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Ablaza, Christine, Francisco Perales & Nicki Elkin (2025): The ‘double whammy’: Associations between LGBTQ+ identity, non-standard employment and workplace well-being. In: The Economic and Labour Relations Review, S. 1-18. DOI:10.1017/elr.2025.8

Abstract

"Despite societal shifts in attitudes towards gender and sexuality, LGBTQ+ individuals continue to experience multiple forms of labour-market disadvantage – including greater unemployment, lower job satisfaction, and slower career progression. However, existing scholarship has paid little attention to the comparative employment conditions of LGBTQ+ and non-LGBTQ+ individuals. Leveraging unique data from a large, Australian, employer-employee dataset (2024 AWEI Employee Survey ), we fill this knowledge gap by examining the relationships between LGBTQ+ status, non-standard employment (NSE), and workplace well-being. Consistent with our theoretical expectations, we provide novel empirical evidence of the ‘double whammy’ faced by LGBTQ+ employees in relation to NSE. On the one hand, LGBTQ+ employees are more likely to be in certain forms of NSE than non-LGBTQ+ employees; on the other, their workplace well-being is more negatively impacted by these employment arrangements. These findings bear important lessons for policy and practice, indicating that closing the gap between LGBTQ+ and non-LGBTQ+ workers requires careful consideration of their employment arrangements and the circumstances that surround them." (Author's abstract, IAB-Doku) ((en))

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Caprinali, Anna & Agnese Vitali (2025): The demography of sexual identity development and disclosure among LGB people in Europe. In: Demographic Research, Jg. 52, S. 125-140. DOI:10.4054/demres.2025.52.5

Abstract

"BACKGROUND Despite a non-negligible share of youth in Europe identifying as lesbian, gay, bisexual, or queer, we know little about the demography behind the development and disclosure of one’s sexual identity, particularly regarding their timing and their variation by LGBTQIA identity. This limited understanding hinders the use of sexual orientation as a predictor in social sciences. OBJECTIVE We provide descriptive evidence on the demography of sexual identity development and disclosure among LGB people in Europe. We focus on age at self-disclosure and age at first coming out to others and describe differences across European countries, birth cohorts, and between lesbian, gay, and bisexual individuals. METHODS We use the 2019 EU LGBTI II Survey data administered by the European Union Agency for Fundamental Rights and employ descriptive statistics, t-test, and survival analyses to investigate age at self-disclosure and first coming out. RESULTS The age at self-disclosure has remained stable across successive cohorts of LGB people in Europe, whereas the age at coming out to others has decreased considerably. Accordingly, the gap between age at self-disclosure and age at coming out to others has reduced across cohorts. However, longer age gaps are consistently observed among LGB men across all cohorts and countries. Age at self-disclosure varies considerably across Europe, being highest in Central European countries and lowest in Eastern European countries." (Author's abstract, IAB-Doku, © Max-Planck-Institut für demographische Forschung) ((en))

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Drydakis, Nick (2025): Employment discrimination against transgender women in England. In: International Journal of Manpower, Jg. 46, H. 1, S. 58-74. DOI:10.1108/ijm-09-2023-0528

