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O'Brien, Michelle Esther (2021): Why Queer Workers Make Good Organisers. In: Work, Employment and Society, Jg. 35, H. 5, S. 819-836. DOI:10.1177/0950017020940147

Abstract

"LGBTQ retail workers act as leaders in workplace organising efforts, and union organisers identify their contributions as strengthening campaigns. What explains this propensity of queer and trans workers to labour organising and the resulting successful outcomes? Prior literature has identified that other demographics of oppressed workers similarly show strong support for labour organising, and the campaigns they lead are more likely to be successful, but without detailing what mechanisms may explain this link. Through in-depth interviews with labour organisers and worker-leaders in NYC retail worker rights and unionisation campaigns, this article finds queer workers bring to organising efforts their (1) prior experiences of workplace harassment and marginalisation, (2) prior social movement activity, (3) indigenous social networks, (4) affective skills developed in queer countercultures and (5) their use of creative expression. These factors could similarly explain the workplace organising efficacy of other oppressed social groups." (Author's abstract, IAB-Doku) ((en))

Abstract

Der Expertisenband versammelt die Expertisen für den neunten Familienbericht "Eltern sein in Deutschland - Ansprüche, Anforderungen und Angebote bei wachsender Vielfalt". Wie auch bei vorangegangenen Berichten war der Entstehungsprozess des Berichts nicht nur von intensiven kommissionsinternen Diskussionen geprägt, es wurde auch auf Fachkenntnisse externer Wissenschaftlerinnen und Wissenschaftler zurückgegriffen. Die Kommission hat beschlossen, die Expertisen als Online-Publikation einer breiten Öffentlichkeit zugänglich zu machen. (IAB-Doku)

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Ueno, Koji (2021): Gender-Stratified Labor Market, Heterosexual Marriage Expectation, and LGBQ Young Adults' Career Plans in Contemporary Japan. In: Socius, Jg. 7, S. 1-12. DOI:10.1177/23780231211052807

Abstract

"Previous U.S. studies showed that many lesbian, gay, bisexual, and queer (LGBQ) young adults hold optimistic views about their occupational careers, despite their risk for facing labor market disadvantages as LGBQ workers. The present study uses Japan as a comparison case and illustrates how young LGBQ people plan their careers in a different national context. Analysis of in-depth interviews shows that many LGBQ young adults in Japan anticipate financial insecurity and consequently prioritize stability over pursuit of personal interests in their career planning. Their career concerns vary by gender and represent their responses to high levels of occupational gender segregation and earnings inequality as well as strong social expectations for heterosexual marriage and gendered division of household responsibilities. Overall, the study endorses ongoing efforts to understand occupational and economic disparities across sexuality groups from global perspectives by paying close attention to macro conditions." (Author's abstract, IAB-Doku) ((en))

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Wilkinson, Lindsey, Dara Shifrer & Jennifer Pearson (2021): Educational Outcomes Of Gender-Diverse Youth: A National Population-Based Study. In: Gender & Society, Jg. 35, H. 5, S. 806-837. DOI:10.1177/08912432211038689

Abstract

"Despite the growing population of youth identifying with a transgender or nonbinary gender identity, research on gender-diverse individuals’ educational outcomes is limited. This study takes advantage of the first nationally representative, population-based data set that includes measures of gender identity and educational outcomes: the High School Longitudinal Study of 2009. Using minority stress and structural symbolic interactionist frameworks, we examine the association between gender identity and high school and college educational outcomes. We compare the educational outcomes of gender-diverse youth—binary transgender, nonbinary, and gender unsure—with those of cisgender youth, and also examine differences within the gender-diverse population. Given the strong link between minority stress and educational experiences among gender-diverse youth, we examine differences in outcomes before and after accounting for school belonging and emotional distress. We also account for individuals’ social-structural location, arguing that social positionality shapes both gender identity and educational outcomes. Results indicate important differences in educational outcomes within the gender-diverse population: Whereas binary transgender and gender-unsure youth exhibit educational disadvantage, relative to cisgender youth, nonbinary youth do not. The gender-unsure disadvantage remains even after accounting for differences in social-structural location and social-psychological factors associated with minority stress." (Author's abstract, IAB-Doku) ((en))

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Wilson, Tom, Jeromey Temple & Anthony Lyons (2021): Projecting the sexual minority population: Methods, data, and illustrative projections for Australia. In: Demographic Research, Jg. 45, S. 361-396. DOI:10.4054/DemRes.2021.45.12

Abstract

"Background: Attitudes to sexual minorities have undergone a transformation in many Western countries in recent decades. With much greater public acceptance, and an increase in policies and legislation to support equality and outlaw discrimination, the need for population statistics on sexual minority populations has grown. However, such statistics remain rare: Only a few sets of population estimates have been produced in a small number of countries, and there are no population projections of which we are aware. Objective: The aims of this paper are to introduce a model for producing projections of a national population by sexual identity, suggest ways in which data and conceptual limitations can be handled, and present illustrative population projections for Australia. Methods: An adapted multistate cohort-component is described, along with various data sources and approaches for preparing plausible projection assumptions. Two illustrative scenarios for the future of Australia’s sexual minority population over the 2016–2041 period are presented. Results: According to the selected scenarios, Australia’s sexual minority population is projected to increase rapidly over the coming decades, rising from 0.65 million in 2016 to between 1.25 and 1.57 million by 2041. This growth is generated by sexual minority cohort flow – the gradual replacement of cohorts with lower proportions of sexual minority identification by those with the higher proportions – and identification change. The overall share of the population identifying with a sexual minority identity is likely to increase. Conclusions: Although the projections remain illustrative and approximate, the likely coming growth of the sexual minority population signals multiple social, health, and economic policy implications ahead. Contribution: The paper presents a novel projection method and example projections of an under-researched and stigmatised population." (Author's abstract, IAB-Doku) ((en))

Abstract

Dass LGBTI, d. h. Lesben, Schwule, Bisexuelle, Transgender und Intersexuelle, ihre Identität ausleben können, ohne diskriminiert oder angegriffen zu werden, ist weltweit ein Anliegen. Diskriminierung von LGBTI ist weiterhin allgegenwärtig und verursacht massive Kosten: Über Mobbing in der Schule verringert sie beispielsweise die Investitionen in die Kompetenzentwicklung. Außerdem reduziert sie die Wirt­schaftsleistung, da dadurch talentierte und qualifizierte Kräfte vom Arbeitsmarkt ausgeschlossen werden. Zudem beeinträchtigt sie die psychische und physische Gesundheit der Betroffenen und damit auch ihre Produktivität. Dieser Bericht bietet einen umfassenden Überblick darüber, inwieweit die Gleichstellung von Lesben, Schwulen, Bisexuellen, Transgender und Intersexuellen im OECD-Raum gesetzlich gesichert ist und mit welchen ergänzenden Maßnahmen ihre Rechte und Chancen gestärkt werden können. Dazu umreißt er zunächst den für die Gleichstellung sexueller und geschlechtlicher Minderheiten wesentlichen Rechtsrahmen in den Bereichen Bürgerrechte, Schutz vor Diskriminierung und Gewalt sowie Gesundheits­versorgung. Anschließend untersucht er, ob die entsprechenden Rechts­vorschriften in den OECD-Ländern in Kraft sind und wo noch Verbesserungsbedarf besteht. Das letzte Kapitel befasst sich schließlich mit allgemeineren Maßnahmen, die die gesetzlichen Bestimmungen zur Sicherung der Rechte und Chancen von LGBTI flankieren sollten.

