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
The demography of sexual identity development and disclosure among LGB people in Europe (2025)
Zitatform
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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Literaturhinweis
Doing and undoing gender: examining nonbinary and cisgender expression at work in the U.S. (2025)
Zitatform
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, S. 1-32. 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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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
Gender Identity and Economic Decision Making (2024)
Zitatform
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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Literaturhinweis
Beyond the Gender Binary: Transgender Labor Force Status in the United States 2014–17 (2024)
Zitatform
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))
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Literaturhinweis
Nonbinary Gender Identities and Earnings: Evidence from a National Census (2024)
Zitatform
Carpenter, Christopher S., Donn. L. Feir, Krishna Pendakur & Casey Warman (2024): Nonbinary Gender Identities and Earnings: Evidence from a National Census. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17377), Bonn, 39 S.
Abstract
"The social and legal recognition of nonbinary people—those who do not exclusively identify with traditionally male or female genders—is growing. Yet, we know little about their economic realities. We offer the first nationally representative evidence on the earnings of nonbinary people using restricted-access 2021 Canadian Census data linked to tax records. We find that, although nonbinary individuals tend to be more educated than their peers, they have significantly lower earnings, especially at the bottom of the income distribution, even after adjusting for various demographic and socioeconomic factors." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: NBER Working Papers, 33075 -
Literaturhinweis
Transgender Earnings Gaps in the United States: Evidence from Administrative Data (2024)
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
Transgender self-employment outcomes: evidence from the USA (2024)
Zitatform
Ciprikis, Klavs, Damien Cassells & Jenny Berrill (2024): Transgender self-employment outcomes: evidence from the USA. In: Small business economics, Jg. 63, H. 3, S. 871-896. DOI:10.1007/s11187-023-00845-4
Abstract
"Transgender persons are subject to strong stigma in society and the labor market. Transgender persons may therefore view self-employment as an opportunity to escape labor market inequalities. However, the rate of transgender self-employment, when compared to equivalent cisgender persons, has not been explored in previous research. Therefore, this article uses a large nationally representative dataset from the USA to examine differences in self-employment and incomes between transgender and cisgender persons. The main research technique uses Kitagawa-Oaxaca-Blinder style decomposition to explain differences in mean self-employment rates and incomes between cisgender men and other gender groups. The findings show that transgender persons are less likely than cisgender men, but more likely than cisgender women, to be self-employed. Transgender people are also likely to earn less than cisgender persons, but in terms of income from self-employment only, transgender people are no better or worse than self-employed cisgender men. There is some evidence that self-employed transgender men are more likely to be in the highest income category than self-employed cisgender men. Some of the self-employment and income gaps could not be explained by sociodemographic characteristics and, therefore, may be due to differences in unobserved characteristics or potential discrimination. The findings in this article provide important and previously unavailable evidence on differences in self-employment outcomes between transgender and cisgender persons." (Author's abstract, IAB-Doku, © Springer-Verlag) ((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
Penalizing Nonconformity: Gender Nonconformity at the Intersection of Gender and Sexual Identity in the Labor Market (2024)
Hsu, Jaime;Zitatform
Hsu, Jaime (2024): Penalizing Nonconformity: Gender Nonconformity at the Intersection of Gender and Sexual Identity in the Labor Market. In: Social problems, S. 1-24. DOI:10.1093/socpro/spae050
Abstract
"Previous research has identified wage penalties for women and sexual minority workers. However, these analyses did not consider how gender nonconformity may influence our current understanding of these penalties. Therefore, this study aims to explore the wage penalty associated with gender nonconformity at the intersection of gender and sexual identity. It theorizes how gender nonconformity contributes to labor market inequality by distinguishing the impacts of gender nonconformity, gender identity, and sexual identity on wages. Using a novel measurement in the fifth wave of the National Longitudinal Study of Adolescent to Adult Health, the results indicate that heterosexual men and women experience wage penalties for being gender nonconforming compared to their conforming counterparts. Interestingly, gender nonconformity is not linked to wage penalties for gay, lesbian, and bisexual workers. These wage penalties persist even after adjusting for marital and parental statuses among nonconforming heterosexual men and women. Furthermore, nonconforming straight men earn significantly less than both conforming and nonconforming gay/bisexual men. These findings offer insights for future research to explore the labor market consequences of gender nonconformity for straight individuals, as well as gender and sexual minority workers." (Author's abstract, IAB-Doku) ((en))