Zitatform

Moberg, Ylva (2016): Does the gender composition in couples matter for the division of labor after childbirth? (Working papers / Institute for Evaluation of Labour Market and Education Policy 2016,08), Uppsala, 62 S.

Abstract

"In this paper I compare the effect of entering parenthood on the spousal income gaps in lesbian and heterosexual couples using Swedish population wide register data. Comparing couples with similar pre-childbirth income gaps, a difference-in-differences strategy is used to estimate the impact of the gender composition of the couple on the spousal income gap after childbirth. The results indicate that the gender composition of the couple does matter for the division of labor after having children. Five years after childbirth the income gap is smaller in lesbian than in heterosexual couples also when comparing couples with the same pre-parenthood income gap. Heterosexual couples' division of labor seems to be influenced by traditional gender norms, regardless of their pre-childbirth income gap. In lesbian couples the partners' relative earnings before parenthood and a principle about fairness may be more important, as well as the partners' preferences for giving birth as the birth giving partner typically spends more time on parental leave." (Author's abstract, IAB-Doku) ((en))

Zitatform

Neumark, David (2016): Experimental research on labor market discrimination. (NBER working paper 22022), Cambrige, Mass., 97 S. DOI:10.3386/w22022

Abstract

"Understanding whether labor market discrimination explains inferior labor market outcomes for many groups has drawn the attention of labor economists for decades - at least since the publication of Gary Becker's The Economics of Discrimination in 1957. The decades of research on discrimination in labor markets began with a regression-based 'decomposition' approach, asking whether raw wage or earnings differences between groups - which might constitute prima facie evidence of discrimination - were in fact attributable to other productivity-related factors. Subsequent research - responding in large part to limitations of the regression-based approach - moved on to other approaches, such as testing direct predictions of the Becker model using data on discriminatory tastes, or using firm-level data to estimate both marginal productivity and wage differentials. In recent years, however, there has been substantial growth in experimental research on labor market discrimination - even though the earliest experiments were done decades ago. Some experimental research on labor market discrimination takes place in the lab. But far more of it is done in the field, which makes this particular area of experimental research unique relative to the explosion of experimental economic research more generally. This paper surveys the full range of experimental literature on labor market discrimination, places it in the context of the broader research literature on labor market discrimination, discusses the experimental literature from many different perspectives (empirical, theoretical, policy, and legal), and reviews what this literature has taught us thus far, and what remains to be done." (Author's abstract, IAB-Doku) ((en))

Abstract

"Dokumentation des Fachgesprächs der Antidiskriminierungsstelle des Bundes am 13. Oktober 2017 im Theater im Aufbauhaus Berlin, Kreuzberg. Das Fachgespräch diente dazu, die Studienergebnisse und Empfehlungen der Studie: 'Diskriminierungsrisiken in der öffentlichen Arbeitsvermittlung' einem Fachpublikum und der interessierten Öffentlichkeit vorzustellen. Aufbauend auf der Präsentation der Ergebnisse der Studie berichteten anschließend in kurzen einzelnen Interviews Vertreter_innen verschiedener Beratungsstellen und Betroffenenorganisationen von ihren Erfahrungen mit Diskriminierungsrisiken durch die öffentliche Arbeitsvermittlung und konnten aus ihrer Sicht Vorschläge äußern. Dabei hatte auch eine Vertreterin der Bundesagentur für Arbeit die Möglichkeit, auf die Handlungsempfehlungen einzugehen. Am Nachmittag wurden in drei parallelen Arbeitsgruppen mögliche praktische Handlungsansätze mit Vertreter_innen aus der Arbeitsvermittlung, der Beratung und aus der Wissenschaft diskutiert." (Textauszug, IAB-Doku)

Zitatform

Frohn, Dominic Johannes Tobias (2015): Out im Office?! Sexuelle Identität und Geschlechtsidentität im Kontext von Arbeit * Eine differenzielle Betrachtung der Arbeitssituation, der psychischen Beanspruchung und der Leistungsfähigkeit von LSBT*-Beschäftigten. Köln, 220 S. DOI:10.4126/FRL01-006399504

Abstract

Die Arbeitssituation von LSBT*-Personen ist bis dato weitgehend unbefriedigend erforscht. Zu bisexuellen Beschäftigten und erwerbstätigen Trans*-Personen liegen in Deutschland bisher keine aussagekräftigen Erkenntnisse vor. Diese kumulative Dissertationsschrift bildet in zwei empirischen Artikeln ein Forschungsprojekt im mixed-method-Design ab, welches sich aus einem qualitativ orientierten und einem quantitativ orientierten Teilprojekt zusammensetzt.
Inhalt:
Dominic Frohn: Subjektive Theorien von lesbischen, schwulen und bisexuellen bzw. transidenten Beschäftigten zum Umgang mit ihrer sexuellen bzw. ihrer Geschlechtsidentität im Kontext ihrer beruflichen Tätigkeit - eine explorative qualitative Studie (16-181);
Dominic Frohn: Homosexualität in Arbeit und Wirtschaft (186-220) (IAB)

Zitatform

Hammarstedta, Mats, Ali M. Ahmedb & Lina Andersson (2015): Sexual prejudice and labor market outcomes for gays and lesbians. Evidence from Sweden. In: Feminist economics, Jg. 21, H. 1, S. 90-109. DOI:10.1080/13545701.2014.937727

Abstract

"This paper presents results from a study of sexual prejudice and differentials in labor market outcomes due to sexual orientation. It uses data from a nationwide Swedish survey on public attitudes toward homosexuals, conducted in 1999, and combines them with register data for 2007, which include information about sexual orientation, employment status, and yearly earnings for the total population in Sweden. It finds that prejudice against homosexuals negatively affects the relative employment and relative earnings of gay men. Lesbians are affected negatively by prejudice against homosexuals in terms of employment, but the relationship is less clear in regard to earnings. Discrimination against homosexuals, as well as social norms, occupational sorting and self-selection in, geographic mobility are presented as explanations for the results." (Author's abstract, IAB-Doku) ((en))

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Jepsen, Christopher & Lisa K. Jepsen (2015): Labor-market specialization within same-sex and difference-sex couples. In: Industrial relations, Jg. 54, H. 1, S. 109-130. DOI:10.1111/irel.12078

