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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, S. 1-118. 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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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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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, S. 1-25. 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))

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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, 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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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))

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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))

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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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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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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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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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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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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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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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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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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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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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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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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))

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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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Lacatena, Marina, Ferdinando Ramaglia, Federica Vallone, Maria Clelia Zurlo & Massimiliano Sommantico (2024): Lesbian and Gay Population, Work Experience, and Well-Being: A Ten-Year Systematic Review. In: International journal of environmental research and public health, Jg. 21, H. 10. DOI:10.3390/ijerph21101355

Abstract

"Despite an increase in the promotion of equal opportunities at work, there is still persistent discrimination against lesbian and gay (LG) workers. In this vein, this study aimed to systematically review the research investigating the peculiarities of the work experience of LG people, particularly considering the theoretical frameworks in the approach to sexual minorities’ work-related issues, as well as individual and contextual variables influencing the work experience and the impact they may have on health and well-being. We explored the PsycArticles, EMBASE, Scopus, and Web of Science electronic databases and the EBSCOHost (PsycInfo, Psychology and Behavioral Sciences Collection) scholarly search engine, between 01/01/2013 to 01/03/2023, with regards to the search terms “lgb*”, “gay*”, “lesbian*”, “homosexual*”, and “sexual minorit*”, associated with “employee*”, ”personnel”, “worker*”, and “staff”, and with “workplace”, “work”, “job”, “occupation”, “employment”, and “career”. Data were narratively synthesized and critically discussed. Of the 1584 potentially eligible articles, 140 papers contributed to this systematic review. Five main theoretical frameworks were identified: (a) minority stress, (b) sexual prejudice and stigma, (c) queer and Foucauldian paradigms, (d) social identity theories, and (e) intersectionality. Furthermore, significant individual (e.g., outness, disclosure, and work–family conflict) and contextual (e.g., heterosexist and heteronormative workplace climate and culture) variables influencing LG people’s work experience were identified. This review highlights the need to develop a unified theoretical model for the construction of specific measurement tools to assess the work experience of LG people and for the implementation of interventions aimed at minimizing the effects of stigma in work contexts." (Author's abstract, IAB-Doku) ((en))

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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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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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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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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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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))

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Zindel, Zaza & Lisa De Vries (2024): Career sacrifice for an LGBTQ*-friendly work environment? a choice experiment to investigate the job preferences of LGBTQ* people. In: PLoS ONE, Jg. 19. DOI:10.1371/journal.pone.0296419

Abstract

"Recent research in economics and sociology demonstrates the existence of significant occupational segregation by sexual orientation and gender identity and differences in a range of labor market outcomes, such as hiring chances, earnings, and leadership positions. In this paper, we examine one possible cause of these differences that is associated with the disadvantaged position of sexual and gender minorities in the labor market: LGBTQ* individuals’ choices aimed at avoiding possible discrimination. This paper examines LGBTQ* people’s relative importance of income, time, promotion prospects, an LGBTQ*-friendly work environment, and diversity management in the decision for or against a job. Based on a discrete choice experiment conducted in a large online sample recruited through social media in Germany (N = 4,507), an LGBTQ*-friendly work climate accounted, on average, for 33.8 percent of respondents’ decisions which is comparable with the relative importance of income. Overtime, a diversity management on company level and promotion prospects are less important in the job decision process of LGBTQ* people. While the results show only small differences by sexual orientation, they show group-specific preferences by gender identity. An LGBTQ*-friendly work climate is more important for cisgender women of the LGBTQ* community and gender minorities than for cisgender men of the LGBTQ* community. In contrast, income is less important for gender minorities and cisgender women of the LGBTQ* community than for cisgender men of the LGBTQ* community." (Author's abstract, IAB-Doku) ((en))

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Aksoy, Cevat Giray, Christopher S. Carpenter, Ralph De Haas, Mathias Dolls & Lisa Windsteiger (2023): Reducing Sexual Orientation Discrimination: Experimental Evidence from Basic Information Treatments. In: Journal of policy analysis and management, Jg. 42, H. 1, S. 35-59. DOI:10.1002/pam.22447

Abstract

"We study basic information treatments regarding sexual orientation using randomized experiments in three countries with strong and widespread anti-gay attitudes: Serbia, Turkey, and Ukraine. Participants who received information about the economic costs to society of sexual orientation discrimination were significantly more likely than those in a control group to support equal employment opportunities based on sexual orientation. Information that the World Health Organization (WHO) does not regard homosexuality as a mental illness increased social acceptance of sexual minorities, but only for those who reported trust in the WHO. Our results have important implications for policymakers aiming to expand the rights of lesbian, gay, and bisexual people worldwide." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Barnard, Sarah, Andrew Dainty, Sian Lewis & Andreas Culora (2023): Conceptualising Work as a 'Safe Space' for Negotiating LGBT Identities. Navigating Careers in the Construction Sector. In: Work, Employment and Society, Jg. 37, H. 6, S. 1565-1582. DOI:10.1177/09500170221090164

Abstract

"Despite sustained focus in recent years on understanding the experiences of underrepresented groups in construction, there has been a paucity of work that has explored the experiences of lesbian, gay, bisexual and transgender (LGBT) workers. Research has shown homophobia is commonplace in the construction industry and very few gay employees feel able to be open about their sexuality. Using qualitative data garnered from 16 in-depth interviews and a focus group with LGBT workers in the UK construction sector, this article analyses how participants negotiate identities at work and navigate their careers. Drawing on the concept of heteronormativity we consider how organisational contexts frame, constrict and liberate identities in the workplace. Significantly, our findings show that despite enduring heteronormative structures, work was described by participants as a ‘safe space’. By demonstrating how workers assess, move between and create ‘safe spaces’, this article contributes novel insights into the challenging of heteronormativity in heteronormative work contexts." (Author's abstract, IAB-Doku) ((en))

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Fletcher, Luke & Rosa Marvell (2023): Furthering transgender inclusion in the workplace: advancing a new model of allyship intentions and perceptions. In: The International Journal of Human Resource Management, Jg. 34, H. 9, S. 1726-1756. DOI:10.1080/09585192.2021.2023895

Abstract

"There remains a significant knowledge gap in HRM regarding the inclusion of transgender (henceforth ‘trans’) workers. We examine and apply the emerging concept of allyship (a specific form of active support and advocacy for minority groups) to trans workers, and in doing so we advance a new model of allyship intentions and perceptions. We test our model across two studies. The first extends theorising on perceived diversity and inclusion climate (PDIC) and social dominance orientation (SDO) to explain how non-trans workers can exhibit trans allyship intentions. When non-trans workers were presented with a scenario of a co-worker disclosing their trans identity, we find that SDO is negatively related with allyship intentions, yet PDIC moderates this relationship, such that the negative impact of SDO is buffered by the positive influence of PDIC. The second study builds upon theorising on psychological safety and authenticity to explain how perceived allyship facilitates the wellbeing of trans workers. We find, in a survey of trans workers, that perceived allyship is positively associated with psychological safety and authenticity at work; and is indirectly related to work engagement via the former and to life satisfaction via the latter. We provide critical insights into how allyship can be advanced to understand and support trans inclusion." (Author's abstract, IAB-Doku) ((en))

