Die Arbeitsmarktsituation von LGBTQI-Personen
In den vergangenen zwei Jahrzehnten hat die gesellschaftliche Akzeptanz von LGBTQI-Personen (lesbian, gay, bisexual, trans, queer, inter) deutlich zugenommen. Auch die rechtliche Gleichstellung am Arbeitsmarkt wurde durch das Allgemeine Gleichbehandlungsgesetz (2006) gestärkt. Dennoch erfahren LGBTQI-Personen im Arbeitsleben Diskriminierung sowie Nachteile bei Einkommen und Bildungsrendite.
In diesem Dossier finden Sie eine Zusammenstellung wissenschaftlicher Publikationen zur Arbeitsmarktsituation von LGBTQI-Personen in Deutschland und im Ausland.
Im Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
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Literaturhinweis
Where Do Families Headed by Same-Sex Couples Fall Within the U.S. Income Distribution? (2024)
Zitatform
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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Literaturhinweis
Cisnormative symbolic colonization and transgender and gender nonconforming individuals in the workplace (2024)
Zitatform
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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Literaturhinweis
Transgender Earnings Gaps in the United States: Evidence from Administrative Data (2024)
Carpenter, Christopher S.; Lee, Maxine J.; Goodman, Lucas;Zitatform
Carpenter, Christopher S., Lucas Goodman & Maxine J. Lee (2024): Transgender Earnings Gaps in the United States: Evidence from Administrative Data. (NBER working paper / National Bureau of Economic Research 32691), Cambridge, Mass, 88 S.
Abstract
"We provide the first evidence on transgender earnings in the US using administrative data on over 55,000 individuals who changed their gender marker with the Social Security Administration and had gender-congruent first name changes on tax records. We validate and describe this sample which exhibits positive selection likely associated with the ability to legally affirm gender. To address selection we estimate transgender earnings gaps using timing variation within-person and variation across siblings and coworkers. All three approaches return evidence of robust transgender earnings penalties of 6-13 log points driven by extensive and intensive margin differences." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Women's Sexual Orientation and Occupational Tasks: Partners, Prejudice, and Motherhood (2024)
Zitatform
Carrasco, Raquel & Ana Nuevo-Chiquero (2024): Women's Sexual Orientation and Occupational Tasks: Partners, Prejudice, and Motherhood. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17318), Bonn, 28 S.
Abstract
"This paper examines differences in occupational task content among women based on their sexual orientation. Using data from the American Community Survey, we find that women in same-sex couples are more likely to be employed in occupations characterized by more abstract and manual tasks, and fewer routine components. These occupations are traditionally associated with greater flexibility, accommodating career interruptions, and minimizing skill depreciation. These differences are not explained by individual or partner characteristics or by prejudice at the occupational level. Furthermore, our findings hold even after controlling for self-selection into the labor force. Heterogeneous effects by age and parental status suggest that these choices reflect long-term strategies rather than short-term responses to childbearing. This points to a complex relationship between occupational choice and fertility, influenced by the probability of labour force exit and re-entry." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Sexual Orientation, Workplace Authority and Occupational Segregation: Evidence from Germany (2024)
Zitatform
De Vries, Lisa & Stephanie Steinmetz (2024): Sexual Orientation, Workplace Authority and Occupational Segregation: Evidence from Germany. In: Work, Employment and Society, Jg. 38, H. 3, S. 852-870. DOI:10.1177/09500170231158513
Abstract
"An extensive body of research has documented the relationship between sexual orientation and income, but only a few studies have examined the effects of sexual orientation on workplace authority. This article investigates the probability of lesbian, gay and bisexual (LGB) people having (high-level) workplace authority and the effects of occupational gender segregation. It analyses four waves of data from the German Socio-Economic Panel study (N=37,288 heterosexual and N=739 LGB observations). The results show that gay and bisexual men do not differ from heterosexual men in their probability of having workplace authority, but they have a lower probability of attaining high-level authority. Lesbian and bisexual women have a higher probability than heterosexual women of having workplace authority, but no advantages in attaining high-level authority. These insights into occupational segregation suggest that gay and bisexual men experience similar levels of disadvantages across occupations, whereas lesbian and bisexual women have an advantage in female-dominated occupations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job Attribute Preferences of Sexual Minority People: The Role of Past Discrimination and Safe Havens (2024)
