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Brussig, Martin, Dorothee Frings & Johannes Kirsch (2017): Diskriminierungsrisiken in der öffentlichen Arbeitsvermittlung. Baden-Baden: Nomos - Antidiskriminierungsstelle des Bundes, 345 S.

Abstract

"Die Arbeitsmarktintegration als öffentliche Dienstleistung von Arbeitsagenturen und Jobcentern bildet ein ganz wesentliches Tor zum Eintritt in den Arbeitsmarkt und zur Teilhabe am beruflichen und damit auch am gesellschaftlichen Leben für alle Arbeitsuchenden. Die Folgen von Diskriminierungen in der öffentlichen Arbeitsvermittlung können daher für die betroffenen Personen besonders schwerwiegend sein.
Die vorliegende Studie untersucht institutionelle und organisatorische Diskriminierungsrisiken in der öffentlichen Arbeitsvermittlung in Deutschland aus einer rechtswissenschaftlichen und sozialwissenschaftlichen Perspektive." (Autorenreferat, IAB-Doku)

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Bryson, Alex (2017): Pay equity after the Equality Act 2010. Does sexual orientation still matter? In: Work, employment and society, Jg. 31, H. 3, S. 483-500. DOI:10.1177/0950017016664678

Abstract

"Analyses of linked employer - employee data for Britain indicate bisexual men earn 20 per cent less per hour than heterosexual men, ceteris paribus. There is no wage differential between gay and heterosexual men. Among women there is no wage gap between bisexuals and heterosexuals. However, lesbians are paid nearly 30 per cent less than heterosexual women, unless they are employed in a workplace with an equal opportunities policy which explicitly refers to sexual orientation, whereupon there is no wage gap. Workplace sorting by sexual orientation does not affect the size of the sexual orientation wage gaps." (Author's abstract, IAB-Doku) ((en))

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Frohn, Dominic, Florian Meinhold & Christina Schmidt (2017): Out im Office?! Sexuelle Identität und Geschlechtsidentität, (Anti-)Diskriminierung und Diversity am Arbeitsplatz. Köln, 86 S.

Abstract

Nachdem in den Analysen der ersten Auflage von 'Out im Office?! 2007' ausschließlich die Arbeitssituation lesbischer und schwuler Beschäftigter betrachtet wurde, konnte die Neuauflage auf der Basis qualitativer Forschung um Erkenntnisse über die Arbeitssituation von bisexuellen und Trans*-Personen erweitert werden. Dabei erhielten lesbische, schwule und bi- bzw. pansexuelle Cis-Personen Fragen zum Umgang mit ihrer sexuellen Identität, Trans*-Personen Fragen zum Umgang mit ihrer Geschlechtsidentität (unabhängig von ihrer jeweiligen sexuellen Identität). Gefragt wurde: Wie viele Personen gehen offen mit ihrer sexuellen Identität bzw. Geschlechtsidentität um? Welche persönlichen Faktoren der Befragten nehmen Einfluss auf den offenen oder nicht-offenen Umgang mit der sexuellen Identität bzw. Geschlechtsidentität? Welche Faktoren der Organisation nehmen Einfluss auf den offenen oder nicht-offenen Umgang mit der sexuellen Identität bzw. Geschlechtsidentität? Welche Akzeptanzerfahrungen liegen vor? Welche Diskriminierungserfahrungen machen die Befragten? Wozu führt ein offener, wozu ein verschlossener Umgang mit der sexuellen Identität bzw. Geschlechtsidentität? Welche potenziellen Kompetenzen bringen LSBT*-Personen für den_die Arbeitgeber_in möglicherweise mit? Für die Auswertung wurden die Daten von 2.884 Personen berücksichtigt. (IAB)

Zitatform

Kalkum, Dorina & Magdalena Otto (2017): Diskriminierungserfahrungen in Deutschland anhand der sexuellen Identität. Ergebnisse einer quantitativen Betroffenenbefragung und qualitativer Interviews. Berlin, 135 S.

