Ole Brüggemann

More details (in German only) about the event that also celebrated the Award for Student Engagement and the Promotion of Democracy:
www.uni-konstanz.de/universitaet...

Employees’ perceptions of co-workers’ internal promotion penalties: the role of gender, parenthood and part-time Much research has focused on penalties by gender, parenthood and part-time work for hiring processes or wages, but their role for promotions is less clear. This study analyzes perceived chances for...

Paper on perceived promotion penalties based on gender, parenthood and part-time work
www.tandfonline.com/doi/full/10....

Gendered responses to unfair pay: Evidence from a factorial survey experiment among employees in German firms Although recent literature shows that women are becoming more likely to perceive their (or other women’s) wages as unfairly low, how they respond to u…

Paper on gendered responses to unfair pay
www.sciencedirect.com/science/arti...

Do women evaluate their lower earnings still to be fair? Findings on the contented female worker paradox examining the role of occupational contexts in 27 European countries Abstract. It is still a puzzling question which gender inequalities in the labour market are perceived as fair and which are not – in the eye of the behold

For those interested, the work from my PhD is published across three papers (links below):

Paper on gender differences in fairness perceptions of pay
academic.oup.com/esr/article/...

Really happy to share that my PhD research has received a prize by the Landkreis Konstanz🏆

Big thanks to my supervisors, colleagues as well to @excinequality.bsky.social for providing such a great research environment.

📸 Foto: Universität Konstanz / Torben Nuding

Amazing! Congrats Iván 🎉

How fair or unfair do men and women evaluate their coworkers wages? And how does their workplace shape these evaluations?

Our work now appears with an issue number in European Sociological Review!

Also have a look at the other contributions here: academic.oup.com/esr/issue?lo...

The potential existential threat of large language models to online survey research | PNAS The advancement of large language models poses a severe, potentially existential threat to online survey research, a fundamental tool for data coll...

www.pnas.org/doi/10.1073/...

Great paper on how to use AI-generated visuals in vignette experiments!

Gender Egalitarianism and Marital Dissolution: Understanding the Bifurcation of the “Gender Revolution” in the United States - Kimberly McErlean, 2025 In the context of women’s increased economic status coupled with declining divorce rates, the “gender revolution framework” suggests that greater gender equalit...

Chapter 2 of my dissertation is now available in Socius! doi.org/10.1177/2378...

In it, I aim to shed light on the debate as to whether gender specialization or gender egalitarianism is more beneficial for marital stability, considering education as an under-explored moderator of these associations

New papers out on perceived unfairness! A 🧵:

In @sociusjournal.bsky.social with @brueggemann-o.bsky.social J. Lang, S. Strauss we show that women are no longer more accepting of lower wages than men by using linked employer-employee data.

Apply until 🗓 Oct 05 for @excinequality.bsky.social In_equality conference

We offer Lake Constance views, the best tote bags (you have @pengzell.bsky.social 's word for it), and a little inequality research

Very nice to see this out! Congrats Olga!

3) Thanks to @excinequality.bsky.social & @uni-konstanz.de for making this article available #OpenAccess!

2) Working under a female supervisor reduces these gendered expectations, suggesting that female managers can act as agents of change.

1) We find that women are expected to respond to unfair pay with “voice” (e.g. wage negotiation) less often than men—despite similar expectations for “exit” (job search).

Happy to share that my last PhD article found a home at RSSM. Together with Julia Lang we examine how employees expect their co-workers to react (exit or voice) to perceived wage injustice—and how these expectations vary by gender and workplace context.

doi.org/10.1016/j.rs...

Wie gerecht ist unser Bildungssystem? Und was denken Jugendliche darüber? Neue Folge des In_equality Podcast „Bildungsungleichheit – Was empfinden Schüler*innen als (un)fair?“ mit @cdiehl.bsky.social & @na-wehl.bsky.social ➡️ ungleichheit.uni.kn/podcast @mbusemeyer.bsky.social @uni-konstanz.de

The #UniKonstanz Cluster of Excellence "The Politics of Inequality @excinequality.bsky.social will continue to receive funding in the context of the German #ExcellenceStrategy @dfg.de @wissenschaftsrat.de. Details: t1p.de/ouhyj

@clic.bsky.social proudly congratulates the winner of the @isa-rc28.bsky.social conference bingo of this year's meeting in Milan 🥳

Congratulations @ivancanzio.bsky.social

Huge thanks to @excinequality.bsky.social @uni-konstanz.de for providing such great research environment and to @iabnews.bsky.social for the cooperation regarding sampling and data collection!

Wage transparency matters. Employees in firms with collective bargaining agreements or those who discuss wages with colleagues are more likely to view women’s wages as unfairly low.

Female leadership seems to influence wage fairness perceptions. Women with a female supervisor are more likely to see women’s wages as unfairly low. However, the overall share of women in management does not show a clear effect.

In contrast to previous work, we find that women are more likely than men to perceive other women’s wages as unfairly low. This pattern is driven by highly educated and higher-earning women, raising questions about how workplace context influences fairness perceptions.

Who perceives lower wages for women to be fair? How perceptions of the fairness of men’s and women’s wages vary by firm and workplace characteristics Abstract. Previous research has shown that gender pay gaps are perceived as fair or justified, not only by men but also by women. In this paper we contribu

📢 Do employees perceive gender pay gaps to be (un)fair?

Susanne Strauß, Julia Lang and I contribute to the discussion around this question and explore how the organizational context shapes these perceptions.

Out in @europeansocreview.bsky.social

🔗 doi.org/10.1093/esr/...

Thank you Valentina!

Excited to start a new chapter this week at the European University Institute, working on perceptions of ethnic discrimination at the workplace in @distasioval.bsky.social’s ERC ('TARGETS').
Grateful for this opportunity and looking forward to exploring Tuscany on my road bike whenever I can! 🌄🚴‍♂️

Very honored to receive the In_equality ECR Excellence Award by @excinequality.bsky.social for my @europeansocieties.bsky.social article on promotion opportunities. Results show that employees perceive promotion penalties for women, mother's and part-time workers. ➡️ direct.mit.edu/euso/article...

New pub in @europeansocieties.bsky.social !
 
Do employees perceive their co-workers to be penalized regarding internal promotions?
 
Short answer: Yes, based on gender, motherhood and working part-time.
 
Long answer: doi.org/10.1080/14616696.2023.2270049