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Alonso-Villar, Olga & Coral del Río (2024): Where Do Families Headed by Same-Sex Couples Fall Within the U.S. Income Distribution? (Working paper / Universidade de Vigo, Departamento de Economía Aplicada 2401), Vigo, 39 S.

Abstract

"By building an entire counterfactual income distribution in which married/cohabiting male and female same-sex couple families and married/cohabiting different-sex couple families have the same composition in terms of education, race, age, presence of children, and geographical variables, we determine the differential effect of these factors to explain the position of each family type within the income distribution. We also explore the income sources from which intergroup income differences arise. This approach enables us to integrate the position of individuals in the labor market and their wellbeing in terms of family income (once the effects of the above variables are accounted for). Our analysis suggests that the sexual orientation wage disadvantage that men in same-sex couples experience coexists with a family income advantage (in both the actual and the counterfactual economy), which arises from the higher probability of two-earner couples among male same-sex couples and their gender wage advantage. However, these two features are not enough to protect male couples in the low tail of the income distribution, who have lower conditional earnings than married different-sex couple families do. As for female same-sex couple families, their position in the counterfactual income distribution seems to be strongly limited by the gender wage gap these women experience, which is not outweighed by the sexual orientation wage advantage they have and the higher probability of two-earner couples among these families." (Author's abstract, IAB-Doku) ((en))

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Anderson, Karoline Anita (2024): Cisnormative symbolic colonization and transgender and gender nonconforming individuals in the workplace. In: Gender, work & organization, Jg. 31, H. 1, S. 1-15. DOI:10.1111/gwao.13048

Abstract

"Cisnormativity assumes individual traits and social roles that correspond to one's gender assigned at birth. Cisnormativity in workplace culture sustains the discrimination of transgender and gender nonconforming (TGNC) individuals. Research in the workplace has yet to evaluate strategies that TGNC employees use to attain personal or social goals. In the present study, the term cisnormative symbolic colonization (CSC) incorporates Habermas' theory of communicative action with symbolic interactionism to demonstrate the permeation of cisnormative dominance in workplace culture through symbolic social practices. Interviews with 15 transgender women and gender nonconforming individuals illustrated four strategies used to mitigate CSC in the workplace: bargaining, validating, symbolic ‐aligning, and value‐endorsing. The findings demonstrated the dominant impact of CSC in workplace culture and revealed the employment of trans‐symbolism to integrate trans‐inclusive values in the workplace." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Carpenter, Christopher S., Lucas Goodman & Maxine J. Lee (2024): Transgender Earnings Gaps in the United States: Evidence from Administrative Data. (NBER working paper / National Bureau of Economic Research 32691), Cambridge, Mass, 88 S.

Abstract

"We provide the first evidence on transgender earnings in the US using administrative data on over 55,000 individuals who changed their gender marker with the Social Security Administration and had gender-congruent first name changes on tax records. We validate and describe this sample which exhibits positive selection likely associated with the ability to legally affirm gender. To address selection we estimate transgender earnings gaps using timing variation within-person and variation across siblings and coworkers. All three approaches return evidence of robust transgender earnings penalties of 6-13 log points driven by extensive and intensive margin differences." (Author's abstract, IAB-Doku) ((en))

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De Vries, Lisa & Stephanie Steinmetz (2024): Sexual Orientation, Workplace Authority and Occupational Segregation: Evidence from Germany. In: Work, Employment and Society, Jg. 38, H. 3, S. 852-870. DOI:10.1177/09500170231158513

Abstract

"An extensive body of research has documented the relationship between sexual orientation and income, but only a few studies have examined the effects of sexual orientation on workplace authority. This article investigates the probability of lesbian, gay and bisexual (LGB) people having (high-level) workplace authority and the effects of occupational gender segregation. It analyses four waves of data from the German Socio-Economic Panel study (N=37,288 heterosexual and N=739 LGB observations). The results show that gay and bisexual men do not differ from heterosexual men in their probability of having workplace authority, but they have a lower probability of attaining high-level authority. Lesbian and bisexual women have a higher probability than heterosexual women of having workplace authority, but no advantages in attaining high-level authority. These insights into occupational segregation suggest that gay and bisexual men experience similar levels of disadvantages across occupations, whereas lesbian and bisexual women have an advantage in female-dominated occupations." (Author's abstract, IAB-Doku) ((en))

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De Vries, Lisa (2024): Job Attribute Preferences of Sexual Minority People: The Role of Past Discrimination and Safe Havens. In: Social Sciences, Jg. 13, H. 3. DOI:10.3390/socsci13030124

Abstract

"Building on research on discrimination, occupational segregation, and labor market inequalities that are rooted in sexual orientation, this study examines how previous negative experiences of discrimination and positive experiences of “safe havens”—workplaces that protect employees from discrimination—are associated with job attribute preferences of sexual minority people. Based on data from a German online convenience sample (N = 1197 sexual minority respondents), this study focuses on five job attribute preferences: high income, good promotion prospects, opportunities for further training, interesting work, and LGB-friendly work climate. The results suggest the high importance of an LGB-friendly work climate for sexual minority people. Furthermore, the results show that discriminatory experiences are positively associated with the importance of an LGB-friendly work climate for sexual minority people in an early career stage. However, safe havens are positively associated with the importance of an LGB-friendly work climate for sexual minority people. Finally, results suggest little evidence for an association between discrimination, safe havens, and general job attribute preferences. Differences between career stages highlight the importance of this variable in further research on the career trajectories of sexual minority people." (Author's abstract, IAB-Doku) ((en))

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Delhommer, Scott & Domonkos F. Vamossy (2024): Effect of State and Local Sexual Orientation Anti-Discrimination Laws on Labor Market Differentials. (arXiv papers 2404.03794), 49 S.

Abstract

"This paper presents the first quasi-experimental research examining the effect of both local and state anti-discrimination laws on sexual orientation on the labor supply and wages of lesbian, gay, and bisexual (LGB) workers. To do so, we use the American Community Survey data on household composition to infer sexual orientation and combine this with a unique panel dataset on local anti-discrimination laws. Using variation in law implementation across localities over time and between same-sex and different-sex couples, we find that anti-discrimination laws significantly reduce gaps in labor force participation rate, employment, and the wage gap for gay men relative to straight men. These laws also significantly reduce the labor force participation rate, employment, and wage premium for lesbian women relative to straight women. One explanation for the reduced labor supply and wage premium is that lesbian couples begin to have more children in response to the laws. Finally, we present evidence that state anti-discrimination laws significantly and persistently increased support for same-sex marriage. This research shows that anti-discrimination laws can be an effective policy tool for reducing labor market inequalities across sexual orientation and improving sentiment toward LGB Americans." (Author's abstract, IAB-Doku) ((en))

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Denier, Nicole, Chih-lan Winnie Yang, Xavier St-Denis & Sean Waite (2024): Earnings trajectories of individuals in same-sex and different-sex couples: Evidence from administrative data. In: Research in Social Stratification and Mobility, Jg. 92. DOI:10.1016/j.rssm.2024.100950

