Equality in the job center: Women have a harder time on the job market!

Equality in the job center: Women have a harder time on the job market!

In Germany, equality between women and men in working life remains a major challenge. A current report from the Institute for Work and Qualification (IAQ) at the University of Duisburg-Essen reveals how complex the deficits in the job centers are. Despite the legal anchoring of equality in basic security for job seekers, the reality is usually different. Women often have significantly worse opportunities in the labor market, which leads to inadequate integration.

The report, led by Prof. Dr. Martin Brussig, is based on 16 case studies and 179 interviews with managers and specialists conducted between 2020 and 2023. The results show that women in particular are less likely to be supported and placed with citizens' benefits. Their career prospects often end in lower-paying and less stable jobs. A lot often remains unsaid, so that the legal requirements are not always implemented in practice.

Key factors for equality

The findings from the report reveal a critical point: a lack of clear structures, resources and a common understanding of equality within job centers is often to the disadvantage of women. Gender-differentiated data, such as unemployment rates or the duration of unemployment, are usually not used specifically. The inadequate evaluation means that equality issues are far too often pushed into the background.

The study makes it clear that although managers emphasize the responsibility to promote equality, this is not always reflected in their actions. At least half of the job centers examined did not provide any training on gender skills. Nevertheless, specialized teams or skilled workers have positive effects for women when receiving benefits if they are known. More successful placements could also be achieved through targeted support in providing daycare places, which made it easier to approach suitable employers.

In order to anchor equality in job centers across the board, clear recommendations are necessary. This includes mandatory training, better staffing and regular reviews of the effectiveness of the measures. It is also important that specialized employees do not work in isolation, but that equality issues are integrated into the entire organization.

Equality as a goal in SGB II

As part of the research project “Equality impulses in the SGB II target management system” the impact of the job centers' administrative actions on gender equality is being further examined. The interim report, which was published in June, highlights that gender-specific planning, for example in the integration quota, can actively contribute to the management of equality. Experts emphasize the need for quantitative target setting in controlling in order to enable systematic communication.

External factors play an important role in this. A lack of childcare options and the hiring behavior of employers influence the actions of job centers in relation to equality goals. The investigation showed that the unequal treatment of men and women limits the scope of action of the job centers.

In summary, equality between women and men in working life in Germany is still far from being achieved. While the legal basis is in place, the practical implementation and responsibility in the job centers are inadequate. Active design and control by the institutions is essential in order to actually promote equality and ensure equal opportunities for everyone. For further information and recommendations for action, the reports of the IAQ, SGB ​​II and Hans Böckler Foundation be consulted.