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Bundesministerium für Familie, Senioren, Frauen und Jugend (2021): Soziale und gesundheitliche Situation von Lesben, Schwulen, Bisexuellen, trans- und intergeschlechtlichen Menschen (LSBTI) in Deutschland. Antwort der Bundesregierung auf die Kleine Anfrage der Abgeordneten und der Fraktion BÜNDNIS 90/DIE GRÜNEN (Drucksache 19/16992). (Verhandlungen des Deutschen Bundestages. Drucksachen 19/28233 (01.04.2021)), 91 S.

Abstract

Die Bundesregierung antwortet auf die Anfrage der Fraktion Bündnis 90/DIE GRÜNEN zur sozialen und gesundheitlichen Situation von Lesben, Schwulen, Bisexuellen, trans- und intergeschlechtlichen Menschen (LSBTI) in Deutschland u.a. mit Studienergebnissen zu Einkommensunterschieden von LSBTI-Personen gegenüber der heterosexuellen Bevölkerung. (IAB-Doku)

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Borm, Hannah van, Marlot Dhoop, Allien Van Acker & Stijn Baert (2020): What Does Someone’s Gender Identity Signal to Employers? In: International Journal of Manpower, Jg. 41, H. 6, S. 753-777. DOI:10.1108/IJM-03-2019-0164

Abstract

"Purpose: The purpose of this paper is to explore the mechanisms underlying hiring discrimination against transgender men. Design/methodology/approach: The authors conduct a scenario experiment with final-year business students in which fictitious hiring decisions are made about transgender or cisgender male job candidates. More importantly, these candidates are scored on statements related to theoretical reasons for hiring discrimination given in the literature. The resulting data are analysed using a bivariate analysis. Additionally, a multiple mediation model is run. Findings: Suggestive evidence is found for co-worker and customer taste-based discrimination, but not for employer taste-based discrimination. In addition, results show that transgender men are perceived as being in worse health, being more autonomous and assertive, and have a lower probability to go on parental leave, compared with cisgender men, revealing evidence for (positive and negative) statistical discrimination. Social implications: Targeted policy measures are needed given the substantial labour market discrimination against transgender individuals measured in former studies. However, to combat this discrimination effectively, one needs to understand its underlying mechanisms. This study provides the first comprehensive exploration of these mechanisms. Originality/value: This study innovates in being one of the first to explore the relative empirical importance of dominant (theoretical) explanations for hiring discrimination against transgender men. Thereby, the authors take the logical next step in the literature on labour market discrimination against transgender individuals." (Author's abstract, IAB-Doku, © Emerald Group) ((en))

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Calvard, Thomas, Michelle O'Toole & Hannah Hardwick (2020): Rainbow Lanyards: Bisexuality, Queering and the Corporatisation of LGBT Inclusion. In: Work, Employment and Society, Jg. 34, H. 2, S. 356-368. DOI:10.1177/0950017019865686

Abstract

"This article presents the powerful account of Hannah, a woman working in a UK university who identifies as bisexual and queer. Hannah’s voice reflects a younger generation of workers who have come of age with the emergence of queer theory and activism supporting greater LGBT rights. Her narrative illustrates the tensions around developing an inclusive stance towards diverse sexual identities at work. Hannah’s account resonates with critical views of diversity management and inclusion practices, where non-normative minority identities are reduced to corporate categories and initiatives for management by majorities. More specifically, the account presented also covers the complexities and challenges of discussing and disclosing gendered sexualities at work, namely bisexuality, which serves as an illustration of ‘queering’ – a resistance towards understanding identities as fixed, manageable and binary. The article provides insight into how and why sexual identity matters for issues of power and conflict at work." (Author's abstract, IAB-Doku) ((en))

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Cech, Erin A. & William R. Rothwell (2020): LGBT workplace inequality in the federal workforce. Intersectional processes, organizational contexts, and turnover considerations. In: ILR review, Jg. 73, H. 1, S. 25-60. DOI:10.1177/0019793919843508

Abstract

"How do lesbian, gay, bisexual, and transgender (LGBT) employees fare in US workplaces? Beyond formal discrimination, do LGBT workers encounter biases that degrade the quality of their day-to-day workplace experiences? Using a representative sample of more than 300,000 employees in 28 'best case' organizations - federal agencies with LGBT-inclusive policies - the authors examine not only whether these informal workplace inequalities occur but also where and for whom they are most exaggerated. LGBT employees report worse workplace experiences than their colleagues across 16 measures of employee treatment, workplace fairness, and job satisfaction. These inequalities are amplified or tempered by organizational contexts and can even affect turnover intentions. They are also intersectional: LGBT women and people of color have consistently more negative experiences than do men and white LGBT workers. These results help map the landscape of LGBT workplace inequality and underscore the importance of considering intersectional and organizational contexts therein." (Author's abstract, IAB-Doku) ((en))

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Ciprikis, Klavs, Damien Cassells & Jenny Berrill (2020): Transgender labour market outcomes. Evidence from the United States. In: Gender, work & organization, Jg. 27, H. 6, S. 1378-1401. DOI:10.1111/gwao.12501

Abstract

"Die starke Zuwanderung der letzten Jahre hat zu einer deutlichen Verschiebung der demografischen Strukturen in Deutschland geführt. So wären die Zahl der 20- bis 29-Jährigen ohne die seit 2007 Zugewanderten im Jahr 2017 um 1,26 Millionen und ihr Anteil an der Gesamtbevölkerung um 0,9 Prozentpunkte niedriger gewesen. Auch bei den 0- bis 9-Jährigen und den 30- bis 39-Jährigen zeigen sich durch die Neuzuwanderer und ihre in Deutschland geborenen Kinder deutliche Gewinne. Hingegen ergeben sich bei den 10- bis 19-Jährigen und den 40- bis 49-Jährigen keine maßgeblichen Veränderungen und bei den Älteren Rückgänge der Bevölkerungsanteile. Dabei besteht aus demografischer Sicht gerade bei den im Jahr 2017 im Teenageralter befindlichen Personen ein besonders großer Bedarf an Zuwanderern, da diese die geburtenstarken Jahrgänge am Arbeitsmarkt ersetzen müssen. Die Potenziale der Mobilität innerhalb der EU, die eine tragende Säule der Zuwanderung der letzten Jahre war, sind hier sehr begrenzt. Denn in den Herkunftsländern der europäischen Zuwanderer in dieser Altersgruppe bestehen ebenfalls große demografische Lücken. Daher muss die Zuwanderungspolitik ihren Fokus in den nächsten Jahren vermehrt auf demografiestarke Drittstaaten richten. Der Schwerpunkt sollte dabei auf der Erwerbs- und Bildungsmigration liegen, da das Gelingen der Integration in den deutschen Arbeitsmarkt darüber entscheidet, welchen Beitrag die Zuwanderung zur Bewältigung der mit dem demografischen Wandel einhergehenden Herausforderungen tatsächlich leisten kann." (Autorenreferat, IAB-Doku)

