Die Arbeitsmarktsituation von LGBTQI-Personen
In den vergangenen zwei Jahrzehnten hat die gesellschaftliche Akzeptanz von LGBTQI-Personen (lesbian, gay, bisexual, trans, queer, inter) deutlich zugenommen. Auch die rechtliche Gleichstellung am Arbeitsmarkt wurde durch das Allgemeine Gleichbehandlungsgesetz (2006) gestärkt. Dennoch erfahren LGBTQI-Personen im Arbeitsleben Diskriminierung sowie Nachteile bei Einkommen und Bildungsrendite.
In diesem Dossier finden Sie eine Zusammenstellung wissenschaftlicher Publikationen zur Arbeitsmarktsituation von LGBTQI-Personen in Deutschland und im Ausland.
Im Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
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Literaturhinweis
The ‘double whammy’: Associations between LGBTQ+ identity, non-standard employment and workplace well-being (2025)
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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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Literaturhinweis
The demography of sexual identity development and disclosure among LGB people in Europe (2025)
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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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Literaturhinweis
Employment discrimination against transgender women in England (2025)
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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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Literaturhinweis
Stimulating (In)equality? The Earnings Penalty in Different-Sex and Female Same-Sex Couples Transitioning to Parenthood in Denmark, Finland, Norway, and Sweden (2025)
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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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Literaturhinweis
Non-binary gender identity expression in the workplace and the role of supportive HRM practices, co-worker allyship, and job autonomy (2025)
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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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Literaturhinweis
Non-binary experiences of (gender-based) violence at work (2025)
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Humbert, Anne Laure, Charikleia Tzanakou, Sofia Strid & Anke Lipinsky (2025): Non-binary experiences of (gender-based) violence at work. In: The International Journal of Human Resource Management, Jg. 36, H. 7, S. 1249-1281. DOI:10.1080/09585192.2025.2507964
Abstract
"The experiences of non-binary people remain underexplored in HRM research. With limited knowledge and evidence, putting in place diversity management policies and practices is challenging. This article advances understandings of the experiences of non-binary people at work by providing empirical evidence from a survey conducted in 15 countries across Europe with nearly 18,000 staff at universities and research organizations, including 173 who identified as non-binary. Results suggest that non-binary people are more likely than other gender identity groups to feel socially excluded and unsafe at work, as well as more likely to be subjected to psychological violence and sexual harassment. The analysis shows that experiences of gender-based violence mediate the relationship between being non-binary and feeling socially excluded, unsafe or unwell at work. By integrating minority stress theory into the study of workplace inequalities, this research deepens the understanding of how systemic stigmatization operates within gendered and binarist organizations. These findings emphazise the need to integrate considerations of gender-based violence into diversity management interventions and disrupt binary gender norms to ensure inclusion and safety at work. By advancing diversity, equality, and inclusion scholarship, this article provides actionable insights for HRM practitioners to address the unique challenges faced by non-binary employees." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Analyzing Trans and Nonbinary Workers' Response to Workplace Discrimination (2025)
Hutchinson, Brook ; Miller, Gabe H.; Marquez-Velarde, Guadalupe; Suárez, Mario I. ; Glass, Christy ; Shircliff, Jesse E. ;Zitatform
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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Literaturhinweis
Gender-fair language and diversity labels in German job ads impacting job attraction: findings from two experimental studies (2025)
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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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Literaturhinweis
Workplace Anti‐Discrimination and Corporate Organization Capital: Evidence From State LGBTQ Protection Laws (2025)
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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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Literaturhinweis
Queer Bonds at Work: A Dialectical Approach to Understanding Workplace Relations Among Sexual Minority Employees in Hong Kong (2025)
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Lo, Iris Po Yee (2025): Queer Bonds at Work: A Dialectical Approach to Understanding Workplace Relations Among Sexual Minority Employees in Hong Kong. In: Work, Employment and Society, S. 1-22. DOI:10.1177/09500170251343278