Zitatform
De Vries, Lisa (2024): Job Attribute Preferences of Sexual Minority People: The Role of Past Discrimination and Safe Havens. In: Social Sciences, Jg. 13, H. 3. DOI:10.3390/socsci13030124
Abstract
"Building on research on discrimination, occupational segregation, and labor market inequalities that are rooted in sexual orientation, this study examines how previous negative experiences of discrimination and positive experiences of “safe havens”—workplaces that protect employees from discrimination—are associated with job attribute preferences of sexual minority people. Based on data from a German online convenience sample (N = 1197 sexual minority respondents), this study focuses on five job attribute preferences: high income, good promotion prospects, opportunities for further training, interesting work, and LGB-friendly work climate. The results suggest the high importance of an LGB-friendly work climate for sexual minority people. Furthermore, the results show that discriminatory experiences are positively associated with the importance of an LGB-friendly work climate for sexual minority people in an early career stage. However, safe havens are positively associated with the importance of an LGB-friendly work climate for sexual minority people. Finally, results suggest little evidence for an association between discrimination, safe havens, and general job attribute preferences. Differences between career stages highlight the importance of this variable in further research on the career trajectories of sexual minority people." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Effect of State and Local Sexual Orientation Anti-Discrimination Laws on Labor Market Differentials (2024)
Delhommer, Scott; Vamossy, Domonkos F.;Zitatform
Delhommer, Scott & Domonkos F. Vamossy (2024): Effect of State and Local Sexual Orientation Anti-Discrimination Laws on Labor Market Differentials. (arXiv papers 2404.03794), 49 S.
Abstract
"This paper presents the first quasi-experimental research examining the effect of both local and state anti-discrimination laws on sexual orientation on the labor supply and wages of lesbian, gay, and bisexual (LGB) workers. To do so, we use the American Community Survey data on household composition to infer sexual orientation and combine this with a unique panel dataset on local anti-discrimination laws. Using variation in law implementation across localities over time and between same-sex and different-sex couples, we find that anti-discrimination laws significantly reduce gaps in labor force participation rate, employment, and the wage gap for gay men relative to straight men. These laws also significantly reduce the labor force participation rate, employment, and wage premium for lesbian women relative to straight women. One explanation for the reduced labor supply and wage premium is that lesbian couples begin to have more children in response to the laws. Finally, we present evidence that state anti-discrimination laws significantly and persistently increased support for same-sex marriage. This research shows that anti-discrimination laws can be an effective policy tool for reducing labor market inequalities across sexual orientation and improving sentiment toward LGB Americans." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Earnings trajectories of individuals in same-sex and different-sex couples: Evidence from administrative data (2024)
Zitatform
Denier, Nicole, Chih-lan Winnie Yang, Xavier St-Denis & Sean Waite (2024): Earnings trajectories of individuals in same-sex and different-sex couples: Evidence from administrative data. In: Research in Social Stratification and Mobility, Jg. 92. DOI:10.1016/j.rssm.2024.100950
Abstract
"We unite two interrelated bodies of work – a growing literature on sexual orientation earnings gaps and a rich tradition of research on intragenerational career trajectories – to examine how labor markets and life courses interact to produce gender and sexual orientation inequalities over time. We use the 1982–2019 Canadian Longitudinal Administrative Databank, a unique longitudinal database constructed from tax records, to answer core questions about the mechanisms that underlie sexual orientation earnings inequality. Growth curve models reveal how sexual orientation earnings gaps evolve over time spent in the workforce, and how they relate to differences in demographic and work characteristics for those in same- and different-sex couples at various points in the life course. We find that sexual orientation earnings gaps converge and diverge at unique career stages for men and women, and at each stage relate to unique mechanisms, especially work characteristics and family status. We find little significant variation in average earnings trajectories by sexual orientation across cohorts who were subject to differing legal and social environments surrounding sexual orientation." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Employment discrimination against transgender women in England (2024)
Zitatform
