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.
-
Literaturhinweis
Cisnormative symbolic colonization and transgender and gender nonconforming individuals in the workplace (2024)
Zitatform
Anderson, Karoline Anita (2024): Cisnormative symbolic colonization and transgender and gender nonconforming individuals in the workplace. In: Gender, work & organization, Jg. 31, H. 1, S. 1-15. DOI:10.1111/gwao.13048
Abstract
"Cisnormativity assumes individual traits and social roles that correspond to one's gender assigned at birth. Cisnormativity in workplace culture sustains the discrimination of transgender and gender nonconforming (TGNC) individuals. Research in the workplace has yet to evaluate strategies that TGNC employees use to attain personal or social goals. In the present study, the term cisnormative symbolic colonization (CSC) incorporates Habermas' theory of communicative action with symbolic interactionism to demonstrate the permeation of cisnormative dominance in workplace culture through symbolic social practices. Interviews with 15 transgender women and gender nonconforming individuals illustrated four strategies used to mitigate CSC in the workplace: bargaining, validating, symbolic ‐aligning, and value‐endorsing. The findings demonstrated the dominant impact of CSC in workplace culture and revealed the employment of trans‐symbolism to integrate trans‐inclusive values in the workplace." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
-
Literaturhinweis
Trans people, well-being, and labor market outcomes (2024)
Zitatform
Drydakis, Nick (2024): Trans people, well-being, and labor market outcomes. (IZA world of labor 386), Bonn, 10 S. DOI:10.15185/izawol.386.v2
Abstract
"Acceptance of one’s gender identity and congruence between one’s gender identity and outward appearance are associated with less adverse mental health symptoms, and greater life and job satisfaction. However, trans people are subject to human rights violations, hate crimes, and experience higher unemployment and poverty than the general population. Trans people often feel that they are citizens who are not allowed to be themselves and practice their authentic identity. Many biased treatments of trans people could be attenuated if legal protections and inclusive workplace practices were in place." (Text excerpt, IAB-Doku) ((en))
-
Literaturhinweis
How voice transition and gender identity disclosure shape perceptions of trans men in the hiring process (2024)
Zitatform
Fasoli, Fabio, David M. Frost & Harley Serdet (2024): How voice transition and gender identity disclosure shape perceptions of trans men in the hiring process. In: Gender, work & organization, Jg. 31, H. 1, S. 36-58. DOI:10.1111/gwao.13053
Abstract
"Trans men often face discrimination in the hiring process. However, it remains unclear whether the disclosure of gender identity and perceived masculinity during transition play a role in first impressions and perceived job suitability of trans male applicants. Across two studies (N = 332), we examined how cisgender heterosexual participants perceived a transgender male candidate in terms of his masculinity and whether they judged him suitable for a stereotypically masculine job. Such judgments were first based on the candidate's voice at different stages of gender transition and, secondly, after disclosure of gender identity in the job application form. In Study 1, participants judged a trans man at the beginning of the voice transition (3 months on testosterone) or a trans man in advanced transitioning (1 year on testosterone). Study 2 involved the judgments of the same trans men at different times in the voice transition (1 week—beginning, 6 months—intermediate, and 1 year—advanced). Masculinity judgments were influenced by voice transitioning, but judgments were adjusted after his gender identity was disclosed. Disclosure created an advantage in perception of the trans man candidate as more suitable for the role, especially when he was at the beginning of the voice transition when his voice was not perceived as masculine. Findings are discussed in relation to trans men's employability and identity disclosure." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
-
Literaturhinweis
Reducing Sexual Orientation Discrimination: Experimental Evidence from Basic Information Treatments (2023)
Aksoy, Cevat Giray; Carpenter, Christopher S.; De Haas, Ralph; Windsteiger, Lisa; Dolls, Mathias;Zitatform
Aksoy, Cevat Giray, Christopher S. Carpenter, Ralph De Haas, Mathias Dolls & Lisa Windsteiger (2023): Reducing Sexual Orientation Discrimination: Experimental Evidence from Basic Information Treatments. In: Journal of policy analysis and management, Jg. 42, H. 1, S. 35-59. DOI:10.1002/pam.22447