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Hank, Karsten, Franz J. Neyer & Carolin Thönnissen (2023): Disparities in Subjective Well-being by Sexual Orientation: Comparing Cohorts from pairfam’s (2008-09) and FReDA’s (2021) Baseline Waves. In: Comparative Population Studies, Jg. 48. DOI:10.12765/cpos-2023-09

Abstract

"Significant expansion of legal rights and recognition of sexual minority populations triggered expectations that structural stigma, sexual minority stress and, consequently, previously well-documented disadvantages in health and well-being may decline over time. The empirical evidence on this issue is, however, still sparse and inconclusive. We contribute to this research by comparing baseline data from the German Family Panel (pairfam; 2008-09) and the German Family Demography Panel Study (FReDA; 2021). These data allow us to assess disparities in subjective well-being by sexual orientation and potential changes therein after legalisation of same-sex marriage in Germany in two adult cohorts interviewed more than a decade apart. We focus on two specific outcomes, namely life satisfaction and self-rated health. Two main findings emerged from our analysis: First, minority sexual orientation is associated with significantly lower subjective well-being, specifically lower life satisfaction. Second, there are no statistically significant changes in the sexual orientation-health nexus between cohorts. Our study, thus, neither lends support to “optimistic” expectations regarding the contribution of (further) reductions in institutional discrimination and structural stigma to (further) reductions in remaining disadvantages, nor does it lend support to “pessimistic” expectations suggesting that younger cohorts of sexual minority adults may experience an even larger gap in health and well-being than previous cohorts. We propose that the stability of sexual minorities’ disadvantages in subjective well-being during the first two decades of the 21st century in Germany be interpreted as the result of two opposing forces working in parallel: Reduced institutional discrimination and increased exposure to continued stigma. The legal recognition of same-sex relationships appears to be a necessary but not sufficient condition for the acceptance of sexual minorities. Remaining disparities by sexual orientation will thus not simply disappear when institutional discrimination of sexual minorities is eliminated. Currently, we may therefore find ourselves in a “transitory period” whose further evolution is difficult to predict. FReDA – with its evolving longitudinal dimension and the inclusion of self-reported measures of respondents’ sexual orientation – will constitute a powerful resource for future investigations of inequalities in yet understudied but increasingly visible sexual minority populations." (Author's abstract, IAB-Doku) ((en))

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Krell, Claudia (2023): "Ich mach' kein Geheimnis draus, aber ich spreche es nicht an". Erfahrungen von lesbischen, schwulen, bisexuellen, trans* und queeren (LSBT*Q) Jugendlichen in der beruflichen Bildung. In: Die Berufliche Rehabilitation, Jg. 37, H. 2, S. 6-16.

Abstract

"Knapp 890.000 junge Menschen haben im Jahr 2021 in Deutschland eine Ausbildung begonnen, sowohl im Übergangssektor (228.140) als auch im Berufsschulsystem (221.789) oder dualen System (437.761) (BMBF 2022). Nachdem sich 11,2% der 14- bis 29-Jährigen in Deutschland als LSBT* bezeichnen (Dalia Reserach 2017), kann davon ausgegangen werden, dass sich eine nicht geringe Anzahl von Jugendlichen und jungen Erwachsenen unter den neuen Auszubildenden befindet, die nicht heterosexuell bzw. cisgeschlechtlich sind. Ausgehend von einer Studie des Deutschen Jugendinstitutes zur Situation von queeren Jugendlichen in der beruflichen Bildung gibt der folgende Artikel einen Überblick über ihre Erfahrungen und stellt u.a. aus den Ergebnissen abgeleitete Handlungsmöglichkeiten vor." (Autorenreferat, IAB-Doku, © Lambertus-Verlag)

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Litsardopoulos, Nicholas, George Saridakis & Andrew E. Clark (2023): Variants of Gender Bias and Sexual-Orientation Discrimination in Career Development. In: The B.E. Journal of Economic Analysis and Policy, Jg. 23, H. 4, S. 1175-1185. DOI:10.1515/bejeap-2023-0026

Abstract

"We use a nationally-representative dataset that includes a large sample of sexual-orientation minorities to investigate gender bias and sexual-orientation discrimination in career progression. Our results are consistent with persistent gender bias findings and non-heterosexual identity-based employment discrimination. Our findings are consistent with previous work noting that protective legislation for gay and lesbian sexual identities have increased the cost of discrimination and contribute to the improved socioeconomic status of a substantial number of people in these minority groups. However, these gains have not been shared with other minority groups in the LGB+ community, which still have some of the lowest probabilities of holding managerial jobs, and higher probabilities of appearing in lower socioeconomic classes." (Author's abstract, IAB-Doku, © De Gruyter) ((en))

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Mills, Suzanne & Benjamin Owens (2023): Customer Abuse and Aggression as Labour Control Among LGBT Workers in Low-Wage Services. In: Work, Employment and Society, Jg. 37, H. 3, S. 776-793. DOI:10.1177/09500170211045843

Abstract

"This study examines the relation between customer abuse and aggression, the gender and sexual expression of workers, and labour control in low-wage services. In-depth interviews with 30 lesbian, gay, bisexual, and transgender (LGBT)1 low-wage service sector workers reveal how customer abuse and aggression works in consort with management strategies to reproduce cis- and heteronormativity. Customer abuse and aggression disciplined worker expressions of non-normative gender and sexual identities, leading to concealment and self-policing. Management was complicit in this dynamic, placing profitability and customer satisfaction over the safety of LGBT workers, only intervening in instances of customer abuse and aggression when it had a limited economic impact. It is posited that customer abuse and aggression is not only a response to unmet expectations emanating from the labour process but is also a mechanism of labour control that disciplines worker behaviour and aesthetics, directly and indirectly, by influencing management prerogatives." (Author's abstract, IAB-Doku) ((en))

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Moretti, Angelo (2023): Regional Public Opinions on LGBTI People Equal Opportunities in Employment: Evidence from the Eurobarometer Programme using Small Area Estimation. In: Social indicators research, Jg. 166, H. 2, S. 413-438. DOI:10.1007/s11205-023-03076-y