Abstract

"We unite two interrelated bodies of work – a growing literature on sexual orientation earnings gaps and a rich tradition of research on intragenerational career trajectories – toexamine how labor markets and life courses interact to produce gender and sexual orientation inequalities over time. We use the 1982–2019 Canadian Longitudinal Administrative Databank, a unique longitudinal database constructed from tax records, to answer core questions about the mechanisms that underlie sexual orientation earnings inequality. Growth curve models reveal how sexual orientation earnings gaps evolve over time spent in the workforce, and how they relate to differences in demographic and work characteristics for those in same- and different-sex couples at various points in the life course. We find that sexual orientation earnings gaps converge and diverge at unique career stages for men and women, and at each stage relate to unique mechanisms, especially work characteristics and family status. We find little significant variation in average earnings trajectories by sexual orientation across cohorts who were subject to differing legal and social environments surrounding sexual orientation." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))

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Drydakis, Nick (2024): Trans people, well-being, and labor market outcomes. (IZA world of labor 386), Bonn, 10 S. DOI:10.15185/izawol.386.v2

Abstract

"Acceptance of one’s gender identity and congruence between one’s gender identity and outward appearance are associated with less adverse mental health symptoms, and greater life and job satisfaction. However, trans people are subject to human rights violations, hate crimes, and experience higher unemployment and poverty than the general population. Trans people often feel that they are citizens who are not allowed to be themselves and practice their authentic identity. Many biased treatments of trans people could be attenuated if legal protections and inclusive workplace practices were in place." (Text excerpt, IAB-Doku) ((en))

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Fasoli, Fabio, David M. Frost & Harley Serdet (2024): How voice transition and gender identity disclosure shape perceptions of trans men in the hiring process. In: Gender, work & organization, Jg. 31, H. 1, S. 36-58. DOI:10.1111/gwao.13053

Abstract

"Trans men often face discrimination in the hiring process. However, it remains unclear whether the disclosure of gender identity and perceived masculinity during transition play a role in first impressions and perceived job suitability of trans male applicants. Across two studies (N  = 332), we examined how cisgender heterosexual participants perceived a transgender male candidate in terms of his masculinity and whether they judged him suitable for a stereotypically masculine job. Such judgments were first based on the candidate's voice at different stages of gender transition and, secondly, after disclosure of gender identity in the job application form. In Study 1, participants judged a trans man at the beginning of the voice transition (3 months on testosterone) or a trans man in advanced transitioning (1 year on testosterone). Study 2 involved the judgments of the same trans men at different times in the voice transition (1 week—beginning, 6 months—intermediate, and 1 year—advanced). Masculinity judgments were influenced by voice transitioning, but judgments were adjusted after his gender identity was disclosed. Disclosure created an advantage in perception of the trans man candidate as more suitable for the role, especially when he was at the beginning of the voice transition when his voice was not perceived as masculine. Findings are discussed in relation to trans men's employability and identity disclosure." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Gromadzki, Jan & Honorata Bogusz (2024): Labor Market Outcomes of Same-Sex Couples in Countries with Legalized Same-Sex Marriage. (Department of Economics working paper / Vienna University of Economics and Business 360), Wien, 63 S.

Abstract

"We study the labor market outcomes of same-sex couples using data from large representative household surveys. We use high-quality data representing more than two-thirds of the world's population with access to same-sex marriage on three continents. Same-sex couples are less likely to be inactive and work more hours than different-sex couples, largely due to the differences in the probability of having a child. Men in same-sex couples are up to 60 percent more likely to be unemployed than men in different-sex couples. These unemployment gaps cannot be explained by occupational sorting or other observable characteristics." (Author's abstract, IAB-Doku) ((en))

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Gutierrez, Emilio & Adrian Rubli (2024): LGBT+ persons and homophobia prevalence across job sectors: Survey evidence from Mexico. In: Labour Economics, Jg. 87. DOI:10.1016/j.labeco.2023.102500

Abstract

"LGBTQ+ individuals may face particular labor market challenges concerning disclosure of their identity and the prevalence of homophobia. Employing an online survey in Mexico with two elicitation methods, we investigate the size of the LGBTQ+ population and homophobic sentiment across various subgroups. We find that around 5%–13% of respondents self-identify as LGBTQ+, with some variation by age and job sectors. Homophobic sentiment is more prevalent when measured indirectly and is higher among males, older and less educated workers, and in less traditional sectors. Lastly, we uncover a negative correlation between homophobia and LGBTQ+ presence in labor markets, suggesting a need for policies to address these disparities." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))

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Hutchinson, Brook, Jesse E. Shircliff, Christy Glass, Gabe H. Miller, Guadalupe Marquez-Velarde & Mario I. Suárez (2024): Analyzing Trans and Nonbinary Workers' Response to Workplace Discrimination. In: Work and occupations. DOI:10.1177/07308884241240079

Abstract

"Workplace discrimination against trans and nonbinary workers is pervasive and contributes to high rates of unemployment, underemployment, and economic precarity. Scholars have begun to identify the ways cisnormativity is embedded in workplace organizations in ways that contribute to hostile work environments for trans and nonbinary workers. However, relatively little research has explored the strategies trans and nonbinary workers use to navigate such environments. The current study contributes to this growing field by exploring the predictors of worker agency among trans and nonbinary workers. Drawing on data from the 2015 U.S. Transgender Survey, this study analyzes the role of social status, including race, gender, and social class, and institutional protections, including union membership and antidiscrimination policies, in shaping trans and nonbinary workers’ responses to discrimination. Our findings suggest that lower status workers are more likely than higher status workers to rely on self-protective measures that pose risks to their health and well-being, while comprehensive antidiscrimination policies enhance the ability of all workers to pursue redressive action. We consider the implications of our findings for workplace policy and practice." (Author's abstract, IAB-Doku) ((en))

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Jaspers, Eva, Deni Mazrekaj & Weverthon Machado (2024): Doing Genders: Partner's Gender and Labor Market Behavior. In: American sociological review, Jg. 89, H. 3, S. 518-541. DOI:10.1177/00031224241252079

Abstract

"Partnered men and women show consistently gendered patterns of labor market behavior. We test whether not only a person’s own gender, but also their partner’s gender shapes hours worked. We use Dutch administrative population data on almost 5,000 persons who had both male and female partners, whose hours worked we observe monthly over 15 years. We argue that this provides a unique setting to assess the relevance of partner’s gender for labor market behavior. Using two-way fixed effects and fixed-effects individual slopes models, we find that both men and women tend to work more hours when partnered with a female partner compared to a male partner. These results align with our hypothesis that a partner’s gender influences labor market behavior. For women, we conclude that this finding may be (partly) explained by marital and motherhood status. Additionally, we discovered that women decrease their hours worked to a lesser extent when caring for a child if they have a female partner. Finally, we found that for men, the positive association between own and partner’s hours worked is weaker when one has a female partner, indicating a higher degree of specialization within these couples." (Author's abstract, IAB-Doku) ((en))

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Staudenmeyer, Bettina & Susanne Dern (2024): Förder-Labyrinth mit (zu) engen Rahmenbedingungen? Wie queere Themen im Übergangssystem zwischen Schule und Beruf vorkommen und wie sie verankert werden könnten. In: Neue Praxis, Jg. 54, H. 2, S. 142-156.