Abstract
"We study basic information treatments regarding sexual orientation using randomized experiments in three countries with strong and widespread anti-gay attitudes: Serbia, Turkey, and Ukraine. Participants who received information about the economic costs to society of sexual orientation discrimination were significantly more likely than those in a control group to support equal employment opportunities based on sexual orientation. Information that the World Health Organization (WHO) does not regard homosexuality as a mental illness increased social acceptance of sexual minorities, but only for those who reported trust in the WHO. Our results have important implications for policymakers aiming to expand the rights of lesbian, gay, and bisexual people worldwide." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
-
Literaturhinweis
Conceptualising Work as a 'Safe Space' for Negotiating LGBT Identities: Navigating Careers in the Construction Sector (2023)
Zitatform
Barnard, Sarah, Andrew Dainty, Sian Lewis & Andreas Culora (2023): Conceptualising Work as a 'Safe Space' for Negotiating LGBT Identities. Navigating Careers in the Construction Sector. In: Work, Employment and Society, Jg. 37, H. 6, S. 1565-1582. DOI:10.1177/09500170221090164
Abstract
"Despite sustained focus in recent years on understanding the experiences of underrepresented groups in construction, there has been a paucity of work that has explored the experiences of lesbian, gay, bisexual and transgender (LGBT) workers. Research has shown homophobia is commonplace in the construction industry and very few gay employees feel able to be open about their sexuality. Using qualitative data garnered from 16 in-depth interviews and a focus group with LGBT workers in the UK construction sector, this article analyses how participants negotiate identities at work and navigate their careers. Drawing on the concept of heteronormativity we consider how organisational contexts frame, constrict and liberate identities in the workplace. Significantly, our findings show that despite enduring heteronormative structures, work was described by participants as a ‘safe space’. By demonstrating how workers assess, move between and create ‘safe spaces’, this article contributes novel insights into the challenging of heteronormativity in heteronormative work contexts." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Sexual Orientation, Workplace Authority and Occupational Segregation: Evidence from Germany (2023)
Zitatform
De Vries, Lisa & Stephanie Steinmetz (2023): Sexual Orientation, Workplace Authority and Occupational Segregation: Evidence from Germany. In: Work, Employment and Society online erschienen am 31.03.2023, S. 1-19. DOI:10.1177/09500170231158513
Abstract
"An extensive body of research has documented the relationship between sexual orientation and income, but only a few studies have examined the effects of sexual orientation on workplace authority. This article investigates the probability of lesbian, gay and bisexual (LGB) people having (high-level) workplace authority and the effects of occupational gender segregation. It analyses four waves of data from the German Socio-Economic Panel study (N=37,288 heterosexual and N=739 LGB observations). The results show that gay and bisexual men do not differ from heterosexual men in their probability of having workplace authority, but they have a lower probability of attaining high-level authority. Lesbian and bisexual women have a higher probability than heterosexual women of having workplace authority, but no advantages in attaining high-level authority. These insights into occupational segregation suggest that gay and bisexual men experience similar levels of disadvantages across occupations, whereas lesbian and bisexual women have an advantage in female-dominated occupations." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Non-binary gender identity expression in the workplace and the role of supportive HRM practices, co-worker allyship, and job autonomy (2023)
Zitatform
Fletcher, Luke & Janusz Swierczynski (2023): Non-binary gender identity expression in the workplace and the role of supportive HRM practices, co-worker allyship, and job autonomy. In: The International Journal of Human Resource Management online erschienen am 21.11.2023, S. 1-34. DOI:10.1080/09585192.2023.2284191
Abstract