Abstract

"In recent years, the attention to lesbian, gay, bisexual, transgender and intersex (LGBTI) people' rights from institutions, society and scientific bodies has clearly progressed. Although equal opportunities in employment are promoted within European countries and by the EU legislation, there are still evident discriminations in Europe. Many LGBTI people still face bullying and anti-LGBTI discrimination in the workplace and job market. Considerably more progress must be made before every LGBTI person feels accepted and comfortable for who they are in the workplace. Importantly, views on equal opportunities in employment are characterised by spatial heterogeneity at a sub-national level. Therefore, it is necessary to disaggregate estimates of relevant indicators, at least, at a regional level. This is crucial to identify the regions requiring more attention by policy makers. However, large-scale sample surveys are not designed to produce precise and accurate sub-national estimates. Small area estimation methods offer powerful tools in this context. Here, we produce regional estimates of three indicators measuring views of discrimination in employment of people from LGBTI communities in Europe. The analyses are based on the Eurobarometer 91.4 2019. Our empirical evidence shows that the estimates produced by small area estimation are reliable, giving important information to policy makers." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Mourelatos, Evangelos (2023): Does Mood affect Sexual and Gender Discrimination in Hiring Choices? Evidence from Online Experiments. In: Journal of Behavioral and Experimental Economics, Jg. 106. DOI:10.1016/j.socec.2023.102069

Abstract

"We explore whether there is a link between mood and hiring decisions. This research examines how positive mood affects the discrimination faced by homosexual and female job candidates compared to heterosexual and male ones. We randomly assign respondents to one of two mood-inducing videos (positive and neutral), and we allow subjects to make a series of hiring choices prior and immediately after watching the mood-inducing video. Our experiment being conducted in the online labor platform Amazon Mechanical Turk, allows us to track the complete hiring process and monitor employers’ behavior within and without our treatment context. Constructing pairs of curriculum vitae, distinguished only by the sexual orientation or the gender of the applicants in each case, leads to the observation that women and gay men faced a significantly lower chance of getting hired. We also find that female employers proposed higher levels of discrimination only in the case of female applicants. Our positive mood manipulation leads to a decrease of discrimination levels. Thus, there is substantial experimental evidence to suggest that discrimination based on sexual orientation and gender also exists in online labor markets. An additional experiment with negative mood manipulation, also, gives evidence for the opposite direction of the effects, contributing to a broader picture of the relationship between mood and discrimination behavior. Contributions to the literature on hiring discrimination, mood research and the online economy are discussed." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))

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Oreffice, Sonia & Dario Sansone (2023): Commuting to work and gender norms by sexual orientation. In: Labour Economics, Jg. 85. DOI:10.1016/j.labeco.2023.102451

Abstract

"We assess the role of gender-conforming social norms in household decision-making and gender inequalities in the labor market with a parsimonious household model that endogenizes commuting time. Using the American Community Survey 2008-2019, we test the model predictions and find that women in same-sex couples have a longer commute to work than working women in different-sex couples, whereas the commute to work of men in same-sex couples is shorter than the one of working men in different-sex couples, even after controlling for demographic characteristics, partner's characteristics, location and urbanicity, fertility, marital status, industry and occupation. These differences among men and women amount to a sizable portion of the gender commuting gap estimated in the literature, and are particularly stark among married couples with children. Within-couple gaps in commuting time are also significantly smaller in same-sex couples, and labor supply disparities mimic the commuting ones. According to our model, these differences are interpreted as gender-conforming social norms leading women in different-sex couples into jobs with a shorter commute and fewer hours worked while their male partners or spouses hold jobs with a longer commute and more hours worked, thus reinforcing gender inequalities." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))

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Quinan, C. L. & Mina Hunt (2023): Non-binary gender markers: Mobility, migration, and media reception in Europe and beyond. In: European journal of women's studies, Jg. 30, H. 3, S. 380-390. DOI:10.1177/13505068211024891

Abstract

"Although European Union legal frameworks tend to conceive of sex and gender in binary terms, a growing number of countries in Europe and around the world have been increasingly allowing for third gender markers and non-binary possibilities in identity documents, passports, and public registries, of which the X marker in the sex or gender field has become the most common. However, initiatives like the X, which may initially signal trans-friendliness, must be considered alongside heightened border surveillance. As more and more European countries begin to follow this trend of expanding possibilities for registering (non-binary) gender (e.g. Malta, Denmark, Germany, the Netherlands), we look here to some illustrative examples (e.g. Nepal, Canada, Pakistan) that have been at the forefront of non-binary legal recognition to interrogate the complications and conundrums that these developments may provoke in European contexts." (Author's abstract, IAB-Doku) ((en))

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Ramaj, Sagi (2023): Neighbourhood effects and the labour market outcomes of immigrant men in same-sex couples. In: Journal of Ethnic and Migration Studies, Jg. 49, H. 7, S. 1723-1745. DOI:10.1080/1369183X.2021.2011174

Abstract

"Sexual minority immigrant men have poor economic wellbeing compared to heterosexuals and the native-born. This may be because they are marginalised as both sexual minorities and immigrants, which can isolate them from the networks, resources, and support offered by neighbourhood ties. Using data from the 2016 Canadian census, I investigate whether neighbourhood composition mediates the disparities in employment status and wages between immigrant men in same-sex couples and those who are Canadian-born and/or different-sex-coupled. Immigrant men in same-sex couples on average live in neighbourhoods that are more economically disadvantaged than Canadian-borns, less populated with coethnics than immigrants in different-sex couples, and more populated with other same-sex couples in general. Neighbourhoods provide a positive mediating effect (i.e. a ‘protective’ effect) for immigrants in same-sex couples compared to immigrants in different-sex couples, but largely do not affect the economic gaps between them and Canadian-borns." (Author's abstract, IAB-Doku) ((en))

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Sarzosa, Miguel (2023): Sexual Orientation and Labor Market Disparities. In: Journal of Economic Behavior & Organization, Jg. 212, S. 723-755. DOI:10.1016/j.jebo.2023.06.007

Abstract

"This paper assesses labor market disparities against sexual minorities. My empirical strategy allows schooling, employment, and income to be endogenously determined relying on the identification of unobserved heterogeneity (skills and sexual orientation). I find that disparities are more prevalent at the employment margin than at the earnings margin. Sexual minorities are 10–20 percentage points less likely to be employed than comparable heterosexual adults. The results suggest that selection into employment contributes to the elimination of the observed income gaps among the employed as the average sexual-minority worker is more skilled than their heterosexual counterpart." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))

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Ueno, Koji, Rachael Dominguez, Skyler Bastow & Jason V. D'Amours (2023): LGBTQ Identities and Career Plan Changes in Young Adulthood: Implications for Occupational Segregation and Disparities. In: Socius, Jg. 9, S. 1-13. DOI:10.1177/23780231231215682