Abstract

"Die Ungleichbehandlung von Personen anhand der sexuellen Identität war in den letzten Jahren immer wieder Thema in gesellschaftlichen Debatten, die auch im Vorfeld konkreter rechtlicher Änderungen entstanden. Die vorliegende Studie soll dazu beitragen, die Lücke zu füllen und einen breiteren Überblick über Diskriminierungserfahrungen anhand der sexuellen Identität zu geben, der alle Lebensbereiche sowie mehrdimensionale Diskriminierungserfahrungen berücksichtigt. Dabei soll nicht nur die Diskriminierung selbst untersucht werden, sondern auch, welche Ressourcen und Strategien den Befragten zur Verfügung stehen, um sich gegen Diskriminierung zur Wehr zu setzen, sowie welchen Bedarf an Unterstützungsangeboten und Veränderungen es gibt. Dazu wurde zunächst die innerhalb des Projekts „Diskriminierungserfahrungen in Deutschland“ durchgeführte Betroffenenbefragung in Hinblick auf Diskriminierung anhand der sexuellen Identität ausgewertet. Innerhalb der Studie wurde ganz bewusst der Zugang über individuelle Diskriminierungserfahrungen gewählt. Denn nur dieser kann einen detaillierten Einblick in die Betroffenenperspektive gewähren und Fälle von Diskriminierung umfassend sichtbar machen. Im Folgenden werden zunächst theoretische Grundlagen und Begriffe zu Diskriminierung erläutert. Anschließend werden Datengrundlage und Methode der vorliegenden Auswertung vorgestellt, auf denen die darauf folgende Auswertung mit den fünf herausgearbeiteten Fallbildern von Diskriminierung anhand der sexuellen Identität beruht. Diese wird mit der Auswertung der in den qualitativen Interviews geschilderten Diskriminierungserfahrungen, den Strategien und Ressourcen der Befragten sowie ihren Änderungswünschen ergänzt. Abschließend werden im Fazit die zentralen Erkenntnisse zusammengefasst." (Textauszug, IAB-Doku)

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Kroh, Martin, Simon Kühne, Christian Kipp & David Richter (2017): Einkommen, soziale Netzwerke, Lebenszufriedenheit: Lesben, Schwule und Bisexuelle in Deutschland. In: DIW-Wochenbericht, Jg. 84, H. 35, S. 687-698.

Abstract

"Mit der Öffnung der Ehe für alle, die zum Ende der derzeitigen Legislaturperiode eine fraktionsübergreifende parlamentarische Mehrheit fand, schreitet die rechtliche Gleichstellung Homosexueller in Deutschland voran. Dieser Bericht befasst sich mit den Lebenslagen homo- und bisexueller Menschen in Deutschland, die sich zum Beispiel hinsichtlich ausgeübter Berufe von Heterosexuellen unterscheiden. Ein wesentlicher Unterschied besteht auch beim Stundenlohn, der bei homo- und bisexuellen Männern niedriger liegt als bei gleichqualifizierten heterosexuellen Männern in vergleichbaren Berufen. Während kaum Differenzen in Persönlichkeitsstrukturen zu finden sind, scheinen Homo- und Bisexuelle nach eigenen Angaben weniger zufrieden mit ihrem Leben und stärker psychisch belastet. Diese und andere Ergebnisse zeigt eine Analyse auf Basis der Daten des Sozio-oekonomischen Panels (SOEP) am DIW Berlin. Das SOEP ist eine der wenigen bevölkerungsrepräsentativen Befragungen in Deutschland, in der Angaben zur sexuellen Orientierung der StudienteilnehmerInnen erhoben werden. Wünschenswert wäre eine systematische Erweiterung der Sozialberichterstattung um diese Dimension. Differenzen in Lebenslagen könnten so besser dokumentiert und gegebenenfalls Handlungsbedarf - zum Beispiel bei der Bekämpfung von Diskriminierung - besser identifiziert werden." (Autorenreferat, IAB-Doku)

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Laurent, Thierry & Ferhat Mihoubi (2017): Sexual orientation, unemployment and participation. Are gays less employable than straights? In: Journal of labor research, Jg. 38, H. 1, S. 1-44. DOI:10.1007/s12122-016-9237-0

