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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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Smith, Rachel Williamson, Lisa E. Baranik & Ryan D. Duffy (2020): Psychological ownership within psychology of working theory: A three-wave study of gender and sexual minority employees. In: Journal of vocational behavior, Jg. 118. DOI:10.1016/j.jvb.2019.103374

Abstract

"The present study examines the experiences of gender and sexual minority employees regarding their ability to secure decent work. Specifically, we extend psychology of working theory (PWT) by integrating social identity theory and incorporating psychological ownership into the model. We tested our hypotheses in a sample of 240 gender and sexual minority employees gathering data at three time points over a two-week period. Financial strain, work volition, and psychological ownership were all found to directly predict decent work and work volition was found to mediate the effects of financial strain and workplace climate to decent work. Although climate was significantly predicted by psychological ownership, it failed to mediate the climate-decent work relation, highlighting the need for future research to examine additional constructs in and refinement of PWT. We offer suggestions for future research on PWT and the experiences of marginalized employees, particularly gender and sexual minority employees." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))

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

Abstract

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

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Vries, Lisa de, Mirjam Fischer, David Kasprowski, Martin Kroh, Simon Kühne, David Richter & Zaza Zindel (2020): LGBTQI*-Menschen am Arbeitsmarkt: hoch gebildet und oftmals diskriminiert. In: DIW-Wochenbericht, Jg. 87, H. 36, S. 619-627. DOI:10.18723/diw_wb:2020-36-1

Abstract

"In Deutschland hat sich die gesellschaftliche Akzeptanz von LGBTQI*-Menschen in den vergangenen Jahrzehnten deutlich verbessert und die rechtliche Gleichstellung am Arbeitsmarkt wurde durch das Allgemeine Gleichbehandlungsgesetz gestärkt. Dennoch berichten knapp 30 Prozent derjenigen, die sich der Gruppe der LGBTQI*-Menschen zuordnen, von Benachteiligungen im Arbeitsleben. Dies ist das Ergebnis einer Befragung des Sozio-oekonomischen Panels und der Universität Bielefeld. Ebenso ist fast ein Drittel der LGBTQI*-Menschen nicht oder nur teilweise gegenüber Kolleg*innen geoutet. Insbesondere Trans*-Menschen berichten häufig von Diskriminierungserfahrungen im Arbeitsleben. Für LGBTQI*-Menschen, die durchschnittlich höher gebildet sind als die heterosexuelle Bevölkerung, gehört ein offenes Betriebsklima ihnen gegenüber zu den wichtigsten Kriterien für die Wahl eines Arbeitgebers. Ein diskriminierungsarmes Arbeitsumfeld reduziert kurz- und langfristige Arbeitsmarktnachteile von (potentiellen) Beschäftigten und erhöht die Attraktivität von Unternehmen für LGBTQI*-Menschen." (Autorenreferat, IAB-Doku)

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Waite, Sean, Vesna Pajovic & Nicole Denier (2020): Lesbian, gay and bisexual earnings in the Canadian labor market. New evidence from the Canadian Community Health Survey. In: Research in Social Stratification and Mobility, Jg. 67. DOI:10.1016/j.rssm.2020.100484

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Wong, Elizabeth, Judy Jou, Amy Raub & Jody Heymann (2020): Comparing the availability of paid parental leave for same-sex and different-sex couples in 34 OECD countries. In: Journal of social policy, Jg. 49, H. 3, S. 525-545. DOI:10.1017/S0047279419000643

Abstract

"The availability of paid family leave has been widely researched in the context of a two-parent household with one mother and one father, yet few studies have explored whether households with same-sex parents have access to equal benefits. Expanding on previous cross-country comparisons of parental leave policies, this study examines parental leave policies in 34 OECD countries to compare the total duration of paid parental leave available to same-sex and different-sex parent families within a country. We find that same-sex female and different-sex couples receive equal durations of leave in the majority of countries. However, same-sex male couples often receive shorter durations of paid parental leave compared to both different-sex and same-sex female couples. In addition to addressing the implications of laws and policies surrounding same-sex marriage and same-sex adoption on parental leave availability, we highlight specific aspects of paid leave policies that may explain the unequal durations of paid leave between same-sex and different-sex couples." (Author's abstract, IAB-Doku) ((en))

Abstract

"Ensuring that LGBTI people – i.e. lesbians, gay men, bisexuals, transgender and intersex individuals – can live as who they are without being discriminated against or attacked is a concern worldwide. Discrimination against LGBTI people remains pervasive, while its cost is massive. It lowers investment in human capital due to bullying at school. It also reduces economic output by excluding LGBTI talents from the labour market and impairing their mental health, hence their productivity. This report provides a comprehensive overview of the extent to which laws in OECD countries ensure equal treatment of LGBTI people, and of the complementary policies that could help foster LGBTI inclusion. The report first identifies the legislative and regulatory frameworks in the areas of civil rights, protection against discrimination and violence, as well as health that are critical for the inclusion of sexual and gender minorities. The report then explores whether these laws are in force in OECD countries and examines the margin for further improvement. Finally, the report investigates the broader policy measures that should accompany LGBTI-inclusive laws in order to strengthen the inclusion of LGBTI people" (Author's abstract, IAB-Doku) ((en))

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Arant, Regina, Georgi Dragolov, Björn Gernig & Klaus Boehnke (2019): Zusammenhalt in Vielfalt. Das Vielfaltsbarometer 2019 der Robert Bosch Stiftung. Stuttgart, 118 S.

