Abstract
Securing the well-being, protection of human rights and equality on the ground of age, gender, race, nationality etc along with sustainable economic development becomes the most important goal for any country. Gender differences in labor market are a problem of many countries. Being a larger demographic group, women have played a vital role in employment and economic development. Despite longstanding striving for gender equality, the inequality manifests itself in labor markets around the world. There is no common opinion on the reasons of the existence of gender differences in economic literature. After decades of research most investigators would agree that there can be no single-factor explanation for gender inequality in the labor market. One of the conventional explanations of gender gap in employment sphere includes the differences in men’s and women’s preferences in working hours due their stereotypical roles in the private and public life. This paper is focused on the study of gender feature of time allocation and its impact on the labor supply by men and women. For this purpose, based on the different types of activity, particular: income getting or income increasing promote activity, non-monetary income obtain activity, income-make activity, non-income-make activity, indirect-receipts activity, the author introduces the time allocation model which includes parameters such as working time, leisure, non-working time, using time, free time and time for satisfying an individual’s physiological needs. For the attribution of different types of practice to certain kinds of activity the “principle of dominant purpose of activity” was offered. According to given time allocation model, the pattern of features of labor supply by men and women is offered in the paper.
Highlights
The investigation of labour market problems has a long history and still remains to be the problem under study
Thereby, the focus of legislation documents and scientific researchers is essentially on women (Comprehensive proposal for the composite entity for gender equality 2010; Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) 1979; Segal 2004; Tanenbaum 2002) and “the promotion of gender equality in the world of work requires a set of short- and long-term policies that understand and address these interlinkages” (Equality at Work 2007, p. 117)
Despite long-time and ongoing efforts of many countries to promote gender equality, despite an adoption of statutes and policies for closing the gender gap in all fields of life Comprehensive proposal for the composite entity for gender equality 2010; Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) 1979; Equality at Work 2007; Equality at Work 2010; Spence1993; Thorndike 1914), the labour market is still labeled by a lack of gender equality
Summary
The investigation of labour market problems has a long history and still remains to be the problem under study. Despite long-time and ongoing efforts of many countries to promote gender equality, despite an adoption of statutes and policies for closing the gender gap in all fields of life Comprehensive proposal for the composite entity for gender equality 2010; Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) 1979; Equality at Work 2007; Equality at Work 2010; Spence1993; Thorndike 1914), the labour market is still labeled by a lack of gender equality This issue can be seen in employment and occupation and includes gender pay differences, unequal career opportunities for men and women and differences of their representation in executive positions, an unequal division of parental insurance, etc. This paper aims to summarize some of the theoretical and practical issues and consider the correlation between gender stereotypes, gender feature of daynight time division and labor supply by men and women
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