Abstract

"Das von Bettina Staudenmeyer und Susanne Dern vorgestellte Forschungsprojekt »(Un)angepasst« blickt auf die Verschränkung von Machtverhältnissen in Bezug auf Klasse und Geschlecht sowie sexueller Orientierung im Übergangssystem zwischen Schule und Beruf. Dieses wendet sich an Jugendliche, welche den Einstieg in Ausbildung oder Beruf nicht schaffen beziehungsweise an Jugendliche, welche durch gesellschaftliche Hürden am Einstieg gehindert werden. Adressaten sind also junge Menschen, welche keinen Schulabschluss haben oder trotz Schulabschluss keinen Ausbildungsplatz finden." (Verlagsangaben, IAB-Doku)

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Stückradt, Katharina, Eva Jaspers, Ruben van Gaalen & Weverthon Machado (2024): Parents' hourly wages in female same-sex and different-sex couples: The role of partner's gender and employers. In: Journal of Family Research, Jg. 36, S. 66-84. DOI:10.20377/jfr-960

Abstract

"Objective: This research article investigates the relationship between parenthood and wages, considering the partner's gender and the influence of employers on wage trajectories for birth and non-birth mothers and fathers. Background: It offers a novel examination whether the gender of the partner affects the wage outcomes for birth mothers and explores the differential impact of employers on wages for birth and non-birth mothers, using Dutch register data. Method: Utilizing OLS regression, Heckman selection, and fixed-effects models, this study focuses on all Dutch couples who had their first child between 2008 and 2014 in the Netherlands, from two years prior to the birth until two years after birth. Results: Consistent with human capital theory, the findings reveal a consistent and unfavourable wage development for birth mothers, regardless of whether they are in same-sex couples or different-sex couples. The wage development for non-birth mothers in female same-sex couples resembles that of fathers, showing a more positive trajectory compared to birth mothers. Furthermore, the analysis indicates that employers do not differentiate in their treatment of birth and non-birth mothers, suggesting that biological constraints associated with motherhood impact wages of birth mothers, while both their male and female partners ’ wages do not decline. Conclusion: The study contributes to the existing literature in family sociology, highlighting the need for policies and interventions that address the specific challenges faced by birth mothers in the labor market." (Author's abstract, IAB-Doku) ((en))

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Tomaselli, Alexandra (2024): An Intersectional Analysis of Precarity and Exploitation: Women and LGBTQIA+ Workers in Substate Neoliberal Systems. In: Social Inclusion, Jg. 12. DOI:10.17645/si.7744

Abstract

"The intersection of gender and ethnicity or race lies at the root of structural discrimination and racist practices for accessing the labor market and in the workplace. This discrimination is particularly evident for women and LGBTQIA+ individuals who either belong to ethnic minorities or are migrants. However, numerous other social drivers (e.g., age, class, origins) and external factors (e.g., prejudices, gender-based violence) further hinder their participation in the work domain and their attainment of fair labor conditions. This article explores how gender, ethnicity, and race intersect and operate with other conditions and factors to perpetuate the precarity and exploitation of women and LGBTQIA+ individuals who find themselves at the nexus of varied intersectional axes. The discussion centers around two neoliberal substate units in the Global North (South Tyrol, in Italy, and Catalonia, Spain) that register low unemployment rates and high rates of migration and that are home to historical, linguistic, and ethnic minorities. This empirical article provides for an informed debate on the lived experience of precarity and exploitation of women and LGBTQIA+ workers, and an analysis of how neoliberal substate units’ labor and gender policies could be reformed." (Author's abstract, IAB-Doku) ((en))

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Watson, David, Angelo Benozzo & Roberta Fida (2024): Trans People in the Workplace: Possibilities for Subverting Heteronormativity. In: Work, Employment and Society, Jg. 38, H. 3, S. 744-765. DOI:10.1177/09500170231155059

Abstract

"This article explores possible subversions of heteronormativity through transgender performativity in the workplace. Drawing on insights from Judith Butler we focus on how employees construct (un)intelligible subject positions that can create ‘moments’ of subversion, which go against the disciplinary, powerful and normative gender binary. We explore this possibility through an analysis of qualitative material generated through encounters with 11 Italian trans workers. Our analysis shows that subversion manifests in diverse ways according to how individual performativities combine with organisational context. Within this diversity we highlight three moments of subversion: subversion through intrigue; subversion through incongruence; and subversion through betrayal. We argue that where transgender identity contrasts strongly with gender norms, subversion is most intense. The subversion of strongly heteronormative working contexts is difficult as moments of subversion are unpredictable, varied and can come at personal cost, but are necessary in order to accommodate different gender identities." (Author's abstract, IAB-Doku) ((en))

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Zindel, Zaza & Lisa De Vries (2024): Career sacrifice for an LGBTQ*-friendly work environment? a choice experiment to investigate the job preferences of LGBTQ* people. In: PLoS ONE, Jg. 19. DOI:10.1371/journal.pone.0296419

Abstract

"Recent research in economics and sociology demonstrates the existence of significant occupational segregation by sexual orientation and gender identity and differences in a range of labor market outcomes, such as hiring chances, earnings, and leadership positions. In this paper, we examine one possible cause of these differences that is associated with the disadvantaged position of sexual and gender minorities in the labor market: LGBTQ* individuals’ choices aimed at avoiding possible discrimination. This paper examines LGBTQ* people’s relative importance of income, time, promotion prospects, an LGBTQ*-friendly work environment, and diversity management in the decision for or against a job. Based on a discrete choice experiment conducted in a large online sample recruited through social media in Germany (N = 4,507), an LGBTQ*-friendly work climate accounted, on average, for 33.8 percent of respondents’ decisions which is comparable with the relative importance of income. Overtime, a diversity management on company level and promotion prospects are less important in the job decision process of LGBTQ* people. While the results show only small differences by sexual orientation, they show group-specific preferences by gender identity. An LGBTQ*-friendly work climate is more important for cisgender women of the LGBTQ* community and gender minorities than for cisgender men of the LGBTQ* community. In contrast, income is less important for gender minorities and cisgender women of the LGBTQ* community than for cisgender men of the LGBTQ* community." (Author's abstract, IAB-Doku) ((en))

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Aksoy, Cevat Giray, Christopher S. Carpenter, Ralph De Haas, Mathias Dolls & Lisa Windsteiger (2023): Reducing Sexual Orientation Discrimination: Experimental Evidence from Basic Information Treatments. In: Journal of policy analysis and management, Jg. 42, H. 1, S. 35-59. DOI:10.1002/pam.22447

Abstract

"We study basic information treatments regarding sexual orientation using randomized experiments in three countries with strong and widespread anti-gay attitudes: Serbia, Turkey, and Ukraine. Participants who received information about the economic costs to society of sexual orientation discrimination were significantly more likely than those in a control group to support equal employment opportunities based on sexual orientation. Information that the World Health Organization (WHO) does not regard homosexuality as a mental illness increased social acceptance of sexual minorities, but only for those who reported trust in the WHO. Our results have important implications for policymakers aiming to expand the rights of lesbian, gay, and bisexual people worldwide." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Barnard, Sarah, Andrew Dainty, Sian Lewis & Andreas Culora (2023): Conceptualising Work as a 'Safe Space' for Negotiating LGBT Identities. Navigating Careers in the Construction Sector. In: Work, Employment and Society, Jg. 37, H. 6, S. 1565-1582. DOI:10.1177/09500170221090164