Abstract

"This paper is the first attempt to assess, in a unified econometric framework, the existence and the magnitude of both the sexual orientation participation gap and the sexual orientation unemployment gap. Having identified male same-sex couples using the Employment Survey, we use a bivariate probit selection model where the labor supply and the employment equation are jointly estimated for the French labor market. The results show that both participation and employment probabilities are significantly lower for gay employees compared to their heterosexual counterparts. Further investigations indicate that young gay workers, particularly, are more exposed to the unemployment risk than older ones. The beginning of a professional career and the subsequent entry to the labor market appear to be difficult steps to overcome for gay workers who spend more time than their heterosexual counterparts to find the good job." (Author's abstract, © Springer-Verlag) ((en))

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Martin, Albert & Wenzel Matiaske (2017): Absenteeism as a reaction to harmful behavior in the workplace from a stress theory point of view. In: Management Revue, Jg. 28, H. 2, S. 227-254. DOI:10.5771/0935-9915-2017-2-227

Abstract

"The paper gives an overview as to the extent of socially harmful behavior in the workplace. Data comes from European Survey on Working Conditions. We draw upon the information from the surveys which were carried out in 2000, 2005 and 2010 in the EU-15. Unfortunately, the findings show that the number of employees who suffer socially harmful behavior in their work environment is not low. Following the assumption that stressful working conditions increase the probability of harmful behavior it is shown that the reaction to harmful behavior depends on what resources are available to the person affected. Social support and satisfying working conditions prove to be effective buffers against hostile behavior. Nevertheless, behavioral buffers can only play a supporting role in detecting and removing the causes of hostile behavior. The paper adds new insights into the topic and in addition to an overview, we identify empirically significant determinants and conduct a stress theoretic analysis of different ways of reacting to socially aversive behavior." (Author's abstract, IAB-Doku) ((en))

Zitatform

(2017): Understanding the experiences, attitudes and behaviors of sexual orientation and gender identity minority employees. Special issue. In: Journal of vocational behavior, Jg. 103, H. December/Pt. A, S. 1-112.

Abstract

"This special issue advances the current, relatively lacking, empirical knowledge related to the experiences of employees who are sexual orientation and/or gender identity minorities. In this introduction to the special issue, we provide a brief but comprehensive review of the current literature focused on sexual orientation or gender identity published in 14 of the top organizational science, industrial-organizational psychology, and management journals. In so doing, we highlight what has been done and what opportunities remain in the current literature. We then provide a brief overview of the articles included in this special issue, highlighting the unique and collective contributions to the existing literature. We conclude by providing opportunities for further research in this field and a call to action for organizational scholars to continue to expand this important area of research." (Author's abstract, © 2017 Elsevier) ((en))

Zitatform

Schönherr, Daniel & Martina Zandonella (2017): Arbeitssituation von LSBTI-Personen in Österreich. Endbericht. Wien, 122 S.

Abstract

"Auch wenn sich die öffentliche Akzeptanz und rechtliche Situation von LSBTI-Personen in Österreich in den vergangenen Jahrzehnten deutlich verbessert haben, erleben Beschäftigte mit gleichgeschlechtlichen Orientierungen oder einer abweichenden Geschlechtsidentität auch heutzutage oftmals noch Schwierigkeiten und Benachteiligungen beim Zugang zu und in der Arbeit selbst. Hinzu kommen nach wie vor erhebliche Erkenntnisdefizite zur Arbeitssituation von LSBTI-Beschäftigten in Österreich, die daher in der von SORA im Auftrag der Arbeiterkammer Wien durchgeführten Studie in den Fokus gerückt wurde." (Textauszug, IAB-Doku)

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Valfort, Marie-Anne (2017): LGBTI in OECD countries. A review. (OECD social, employment and migration working papers 198), Paris, 185 S. DOI:10.1787/d5d49711-en

Abstract

"This paper presents an overview of the socio-economic situation of lesbians, gay men, bisexuals, transgender and intersex people (LGBTI), primarily in OECD countries. After investigating the size of this population, the paper zooms in on attitudes toward LGBTI, LGBTI rights and perceived discrimination among LGBTI. It goes on to discuss the empirical strategies used to identify whether LGBTI fare worse than non-LGBTI and provides a systematic review of survey-based and experimental evidence on such an 'LGBTI penalty' and its causes. This exploration points to substantial hurdles for LGBTI. In particular, (i) low legal recognition of same-sex couples hampers partnership stability and children's well-being; (ii) LGBTI are bullied at school and suffer academically; (iii) LGBTI face hiring and wage discrimination; (iv) LGBTI show higher rates of physical and mental health problems, in particular due to social rejection. The paper concludes by reviewing anti-discrimination policies and defining critical avenues for future research." (Author's abstract, IAB-Doku) ((en))