"In this paper, we shed light on how non-binary people express their gender identity in the workplace by drawing on self-discrepancy and self-verification theories. We argue that non-binary workers may experience a discrepancy between their actual and ideal expression of their gender identity at work and be motivated to prevent this due to a desire for others to see them as they see themselves. A mixed quantitative/qualitative survey of 160 non-binary workers in the UK and USA reveals that there are various ways non-binary workers express their gender identity at work via physical appearance and clothing, gestures and language, posture and movement, and other communication signals. However, most non-binary workers may perceive a moderate level of discrepancy between their current and ideal-future expression of their gender identity at work. We find that such discrepancies are less likely to occur when organizations promote supportive gender identity related HRM practices (such as flexible dress code and pronoun policies), co-worker allyship, and job autonomy. Overall, we contribute to knowledge about how non-binary people view their gender identity expression at work and what HR practitioners, managers, and co-workers can do to support them." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Furthering transgender inclusion in the workplace: advancing a new model of allyship intentions and perceptions (2023)
Zitatform
Fletcher, Luke & Rosa Marvell (2023): Furthering transgender inclusion in the workplace: advancing a new model of allyship intentions and perceptions. In: The International Journal of Human Resource Management, Jg. 34, H. 9, S. 1726-1756. DOI:10.1080/09585192.2021.2023895
Abstract
"There remains a significant knowledge gap in HRM regarding the inclusion of transgender (henceforth ‘trans’) workers. We examine and apply the emerging concept of allyship (a specific form of active support and advocacy for minority groups) to trans workers, and in doing so we advance a new model of allyship intentions and perceptions. We test our model across two studies. The first extends theorising on perceived diversity and inclusion climate (PDIC) and social dominance orientation (SDO) to explain how non-trans workers can exhibit trans allyship intentions. When non-trans workers were presented with a scenario of a co-worker disclosing their trans identity, we find that SDO is negatively related with allyship intentions, yet PDIC moderates this relationship, such that the negative impact of SDO is buffered by the positive influence of PDIC. The second study builds upon theorising on psychological safety and authenticity to explain how perceived allyship facilitates the wellbeing of trans workers. We find, in a survey of trans workers, that perceived allyship is positively associated with psychological safety and authenticity at work; and is indirectly related to work engagement via the former and to life satisfaction via the latter. We provide critical insights into how allyship can be advanced to understand and support trans inclusion." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Disparities in Subjective Well-being by Sexual Orientation: Comparing Cohorts from pairfam’s (2008-09) and FReDA’s (2021) Baseline Waves (2023)
Zitatform
Hank, Karsten, Franz J. Neyer & Carolin Thönnissen (2023): Disparities in Subjective Well-being by Sexual Orientation: Comparing Cohorts from pairfam’s (2008-09) and FReDA’s (2021) Baseline Waves. In: Comparative Population Studies, Jg. 48. DOI:10.12765/cpos-2023-09
Abstract
"Significant expansion of legal rights and recognition of sexual minority populations triggered expectations that structural stigma, sexual minority stress and, consequently, previously well-documented disadvantages in health and well-being may decline over time. The empirical evidence on this issue is, however, still sparse and inconclusive. We contribute to this research by comparing baseline data from the German Family Panel (pairfam; 2008-09) and the German Family Demography Panel Study (FReDA; 2021). These data allow us to assess disparities in subjective well-being by sexual orientation and potential changes therein after legalisation of same-sex marriage in Germany in two adult cohorts interviewed more than a decade apart. We focus on two specific outcomes, namely life satisfaction and self-rated health. Two main findings emerged from our analysis: First, minority sexual orientation is associated with significantly lower subjective well-being, specifically lower life satisfaction. Second, there are no statistically significant changes in the sexual orientation-health nexus between cohorts. Our study, thus, neither lends support to “optimistic” expectations regarding the contribution of (further) reductions in institutional discrimination and structural stigma to (further) reductions in remaining disadvantages, nor does it lend support to “pessimistic” expectations suggesting that younger cohorts