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Ramaj, Sagi (2023): Neighbourhood effects and the labour market outcomes of immigrant men in same-sex couples. In: Journal of Ethnic and Migration Studies, Jg. 49, H. 7, S. 1723-1745. DOI:10.1080/1369183X.2021.2011174

Abstract

"Sexual minority immigrant men have poor economic wellbeing compared to heterosexuals and the native-born. This may be because they are marginalised as both sexual minorities and immigrants, which can isolate them from the networks, resources, and support offered by neighbourhood ties. Using data from the 2016 Canadian census, I investigate whether neighbourhood composition mediates the disparities in employment status and wages between immigrant men in same-sex couples and those who are Canadian-born and/or different-sex-coupled. Immigrant men in same-sex couples on average live in neighbourhoods that are more economically disadvantaged than Canadian-borns, less populated with coethnics than immigrants in different-sex couples, and more populated with other same-sex couples in general. Neighbourhoods provide a positive mediating effect (i.e. a ‘protective’ effect) for immigrants in same-sex couples compared to immigrants in different-sex couples, but largely do not affect the economic gaps between them and Canadian-borns." (Author's abstract, IAB-Doku) ((en))

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Sarzosa, Miguel (2023): Sexual Orientation and Labor Market Disparities. In: Journal of Economic Behavior & Organization, Jg. 212, S. 723-755. DOI:10.1016/j.jebo.2023.06.007

Abstract

"This paper assesses labor market disparities against sexual minorities. My empirical strategy allows schooling, employment, and income to be endogenously determined relying on the identification of unobserved heterogeneity (skills and sexual orientation). I find that disparities are more prevalent at the employment margin than at the earnings margin. Sexual minorities are 10–20 percentage points less likely to be employed than comparable heterosexual adults. The results suggest that selection into employment contributes to the elimination of the observed income gaps among the employed as the average sexual-minority worker is more skilled than their heterosexual counterpart." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))

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Ueno, Koji, Rachael Dominguez, Skyler Bastow & Jason V. D'Amours (2023): LGBTQ Identities and Career Plan Changes in Young Adulthood: Implications for Occupational Segregation and Disparities. In: Socius, Jg. 9, S. 1-13. DOI:10.1177/23780231231215682

Abstract

"Many young adults change their career plans after spending some time in the labor force, and those who hold marginalized identities change their plans in unique ways as they respond to unfair treatments in workplaces. Past research on this topic focused on (cisgender) women and people of color, and little is known about how LGBTQ people change their career plans. Furthermore, many LGBTQ youth today develop optimistic views that their sexual and gender identities will not undermine their career opportunities, but the existing literature provides limited information about whether they maintain such views after their transition to the labor force and how they change their career plans if their perceptions of career disadvantages change. To fill these gaps in the literature, the authors analyzed longitudinal data from in-depth interviews with 37 LGBTQ young adults, who were followed over 2 to 10 years at 2-year intervals. The data showed that young LGBTQ workers’ career plan changes were intertwined with their sexual and gender identities. For example, some participants decided to move to more LGBTQ-friendly careers after experiencing workplace harassment and heteronormativity and cisnormativity, and those who had entered careers that allowed them to integrate their LGBTQ identities into work decided to leave the careers because of emotional burnout. Overall, the results suggest that LGBTQ people’s career plan adjustments to identity-related challenges at work operate as a worker-level mechanism that contributes to labor market segregation and financial disparities between LGBTQ and straight, cisgender workers." (Author's abstract, IAB-Doku) ((en))

Abstract

"This report is the first country review undertaken as part of the OECD work on LGBTI+ inclusion. It explores legal and policy progress towards LGBTI+ equality in Germany at both the national and subnational levels, and identifies good practices. The report first investigates the life situation of LGBTI+ Germans by presenting the most up-to-date data on the share of Germans who self-identify as LGBTI+, evaluating the extent to which LGBTI+ Germans face discrimination and violence, and assessing how this population fares in terms of well-being, mental and physical health. The report then examines whether laws critical to achieving LGBTI+ equality have been passed and how LGBTI+ equality in Germany could be further improved through legislation. Finally, beyond laws, the report focuses on policy achievements towards LGBTI+ equality, by distinguishing between remedial policies, aimed at enforcing antidiscrimination and anti-violence laws, and preventive policies, aimed at fostering a culture of equal treatment of LGBTI+ individuals at school, in the workplace, and in healthcare." (Author's abstract, IAB-Doku) ((en))

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Aksoy, Billur, Christopher S. Carpenter & Dario Sansone (2022): Understanding Labor Market Discrimination against Transgender People: Evidence from a Double List Experiment and a Survey. (IZA discussion paper 15542), Bonn, 90 S.