Abstract

"We use data from the 2000 decennial U.S. Census to compare differences in earnings, hours worked, and labor-force participation between members of different household types, including same-sex couples, different-sex couples, and roommates. Both same-sex and different-sex couples exhibit some degree of household specialization, whereas roommates show little or no degree of specialization. Of all household types, married couples exhibit by far the highest degree of specialization with respect to labor-market outcomes. With respect to differences in earnings and hours, gay male couples are more similar to married couples than lesbian or unmarried heterosexual couples are to married couples." (Author's abstract, IAB-Doku) ((en))

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Kelly, Maura & Amy Lubitow (2015): Pride at work: Organizing at the intersection of the labor and LGBT Movements. In: Labor Studies Journal, Jg. 39, H. 4, S. 257-277. DOI:10.1177/0160449X14567806

Abstract

"Collaborations between labor and lesbian, gay, bisexual, and transgender (LGBT) organizations represent opportunities for both movements to increase their membership base, expand their circle of influence, and more fully embrace an intersectional framework for understanding social and economic justice. Drawing from interviews and participation with Pride at Work, an LGBT labor organization, we explore how coalitions that include LGBT and labor organizations can potentially benefit and strengthen both the labor movement and the movement for LGBT rights." (Author's abstract, IAB-Doku) ((en))

Zitatform

Klawitter, Marieka (2015): Meta-analysis of the effects of sexual orientation on earnings. In: Industrial relations, Jg. 54, H. 1, S. 4-32. DOI:10.1111/irel.12075

Abstract

"Most studies show that gay men earn less and lesbians earn more than their heterosexual counterparts, but the size of estimated sexual orientation differences varies greatly across studies. Using studies published between 1995 and 2012, a meta-regression shows that the gay sample size, sexual orientation measure, and controls for work intensity explain variation in estimates for men. For women, there are few conclusive influences although controlling for work intensity seems to be most important." (Author's abstract, IAB-Doku) ((en))

Zitatform

Montag, Josef (2015): What drives the gender gap? An analysis using sexual orientation. In: Kyklos, Jg. 68, H. 4, S. 577-608. DOI:10.1111/kykl.12095

Abstract

"Gender differences in productivity, if any, that are unobserved to researchers may produce an omitted variable bias in gender gap studies. Finding a subpopulation with less acute differences in unobserved characteristics would allow this concern to be addressed. This paper shows that gays and lesbians are one such interesting group - for the intra-household division of labor and its effects on market productivity cannot be sex-determined in this subpopulation. Indeed, there are substantial intra-household variations in labor market outcomes and other characteristics; the patterns and magnitudes are similar to different-sex households. Simultaneously, the gender wage gap between gays and lesbians is much smaller than in the heterosexual population; in specifications that control for geographic location it is near zero. These findings suggest that the intra-household division of labor is an important factor driving gender differences in labor market outcomes. Such an interpretation is consistent with recent studies that control for productivity." (Author's abstract, IAB-Doku) ((en))

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Patacchini, Eleonora, Giuseppe Ragusa & Yves Zenou (2015): Unexplored dimensions of discrimination in Europe. Homosexuality and physical appearance. In: Journal of population economics, Jg. 28, H. 4, S. 1045-1073. DOI:10.1007/s00148-014-0533-9

Abstract

"We study labor-market discrimination of individuals with 'specific' characteristics in Italy. We conduct a field experiment in two Italian cities: Rome and Milan, by sending 'fake' CVs to real ads. We find that there is a strong penalty for homosexuals, i.e., about 30 % less chance to be called back compared to a heterosexual male and even more so if they are highly skilled. On the other hand, we find no penalty for homosexual females. We also find a beauty premium for females only but this premium is much lower when the 'pretty' woman is skilled." (Author's abstract, IAB-Doku) ((en))

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Peukert, Almut (2015): Aushandlungen von Paaren zur Elternzeit. Arbeitsteilung unter neuen Vorzeichen? (Geschlecht und Gesellschaft 61), Wiesbaden: Springer VS, 312 S. DOI:10.1007/978-3-658-07071-7

Abstract

"Die Studie untersucht mit empirischen Methoden, wie Paare die Kindererziehungszeiten organisieren und verhandeln und wie sich das Elterngeld auf die geschlechtergerechte Aufteilung der Familienarbeit ausgewirkt hat." (Autorenreferat, IAB-Doku)

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Ulrich, Silvia & Karin Neuwirth (Hrsg.) (2015): Zum Verhältnis von Reproduktion, Erwerbsarbeit und fairer Budgetpolitik. (Linzer Schriften zu Gender und Recht 56), Linz: Trauner, 274 S., Anhang.

Abstract

"Diskriminierungsschutz, strukturelle Ursachen der Lohnungleichheit und ihre Verschränkung mit Fragen der Gleichstellung der Geschlechter in Bezug auf familiäre Rechte und Pflichten sind nach wie vor zentrale Themen der Genderforschung. Aufgabe des Gesetzgebers ist es, eine gleichberechtigte Lebens- und Arbeitswelt zu fördern.
Durch die Verankerung von Gender Budgeting als Staatsziel in der Bundesverfassung hat sich das Steuerungspotential der Politik zur Verwirklichung geschlechtergerechter Lebens- und Arbeitsverhältnisse wesentlich verbreitert. Es besteht nunmehr die Verpflichtung, durch eine geschlechtersensible Budget- und Steuerpolitik entsprechende Rahmenbedingungen für die geschlechtergerechte Verteilung von Erwerbs- und Reproduktionsaufgaben zu schaffen und den nach wie vor wirkmächtigen Geschlechterstereotypen entgegenzutreten. Dazu braucht es ein geändertes Selbstverständnis hinsichtlich Elternrollen und der Übernahme von Pflegearbeit. Die Beiträge des Sammelbandes zeigen die angesprochenen Zusammenhänge auf und thematisieren Perspektiven und Veränderungen entlang der thematischen Schwerpunkte 'Gender, Familie und Privatheit', 'Gender und Arbeitsleben' sowie 'Gender, Steuern und Budget'." (Autorenreferat, IAB-Doku)

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Drydakis, Nick (2014): Sexual orientation discrimination in the United Kingdom's labour market. A field experiment. (IZA discussion paper 8741), Bonn, 27 S.