Drydakis, Nick (2024): Employment discrimination against transgender women in England. In: International Journal of Manpower. 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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Literaturhinweis
Trans people, well-being, and labor market outcomes (2024)
Zitatform
Drydakis, Nick (2024): Trans people, well-being, and labor market outcomes. (IZA world of labor 386), Bonn, 10 S. DOI:10.15185/izawol.386.v2
Abstract
"Acceptance of one’s gender identity and congruence between one’s gender identity and outward appearance are associated with less adverse mental health symptoms, and greater life and job satisfaction. However, trans people are subject to human rights violations, hate crimes, and experience higher unemployment and poverty than the general population. Trans people often feel that they are citizens who are not allowed to be themselves and practice their authentic identity. Many biased treatments of trans people could be attenuated if legal protections and inclusive workplace practices were in place." (Text excerpt, IAB-Doku) ((en))
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Literaturhinweis
How voice transition and gender identity disclosure shape perceptions of trans men in the hiring process (2024)
Zitatform
Fasoli, Fabio, David M. Frost & Harley Serdet (2024): How voice transition and gender identity disclosure shape perceptions of trans men in the hiring process. In: Gender, work & organization, Jg. 31, H. 1, S. 36-58. DOI:10.1111/gwao.13053
Abstract
"Trans men often face discrimination in the hiring process. However, it remains unclear whether the disclosure of gender identity and perceived masculinity during transition play a role in first impressions and perceived job suitability of trans male applicants. Across two studies (N = 332), we examined how cisgender heterosexual participants perceived a transgender male candidate in terms of his masculinity and whether they judged him suitable for a stereotypically masculine job. Such judgments were first based on the candidate's voice at different stages of gender transition and, secondly, after disclosure of gender identity in the job application form. In Study 1, participants judged a trans man at the beginning of the voice transition (3 months on testosterone) or a trans man in advanced transitioning (1 year on testosterone). Study 2 involved the judgments of the same trans men at different times in the voice transition (1 week—beginning, 6 months—intermediate, and 1 year—advanced). Masculinity judgments were influenced by voice transitioning, but judgments were adjusted after his gender identity was disclosed. Disclosure created an advantage in perception of the trans man candidate as more suitable for the role, especially when he was at the beginning of the voice transition when his voice was not perceived as masculine. Findings are discussed in relation to trans men's employability and identity disclosure." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Labor Market Outcomes of Same-Sex Couples in Countries with Legalized Same-Sex Marriage (2024)
Zitatform
Gromadzki, Jan & Honorata Bogusz (2024): Labor Market Outcomes of Same-Sex Couples in Countries with Legalized Same-Sex Marriage. (Department of Economics working paper / Vienna University of Economics and Business 360), Wien, 63 S.
Abstract
"We study the labor market outcomes of same-sex couples using data from large representative household surveys. We use high-quality data representing more than two-thirds of the world's population with access to same-sex marriage on three continents. Same-sex couples are less likely to be inactive and work more hours than different-sex couples, largely due to the differences in the probability of having a child. Men in same-sex couples are up to 60 percent more likely to be unemployed than men in different-sex couples. These unemployment gaps cannot be explained by occupational sorting or other observable characteristics." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
LGBT+ persons and homophobia prevalence across job sectors: Survey evidence from Mexico (2024)
Gutierrez, Emilio; Rubli, Adrian;Zitatform
Gutierrez, Emilio & Adrian Rubli (2024): LGBT+ persons and homophobia prevalence across job sectors: Survey evidence from Mexico. In: Labour Economics, Jg. 87. DOI:10.1016/j.labeco.2023.102500
Abstract
"LGBTQ+ individuals may face particular labor market challenges concerning disclosure of their identity and the prevalence of homophobia. Employing an online survey in Mexico with two elicitation methods, we investigate the size of the LGBTQ+ population and homophobic sentiment across various subgroups. We find that around 5%–13% of respondents self-identify as LGBTQ+, with some variation by age and job sectors. Homophobic sentiment is more prevalent when measured indirectly and is higher among males, older and less educated workers, and in less traditional sectors. Lastly, we uncover a negative correlation between homophobia and LGBTQ+ presence in labor markets, suggesting a need for policies to address these disparities." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Analyzing Trans and Nonbinary Workers' Response to Workplace Discrimination (2024)