of sexual minority adults may experience an even larger gap in health and well-being than previous cohorts. We propose that the stability of sexual minorities’ disadvantages in subjective well-being during the first two decades of the 21st century in Germany be interpreted as the result of two opposing forces working in parallel: Reduced institutional discrimination and increased exposure to continued stigma. The legal recognition of same-sex relationships appears to be a necessary but not sufficient condition for the acceptance of sexual minorities. Remaining disparities by sexual orientation will thus not simply disappear when institutional discrimination of sexual minorities is eliminated. Currently, we may therefore find ourselves in a “transitory period” whose further evolution is difficult to predict. FReDA – with its evolving longitudinal dimension and the inclusion of self-reported measures of respondents’ sexual orientation – will constitute a powerful resource for future investigations of inequalities in yet understudied but increasingly visible sexual minority populations." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
"Ich mach' kein Geheimnis draus, aber ich spreche es nicht an": Erfahrungen von lesbischen, schwulen, bisexuellen, trans* und queeren (LSBT*Q) Jugendlichen in der beruflichen Bildung (2023)
Krell, Claudia;Zitatform
Krell, Claudia (2023): "Ich mach' kein Geheimnis draus, aber ich spreche es nicht an". Erfahrungen von lesbischen, schwulen, bisexuellen, trans* und queeren (LSBT*Q) Jugendlichen in der beruflichen Bildung. In: Die Berufliche Rehabilitation, Jg. 37, H. 2, S. 6-16.
Abstract
"Knapp 890.000 junge Menschen haben im Jahr 2021 in Deutschland eine Ausbildung begonnen, sowohl im Übergangssektor (228.140) als auch im Berufsschulsystem (221.789) oder dualen System (437.761) (BMBF 2022). Nachdem sich 11,2% der 14- bis 29-Jährigen in Deutschland als LSBT* bezeichnen (Dalia Reserach 2017), kann davon ausgegangen werden, dass sich eine nicht geringe Anzahl von Jugendlichen und jungen Erwachsenen unter den neuen Auszubildenden befindet, die nicht heterosexuell bzw. cisgeschlechtlich sind. Ausgehend von einer Studie des Deutschen Jugendinstitutes zur Situation von queeren Jugendlichen in der beruflichen Bildung gibt der folgende Artikel einen Überblick über ihre Erfahrungen und stellt u.a. aus den Ergebnissen abgeleitete Handlungsmöglichkeiten vor." (Autorenreferat, IAB-Doku, © Lambertus-Verlag)
-
Literaturhinweis
Variants of Gender Bias and Sexual-Orientation Discrimination in Career Development (2023)
Zitatform
Litsardopoulos, Nicholas, George Saridakis & Andrew E. Clark (2023): Variants of Gender Bias and Sexual-Orientation Discrimination in Career Development. In: The B.E. Journal of Economic Analysis and Policy, Jg. 23, H. 4, S. 1175-1185. DOI:10.1515/bejeap-2023-0026
Abstract
"We use a nationally-representative dataset that includes a large sample of sexual-orientation minorities to investigate gender bias and sexual-orientation discrimination in career progression. Our results are consistent with persistent gender bias findings and non-heterosexual identity-based employment discrimination. Our findings are consistent with previous work noting that protective legislation for gay and lesbian sexual identities have increased the cost of discrimination and contribute to the improved socioeconomic status of a substantial number of people in these minority groups. However, these gains have not been shared with other minority groups in the LGB+ community, which still have some of the lowest probabilities of holding managerial jobs, and higher probabilities of appearing in lower socioeconomic classes." (Author's abstract, IAB-Doku, © De Gruyter) ((en))
-
Literaturhinweis
Customer Abuse and Aggression as Labour Control Among LGBT Workers in Low-Wage Services (2023)
Zitatform
Mills, Suzanne & Benjamin Owens (2023): Customer Abuse and Aggression as Labour Control Among LGBT Workers in Low-Wage Services. In: Work, Employment and Society, Jg. 37, H. 3, S. 776-793. DOI:10.1177/09500170211045843
Abstract