Abstract

"Ziel dieses Berichts ist es, subjektive Diskriminierungserfahrungen sichtbar zu machen und Diskriminierungsrisiken zu identifizieren. Neben den in § 1 des AGG genannten Merkmalen ethnische Herkunft, Geschlecht, Religion/Weltanschauung, Alter, Behinderung und sexuelle Identität spielen auch weitere Erfahrungen - etwa aufgrund der 'sozialen Herkunft', des Familienstatus oder des Aussehens - eine Rolle.
Grundlage bilden die Beratungsanfragen der Antidiskriminierungsstelle des Bundes (ADS), anderer staatlicher und nichtstaatlicher Antidiskriminierungsstellen, der Beauftragten der Bundesregierung für die Belange von Menschen mit Behinderungen sowie der Beauftragten der Bundesregierung für Migration, Flüchtlinge und Integration; und schließlich noch die Rechtsprechung auf nationaler und europäischer Ebene. Ausführlich werden daneben die Ergebnisse der von der ADS in Auftrag gegebenen Studie 'Diskriminierungserfahrungen in Deutschland' vorgestellt. Diese besteht zum einen aus einer Repräsentativbefragung, mit der ermittelt wurde, wie verbreitet Diskriminierungserfahrungen aufgrund der unterschiedlichen Merkmale in verschiedenen Lebensbereichen sind. Zum anderen besteht sie aus einer nicht repräsentativen Betroffenenbefragung, in der die rund 18.000 Teilnehmenden eigene oder beobachtete Diskriminierungssituationen schildern konnten." (Textauszug, IAB-Doku)

Abstract

"Women in the Workplace 2018 is the largest comprehensive study of the state of women in corporate America. Since 2015, LeanIn.Org and McKinsey & Company have published this report annually to give companies and employees the information they need to advance women and improve gender diversity within their organizations. McKinsey & Company also conducted similar research in 2012. This year, 279 companies employing more than 13 million people shared their pipeline data and completed a survey of their HR practices. In addition, more than 64,000 employees were surveyed on their workplace experiences, and we interviewed women of different races and ethnicities and LGBTQ women for additional insights. Since 2015, 462 companies employing almost 20 million people have participated in the study." (Author's abstract, IAB-Doku) ((en))

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Cerf, Benjamin (2016): Sexual orientation, income, and stress at work. In: Industrial relations, Jg. 55, H. 4, S. 546-575. DOI:10.1111/irel.12151

Abstract

"I present a model explaining recent findings that partnered gay men earn less than partnered straight men while partnered lesbian women earn more than partnered straight women. In an environment with compensating differentials and a gender gap in potential income, an income effect leads partnered gay men to choose jobs with lower income and higher amenities than partnered straight men. The same mechanism generates similarly reasoned predictions about income and amenities for women and single people. Canadian data on stressfulness of one's working environment support these predictions." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Cottingham, Marci D., Austin H. Johnson & Tiffany Taylor (2016): Heteronormative labour. Conflicting accountability structures among men in nursing. In: Gender, Work and Organization, Jg. 23, H. 6, S. 535-550. DOI:10.1111/gwao.12140

Abstract

"Drawing on interview and diary data from 40 men in nursing in the US, the current study advances our theoretical understanding of how heteronormativity and masculinity intersect to shape men's performance of carework. Men in nursing are constrained by their accountability to stereotypes that they are gay and/or hypersexual, challenging their work in the feminized profession of nursing. As heteronormativity is embedded in the institution of health care, men nurses of all sexualities must perform additional labour on the job to reconcile their conflicting accountability to heteronormative stereotypes and occupational standards of care. We conceptualize this additional labour as heteronormative labour -- work performed in order to strategically manage heteronormative expectations and realized through discursive, cognitive and emotional strategies. The experiences of men in caring professions remain rich for advancing theory on the relationship between sexuality and gender generally and in the workplace." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Denier, Nicole & Sean Waite (2016): Data and discrimination: A research note on sexual orientation in the Canadian labour market. In: Canadian Studies in Population, Jg. 43, H. 3/4, S. 264-271. DOI:10.25336/P6XP4S

