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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

Zitatform

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

Abstract

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

Zitatform

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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