In this article, some of the most important findings of the European research project The Role of Men in Gender Equality (2011-2012) are discussed. This project was the first systematic research study of all European Union member states and associated European Free Trade Association states regarding men and gender equality in the fields of education and paid labor, the involvement of men in care and domestic work responsibilities, men's health, gender-based violence, and men's participation in gender equality policy. The main objective of the study was to gain better knowledge on the role and positioning of men concerning gender equality. A number of themes were emphasized. First, as the situation of men and women in societies is relational,

Germany and Austria are two countries with a comparably and persistently high gender pay gap. Further, both countries are classified as conservative welfare states where the male breadwinner model has been only partly modernized and strong corporatist structures shape working conditions. At the same time, welfare policy and provision are not only based on but also shape gender‐related norms, beliefs and assumptions that are virulent for job valuation and collective bargaining. Against this background the article analyses similarities and differences regarding the gender pay gap in Germany and Austria. While both countries show significant similarities regarding the causes for the gender pay gap, there are some differences regarding legislation and further policies with which the gender pay gap could be reduced. Arguing that the institutional framework strongly influences income opportunities for women and men, the article provides a sectoral analysis of the financial and insurance sector and the human health sector in both countries. Using qualitative data from a recent research project, it is argued that in the classification of a sector as ‘female’, the sectoral income level combined with different wage‐setting mechanisms have a crucial impact on wage inequalities between women and men.

The Study on the Role of Men in Gender Equality (2011-2012) shows a remarkable change in men's participation in care for children and domestic work in certain parts of Europe. Especially in Northern countries of Europe, men became more involved in care-giving roles between 2005 and 2010 while in the same period of time, decreases in the men's share were reported, especially from some Southern and Post-socialist countries with low share rates. On the other hand, there has been a growing under-representation of men in professional care work. Data indicate that in the past decade this already heavily feminised sector has experienced a further decline in the participation of men. Based on intersectional analysis, the paper discusses the most relevant factors associated with men's larger involvement in care for children and professional care. The variation of men's share runs both between and within countries, with socioeconomic position as one important variable.

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Organisationen in männerdominierten Branchen sind auf eine Vereinbarkeit von Erwerbs- und Betreuungsarbeit wenig ausgerichtet. Männer zeigen aber zum Teil neue Erwerbs- und Familienorientierungen. Welche Zugänge zur Umsetzung involvierter Vaterschaft lassen sich in männerdominierten Organisationen gegenwärtig feststellen? Basierend auf einem interpretativen Zugang zu Organisationen stellt der Beitrag dazu Ergebnisse einer qualitativen empirischen Studie aus Österreich vor. Die Ergebnisse machen deutlich, wie kurze Abwesenheiten als Normalfall männlicher Elternzeit konstruiert und Arbeitszeitadaptionen vor allem innerhalb des Formats der Vollzeitbeschäftigung zugelassen werden. Dies trifft auch auf Schichtarbeit zu, die als besonders inkompatibel mit Vereinbarkeitsthemen gilt. Die Ergebnisse zeigen außerdem, wie eine Vaterschaft zur Legitimierung eines Wunsches nach Distanzierung von der Erwerbsarbeit beitragen kann. Insgesamt wird erkennbar, dass ein punktueller Wandel der Arbeitszeit- und Organisationskulturen in männerdominierten Branchen stattfindet, aber von Organisationen und Beschäftigten in einem engen Rahmen gehalten wird, um die Orientierung am männlichen Erwerbsideal nicht zu erschüttern.

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