Abstract

"Despite sustained focus in recent years on understanding the experiences of underrepresented groups in construction, there has been a paucity of work that has explored the experiences of lesbian, gay, bisexual and transgender (LGBT) workers. Research has shown homophobia is commonplace in the construction industry and very few gay employees feel able to be open about their sexuality. Using qualitative data garnered from 16 in-depth interviews and a focus group with LGBT workers in the UK construction sector, this article analyses how participants negotiate identities at work and navigate their careers. Drawing on the concept of heteronormativity we consider how organisational contexts frame, constrict and liberate identities in the workplace. Significantly, our findings show that despite enduring heteronormative structures, work was described by participants as a ‘safe space’. By demonstrating how workers assess, move between and create ‘safe spaces’, this article contributes novel insights into the challenging of heteronormativity in heteronormative work contexts." (Author's abstract, IAB-Doku) ((en))

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Fletcher, Luke & Janusz Swierczynski (2023): Non-binary gender identity expression in the workplace and the role of supportive HRM practices, co-worker allyship, and job autonomy. In: The International Journal of Human Resource Management, S. 1-34. DOI:10.1080/09585192.2023.2284191

Abstract

"In this paper, we shed light on how non-binary people express their gender identity in the workplace by drawing on self-discrepancy and self-verification theories. We argue that non-binary workers may experience a discrepancy between their actual and ideal expression of their gender identity at work and be motivated to prevent this due to a desire for others to see them as they see themselves. A mixed quantitative/qualitative survey of 160 non-binary workers in the UK and USA reveals that there are various ways non-binary workers express their gender identity at work via physical appearance and clothing, gestures and language, posture and movement, and other communication signals. However, most non-binary workers may perceive a moderate level of discrepancy between their current and ideal-future expression of their gender identity at work. We find that such discrepancies are less likely to occur when organizations promote supportive gender identity related HRM practices (such as flexible dress code and pronoun policies), co-worker allyship, and job autonomy. Overall, we contribute to knowledge about how non-binary people view their gender identity expression at work and what HR practitioners, managers, and co-workers can do to support them." (Author's abstract, IAB-Doku) ((en))

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Fletcher, Luke & Rosa Marvell (2023): Furthering transgender inclusion in the workplace: advancing a new model of allyship intentions and perceptions. In: The International Journal of Human Resource Management, Jg. 34, H. 9, S. 1726-1756. DOI:10.1080/09585192.2021.2023895

Abstract

"There remains a significant knowledge gap in HRM regarding the inclusion of transgender (henceforth ‘trans’) workers. We examine and apply the emerging concept of allyship (a specific form of active support and advocacy for minority groups) to trans workers, and in doing so we advance a new model of allyship intentions and perceptions. We test our model across two studies. The first extends theorising on perceived diversity and inclusion climate (PDIC) and social dominance orientation (SDO) to explain how non-trans workers can exhibit trans allyship intentions. When non-trans workers were presented with a scenario of a co-worker disclosing their trans identity, we find that SDO is negatively related with allyship intentions, yet PDIC moderates this relationship, such that the negative impact of SDO is buffered by the positive influence of PDIC. The second study builds upon theorising on psychological safety and authenticity to explain how perceived allyship facilitates the wellbeing of trans workers. We find, in a survey of trans workers, that perceived allyship is positively associated with psychological safety and authenticity at work; and is indirectly related to work engagement via the former and to life satisfaction via the latter. We provide critical insights into how allyship can be advanced to understand and support trans inclusion." (Author's abstract, IAB-Doku) ((en))

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Hank, Karsten, Franz J. Neyer & Carolin Thönnissen (2023): Disparities in Subjective Well-being by Sexual Orientation: Comparing Cohorts from pairfam’s (2008-09) and FReDA’s (2021) Baseline Waves. In: Comparative Population Studies, Jg. 48. DOI:10.12765/cpos-2023-09

Abstract

"Significant expansion of legal rights and recognition of sexual minority populations triggered expectations that structural stigma, sexual minority stress and, consequently, previously well-documented disadvantages in health and well-being may decline over time. The empirical evidence on this issue is, however, still sparse and inconclusive. We contribute to this research by comparing baseline data from the German Family Panel (pairfam; 2008-09) and the German Family Demography Panel Study (FReDA; 2021). These data allow us to assess disparities in subjective well-being by sexual orientation and potential changes therein after legalisation of same-sex marriage in Germany in two adult cohorts interviewed more than a decade apart. We focus on two specific outcomes, namely life satisfaction and self-rated health. Two main findings emerged from our analysis: First, minority sexual orientation is associated with significantly lower subjective well-being, specifically lower life satisfaction. Second, there are no statistically significant changes in the sexual orientation-health nexus between cohorts. Our study, thus, neither lends support to “optimistic” expectations regarding the contribution of (further) reductions in institutional discrimination and structural stigma to (further) reductions in remaining disadvantages, nor does it lend support to “pessimistic” expectations suggesting that younger cohorts of sexual minority adults may experience an even larger gap in health and well-being than previous cohorts. We propose that the stability of sexual minorities’ disadvantages in subjective well-being during the first two decades of the 21st century in Germany be interpreted as the result of two opposing forces working in parallel: Reduced institutional discrimination and increased exposure to continued stigma. The legal recognition of same-sex relationships appears to be a necessary but not sufficient condition for the acceptance of sexual minorities. Remaining disparities by sexual orientation will thus not simply disappear when institutional discrimination of sexual minorities is eliminated. Currently, we may therefore find ourselves in a “transitory period” whose further evolution is difficult to predict. FReDA – with its evolving longitudinal dimension and the inclusion of self-reported measures of respondents’ sexual orientation – will constitute a powerful resource for future investigations of inequalities in yet understudied but increasingly visible sexual minority populations." (Author's abstract, IAB-Doku) ((en))

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Krell, Claudia (2023): "Ich mach' kein Geheimnis draus, aber ich spreche es nicht an". Erfahrungen von lesbischen, schwulen, bisexuellen, trans* und queeren (LSBT*Q) Jugendlichen in der beruflichen Bildung. In: Die Berufliche Rehabilitation, Jg. 37, H. 2, S. 6-16.

Abstract

"Knapp 890.000 junge Menschen haben im Jahr 2021 in Deutschland eine Ausbildung begonnen, sowohl im Übergangssektor (228.140) als auch im Berufsschulsystem (221.789) oder dualen System (437.761) (BMBF 2022). Nachdem sich 11,2% der 14- bis 29-Jährigen in Deutschland als LSBT* bezeichnen (Dalia Reserach 2017), kann davon ausgegangen werden, dass sich eine nicht geringe Anzahl von Jugendlichen und jungen Erwachsenen unter den neuen Auszubildenden befindet, die nicht heterosexuell bzw. cisgeschlechtlich sind. Ausgehend von einer Studie des Deutschen Jugendinstitutes zur Situation von queeren Jugendlichen in der beruflichen Bildung gibt der folgende Artikel einen Überblick über ihre Erfahrungen und stellt u.a. aus den Ergebnissen abgeleitete Handlungsmöglichkeiten vor." (Autorenreferat, IAB-Doku, © Lambertus-Verlag)

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Litsardopoulos, Nicholas, George Saridakis & Andrew E. Clark (2023): Variants of Gender Bias and Sexual-Orientation Discrimination in Career Development. In: The B.E. Journal of Economic Analysis and Policy, Jg. 23, H. 4, S. 1175-1185. DOI:10.1515/bejeap-2023-0026