Abstract

"Using a US nationally representative sample and a double list experiment designed to elicit views free from social desirability bias, we find that anti-transgender labor market attitudes are significantly underreported. After correcting for this concealment, we report that 73 percent of people would be comfortable with a transgender manager and 74 percent support employment non-discrimination protection for transgender people. We also show that respondents severely underestimate the population level of support for transgender individuals in the workplace, and we find that labor market support for transgender people is significantly lower than support for gay, lesbian, and bisexual people. Our results provide timely evidence on workplace-related views toward transgender people and help us better understand employment discrimination against them." (Author's abstract, IAB-Doku) ((en))

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Bayrakdar, Sait & Andrew King (2022): Job Satisfaction and Sexual Orientation in Britain. In: Work, Employment and Society, Jg. 36, H. 1, S. 21-39. DOI:10.1177/0950017020980997

Abstract

"Studies looking at patterns of labour market outcomes among lesbian, gay and bisexual (LGB) individuals focus mostly on earnings, while non-pecuniary outcomes of LGB individuals have remained a relatively under-researched area. Using the latest wave of the Workplace Employment Relations Study (WERS), this article investigates the job satisfaction levels of LGB individuals compared to their heterosexual peers for the first time in Britain. The results show significantly lower job satisfaction levels only for bisexual men, compared to their heterosexual counterparts. Moreover, the findings do not show a direct impact of LGB(T)-related workplace policies on job satisfaction levels." (Author's abstract, IAB-Doku) ((en))

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Burchell, Drew Maxwell, Tamara Anne Franz-Odendaal & Phillip Joy (2022): “I never want to leave part of myself at the doorstep”: Experiences of Canadian LGBTQ2S+ postdoctoral scholars in the sciences. In: International Journal of Gender, Science and Technology, Jg. 14, H. 1, S. 19-39.

Abstract

"Diversity and inclusion in science improves the field for all, but cisheteronormative cultures can make academic science departments difficult for LGBTQ2S+ (Lesbian, Gay, Bisexual, Transgender, Queer, 2-Spirit1, and other identities)individuals to navigate. Evidence suggests that this cisheteronormativity can contribute to a “leaking” science pipeline, where such individuals are more likely to seek out paths outside of science and academia. Studies also show that postdoctoral scholars have low life satisfaction and trouble finding academic jobs, which could worsen this “leak”. However, there is little Canadian data on this topic, and no data on LGBTQ2S+ postdocs. This qualitative study explored the values, beliefs, and experiences of 14 Canadian LGBTQ2S+ postdocs in science. Semi-structured interviews were conducted about coming out as LGBTQ2S+ in science, experiences of mentorship, and their beliefs on staying within science and academia. Interview data was analyzed thematically from a poststructural perspective. The main themes that emerged were: 1) feeling supported and accepted, 2) experiencing cisheteronormativity and discrimination, and 3) the leaking academic pipeline. While some participants experienced their science departments as supportive, many also discussed heteronormativity, cisnormativity, and sexism, which was consistent with previous literature. Many participants considered leaving academia due to lack of job security, competitive job market, and work-life balance issues." (Author's abstract, IAB-Doku) ((en))

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Burn, Ian & Michael E. Martell (2022): Gender typicality and sexual minority labour market differentials. In: BJIR, Jg. 60, H. 4, S. 784-814. DOI:10.1111/bjir.12671

Abstract

"Sexual minorities experience significant differences in labour market outcomes relative to comparable heterosexuals, with larger differences in earnings than in labour supply. A common explanation of these differences is that they may reflect unobserved differences in masculinity and femininity in the sexual minority population. We leverage data on personality and behaviours in the National Study of Adolescent to Adult Health (Add Health) to test whether controlling for differences in masculinity and femininity through quantitative measures of gender typicality eliminates labour market differentials. While we find evidence that gender typicality does affect labour market outcomes of men and women on average, we find no evidence of a differential effect for gays and lesbians. Controlling for gender typicality does not affect the sexual orientation labour market differentials. The evidence suggests that existing estimates of earnings differentials are not affected by omitted variable bias due to not controlling for gender typicality." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Cech, Erin A. & Tom Waidzunas (2022): LGBTQ@NASA and Beyond: Work Structure and Workplace Inequality among LGBTQ STEM Professionals. In: Work and occupations, Jg. 49, H. 2, S. 187-228. DOI:10.1177/07308884221080938