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Dray, Kelly K., Vaughn R. E. Smith, Toni P. Kostecki, Isaac E. Sabat & Cassidy R. Thomson (2020): Moving beyond the gender binary: Examining workplace perceptions of nonbinary and transgender employees. In: Gender, work & organization, Jg. 27, H. 6, S. 1181-1191. DOI:10.1111/gwao.12455

Abstract

"This study is one of the first to experimentally examine the workplace prejudice faced by nonbinary employees, or those who identify outside of the man/woman gender binary. Participants (N = 249) were presented with a vignette which included a description of a fictitious co-worker’s sex and gender identity, and asked to rate the co-worker’s likeability and perceived job performance. Results revealed that the assigned sex and the gender of hypothetical employees interactively impacted interpersonal and workplace perceptions. For individuals assigned male at birth, identifying as a man led to the most positive ratings, followed by identifying as a transgender woman, followed by identifying as a nonbinary person. This work expands upon gender schema theory and highlights some of the unexplored challenges faced by nonbinary and transgender employees. We end with suggestions for future research, such as incorporating qualitative data to highlight the unique experiences of these gender minorities in organizations." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Finnigan, Ryan (2020): Rainbow-Collar Jobs? Occupational Segregation by Sexual Orientation in the United States. In: Socius, Jg. 6, S. 1-17. DOI:10.1177/2378023120954795

Abstract

"Lesbian and gay workers hold different occupations than straight workers, partly reflecting lesbian and gay workers' tendency to avoid same-gender-dominated occupations. Previous studies have grappled with significant data limitations, obscuring patterns for bisexual workers and potentially biasing estimates of occupational segregation by sexual orientation. In this study the author addresses these limitations using large-scale, nationally representative data from the 2013-2018 National Health Interview Survey. Occupational segregation by sexual orientation is stronger among men than women. Within gender, lesbian/gay and bisexual workers are as segregated from each other as they are from straight workers. These differences are structured by both occupational gender composition and education: occupational segregation by sexual orientation is greatest among less educated workers and when correlated with occupational gender composition. These findings contribute to a more detailed empirical description of labor market inequalities by sexual orientation and offer some empirical puzzles for further theoretical development." (Author's abstract, IAB-Doku) ((en))

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Flage, Alexandre (2020): Discrimination against gays and lesbians in hiring decisions: a meta-analysis. In: International Journal of Manpower, Jg. 41, H. 6, S. 671-691. DOI:10.1108/IJM-08-2018-0239

Abstract

"Purpose: The purpose of this paper is to evaluate the true level of discrimination against openly gay and lesbian applicants in hiring decisions in OECD countries as well as on its determinants. Design/methodology/approach: The author presents an overview of all studies conducted in order to test for discrimination against homosexual applicants in the labor market by the correspondence testing method. Moreover, the author performs a meta-analysis of correspondence tests from 18 separate studies conducted in OECD countries to test sexual orientation discrimination, containing more than 70 estimates of effects and representing a total of more than 50,000 resumes sent to employers. In addition to presenting overall results, the author focus on subgroups of specific correspondence tests in order to highlight the differences across gender, type of jobs, procedure, continent and type of information provided in applications. Findings: The author provides evidence that sexual orientation discrimination occurs in the labor market in OECD countries, such that openly homosexual applicants face similar discrimination as ethnic minority applicants. Discrimination is significantly greater in the selection process for low-skilled than for high-skilled jobs. In the selection process for low-skilled jobs, lesbian candidates face significantly lower discrimination than gays (except in jobs that are considered “women's” jobs). Discrimination is significantly higher in Europe than in North America. Moreover, the way sexual orientation is signaled may influence the level of discrimination found. Finally, discrimination against homosexual applicants is not only a matter of preferences: providing more positive information in applications significantly reduces the level of discrimination. Originality/value: This paper offers the first quantitative analysis of sexual orientation discrimination in OECD countries through meta-analyses." (Author's abstract, IAB-Doku, © Emerald Group) ((en))

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Frohn, Dominic & Florian Meinhold (2020): LSBT*-Personen in Arbeit und Wirtschaft: Diversity und (Anti-)Diskriminierung. In: S. Timmermanns & M. Böhm (Hrsg.) (2020): Sexuelle und geschlechtliche Vielfalt, S. 89-107.

Abstract

"Der vorliegende Artikel möchte die aktuelle Arbeitssituation von LSBT*-Personen anhand wesentlicher wissenschaftlicher Befunde strukturiert darstellen. Nach einer kurzen historischen Aufarbeitung und einer theoretischen Verortung des Themas wird anschließend auf der Basis aktueller Forschungsergebnisse die Situation von lesbischen, schwulen und bisexuellen Beschäftigten sowie Trans*-Personen im Arbeits- und Wirtschaftskontext dargestellt. Abschließend werden künftige wissenschaftliche (Weiter-)Entwicklungen besprochen, die in diesem Themenfeld relevant erscheinen." (Autorenreferat, IAB-Doku)

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Graml, Regine, Tobias Hagen, Yvonne Ziegler, Kristine Khachatryan & Ricky Astrida Herman (2020): Lesbische Frauen in der Arbeitswelt: The L-Word in Business. (Working papers / Fachbereich Wirtschaft und Recht, Frankfurt University of Applied Sciences 15), Frankfurt am Main, 35 S.

Abstract

"Diese aktuelle Studie untersucht die Arbeitssituation von lesbischen Frauen in Deutschland. Dabei vergleicht sie die Erfahrungen erwerbstätiger lesbischer Frauen mit denen heterosexueller Frauen und untersucht Diskriminierung im Bewerbungsverfahren von Berufseinsteigerinnen. Die Ergebnisse eines Experiments mit Bewerbungen zeigen, dass lesbische Frauen schon zu Berufsbeginn in Einstellungsverfahren Diskriminierung erleben, indem sie z.B. seltener zu Interviews eingeladen werden. Ein wichtiges Ergebnis einer gleichfalls durchgeführten Befragung unter lesbischen und heterosexuellen Frauen zeigt, dass lesbische Frauen in ihrem Arbeitsumfeld stärker Diskriminierung aufgrund des Geschlechts als Diskriminierung aufgrund der sexuellen Identität erleben." (Autorenreferat, IAB-Doku)

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Hancock, Amanda J., Heather M. Clarke & Kara A. Arnold (2020): Sexual orientation occupational stereotypes. In: Journal of vocational behavior, Jg. 119. DOI:10.1016/j.jvb.2020.103427

Abstract

"Analyses of objective data from census and nationally representative samples illustrate that numerical occupational segregation by sexual orientation has existed for decades. The purpose of this study was to evaluate subjective perceptions of these and other occupations to determine the statistical validity of sexual orientation occupational stereotypes. Drawing from social cognitive career theory (SCCT), we measured perceptions of gender, prestige, and sexual orientation for 60 occupations. Participants (N=396) with experience in hiring and recruitment were surveyed and, as expected, many occupations were gender stereotyped and differed in prestige ratings. Male-typed occupations were rated higher in prestige than female-typed occupations. Regarding sexual orientation stereotypes, some occupations were perceived as 'gay jobs', but no occupations were perceived as 'lesbian jobs'. Gender of the participant was a significant predictor of two jobs that were sexual orientation stereotyped, make-up artist and fashion designer. Theoretical and practical contributions are discussed." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))