Abstract

"Many young adults change their career plans after spending some time in the labor force, and those who hold marginalized identities change their plans in unique ways as they respond to unfair treatments in workplaces. Past research on this topic focused on (cisgender) women and people of color, and little is known about how LGBTQ people change their career plans. Furthermore, many LGBTQ youth today develop optimistic views that their sexual and gender identities will not undermine their career opportunities, but the existing literature provides limited information about whether they maintain such views after their transition to the labor force and how they change their career plans if their perceptions of career disadvantages change. To fill these gaps in the literature, the authors analyzed longitudinal data from in-depth interviews with 37 LGBTQ young adults, who were followed over 2 to 10 years at 2-year intervals. The data showed that young LGBTQ workers’ career plan changes were intertwined with their sexual and gender identities. For example, some participants decided to move to more LGBTQ-friendly careers after experiencing workplace harassment and heteronormativity and cisnormativity, and those who had entered careers that allowed them to integrate their LGBTQ identities into work decided to leave the careers because of emotional burnout. Overall, the results suggest that LGBTQ people’s career plan adjustments to identity-related challenges at work operate as a worker-level mechanism that contributes to labor market segregation and financial disparities between LGBTQ and straight, cisgender workers." (Author's abstract, IAB-Doku) ((en))

Abstract

"This report is the first country review undertaken as part of the OECD work on LGBTI+ inclusion. It explores legal and policy progress towards LGBTI+ equality in Germany at both the national and subnational levels, and identifies good practices. The report first investigates the life situation of LGBTI+ Germans by presenting the most up-to-date data on the share of Germans who self-identify as LGBTI+, evaluating the extent to which LGBTI+ Germans face discrimination and violence, and assessing how this population fares in terms of well-being, mental and physical health. The report then examines whether laws critical to achieving LGBTI+ equality have been passed and how LGBTI+ equality in Germany could be further improved through legislation. Finally, beyond laws, the report focuses on policy achievements towards LGBTI+ equality, by distinguishing between remedial policies, aimed at enforcing antidiscrimination and anti-violence laws, and preventive policies, aimed at fostering a culture of equal treatment of LGBTI+ individuals at school, in the workplace, and in healthcare." (Author's abstract, IAB-Doku) ((en))

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Aksoy, Billur, Christopher S. Carpenter & Dario Sansone (2022): Understanding Labor Market Discrimination against Transgender People: Evidence from a Double List Experiment and a Survey. (IZA discussion paper 15542), Bonn, 90 S.

Abstract

"Using a US nationally representative sample and a double list experiment designed to elicit views free from social desirability bias, we find that anti-transgender labor market attitudes are significantly underreported. After correcting for this concealment, we report that 73 percent of people would be comfortable with a transgender manager and 74 percent support employment non-discrimination protection for transgender people. We also show that respondents severely underestimate the population level of support for transgender individuals in the workplace, and we find that labor market support for transgender people is significantly lower than support for gay, lesbian, and bisexual people. Our results provide timely evidence on workplace-related views toward transgender people and help us better understand employment discrimination against them." (Author's abstract, IAB-Doku) ((en))

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Bayrakdar, Sait & Andrew King (2022): Job Satisfaction and Sexual Orientation in Britain. In: Work, Employment and Society, Jg. 36, H. 1, S. 21-39. DOI:10.1177/0950017020980997

Abstract

"Studies looking at patterns of labour market outcomes among lesbian, gay and bisexual (LGB) individuals focus mostly on earnings, while non-pecuniary outcomes of LGB individuals have remained a relatively under-researched area. Using the latest wave of the Workplace Employment Relations Study (WERS), this article investigates the job satisfaction levels of LGB individuals compared to their heterosexual peers for the first time in Britain. The results show significantly lower job satisfaction levels only for bisexual men, compared to their heterosexual counterparts. Moreover, the findings do not show a direct impact of LGB(T)-related workplace policies on job satisfaction levels." (Author's abstract, IAB-Doku) ((en))

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Burchell, Drew Maxwell, Tamara Anne Franz-Odendaal & Phillip Joy (2022): “I never want to leave part of myself at the doorstep”: Experiences of Canadian LGBTQ2S+ postdoctoral scholars in the sciences. In: International Journal of Gender, Science and Technology, Jg. 14, H. 1, S. 19-39.

Abstract

"Diversity and inclusion in science improves the field for all, but cisheteronormative cultures can make academic science departments difficult for LGBTQ2S+ (Lesbian, Gay, Bisexual, Transgender, Queer, 2-Spirit1, and other identities)individuals to navigate. Evidence suggests that this cisheteronormativity can contribute to a “leaking” science pipeline, where such individuals are more likely to seek out paths outside of science and academia. Studies also show that postdoctoral scholars have low life satisfaction and trouble finding academic jobs, which could worsen this “leak”. However, there is little Canadian data on this topic, and no data on LGBTQ2S+ postdocs. This qualitative study explored the values, beliefs, and experiences of 14 Canadian LGBTQ2S+ postdocs in science. Semi-structured interviews were conducted about coming out as LGBTQ2S+ in science, experiences of mentorship, and their beliefs on staying within science and academia. Interview data was analyzed thematically from a poststructural perspective. The main themes that emerged were: 1) feeling supported and accepted, 2) experiencing cisheteronormativity and discrimination, and 3) the leaking academic pipeline. While some participants experienced their science departments as supportive, many also discussed heteronormativity, cisnormativity, and sexism, which was consistent with previous literature. Many participants considered leaving academia due to lack of job security, competitive job market, and work-life balance issues." (Author's abstract, IAB-Doku) ((en))

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Burn, Ian & Michael E. Martell (2022): Gender typicality and sexual minority labour market differentials. In: BJIR, Jg. 60, H. 4, S. 784-814. DOI:10.1111/bjir.12671

Abstract

"Sexual minorities experience significant differences in labour market outcomes relative to comparable heterosexuals, with larger differences in earnings than in labour supply. A common explanation of these differences is that they may reflect unobserved differences in masculinity and femininity in the sexual minority population. We leverage data on personality and behaviours in the National Study of Adolescent to Adult Health (Add Health) to test whether controlling for differences in masculinity and femininity through quantitative measures of gender typicality eliminates labour market differentials. While we find evidence that gender typicality does affect labour market outcomes of men and women on average, we find no evidence of a differential effect for gays and lesbians. Controlling for gender typicality does not affect the sexual orientation labour market differentials. The evidence suggests that existing estimates of earnings differentials are not affected by omitted variable bias due to not controlling for gender typicality." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Cech, Erin A. & Tom Waidzunas (2022): LGBTQ@NASA and Beyond: Work Structure and Workplace Inequality among LGBTQ STEM Professionals. In: Work and occupations, Jg. 49, H. 2, S. 187-228. DOI:10.1177/07308884221080938

Abstract

"Scholars are just beginning to understand how organizational processes shape LGBTQ workplace inequality. Using multimethod data from STEM professionals, this article examines how one such factor—the way work tasks are structured within organizations—may impact LGBTQ workers’ experiences of marginalization and devaluation. Through interviews with STEM professionals at two NASA space flight centers with different work structures, we find that LGBTQ professionals at the NASA center where work is organized in dynamic project-based teams experienced less inclusive and respectful interactions with colleagues, in part because they had to rapidly establish credibility and develop new status management strategies each time they were shuffled into new teams. The stability of the traditional unit-based structure at the other NASA center, by contrast, allowed LGBTQ professionals time to navigate status management and build trust. This stability also facilitated LGBTQ community building. Analysis of survey data of over 14,000 US STEM professionals (594 who identify as LGBTQ) corroborates this work structure pattern: LGBTQ professionals across STEM disciplines and employment sectors working in dynamic project-based teams were more likely to report interpersonal marginalization and devaluation than LGBTQ professionals who worked in traditional unit-based structures. These findings highlight work structure as an important mechanism of LGBTQ inequality that demands further investigation." (Author's abstract, IAB-Doku) ((en))