Abstract

"Growing interest in the labour market outcomes of sexual minorities presents novel methodological and theoretical challenges. In this note, we outline important challenges in the study of wage inequality between sexual minorities and heterosexuals in Canada. We discuss the current state of available data on sexual orientation and economic outcomes in Canada, and further evaluate how estimates of sexual orientation wage gaps differ across earnings definition and sample composition. Our analysis of the 2006 Census shows considerable heterogeneity in point estimates of wage disadvantage across definitions of earnings and sample selections; however, all estimates show that gay men suffer labour market penalties and lesbians experience wage premiums." (Author's abstract, IAB-Doku) ((en))

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Einarsdóttir, Anna, Helge Hoel & Duncan Lewis (2016): Fitting the bill? (Dis)embodied disclosure of sexual identities in the workplace. In: Work, employment and society, Jg. 30, H. 3, S. 489-505. DOI:10.1177/0950017014568136

Abstract

"The disclosure of lesbian, gay or bisexual identity is generally presented as a conscious act of leaving heterosexuality. Such interpretation fails to take into account the dynamic processes involved in constructing non-heterosexual identities and to what degree such identities are embodied or disembodied. Supported by interview data among lesbian and gay employees in six British workplaces, this article explores how non-heterosexual identities become known in organizational settings by arguing that lesbians and gay men continue to collide with social expectations and stereotypical ideas of how sexual identities should be 'worn' and performed. These expectations and ideas both shape colleagues' assumptions about their non-heterosexual identities and can expose lesbians and gay men to negative behaviour at work in highly gendered ways." (Author's abstract, IAB-Doku) ((en))

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Kumra, Savita, Ruth Simpson & Ronald J. Burke (Hrsg.) (2016): The Oxford handbook of gender in organizations. (Oxford Handbooks in Business and Management), Oxford: Oxford University Press, 584 S. DOI:10.1093/oxfordhb/9780199658213.001.0001

Abstract

Part I. Theorizing Gender and Organizations
1: Marta Calas, Linda Smircich, Evangelina Holvino: Theorizing Gender-and-Organization: Changing Times, Changing Theories
2: Albert Mills, Jean Helms-Mills, Marianne Paludi: Disturbing Thoughts and Gendered Practices: A Discursive View of Feminist Organizational Analysis
3: Silvia Gherardi: Organizations as Symbolic Gendered Order
4: Heather Höpfl: Was will der Mann?
5: Patricia Lewis: Feminism, Post-Feminism and Emerging Femininities in Entrepreneurship
6: Karen Lee Ashcraft, Kate Lockwood Harris: Meaning that Matters: An Organization Communication perspective on Gender, Discourse, and Materiality.
Part II. Gender in Leadership and Management
7: Alice Eagly, Leire Gartzia, Linda L. Carli: Female Advantage Revisited
8: Isabel Metz, Carol Kulik: The Rocky Climb: Women's Advancement in Management
9: Yvonne du Billing, Mats Alvesson: Leadership: A Matter of Gender?
10: Sharon Mavin, Jannine Williams, Gina Grandy: Negative Intra-gender Relations between Women: Friendship, Competition and Female Misogyny
11: Gary Powell: Sex, Gender & Leadership: What do Four Decades of Research Tell Us?
12: Savita Kumra: Gendered Constructions of Merit and Impression Management within Professional Services Firms
Part III. Gender and Careers
13: Debra Major, Val Streets: Gender & Careers: Obstacles and Opportunities
14: Susanne Bruckmuller, Michelle Ryan, Floor Rink, Alex Haslam: The Glass Cliff: Examining Why Women Occupy Leadership in Precarious Circumstances
15: Yvonne Benschop & Marieke van den Brink: Power and Resistance in Gender Equality Strategies: Comparing Quotas and Small Wins
16: Sandra Fielden, Carianne Hunt: Sexual Harassment in the Workplace
17: Ron Burke: Organizational Culture, Work Investments, and the Careers of Men: Disadvantages to Women?
18: Barbara Bagilhole: Challenging Gender Boundaries: Pressures and Constraints on Women in Non-Traditional Occupations
Part IV. Masculinities in Organizations
19: Jeff Hearn: Contextualizing Men, Masculinities, Leadership and Management: Embodied/Virtual, Theory/Practice
20: Stephen Whitehead: Masculinities in Management: Hidden, Invisible & Persistent
21: Nick Rumens: Masculinity and Sexuality at Work: Incorporating Gay and Bisexual Men's Perspectives
22: Ruth Simpson: Doing Gender Differently: Men in Caring Occupations
23: David Knights, Marie Tullberg: Masculinity in the Financial Sector
24: Janne Tienari, Alexei Koveshnikov: Masculinity in Multinationals