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McFadden, Ciarán (2020): Hiring discrimination against transgender job applicants – considerations when designing a study. In: International Journal of Manpower, Jg. 41, H. 6, S. 731-752. DOI:10.1108/IJM-04-2019-0201

Abstract

"Purpose: This paper discusses the factors to consider when designing studies to measure hiring discrimination against transgender job applicants. Design/methodology/approach: The paper builds on academic literature related to hiring discrimination and transgender employment to build a detailed discussion of the numerous factors and issues inherent in hiring discrimination against transgender job applicants. By isolating and describing a number of relevant considerations, the paper aims to act as a guide for future studies to build upon. Findings: Three types of hiring discrimination studies are discussed: correspondence tests, in-person experiments and student cohort experiments. Three main categories of factors relevant to an experiment's design are then discussed: the legal context, industry/role factors and transgender population-specific factors. A flow-chart detailing the research design decision-making process is provided. Research limitations/implications The discussion within this paper will act as a reference and a guide for researchers seeking to address the dearth of empirical studies in the literature. The list is not exhaustive; while a number of factors relevant to transgender-specific studies are identified, there may be more that could affect an experiment's design. Originality/value: Hiring discrimination against transgender people has been recorded in many surveys, but there is little empirical measurement of this discrimination. To the author's knowledge, this paper is the first to examine the experimental design decisions related to transgender hiring discrimination. In doing so, it provides contributions for two primary audiences: those researching transgender employment issues but who have never conducted a study measuring hiring discrimination; and those who have previously conducted studies on hiring discrimination, but have not done so with reference to transgender job applicants." (Author's abstract, IAB-Doku, © Emerald Group) ((en))

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Preston, Alison, Elisa Birch & Andrew R. Timming (2020): Sexual orientation and wage discrimination: evidence from Australia. In: International Journal of Manpower, Jg. 41, H. 6, S. 629-648. DOI:10.1108/IJM-08-2018-0279

Abstract

"Purpose: The purpose of this paper is to document the wage effects associated with sexual orientation and to examine whether the wage gap has improved following recent institutional changes which favour sexual minorities. Design/methodology/approach: Ordinary least squares and quantile regressions are estimated using Australian data for 2010–2012 and 2015–2017, with the analysis disaggregated by sector of employment. Blinder–Oaxaca decompositions are used to quantify unexplained wage gaps. Findings: Relative to heterosexual men, in 2015–2017 gay men in the public and private sectors had wages which were equivalent to heterosexual men at all points in the wage distribution. In the private sector: highly skilled lesbians experienced a wage penalty of 13 per cent; low-skilled bisexual women faced a penalty of 11 per cent, as did bisexual men at the median (8 per cent penalty). In the public sector low-skilled lesbians and low-skilled bisexual women significant experienced wage premiums. Between 2010–2012 and 2015–2017 the pay position of highly skilled gay men has significantly improved with the convergence driven by favourable wage (rather than composition) effects.Practical implications The results provide important benchmarks against which the treatment of sexual minorities may be monitored. Originality/value: The analysis of the sexual minority wage gaps by sector and position on the wage distribution and insight into the effect of institutions on the wages of sexual minorities." (Author's abstract, IAB-Doku, © Emerald Group) ((en))

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Rafferty, Anthony (2020): Skill underutilization and under-skilling in Europe. The role of workplace discrimination. In: Work, employment and society, Jg. 34, H. 2, S. 317-335. DOI:10.1177/0950017019865692

Abstract

"This article examines the effects of discrimination based on race, ethnic background, nationality, religion, sex, age, disability and sexual orientation on skill underutilization and under-skilling in 30 European countries. People who experienced a variety of forms of workplace discrimination were more likely to report over-skilling, defined as having skills for more demanding roles than required for their job. Paradoxically, some forms of labour market discrimination were also linked to under-skilling, where people report requiring more training to fulfil their job role. The findings are explained in terms of how discrimination in the labour market can have differential impacts on access to career progression and training opportunities across organizations. Differences between self-report and statistical estimates of discrimination are observed. Broader implications for the interpretation of statistical models in discrimination research are discussed." (Author's abstract, IAB-Doku) ((en))

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Siminski, Peter & Rhiannon Yetsenga (2020): Rethinking specialisation and the sexual division of labour in the 21st century. (IZA discussion paper 12977), Bonn, 70 S.

Abstract

"This paper aims to shed new light on explanations for the sexual division of labour, within a broader examination of within-household specialisation. We propose a set of indices which we believe are the first direct within-couple measures of specialisation. We use these to present a rich descriptive profile of specialisation. Absolute advantage in market work has only a small role in behaviour for heterosexual couples, and no role at all for samesex couples. In contrast, sex-based specialisation is much greater. We consider whether the patterns in the data are consistent with a formal Beckerian model of comparative advantage. A woman would need to be 109 times more productive in market work than her male partner before reaching expected parity in domestic work, and this is likely biased downwards due to endogeneity of relative wages related to earlier time use decisions." (Author's abstract, IAB-Doku) ((en))

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Smith, Rachel Williamson, Lisa E. Baranik & Ryan D. Duffy (2020): Psychological ownership within psychology of working theory: A three-wave study of gender and sexual minority employees. In: Journal of vocational behavior, Jg. 118. DOI:10.1016/j.jvb.2019.103374

Abstract

"The present study examines the experiences of gender and sexual minority employees regarding their ability to secure decent work. Specifically, we extend psychology of working theory (PWT) by integrating social identity theory and incorporating psychological ownership into the model. We tested our hypotheses in a sample of 240 gender and sexual minority employees gathering data at three time points over a two-week period. Financial strain, work volition, and psychological ownership were all found to directly predict decent work and work volition was found to mediate the effects of financial strain and workplace climate to decent work. Although climate was significantly predicted by psychological ownership, it failed to mediate the climate-decent work relation, highlighting the need for future research to examine additional constructs in and refinement of PWT. We offer suggestions for future research on PWT and the experiences of marginalized employees, particularly gender and sexual minority employees." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))

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Vries, Lisa de, Mirjam Fischer, David Kasprowski, Martin Kroh, Simon Kühne, David Richter & Zaza Zindel (2020): LGBTQI*-Menschen am Arbeitsmarkt: hoch gebildet und oftmals diskriminiert. In: DIW-Wochenbericht, Jg. 87, H. 36, S. 619-627. DOI:10.18723/diw_wb:2020-36-1