Abstract

"We use a nationally-representative dataset that includes a large sample of sexual-orientation minorities to investigate gender bias and sexual-orientation discrimination in career progression. Our results are consistent with persistent gender bias findings and non-heterosexual identity-based employment discrimination. Our findings are consistent with previous work noting that protective legislation for gay and lesbian sexual identities have increased the cost of discrimination and contribute to the improved socioeconomic status of a substantial number of people in these minority groups. However, these gains have not been shared with other minority groups in the LGB+ community, which still have some of the lowest probabilities of holding managerial jobs, and higher probabilities of appearing in lower socioeconomic classes." (Author's abstract, IAB-Doku, © De Gruyter) ((en))

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Mills, Suzanne & Benjamin Owens (2023): Customer Abuse and Aggression as Labour Control Among LGBT Workers in Low-Wage Services. In: Work, Employment and Society, Jg. 37, H. 3, S. 776-793. DOI:10.1177/09500170211045843

Abstract

"This study examines the relation between customer abuse and aggression, the gender and sexual expression of workers, and labour control in low-wage services. In-depth interviews with 30 lesbian, gay, bisexual, and transgender (LGBT)1 low-wage service sector workers reveal how customer abuse and aggression works in consort with management strategies to reproduce cis- and heteronormativity. Customer abuse and aggression disciplined worker expressions of non-normative gender and sexual identities, leading to concealment and self-policing. Management was complicit in this dynamic, placing profitability and customer satisfaction over the safety of LGBT workers, only intervening in instances of customer abuse and aggression when it had a limited economic impact. It is posited that customer abuse and aggression is not only a response to unmet expectations emanating from the labour process but is also a mechanism of labour control that disciplines worker behaviour and aesthetics, directly and indirectly, by influencing management prerogatives." (Author's abstract, IAB-Doku) ((en))

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Moretti, Angelo (2023): Regional Public Opinions on LGBTI People Equal Opportunities in Employment: Evidence from the Eurobarometer Programme using Small Area Estimation. In: Social indicators research, Jg. 166, H. 2, S. 413-438. DOI:10.1007/s11205-023-03076-y

Abstract

"In recent years, the attention to lesbian, gay, bisexual, transgender and intersex (LGBTI) people' rights from institutions, society and scientific bodies has clearly progressed. Although equal opportunities in employment are promoted within European countries and by the EU legislation, there are still evident discriminations in Europe. Many LGBTI people still face bullying and anti-LGBTI discrimination in the workplace and job market. Considerably more progress must be made before every LGBTI person feels accepted and comfortable for who they are in the workplace. Importantly, views on equal opportunities in employment are characterised by spatial heterogeneity at a sub-national level. Therefore, it is necessary to disaggregate estimates of relevant indicators, at least, at a regional level. This is crucial to identify the regions requiring more attention by policy makers. However, large-scale sample surveys are not designed to produce precise and accurate sub-national estimates. Small area estimation methods offer powerful tools in this context. Here, we produce regional estimates of three indicators measuring views of discrimination in employment of people from LGBTI communities in Europe. The analyses are based on the Eurobarometer 91.4 2019. Our empirical evidence shows that the estimates produced by small area estimation are reliable, giving important information to policy makers." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Mourelatos, Evangelos (2023): Does Mood affect Sexual and Gender Discrimination in Hiring Choices? Evidence from Online Experiments. In: Journal of Behavioral and Experimental Economics, Jg. 106. DOI:10.1016/j.socec.2023.102069

Abstract

"We explore whether there is a link between mood and hiring decisions. This research examines how positive mood affects the discrimination faced by homosexual and female job candidates compared to heterosexual and male ones. We randomly assign respondents to one of two mood-inducing videos (positive and neutral), and we allow subjects to make a series of hiring choices prior and immediately after watching the mood-inducing video. Our experiment being conducted in the online labor platform Amazon Mechanical Turk, allows us to track the complete hiring process and monitor employers’ behavior within and without our treatment context. Constructing pairs of curriculum vitae, distinguished only by the sexual orientation or the gender of the applicants in each case, leads to the observation that women and gay men faced a significantly lower chance of getting hired. We also find that female employers proposed higher levels of discrimination only in the case of female applicants. Our positive mood manipulation leads to a decrease of discrimination levels. Thus, there is substantial experimental evidence to suggest that discrimination based on sexual orientation and gender also exists in online labor markets. An additional experiment with negative mood manipulation, also, gives evidence for the opposite direction of the effects, contributing to a broader picture of the relationship between mood and discrimination behavior. Contributions to the literature on hiring discrimination, mood research and the online economy are discussed." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))

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Oreffice, Sonia & Dario Sansone (2023): Commuting to work and gender norms by sexual orientation. In: Labour Economics, Jg. 85. DOI:10.1016/j.labeco.2023.102451

Abstract

"We assess the role of gender-conforming social norms in household decision-making and gender inequalities in the labor market with a parsimonious household model that endogenizes commuting time. Using the American Community Survey 2008-2019, we test the model predictions and find that women in same-sex couples have a longer commute to work than working women in different-sex couples, whereas the commute to work of men in same-sex couples is shorter than the one of working men in different-sex couples, even after controlling for demographic characteristics, partner's characteristics, location and urbanicity, fertility, marital status, industry and occupation. These differences among men and women amount to a sizable portion of the gender commuting gap estimated in the literature, and are particularly stark among married couples with children. Within-couple gaps in commuting time are also significantly smaller in same-sex couples, and labor supply disparities mimic the commuting ones. According to our model, these differences are interpreted as gender-conforming social norms leading women in different-sex couples into jobs with a shorter commute and fewer hours worked while their male partners or spouses hold jobs with a longer commute and more hours worked, thus reinforcing gender inequalities." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))

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Quinan, C. L. & Mina Hunt (2023): Non-binary gender markers: Mobility, migration, and media reception in Europe and beyond. In: European journal of women's studies, Jg. 30, H. 3, S. 380-390. DOI:10.1177/13505068211024891

Abstract

"Although European Union legal frameworks tend to conceive of sex and gender in binary terms, a growing number of countries in Europe and around the world have been increasingly allowing for third gender markers and non-binary possibilities in identity documents, passports, and public registries, of which the X marker in the sex or gender field has become the most common. However, initiatives like the X, which may initially signal trans-friendliness, must be considered alongside heightened border surveillance. As more and more European countries begin to follow this trend of expanding possibilities for registering (non-binary) gender (e.g. Malta, Denmark, Germany, the Netherlands), we look here to some illustrative examples (e.g. Nepal, Canada, Pakistan) that have been at the forefront of non-binary legal recognition to interrogate the complications and conundrums that these developments may provoke in European contexts." (Author's abstract, IAB-Doku) ((en))

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Ramaj, Sagi (2023): Neighbourhood effects and the labour market outcomes of immigrant men in same-sex couples. In: Journal of Ethnic and Migration Studies, Jg. 49, H. 7, S. 1723-1745. DOI:10.1080/1369183X.2021.2011174