Abstract
"This article contributes to the organizational literature and queer scholarship by analyzing Chinese sexual minority employees’ experiences of building queer bonds at the nexus oftensions between continued heteronormativity at work and the emerging neoliberal politics of diversity and inclusion in Hong Kong. Through in-depth interviews with sexual minority employees, this study identified three types of queer bonds, defined as bonding based on shared experiences of marginalization that questions established social structures: ‘queer bonds at a distance’, ‘bottom-up queer bonds’ and ‘queer bonds in-between transgressing and maintaining boundaries’. The dialectical approach to mapping queer bonds foregrounds the tensions facing Chinese sexual minority employees – struggling between conforming to local cultural values and fighting for inclusion in workplaces. Sensitive to self/other entanglements and the tensions between resisting and accommodating, this dialectical approach broadens our understanding of what it means to be ‘queer’ and reveals diverse forms of bonding." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Between inclusion and disconnection: LGBTQ Workers and the challenge of union renewal (2025)
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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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Literaturhinweis
Splitting the penalty by taking turns? Same‐sex mothers' earnings losses in Norway (2025)
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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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Literaturhinweis
“Too Much Trouble”: Transgender and Nonbinary People's Experiences of Stigmatization and Stigma Avoidance in the Workplace (2025)
Paine, Emily Allen ; Navalta, Theresa V.; Ehrhardt, Anke A.; Bockting, Walter O. ; Vance, Thomas A.; Abad, Melissa V. ; Chang, Ya-Wen Yama; Barucco, Renato;Zitatform
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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Literaturhinweis
Doing and undoing gender: examining nonbinary and cisgender expression at work in the U.S. (2025)
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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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Literaturhinweis
Where Do Families Headed by Same-Sex Couples Fall Within the U.S. Income Distribution? (2024)
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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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Literaturhinweis
Cisnormative symbolic colonization and transgender and gender nonconforming individuals in the workplace (2024)
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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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Literaturhinweis
Gender Identity and Economic Decision Making (2024)
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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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Literaturhinweis
Beyond the Gender Binary: Transgender Labor Force Status in the United States 2014–17 (2024)
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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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Literaturhinweis
Nonbinary Gender Identities and Earnings: Evidence from a National Census (2024)
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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))
Ähnliche Treffer
auch erschienen als: NBER Working Papers, 33075 -
Literaturhinweis
Transgender Earnings Gaps in the United States: Evidence from Administrative Data (2024)
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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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Literaturhinweis
Women's Sexual Orientation and Occupational Tasks: Partners, Prejudice, and Motherhood (2024)
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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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Literaturhinweis
Transgender self-employment outcomes: evidence from the USA (2024)
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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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Literaturhinweis
Sexual Orientation, Workplace Authority and Occupational Segregation: Evidence from Germany (2024)
Zitatform
De Vries, Lisa & Stephanie Steinmetz (2024): Sexual Orientation, Workplace Authority and Occupational Segregation: Evidence from Germany. In: Work, Employment and Society, Jg. 38, H. 3, S. 852-870. DOI:10.1177/09500170231158513
Abstract