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Drydakis, Nick (2022): Sexual Orientation and Earnings. A Meta-Analysis 2012-2020. In: Journal of Population Economics, Jg. 35, H. 2, S. 409-440. DOI:10.1007/s00148-021-00862-1

Abstract

"This meta-analysis utilizes 24 papers published between 2012 and 2020 that focus on earnings differences by sexual orientation. The papers cover the period between 1991 and 2018, and countries in Europe, North America, and Australia. The meta-analysis indicates that gay men earned less than heterosexual men. Lesbian women earned more than heterosexual women, while bisexual men earned less than heterosexual men. Bisexual women earned less than heterosexual women. According to the meta-analysis, in data sets after 2010, gay men and bisexual men and women continue to experience earnings penalties, while lesbian women continue to experience earnings premiums. The persistence of earnings penalties for gay men and bisexual men and women in the face of anti-discrimination policies represents a cause for concern and indicates the need for comprehensive legislation and workplace guidelines to guarantee that people receive fair pay and not experience any form of workplace inequality simply because of their sexual orientation." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Gregory, Lee & Peter Matthews (2022): Social Policy and Queer Lives. Coming Out of the Closet? In: Journal of Social Policy, Jg. 51, H. 3, S. 596-610. DOI:10.1017/S0047279422000198

Abstract

"Social Policy as an academic discipline has been at the forefront of many progressive movements in society, exploring problems of poverty, hardship, exclusion and suffering, government intervention, and the critical appraisal of those interventions. Yet it has been strangely silent on issues of sexual identity and gender identity and the inequities faced by the LGBTQ+ community. In this article we draw upon lesbian and gay studies, and queer studies, to, first, unpack how heteronormativity is reinforced in social policy in practice and in its analysis within Social Policy as a discipline. This illustrates how the family, as a core basis for welfare in societies, has meant that, reflexively, the base unit of analysis within Social Policy has been the heterosexual family, without a full interrogation of what this means for different groups. Second, we review the limited evidence available around the inequalities LGBTQ+ people face, primarily in the UK (and wider global North), highlighting how the years of oppression have made “counting” this group of people difficult within our usual survey instruments. Thus, while Social Policy has aimed to achieve a universal social citizenship for all, it has inadvertently remained silent on how to include LGBTQ+ in its analysis." (Author's abstract, IAB-Doku) ((en))

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Hajnal, Áron & Ágota Scharle (2022): European Network of Public Employment Services: Mapping PES responses against labour market discrimination. Luxembourg: Publications Office of the European Union, 45 S. DOI:10.2767/40536

Abstract

"The report provides an overview of PES approaches, based on a survey conducted in 2021. It shows that in most countries, the PES mandate is limited to its general role in supporting job search and protecting jobseekers’ rights. However, some PES have a detailed and proactive anti-discrimination strategy and other PES mainstream support into their overall approach of individualised services." (Author's abstract, IAB-Doku) ((en))

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Jepsen, Christopher & Lisa Jepsen (2022): Convergence over time or not? U.S. wages by sexual orientation, 2000–2019. In: Labour Economics, Jg. 74. DOI:10.1016/j.labeco.2021.102086

Abstract

"An extensive literature on labor-market outcomes by sexual orientation finds lower wages for men in same-sex couples and higher wages for women in same-sex couples compared to their counterparts in different-sex couples. Previous studies analyzing multiple time periods provide suggestive evidence that the wage penalty for men in same-sex couples is heading toward zero. Using data from the American Community Survey on individuals in couples from 2000 to 2019, we find no evidence that wages, earnings, or incomes of men in same-sex couples are improving relative to married men in different-sex couples. For women in same-sex couples, we see mixed evidence of convergence relative to married women in different-sex couples. The persistence of a wage penalty for men in same-sex couples is concerning in the face of anti-discrimination policies and rising overall tolerance by Americans with respect to sexual orientation." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))

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Owens, Benjamin, Suzanne Mills, Nathaniel Lewis & Adrian Guta (2022): Work-related stressors and mental health among LGBTQ workers: Results from a cross-sectional survey. In: PLoS ONE, Jg. 17, H. 10. DOI:10.1371/journal.pone.0275771

Abstract

"Purpose: Lesbian, gay, bisexual, transgender, and queer (LGBTQ) individuals experience high rates of adverse mental health outcomes due to the stressors they experience in families, communities, and society more broadly. Work and workplaces have the potential to influence these outcomes given their ability to amplify minority stress, and their ability to influence social and economic wellbeing in this already marginalized population. This study aims to identify how sociodemographic characteristics and characteristics of work, including degree of precarity, industry and perceived workplace support for LGBTQ people, influence self-reported mental health among LGBTQ people in two Canadian cities. Methods Self-identified LGBTQ workers ≥16 years of age (n = 531) in Sudbury and Windsor, Ontario, Canada were given an online survey between July 6 and December 2, 2018. Multivariate ordinal logistic regression was used to calculate odds ratios (OR) to evaluate differences in gender identity, age, income, industry, social precarity, work environment, and substance use among workers who self-reported very poor, poor, or neutral mental health, compared with a referent group that self-reported good or very good mental health on a five-point Likert scale about general mental health. Results LGBTQ workers with poor or neutral mental health had greater odds of: being cisgender women or trans compared with being cisgender men; being aged <35 years compared with ≥35 years; working in low-wage service sectors compared with blue collar jobs; earning <$20,000/year compared with ≥$20,000/year; working in a non-standard work situation or being unemployed compared with working in full-time permanent employment; feeling often or always unable to schedule time with friends due to work; feeling unsure or negative about their work environment; and using substances to cope with work. Conclusions Both precarious work and unsupportive work environments contribute to poor mental health among LGBTQ people. These factors are compounded for trans workers who face poorer mental health than cis-LGBQ workers in similar environments." (Author's abstract, IAB-Doku) ((en))

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Parini, Lorena (2022): Doing and undoing gender at work: The workplace experiences of trans people in Switzerland. In: International Labour Review, Jg. 161, H. 3, S. 395-412. DOI:10.1111/ilr.12377