Abstract

"Deviations from heteronormativity affect labour market dynamics. Hierarchies of sexual orientation can result in job dismissals, wage discrimination, and the failure to promote gay and lesbian individuals to top ranks. In this paper, I report on a field experiment (144 jobseekers and their correspondence with 5,549 firms) that tested the extent to which sexual orientation affects the labour market outcomes of gay and lesbian job-seekers in the United Kingdom. Their minority sexual orientations, as indicated by job-seekers' participation in gay and lesbian university student unions, negatively affected their workplace prospects. The probability of gay (lesbian) applicants receiving an invitation for an interview was 5.0% (5.1%) lower than that for heterosexual male (female) applicants. In addition, gays (lesbians) received invitations for interviews by firms that paid salaries that were 1.9% (1.2%) lower than those paid by firms that invited heterosexual male (female) applicants for interviews. In addition, in male- (female-) dominated occupations, gay men (lesbians) received fewer invitations for interviews than their non-gay (non-lesbian) counterparts. Furthermore, gay men (lesbians) also received fewer invitations to interview for positions in which masculine (feminine) personality traits were highlighted in job applications and at firms that did not provide written equal opportunity standards, suggesting that the level of discrimination depends partly on the personality traits that employers seek and on organisation-level hiring policies. I conclude that heteronormative discourse continues to reproduce and negatively affect the labour market prospects of gay men and lesbians." (Author's abstract, IAB-Doku) ((en))

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Elmslie, Bruce & Edinaldo Tebaldi (2014): The wage gap against gay men. The leveling of the playing field. In: Kyklos, Jg. 67, H. 3, S. 330-345. DOI:10.1111/kykl.12057

Abstract

"This study uses data from the March Supplement Current Population Survey (CPS) to examine the wage differential against gay men from 1995 to 2011 in the United States. A wage equation is estimated using the Heckman two-stage method, which addresses the sample selection bias inherent in wage equation estimations. We find evidence that in the United States the wage gap against gay men has significantly decreased over the last two decades. We also find that evidence that the wage gap has become concentrated in three occupations: managerial, sales, and protective services. We conclude that the evidence is most consistent with the hypothesis that discrimination is decreasing, and possibly non-existent and that any lingering discrimination is based on the taste for discrimination by employees against being managed by a gay man and by customers." (Author's abstract, IAB-Doku) ((en))

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Mueller, Richard E. (2014): Wage differentials of males and females in same-sex and different-sex couples in Canada, 2006 - 2010. In: Canadian Studies in Population, Jg. 41, H. 3-4, S. 105-116.

Abstract

"This paper utilizes five cycles of the General Social Survey in consecutive years from 2006 through 2010 to address the issue of differential wages amongst members of same-sex couples compared to their counterparts in different-sex couples. We find that men in gay couples have wages that are statistically indistinguishable from those of males in heterosexual relationships. By contrast, a sizeable and statistically significant earnings premium exists for lesbians in same-sex couples." (Author's abstract, IAB-Doku) ((en))

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Ozeren, Emir (2014): Sexual Orientation Discrimination in the Workplace: A Systematic Review of Literature. In: Procedia - Social and Behavioral Sciences, Jg. 109, S. 1203-1215. DOI:10.1016/j.sbspro.2013.12.613

Abstract

"Gay, lesbian, bisexual, transgender (GLBT) employees constitute one of the largest, but least studied minority groups in the workforce. Given the scarcity of an up to date systematic literature review on sexual orientation discrimination in the workplace since Croteau (1996) and Ward (2003), this study aims to fill this gap through systematic literature review based on rigorous criteria. By examining 52 selected papers, the study specifically attempts to systematize the existing literature, explore key emerging themes and recent developments, identify research gaps, and suggest potential areas for future research. As a result, 'coming out', 'wage inequality', 'GLBT employee groups', 'the effects of GLBT (non) discrimination on the workplace and business outcomes' were identified as the major themes of the current review. Social institutions, legal frameworks, and cultural norms were determined as the key pillars of sexual orientation discrimination in the workplace." (Author's abstract, IAB-Doku) ((en))

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Plug, Erik, Dinand Webbink & Nick Martin (2014): Sexual orientation, prejudice, and segregation. In: Journal of labor economics, Jg. 32, H. 1, S. 132-159. DOI:10.1086/673315

Abstract

"This article examines whether gay and lesbian workers sort into tolerant occupations. With information on sexual orientation, prejudice, and occupational choice taken from Australian Twin Registers, we find that gays and lesbians shy away from prejudiced occupations. We show that our segregation results are largely driven by those gay and lesbian workers with disclosed identities and are robust to the inclusion of unobserved factors that are inherited and observed factors that strongly correlate with productive skills and vocational preferences. Our segregation estimates are consistent with prejudice-based theories of employer and employee discrimination against gay and lesbian workers." (Author's abstract, IAB-Doku) ((en))

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Rich, Judith (2014): What do field experiments of discrimination in markets tell us? A meta analysis of studies conducted since 2000. (IZA discussion paper 8584), Bonn, 68 S.

Abstract

"Sixty-seven field experiments of discrimination in markets conducted since 2000 across seventeen countries were surveyed. Significant and persistent discrimination was found on all bases in all markets. High levels of discrimination were recorded against ethnic groups, older workers, men applying to female-dominated jobs and homosexuals in labour markets. Minority applicants for housing needed to make many more enquiries to view properties. Geographical steering of African-Americans in US housing remained significant. Higher prices were quoted to minority applicants buying products. More information made no significant improvement to minority applicant outcomes. Clear evidence of statistical discrimination was found only in product markets." (Author's abstract, IAB-Doku) ((en))

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Baert, Stijn (2013): Career lesbians. Getting hired for not having kids? (IZA discussion paper 7767), Bonn, 31 S.

Abstract

"Using a field experiment, we investigate whether discrimination based on women's sexual orientation differs by age and family constraints. We find weakly significant evidence of discrimination against young heterosexual women. This effect is driven by age (and fertility) rather than by motherhood. We do not find any unequal treatment at older ages. This age effect is consistent with our theoretical expectation that, relative to lesbian women, young heterosexual women are penalised for getting children more frequently and taking on, on average, more at-home-caring tasks." (Author's abstract, IAB-Doku) ((en))

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Frohn, Dominic (2013): Subjektive Theorien von lesbischen, schwulen und bisexuellen bzw. transidenten Beschäftigten zum Umgang mit ihrer sexuellen bzw. ihrer Geschlechtsidentität im Kontext ihrer beruflichen Tätigkeit. Eine explorative qualitative Studie. In: Forum Qualitative Sozialforschung, Jg. 14, H. 3, S. 1-82.