"An extensive body of research has documented the relationship between sexual orientation and income, but only a few studies have examined the effects of sexual orientation on workplace authority. This article investigates the probability of lesbian, gay and bisexual (LGB) people having (high-level) workplace authority and the effects of occupational gender segregation. It analyses four waves of data from the German Socio-Economic Panel study (N=37,288 heterosexual and N=739 LGB observations). The results show that gay and bisexual men do not differ from heterosexual men in their probability of having workplace authority, but they have a lower probability of attaining high-level authority. Lesbian and bisexual women have a higher probability than heterosexual women of having workplace authority, but no advantages in attaining high-level authority. These insights into occupational segregation suggest that gay and bisexual men experience similar levels of disadvantages across occupations, whereas lesbian and bisexual women have an advantage in female-dominated occupations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job Attribute Preferences of Sexual Minority People: The Role of Past Discrimination and Safe Havens (2024)
Zitatform
De Vries, Lisa (2024): Job Attribute Preferences of Sexual Minority People: The Role of Past Discrimination and Safe Havens. In: Social Sciences, Jg. 13, H. 3. DOI:10.3390/socsci13030124
Abstract
"Building on research on discrimination, occupational segregation, and labor market inequalities that are rooted in sexual orientation, this study examines how previous negative experiences of discrimination and positive experiences of “safe havens”—workplaces that protect employees from discrimination—are associated with job attribute preferences of sexual minority people. Based on data from a German online convenience sample (N = 1197 sexual minority respondents), this study focuses on five job attribute preferences: high income, good promotion prospects, opportunities for further training, interesting work, and LGB-friendly work climate. The results suggest the high importance of an LGB-friendly work climate for sexual minority people. Furthermore, the results show that discriminatory experiences are positively associated with the importance of an LGB-friendly work climate for sexual minority people in an early career stage. However, safe havens are positively associated with the importance of an LGB-friendly work climate for sexual minority people. Finally, results suggest little evidence for an association between discrimination, safe havens, and general job attribute preferences. Differences between career stages highlight the importance of this variable in further research on the career trajectories of sexual minority people." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Effect of State and Local Sexual Orientation Anti-Discrimination Laws on Labor Market Differentials (2024)
Delhommer, Scott; Vamossy, Domonkos F.;Zitatform
Delhommer, Scott & Domonkos F. Vamossy (2024): Effect of State and Local Sexual Orientation Anti-Discrimination Laws on Labor Market Differentials. (arXiv papers 2404.03794), 49 S.
Abstract
"This paper presents the first quasi-experimental research examining the effect of both local and state anti-discrimination laws on sexual orientation on the labor supply and wages of lesbian, gay, and bisexual (LGB) workers. To do so, we use the American Community Survey data on household composition to infer sexual orientation and combine this with a unique panel dataset on local anti-discrimination laws. Using variation in law implementation across localities over time and between same-sex and different-sex couples, we find that anti-discrimination laws significantly reduce gaps in labor force participation rate, employment, and the wage gap for gay men relative to straight men. These laws also significantly reduce the labor force participation rate, employment, and wage premium for lesbian women relative to straight women. One explanation for the reduced labor supply and wage premium is that lesbian couples begin to have more children in response to the laws. Finally, we present evidence that state anti-discrimination laws significantly and persistently increased support for same-sex marriage. This research shows that anti-discrimination laws can be an effective policy tool for reducing labor market inequalities across sexual orientation and improving sentiment toward LGB Americans." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Earnings trajectories of individuals in same-sex and different-sex couples: Evidence from administrative data (2024)
Zitatform
Denier, Nicole, Chih-lan Winnie Yang, Xavier St-Denis & Sean Waite (2024): Earnings trajectories of individuals in same-sex and different-sex couples: Evidence from administrative data. In: Research in Social Stratification and Mobility, Jg. 92. DOI:10.1016/j.rssm.2024.100950
Abstract
"We unite two interrelated bodies of work – a growing literature on sexual orientation earnings gaps and a rich tradition of research on intragenerational career trajectories – to examine how labor markets and life courses interact to produce gender and sexual orientation inequalities over time. We use the 1982–2019 Canadian Longitudinal Administrative Databank, a unique longitudinal database constructed from tax records, to answer core questions about the mechanisms that underlie sexual orientation earnings inequality. Growth curve models reveal how sexual orientation earnings gaps evolve over time spent in the workforce, and how they relate to differences in demographic and work characteristics for those in same- and different-sex couples at various points in the life course. We find that sexual orientation earnings gaps converge and diverge at unique career stages for men and women, and at each stage relate to unique mechanisms, especially work characteristics and family status. We find little significant variation in average earnings trajectories by sexual orientation across cohorts who were subject to differing legal and social environments surrounding sexual orientation." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Trans people, well-being, and labor market outcomes (2024)
