Effects of Gender on Old Age Security - an Austrian Case Study Dr. Michaela Gstrein IAFFE 2009 Annual Conference Boston (USA),

Situation and Relevance In 2003, only 63 % of Austrian pension-age women were entitled to own benefits while most of the men were covered. Female pensions are as a rule much lower than male pensions, even after „state benefits“. Reasons: - persistence of modified breadwinner model (women with children mostly work part time) - long parental leaves (2-3 years; mothers) - gender gaps in employment and income Although attitudes are changing and female employment rises, old age security remains an issue.

How does the Austrian System work? The Austrian (Federal) Pension System is an obligatory but non-capitalized system. With a nearly non-existant second/third pension pillar, it is the main source of old age security for most Austrians. Pension entitlement and benefits are linked to labour market participation - thus offering men (with their continuous careers) a much better deal than women. Correctional factors account for labour market absence (e.g. military service, child bearing, etc.), Benefits: with minimum of 15 working years, % of your average total contributions, rise with years worked, with reductions for early pensions (quite common)

Pension Payments for Women in 2003 Of all Austrian women over 60 years 2 % of were still working 63 % received „own“ pension payments, but 24 % only € (below AGZLRS) and 6% received compensation (to meet threshold). 20 % received survivor‘s benefits, but 9 % of them below threshold and 7% received compensation (to meet threshold) 15 % had no pension 49 % received low „own“ or „survivor‘s benefits“

Pension Payments for Women in 2003

New Pensioners in 2007 Source: BMSK, Quartalsbericht II/6, 2.Quartal 2008, Tabelle 2.2 (Neuzugang)

Reasons for „Bad/Good Coverage“ change No/reduced participation => no/low„own“ entitlement Male Breadwinner => Modified Breadwinner and Dual Earner Models growing Security network within partnership -? number of separations (common) – women perceive need for own job Discontinuous female working carreers long childbreaks (2-3 years, mostly mothers, 4 % men) still very common, yet modernized values and role models in childcare Perception of mothers‘ duties/loyalties still persist, although changing attitudes; higher childcare participation rates (12% 0-2 year-olds); lower fertilities?, changed employer attitudes (slowly)

Modernized Earner Models Mothers/Fathers with Children in Austria Quelle: STATAT, Familien- und Haushaltsstatistik

International Benchmarking Quelle: Haas, Steiber, Familienbericht 2009, forthcoming WORKCARE BALANCE: Long Childcare Break and Part Time Employment as means to balance in Austria Effect of Part Time on Social Security: ambivalent

Employment Rates Quelle: IHS basierend auf STATAT

Child-induced Breaks Source: Kapella und Rille-Pfeiffer 2007, S. 23

M 1  Vereinbarung: z.B. Weiterbildung, Kinderbetreuung M 3  Soziale Sicherheit: Maßnahmen, die Frauen in Armut auffangen, Existenz sichern M 4  Gleichbehandlung: Maßnahmen gegen das "Strukturproblem": z.B. Quoten, Frauennetzwerke M 5a  Bildungsmaßnahmen Glass Ceiling despite Human Capital Growth MN? refers to situations where the advancement of a qualified person within the hierarchy of an organization is stopped at a lower level because of some form of discrimination

Glass Ceiling Quelle: EK, DG EMPL Datenbank (2008), Frauen und Männer in Entscheidungsprozessen, basierend auf Daten aus Eurostat, LFS; Anmerkungen: Führungspositionen beziehen sich hier auf ISCO (International Standard Classification of Occupations) 121 (DirektorInen und HauptgeschäftsführerInnen) und 13 (LeiterInnen kleiner Unternehmen); Gesamtbeschäftigung (100%). Women in Employment and Management (%), EU 27, 2008

Glass Ceiling Quelle: Daten 2001: EK (2008) Bericht zur Gleichstellung von Frauen und Männern; Daten : EK, DG EMPL Datenbank (2008), Frauen und Männer in Entscheidungsprozessen, basierend auf Eurostatdaten/ LFS; Anmk.: Führungspositionen laut ISCO: 121 (DirektorInnen & HauptgeschäftsführerInnen) und 13 (LeiterInnen kleiner Unternehmen). Women in Management Positions (%), EU 27 and Austria

nach Nancy Folbre, ** bei ausreichender Einkommensh ö he (GPG,Teilzeitbesch ä ftigung) M 1 und M 2  mehr Angebot an Kinderbetreuung, besseres Match mit Arbeitszeiten M 3  mehr Angebot an Pflege für Angehörige (insb. Alte) M 3 und M 4  Soziale Sicherheit, Verringerung des GPG M 5  mediale Unterstützung "Frauen sind am Arbeitsmarkt aktiv„, M 5c... Wohnen Lissabon Target und Care-Paradox MN?

M 1  Vereinbarung: z.B. Weiterbildung, Kinderbetreuung M 3  Soziale Sicherheit: Ma ß nahmen, die Frauen in Armut auffangen, Existenz sichern M 5a  Bildungsma ß nahmen M 5 e  Mobilit ä t zwischen ‚ M ä nner- ’ und ‚ Frauenberufen ’ oder zwischen unterschiedlichen Produktionseigenschaften (Vollzeit-Teilzeit, unbefristeten-befristeten Vertr ä gen, physische Mobilit ä t...) Horizontal Segregation: Education and Choice of Profession MN?

Gender Pay Gap in Hourly Wages Quelle: IHS basierend auf Eurostat (Zugriff: 01/2009); Anmk.: EU15, EE, IT, NL (2005); LV (1998); AT: Reihenunterbrechung im Jahr Definition: Das geschlechtsspezifische Verdienstgefälle ohne Anpassungen bezeichnet den Unterschied zwischen den durchschnittlichen Brutto-Stundenverdiensten der männlichen und der weiblichen Beschäftigten in % der durchschnittlichen Brutto-Stundenverdienste der männlichen Beschäftigten. Zielgruppe: Beschäftigte (16-64 Jahre), die 15+ Stunden pro Woche arbeiten. Datenquellen: ECHP, EU-SILC, nationale Quellen; Achtung: mögliche Definitionsunterschiede. EU 27 (1996/2001/2006), Austria ( )

Gender Gaps in Employment, Income and Parental Leave Uptake 2007 Source: IHS based on STATAT, AMS, HVSV, BMWA, BMGF (extracted 2/2009)

Demographic Developments and Crises EU promotes higher female labour market participation – good for women‘ „own social security“. Provide for domestic tasks when women work (old age care, childcare, services) - ? High consumption orientation in today‘s societies: Need for dual earner families Crises: hit mostly male „old fashioned“ jobs in Austria (structural problem). No strong effect on females

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