Abstract

"In Deutschland hat sich die gesellschaftliche Akzeptanz von LGBTQI*-Menschen in den vergangenen Jahrzehnten deutlich verbessert und die rechtliche Gleichstellung am Arbeitsmarkt wurde durch das Allgemeine Gleichbehandlungsgesetz gestärkt. Dennoch berichten knapp 30 Prozent derjenigen, die sich der Gruppe der LGBTQI*-Menschen zuordnen, von Benachteiligungen im Arbeitsleben. Dies ist das Ergebnis einer Befragung des Sozio-oekonomischen Panels und der Universität Bielefeld. Ebenso ist fast ein Drittel der LGBTQI*-Menschen nicht oder nur teilweise gegenüber Kolleg*innen geoutet. Insbesondere Trans*-Menschen berichten häufig von Diskriminierungserfahrungen im Arbeitsleben. Für LGBTQI*-Menschen, die durchschnittlich höher gebildet sind als die heterosexuelle Bevölkerung, gehört ein offenes Betriebsklima ihnen gegenüber zu den wichtigsten Kriterien für die Wahl eines Arbeitgebers. Ein diskriminierungsarmes Arbeitsumfeld reduziert kurz- und langfristige Arbeitsmarktnachteile von (potentiellen) Beschäftigten und erhöht die Attraktivität von Unternehmen für LGBTQI*-Menschen." (Autorenreferat, IAB-Doku)

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Waite, Sean, Vesna Pajovic & Nicole Denier (2020): Lesbian, gay and bisexual earnings in the Canadian labor market. New evidence from the Canadian Community Health Survey. In: Research in Social Stratification and Mobility, Jg. 67. DOI:10.1016/j.rssm.2020.100484

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Wong, Elizabeth, Judy Jou, Amy Raub & Jody Heymann (2020): Comparing the availability of paid parental leave for same-sex and different-sex couples in 34 OECD countries. In: Journal of social policy, Jg. 49, H. 3, S. 525-545. DOI:10.1017/S0047279419000643

Abstract

"The availability of paid family leave has been widely researched in the context of a two-parent household with one mother and one father, yet few studies have explored whether households with same-sex parents have access to equal benefits. Expanding on previous cross-country comparisons of parental leave policies, this study examines parental leave policies in 34 OECD countries to compare the total duration of paid parental leave available to same-sex and different-sex parent families within a country. We find that same-sex female and different-sex couples receive equal durations of leave in the majority of countries. However, same-sex male couples often receive shorter durations of paid parental leave compared to both different-sex and same-sex female couples. In addition to addressing the implications of laws and policies surrounding same-sex marriage and same-sex adoption on parental leave availability, we highlight specific aspects of paid leave policies that may explain the unequal durations of paid leave between same-sex and different-sex couples." (Author's abstract, IAB-Doku) ((en))

Abstract

"Ensuring that LGBTI people – i.e. lesbians, gay men, bisexuals, transgender and intersex individuals – can live as who they are without being discriminated against or attacked is a concern worldwide. Discrimination against LGBTI people remains pervasive, while its cost is massive. It lowers investment in human capital due to bullying at school. It also reduces economic output by excluding LGBTI talents from the labour market and impairing their mental health, hence their productivity. This report provides a comprehensive overview of the extent to which laws in OECD countries ensure equal treatment of LGBTI people, and of the complementary policies that could help foster LGBTI inclusion. The report first identifies the legislative and regulatory frameworks in the areas of civil rights, protection against discrimination and violence, as well as health that are critical for the inclusion of sexual and gender minorities. The report then explores whether these laws are in force in OECD countries and examines the margin for further improvement. Finally, the report investigates the broader policy measures that should accompany LGBTI-inclusive laws in order to strengthen the inclusion of LGBTI people" (Author's abstract, IAB-Doku) ((en))

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Arant, Regina, Georgi Dragolov, Björn Gernig & Klaus Boehnke (2019): Zusammenhalt in Vielfalt. Das Vielfaltsbarometer 2019 der Robert Bosch Stiftung. Stuttgart, 118 S.

Abstract

"Deutschland ist ein vielfältiges Land. Darin liegen Chancen für die zukünftige Entwicklung in einer globalisierten Welt, aber auch Herausforderungen für das Zusammenleben der Menschen. Zudem wird spätestens seit dem „Flüchtlingsjahr 2015“ immer wieder die Frage gestellt, ob zunehmende Vielfalt den Zusammenhalt in unserer Gesellschaft gefährdet. Welchen Zusammenhang also gibt es zwischen Vielfalt und gesellschaftlichen Zusammenhalt? Wie gehen die Deutschen mit Menschen eines anderen Lebensalters oder Geschlechts, mit sozial Schwachen oder Behinderten und mit der Vielfalt an sexuellen Orientierungen, Ethnien und Religionen um? Und wie lässt sich die Akzeptanz von Vielfalt stärken? Mit dem Forschungsvorhaben „Zusammenhalt in Vielfalt: Das Vielfaltsbarometer der Robert Bosch Stiftung“ versuchen wir Antworten auf diese Fragen zu finden." (Verlagsangaben, IAB-Doku)

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Bridges, Sarah & Samuel Mann (2019): Sexual orientation, legal partnerships and wages in Britain. In: Work, employment and society, Jg. 33, H. 6, S. 1020-1038. DOI:10.1177/0950017019873265

Abstract

"This article uses data from the Labour Force Survey to examine the effect sexual orientation has on wages in Britain. In doing so it provides the first empirical investigation of the effect being in a same-sex legal partnership has on wages. The results show that gay cohabitees and lesbians face a wage premium compared to their heterosexual counterparts. Decomposition results show that for gay cohabitees this arises due to differences in observable characteristics, while lesbians not only earn significantly more due to differences in their observable characteristics, but they also receive a higher return for these characteristics. In contrast, although no significant difference in earnings is observed for men in a legal partnership, decomposition results suggest that legally partnered gay males should earn more due to differences in their observable characteristics, while there is also evidence that they face barriers to advancement to senior positions, or a glass ceiling." (Author's abstract, IAB-Doku) ((en))

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Christafore, David & Susane Leguizamon (2019): Taste-based discrimination, tolerance and the wage gap. When does economic freedom help gay men? In: Kyklos, Jg. 72, H. 3, S. 426-445. DOI:10.1111/kykl.12206

Abstract

"Although gay men have reported experiencing labor market discrimination, re- search studies on a potentially discriminatory wage gap have reported mixed findings. We consider the Becker model of taste based discrimination which hypothesizes that we will observe, in the presence of discrimination, a smaller or non-existent wage gap in more competitive markets. Using economic freedom at the state level as a measure of market competitiveness, and controlling for other influential characteristics, we analyze the wages of over 300,000 men in the United States to consider how economic freedom influences the wage gap between cohabitating gay men and married straight men be- tween the years 2000 and 2014. We find evidence consistent with model predictions in the presence of labor market discrimination for the states in the South and regions with the highest concentrations of religious households but not in the Northeast, West and less religious regions. Given the lower levels of public support of gay rights in the South and religious regions, this result suggests that gay men may be experiencing la- bor market discrimination in these regions but not in regions which typically offer more public support. These findings may help reconcile contradictory findings in previous research which did not explicitly allow for differential regional and religious influences." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Dennissen, Marjolein, Yvonne Benschop & Marieke van den Brink (2019): Diversity networks: Networking for equality? In: British journal of management, Jg. 30, H. 4, S. 966-980. DOI:10.1111/1467-8551.12321