Abstract

"Sexual minority immigrant men have poor economic wellbeing compared to heterosexuals and the native-born. This may be because they are marginalised as both sexual minorities and immigrants, which can isolate them from the networks, resources, and support offered by neighbourhood ties. Using data from the 2016 Canadian census, I investigate whether neighbourhood composition mediates the disparities in employment status and wages between immigrant men in same-sex couples and those who are Canadian-born and/or different-sex-coupled. Immigrant men in same-sex couples on average live in neighbourhoods that are more economically disadvantaged than Canadian-borns, less populated with coethnics than immigrants in different-sex couples, and more populated with other same-sex couples in general. Neighbourhoods provide a positive mediating effect (i.e. a ‘protective’ effect) for immigrants in same-sex couples compared to immigrants in different-sex couples, but largely do not affect the economic gaps between them and Canadian-borns." (Author's abstract, IAB-Doku) ((en))

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Sarzosa, Miguel (2023): Sexual Orientation and Labor Market Disparities. In: Journal of Economic Behavior & Organization, Jg. 212, S. 723-755. DOI:10.1016/j.jebo.2023.06.007

Abstract

"This paper assesses labor market disparities against sexual minorities. My empirical strategy allows schooling, employment, and income to be endogenously determined relying on the identification of unobserved heterogeneity (skills and sexual orientation). I find that disparities are more prevalent at the employment margin than at the earnings margin. Sexual minorities are 10–20 percentage points less likely to be employed than comparable heterosexual adults. The results suggest that selection into employment contributes to the elimination of the observed income gaps among the employed as the average sexual-minority worker is more skilled than their heterosexual counterpart." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))

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Ueno, Koji, Rachael Dominguez, Skyler Bastow & Jason V. D'Amours (2023): LGBTQ Identities and Career Plan Changes in Young Adulthood: Implications for Occupational Segregation and Disparities. In: Socius, Jg. 9, S. 1-13. DOI:10.1177/23780231231215682

Abstract

"Many young adults change their career plans after spending some time in the labor force, and those who hold marginalized identities change their plans in unique ways as they respond to unfair treatments in workplaces. Past research on this topic focused on (cisgender) women and people of color, and little is known about how LGBTQ people change their career plans. Furthermore, many LGBTQ youth today develop optimistic views that their sexual and gender identities will not undermine their career opportunities, but the existing literature provides limited information about whether they maintain such views after their transition to the labor force and how they change their career plans if their perceptions of career disadvantages change. To fill these gaps in the literature, the authors analyzed longitudinal data from in-depth interviews with 37 LGBTQ young adults, who were followed over 2 to 10 years at 2-year intervals. The data showed that young LGBTQ workers’ career plan changes were intertwined with their sexual and gender identities. For example, some participants decided to move to more LGBTQ-friendly careers after experiencing workplace harassment and heteronormativity and cisnormativity, and those who had entered careers that allowed them to integrate their LGBTQ identities into work decided to leave the careers because of emotional burnout. Overall, the results suggest that LGBTQ people’s career plan adjustments to identity-related challenges at work operate as a worker-level mechanism that contributes to labor market segregation and financial disparities between LGBTQ and straight, cisgender workers." (Author's abstract, IAB-Doku) ((en))

Abstract

"This report is the first country review undertaken as part of the OECD work on LGBTI+ inclusion. It explores legal and policy progress towards LGBTI+ equality in Germany at both the national and subnational levels, and identifies good practices. The report first investigates the life situation of LGBTI+ Germans by presenting the most up-to-date data on the share of Germans who self-identify as LGBTI+, evaluating the extent to which LGBTI+ Germans face discrimination and violence, and assessing how this population fares in terms of well-being, mental and physical health. The report then examines whether laws critical to achieving LGBTI+ equality have been passed and how LGBTI+ equality in Germany could be further improved through legislation. Finally, beyond laws, the report focuses on policy achievements towards LGBTI+ equality, by distinguishing between remedial policies, aimed at enforcing antidiscrimination and anti-violence laws, and preventive policies, aimed at fostering a culture of equal treatment of LGBTI+ individuals at school, in the workplace, and in healthcare." (Author's abstract, IAB-Doku) ((en))

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Aksoy, Billur, Christopher S. Carpenter & Dario Sansone (2022): Understanding Labor Market Discrimination against Transgender People: Evidence from a Double List Experiment and a Survey. (IZA discussion paper 15542), Bonn, 90 S.

Abstract

"Using a US nationally representative sample and a double list experiment designed to elicit views free from social desirability bias, we find that anti-transgender labor market attitudes are significantly underreported. After correcting for this concealment, we report that 73 percent of people would be comfortable with a transgender manager and 74 percent support employment non-discrimination protection for transgender people. We also show that respondents severely underestimate the population level of support for transgender individuals in the workplace, and we find that labor market support for transgender people is significantly lower than support for gay, lesbian, and bisexual people. Our results provide timely evidence on workplace-related views toward transgender people and help us better understand employment discrimination against them." (Author's abstract, IAB-Doku) ((en))

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Bayrakdar, Sait & Andrew King (2022): Job Satisfaction and Sexual Orientation in Britain. In: Work, Employment and Society, Jg. 36, H. 1, S. 21-39. DOI:10.1177/0950017020980997

Abstract

"Studies looking at patterns of labour market outcomes among lesbian, gay and bisexual (LGB) individuals focus mostly on earnings, while non-pecuniary outcomes of LGB individuals have remained a relatively under-researched area. Using the latest wave of the Workplace Employment Relations Study (WERS), this article investigates the job satisfaction levels of LGB individuals compared to their heterosexual peers for the first time in Britain. The results show significantly lower job satisfaction levels only for bisexual men, compared to their heterosexual counterparts. Moreover, the findings do not show a direct impact of LGB(T)-related workplace policies on job satisfaction levels." (Author's abstract, IAB-Doku) ((en))

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Burchell, Drew Maxwell, Tamara Anne Franz-Odendaal & Phillip Joy (2022): “I never want to leave part of myself at the doorstep”: Experiences of Canadian LGBTQ2S+ postdoctoral scholars in the sciences. In: International Journal of Gender, Science and Technology, Jg. 14, H. 1, S. 19-39.

Abstract

"Diversity and inclusion in science improves the field for all, but cisheteronormative cultures can make academic science departments difficult for LGBTQ2S+ (Lesbian, Gay, Bisexual, Transgender, Queer, 2-Spirit1, and other identities)individuals to navigate. Evidence suggests that this cisheteronormativity can contribute to a “leaking” science pipeline, where such individuals are more likely to seek out paths outside of science and academia. Studies also show that postdoctoral scholars have low life satisfaction and trouble finding academic jobs, which could worsen this “leak”. However, there is little Canadian data on this topic, and no data on LGBTQ2S+ postdocs. This qualitative study explored the values, beliefs, and experiences of 14 Canadian LGBTQ2S+ postdocs in science. Semi-structured interviews were conducted about coming out as LGBTQ2S+ in science, experiences of mentorship, and their beliefs on staying within science and academia. Interview data was analyzed thematically from a poststructural perspective. The main themes that emerged were: 1) feeling supported and accepted, 2) experiencing cisheteronormativity and discrimination, and 3) the leaking academic pipeline. While some participants experienced their science departments as supportive, many also discussed heteronormativity, cisnormativity, and sexism, which was consistent with previous literature. Many participants considered leaving academia due to lack of job security, competitive job market, and work-life balance issues." (Author's abstract, IAB-Doku) ((en))

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Burn, Ian & Michael E. Martell (2022): Gender typicality and sexual minority labour market differentials. In: BJIR, Jg. 60, H. 4, S. 784-814. DOI:10.1111/bjir.12671