Abstract

"Die vorliegende explorative Untersuchung verfolgt das Ziel, idiografisch orientierte Erkenntnisse bezüglich des Umgangs von lesbischen, schwulen und bisexuellen sowie transsexuellen bzw. transidenten Beschäftigten mit ihrer sexuellen bzw. Geschlechtsidentität am Arbeitsplatz zu generieren. Die über Struktur-Lege-Techniken abgebildeten und per Dialog- Konsens kommunikativ validierten subjektiven Theorien lesbischer und schwuler Untersuchungspartner_innen werden anhand ihrer unterschiedlichen Strategien des Umgangs einander gegenübergestellt und kontrastierend diskutiert, jene von bisexuellen bzw. transidenten/transsexuellen Beschäftigten anhand der Besonderheiten bezüglich ihrer Arbeitssituation reflektiert. Auf diese Weise soll das Ziel, bestehende quantitative Erkenntnisse zu lesbischen und schwulen Beschäftigten qualitativ zu vertiefen und bezogen auf bisexuelle und transidente/transsexuelle Arbeitnehmer_innen basale Erkenntnisse zu generieren, erreicht werden, um so eine fundierte Grundlage für weitere quantitative und qualitative Forschungsprozesse zu legen. Dabei fokussiert diese Untersuchung ressourcenorientiert insbesondere auch Resilienzaspekte sowie potenzielle spezifische Kompetenzen, die durch die besonderen biografischen Erfahrungen von lesbischen, schwulen und bisexuellen sowie transsexuellen bzw. transidenten Personen katalysiert werden können." (Autorenreferat, IAB-Doku)

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Hofmann, Roswitha & Sabine Steinbacher (2013): Lesben im Erwerbsleben. Aktuelle Forschungsergebnisse aus Österreich. In: Diversitas H. 1, S. 3-11.

Abstract

"In diesem Artikel werden zwei empirische Studien vorstellt, die am Beispiel der Situation lesbischer Frauen die Relevanz sexueller Orientierungen im österreichischen Arbeitszusammenhang demonstrieren und die Wirkungsweisen von Heteronormativität im Erwerbskontext beleuchten. Eine Grundlage dafür bilden queer-theoretische Perspektiven, die es ermöglichen, grundlegende Probleme im Umgang mit nicht-normativen sexuellen Orientierungen in Organisationen, die Diskriminierungseffekte nach sich ziehen, zu identifizieren. Aus den Studienergebnissen werden Empfehlungen für unterschiedliche Akteurinnen zur Gestaltung diskriminierungsfreier Erwerbsarbeitsräume abgeleitet, womit ein Beitrag zur organisationsbezogenen Behandlung der nach wie vor vernachlässigten Diversitätsdimension sexuelle Orientierungen geleistet wird" (Autorenreferat, IAB-Doku)

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Martell, Michael E. (2013): Do ENDAs end discrimination for behaviorally gay men? In: Journal of labor research, Jg. 34, H. 2, S. 147-169. DOI:10.1007/s12122-012-9154-9

Abstract

"Twenty-two states have implemented state Employment Nondiscrimination Acts (ENDAs) making sexual orientation discrimination illegal, and Congress has repeatedly considered a federal ENDA. However, we know very little about the impact of existing ENDAs and the likely impact of future ENDAs. I describe the implementation of ENDAs and highlight their shortcomings relative to federal employment nondiscrimination law. Despite their shortcomings, I show that state ENDAs decrease wage differentials by roughly 20 % for behaviorally gay men. ENDAs appear to reduce this wage differential by reducing the portion of wage differentials typically associated with discrimination. These results inform a contemporary policy debate over the necessity and impact of expanded protection from discrimination for gay men." (Author's abstract, IAB-Doku) ((en))

Zitatform

Ueno, Koji, Abráham E. Peña-Talamantes & Teresa A. Roach (2013): Sexual orientation and occupational attainment. In: Work and occupations, Jg. 40, H. 1, S. 3-36. DOI:10.1177/0730888412460532

Abstract

"Research shows that sexual minorities and heterosexuals differ in the level of success in educational and earnings attainment, but differences in occupational attainment have been unclear. To extend the literature, this article examines sexual orientation differences in young adulthood occupational status by analyzing the National Longitudinal Study of Adolescent Health Waves 1 to 4. Drawing from the life course literature, a theoretical framework is developed to explain how sexual orientation shifts opportunities and constraints in the occupational attainment process. The analysis shows that the association between sexual orientation and occupational status depends on gender, the type of sexual experience used to measure sexual orientation, and the timing of first sexual experience. Women who report their first same-sex attraction or sexual contact in young adulthood have lower occupational status than those without such experience, and men who report their first same-sex dating relationships in young adulthood tend to have higher occupational status than those without such relationships. These findings extend the existing knowledge on sexual development and status attainment, which has mainly focused on heterosexual development." (Author's abstract, IAB-Doku) ((en))

Zitatform

Weichselbaumer, Doris (2013): Testing for discrimination against lesbians of different marital status. A field experiment. (IZA discussion paper 7425), Bonn, 36 S.

Abstract

"In this paper, a correspondence testing experiment is conducted to examine sexual orientation discrimination against lesbians in Germany. Applications for four fictional female characters are sent out in response to job advertisements: a heterosexual single, a married heterosexual, a single lesbian and a lesbian who is in a 'same-sex registered partnership'. Different results are obtained for the two cities investigated, Munich and Berlin. While single lesbians and lesbians in a registered partnership are equally discriminated in comparison to the heterosexual women in the city of Munich, no discrimination based on sexual orientation has been found in Berlin. Furthermore, for a subset of our data we can compare the effects of a randomized versus a paired testing approach, which suggests that under certain conditions, due to increased conspicuity, the paired testing approach may lead to biased results." (Author's abstract, IAB-Doku) ((en))

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(2013): Diskriminierung im Bildungsbereich und Arbeitsleben. Zweiter Gemeinsamer Bericht der Antidiskriminierungsstelle des Bundes und der in ihrem Zuständigkeitsbereich betroffenen Beauftragten der Bundesregierung und des Deutschen Bundestages. Unterrichtung durch die Antidiskriminierungsstelle des Bundes. (Verhandlungen des Deutschen Bundestages. Drucksachen 17/14400 (13.08.2013)), 448 S.