Abstract

"In recent years, the use of diversity networks as diversity management instruments in organizations has increased tremendously. Diversity networks support the needs of employees with different social identities, such as women, ethnic minorities, LGBTs, disabled and young people. The aim of this study is to come to a better understanding of how diversity networks contribute to equality by examining how diversity network leaders discursively construct the value of their networks against the backdrop of discourses on diversity and equality. We conducted a multiple case study of five different diversity networks in a financial service organization in the Netherlands. Our results show that network leaders tend to construct the value of their networks primarily in terms of individual career development and community building, to prevent their members' isolation. However, they are much less articulate about removing the barriers to inclusion in the organization as a core value of their networks. We conclude that the value of diversity networks is limited when these networks only address the individual and group levels of equality and leave systemic inequalities at the organizational level unchallenged." (Author's abstract, IAB-Doku) ((en))

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Fric, Karel (2019): How does being out at work relate to discrimination and unemployment of gays and lesbians? In: Journal for labour market research, Jg. 53, H. 1, S. 1-19. DOI:10.1186/s12651-019-0264-1

Abstract

"This article empirically investigates the relationships in the workplace between homonegativity, the disclosure of sexual orientation, perceived discrimination, the reporting of discriminatory incidents and an individual's employment status. I utilize information reported by gays and lesbians in the EU lesbian, gay, bisexual and transgender (LGBT) survey. The data was analysed using generalised structural equation modelling and the logistic regression model. The results indicate that gays and lesbians conceal their sexual orientation more in hostile workplaces. A higher level of concealment is linked with an increased perception of discrimination and with a lower likelihood of reporting discriminatory incidents. Perceived discrimination and (unlike hypothesised) also concealment of sexual orientation positively relate to the probability of being unemployed. This implies a vicious circle in which hostile attitudes force gay employees to conceal their sexuality which in turn limits their ability to confront discriminatory behaviour." (Author's abstract, © Springer-Verlag) ((en))

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Frohn, Dominic, Michael Wiens & Sarah Buhl (2019): Spezifika der Arbeitssituation von inter* Beschäftigten in Deutschland. Ergebnisbericht auf Grundlage von qualitativen Interviews mit inter* Expert_innen. Köln, 15 S.

Abstract

,Die aus Intergeschlechtlichkeit resultierenden Lebensrealitäten sind vielfältig.' Ziel der vorliegenden explorativen Studie ist es, erstmalig qualitative Erkenntnisse über die Arbeitssituation von inter

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Gorsuch, Marina Mileo (2019): Gender, sexual orientation, and behavioral norms in the labor market. In: ILR review, Jg. 72, H. 4, S. 927-954. DOI:10.1177/0019793919832273

Abstract

"The author examines bias and behavioral norms based on sex and sexual orientation in the labor market. Using an online laboratory setting, participants were asked to evaluate résumés that were manipulated on sex, perceived LGBT status, and use of traditionally masculine or feminine adjectives. Findings show that male participants penalized résumés that included an LGBT activity, and the penalty was slightly stronger for male résumés. Additionally, men evaluated non-LGBT women who used feminine adjectives more positively than when they used masculine adjectives. Résumés of women with the LGBT activity and men were both immune to this effect. This outcome suggests that perceived-heterosexual women are discouraged from masculine behavior that would be rewarded in the labor market, whereas perceived-LGBT women are not. Men who had the strongest reaction to perceived-heterosexual women using masculine adjectives also had the strongest negative reaction to résumés with an LGBT activity. This pattern suggests that male decision makers are biased in ways that harm LGBT men, LGBT women, and heterosexual women in the labor market." (Author's abstract, IAB-Doku) ((en))

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Jackson, Sarah E., Ruth A. Hackett, Igor Grabovac, Lee Smith & Andrew Steptoe (2019): Perceived discrimination, health and wellbeing among middle-aged and older lesbian, gay and bisexual people. A prospective study. In: PLoS ONE, Jg. 14, H. 5. DOI:10.1371/journal.pone.0216497

Abstract

"Objective: To examine cross-sectional and prospective associations between perceived discrimination in daily life (based on a range of attributes), sexual orientation discrimination, and health and wellbeing in middle-aged and older lesbian, gay and bisexual (LGB) people. Methods: Data were from 304 LGB men and women aged 41–85 years participating in the English Longitudinal Study of Ageing. Perceived discrimination in daily life was reported in 2010/11. Participants could attribute their discrimination experience to characteristics including age, sex, race, physical disability, and sexual orientation. Self-rated health, limiting long-standing illness, depressive symptoms, quality of life, life satisfaction and loneliness were assessed in 2010/11 and 2016/17. Analyses adjusted for age, sex, ethnicity, partnership status and socioeconomic position. Results: Perceived discrimination in daily life was reported by 144 (47.4%) participants. Cross-sectionally, perceived discrimination in daily life was associated with increased odds of depressive symptoms (OR = 2.30, 95% CI 1.02 to 5.21), loneliness (OR = 3.37, 95% CI 1.60 to 7.10) and lower quality of life (B = -3.31, 95% CI -5.49 to -1.12). Prospectively, perceived discrimination in daily life was associated with increased odds of loneliness (OR = 3.12, 95% CI 1.08 to 8.99) and lower quality of life (B = -2.08, 95% CI -3.85 to -0.31) and life satisfaction (B = -1.92, 95% CI -3.44 to -0.39) over six-year follow-up. Effect sizes were consistently larger for participants who attributed experiences of discrimination to their sexual orientation compared with those who attributed experiences of discrimination to other reasons (e.g. age, sex, race). Conclusion: These results provide cross-sectional and prospective evidence of associations between perceived discrimination in daily life and health and wellbeing outcomes in middle-aged and older LGB adults in England." (Author's abstract, IAB-Doku) ((en))

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Krüger, Heinz-Hermann, Kilian Hüfner, Catharina Keßler, Stephanie Kreuz, Patrick Leinhos & Daniela Winter (Hrsg.) (2019): Exklusive Bildungskarrieren von Jugendlichen und ihre Peers am Übergang in Hochschule und Beruf. Ergebnisse einer qualitativen Längsschnittstudie. (Studien zur Schul- und Bildungsforschung 75), Wiesbaden: Springer London, 337 S. DOI:10.1007/978-3-658-23175-0

Abstract

"In dem Band werden zentrale Ergebnisse einer qualitativen Längsschnittstudie vorgestellt, die die Bildungskarrieren von Jugendlichen und ihre Peerbeziehungen von der gymnasialen Oberstufe bis zwei Jahre nach Schulabschluss untersucht hat. Thematisiert werden die Verläufe und Bedingungskontexte von internationalen Bildungskarrieren sowie sportlichen, tänzerischen oder musikalischen Profilkarrieren sowie die Bedeutung der Peers für diese Karrieren. In den Blick genommen werden auch Veränderungsprozesse in der Lebensphase junger Erwachsener sowie Fragen der Reproduktion und Transformation sozialer Ungleichheit am Übergang zwischen Schule und Hochschule oder Beruf." (Verlagsangaben, © Springer)

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Río, Coral del & Olga Alonso-Villar (2019): Occupational Achievements of Same‐Sex Couples in the United States by Gender and Race. In: Industrial Relations, Jg. 58, H. 4, S. 704-731. DOI:10.1111/irel.12246

Abstract

This article offers a framework that allows for the simultaneous comparison of all sexual orientation–gender–race/ethnicity groups after controlling for characteristics. The analysis suggests that occupations matter in explaining earnings differences among groups. The article also displays the high magnitude of the gender wage gap in an intersectional framework. The sexual orientation wage premium of lesbians is quite small for blacks and much higher for Hispanics and Asians than for whites. For men, departing from the white heterosexual model involves a substantial punishment; the racial penalty is larger for heterosexuals whereas the sexual orientation penalty is greater for whites. (Author's Abstract, IAB-Doku)

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Seeliger, Martin & Julia Gruhlich (Hrsg.) (2019): Intersektionalität, Arbeit und Organisation. (Arbeitsgesellschaft im Wandel), Weinheim: Beltz Juventa, 210 S.