Abstract

"Scholars are just beginning to understand how organizational processes shape LGBTQ workplace inequality. Using multimethod data from STEM professionals, this article examines how one such factor—the way work tasks are structured within organizations—may impact LGBTQ workers’ experiences of marginalization and devaluation. Through interviews with STEM professionals at two NASA space flight centers with different work structures, we find that LGBTQ professionals at the NASA center where work is organized in dynamic project-based teams experienced less inclusive and respectful interactions with colleagues, in part because they had to rapidly establish credibility and develop new status management strategies each time they were shuffled into new teams. The stability of the traditional unit-based structure at the other NASA center, by contrast, allowed LGBTQ professionals time to navigate status management and build trust. This stability also facilitated LGBTQ community building. Analysis of survey data of over 14,000 US STEM professionals (594 who identify as LGBTQ) corroborates this work structure pattern: LGBTQ professionals across STEM disciplines and employment sectors working in dynamic project-based teams were more likely to report interpersonal marginalization and devaluation than LGBTQ professionals who worked in traditional unit-based structures. These findings highlight work structure as an important mechanism of LGBTQ inequality that demands further investigation." (Author's abstract, IAB-Doku) ((en))

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Drydakis, Nick (2022): Sexual Orientation and Earnings. A Meta-Analysis 2012-2020. In: Journal of Population Economics, Jg. 35, H. 2, S. 409-440. DOI:10.1007/s00148-021-00862-1

Abstract

"This meta-analysis utilizes 24 papers published between 2012 and 2020 that focus on earnings differences by sexual orientation. The papers cover the period between 1991 and 2018, and countries in Europe, North America, and Australia. The meta-analysis indicates that gay men earned less than heterosexual men. Lesbian women earned more than heterosexual women, while bisexual men earned less than heterosexual men. Bisexual women earned less than heterosexual women. According to the meta-analysis, in data sets after 2010, gay men and bisexual men and women continue to experience earnings penalties, while lesbian women continue to experience earnings premiums. The persistence of earnings penalties for gay men and bisexual men and women in the face of anti-discrimination policies represents a cause for concern and indicates the need for comprehensive legislation and workplace guidelines to guarantee that people receive fair pay and not experience any form of workplace inequality simply because of their sexual orientation." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Gregory, Lee & Peter Matthews (2022): Social Policy and Queer Lives. Coming Out of the Closet? In: Journal of Social Policy, Jg. 51, H. 3, S. 596-610. DOI:10.1017/S0047279422000198

Abstract

"Social Policy as an academic discipline has been at the forefront of many progressive movements in society, exploring problems of poverty, hardship, exclusion and suffering, government intervention, and the critical appraisal of those interventions. Yet it has been strangely silent on issues of sexual identity and gender identity and the inequities faced by the LGBTQ+ community. In this article we draw upon lesbian and gay studies, and queer studies, to, first, unpack how heteronormativity is reinforced in social policy in practice and in its analysis within Social Policy as a discipline. This illustrates how the family, as a core basis for welfare in societies, has meant that, reflexively, the base unit of analysis within Social Policy has been the heterosexual family, without a full interrogation of what this means for different groups. Second, we review the limited evidence available around the inequalities LGBTQ+ people face, primarily in the UK (and wider global North), highlighting how the years of oppression have made “counting” this group of people difficult within our usual survey instruments. Thus, while Social Policy has aimed to achieve a universal social citizenship for all, it has inadvertently remained silent on how to include LGBTQ+ in its analysis." (Author's abstract, IAB-Doku) ((en))

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Hajnal, Áron & Ágota Scharle (2022): European Network of Public Employment Services: Mapping PES responses against labour market discrimination. Luxembourg: Publications Office of the European Union, 45 S. DOI:10.2767/40536

Abstract

"The report provides an overview of PES approaches, based on a survey conducted in 2021. It shows that in most countries, the PES mandate is limited to its general role in supporting job search and protecting jobseekers’ rights. However, some PES have a detailed and proactive anti-discrimination strategy and other PES mainstream support into their overall approach of individualised services." (Author's abstract, IAB-Doku) ((en))

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Jepsen, Christopher & Lisa Jepsen (2022): Convergence over time or not? U.S. wages by sexual orientation, 2000–2019. In: Labour Economics, Jg. 74. DOI:10.1016/j.labeco.2021.102086