Hutchinson, Brook ; Miller, Gabe H.; Glass, Christy ; Marquez-Velarde, Guadalupe; Suárez, Mario I. ; Shircliff, Jesse E.;Zitatform
Hutchinson, Brook, Jesse E. Shircliff, Christy Glass, Gabe H. Miller, Guadalupe Marquez-Velarde & Mario I. Suárez (2024): Analyzing Trans and Nonbinary Workers' Response to Workplace Discrimination. In: Work and occupations. DOI:10.1177/07308884241240079
Abstract
"Workplace discrimination against trans and nonbinary workers is pervasive and contributes to high rates of unemployment, underemployment, and economic precarity. Scholars have begun to identify the ways cisnormativity is embedded in workplace organizations in ways that contribute to hostile work environments for trans and nonbinary workers. However, relatively little research has explored the strategies trans and nonbinary workers use to navigate such environments. The current study contributes to this growing field by exploring the predictors of worker agency among trans and nonbinary workers. Drawing on data from the 2015 U.S. Transgender Survey, this study analyzes the role of social status, including race, gender, and social class, and institutional protections, including union membership and antidiscrimination policies, in shaping trans and nonbinary workers’ responses to discrimination. Our findings suggest that lower status workers are more likely than higher status workers to rely on self-protective measures that pose risks to their health and well-being, while comprehensive antidiscrimination policies enhance the ability of all workers to pursue redressive action. We consider the implications of our findings for workplace policy and practice." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Doing Genders: Partner's Gender and Labor Market Behavior (2024)
Zitatform
Jaspers, Eva, Deni Mazrekaj & Weverthon Machado (2024): Doing Genders: Partner's Gender and Labor Market Behavior. In: American sociological review, Jg. 89, H. 3, S. 518-541. DOI:10.1177/00031224241252079
Abstract
"Partnered men and women show consistently gendered patterns of labor market behavior. We test whether not only a person’s own gender, but also their partner’s gender shapes hours worked. We use Dutch administrative population data on almost 5,000 persons who had both male and female partners, whose hours worked we observe monthly over 15 years. We argue that this provides a unique setting to assess the relevance of partner’s gender for labor market behavior. Using two-way fixed effects and fixed-effects individual slopes models, we find that both men and women tend to work more hours when partnered with a female partner compared to a male partner. These results align with our hypothesis that a partner’s gender influences labor market behavior. For women, we conclude that this finding may be (partly) explained by marital and motherhood status. Additionally, we discovered that women decrease their hours worked to a lesser extent when caring for a child if they have a female partner. Finally, we found that for men, the positive association between own and partner’s hours worked is weaker when one has a female partner, indicating a higher degree of specialization within these couples." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Partisan Differences in Hiring and Social Discrimination against Nonbinary Americans (2024)
Zitatform
Pickett, Justin T., Justin L. Sola & Shawn D. Bushway (2024): Partisan Differences in Hiring and Social Discrimination against Nonbinary Americans. In: Socius, Jg. 10. DOI:10.1177/23780231241280014
Abstract
"Discrimination based on gender identity is unjust and wreaks havoc on individuals’ lives. Nonbinary Americans report experiencing extensive and daily experiences with discriminatory events. Yet experimental evidence on how employers and members of the public evaluate and react to individuals (e.g., job applicants, social acquaintances) with different gender identities remains limited and is mixed. Using experimental data from two conjoint analyses, which we conducted with two national samples—one of active hiring managers (Experiment 1: N = 12,934 applicant choices, N = 924 active hirers) and one of members of the public (Experiment 1: N = 32,908 neighbor choices, N = 2,057 respondents)—we document wide partisan differences in the proclivity to discriminate against people who are nonbinary. Republicans are over 10 percentage points more likely to hire a binary than a nonbinary applicant and are 16 to 20 points more likely to want someone as a neighbor if the person is binary compared to nonbinary." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Förder-Labyrinth mit (zu) engen Rahmenbedingungen? Wie queere Themen im Übergangssystem zwischen Schule und Beruf vorkommen und wie sie verankert werden könnten (2024)
Staudenmeyer, Bettina; Dern, Susanne;Zitatform
Staudenmeyer, Bettina & Susanne Dern (2024): Förder-Labyrinth mit (zu) engen Rahmenbedingungen? Wie queere Themen im Übergangssystem zwischen Schule und Beruf vorkommen und wie sie verankert werden könnten. In: Neue Praxis, Jg. 54, H. 2, S. 142-156.
