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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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Vries, Lisa de (2021): Diversität oder Diskriminierung im Management? In: Arbeit. Zeitschrift für Arbeitsforschung, Arbeitsgestaltung und Arbeitspolitik, Jg. 30, H. 3, S. 215-237. DOI:10.1515/arbeit-2021-0016

Abstract

"Dieser Beitrag liefert einen Einblick in die bislang wenig untersuchte Arbeitsmarktsituation von lesbischen, schwulen und bisexuellen Führungskräften. Basierend auf Daten des Sozio-oekonomischen Panels (SOEP) wird zunächst mittels deskriptiver Verteilungen (nach Branche, Unternehmensgröße und Arbeitszeit) die Arbeitsmarktsituation von Führungskräften nach sexueller Orientierung und Geschlecht betrachtet. Zusätzlich werden die Daten einer Online-Befragung (LGBielefeld 2019) mit 571 lesbischen, schwulen und bisexuellen Führungskräften verwendet, um Diskriminierung, Outing, emotionales Wohlbefinden und Lebenszufriedenheit dieser Führungskräfte zu untersuchen. Die Ergebnisse zeigen zum einen, dass lesbische, schwule und bisexuelle Führungskräfte von Diskriminierung im Arbeitsleben betroffen sind und nicht immer offen über ihre sexuelle Orientierung am Arbeitsplatz sprechen (können). Zum anderen haben Diskriminierung im Arbeitsleben und der Umgang mit der sexuellen Orientierung am Arbeitsplatz einen Effekt auf die Lebenszufriedenheit und einzelne Dimensionen des emotionalen Wohlbefindens." (Autorenreferat, IAB-Doku, © De Gruyter)

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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))

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(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)

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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Borm, Hannah van, 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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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))

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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))