"This study examines the relation between customer abuse and aggression, the gender and sexual expression of workers, and labour control in low-wage services. In-depth interviews with 30 lesbian, gay, bisexual, and transgender (LGBT)1 low-wage service sector workers reveal how customer abuse and aggression works in consort with management strategies to reproduce cis- and heteronormativity. Customer abuse and aggression disciplined worker expressions of non-normative gender and sexual identities, leading to concealment and self-policing. Management was complicit in this dynamic, placing profitability and customer satisfaction over the safety of LGBT workers, only intervening in instances of customer abuse and aggression when it had a limited economic impact. It is posited that customer abuse and aggression is not only a response to unmet expectations emanating from the labour process but is also a mechanism of labour control that disciplines worker behaviour and aesthetics, directly and indirectly, by influencing management prerogatives." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Regional Public Opinions on LGBTI People Equal Opportunities in Employment: Evidence from the Eurobarometer Programme using Small Area Estimation (2023)
Zitatform
Moretti, Angelo (2023): Regional Public Opinions on LGBTI People Equal Opportunities in Employment: Evidence from the Eurobarometer Programme using Small Area Estimation. In: Social indicators research, Jg. 166, H. 2, S. 413-438. DOI:10.1007/s11205-023-03076-y
Abstract
"In recent years, the attention to lesbian, gay, bisexual, transgender and intersex (LGBTI) people' rights from institutions, society and scientific bodies has clearly progressed. Although equal opportunities in employment are promoted within European countries and by the EU legislation, there are still evident discriminations in Europe. Many LGBTI people still face bullying and anti-LGBTI discrimination in the workplace and job market. Considerably more progress must be made before every LGBTI person feels accepted and comfortable for who they are in the workplace. Importantly, views on equal opportunities in employment are characterised by spatial heterogeneity at a sub-national level. Therefore, it is necessary to disaggregate estimates of relevant indicators, at least, at a regional level. This is crucial to identify the regions requiring more attention by policy makers. However, large-scale sample surveys are not designed to produce precise and accurate sub-national estimates. Small area estimation methods offer powerful tools in this context. Here, we produce regional estimates of three indicators measuring views of discrimination in employment of people from LGBTI communities in Europe. The analyses are based on the Eurobarometer 91.4 2019. Our empirical evidence shows that the estimates produced by small area estimation are reliable, giving important information to policy makers." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
-
Literaturhinweis
Does Mood affect Sexual and Gender Discrimination in Hiring Choices? Evidence from Online Experiments (2023)
Mourelatos, Evangelos;Zitatform
Mourelatos, Evangelos (2023): Does Mood affect Sexual and Gender Discrimination in Hiring Choices? Evidence from Online Experiments. In: Journal of Behavioral and Experimental Economics, Jg. 106. DOI:10.1016/j.socec.2023.102069
Abstract
"We explore whether there is a link between mood and hiring decisions. This research examines how positive mood affects the discrimination faced by homosexual and female job candidates compared to heterosexual and male ones. We randomly assign respondents to one of two mood-inducing videos (positive and neutral), and we allow subjects to make a series of hiring choices prior and immediately after watching the mood-inducing video. Our experiment being conducted in the online labor platform Amazon Mechanical Turk, allows us to track the complete hiring process and monitor employers’ behavior within and without our treatment context. Constructing pairs of curriculum vitae, distinguished only by the sexual orientation or the gender of the applicants in each case, leads to the observation that women and gay men faced a significantly lower chance of getting hired. We also find that female employers proposed higher levels of discrimination only in the case of female applicants. Our positive mood manipulation leads to a decrease of discrimination levels. Thus, there is substantial experimental evidence to suggest that discrimination based on sexual orientation and gender also exists in online labor markets. An additional experiment with negative mood manipulation, also, gives evidence for the opposite direction of the effects, contributing to a broader picture of the relationship between mood and discrimination behavior. Contributions to the literature on hiring discrimination, mood research and the online economy are discussed." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))
-
Literaturhinweis
Commuting to work and gender norms by sexual orientation (2023)
Zitatform
Oreffice, Sonia & Dario Sansone (2023): Commuting to work and gender norms by sexual orientation. In: Labour Economics, Jg. 85. DOI:10.1016/j.labeco.2023.102451
Abstract