Abstract
"Das von Bettina Staudenmeyer und Susanne Dern vorgestellte Forschungsprojekt »(Un)angepasst« blickt auf die Verschränkung von Machtverhältnissen in Bezug auf Klasse und Geschlecht sowie sexueller Orientierung im Übergangssystem zwischen Schule und Beruf. Dieses wendet sich an Jugendliche, welche den Einstieg in Ausbildung oder Beruf nicht schaffen beziehungsweise an Jugendliche, welche durch gesellschaftliche Hürden am Einstieg gehindert werden. Adressaten sind also junge Menschen, welche keinen Schulabschluss haben oder trotz Schulabschluss keinen Ausbildungsplatz finden." (Verlagsangaben, IAB-Doku)
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Literaturhinweis
Parents' hourly wages in female same-sex and different-sex couples: The role of partner's gender and employers (2024)
Zitatform
Stückradt, Katharina, Eva Jaspers, Ruben van Gaalen & Weverthon Machado (2024): Parents' hourly wages in female same-sex and different-sex couples: The role of partner's gender and employers. In: Journal of Family Research, Jg. 36, S. 66-84. DOI:10.20377/jfr-960
Abstract
"Objective: This research article investigates the relationship between parenthood and wages, considering the partner's gender and the influence of employers on wage trajectories for birth and non-birth mothers and fathers. Background: It offers a novel examination whether the gender of the partner affects the wage outcomes for birth mothers and explores the differential impact of employers on wages for birth and non-birth mothers, using Dutch register data. Method: Utilizing OLS regression, Heckman selection, and fixed-effects models, this study focuses on all Dutch couples who had their first child between 2008 and 2014 in the Netherlands, from two years prior to the birth until two years after birth. Results: Consistent with human capital theory, the findings reveal a consistent and unfavourable wage development for birth mothers, regardless of whether they are in same-sex couples or different-sex couples. The wage development for non-birth mothers in female same-sex couples resembles that of fathers, showing a more positive trajectory compared to birth mothers. Furthermore, the analysis indicates that employers do not differentiate in their treatment of birth and non-birth mothers, suggesting that biological constraints associated with motherhood impact wages of birth mothers, while both their male and female partners ’ wages do not decline. Conclusion: The study contributes to the existing literature in family sociology, highlighting the need for policies and interventions that address the specific challenges faced by birth mothers in the labor market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
An Intersectional Analysis of Precarity and Exploitation: Women and LGBTQIA+ Workers in Substate Neoliberal Systems (2024)
Zitatform
Tomaselli, Alexandra (2024): An Intersectional Analysis of Precarity and Exploitation: Women and LGBTQIA+ Workers in Substate Neoliberal Systems. In: Social Inclusion, Jg. 12. DOI:10.17645/si.7744
Abstract
"The intersection of gender and ethnicity or race lies at the root of structural discrimination and racist practices for accessing the labor market and in the workplace. This discrimination is particularly evident for women and LGBTQIA+ individuals who either belong to ethnic minorities or are migrants. However, numerous other social drivers (e.g., age, class, origins) and external factors (e.g., prejudices, gender-based violence) further hinder their participation in the work domain and their attainment of fair labor conditions. This article explores how gender, ethnicity, and race intersect and operate with other conditions and factors to perpetuate the precarity and exploitation of women and LGBTQIA+ individuals who find themselves at the nexus of varied intersectional axes. The discussion centers around two neoliberal substate units in the Global North (South Tyrol, in Italy, and Catalonia, Spain) that register low unemployment rates and high rates of migration and that are home to historical, linguistic, and ethnic minorities. This empirical article provides for an informed debate on the lived experience of precarity and exploitation of women and LGBTQIA+ workers, and an analysis of how neoliberal substate units’ labor and gender policies could be reformed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Trans People in the Workplace: Possibilities for Subverting Heteronormativity (2024)
Zitatform
Watson, David, Angelo Benozzo & Roberta Fida (2024): Trans People in the Workplace: Possibilities for Subverting Heteronormativity. In: Work, Employment and Society, Jg. 38, H. 3, S. 744-765. DOI:10.1177/09500170231155059
Abstract
"This article explores possible subversions of heteronormativity through transgender performativity in the workplace. Drawing on insights from Judith Butler we focus on how employees construct (un)intelligible subject positions that can create ‘moments’ of subversion, which go against the disciplinary, powerful and normative gender binary. We explore this possibility through an analysis of qualitative material generated through encounters with 11 Italian trans workers. Our analysis shows that subversion manifests in diverse ways according to how individual performativities combine with organisational context. Within this diversity we highlight three moments of subversion: subversion through intrigue; subversion through incongruence; and subversion through betrayal. We argue that where transgender identity contrasts strongly with gender norms, subversion is most intense. The subversion of strongly heteronormative working contexts is difficult as moments of subversion are unpredictable, varied and can come at personal cost, but are necessary in order to accommodate different gender identities." (Author's abstract, IAB-Doku) ((en))