Abstract

"An extensive literature on labor-market outcomes by sexual orientation finds lower wages for men in same-sex couples and higher wages for women in same-sex couples compared to their counterparts in different-sex couples. Previous studies analyzing multiple time periods provide suggestive evidence that the wage penalty for men in same-sex couples is heading toward zero. Using data from the American Community Survey on individuals in couples from 2000 to 2019, we find no evidence that wages, earnings, or incomes of men in same-sex couples are improving relative to married men in different-sex couples. For women in same-sex couples, we see mixed evidence of convergence relative to married women in different-sex couples. The persistence of a wage penalty for men in same-sex couples is concerning in the face of anti-discrimination policies and rising overall tolerance by Americans with respect to sexual orientation." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))

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Owens, Benjamin, Suzanne Mills, Nathaniel Lewis & Adrian Guta (2022): Work-related stressors and mental health among LGBTQ workers: Results from a cross-sectional survey. In: PLoS ONE, Jg. 17, H. 10. DOI:10.1371/journal.pone.0275771

Abstract

"Purpose: Lesbian, gay, bisexual, transgender, and queer (LGBTQ) individuals experience high rates of adverse mental health outcomes due to the stressors they experience in families, communities, and society more broadly. Work and workplaces have the potential to influence these outcomes given their ability to amplify minority stress, and their ability to influence social and economic wellbeing in this already marginalized population. This study aims to identify how sociodemographic characteristics and characteristics of work, including degree of precarity, industry and perceived workplace support for LGBTQ people, influence self-reported mental health among LGBTQ people in two Canadian cities. Methods Self-identified LGBTQ workers ≥16 years of age (n = 531) in Sudbury and Windsor, Ontario, Canada were given an online survey between July 6 and December 2, 2018. Multivariate ordinal logistic regression was used to calculate odds ratios (OR) to evaluate differences in gender identity, age, income, industry, social precarity, work environment, and substance use among workers who self-reported very poor, poor, or neutral mental health, compared with a referent group that self-reported good or very good mental health on a five-point Likert scale about general mental health. Results LGBTQ workers with poor or neutral mental health had greater odds of: being cisgender women or trans compared with being cisgender men; being aged <35 years compared with ≥35 years; working in low-wage service sectors compared with blue collar jobs; earning <$20,000/year compared with ≥$20,000/year; working in a non-standard work situation or being unemployed compared with working in full-time permanent employment; feeling often or always unable to schedule time with friends due to work; feeling unsure or negative about their work environment; and using substances to cope with work. Conclusions Both precarious work and unsupportive work environments contribute to poor mental health among LGBTQ people. These factors are compounded for trans workers who face poorer mental health than cis-LGBQ workers in similar environments." (Author's abstract, IAB-Doku) ((en))

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Parini, Lorena (2022): Doing and undoing gender at work: The workplace experiences of trans people in Switzerland. In: International Labour Review, Jg. 161, H. 3, S. 395-412. DOI:10.1111/ilr.12377

Abstract

"This article considers the effects of trans identity on people's workplace experiences. Drawing on in-depth individual interviews with 12 trans people in Switzerland in 2014–15, the author identifies the difficulties and successes of their experiences through the perspective of three dimensions: the effects of the type of transition they undergo (towards the male or female gender), difficulties in reconciling the temporalities of transitions with those of employers, and the circumstances in which individuals “come out”. Reflecting on trans people's access to economic citizenship, the author recommends revising labour legislation and raising awareness among managers of the issues surrounding trans identity." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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(2022): Transidentität und drittes Geschlecht im Arbeitsumfeld. Ein Praxisbuch für Unternehmen und den öffentlichen Dienst. Wiesbaden: Springer Gabler, XIII, 182. DOI:10.1007/978-3-658-33864-0

Abstract

"Dieses Buch ist ein Praxisleitfaden für den Umgang mit Transidentität und geschlechtlichen Identitäten jenseits von männlich und weiblich (intersexuelle und nichtbinäre Menschen und das sogenannte dritte Geschlecht) in der Arbeitswelt. Es richtet sich an Personalverantwortliche in Unternehmen und im öffentlichen Dienst, aber auch an Personen, die ein transidentes Comingout und einen Wechsel der im Arbeitsumfeld gelebten Geschlechtsrolle vor sich haben. Das Buch bietet einen Überblick über den Stand der rechtlichen Rahmenbedingungen geschlechtlicher Transition in Deutschland sowie einen ganzheitlichen und pragmatischen Ansatz für die betriebliche und behördliche Praxis im Umgang mit vielfältigen Geschlechtsidentitäten." (Autorenreferat, IAB-Doku, © Springer Gabler)

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Wang, Jing, David Wicks & Chris Zhang (2022): Job-related well-being of sexual minorities: Evidence from the British workplace employment relations study. In: BJIR, Jg. 60, H. 4, S. 841-863. DOI:10.1111/bjir.12707