Abstract

"Soziale Ungleichheit und Vielfalt sind Schlüsselthemen der Arbeits- und Organisationsforschung, wurden bislang aber nur selten aus intersektionaler Perspektive betrachtet. Der Sammelband schließt diese Lücke. Er versammelt theoretische und empirische Beiträge, die aufzeigen, wie multiple Benachteiligungen und Diskriminierungen in Unternehmen, Universitäten, Forschung, Parteien, Krankenhäusern, Pflegeagenturen und Gewerkschaften produziert werden und was Organisationen davon abhält, allen Menschen unabhängig von ihrer sozialen Zugehörigkeit gleiche Arbeitsbedingungen zu bieten." (Autorenreferat, IAB-Doku)

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Ueno, Koji, Jessi Grace & Emily D. Šaras (2019): Sexual orientation, partnership status, and work patterns among US young adults. In: Research in Social Stratification and Mobility, Jg. 62. DOI:10.1016/j.rssm.2019.100411

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Wang, Jing & Morley Gunderson (2019): Can pay gaps between gay men and lesbians shed light on male-female pay gaps? In: International journal of manpower, Jg. 40, H. 2, S. 178-189. DOI:10.1108/IJM-11-2017-0298

Abstract

"Purpose
The purpose of this paper is to estimate the relative importance of gender discrimination and differences in household responsibilities as determinants of the male - female pay gap.
Design/methodology/approach
It parses out the relative importance of those two factors by using the pay between gay men vs lesbian women as a comparison group that should reflect only gender discrimination. Subtracting the pay gap between gay men and lesbians (reflecting only gender discrimination) from the male - female pay gap for their heterosexual counterparts (reflecting both gender discrimination and household responsibilities) provides evidence of the relative importance of gender discrimination and household responsibilities in explaining the male - female pay gap.
Findings
The results show that essentially all of the male - female pay gap is attributed to differences in household responsibilities.
Originality/value
This paper advances the literature of gender wage gap by using a novel comparison group - gay men vs lesbian women - to estimate the relative importance of gender discrimination and differences in household responsibilities as determinants of the male - female pay gap." (Author's abstract, © Emerald Group) ((en))

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OECD (2019): Society at a glance 2019. OECD social indicators. (Society at a glance 09), Paris, 131 S. DOI:10.1787/soc_glance-2019-en

Abstract

"Wie steht es im OECD-Raum um die geschlechtlichen Minderheitengruppen und die sozioökonomische Lage von LGBT-Personen? Der Vergleich von existierenden Studien zeigt, dass LGBT-Personen sowohl beim Beschäftigungszugang als auch im Hinblick auf ihr Erwerbseinkommen benachteiligt sind: Ihre Beschäftigungswahrscheinlichkeit ist um sieben Prozent geringer und ihr Erwerbseinkommen um vier Prozent niedriger als das von Nicht-LGBT-Personen. Die OECD-Studie 'Society at a Glance 2019' umfasst 25 Sozialindikatoren zu Themen wie Einkommen, Beschäftigung, Ungleichheit bei Sozialausgaben, Lebenszufriedenheit sowie Tabak- und Alkoholkonsum. Es liegen Daten für die 36 OECD-Mitgliedstaaten und, soweit verfügbar, für Argentinien, Brasilien, China, Indien, Indonesien, Russland, Saudi-Arabien und Südafrika vor." (Autorenreferat, IAB-Doku)

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Bundesministerium für Arbeit und Soziales (2019): Diskriminierung in Jobcentern - Risiken, Erfahrungen, Abwehr. Antwort der Bundesregierung auf die Kleine Anfrage der Abgeordneten und der Fraktion DIE LINKE (Drucksache 19/10139). (Verhandlungen des Deutschen Bundestages. Drucksachen 19/11042 (24.06.2019)), 13 S.

Abstract

Die Bundesregierung antwortet auf die Anfrage der Fraktion DIE LINKE zum Thema Diskriminierung in Jobcentern - Risiken, Erfahrungen, Abwehr. (IAB-Doku)

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Aksoy, Cevat G., Christopher S. Carpenter & Jeff Frank (2018): Sexual orientation and earnings. New evidence from the United Kingdom. In: ILR review, Jg. 71, H. 1, S. 242-272. DOI:10.1177/0019793916687759

Abstract

"Most prior work on sexual orientation and labor market earnings has relied either on individual-level surveys with small samples of sexual minorities or on large samples of same-sex couples. For this study, the authors use a large individual-level data set from the United Kingdom that allows investigation of both constructs. They replicate the well-documented lesbian advantage and gay male penalty in couples-based comparisons but show that these effects are absent in similarly specified models of non-partnered workers. This finding suggests that couples-based samples overstate the true earnings differences attributable to a minority sexual orientation as well as that household specialization plays an important role in the lesbian earnings advantage. Results also show that no significant lesbian advantage or gay male penalty is observed in London. Finally, they find robust evidence that bisexual men earn significantly less than otherwise similar heterosexual men. The authors discuss how the effects reconcile with theories of specialization and discrimination." (Author's abstract, IAB-Doku) ((en))

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Burn, Ian (2018): Not All Laws are Created Equal: Legal Differences in State Non-Discrimination Laws and the Impact of LGBT Employment Protections. In: Journal of labor research, Jg. 39, H. 4, S. 462-497. DOI:10.1007/s12122-018-9272-0

Abstract

"In this paper, I study the impact of legal differences in state employment nondiscrimination acts (ENDAs) for gay men and lesbian women on labor market outcomes. Employing a DDD approach, I show that enacting an employment non-discrimination act is associated with increased wages of gay men and decreased employment of lesbian women. If all employment non-discrimination acts are treated as identical, these laws increased the hourly wages of gay men by 2.7% and decreased the employment of lesbian women by 1.7% and their hours worked by 0.7 hours. The results show that the strength of the law can result in heteroge-neous effects of the laws for gay men, but not for lesbian women. ENDAs with both punitive and compensatory damage provisions resulted in smaller wage increases for gay men than ENDAs with only compensatory damage provisions. ENDAs with longer statutes of limitations for complaints increased the employment of gay men, whereas laws with shorter statutes of limitations decreased employment. Based on the estimates from the state-level employment non-discrimination acts, I argue that extending federal protections under Title VII would lead to a small increase in the wages of gay men, but would significantly reduce the employment of lesbian women." (Author's abstract, © Springer-Verlag) ((en))

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Dilmaghani, Maryam (2018): Sexual orientation, labour earnings, and household income in Canada. In: Journal of labor research, Jg. 39, H. 1, S. 41-55. DOI:10.1007/s12122-017-9249-4