Abstract

"Purpose: The study aimed to assess whether transgender women, who were students at a university in London, England, faced hiring discrimination when seeking employment. Design/methodology/approach Three comparable university classmates—a cisgender woman, a cisgender man and a transgender woman—studying Engineering applied to the same job openings. Similarly, another set of three university classmates —a cisgender woman, a cisgender man and a transgender woman—studying Social Work applied to the same job openings. The degree of discrimination was quantified by calculating the difference in the number of interview invitations received by each group. Findings When three comparable university classmates apply for the same job openings, the rate of interview invitations differs based on gender identity. For cisgender women, the invitation rate is 31.3%, while for cisgender men, it stands at 35.1%. However, for transgender women, the rate drops significantly to 10.4%. Additionally, transgender women face further challenges in male-dominated sectors (STEM), where their chance of being invited for a job interview is even lower compared to those in female-dominated sectors, with a reduction of 8.7 percentage points. The study also reveals that firms with written equality policies on gender identity diversity show a 25.7 percentage point increase in invitation rates for transgender women compared to firms without such policies. Furthermore, the research highlights that negative beliefs among job recruiters regarding various aspects of transgender women, including their gender identity status, disclosure, job performance, vocational relationships and turnover, contribute to their exclusion from job interviews. Moreover, for transgender women who do receive interview invitations, these tend to be for lower-paid jobs compared to those received by cisgender women (by 20%) and cisgender men (by 21.3%). This wage sorting into lower-paid vacancies suggests a penalty in terms of lower returns on education, which could drive wage and income differences. Practical implications Transgender women received a higher number of job interview invitations when firms had written equality policies on gender identity diversity. This outcome can help policymakers identify actions to reduce the exclusion of transgender people from the labour market. Originality/value The study gathers information from job recruiters to quantify the roots of hiring discrimination against transgender women. It also enables an examination of whether workplaces' written equality policies on gender identity diversity are related to transgender women’s invitations to job interviews." (Author's abstract, IAB-Doku, © Emerald Group) ((en))

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Evertsson, Marie, Ylva Moberg & Maaike van der Vleuten (2025): Stimulating (In)equality? The Earnings Penalty in Different-Sex and Female Same-Sex Couples Transitioning to Parenthood in Denmark, Finland, Norway, and Sweden. In: American journal of sociology, Jg. 130, H. 6, S. 1477-1525. DOI:10.1086/735884

Abstract

"The Nordic countries are known as family-friendly welfare states, yet gendered work-care divisions remain. We use a case study approach focusing on the key differences in work-family policy packages in Denmark, Finland, Norway, and Sweden. Using Population registers, we compare the earnings trajectories of same- and different-sex couples for the three years before and five years after a first birth. The findings match theoretical argumentslinking cash-for-care policies to familialistic outcomes: They show that in Finland, the institutional framework leads to unequal divisions of paid work and care, resulting in largeearnings penalties affecting the birth mother in both same-sex and different-sex couples. Inegalitarian Denmark and Sweden, but also in supposedly more familialistic Norway, thesepenalties are considerably smaller for same-sex couples. This exemplifies how inequalities decrease when policies stimulate equality, and as a result can reduce the influence ofheterosexual gender dynamics." (Author's abstract, IAB-Doku) ((en))

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Fletcher, Luke & Janusz Swierczynski (2025): Non-binary gender identity expression in the workplace and the role of supportive HRM practices, co-worker allyship, and job autonomy. In: The International Journal of Human Resource Management, Jg. 36, H. 7, S. 1068-1101. DOI:10.1080/09585192.2023.2284191

Abstract

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

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Fortes de Lena, Fernanda & Diederik Boertien (2025): A Marriage Premium for Whom? Sexual Identity, Relationship Status and Earnings. In: Journal of Marriage and Family, S. 1-19. DOI:10.1111/jomf.70005

Abstract

"Objective: This article aims to understand how relationship status is associated with earnings among LGB people. Background: Previous research has found that marriage is related to higher earnings for men and lower earnings for women, but has not often considered whether this holds across different sexual identities. Method: We use the longitudinal Understanding Society data from the UK to show how the earnings of LGB individuals are associated with relationship status (single, non-residential partner, residential partner, married). Results: Cohabiting or married men generally earn more compared to single men, regardless of sexual identity. However, gay men's earnings only increase after marrying, whereas heterosexual and bisexual men's earnings increase after entering any co-residential relationship. This suggests that gay men might receive more social support or employer approval after entering a normative relationship form. Heterosexual women start earning less after marriage, whereas the impact of changes in relationship status on earnings is relatively small and non-significant for bisexual and lesbian women. These results are largely explained by paid and unpaid work hours, suggesting that the division of labor within relationships lowers earnings among heterosexual women but not among LGB women. Conclusion: LGB women's earnings depend relatively little on changes in relationship status. At the same time, gay men only receive premiums related to having a partner once they marry." (Author's abstract, IAB-Doku) ((en))