Abstract

"Sexual minorities experience significant differences in labour market outcomes relative to comparable heterosexuals, with larger differences in earnings than in labour supply. A common explanation of these differences is that they may reflect unobserved differences in masculinity and femininity in the sexual minority population. We leverage data on personality and behaviours in the National Study of Adolescent to Adult Health (Add Health) to test whether controlling for differences in masculinity and femininity through quantitative measures of gender typicality eliminates labour market differentials. While we find evidence that gender typicality does affect labour market outcomes of men and women on average, we find no evidence of a differential effect for gays and lesbians. Controlling for gender typicality does not affect the sexual orientation labour market differentials. The evidence suggests that existing estimates of earnings differentials are not affected by omitted variable bias due to not controlling for gender typicality." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Cech, Erin A. & Tom Waidzunas (2022): LGBTQ@NASA and Beyond: Work Structure and Workplace Inequality among LGBTQ STEM Professionals. In: Work and occupations, Jg. 49, H. 2, S. 187-228. DOI:10.1177/07308884221080938

Abstract

"Scholars are just beginning to understand how organizational processes shape LGBTQ workplace inequality. Using multimethod data from STEM professionals, this article examines how one such factor—the way work tasks are structured within organizations—may impact LGBTQ workers’ experiences of marginalization and devaluation. Through interviews with STEM professionals at two NASA space flight centers with different work structures, we find that LGBTQ professionals at the NASA center where work is organized in dynamic project-based teams experienced less inclusive and respectful interactions with colleagues, in part because they had to rapidly establish credibility and develop new status management strategies each time they were shuffled into new teams. The stability of the traditional unit-based structure at the other NASA center, by contrast, allowed LGBTQ professionals time to navigate status management and build trust. This stability also facilitated LGBTQ community building. Analysis of survey data of over 14,000 US STEM professionals (594 who identify as LGBTQ) corroborates this work structure pattern: LGBTQ professionals across STEM disciplines and employment sectors working in dynamic project-based teams were more likely to report interpersonal marginalization and devaluation than LGBTQ professionals who worked in traditional unit-based structures. These findings highlight work structure as an important mechanism of LGBTQ inequality that demands further investigation." (Author's abstract, IAB-Doku) ((en))

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Drydakis, Nick (2022): Sexual Orientation and Earnings. A Meta-Analysis 2012-2020. In: Journal of Population Economics, Jg. 35, H. 2, S. 409-440. DOI:10.1007/s00148-021-00862-1

Abstract

"This meta-analysis utilizes 24 papers published between 2012 and 2020 that focus on earnings differences by sexual orientation. The papers cover the period between 1991 and 2018, and countries in Europe, North America, and Australia. The meta-analysis indicates that gay men earned less than heterosexual men. Lesbian women earned more than heterosexual women, while bisexual men earned less than heterosexual men. Bisexual women earned less than heterosexual women. According to the meta-analysis, in data sets after 2010, gay men and bisexual men and women continue to experience earnings penalties, while lesbian women continue to experience earnings premiums. The persistence of earnings penalties for gay men and bisexual men and women in the face of anti-discrimination policies represents a cause for concern and indicates the need for comprehensive legislation and workplace guidelines to guarantee that people receive fair pay and not experience any form of workplace inequality simply because of their sexual orientation." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Gregory, Lee & Peter Matthews (2022): Social Policy and Queer Lives. Coming Out of the Closet? In: Journal of Social Policy, Jg. 51, H. 3, S. 596-610. DOI:10.1017/S0047279422000198

Abstract

"Social Policy as an academic discipline has been at the forefront of many progressive movements in society, exploring problems of poverty, hardship, exclusion and suffering, government intervention, and the critical appraisal of those interventions. Yet it has been strangely silent on issues of sexual identity and gender identity and the inequities faced by the LGBTQ+ community. In this article we draw upon lesbian and gay studies, and queer studies, to, first, unpack how heteronormativity is reinforced in social policy in practice and in its analysis within Social Policy as a discipline. This illustrates how the family, as a core basis for welfare in societies, has meant that, reflexively, the base unit of analysis within Social Policy has been the heterosexual family, without a full interrogation of what this means for different groups. Second, we review the limited evidence available around the inequalities LGBTQ+ people face, primarily in the UK (and wider global North), highlighting how the years of oppression have made “counting” this group of people difficult within our usual survey instruments. Thus, while Social Policy has aimed to achieve a universal social citizenship for all, it has inadvertently remained silent on how to include LGBTQ+ in its analysis." (Author's abstract, IAB-Doku) ((en))

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Hajnal, Áron & Ágota Scharle (2022): European Network of Public Employment Services: Mapping PES responses against labour market discrimination. Luxembourg: Publications Office of the European Union, 45 S. DOI:10.2767/40536

Abstract

"The report provides an overview of PES approaches, based on a survey conducted in 2021. It shows that in most countries, the PES mandate is limited to its general role in supporting job search and protecting jobseekers’ rights. However, some PES have a detailed and proactive anti-discrimination strategy and other PES mainstream support into their overall approach of individualised services." (Author's abstract, IAB-Doku) ((en))

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Jepsen, Christopher & Lisa Jepsen (2022): Convergence over time or not? U.S. wages by sexual orientation, 2000–2019. In: Labour Economics, Jg. 74. DOI:10.1016/j.labeco.2021.102086

Abstract

"An extensive literature on labor-market outcomes by sexual orientation finds lower wages for men in same-sex couples and higher wages for women in same-sex couples compared to their counterparts in different-sex couples. Previous studies analyzing multiple time periods provide suggestive evidence that the wage penalty for men in same-sex couples is heading toward zero. Using data from the American Community Survey on individuals in couples from 2000 to 2019, we find no evidence that wages, earnings, or incomes of men in same-sex couples are improving relative to married men in different-sex couples. For women in same-sex couples, we see mixed evidence of convergence relative to married women in different-sex couples. The persistence of a wage penalty for men in same-sex couples is concerning in the face of anti-discrimination policies and rising overall tolerance by Americans with respect to sexual orientation." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))

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Owens, Benjamin, Suzanne Mills, Nathaniel Lewis & Adrian Guta (2022): Work-related stressors and mental health among LGBTQ workers: Results from a cross-sectional survey. In: PLoS ONE, Jg. 17, H. 10. DOI:10.1371/journal.pone.0275771

Abstract

"Purpose: Lesbian, gay, bisexual, transgender, and queer (LGBTQ) individuals experience high rates of adverse mental health outcomes due to the stressors they experience in families, communities, and society more broadly. Work and workplaces have the potential to influence these outcomes given their ability to amplify minority stress, and their ability to influence social and economic wellbeing in this already marginalized population. This study aims to identify how sociodemographic characteristics and characteristics of work, including degree of precarity, industry and perceived workplace support for LGBTQ people, influence self-reported mental health among LGBTQ people in two Canadian cities. Methods Self-identified LGBTQ workers ≥16 years of age (n = 531) in Sudbury and Windsor, Ontario, Canada were given an online survey between July 6 and December 2, 2018. Multivariate ordinal logistic regression was used to calculate odds ratios (OR) to evaluate differences in gender identity, age, income, industry, social precarity, work environment, and substance use among workers who self-reported very poor, poor, or neutral mental health, compared with a referent group that self-reported good or very good mental health on a five-point Likert scale about general mental health. Results LGBTQ workers with poor or neutral mental health had greater odds of: being cisgender women or trans compared with being cisgender men; being aged <35 years compared with ≥35 years; working in low-wage service sectors compared with blue collar jobs; earning <$20,000/year compared with ≥$20,000/year; working in a non-standard work situation or being unemployed compared with working in full-time permanent employment; feeling often or always unable to schedule time with friends due to work; feeling unsure or negative about their work environment; and using substances to cope with work. Conclusions Both precarious work and unsupportive work environments contribute to poor mental health among LGBTQ people. These factors are compounded for trans workers who face poorer mental health than cis-LGBQ workers in similar environments." (Author's abstract, IAB-Doku) ((en))