Abstract

"Despite the increasingly liberal views toward sexual orientation and the evolution of legal rights worldwide, sexual minorities have been an understudied demographic group, especially in mainstream management scholarship. Using a national representative employer and employee linked survey, this study examines the relationship between sexual minority identity and job-related well-being. Multi-level regression analysis reveals that bisexual employees have higher levels of anxiety and depression at work than their heterosexual counterparts. The difference is greater in industries that are not friendly to sexual minorities. When bisexual employees believe their managers are trustworthy and supportive, that difference disappears. No differences are found in well-being between lesbians, gay men and their heterosexual counterparts. This study provides initial evidence on the effect of sexual minority identity on job-related well-being. It also sheds light on the different workplace outcomes between bisexual employees, lesbian women and gay men." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Badgett, M. V. Lee, Christopher S. Carpenter & Dario Sansone (2021): LGBTQ Economics. In: The Journal of Economic Perspectives, Jg. 35, H. 2, S. 141-170. DOI:10.1257/jep.35.2.141

Abstract

"Public attitudes and policies toward LGBTQ individuals have improved substantially in recent decades. Economists are actively shaping the discourse around these policies and contributing to our understanding of the economic lives of LGBTQ individuals. In this paper, we present the most up-to-date estimates of the size, location, demographic characteristics, and family structures of LGBTQ individuals in the United States. We describe an emerging literature on the effects of legal access to same-sex marriage on family and socioeconomic outcomes. We also summarize what is known about the size, direction, and sources of wage differentials related to variation in sexual orientation and gender identity. We conclude by describing a range of open questions in LGBTQ economics." (Author's abstract, IAB-Doku) ((en))

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Drydakis, Nick (2021): Sexual Orientation and Earnings. A Meta-Analysis 2012-2020. (IZA discussion paper 14496), Bonn, 36 S.

Abstract

"This meta-analysis utilizes 24 papers published between 2012-2020 that focus on earnings differences by sexual orientation. The papers cover the period between 1991 and 2018, and countries in Europe, North America and Australia. The meta-analysis indicates that gay men earned less than heterosexual men. Lesbian women earned more than heterosexual women, while bisexual men earned less than heterosexual men. Bisexual women earned less than heterosexual women. According to the meta-analysis, in data sets after 2010, gay men and bisexual men and women continue to experience earnings penalties, while lesbian women continue to experience earnings premiums. The meta-regression estimates indicate relationships between study characteristics and the estimated earnings effects for sexual minorities. For instance, regions, sexual minority data set sizes, and earnings classifications influence the outcomes. The persistence of earnings penalties for gay men and bisexual men and women in the face of anti-discrimination policies represents a cause for concern and indicates the need for comprehensive legislation and workplace guidelines to guarantee that people receive fair pay and not experience any form of workplace inequality simply because of their sexual orientation." (Author's abstract, IAB-Doku) ((en))

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Drydakis, Nick (2021): The Economics of Being LGBT. A Review 2015-2020. (IZA discussion paper 14845), Bonn, 26 S.

Abstract

"This paper reviews studies on LGBT workplace outcomes published between 2015 and 2020. In terms of earnings differences, in the US, Canada, Europe, and Australia, gay men were found to experience earnings penalties of 7% in comparison to heterosexual men, bisexual men experienced earnings penalties of 9% in comparison to heterosexual men, and bisexual women faced earnings penalties of 5% in comparison to heterosexual women. In the same regions, lesbian women experienced an earnings premium of 7% in comparison to heterosexual women. Trans women, in the US and Europe, faced earnings penalties ranging from 4% to 20%. In terms of job satisfaction, in the US, Canada, and Europe, gay men, and lesbian women experienced 15% and 12%, respectively lower job satisfaction than their heterosexual counterparts. Additionally, bullying against sexual minorities has persisted. In the UK, sexual minorities who experienced frequent school-age bullying faced a 32% chance of experiencing frequent workplace bullying. In relation to job exclusions, in OECD countries, gay men and lesbian women were found to experience 39% and 32%, respectively lower access to occupations than comparable heterosexual men and women. For trans men and women in Europe, comparable patterns are in evidence. Given these patterns, it is not of surprise that LGBT people in the US and the UK experience higher poverty rates than heterosexual and cis people. However, in these two regions, anti-discrimination laws and positive actions in the workplace helped reduce the earnings penalties for gay men, enhance trans people's self-esteem, spur innovation and firms' performance, and boost marketing capability, corporate profiles, and customer satisfaction. The evidence indicated that LGBT inclusion and positive economic outcomes mutually reinforced each other." (Author's abstract, IAB-Doku) ((en))