Abstract

"Die Antidiskriminierungsstelle hat den gesetzlichen Auftrag, dem Bundestag alle vier Jahre gemeinsam mit den in ihrem Zuständigkeitsbereich betroffenen Beauftragten Berichte über Benachteiligungen vorzulegen und Empfehlungen zur Beseitigung und Vermeidung zu geben. In Kindergärten, Schulen und Hochschulen sowie am Arbeitsplatz sind Diskriminierungen weit verbreitet. Das hat Auswirkungen auf den Bildungserfolg, die Leistungsfähigkeit, den Zugang zum Arbeitsleben und die Motivation der Betroffenen. Die Antidiskriminierungsstelle empfiehlt in ihrem Bericht unter anderem die Einrichtung von unabhängigen Beschwerdestellen an Schulen und Hochschulen, die Betroffenen rasche und niederschwellige Hilfe anbieten. In den Landesbildungsgesetzen müsse außerdem ein umfassender Diskriminierungsschutz verankert werden. Dieser solle die im Allgemeinen Gleichbehandlungsgesetz genannten Merkmale (ethnische Herkunft, Religion, Weltanschauung, sexuelle Identität, Alter, Behinderung und Geschlecht) beinhalten, aber darüber hinaus auch Benachteiligungen aufgrund der 'sozialen Herkunft'. Im Bereich des Arbeitslebens spricht sich die Antidiskriminierungsstelle unter anderem dafür aus, die Vielfalt in der Belegschaft besser zu fördern, zum Beispiel durch die Nutzung innovativer Rekrutierungsverfahren wie den anonymisierten Bewerbungen. Betriebliche Beschwerdestellen bräuchten außerdem eine bessere Vernetzung und Ausstattung." (Autorenreferat, IAB-Doku)

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Köllen, Thomas (2012): Privatsache und unerheblich für Unternehmen? Der Stand der Personalforschung zur "sexuellen Orientierung". In: Zeitschrift für Personalforschung, Jg. 26, H. 2, S. 143-166. DOI:10.1688/1862-0000_ZfP_2012_02_Koellen

Abstract

"In Deutschland und Europa setzen immer mehr Unternehmen Maßnahmen zur 'sexuellen Orientierung', zumeist im Rahmen von aktuell an Bedeutung gewinnenden Diversity Management-Ansätzen. Vor diesem Hintergrund gibt der Artikel einen strukturierten Überblick über den Stand der Personalforschung in diesem Bereich. Neben wenigen Studien zu Bi- und Transsexualität bezieht sich der größte Teil der Forschung auf das Phänomen Homosexualität und lässt sich in drei thematische Gruppen unterteilen: 1. der Umgang mit der eigenen Homosexualität am Arbeitsplatz, 2. das Arbeits- und Organisationsklima für Lesben und Schwule und 3. der organisationale Umgang mit Homosexualität bzw. der 'sexuellen Orientierung'. Es zeigt sich, dass schwule, lesbische, bisexuelle und auch transidente Beschäftigte unterschiedlichen Barrieren am Arbeitsplatz begegnen, und entsprechende Maßnahmen von Unternehmensseite dazu beitragen können, diese abzubauen. Es wird diskutiert, inwieweit sich daraus positive ökonomische Konsequenzen für Unternehmen ergeben können." (Autorenreferat, IAB-Doku)

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Laurent, Thierry & Ferhat Mihoubi (2012): Sexual orientation and wage discrimination in France. The hidden side of the rainbow. In: Journal of labor research, Jg. 33, H. 4, S. 487-527. DOI:10.1007/s12122-012-9145-x

Abstract

"This article is the first study to present an econometric evaluation of wage discrimination based on sexual orientation in the French labor market. Having identified same-sex couples using the French Employment Survey, we estimate the wage gap related to sexual orientation in the private and public sectors, in order to analyze whether or not lesbians and gays suffer a wage penalty. The results obtained show the existence of a wage penalty for homosexual male workers, as compared with their heterosexual counterparts, in both the private and public sectors; the magnitude of this discrimination varies from about -6.5 % in the private sector, to -5.5 % in the public sector. In the private sector, the wage penalty suffered by gay employees is higher for skilled workers than for the unskilled, and - in both sectors - the wage penalty is higher for older workers than for younger ones. As with many other countries, we do not find any evidence of the existence of a wage discrimination against lesbians." (Author's abstract, IAB-Doku) ((en))

Zitatform

Ahmed, Ali M., Lina Andersson & Mats Hammarstedt (2011): Sexual orientation and occupational rank. In: Economics Bulletin, Jg. 31, H. 3, S. 2422-2433.

Abstract

"This paper presents a study of differences in occupational rank between gay and heterosexual males as well as between lesbian and heterosexual females. We estimate different specifications of an ordered probit model on register data from Sweden. Our data consist of married heterosexual men and women and homosexual men and women living in civil unions. We find that homosexual men have a lower probability of working in a profession demanding a longer university education or a management profession than heterosexual men. In contrast, we find that homosexual women are more likely than heterosexual women to work in such professions." (Author's abstract, IAB-Doku) ((en))

Zitatform

Ahmed, Ali, Lina Andersson & Mats Hammarstedt (2011): Are homosexuals discriminated against in the hiring process? (Institute for Labour Market Policy Evaluation. Working paper 2011,21), Uppsala, 29 S.