Zitatform
Drydakis, Nick (2024): Trans people, well-being, and labor market outcomes. (IZA world of labor 386), Bonn, 10 S. DOI:10.15185/izawol.386.v2
Abstract
"Acceptance of one’s gender identity and congruence between one’s gender identity and outward appearance are associated with less adverse mental health symptoms, and greater life and job satisfaction. However, trans people are subject to human rights violations, hate crimes, and experience higher unemployment and poverty than the general population. Trans people often feel that they are citizens who are not allowed to be themselves and practice their authentic identity. Many biased treatments of trans people could be attenuated if legal protections and inclusive workplace practices were in place." (Text excerpt, IAB-Doku) ((en))
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Literaturhinweis
How voice transition and gender identity disclosure shape perceptions of trans men in the hiring process (2024)
Zitatform
Fasoli, Fabio, David M. Frost & Harley Serdet (2024): How voice transition and gender identity disclosure shape perceptions of trans men in the hiring process. In: Gender, work & organization, Jg. 31, H. 1, S. 36-58. DOI:10.1111/gwao.13053
Abstract
"Trans men often face discrimination in the hiring process. However, it remains unclear whether the disclosure of gender identity and perceived masculinity during transition play a role in first impressions and perceived job suitability of trans male applicants. Across two studies (N = 332), we examined how cisgender heterosexual participants perceived a transgender male candidate in terms of his masculinity and whether they judged him suitable for a stereotypically masculine job. Such judgments were first based on the candidate's voice at different stages of gender transition and, secondly, after disclosure of gender identity in the job application form. In Study 1, participants judged a trans man at the beginning of the voice transition (3 months on testosterone) or a trans man in advanced transitioning (1 year on testosterone). Study 2 involved the judgments of the same trans men at different times in the voice transition (1 week—beginning, 6 months—intermediate, and 1 year—advanced). Masculinity judgments were influenced by voice transitioning, but judgments were adjusted after his gender identity was disclosed. Disclosure created an advantage in perception of the trans man candidate as more suitable for the role, especially when he was at the beginning of the voice transition when his voice was not perceived as masculine. Findings are discussed in relation to trans men's employability and identity disclosure." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Labor Market Outcomes of Same-Sex Couples in Countries with Legalized Same-Sex Marriage (2024)
Zitatform
Gromadzki, Jan & Honorata Bogusz (2024): Labor Market Outcomes of Same-Sex Couples in Countries with Legalized Same-Sex Marriage. (Department of Economics working paper / Vienna University of Economics and Business 360), Wien, 63 S.
Abstract
"We study the labor market outcomes of same-sex couples using data from large representative household surveys. We use high-quality data representing more than two-thirds of the world's population with access to same-sex marriage on three continents. Same-sex couples are less likely to be inactive and work more hours than different-sex couples, largely due to the differences in the probability of having a child. Men in same-sex couples are up to 60 percent more likely to be unemployed than men in different-sex couples. These unemployment gaps cannot be explained by occupational sorting or other observable characteristics." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
LGBT+ persons and homophobia prevalence across job sectors: Survey evidence from Mexico (2024)
Gutierrez, Emilio; Rubli, Adrian;Zitatform
Gutierrez, Emilio & Adrian Rubli (2024): LGBT+ persons and homophobia prevalence across job sectors: Survey evidence from Mexico. In: Labour Economics, Jg. 87. DOI:10.1016/j.labeco.2023.102500
Abstract
"LGBTQ+ individuals may face particular labor market challenges concerning disclosure of their identity and the prevalence of homophobia. Employing an online survey in Mexico with two elicitation methods, we investigate the size of the LGBTQ+ population and homophobic sentiment across various subgroups. We find that around 5%–13% of respondents self-identify as LGBTQ+, with some variation by age and job sectors. Homophobic sentiment is more prevalent when measured indirectly and is higher among males, older and less educated workers, and in less traditional sectors. Lastly, we uncover a negative correlation between homophobia and LGBTQ+ presence in labor markets, suggesting a need for policies to address these disparities." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Penalizing Nonconformity: Gender Nonconformity at the Intersection of Gender and Sexual Identity in the Labor Market (2024)