Abstract

"This article considers the effects of trans identity on people's workplace experiences. Drawing on in-depth individual interviews with 12 trans people in Switzerland in 2014–15, the author identifies the difficulties and successes of their experiences through the perspective of three dimensions: the effects of the type of transition they undergo (towards the male or female gender), difficulties in reconciling the temporalities of transitions with those of employers, and the circumstances in which individuals “come out”. Reflecting on trans people's access to economic citizenship, the author recommends revising labour legislation and raising awareness among managers of the issues surrounding trans identity." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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(2022): Transidentität und drittes Geschlecht im Arbeitsumfeld. Ein Praxisbuch für Unternehmen und den öffentlichen Dienst. Wiesbaden: Springer Gabler, XIII, 182. DOI:10.1007/978-3-658-33864-0

Abstract

"Dieses Buch ist ein Praxisleitfaden für den Umgang mit Transidentität und geschlechtlichen Identitäten jenseits von männlich und weiblich (intersexuelle und nichtbinäre Menschen und das sogenannte dritte Geschlecht) in der Arbeitswelt. Es richtet sich an Personalverantwortliche in Unternehmen und im öffentlichen Dienst, aber auch an Personen, die ein transidentes Comingout und einen Wechsel der im Arbeitsumfeld gelebten Geschlechtsrolle vor sich haben. Das Buch bietet einen Überblick über den Stand der rechtlichen Rahmenbedingungen geschlechtlicher Transition in Deutschland sowie einen ganzheitlichen und pragmatischen Ansatz für die betriebliche und behördliche Praxis im Umgang mit vielfältigen Geschlechtsidentitäten." (Autorenreferat, IAB-Doku, © Springer Gabler)

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Wang, Jing, David Wicks & Chris Zhang (2022): Job-related well-being of sexual minorities: Evidence from the British workplace employment relations study. In: BJIR, Jg. 60, H. 4, S. 841-863. DOI:10.1111/bjir.12707

Abstract

"Despite the increasingly liberal views toward sexual orientation and the evolution of legal rights worldwide, sexual minorities have been an understudied demographic group, especially in mainstream management scholarship. Using a national representative employer and employee linked survey, this study examines the relationship between sexual minority identity and job-related well-being. Multi-level regression analysis reveals that bisexual employees have higher levels of anxiety and depression at work than their heterosexual counterparts. The difference is greater in industries that are not friendly to sexual minorities. When bisexual employees believe their managers are trustworthy and supportive, that difference disappears. No differences are found in well-being between lesbians, gay men and their heterosexual counterparts. This study provides initial evidence on the effect of sexual minority identity on job-related well-being. It also sheds light on the different workplace outcomes between bisexual employees, lesbian women and gay men." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Badgett, M. V. Lee, Christopher S. Carpenter & Dario Sansone (2021): LGBTQ Economics. In: The Journal of Economic Perspectives, Jg. 35, H. 2, S. 141-170. DOI:10.1257/jep.35.2.141

Abstract

"Public attitudes and policies toward LGBTQ individuals have improved substantially in recent decades. Economists are actively shaping the discourse around these policies and contributing to our understanding of the economic lives of LGBTQ individuals. In this paper, we present the most up-to-date estimates of the size, location, demographic characteristics, and family structures of LGBTQ individuals in the United States. We describe an emerging literature on the effects of legal access to same-sex marriage on family and socioeconomic outcomes. We also summarize what is known about the size, direction, and sources of wage differentials related to variation in sexual orientation and gender identity. We conclude by describing a range of open questions in LGBTQ economics." (Author's abstract, IAB-Doku) ((en))

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Drydakis, Nick (2021): The Economics of Being LGBT. A Review 2015-2020. (IZA discussion paper 14845), Bonn, 26 S.

Abstract

"This paper reviews studies on LGBT workplace outcomes published between 2015 and 2020. In terms of earnings differences, in the US, Canada, Europe, and Australia, gay men were found to experience earnings penalties of 7% in comparison to heterosexual men, bisexual men experienced earnings penalties of 9% in comparison to heterosexual men, and bisexual women faced earnings penalties of 5% in comparison to heterosexual women. In the same regions, lesbian women experienced an earnings premium of 7% in comparison to heterosexual women. Trans women, in the US and Europe, faced earnings penalties ranging from 4% to 20%. In terms of job satisfaction, in the US, Canada, and Europe, gay men, and lesbian women experienced 15% and 12%, respectively lower job satisfaction than their heterosexual counterparts. Additionally, bullying against sexual minorities has persisted. In the UK, sexual minorities who experienced frequent school-age bullying faced a 32% chance of experiencing frequent workplace bullying. In relation to job exclusions, in OECD countries, gay men and lesbian women were found to experience 39% and 32%, respectively lower access to occupations than comparable heterosexual men and women. For trans men and women in Europe, comparable patterns are in evidence. Given these patterns, it is not of surprise that LGBT people in the US and the UK experience higher poverty rates than heterosexual and cis people. However, in these two regions, anti-discrimination laws and positive actions in the workplace helped reduce the earnings penalties for gay men, enhance trans people's self-esteem, spur innovation and firms' performance, and boost marketing capability, corporate profiles, and customer satisfaction. The evidence indicated that LGBT inclusion and positive economic outcomes mutually reinforced each other." (Author's abstract, IAB-Doku) ((en))

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Drydakis, Nick (2021): Sexual Orientation and Earnings. A Meta-Analysis 2012-2020. (IZA discussion paper 14496), Bonn, 36 S.

Abstract

"This meta-analysis utilizes 24 papers published between 2012-2020 that focus on earnings differences by sexual orientation. The papers cover the period between 1991 and 2018, and countries in Europe, North America and Australia. The meta-analysis indicates that gay men earned less than heterosexual men. Lesbian women earned more than heterosexual women, while bisexual men earned less than heterosexual men. Bisexual women earned less than heterosexual women. According to the meta-analysis, in data sets after 2010, gay men and bisexual men and women continue to experience earnings penalties, while lesbian women continue to experience earnings premiums. The meta-regression estimates indicate relationships between study characteristics and the estimated earnings effects for sexual minorities. For instance, regions, sexual minority data set sizes, and earnings classifications influence the outcomes. The persistence of earnings penalties for gay men and bisexual men and women in the face of anti-discrimination policies represents a cause for concern and indicates the need for comprehensive legislation and workplace guidelines to guarantee that people receive fair pay and not experience any form of workplace inequality simply because of their sexual orientation." (Author's abstract, IAB-Doku) ((en))

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Edel, Friederike, Nicole Küchler-Stahn & Maren Schlegler (2021): Diskriminierungserfahrung von LGBTIQ*-Personen in der öffentlichen Verwaltung. In: Verwaltung & Management, Jg. 27, H. 2, S. 75-86. DOI:10.5771/0947-9856-2021-2-75