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Hernandez, Theresa R., Evan Nault, Isaac E. Sabat & Toni P. Kostecki (2025): Doing and undoing gender: examining nonbinary and cisgender expression at work in the U.S. In: The International Journal of Human Resource Management, Jg. 36, H. 7, S. 1215-1248. DOI:10.1080/09585192.2024.2449531

Abstract

"We examine the experiences of nonbinary and cisgender people in expressing their gender identity at work. Gender expression (GE) is important to study given that gender is embedded in nearly every aspect of U.S. society; however, this gender construction is binary, thereby excluding those whose gender falls outside of this paradigm. As of yet, research has not examined the specific GE experiences of nonbinary and cisgender individuals at work. To address this gap, we conducted a qualitative study of the workplace gender expression practices of nonbinary and cisgender employees. We found that nonbinary and cisgender people used similar tools for expressing and concealing their gender identity; however, they used these tools for different purposes. Nonbinary people expressed their gender by limiting association with assigned sex/gender at birth (AS/GAB) whereas cisgender people expressed their gender by promoting association with AS/GAB. The converse occurred when each group concealed their gender identity. Our initial findings lend support for the applicability of the Button (Citation2004) identity management framework to nonbinary gender expression experiences and social recategorization theory (Roberts et al., Citation2008) to cisgender gender expression experiences. We conclude with recommendations for improving workplace conditions that would support authentic gender expression at work." (Author's abstract, IAB-Doku) ((en))

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Humbert, Anne Laure, Charikleia Tzanakou, Sofia Strid & Anke Lipinsky (2025): Non-binary experiences of (gender-based) violence at work. In: The International Journal of Human Resource Management, Jg. 36, H. 7, S. 1249-1281. DOI:10.1080/09585192.2025.2507964

Abstract

"The experiences of non-binary people remain underexplored in HRM research. With limited knowledge and evidence, putting in place diversity management policies and practices is challenging. This article advances understandings of the experiences of non-binary people at work by providing empirical evidence from a survey conducted in 15 countries across Europe with nearly 18,000 staff at universities and research organizations, including 173 who identified as non-binary. Results suggest that non-binary people are more likely than other gender identity groups to feel socially excluded and unsafe at work, as well as more likely to be subjected to psychological violence and sexual harassment. The analysis shows that experiences of gender-based violence mediate the relationship between being non-binary and feeling socially excluded, unsafe or unwell at work. By integrating minority stress theory into the study of workplace inequalities, this research deepens the understanding of how systemic stigmatization operates within gendered and binarist organizations. These findings emphazise the need to integrate considerations of gender-based violence into diversity management interventions and disrupt binary gender norms to ensure inclusion and safety at work. By advancing diversity, equality, and inclusion scholarship, this article provides actionable insights for HRM practitioners to address the unique challenges faced by non-binary employees." (Author's abstract, IAB-Doku) ((en))

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Hutchinson, Brook, Jesse E. Shircliff, Christy Glass, Gabe H. Miller, Guadalupe Marquez-Velarde & Mario I. Suárez (2025): Analyzing Trans and Nonbinary Workers' Response to Workplace Discrimination. In: Work and occupations, Jg. 52, H. 2, S. 278-308. DOI:10.1177/07308884241240079

Abstract

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

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Kleiss, Denise F. & Martin K.J. Waiguny (2025): Gender-fair language and diversity labels in German job ads impacting job attraction: findings from two experimental studies. In: Equality, diversity and inclusion, Jg. 44, H. 9, S. 103-123. DOI:10.1108/edi-07-2024-0334

