldraledighet
Arizo Karimi Rita Ginja Pengpeng Xiao
New working papers
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All working papers-
The different returns to cognitive ability in the labor and capital markets
Spencer Bastani Kristina Karlsson Daniel Waldenström
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Gender-targeted transfers by default? Evidence from a child allowance reform in Sweden
Erica Lindahl Olof Rosenqvist Håkan Selin
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Reducing the gender gap in parental leave through economic incentives? – Evidence from the gender equality bonus in Sweden
Olof Rosenqvist
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Mothers’ birth giving status and the division of parental leave. A comparison of adoptive and biological parents
Ylva Moberg Maaike van der Vleuten
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Replacing student grants with loans. Evidence from a Swedish policy reform.
Gunnar Brandén
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Employer responses to family leave programs
Arizo Karimi Rita Ginja Pengpeng Xiao
Researchers/Research Officers
Research in progress
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Competition for promotion and specialisation within the household
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Heterogenous impacts of adverse labour market shocks
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The effects of higher flat rate parental leave benefits
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Utländsk bakgrund och utträdet från arbetsmarknaden
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Family friendly firms? Worker mobility, firm attributes and wage trajectories of women and men