Abstract

"Bei Diversity und Chancengleichheit wird dem öffentlichem Sektor als größtem Arbeitgeber Deutschlands eine Vorreiterrolle zugeschrieben, auch wenn er diesbezüglich noch Entwicklungspotenzial hat, was die wenigen Studien im deutschen Kontext vermuten lassen. Diese Studie untersucht, welche organisationalen Kontextfaktoren sich für die Diskriminierungserfahrungen von LGBTIQ*-Beschäftigten in der öffentlichen Verwaltung als relevant erweisen. Die Gesprächspartnerinnen und -partner erleben unterschiedliche Formen von Diskriminierung, schätzen diese jedoch als generell ehr gering ein. Diverse organisationale Faktoren beeinflussen das Diskriminierungserleben. Für die tägliche Verwaltungspraxis relevant dürften vor allem die internen und gleichzeitig als beeinflussbar, im Sinne von gestaltbar, eingestuften Faktoren sein. Dabei scheint vor allem das Zusammenspiel der einzelnen Faktoren und deren (gelungene) Komposition die Diskriminierungserfahrung wirksam verringern." (Autorenreferat, IAB-Doku)

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Hadjisolomou, Anastasios (2021): Doing and Negotiating Transgender on the Front Line: Customer Abuse, Transphobia and Stigma in the Food Retail Sector. In: Work, Employment and Society, Jg. 35, H. 5, S. 979-988. DOI:10.1177/0950017020977331

Abstract

"Despite growing research on LGBT+ populations, few studies have examined transgender individuals’ specific workplace experiences, whose voice is often subsumed in a wider category. This article presents the story of Kathrine, a female transgender food retail worker, and discusses the abusive, discriminatory and transphobic behaviour of customers, which has received limited attention in the sociology of service work literature. The article reveals the stigmatization of transgender employees by customers, which is expressed through micro-aggressions, such as mis-gendering, mocking and harassing, and is often neglected and/or tolerated by management. Kathrine discusses the coping strategies she utilizes to reduce the negative consequences of the stigma, and to negotiate and protect her gender identity. These include confronting and/or refusing to serve transphobic customers, reflecting her resilience towards discrimination and abuse. The article calls for further research to understand transgender service employees’ experiences and the complexity and diversity of coping strategies used by stigmatized workers." (Author's abstract, IAB-Doku) ((en))

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Hofmarcher, Thomas & Erik Plug (2021): Specialization in Same-Sex and Different-Sex Couples. (IZA discussion paper 14709), Bonn, 30 S.

Abstract

"We examine time allocation decisions in same-sex and different-sex couples from a Beckerian comparative advantage perspective. In particular, we estimate the comparative advantage relationship between time spent on either market or household activities and a dummy for being the highest earner in a couple on samples of same-sex and different-sex couples. Using the American Time Use Survey (ATUS), we find that same-sex couples specialize not as much as different-sex couples. We argue that these specialization differences are driven by the most traditional different-sex couples. Without married couples with wives at home taking care of children and husbands working outside the home, which represent at most 20 percent of all different-sex couples, we find that the highest earner in a couple spends 80 minutes more per day on market work and 40 minutes less per day on household work, regardless their sexual orientation. We therefore conclude that, from a comparative advantage perspective, most same-sex and different-sex couples specialize equally." (Author's abstract, IAB-Doku) ((en))

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Jeanes, Emma & Kirsty Janes (2021): Trans men doing gender at work. In: Gender, work & organization, Jg. 28, H. 4, S. 1237-1259. DOI:10.1111/gwao.12675

Abstract

"In this article we explore the practices of trans men in England, undertaken to accomplish gender in the workplace, recognizing the importance of a ‘situated’ analysis incorporating context and life history. We find trans men simultaneously to conform and challenge masculinity, informed both by preference and necessity in order to survive and progress at work, which in turn impacts the potential for any male advantage that may be enjoyed. We note that the more coherently masculine a trans man is, the less ‘trouble’ is caused by his gender (trans masculinity). We demonstrate that they often have to adjust their gender practices and/or workplace to secure or progress at work but also retain a capacity to trouble the gender binary (trans masculinity). We consider the implications for trans men at work." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Karaarslan, Can (2021): Differences in Unemployment due to Sexual Orientation: Evidence from the Swedish Labour Market. (Arbeitspapiere für Marketing und Management 52), Offenburg, 34 S.

Abstract

"The right to engage in work and choose an occupation to freely work at, is declared a fundamental human right in the EU. Behaviour that restrains somebody from doing so, due to sexual orientation discrimination for example, is prohibited. Inquiries on the dimension of this particular behaviour, as well as the magnitude of harm it causes in the population, is of vital importance for policy makers and the entire civil society. A growing number of research pertaining to labour market outcomes due to sexual orientation has been conducted rececently. Most of the studies have been carried out in western countries, where annual income, hourly wages, labour market participation and employment decisions have been in the focus of researchers. Ahmet, Andersson and Hammarstedt have been the pioneering scientists in this field in Sweden and contributed by extending their inquiries from the individual to the couple level (Ahmed, et al., 2011a) and to field experiments (Ahmed, et al., 2011b) in detecting discrimination against homosexuals. The present paper aims to contribute to the labour market discrimination literature by estimating the differences in the employment probabilities and in the duration of unemployment by sexual orientation in Sweden using survival analysis techniques. Time-to-event data is rare in social sciences, which is particularly valid for data sets where the sexual orientation of individuals is observable. Due to this scarcity, the present study represents the first paper investigating the effect of sexual preferences on the duration in unemploymnet using survival analysis techniques. In contrast to other estimation methods, survival techniques enable us to incorporate the particular nature of time-to-event data, such as its particular skewness, strict non- negative nature, as well as censoring and truncation. Separately Zero Inflated Negative Binomial regression has been conducted to the duration in unemployment and Probit estimation to the event of gettin" (Author's abstract, IAB-Doku) ((en))

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Kasprowski, David, Mirjam Fischer, Xiao Chen, Lisa de Vries, Martin Kroh, Simon Kühne, David Richter & Zaza Zindel (2021): Geringere Chancen auf ein gesundes Leben für LGBTQI*-Menschen. In: DIW-Wochenbericht, Jg. 88, H. 6, S. 80-88. DOI:10.18723/diw_wb:2021-6-1

Abstract

"Die psychische und auch die körperliche Gesundheit von LGBTQI*-Menschen sind deutlich stärker beeinträchtigt als die der restlichen Bevölkerung. Befragungsdaten des Sozio-oekonomischen Panels (SOEP) und der Universität Bielefeld zeigen, dass LGBTQI*-Menschen drei- bis viermal so häufig von psychischen Erkrankungen betroffen sind. Auch potentiell stressbedingte körperliche Krankheiten wie Herzkrankheiten, Migräne, Asthma und chronische Rückenschmerzen kommen weitaus häufiger vor als in anderen Bevölkerungsgruppen. Wichtig für das gesundheitliche Wohlbefinden ist auch das soziale Umfeld. LGBTQI*-Menschen und darunter besonders Trans*-Menschen fühlen sich oft einsam. Hinsichtlich der in der Corona-Pandemie derzeit zunehmenden Einsamkeit vieler Menschen ist dies ein Grund zur Sorge. Die Befunde deuten auf eine massive Chancenungleichheit für ein gesundes Leben hin, der durch eine Ausweitung von queeren Beratungs- und Freizeitangeboten und der ausdrücklichen Benennung von LGBTQI*-Hasskriminalität im Strafgesetzbuch begegnet werden sollte." (Autorenreferat, IAB-Doku)

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Krell, Claudia (2021): Erfahrungen von lesbischen, schwulen, bisexuellen, trans* und queeren Jugendlichen in der beruflichen Bildung. München, 72 S.