Abstract

"Purpose: This study aims to analyze how employer branding strategies, specifically the use of gender-fair language and diversity indicators related to lesbian, gay, bisexual, transgender, queer and intersexual, +additional identities (LGBTQI+) inclusion affect the attraction of potential job candidates to organizations. These elements serve as signals conveying a company’s values, helping to shape its image to prospective employees. While prior research has examined employer branding strategies broadly, there is a lack of evidence on the impacts of combined gendered language and LGBTQI+ indicators in job descriptions. This study addresses this gap by investigating how these strategies interact to influence candidate attraction, focusing on the interplay between gendered language and LGBTQI+ inclusiveness signals with the use of employer labels. Design/methodology/approach We conducted two randomized between-subjects experimental (online) vignette studies with German participants and assessed organizational and job attraction as dependent variables. In Experiment 1 (N  = 164), we used a three (diversity language: generic masculinum, binary gendered and inclusive gendered) X two (LGBTQI+ label: yes vs no) design and in experiment 2 (N  = 475) as replication and extension a three (diversity language) X three (label: none vs rainbow heart vs LGBTQI+) design. Findings Our data indicate that for the German respondents’ job descriptions with inclusive gendered (with a gender-star *) language, it is perceived as less attractive compared to the generic male and female forms mixed. Based on congruence theory, we show that if an LGBTQI+ label is present, this negative effect is mitigated. Furthermore, incorporating a label showed significantly better performance than just using any LGBTQI+-related visuals that are not accredited. Originality/value Our study addresses a key research gap by exploring the combined influence of gender-fair language and LGBTQI+ diversity indicators on job candidate attraction. While previous research has examined these factors in isolation, our study uniquely analyzed their intersection and impact on organizational attractiveness within a German context." (Author's abstract, IAB-Doku) ((en))

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Liu, Jiming, Kehan Zhang & Kai Wu (2025): Workplace Anti‐Discrimination and Corporate Organization Capital: Evidence From State LGBTQ Protection Laws. In: BJIR, S. 1-23. DOI:10.1111/bjir.12882

Abstract

"This paper examines how prohibiting LGBTQ workplace discrimination through state-level Employment Non-Discrimination Acts (ENDAs) affects corporate investments in organization capital. Using difference-in-differences analysis of US public firms from 1976 to 2020, we find ENDAs adoption causes a significant and persistent increase in various measures of organization capital. The positive impact is amplified for states and firms exhibiting greater ex ante acceptance of diversity. We also document that ENDAs increase corporate cash holdings and operating flexibility, validating employee protection as an intermediary channel. Our study demonstrates that ENDAs meaningfully increased corporate organization capital over the past four decades, highlighting how equal opportunity laws can enhance knowledge-based assets and resilience by improving human capital retention, recruitment, and motivation." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Lo, Iris Po Yee (2025): Queer Bonds at Work: A Dialectical Approach to Understanding Workplace Relations Among Sexual Minority Employees in Hong Kong. In: Work, Employment and Society, S. 1-22. DOI:10.1177/09500170251343278

Abstract

"This article contributes to the organizational literature and queer scholarship by analyzing Chinese sexual minority employees’ experiences of building queer bonds at the nexus oftensions between continued heteronormativity at work and the emerging neoliberal politics of diversity and inclusion in Hong Kong. Through in-depth interviews with sexual minority employees, this study identified three types of queer bonds, defined as bonding based on shared experiences of marginalization that questions established social structures: ‘queer bonds at a distance’, ‘bottom-up queer bonds’ and ‘queer bonds in-between transgressing and maintaining boundaries’. The dialectical approach to mapping queer bonds foregrounds the tensions facing Chinese sexual minority employees – struggling between conforming to local cultural values and fighting for inclusion in workplaces. Sensitive to self/other entanglements and the tensions between resisting and accommodating, this dialectical approach broadens our understanding of what it means to be ‘queer’ and reveals diverse forms of bonding." (Author's abstract, IAB-Doku) ((en))

