The gender wage gap in labor market outcomes has been intensively investigated for decades, yet it remains a relevant and innovative research topic in labor economics. Chapter 2 of this dissertation explores the pressing issue of gender wage disparity in Ethiopia. By applying various empirical methodologies and measures of occupational segregation, this chapter aims to analyze the role of female occupational segregation in explaining the gender wage gap across the pay distribution. The findings reveal a significant difference in monthly wages, with women consistently earning lower wages across the wage distribution. Importantly, the result indicates a negative association between female occupational segregation and the average earnings of both men and women. Furthermore, the estimation result shows that female occupational segregation partially explains the gender wage gap at the bottom of the wage distribution. I find that the magnitude of the gender wage gap in the private sector is higher than in the public sector. In Chapter 3, the Ethiopian Demography and Health Survey data are leveraged to explore the causal relationship between female labor force participation and domestic violence. Domestic violence against women is a pervasive public health concern, particularly in Africa, including Ethiopia, where a significant proportion of women endure various forms of domestic violence perpetrated by intimate partners. Economic empowerment of women through increased participation in the labor market can be one of the mechanisms for mitigating the risk of domestic violence. This study seeks to provide empirical evidence supporting this hypothesis. Using the employment rate of women at the community level as an instrumental variable, the finding suggests that employment significantly reduces the risk of domestic violence against women. More precisely, the result shows that women’s employment status significantly reduces domestic violence by about 15 percentage points. This finding is robust for different dimensions of domestic violence, such as physical, sexual, and emotional violence. By examining the employment outcomes of immigrants in the labor market, Chapter 4 extends the dissertation's inquiry to the dynamics of immigrant economic integration into the destination country. Drawing on data from the German Socio-Economic Panel, the chapter scrutinizes the employment gap between native-born individuals and two distinct groups of first-generation immigrants: refugees and other migrants. Through rigorous analysis, Chapter 4 aims to identify the factors contributing to disparities in employment outcomes among these groups. In this chapter, I aim to disentangle the heterogeneity characteristic of refugees and other immigrants in the labor market, thereby contributing to a deeper understanding of immigrant labor market integration in Germany. The results show that refugees and other migrants are less likely to find employment than comparable natives. The refugee-native employment gap is much wider than other migrant-native employment gap. Moreover, the findings vary by gender and migration categories. While other migrant men do not differ from native men in the probability of being employed, refugee women are the most disadvantaged group compared to other migrant women and native women in the probability of being employed. The study suggests that German language proficiency and permanent resident permits partially explain the lower employment probability of refugees in the German labor market. Chapter 5 (co-authored with Uwe Jirjahn) utilizes the same dataset to explore the immigrant-native trade union membership gap, focusing on the role of integration in the workplace and into society. The integration of immigrants into society and the workplace is vital not only to improve migrant's performance in the labor market but also to actively participate in institutions such as trade unions. In this study, we argue that the incomplete integration of immigrants into the workplace and society implies that immigrants are less likely to be union members than natives. Our findings show that first-generation immigrants are less likely to be trade union members than natives. Notably, the analysis shows that the immigrant-native gap in union membership depends on immigrants’ integration into the workplace and society. The gap is smaller for immigrants working in firms with a works council and having social contacts with Germans. Moreover, the results reveal that the immigrant-native union membership gap is decreasing in the year since arrival in Germany.