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
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))