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Mills, Suzanne, William Foley & Noah Yang (2025): Between inclusion and disconnection: LGBTQ Workers and the challenge of union renewal. In: The Journal of Industrial Relations, S. 1-23. DOI:10.1177/00221856251337196

Abstract

"Over the past three decades, unions have played a critical role in advancing the rights and equality of lesbian, gay, bisexual, transgender, and queer (LGBTQ) people and other equity-seeking groups within and outside of unions. Accordingly, most unions in industrialized countries have institutionalized equity internally and through external campaigns, often delivered by union centrals. Scholarship about these initiatives has been largely celebratory, arguing that they have rendered unions more representative and socially just. This paper draws on interview and survey responses to explore LGBTQ union members’ experiences and perceptions of their unions in two deindustrializing cities. Workers who participated in union LGBTQ initiatives felt protected by their unions, less isolated in the workplace and more connected to coworkers and their unions. More commonly, however, workers faced barriers to accessing LGBTQ programming, felt disconnected from their unions and preferred employer to union support. These findings qualify the assumption that upscaling LGBTQ initiatives will advance union renewal. Instead, we suggest that strategies that foster inclusion in the workplace and union local are more likely to promote union engagement among, and social justice for, LGBTQ workers, particularly in places without preexisting support for LGBTQ people." (Author's abstract, IAB-Doku) ((en))

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Moberg, Ylva & Maaike van der Vleuten (2025): Splitting the penalty by taking turns? Same‐sex mothers' earnings losses in Norway. In: Journal of Marriage and Family, Jg. 87, H. 4, S. 1524-1548. DOI:10.1111/jomf.13081

Abstract

"Objective: This study describes the childbearing trajectories and earnings of mothers in female same-sex couples (FSSC) in Norway and, through comparisons with mothers in different-sex couples (DSC), explores three factors behind mothers' earnings losses. Background: Mothers in FSSC experience smaller earnings penalties following parenthood than mothers in DSC. We investigate three potential reasons for this: the number of pregnancies/births the mother goes through, number of children in the family, and the partner's sex. Method: The study utilized Norwegian register data, 1999–2021, including 1050 women in FSSC and 168,649 in DSC. An event study was used to estimate labor earnings changes after a first and second child, separately for mothers in DSC and FSSC, and for partners in FSSC who gave birth once, twice, or never, isolating the impact of each factor. Results: Childbirth/pregnancy was the most important factor. Birth mothers experienced large earnings losses after each pregnancy, with no differences between FSSC and DSC. Likely due to strict regulations, high costs, and low availability of fertility treatments, FSSC had fewer children and (only) 50% switched birth parent for a second child. Conclusion: (Birth) mothers' larger earnings losses stem primarily from time away from the labor market in connection with each pregnancy/birth. Mothers in FSSC on average go through fewer pregnancies, possibly explaining their overall smaller earnings penalties in the first 5 years of parenthood." (Author's abstract, IAB-Doku) ((en))

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Paine, Emily Allen, Melissa V. Abad, Renato Barucco, Ya-Wen Yama Chang, Theresa V. Navalta, Thomas A. Vance, Anke A. Ehrhardt & Walter O. Bockting (2025): “Too Much Trouble”: Transgender and Nonbinary People's Experiences of Stigmatization and Stigma Avoidance in the Workplace. In: Work and occupations, Jg. 52, H. 2, S. 204-244. DOI:10.1177/07308884241268705