Hsu, Jaime;Zitatform
Hsu, Jaime (2024): Penalizing Nonconformity: Gender Nonconformity at the Intersection of Gender and Sexual Identity in the Labor Market. In: Social problems, S. 1-24. DOI:10.1093/socpro/spae050
Abstract
"Previous research has identified wage penalties for women and sexual minority workers. However, these analyses did not consider how gender nonconformity may influence our current understanding of these penalties. Therefore, this study aims to explore the wage penalty associated with gender nonconformity at the intersection of gender and sexual identity. It theorizes how gender nonconformity contributes to labor market inequality by distinguishing the impacts of gender nonconformity, gender identity, and sexual identity on wages. Using a novel measurement in the fifth wave of the National Longitudinal Study of Adolescent to Adult Health, the results indicate that heterosexual men and women experience wage penalties for being gender nonconforming compared to their conforming counterparts. Interestingly, gender nonconformity is not linked to wage penalties for gay, lesbian, and bisexual workers. These wage penalties persist even after adjusting for marital and parental statuses among nonconforming heterosexual men and women. Furthermore, nonconforming straight men earn significantly less than both conforming and nonconforming gay/bisexual men. These findings offer insights for future research to explore the labor market consequences of gender nonconformity for straight individuals, as well as gender and sexual minority workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Doing Genders: Partner's Gender and Labor Market Behavior (2024)
Zitatform
Jaspers, Eva, Deni Mazrekaj & Weverthon Machado (2024): Doing Genders: Partner's Gender and Labor Market Behavior. In: American sociological review, Jg. 89, H. 3, S. 518-541. DOI:10.1177/00031224241252079
Abstract
"Partnered men and women show consistently gendered patterns of labor market behavior. We test whether not only a person’s own gender, but also their partner’s gender shapes hours worked. We use Dutch administrative population data on almost 5,000 persons who had both male and female partners, whose hours worked we observe monthly over 15 years. We argue that this provides a unique setting to assess the relevance of partner’s gender for labor market behavior. Using two-way fixed effects and fixed-effects individual slopes models, we find that both men and women tend to work more hours when partnered with a female partner compared to a male partner. These results align with our hypothesis that a partner’s gender influences labor market behavior. For women, we conclude that this finding may be (partly) explained by marital and motherhood status. Additionally, we discovered that women decrease their hours worked to a lesser extent when caring for a child if they have a female partner. Finally, we found that for men, the positive association between own and partner’s hours worked is weaker when one has a female partner, indicating a higher degree of specialization within these couples." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Lesbian and Gay Population, Work Experience, and Well-Being: A Ten-Year Systematic Review (2024)
Lacatena, Marina ; Vallone, Federica ; Zurlo, Maria Clelia ; Sommantico, Massimiliano ; Ramaglia, Ferdinando ;Zitatform
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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Literaturhinweis
Partisan Differences in Hiring and Social Discrimination against Nonbinary Americans (2024)
Zitatform
Pickett, Justin T., Justin L. Sola & Shawn D. Bushway (2024): Partisan Differences in Hiring and Social Discrimination against Nonbinary Americans. In: Socius, Jg. 10. DOI:10.1177/23780231241280014
Abstract
"Discrimination based on gender identity is unjust and wreaks havoc on individuals’ lives. Nonbinary Americans report experiencing extensive and daily experiences with discriminatory events. Yet experimental evidence on how employers and members of the public evaluate and react to individuals (e.g., job applicants, social acquaintances) with different gender identities remains limited and is mixed. Using experimental data from two conjoint analyses, which we conducted with two national samples—one of active hiring managers (Experiment 1: N = 12,934 applicant choices, N = 924 active hirers) and one of members of the public (Experiment 1: N = 32,908 neighbor choices, N = 2,057 respondents)—we document wide partisan differences in the proclivity to discriminate against people who are nonbinary. Republicans are over 10 percentage points more likely to hire a binary than a nonbinary applicant and are 16 to 20 points more likely to want someone as a neighbor if the person is binary compared to nonbinary." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Förder-Labyrinth mit (zu) engen Rahmenbedingungen? Wie queere Themen im Übergangssystem zwischen Schule und Beruf vorkommen und wie sie verankert werden könnten (2024)
Staudenmeyer, Bettina; Dern, Susanne;Zitatform
Staudenmeyer, Bettina & Susanne Dern (2024): Förder-Labyrinth mit (zu) engen Rahmenbedingungen? Wie queere Themen im Übergangssystem zwischen Schule und Beruf vorkommen und wie sie verankert werden könnten. In: Neue Praxis, Jg. 54, H. 2, S. 142-156.