Abstract

"This paper presents the first field experiment on sexual orientation discrimination in the hiring process in the Swedish labor market. Job applications were sent to about 4,000 employers in 10 different occupations in Sweden. Gender and sexual orientation were randomly assigned to applications. The results show that sexual orientation discrimination exists in the Swedish labor market. The discrimination against gays and lesbian varies across different occupations and appears only in the private sector. The results also seem to suggest a new dimension of traditional gender roles; the gay applicant was discriminated against in typical male-dominated occupations whereas the lesbian applicant was discriminated against in typical female-dominated occupations. Thus, the results suggest that gays to some extent face the same obstacles on the labor market as heterosexual women" (Author's abstract, IAB-Doku) ((en))

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Drydakis, Nick (2011): Women's sexual orientation and labor market outcomes in Greece. In: Feminist economics, Jg. 17, H. 1, S. 89-117. DOI:10.1080/13545701.2010.541858

Abstract

"This study is the first to use a field experiment to provide information on the relationship between women being lesbian and their hiring prospects in Greece. Data for 2007-8 support previous findings (in Canada and Austria) indicating that lesbians face hiring discrimination. The study finds that the estimated probability of lesbian applicants receiving an invitation for an interview is 27.7 percent lower than that for heterosexual women applicants. More importantly, the study shows that entry wage differentials assigned are inconsistent with the ascendant empirical claims (from the United States, the Netherlands, and the United Kingdom) that lesbians have higher market earnings. The study concludes that the negative effect of lesbian sexual orientation on wage outcomes in Greece is 6.1 percent. Given that legal actions in Greece have the potential to affect sexual-orientation minorities, it is important to understand the relationships between sexual orientation and the labor market." (Author's abstract, IAB-Doku) ((en))

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Leicht-Scholten, Carmen, Elke Breuer, Nathalie Tulodetzki & Andrea Wolffram (Hrsg.) (2011): Going diverse: Innovative answers to future challenges. Gender and diversity perspectives in science, technology and business. Opladen: Budrich UniPress, 239 S.

Abstract

"Aktuelle wirtschaftliche, soziale und politische Bedingungen fordern Organisationen und wissenschaftliche Institutionen in verstärktem Maße heraus, auf Anforderungen wie demographischen Wandel, Globalisierung oder Fachkräftemangel wettbewerbsfähig und innovativ zu reagieren. Universitäten und Unternehmen konkurrieren dabei gleichermaßen um qualifiziertes Fachpersonal. Da diverse Teams das Potenzial bieten neue und innovative Lösungsansätze zu erarbeiten, ist es unerlässlich, Gender- und Diversity-Perspektiven als wichtige Elemente der Organisations- und Personalentwicklung zu integrieren. Dieser englischsprachige Sammelband stellt unterschiedliche theoretische und praktische Ansätze, Best Practice-Beispiele sowie wichtige Aspekte des Gender und Diversity Managements in Organisationen vor." (Textauszug, IAB-Doku)
Contents:
Framework:
Teresa Rees: Women and Science in the European Union (15-25);
Katharina Schiederig: Institutionalising diversity in transnational companies - trade unions and international framework agreements (27-38);
Organisational and cultural change
Iris Koall, Verena Bruchhagen: Managing gender & diversity changes organisations?! (39-52);
Carmen Leicht-Scholten: Meeting global challenges - gender and diversity as drivers for a change of scientific culture (53-64);
Susanne Ihsen, Sabrina Gebauer, Victoria Hantschel: Gender and diversity concepts as drive for institutional change in scientific institutions (65-75);
Diversity perspectives
Junko Takagi: The challenge of diversity - examples from France (77-87);
Asli-Juliya Weheliye: Changing minds, changing attitudes - the role of the individual in diversity change provesses (89-98);
Thomas Köllen: The contribution of diversity management to create a supportive working climate for gays and lesbians (99-108);
Female careers in academia
Ann-Kathrin Vaske, Martin K. W. Schweer: Women's and men's implicit career theories - prospects and barriers in women's professional development (109-121);
Heather Hofmeister, Julia Hahmann: She gets less - gender differences in resource allocation to new professors at RWTH Aachen University (123-136);
Karin Schlücker: Exploring diversity in academic careers - on methodological and theoretical challenges (137-147);
Andrea Wolffram: Highly skilled female migration in an enlarged Europe - the case of women scientists at German Universities (149-160);
Work life balance
Londa Schiebinger: Dual career academic couples - university stratgies, opportunities, policies (161-174);
Sara Connolly, Stefan Fuchs, Claartje Vinkenburg: Work-life-balance in academia - evidence from tow technical universities (175-193);
Practical approaches
Elke Breuer, Carmen Leicht-Scholten: Gender-oriented human resources development in international cooperation - the mentoring programme TANDEMplusIDEA as a model of best practice (195-208);
Jennifer Dyer, Peter Main, Saher Ahmed: Katharine Hollinshead: JUNO code for practice - advancing women's careers in higher education (209-220);
Alexia Petersen, Stephan Petersen: Preparing students of science, technology, and business for a culturally diverse workplace - practical approaches and best practise recommendations in transferring key intercultural communication skills (221-232).

Zitatform

Oreffice, Sonia (2011): Sexual orientation and household decision making. Same-sex couples' balance of power and labor supply choices. In: Labour economics, Jg. 18, H. 2, S. 145-158. DOI:10.1016/j.labeco.2010.09.003

Abstract

"This study estimates the effect of intra-household-bargaining on gay and lesbian couples' labor supplies, in order to determine how homosexual and heterosexual decision making compare, in a collective-household framework. Data from the 2000 US Census show that couples of all types exhibit a significant response to bargaining power shifts, as measured by age and non-labor-income differences between partners. Among gay, lesbian, and heterosexual cohabiting couples, a relatively young or rich partner has more bargaining power and supplies less labor, the opposite being true for his/her mate. Among married couples, the older spouse is instead more powerful, or the richer. No such patterns are found among same-sex roommates." (Author's abstract, IAB-Doku) ((en))

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Tilcsik, András (2011): Pride and prejudice. Employment discrimination against openly gay men in the United States. In: American Journal of Sociology, Jg. 117, H. 2, S. 586-626. DOI:10.1086/661653

Abstract

"This article presents the first large-scale audit study of discrimination against openly gay men in the United States. Pairs of fictitious résumés were sent in response to 1,769 job postings in seven states. One résumé in each pair was randomly assigned experience in a gay campus organization, and the other reésumé was assigned a control organization. Two main findings have emerged. First, in some but not all states, there was significant discrimination against the fictitious applicants who appeared to be gay. This geographic variation in the level of discrimination appears to reflect regional differences in attitudes and antidiscrimination laws. Second, employers who emphasized the importance of stereotypically male heterosexual traits were particularly likely to discriminate against openly gay men. Beyond these particular findings, this study advances the audit literature more generally by covering multiple regions and by highlighting how audit techniques may be used to identify stereotypes that affect employment decisions in real labor markets." (Author's abstract, IAB-Doku) ((en))

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Ahmed, Ali M. & Mats Hammarstedt (2010): Sexual orientation and earnings. A register data-based approach to identify homosexuals. In: Journal of population economics, Jg. 23, H. 3, S. 835-849. DOI:10.1007/s00148-009-0265-4

Abstract

"This paper examines earnings differentials between homo- and heterosexual individuals by identifying sexual orientation with the help of information from register data. Register data enable us to avoid the misclassifications of sexual orientation often mentioned as a potential bias in survey-based studies. The results show that gay men are at an earnings disadvantage as compared to male heterosexuals while the earnings differential between lesbians and heterosexual women is very small. Our results are in line with results from previous research but are more reliable since we use a more reliable measure of sexual orientation than previous research." (Author's abstract, IAB-Doku) ((en))

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Franzen, Jannik & Arn Sauer (2010): Benachteiligung von Trans*Personen, insbesondere im Arbeitsleben. Expertise im Auftrag der Antidiskriminierungsstelle des Bundes. Berlin, 117 S.

