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
Social Policy and Queer Lives: Coming Out of the Closet? (2022)
Zitatform
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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Literaturhinweis
European Network of Public Employment Services: Mapping PES responses against labour market discrimination (2022)
Zitatform
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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Literaturhinweis
Convergence over time or not? U.S. wages by sexual orientation, 2000–2019 (2022)
Zitatform
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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Literaturhinweis
Work-related stressors and mental health among LGBTQ workers: Results from a cross-sectional survey (2022)
Zitatform
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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Literaturhinweis
Doing and undoing gender at work: The workplace experiences of trans people in Switzerland (2022)
Parini, Lorena;Zitatform
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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Literaturhinweis
Transidentität und drittes Geschlecht im Arbeitsumfeld: Ein Praxisbuch für Unternehmen und den öffentlichen Dienst (2022)
Scholz, David;Zitatform
(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)
Weiterführende Informationen
Inhaltsverzeichnis -
Literaturhinweis
Job-related well-being of sexual minorities: Evidence from the British workplace employment relations study (2022)
Zitatform
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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Literaturhinweis
LGBTQ Economics (2021)
Zitatform
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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Literaturhinweis
The Economics of Being LGBT: A Review 2015-2020 (2021)
Zitatform
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))
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Literaturhinweis
Sexual Orientation and Earnings. A Meta-Analysis 2012-2020 (2021)
Zitatform
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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Literaturhinweis
Diskriminierungserfahrung von LGBTIQ*-Personen in der öffentlichen Verwaltung (2021)
Edel, Friederike; Schlegler, Maren; Küchler-Stahn, Nicole;Zitatform
Edel, Friederike, Nicole Küchler-Stahn & Maren Schlegler (2021): Diskriminierungserfahrung von LGBTIQ*-Personen in der öffentlichen Verwaltung. In: Verwaltung & Management, Jg. 27, H. 2, S. 75-86. DOI:10.5771/0947-9856-2021-2-75
Abstract
"Bei Diversity und Chancengleichheit wird dem öffentlichem Sektor als größtem Arbeitgeber Deutschlands eine Vorreiterrolle zugeschrieben, auch wenn er diesbezüglich noch Entwicklungspotenzial hat, was die wenigen Studien im deutschen Kontext vermuten lassen. Diese Studie untersucht, welche organisationalen Kontextfaktoren sich für die Diskriminierungserfahrungen von LGBTIQ*-Beschäftigten in der öffentlichen Verwaltung als relevant erweisen. Die Gesprächspartnerinnen und -partner erleben unterschiedliche Formen von Diskriminierung, schätzen diese jedoch als generell ehr gering ein. Diverse organisationale Faktoren beeinflussen das Diskriminierungserleben. Für die tägliche Verwaltungspraxis relevant dürften vor allem die internen und gleichzeitig als beeinflussbar, im Sinne von gestaltbar, eingestuften Faktoren sein. Dabei scheint vor allem das Zusammenspiel der einzelnen Faktoren und deren (gelungene) Komposition die Diskriminierungserfahrung wirksam verringern." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
Preprint -
Literaturhinweis
Doing and Negotiating Transgender on the Front Line: Customer Abuse, Transphobia and Stigma in the Food Retail Sector (2021)
Zitatform
Hadjisolomou, Anastasios (2021): Doing and Negotiating Transgender on the Front Line: Customer Abuse, Transphobia and Stigma in the Food Retail Sector. In: Work, Employment and Society, Jg. 35, H. 5, S. 979-988. DOI:10.1177/0950017020977331
Abstract
"Despite growing research on LGBT+ populations, few studies have examined transgender individuals’ specific workplace experiences, whose voice is often subsumed in a wider category. This article presents the story of Kathrine, a female transgender food retail worker, and discusses the abusive, discriminatory and transphobic behaviour of customers, which has received limited attention in the sociology of service work literature. The article reveals the stigmatization of transgender employees by customers, which is expressed through micro-aggressions, such as mis-gendering, mocking and harassing, and is often neglected and/or tolerated by management. Kathrine discusses the coping strategies she utilizes to reduce the negative consequences of the stigma, and to negotiate and protect her gender identity. These include confronting and/or refusing to serve transphobic customers, reflecting her resilience towards discrimination and abuse. The article calls for further research to understand transgender service employees’ experiences and the complexity and diversity of coping strategies used by stigmatized workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Specialization in Same-Sex and Different-Sex Couples (2021)
Zitatform
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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Literaturhinweis
Trans men doing gender at work (2021)
Zitatform
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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Literaturhinweis
Differences in Unemployment due to Sexual Orientation: Evidence from the Swedish Labour Market (2021)
Karaarslan, Can;Zitatform
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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Literaturhinweis
Geringere Chancen auf ein gesundes Leben für LGBTQI*-Menschen (2021)
Kasprowski, David; Zindel, Zaza ; Richter, David ; Vries, Lisa de ; Chen, Xiao; Kroh, Martin ; Fischer, Mirjam ; Kühne, Simon ;Zitatform
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)
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Literaturhinweis
Erfahrungen von lesbischen, schwulen, bisexuellen, trans* und queeren Jugendlichen in der beruflichen Bildung (2021)
Krell, Claudia;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)
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Literaturhinweis
Transgender employment and gender marker laws (2021)
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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Literaturhinweis
Labor market differentials estimated with researcher-inferred and self-identified sexual orientation (2021)
Zitatform
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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Literaturhinweis
Pay Gaps in the National Health Service: Observability and Disclosure (2021)
Mumford, Karen A.; Einarsdóttir, Anna ; Lockyer, Bridget; Sayli, Melisa; Aguirre, Edith; Smith, Benjamin A.;Zitatform
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))