Abstract
"Das von Bettina Staudenmeyer und Susanne Dern vorgestellte Forschungsprojekt »(Un)angepasst« blickt auf die Verschränkung von Machtverhältnissen in Bezug auf Klasse und Geschlecht sowie sexueller Orientierung im Übergangssystem zwischen Schule und Beruf. Dieses wendet sich an Jugendliche, welche den Einstieg in Ausbildung oder Beruf nicht schaffen beziehungsweise an Jugendliche, welche durch gesellschaftliche Hürden am Einstieg gehindert werden. Adressaten sind also junge Menschen, welche keinen Schulabschluss haben oder trotz Schulabschluss keinen Ausbildungsplatz finden." (Verlagsangaben, IAB-Doku)
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Literaturhinweis
Parents' hourly wages in female same-sex and different-sex couples: The role of partner's gender and employers (2024)
Zitatform
Stückradt, Katharina, Eva Jaspers, Ruben van Gaalen & Weverthon Machado (2024): Parents' hourly wages in female same-sex and different-sex couples: The role of partner's gender and employers. In: Journal of Family Research, Jg. 36, S. 66-84. DOI:10.20377/jfr-960
Abstract
"Objective: This research article investigates the relationship between parenthood and wages, considering the partner's gender and the influence of employers on wage trajectories for birth and non-birth mothers and fathers. Background: It offers a novel examination whether the gender of the partner affects the wage outcomes for birth mothers and explores the differential impact of employers on wages for birth and non-birth mothers, using Dutch register data. Method: Utilizing OLS regression, Heckman selection, and fixed-effects models, this study focuses on all Dutch couples who had their first child between 2008 and 2014 in the Netherlands, from two years prior to the birth until two years after birth. Results: Consistent with human capital theory, the findings reveal a consistent and unfavourable wage development for birth mothers, regardless of whether they are in same-sex couples or different-sex couples. The wage development for non-birth mothers in female same-sex couples resembles that of fathers, showing a more positive trajectory compared to birth mothers. Furthermore, the analysis indicates that employers do not differentiate in their treatment of birth and non-birth mothers, suggesting that biological constraints associated with motherhood impact wages of birth mothers, while both their male and female partners ’ wages do not decline. Conclusion: The study contributes to the existing literature in family sociology, highlighting the need for policies and interventions that address the specific challenges faced by birth mothers in the labor market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
An Intersectional Analysis of Precarity and Exploitation: Women and LGBTQIA+ Workers in Substate Neoliberal Systems (2024)
Zitatform
Tomaselli, Alexandra (2024): An Intersectional Analysis of Precarity and Exploitation: Women and LGBTQIA+ Workers in Substate Neoliberal Systems. In: Social Inclusion, Jg. 12. DOI:10.17645/si.7744
Abstract
"The intersection of gender and ethnicity or race lies at the root of structural discrimination and racist practices for accessing the labor market and in the workplace. This discrimination is particularly evident for women and LGBTQIA+ individuals who either belong to ethnic minorities or are migrants. However, numerous other social drivers (e.g., age, class, origins) and external factors (e.g., prejudices, gender-based violence) further hinder their participation in the work domain and their attainment of fair labor conditions. This article explores how gender, ethnicity, and race intersect and operate with other conditions and factors to perpetuate the precarity and exploitation of women and LGBTQIA+ individuals who find themselves at the nexus of varied intersectional axes. The discussion centers around two neoliberal substate units in the Global North (South Tyrol, in Italy, and Catalonia, Spain) that register low unemployment rates and high rates of migration and that are home to historical, linguistic, and ethnic minorities. This empirical article provides for an informed debate on the lived experience of precarity and exploitation of women and LGBTQIA+ workers, and an analysis of how neoliberal substate units’ labor and gender policies could be reformed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Trans People in the Workplace: Possibilities for Subverting Heteronormativity (2024)