Abstract

"Trans*Menschen1 überschreiten die in westlichen Gesellschaften fest verankerte Einteilung aller Menschen in zwei Geschlechter, indem sie ihr Geschlecht verändern bzw. wechseln. Systematisch erhobene Daten zur Benachteiligung von Trans*Personen in Deutschland gibt es nicht. Über ihre soziale Situation ist abseits des medizinischen Diskurses und der Beratungsarbeit sehr wenig bekannt. Internationale Studien belegen, dass Trans*Personen in allen Bereichen des täglichen Lebens, insbesondere auch im Arbeitsleben, massiven Diskriminierungen ausgesetzt sind. Diese reichen von Benachteiligung beim Zugang zum Arbeitsmarkt und bei Karrierechancen über Ablehnung und Belästigungen bis hin zu Gewalt. Trans*Personen sind überdurchschnittlich häufig von Arbeitsverlust, Arbeitslosigkeit sowie Armut betroffen und arbeiten sehr oft unter ihren Qualifikationen. Sie berichten von transphoben Verhaltensweisen von Kolleg_innen2 und Vorgesetzten sowie struktureller Benachteiligung durch den institutionalisierten medizinischen und juristischen Umgang mit Transgeschlechtlichkeit. Laut EU-Rechtsprechung sind Trans*Personen im Antidiskriminierungsrecht unter dem Merkmal „Geschlecht“ geschützt; in Deutschland zusätzlich unter der Sonderregelung der „sexuellen Identität“. Mangels Präzedenzfällen besteht Rechtsunsicherheit über den Diskriminierungsschutz im AGG von Trans*Menschen in Deutschland. Es bedarf der breiten und nachhaltigen Sensibilisierung und Fortbildung in Bezug auf die soziale, rechtliche und Diskriminierungssituation von Trans*Personen u.a. in allen Ebenen von Unternehmen, Organisationen und Ämtern, im Gesundheitswesen sowie im Bereich der Rechtsprechung und juristischen Beratung. Dazu zählen Gender Mainstreaming und Antidiskriminierungsstrategien, die eine Vielfalt geschlechtlicher Identitäten und Ausdrucksweisen zugrunde legen und explizit thematisieren. Bei der Konzeption und Implementierung von Gleichstellungsmaßnahmen ist die Expertise von Trans*Organisationen unerlässlich." (Autorenreferat, IAB-Doku)

Zitatform

Hohmann-Dennhardt, Christine, Marita Körner & Reingard Zimmer (Hrsg.) (2010): Geschlechtergerechtigkeit. Festschrift für Heide Pfarr. Baden-Baden: Nomos, 545 S.

Abstract

"Die Festschrift für Heide Pfarr unterscheidet sich von vielen anderen durch die Konzentration auf eines der zentralen Forschungsfelder der Jubilarin: Geschlechtergerechtigkeit, insbesondere im Arbeitsleben. Alle Beiträge der 40 Autorinnen und Autoren sind diesem Leitthema verpflichtet. Unter sieben verschiedenen Gesichtspunkten, nähern sich JuristInnen, aber auch SoziologInnen, PolitologInnen und ÖkonomInnen der Problematik: Neben historischen Vorbildern geht es u.a. um Geschlechtergerechtigkeit auf dem Arbeitsmarkt (9 Beiträge), Antidiskriminierung und Gleichstellung (11 Beiträge) und die Vereinbarkeit von Beruf und Familie (7 Beiträge). Das Werk umfasst einerseits Debatten, die bereits seit geraumer Zeit geführt werden, wie bspw. Gleichstellung der Geschlechter in der Privatwirtschaft oder Entgeltgleichheit, thematisiert wird jedoch auch die Notwendigkeit einer stärkeren Repräsentation von Frauen in Aufsichtsräten, geringfügige Beschäftigung von Frauen als prekäre Arbeitsform oder der Einfluss des Steuerrechts auf die Berufstätigkeit von Müttern. Der Blick über die Landesgrenzen (5 Beiträge) verdeutlicht die europäische und internationale Relevanz des Themas. Insgesamt bietet die Festschrift einen eindrucksvollen Überblick über die derzeitige Diskussion zum Thema Geschlechtergerechtigkeit." (Autorenreferat, IAB-Doku)

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(2010): Gemeinsamer Bericht der Antidiskriminierungsstelle des Bundes und der in ihrem Zuständigkeitsbereich betroffenen Beauftragten der Bundesregierung und des Deutschen Bundestages. Unterrichtung durch die Antidiskriminierungsstelle des Bundes. (Verhandlungen des Deutschen Bundestages. Drucksachen 17/4325 (20.12.2010)), 192 S.