Abstract

"Wie geht es lesbischen, schwulen, bisexuellen, trans* und queeren (LSBT*Q) Jugendlichen in der beruflichen Bildung? Welche Erfahrungen machen sie dort im Umgang mit ihrer sexuellen Orientierung und geschlechtlichen Zugehörigkeit? Welche Rolle spielt das Thema sexuelle und geschlechtliche Vielfalt in ihrem Ausbildungsalltag? So einfach und klar diese Fragen klingen, so begrenzt sind die empirischen Antworten aus der Jugend-, Sozial- und Bildungsforschung darauf. An dieser Stelle setzt die Studie „Erfahrungen von LSBT*Q Jugendlichen in der beruflichen Bildung“ an. Sie soll über Befragungen von jungen Menschen in unterschiedlichen Ausbildungseinrichtungen und Ausbildungsberufen erheben, welche Erfahrungen sie dort im Umgang mit ihrer sexuellen Orientierung oder geschlechtlichen Zugehörigkeit machen. Die Ergebnisse der Studie richten sich an Personen in der beruflichen Bildung wie Berufsschullehrkräfte oder Ausbilder_innen, an Verantwortliche in der Berufsbildungspolitik sowie an Kolleg_innen in der Forschung zur beruflichen Bildung – kurz an all diejenigen, die in unterschiedlichen Funktionen und Zuständigkeiten an der Gestaltung von Ausbildungsgängen und Ausbildungsinhalten mitwirken." (Textauszug, IAB-Doku)

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Mann, Samuel (2021): Transgender employment and gender marker laws. In: Labour Economics, Jg. 73. DOI:10.1016/j.labeco.2021.102072

Abstract

"This paper uses data from the Behavioural Risk Factor Surveillance Survey (BRFSS) over the period 2014–2019 to analyse the impact of removing surgical requirements to change legal gender. In many states transgender people are forced to undergo surgical procedures if they wish to change their gender on ID documents, which can be invasive, expensive, and is not always desired. In the present work state variation in the timing of the removal of surgical requirements is exploited within a triple difference framework to analyse the causal impact of these removals on the employment of transgender people, for the first time. The findings highlight that removing surgical requirements for transgender people to be able to reassign gender on birth certificates increases the employment of female to male transgender people, but has no effect on male to female or gender non-conforming transgender people." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))

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Martell, Michael E. (2021): Labor market differentials estimated with researcher-inferred and self-identified sexual orientation. In: Economics Letters, Jg. 205, S. 1-9. DOI:10.1016/j.econlet.2021.109959

Abstract

"The impact of the common practice of inferring sexual orientation via cohabitation status on estimated labor market differentials for sexual minorities is understudied. Using the 2013–2018 National Health Interview Survey, I show that inferring sexual orientation via cohabitation status leads to similar estimated differentials for gay men but inflates outcomes for lesbian women. Estimates for all bisexual individuals are biased upwards, because bisexual individuals are less likely to cohabit and comprise less than ten percent of the same-sex cohabiting sample. Estimates of outcomes for sexual minority members of same-sex households are largely unaffected by the sample contamination resulting from potentially erroneous inclusion of heterosexual individuals. However, cohabitation based researcher inference of sexual orientation masks important heterogeneity in self-identified sexual orientation based labor market differentials. Results highlight the need for inclusion of sexual orientation identity on more large scale surveys." (Author's abstract, IAB-Doku, © 2021 Elsevier) ((en))

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Mumford, Karen A., Edith Aguirre, Anna Einarsdóttir, Bridget Lockyer, Melisa Sayli & Benjamin A. Smith (2021): Pay Gaps in the National Health Service: Observability and Disclosure. (IZA discussion paper 14482), Bonn, 48 S.

Abstract

"Studies of the relationship between sexual orientation and pay have faced difficulties applying standard models of discrimination if orientation is not observable. Analogously, behavioural explanations of pay based on models of gender linked within-household specialization may not be as relevant in a non-heterosexual context. This article analyses pay gaps using information including earnings, gender, LGB identity, coupling status, and the disclosure of sexual orientation in English National Health Service (NHS) workplaces. The results reveal a robust gender pay gap of 4% in favour of males, but no overall LGB pay gap compared to heterosexuals. The latter is due to similar-sized offsetting effects from disclosure on LGB pay relative to comparable heterosexuals. Amongst LGB employees, disclosure is associated with 13% more pay, with three quarters of this gap related to unexplained differences in returns to observable characteristics. Supportive workplace practices are strongly associated with increased probability of disclosure, especially the availability of a LGB workplace network." (Author's abstract, IAB-Doku) ((en))

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

Abstract

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

Abstract

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

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

Abstract

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

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Vries, Lisa de (2021): Diversität oder Diskriminierung im Management? In: Arbeit. Zeitschrift für Arbeitsforschung, Arbeitsgestaltung und Arbeitspolitik, Jg. 30, H. 3, S. 215-237. DOI:10.1515/arbeit-2021-0016

Abstract

"Dieser Beitrag liefert einen Einblick in die bislang wenig untersuchte Arbeitsmarktsituation von lesbischen, schwulen und bisexuellen Führungskräften. Basierend auf Daten des Sozio-oekonomischen Panels (SOEP) wird zunächst mittels deskriptiver Verteilungen (nach Branche, Unternehmensgröße und Arbeitszeit) die Arbeitsmarktsituation von Führungskräften nach sexueller Orientierung und Geschlecht betrachtet. Zusätzlich werden die Daten einer Online-Befragung (LGBielefeld 2019) mit 571 lesbischen, schwulen und bisexuellen Führungskräften verwendet, um Diskriminierung, Outing, emotionales Wohlbefinden und Lebenszufriedenheit dieser Führungskräfte zu untersuchen. Die Ergebnisse zeigen zum einen, dass lesbische, schwule und bisexuelle Führungskräfte von Diskriminierung im Arbeitsleben betroffen sind und nicht immer offen über ihre sexuelle Orientierung am Arbeitsplatz sprechen (können). Zum anderen haben Diskriminierung im Arbeitsleben und der Umgang mit der sexuellen Orientierung am Arbeitsplatz einen Effekt auf die Lebenszufriedenheit und einzelne Dimensionen des emotionalen Wohlbefindens." (Autorenreferat, IAB-Doku, © De Gruyter)

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

Abstract

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

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

Abstract

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

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

Abstract

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

Zitatform

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

Abstract

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

Zitatform

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

Abstract

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