"We assess the role of gender-conforming social norms in household decision-making and gender inequalities in the labor market with a parsimonious household model that endogenizes commuting time. Using the American Community Survey 2008-2019, we test the model predictions and find that women in same-sex couples have a longer commute to work than working women in different-sex couples, whereas the commute to work of men in same-sex couples is shorter than the one of working men in different-sex couples, even after controlling for demographic characteristics, partner's characteristics, location and urbanicity, fertility, marital status, industry and occupation. These differences among men and women amount to a sizable portion of the gender commuting gap estimated in the literature, and are particularly stark among married couples with children. Within-couple gaps in commuting time are also significantly smaller in same-sex couples, and labor supply disparities mimic the commuting ones. According to our model, these differences are interpreted as gender-conforming social norms leading women in different-sex couples into jobs with a shorter commute and fewer hours worked while their male partners or spouses hold jobs with a longer commute and more hours worked, thus reinforcing gender inequalities." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
-
Literaturhinweis
Non-binary gender markers: Mobility, migration, and media reception in Europe and beyond (2023)
Quinan, C. L.; Hunt, Mina;Zitatform
Quinan, C. L. & Mina Hunt (2023): Non-binary gender markers: Mobility, migration, and media reception in Europe and beyond. In: European journal of women's studies, Jg. 30, H. 3, S. 380-390. DOI:10.1177/13505068211024891
Abstract
"Although European Union legal frameworks tend to conceive of sex and gender in binary terms, a growing number of countries in Europe and around the world have been increasingly allowing for third gender markers and non-binary possibilities in identity documents, passports, and public registries, of which the X marker in the sex or gender field has become the most common. However, initiatives like the X, which may initially signal trans-friendliness, must be considered alongside heightened border surveillance. As more and more European countries begin to follow this trend of expanding possibilities for registering (non-binary) gender (e.g. Malta, Denmark, Germany, the Netherlands), we look here to some illustrative examples (e.g. Nepal, Canada, Pakistan) that have been at the forefront of non-binary legal recognition to interrogate the complications and conundrums that these developments may provoke in European contexts." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Neighbourhood effects and the labour market outcomes of immigrant men in same-sex couples (2023)
Zitatform
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))
-
Literaturhinweis
Sexual Orientation and Labor Market Disparities (2023)
Sarzosa, Miguel;Zitatform
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))
-
Literaturhinweis
LGBTQ Identities and Career Plan Changes in Young Adulthood: Implications for Occupational Segregation and Disparities (2023)
Zitatform
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))
-
Literaturhinweis
Trans People in the Workplace: Possibilities for Subverting Heteronormativity (2023)
Zitatform
Watson, David, Angelo Benozzo & Roberta Fida (2023): Trans People in the Workplace: Possibilities for Subverting Heteronormativity. In: Work, Employment and Society online erschienen am 15.03.2023, S. 1-22. DOI:10.1177/09500170231155059
Abstract
"This article explores possible subversions of heteronormativity through transgender performativity in the workplace. Drawing on insights from Judith Butler we focus on how employees construct (un)intelligible subject positions that can create ‘moments’ of subversion, which go against the disciplinary, powerful and normative gender binary. We explore this possibility through an analysis of qualitative material generated through encounters with 11 Italian trans workers. Our analysis shows that subversion manifests in diverse ways according to how individual performativities combine with organisational context. Within this diversity we highlight three moments of subversion: subversion through intrigue; subversion through incongruence; and subversion through betrayal. We argue that where transgender identity contrasts strongly with gender norms, subversion is most intense. The subversion of strongly heteronormative working contexts is difficult as moments of subversion are unpredictable, varied and can come at personal cost, but are necessary in order to accommodate different gender identities." (Author's abstract, IAB-Doku) ((en))