Search inside our BWP Magazine Archive

Der Übergang junger Frauen zwischen Schule und Schule und Ausbildung ist mit wachsenden Handlungsspielräumen und zunehmenden Risiken verbunden. Der Beitrag greift die zentrale Frage auf, welche Partizipationschancen und Perspektiven an beruflicher Bildung junge Frauen finden, und analysiert exemplarisch ihre Übergangsprozesse und die damit verbundenen Orientierungen und Strategien. Mit Blick auf die Heterogenität der heutigen Generation von Schulabgängerinnen wird auch die Frage behandelt, in welcher Weise sich entsprechende Chancen und Risiken zwischen Schulabgängerinnen aus den neuen und alten Bundesländern sowie ausländischer Herkunft unterschiedlich verteilen. Die Aussagen stützen sich auf Auswertungen bundesweiter Statistiken sowie überregionale Untersuchungen und Studien.

Der Beitrag befasst sich mit den Ursachen der Konzentration der Jugendlichen auf einzelne Ausbildungsberufe mit besonderem Blick auf die geschlechtsspezifische Konzentration und betrachtet abschliessend einige Folgen der unterschiedlichen Verteilung. Die Verteilung von Frauen und Männern auf die Berufe der dualen Berufsausbildung hängt bei den männlichen Jugendlichen in ausgeprägtem Masse von den Entwicklungen des Ausbildungsstellenmarktes ab und ist in erster Linie Ergebnis des unterschiedlichen Nachwuchsbedarfs der Wirtschaft. Für weibliche Jugendliche gilt das kaum. Ihre hohe Konzentration auf wenige Berufe ist von konjunkturellen Einflüssen weitgehend unabhängig und seit Anfang der 80er Jahre annähernd gleichgeblieben. Die Hochschulberechtigten verteilen sich im langjährigen Vergleich auf zunehmend weniger Berufe. Das Gegenteil gilt für ausländische Jugendliche, ihre Verteilung auf Berufe nähert sich der der Jugendlichen insgesamt an. Die stark abnehmende Erwerbsbevölkerung in den nächsten Jahrzehnten und die den Jugendlichen damit zuwachsenden Berufswahlchancen werden die berufliche Konzentration erheblich ansteigen lassen, sofern keine Anstrengungen unternommen werden. Die Erweiterung des Berufswahlspektrums für weibliche Jugendliche wird dann unausweichlich sein.

Der Beitrag skizziert die zentralen Herausforderungen an die berufliche Weiterbildung. An den empirischen Befunden zur Segmentierung hinsichtlich der Weiterbildungsbeteiligung zeigt sich, daß bisher keine angemessenen Anworten auf diese Herausforderungen gegeben wurden. Rahmenbedingungen und Strukturen der beruflichen Weiterbildung begünstigen eine Qualifizierung nach dem Recycling-Modell, das Segmentierungsprozesse fördert. In den Ansätzen zu einer präventiven Weiterbildung werden dagegen die Chancen zu einer Neurorientierung gesehen.

In March 2023, the European Commission presented a proposal for a directive on a “right to repair”. The aim is for consumers to be able to use products for longer, thus leading to greater resource efficiency in the interests of a circular economy. This article uses a scenario analysis to investigate what implications different repair behaviour and longer duration of use will have for the labour market, the areas in which job shifts will occur between sectors and occupations, and what this will mean in terms of securing a supply of qualified skilled workers.

A sharp decline in female participation in the dual vocational system pursuant to the Vocational Training Act (BBiG) or the Crafts and Trades Regulation Code (HwO) has been evident since the start of the 1990s. By 2019, the number of women as a proportion of all trainees had fallen by five percentage points. In the area of responsibility of trade and industry, it was even the case that a decline of just under eight percentage points was recorded. What impact is this having on developments in occupational structure? This article uses the Vocational Education and Training Statistics to illustrate how the ratio of occupations dominated by men or by women has shifted over the past three decades. It also investigates which differences in training success may emerge as a result of such an unequal distribution of the genders.

The question of how to increase the proportion of women in STEM occupations has been discussed for many years. Frequently, however, no distinction is drawn between individual STEM occupations. Closer examination reveals differences. Whereas some of the occupations actually do display a very low proportion of women, female representation in other STEM occupations is even above 50 percent. What makes some of these occupations attractive to women? And why are other occupations still rarely chosen despite having similar contents? These questions were investigated as part of the BIBB project “Women choose STEM”.

Occupations with a very high proportion of women are designated as female-dominated occupations. Wages in female-dominated occupations are on average lower than in typical male-dominated occupations and in mixed occupations not dominated by women. Whether this average income-reducing effect of female-dominated occupations differs across educational levels and across occupational fields has not yet been analysed and forms the focus of the present article. Using the 2018 BIBB/BAuA Employment Survey, we first investigate whether the effect of female-dominated occupations is different for the group of employed persons with a vocational education and training (VET) degree than for the whole group of employed persons with all educational levels. Second, by focusing on employed persons with a VET degree, we analyse whether all female occupations are poorly paid or whether any differences arise depending on the specific field of the female-dominated occupation.

In July 2021, the Federal Employment Agency published an announcement stating that more than one million employees are now aged over 67.* Employment at an older age is becoming increasingly normal, albeit for different reasons. It is revealed that older women are particularly likely to have a lower income. It is also more probable that they will be affected by poverty. The present article investigates how gender-specific life histories structure the transition to retirement and looks at the influence exerted by level of education..

Information on the continuing training behaviour of adults in Germany has been available since the “Continuing Training Behaviour” study of 1979. This enables changes in continuing training participation to be tracked over a period of four decades. The latest survey, the 2018 Adult Education Survey (AES) shows that the trend towards assimilation of continuing training behaviour in East and West Germany has been reversed for the first time. Whereas the rate has risen significantly in the West, levels in the East are stagnating. The article explores possible explanations.

Professional knowledge is ageing ever more quickly in the course of the digital shift, and continuing vocational training measures are becoming increasingly significant in terms of preparing the labour force for new and/or altered task requirements. The extent to which occupations typically exercised by men are affected differently to occupations in which women are in the majority remains unclear at present. This article conducts an investigation at the level of occupational groups in order to discover whether there is any evidence of a gender-specific risk of being affected by digital substitution processes and whether the previous continuing training behaviour displayed by the labour force has been adapted to digital structural change.

The advances being made in artificial intelligence (AI) are bringing about deep seated changes in work and therefore also in vocational education and training. This article illustrates the challenges facing the structure of work and VET on the basis of a selection of projects conducted by the Fraunhofer-Institut für Arbeitswirtschaft und Organisation [Fraunhofer Institute for Industrial Engineering]. We particularly wish to highlight the positive areas of potential offered by the use of AI. AI can help to shape work by creating task profiles that are suitable for human workers – demanding without being overwhelming. It also opens up new opportunities for in-service training.

This article investigates the issue of the extent to which migrants in Canada and Germany are able to use the qualifications and professional experiences they have acquired abroad on the domestic labour market. The information presented is based on case studies in the healthcare sector conducted in both countries. A related question is how the recognition process and the significance of occupational experience differ in the two countries and how these two aspects are determined. The results provide indications as to whether and in which ways the integration of foreign skilled workers in Germany and Canada can be improved.

In 2012, Evonik Technology & Infrastructure GmbH instigated a »Young Professional Programme« to support the development of young skilled workers in the company. The aims are to foster up-and-coming talent and to secure the long-term loyalty of these employees. This article presents the background to the programme, its overall objectives and design concept and the initial experiences gleaned from implementation.