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McDonald, Paula & Sara Charlesworth (2016): Workplace sexual harassment at the margins. In: Work, employment and society, Jg. 30, H. 1, S. 118-134. DOI:10.1177/0950017014564615

Abstract

"Men are overwhelmingly responsible for sexual harassment against women in the workplace. However, the literature also points to less typical manifestations, including sexual harassment by men of other men and by women of men or other women. This article examines these atypical forms of sexual harassment, drawing on a census of all formal sexual harassment complaints lodged with Australian equal opportunity commissions over a six-month period. The analysis reveals some important distinctions and similarities across groups of atypical complaints, as well as between atypical groups and 'classic' sexual harassment complaints where men harass women. The article contributes to the relatively undeveloped literature on these less visible forms of sexual harassment and highlights both theoretical and pragmatic challenges in better understanding workplace sexual harassment 'at the margins'." (Author's abstract, IAB-Doku) ((en))

Zitatform

McDonald, James (2016): Occupational segregation research. Queering the conversation. In: Gender, Work and Organization, Jg. 23, H. 1, S. 19-35. DOI:10.1111/gwao.12100

Abstract

"Scholars of gender, work, and organization have long been concerned with developing explanations to occupational segregation; that is, the segregation of work by socially significant forms of difference such as sex and race. In this article, I argue that extant occupational segregation research is limited by its reliance upon binary thinking, as well as its neglect of forms of difference other than sex and race. In order to rethink this line of research, I develop a new approach to occupational segregation that is rooted in queer theory. The queer approach to occupational segregation research that I develop entails: (1) examining occupational segregation beyond the multiple binaries upon which extant occupational segregation research is premised; (2) conceptualizing and operationalizing difference as being performatively accomplished in everyday occupational and organizational life; (3) articulating a politics of occupational segregation that challenges dominant notions of group identity and exposes within-group inequalities and marginalization; and (4) expanding the repertoire of methods through which we conduct occupational segregation research. I conclude this article by discussing how queer theory can enable us to rethink not only occupational segregation research, but also the study of gender, work and organization." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Mize, Trenton D. (2016): Sexual orientation in the labor market. In: American Sociological Review, Jg. 81, H. 6, S. 1132-1160. DOI:10.1177/0003122416674025

Abstract

"Most analyses of sexual orientation and earnings find that gay men face a wage gap, whereas lesbian women earn higher wages than similar heterosexual women. However, analyses rarely consider bisexual men and women as a unique group separate from other sexual minorities. I argue that such binary views of sexual orientation -- treating sexual minorities as a homogenous non-heterosexual group -- have obscured understandings of the impact of sexual orientation on labor market outcomes. Specifically, I predict that unequal outcomes for gay men and lesbian women are partly due to the influence of family arrangements and their effects on earnings. In contrast, I argue that bisexual men and women should be the most disadvantaged in the labor market, due to particularly disadvantaging stereotypes, perceptions of choice to their sexual orientation, and prejudicial treatment. Using data from the General Social Survey (N = 13,554) and the National Longitudinal Study of Adolescent to Adult Health (N = 14,714), I show that family arrangements explain some of the observed earnings differentials for gay men and lesbian women. Bisexual men and women, in contrast, face wage penalties that are not explained by human capital differences or occupational characteristics. Perceptions of prejudicial treatment partially explain the observed wage gaps." (Author's abstract, IAB-Doku) ((en))