Abstract

"Die Antidiskriminierungsstelle des Bundes (ADS) und die in ihrem Zuständigkeitsbereich betroffenen Beauftragten der Bundesregierung und des Deutschen Bundestages legen hiermit dem Deutschen Bundestag einen Bericht über Benachteiligungen aus den in § 1 AGG genannten Gründen vor und geben Empfehlungen zur Beseitigung und Vermeidung dieser Benachteiligungen. Die ADS hat sich entschlossen, den ersten Bericht zum Schwerpunkt 'Mehrdimensionale Diskriminierung' vorzulegen. Bei der im vorliegenden Bericht im Mittelpunkt stehenden mehrdimensionalen Diskriminierung handelt es sich aus Sicht der ADS um ein politisch und wissenschaftlich aktuelles sowie ein für die Antidiskriminierungsarbeit überaus wichtiges Thema.
Einer umfassenden wissenschaftlichen Klärung noch offener Fragen zu dem Konzept 'Mehrdimensionale Diskriminierung' widmen sich zwei im Auftrag der ADS erstellte Expertisen, die als Annex des vorliegenden Berichts vorgestellt werden. Die Studien nähern sich dem Thema einmal aus theoretischer und juristischer sowie einmal aus empirischer und praxisbezogener Perspektive." (Textauszug, IAB-Doku)

Zitatform

Drydakis, Nick (2009): Sexual orientation discrimination in the labour market. In: Labour economics, Jg. 16, H. 4, S. 364-372. DOI:10.1016/j.labeco.2008.12.003

Abstract

"This research examines the possible discrimination faced by gay men compared to heterosexuals when applying for jobs in the Greek private sector. This issue was addressed through the observation of employer hiring decisions. Mailing pairs of curriculum vitae, distinguished only by the sexual orientation of the applicants, led to the observation that gay men faced a significantly lower chance of receiving an invitation for an interview. However, in cases where employers called applicants back, the wages offered did not differ significantly between gay and heterosexual applicants. Nevertheless, there is substantial evidence to suggest that discrimination based on sexual orientation does exist in the Greek labour market, and at alarmingly high levels." (Author's abstract, IAB-Doku) ((en))

Zitatform

Heineck, Guido (2009): Sexual orientation and earnings. Evidence from the ISSP. In: Applied Economics Letters, Jg. 16, H. 13, S. 1351-1354. DOI:10.1080/13504850701367353

Abstract

Es gibt einige wenige Studien, die Einkommensunterschiede für nichtheterosexuelle Personen belegen. Die Studie, die sich auf ISSP-Daten stützt, leistet einen Beitrag zu diesem Forschungsfeld. Während die Einkommen von Lesben und Bisexuellen nicht betroffen sind, zeigen die Ergebnisse einer Mincer-Regression mit Selektionskorrektur Einkommenseinbußen von 17-20 Prozent für schwule Männer. Eine Oaxaca-Dekomposition zeigt, dass zwei Drittel dieses Unterschieds auf Diskriminierung zurückzuführen sind. (IAB)

Zitatform

Leppel, Karen (2009): Labour force status and sexual orientation. In: Economica, Jg. 76, H. 301, S. 197-207. DOI:10.1111/j.1468-0335.2007.00676.x

Abstract

"This study explores the probabilities of being employed, unemployed, and not in the labour force, for men and women in same-sex couples and married and unmarried opposite-sex couples. Same-sex partners were more likely to be unemployed than married opposite-sex partners but less likely than unmarried opposite-sex partners. Laws prohibiting sexual orientation discrimination had positive and larger effects on unemployment for same-sex partners than for other partners. The presence of young children increased the probability of being out of the labour force more for male same-sex partners than for other men, and less for female same-sex partners than for other women" (Author's abstract, IAB-Doku) ((en))

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Daneshvary, Nasser, C. Jeffrey Waddoups & Bradley S. Wimmer (2008): Educational attainment and the lesbian wage premium. In: Journal of labor research, Jg. 29, H. 4, S. 365-379. DOI:10.1007/s12122-007-9024-z

Abstract

"This paper provides insight into the wage gap between lesbians and heterosexual women. Using data from the 2000 Decennial Census, we find a lesbian premium that equals approximately 10% for women without a bachelor's degree, and is nearly non-existent for women with higher levels of education. These findings are consistent with proposition that the gap between lesbians' and heterosexual women's commitment to the labor market narrows at higher levels of education. We also find that controls for industry and occupation exert only a small effect on the gap between lesbian and heterosexual women's wages." (Author's abstract, IAB-Doku) ((en))

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Frank, Jeff (2006): Gay glass ceilings. In: Economica, Jg. 73, H. 291, S. 485-508. DOI:10.1111/j.1468-0335.2006.00516.x

Abstract

"The UK Association of University Teachers conducted a 2000/01 survey of staff in six British universities to determine the experience of lesbian, gay and bisexual (LGB) employees holding academic and non-academic appointments. We analyse the salaries and ranks held by LGB individuals, guided by a new model of the interaction of 'tastes for discrimination' and the decision to 'come out'. We find no evidence that LGB staff suffer any disadvantage in salaries relative to heterosexuals. We do find evidence that gay/bisexual men suffer from glass ceilings comparable to those faced by heterosexual women." (Author's abstract, IAB-Doku) ((en))

Zitatform

Plug, Erik & Peter Berkhout (2004): Effects of sexual preferences on earnings in the Netherlands. In: Journal of population economics, Jg. 17, H. 1, S. 117-131.

Abstract

"A small literature suggests that bisexual and homosexual workers earn less than their heterosexual fellow workers and that a discriminating labor market is partly to blame. In this paper we examine whether sexual preferences affect earnings in the beginning of working careers in the Netherlands. We find (i) that young and highly educated gay male workers earn about 3 percent less than heterosexual men; (ii) that similarly qualified lesbian workers earn about 4 percent more than their heterosexual female coworkers; (iii) that in terms of earnings, bisexual workers are more comparable to heterosexual workers; and (iv) that among homosexual workers the gender gap is not observed. From this we conclude that the Dutch labor market does not discriminate on the basis of both sexual orientation and gender in entry level jobs." (Author's abstract, IAB-Doku) ((en))

Zitatform

Weichselbaumer, Doris (2003): Sexual orientation discrimination in hiring. In: Labour economics, Jg. 10, H. 6, S. 629-642. DOI:10.1016/S0927-5371(03)00074-5

Abstract

"Little research has been done to examine discrimination against gays and lesbians in the labor market. Wage regressions have documented lower incomes for gays but repeatedly showed higher incomes for lesbians. The results concerning lesbian women are striking but can be reconciled with the existence of labor market discrimination, however. Problems like sample selection and unobserved heterogeneity - in particular, lesbians' violation of stereotypical female gender roles - might be responsible for their higher earnings. To investigate whether discrimination against lesbians actually does exist, a labor market experiment is conducted. Job applications of candidates, who are equivalent in their human capital but differ in their sexual orientation, are sent out in response to job advertisements. Furthermore, to test whether increased masculinity affects labor market outcomes, the applicants differ in their perceived gender identity. While results show a strong negative effect for lesbian orientation, gender identity does not have a significant overall impact on hiring chances." (Author's abstract, IAB-Doku) ((en))