Abstract

"Deutschland ist ein vielfältiges Land. Darin liegen Chancen für die zukünftige Entwicklung in einer globalisierten Welt, aber auch Herausforderungen für das Zusammenleben der Menschen. Zudem wird spätestens seit dem „Flüchtlingsjahr 2015“ immer wieder die Frage gestellt, ob zunehmende Vielfalt den Zusammenhalt in unserer Gesellschaft gefährdet. Welchen Zusammenhang also gibt es zwischen Vielfalt und gesellschaftlichen Zusammenhalt? Wie gehen die Deutschen mit Menschen eines anderen Lebensalters oder Geschlechts, mit sozial Schwachen oder Behinderten und mit der Vielfalt an sexuellen Orientierungen, Ethnien und Religionen um? Und wie lässt sich die Akzeptanz von Vielfalt stärken? Mit dem Forschungsvorhaben „Zusammenhalt in Vielfalt: Das Vielfaltsbarometer der Robert Bosch Stiftung“ versuchen wir Antworten auf diese Fragen zu finden." (Verlagsangaben, IAB-Doku)

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Bridges, Sarah & Samuel Mann (2019): Sexual orientation, legal partnerships and wages in Britain. In: Work, employment and society, Jg. 33, H. 6, S. 1020-1038. DOI:10.1177/0950017019873265

Abstract

"This article uses data from the Labour Force Survey to examine the effect sexual orientation has on wages in Britain. In doing so it provides the first empirical investigation of the effect being in a same-sex legal partnership has on wages. The results show that gay cohabitees and lesbians face a wage premium compared to their heterosexual counterparts. Decomposition results show that for gay cohabitees this arises due to differences in observable characteristics, while lesbians not only earn significantly more due to differences in their observable characteristics, but they also receive a higher return for these characteristics. In contrast, although no significant difference in earnings is observed for men in a legal partnership, decomposition results suggest that legally partnered gay males should earn more due to differences in their observable characteristics, while there is also evidence that they face barriers to advancement to senior positions, or a glass ceiling." (Author's abstract, IAB-Doku) ((en))

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Christafore, David & Susane Leguizamon (2019): Taste-based discrimination, tolerance and the wage gap. When does economic freedom help gay men? In: Kyklos, Jg. 72, H. 3, S. 426-445. DOI:10.1111/kykl.12206

Abstract

"Although gay men have reported experiencing labor market discrimination, re- search studies on a potentially discriminatory wage gap have reported mixed findings. We consider the Becker model of taste based discrimination which hypothesizes that we will observe, in the presence of discrimination, a smaller or non-existent wage gap in more competitive markets. Using economic freedom at the state level as a measure of market competitiveness, and controlling for other influential characteristics, we analyze the wages of over 300,000 men in the United States to consider how economic freedom influences the wage gap between cohabitating gay men and married straight men be- tween the years 2000 and 2014. We find evidence consistent with model predictions in the presence of labor market discrimination for the states in the South and regions with the highest concentrations of religious households but not in the Northeast, West and less religious regions. Given the lower levels of public support of gay rights in the South and religious regions, this result suggests that gay men may be experiencing la- bor market discrimination in these regions but not in regions which typically offer more public support. These findings may help reconcile contradictory findings in previous research which did not explicitly allow for differential regional and religious influences." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Dennissen, Marjolein, Yvonne Benschop & Marieke van den Brink (2019): Diversity networks: Networking for equality? In: British journal of management, Jg. 30, H. 4, S. 966-980. DOI:10.1111/1467-8551.12321

Abstract

"In recent years, the use of diversity networks as diversity management instruments in organizations has increased tremendously. Diversity networks support the needs of employees with different social identities, such as women, ethnic minorities, LGBTs, disabled and young people. The aim of this study is to come to a better understanding of how diversity networks contribute to equality by examining how diversity network leaders discursively construct the value of their networks against the backdrop of discourses on diversity and equality. We conducted a multiple case study of five different diversity networks in a financial service organization in the Netherlands. Our results show that network leaders tend to construct the value of their networks primarily in terms of individual career development and community building, to prevent their members' isolation. However, they are much less articulate about removing the barriers to inclusion in the organization as a core value of their networks. We conclude that the value of diversity networks is limited when these networks only address the individual and group levels of equality and leave systemic inequalities at the organizational level unchallenged." (Author's abstract, IAB-Doku) ((en))

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Fric, Karel (2019): How does being out at work relate to discrimination and unemployment of gays and lesbians? In: Journal for labour market research, Jg. 53, H. 1, S. 1-19. DOI:10.1186/s12651-019-0264-1

Abstract

"This article empirically investigates the relationships in the workplace between homonegativity, the disclosure of sexual orientation, perceived discrimination, the reporting of discriminatory incidents and an individual's employment status. I utilize information reported by gays and lesbians in the EU lesbian, gay, bisexual and transgender (LGBT) survey. The data was analysed using generalised structural equation modelling and the logistic regression model. The results indicate that gays and lesbians conceal their sexual orientation more in hostile workplaces. A higher level of concealment is linked with an increased perception of discrimination and with a lower likelihood of reporting discriminatory incidents. Perceived discrimination and (unlike hypothesised) also concealment of sexual orientation positively relate to the probability of being unemployed. This implies a vicious circle in which hostile attitudes force gay employees to conceal their sexuality which in turn limits their ability to confront discriminatory behaviour." (Author's abstract, © Springer-Verlag) ((en))

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Frohn, Dominic, Michael Wiens & Sarah Buhl (2019): Spezifika der Arbeitssituation von inter* Beschäftigten in Deutschland. Ergebnisbericht auf Grundlage von qualitativen Interviews mit inter* Expert_innen. Köln, 15 S.

Abstract

,Die aus Intergeschlechtlichkeit resultierenden Lebensrealitäten sind vielfältig.' Ziel der vorliegenden explorativen Studie ist es, erstmalig qualitative Erkenntnisse über die Arbeitssituation von inter