Abstract

"Using five cycles of a large nationally representative Canadian health survey, covering 2008 to 2012, the present paper examines the extent of labour earnings and household income gaps among gays, lesbians, and heterosexuals. The data used in this paper has the advantage of allowing for a direct classification of sexual orientation, through respondent self-identification. In accord with previous reports, this paper finds that homosexual females holding fulltime employment earn statistically significantly above comparable heterosexual females. Homosexual males with fulltime employment, on the other hand, are found no different in their earnings, from otherwise identical heterosexual males. When household income is considered, data reveal that lesbian households have statistically significantly lower incomes compared with otherwise identical gay households, who outearn heterosexuals as well. This pattern, not previously reported for Canada but observed in some other countries, is likely due to the combined effects of the general gender wage gap, the fading of homosexual males' wage penalty, and the existence of two male income earners in a gay male household." (Author's abstract, © Springer-Verlag) ((en))

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Evertsson, Marie & Katarina Boye (2018): The transition to parenthood and the division of parental leave in different-sex and female same-sex couples in Sweden. In: European Sociological Review, Jg. 34, H. 5, S. 471-485. DOI:10.1093/esr/jcy027

Abstract

"Research on the division of paid and unpaid work at the transition to parenthood has rarely been able to separate the social construction of gender and motherhood/fatherhood identities from labour market and financial factors. By bringing in female same-sex couples (SSC) and comparing how the transition to parenthood influences the division of parental leave in SSC and different-sex couples (DSC), we can isolate parents' gender as a predictor of the division of care from physiological and identity-forming aspects linked to being a birth-mother (or her partner). Analysing Swedish register data for couples who had their first child in 2003-2011, results show that (i) the (birth) mother's leave uptake is higher than the partner's uptake for both SSC and DSC, providing support for identity formation and internalized norms linked to the child's need of its (birth) mother; (ii) birth-mothers in SSC on average take 7 weeks less parental leave than mothers in DSC, indicating that the partner's gender plays a role; and (iii) the (birth) mother's parental leave share is negatively related to her income but unrelated to her partner's income, suggesting that her labour market prospects are more important in the division of leave than any financial, family-utility maximization." (Author's abstract, IAB-Doku) ((en))

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Geijtenbeek, Lydia & Erik Plug (2018): Is there a penalty for registered women? Is there a premium for registered men? Evidence from a sample of transsexual workers. In: European Economic Review, Jg. 109, H. October, S. 334-347. DOI:10.1016/j.euroecorev.2017.12.006

Abstract

"In this paper, we study the earnings of transsexual workers using a large administrative sample drawn from the Dutch labor force. In particular, we make two comparisons. First, we compare transsexual workers to other women and men, and find that they earn more than women and less than men. Second, we compare transsexual workers before and after their administrative gender transition, and find that male-to-female transsexual workers earn less as registered women and female-to-male transsexual workers earn as much (if not marginally more) as registered men. These patterns hold for annual and hourly earnings, and do not change when we account for individual fixed effects. Together, our results are consistent with a labor market model in which transsexual workers are discriminated against as a registered female as well as a LGBT worker." (Author's abstract, © 2017 Elsevier) ((en))

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Gerhards, Jürgen & Tim Sawert (2018): "Deconstructing Diversity": Soziale Herkunft als die vergessene Seite des Diversitätsdiskurses. In: Leviathan, Jg. 46, H. 4, S. 527-550. DOI:10.5771/0340-0425-2018-4-527

Abstract

"Der hochschulpolitische Diskurs über Diversität definiert vor allem das Geschlecht und die sexuelle Orientierung als die zentralen Merkmale von Verschiedenheit, während die soziale Herkunft einer Person in den Klassifikationssystemen keine Rolle spielt. Am Beispiel des Zugangs zur Universität untersuchen wir, in welchem Maße sich verschiedene Merkmale einer Person auf die Wahrscheinlichkeit auswirken, zur Gruppe der Studierenden zu gehören. Die empirischen Befunde zeigen, dass gerade diejenigen Gruppen, die im Fokus der politischen Diversitätsdebatte und der Gleichstellungspolitik stehen, unter Studierenden nicht unter-, sondern eher leicht überrepräsentiert sind, während diejenigen Gruppen, die im Klassifikationssystem der Diskursordnung keine oder nur eine marginale Rolle spielen - Personen mit Migrationshintergrund und vor allem Personen aus den unteren Schichten - in den Universitäten deutlich unterrepräsentiert sind. Eine Intersektionalitätsanalyse kommt zu dem überraschenden Ergebnis, dass es kein Zusammenspiel vermeintlich negativ diskriminierender Faktoren gibt, sondern dass ganz im Gegenteil die Merkmalskombination 'weiblich' und 'bi-/homosexuell' die Wahrscheinlichkeit erhöht, zur Gruppe der Studierenden zu gehören, was uns zu der Schlussfolgerung bringt, dass der Diskurs über die Benachteiligung verschiedener gesellschaftlicher Gruppen von den real existierenden Ungleichheiten weitgehend entkoppelt ist." (Autorenreferat, IAB-Doku)

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Neumark, David (2018): Experimental research on labor market discrimination. In: Journal of Economic Literature, Jg. 56, H. 3, S. 799-866. DOI:10.1257/jel.20161309

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 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 - although 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, and policy), and reviews both what this literature has taught us thus far, and what remains to be done." (Author's abstract, IAB-Doku) ((en))

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Stenger, Sebastien & Thomas J Roulet (2018): Pride against prejudice? The stakes of concealment and disclosure of a stigmatized identity for gay and lesbian auditors. In: Work, employment and society, Jg. 32, H. 2, S. 257-273. DOI:10.1177/0950017016682459

Abstract

"How do individuals choose to conceal a stigmatized attribute and what are the consequences of such a choice? We answer this question by looking at how gay and lesbian employees make sense of their homosexuality in the highly normative context of audit firms. As a first step, we unveil the subtle pressures exerted on those who possess concealable stigmatized identities. Homosexual auditors engage in partial or full concealment of their sexuality. They live in the fear of being misjudged and cast out of a context in which male values are tantamount. However, the efforts required to conceal create a situation of unrest, which eventually interferes with their social integration at work. We draw on rich ethnographic material in French audit firms, benefitting from the exogenous shock of a gay marriage bill. The study's findings shed new light on audit as a gendered profession and the cost of concealing stigmatized invisible identities." (Author's abstract, IAB-Doku) ((en))

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Wang, Jing, Morley Gunderson & David Wicks (2018): The earnings effect of sexual orientation. British evidence from worker-firm matched data. In: BJIR, Jg. 56, H. 4, S. 744-769. DOI:10.1111/bjir.12304

Abstract

"Using the British Workplace Employment Relations Study (WERS) with its preferred self-identified measure of sexual orientation as well as its organizational-level variables, we find that gay men earn about the same as heterosexual men and lesbians earn significantly more than heterosexual women. Working in an organization with a diversity and equity management (DEM) policy generally has a positive effect on the earnings of gay men and lesbians, especially if they are single. Implications for theories of diversity management, discrimination and market versus household production are discussed." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))