Zitatform
Watson, David, Angelo Benozzo & Roberta Fida (2024): Trans People in the Workplace: Possibilities for Subverting Heteronormativity. In: Work, Employment and Society, Jg. 38, H. 3, S. 744-765. DOI:10.1177/09500170231155059
Abstract
"This article explores possible subversions of heteronormativity through transgender performativity in the workplace. Drawing on insights from Judith Butler we focus on how employees construct (un)intelligible subject positions that can create ‘moments’ of subversion, which go against the disciplinary, powerful and normative gender binary. We explore this possibility through an analysis of qualitative material generated through encounters with 11 Italian trans workers. Our analysis shows that subversion manifests in diverse ways according to how individual performativities combine with organisational context. Within this diversity we highlight three moments of subversion: subversion through intrigue; subversion through incongruence; and subversion through betrayal. We argue that where transgender identity contrasts strongly with gender norms, subversion is most intense. The subversion of strongly heteronormative working contexts is difficult as moments of subversion are unpredictable, varied and can come at personal cost, but are necessary in order to accommodate different gender identities." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Career sacrifice for an LGBTQ*-friendly work environment? a choice experiment to investigate the job preferences of LGBTQ* people (2024)
Zitatform
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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Literaturhinweis
Reducing Sexual Orientation Discrimination: Experimental Evidence from Basic Information Treatments (2023)
Aksoy, Cevat Giray ; Carpenter, Christopher S. ; De Haas, Ralph ; Windsteiger, Lisa ; Dolls, Mathias ;Zitatform
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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Literaturhinweis
Conceptualising Work as a 'Safe Space' for Negotiating LGBT Identities: Navigating Careers in the Construction Sector (2023)
Zitatform
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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Literaturhinweis
Furthering transgender inclusion in the workplace: advancing a new model of allyship intentions and perceptions (2023)
Zitatform
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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Literaturhinweis
Disparities in Subjective Well-being by Sexual Orientation: Comparing Cohorts from pairfam’s (2008-09) and FReDA’s (2021) Baseline Waves (2023)
Zitatform
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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Literaturhinweis
"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 (2023)
Krell, Claudia;Zitatform
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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Literaturhinweis
Variants of Gender Bias and Sexual-Orientation Discrimination in Career Development (2023)
Zitatform
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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Literaturhinweis
Customer Abuse and Aggression as Labour Control Among LGBT Workers in Low-Wage Services (2023)
Zitatform
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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Literaturhinweis
Regional Public Opinions on LGBTI People Equal Opportunities in Employment: Evidence from the Eurobarometer Programme using Small Area Estimation (2023)
Zitatform
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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Literaturhinweis
Does Mood affect Sexual and Gender Discrimination in Hiring Choices? Evidence from Online Experiments (2023)
Zitatform
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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Literaturhinweis
Commuting to work and gender norms by sexual orientation (2023)
Zitatform
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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Literaturhinweis
Non-binary gender markers: Mobility, migration, and media reception in Europe and beyond (2023)
Quinan, C. L.; Hunt, Mina;Zitatform
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))