Abstract

"Transgender and nonbinary (TNB) people in the U.S. navigate significant employment and economic inequities. Gaps in knowledge about their workplace experiences limit our broader understanding of how social inequality is interactionally constructed through employment contexts. We conducted and analyzed interviews with 26 TNB young adults. Routine hiring processes and structural constraints made participants vulnerable to interactional stigmatization and subsequent discrimination, with deleterious consequences for employment as well as mental health. Participants deployed a variety of strategies to avoid or resist anticipated stigma, including exiting the workforce or changing careers. One's ability to avoid stigmatization at work was partially shaped by structural and managerial support, organizational form, and one's gender and gender conformity. Beyond contributing to economic inequality by limiting job and career options, our findings suggest that these social processes comprise minority stressors that diminish the well-being of TNB participants and exacerbate their economic marginalization. In contributing empirical insight into the experiences of TNB people, we demonstrate the salience of stigmatization and stigma avoidance strategies for social closure within organizations and thereby advance sociological understanding of the relational generation of inequality at work." (Author's abstract, IAB-Doku) ((en))

Abstract

"Discrimination remains a persistent challenge in the European Union, despite efforts to enhance anti‑discrimination laws and inclusion policies. In the absence of comparable official data sources, this report draws on survey data and the OECD Anti‑Discrimination Questionnaire to analyze discrimination against people from racialized communities, LGBTI people, persons with disability and religious minorities in OECD EU countries. Self‑reported discrimination rates are rising in many OECD EU countries and discrimination, particularly when it occurs frequently, is associated with severe effects on people’s lives – constraining income‑earning opportunities, exacerbating housing and financial stress, increasing concerns about exposure to violence, and contributing to loneliness and mental ill-health. These consequences come at a considerable personal cost to the individuals directly affected and to society as a whole. While OECD EU countries have made progress in prohibiting discrimination and promoting inclusion, legal and policy gaps persist for some at‑risk groups, such as LGBTI people and religious minorities. Strengthening anti‑discrimination protections, harmonizing EU legislation across all protected grounds, and improving data collection could help foster greater inclusion and equality." (Author's abstract, IAB-Doku) ((en))

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

Abstract

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

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

Abstract

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

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Brenøe, Anne Ardila, Zeynep Eyibak, Lea Heursen, Eva Ranehill & Roberto A. Weber (2024): Gender Identity and Economic Decision Making. (Working papers / Department of Economics, Lund University 2024,06), Lund, 77 S., Anhang.

Abstract

"Economic research on gender gaps in preferences and economic outcomes has focused on variation with respect to sex —a binary classification as either a “man” or “woman.” We validate a novel and simple measure of self-reported continuous gender identity (CGI) and explore whether gender identity correlates with variation in economic decisions and outcomes beyond the relationship with binary sex. We use four datasets (N=8,073) measuring various dimensions of economic preferences and educational and labor market outcomes for which prior research has documented gaps between men and women. Our analysis rejects the null hypothesis that CGI has no relationship with behaviors and preferences beyond the relationship with binary sex, particularly for men, and suggests that incorporating self-reported measures of gender identity may have value for understanding gender gaps and for targeting policy. However, when considering specific domains, the relationships vary in statistical significance and are often small." (Author's abstract, IAB-Doku) ((en))

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Campbell, Travis, Lee Badgett, Everest Dalton-Quartz & Chandler Campbell (2024): Beyond the Gender Binary: Transgender Labor Force Status in the United States 2014–17. In: Feminist economics, Jg. 30, H. 3, S. 1-33. DOI:10.1080/13545701.2024.2399507

Abstract

"Following the recent acknowledgment of and debates around transgender people in the United States, there has emerged a small but growing literature on the economic implications of being transgender. However, most economic research on gender fails to account for major components of gender by only including sex and gender identity, which may entail drastic mischaracterizations of transgender labor market outcomes. This article accounts for how people express their gender and how one’s voice is perceived by others using the Behavioral Risk Factors Surveillance Systems 2014–7, which finds compelling evidence of transgender women facing labor market penalties for having a feminine gender expression and voice perceived as feminine, whereas transgender men are rewarded for having a masculine gender expression and voice perceived as masculine." (Author's abstract, IAB-Doku) ((en))