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Parini, Lorena (2022): Doing and undoing gender at work: The workplace experiences of trans people in Switzerland. In: International Labour Review, Jg. 161, H. 3, S. 395-412. DOI:10.1111/ilr.12377

Abstract

"This article considers the effects of trans identity on people's workplace experiences. Drawing on in-depth individual interviews with 12 trans people in Switzerland in 2014–15, the author identifies the difficulties and successes of their experiences through the perspective of three dimensions: the effects of the type of transition they undergo (towards the male or female gender), difficulties in reconciling the temporalities of transitions with those of employers, and the circumstances in which individuals “come out”. Reflecting on trans people's access to economic citizenship, the author recommends revising labour legislation and raising awareness among managers of the issues surrounding trans identity." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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(2022): Transidentität und drittes Geschlecht im Arbeitsumfeld. Ein Praxisbuch für Unternehmen und den öffentlichen Dienst. Wiesbaden: Springer Gabler, XIII, 182. DOI:10.1007/978-3-658-33864-0

Abstract

"Dieses Buch ist ein Praxisleitfaden für den Umgang mit Transidentität und geschlechtlichen Identitäten jenseits von männlich und weiblich (intersexuelle und nichtbinäre Menschen und das sogenannte dritte Geschlecht) in der Arbeitswelt. Es richtet sich an Personalverantwortliche in Unternehmen und im öffentlichen Dienst, aber auch an Personen, die ein transidentes Comingout und einen Wechsel der im Arbeitsumfeld gelebten Geschlechtsrolle vor sich haben. Das Buch bietet einen Überblick über den Stand der rechtlichen Rahmenbedingungen geschlechtlicher Transition in Deutschland sowie einen ganzheitlichen und pragmatischen Ansatz für die betriebliche und behördliche Praxis im Umgang mit vielfältigen Geschlechtsidentitäten." (Autorenreferat, IAB-Doku, © Springer Gabler)

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Wang, Jing, David Wicks & Chris Zhang (2022): Job-related well-being of sexual minorities: Evidence from the British workplace employment relations study. In: BJIR, Jg. 60, H. 4, S. 841-863. DOI:10.1111/bjir.12707

Abstract

"Despite the increasingly liberal views toward sexual orientation and the evolution of legal rights worldwide, sexual minorities have been an understudied demographic group, especially in mainstream management scholarship. Using a national representative employer and employee linked survey, this study examines the relationship between sexual minority identity and job-related well-being. Multi-level regression analysis reveals that bisexual employees have higher levels of anxiety and depression at work than their heterosexual counterparts. The difference is greater in industries that are not friendly to sexual minorities. When bisexual employees believe their managers are trustworthy and supportive, that difference disappears. No differences are found in well-being between lesbians, gay men and their heterosexual counterparts. This study provides initial evidence on the effect of sexual minority identity on job-related well-being. It also sheds light on the different workplace outcomes between bisexual employees, lesbian women and gay men." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Badgett, M. V. Lee, Christopher S. Carpenter & Dario Sansone (2021): LGBTQ Economics. In: The Journal of Economic Perspectives, Jg. 35, H. 2, S. 141-170. DOI:10.1257/jep.35.2.141

Abstract

"Public attitudes and policies toward LGBTQ individuals have improved substantially in recent decades. Economists are actively shaping the discourse around these policies and contributing to our understanding of the economic lives of LGBTQ individuals. In this paper, we present the most up-to-date estimates of the size, location, demographic characteristics, and family structures of LGBTQ individuals in the United States. We describe an emerging literature on the effects of legal access to same-sex marriage on family and socioeconomic outcomes. We also summarize what is known about the size, direction, and sources of wage differentials related to variation in sexual orientation and gender identity. We conclude by describing a range of open questions in LGBTQ economics." (Author's abstract, IAB-Doku) ((en))

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Drydakis, Nick (2021): Sexual Orientation and Earnings. A Meta-Analysis 2012-2020. (IZA discussion paper 14496), Bonn, 36 S.

Abstract

"This meta-analysis utilizes 24 papers published between 2012-2020 that focus on earnings differences by sexual orientation. The papers cover the period between 1991 and 2018, and countries in Europe, North America and Australia. The meta-analysis indicates that gay men earned less than heterosexual men. Lesbian women earned more than heterosexual women, while bisexual men earned less than heterosexual men. Bisexual women earned less than heterosexual women. According to the meta-analysis, in data sets after 2010, gay men and bisexual men and women continue to experience earnings penalties, while lesbian women continue to experience earnings premiums. The meta-regression estimates indicate relationships between study characteristics and the estimated earnings effects for sexual minorities. For instance, regions, sexual minority data set sizes, and earnings classifications influence the outcomes. The persistence of earnings penalties for gay men and bisexual men and women in the face of anti-discrimination policies represents a cause for concern and indicates the need for comprehensive legislation and workplace guidelines to guarantee that people receive fair pay and not experience any form of workplace inequality simply because of their sexual orientation." (Author's abstract, IAB-Doku) ((en))

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Drydakis, Nick (2021): The Economics of Being LGBT. A Review 2015-2020. (IZA discussion paper 14845), Bonn, 26 S.

Abstract

"This paper reviews studies on LGBT workplace outcomes published between 2015 and 2020. In terms of earnings differences, in the US, Canada, Europe, and Australia, gay men were found to experience earnings penalties of 7% in comparison to heterosexual men, bisexual men experienced earnings penalties of 9% in comparison to heterosexual men, and bisexual women faced earnings penalties of 5% in comparison to heterosexual women. In the same regions, lesbian women experienced an earnings premium of 7% in comparison to heterosexual women. Trans women, in the US and Europe, faced earnings penalties ranging from 4% to 20%. In terms of job satisfaction, in the US, Canada, and Europe, gay men, and lesbian women experienced 15% and 12%, respectively lower job satisfaction than their heterosexual counterparts. Additionally, bullying against sexual minorities has persisted. In the UK, sexual minorities who experienced frequent school-age bullying faced a 32% chance of experiencing frequent workplace bullying. In relation to job exclusions, in OECD countries, gay men and lesbian women were found to experience 39% and 32%, respectively lower access to occupations than comparable heterosexual men and women. For trans men and women in Europe, comparable patterns are in evidence. Given these patterns, it is not of surprise that LGBT people in the US and the UK experience higher poverty rates than heterosexual and cis people. However, in these two regions, anti-discrimination laws and positive actions in the workplace helped reduce the earnings penalties for gay men, enhance trans people's self-esteem, spur innovation and firms' performance, and boost marketing capability, corporate profiles, and customer satisfaction. The evidence indicated that LGBT inclusion and positive economic outcomes mutually reinforced each other." (Author's abstract, IAB-Doku) ((en))