Bisexual Workers Research Articles

Job quality and precarious employment among lesbian, gay, and bisexual workers: A national study

BackgroundEmployment outcomes among sexual minority (i.e., lesbian, gay, bisexual) workers are poorly understood, and previous research on this topic has focused almost exclusively on inequities in earnings, neglecting other important dimensions of job quality. We address this gap by describing and comparing the job quality of straight and sexual minority workers in Canada. MethodsData are from the 2016 General Social Survey: Canadians at Work and Home, the only national survey providing both a measure of sexual orientation and a multidimensional view of job quality in Canada. We identified 25 unique job quality indicators (e.g., temporary employment; job insecurity; health benefits; low income; job satisfaction; job control; discrimination). Latent class cluster analysis was used to establish a typology of job quality describing standard, flexible, and precarious employment types. We used multivariable regression methods to examine the association between sexual orientation and job quality. ResultsSexual minorities reported lower job quality than their straight counterparts along many dimensions, with bisexual people reporting the lowest job quality. While inequities were generally observed among both sexual minority men and women, they sometimes differed in magnitude by gender. The prevalence of precarious employment was nearly three times higher among lesbian, gay, and bisexual workers (PR: 2.94, CI: 1.89–4.58 among all sexual minorities; PR: 3.04, CI: 1.71–5.43 among gay/lesbian workers; and PR: 2.81, CI: 1.45–5.47 among bisexual workers) compared to their straight counterparts. ConclusionInequities in job quality among sexual minorities persist despite comprehensive human rights protections in Canada. These inequities are pervasive, extending well beyond conventional indicators such as dollars earned and hours worked. Multi-pronged interventions are needed that move beyond simply ensuring that sexual minority workers are employed. Sexual minority workers deserve access to secure, well-paid work with benefits where they can foster connection and be free from discrimination.

The Impact of Multiple Marginalized Social Statuses: How Being a Sexual Minority, a Woman, or Living with Low Income Relates to Workers' Well‐being

AbstractLimited research explores the well‐being of multiply marginalized workers. Aiming to illustrate the application of intersectionality‐inspired analysis to the fields of management and occupational health, we examined how being a sexual minority (non‐heterosexual), having low income, and identifying as a woman are associated with well‐being outcomes (e.g., impaired performance, troublesome symptoms, positive mental health). A survey was completed by 331 Québec workers. We used regression analysis to examine individual, additive, and interactive relationships between marginalized statuses and outcomes. Having multiple marginalized statuses was associated with impaired performance, troublesome symptoms and less positive mental health. The most negative outcomes were reported by low‐income gay or bisexual workers. Organizational policies and managers should consider intersecting identities to better support marginalized workers' well‐being.

Association between school bullying experience and work-related subjective well-being: A systematic review

Objectives: Work-related subjective well-being (SWB) may be negatively affected by early-life adverse experiences, such as school bullying experience. This study aimed to identify the association between work-related SWB and school bullying experiences. Methods: A systematic review was conducted using five electronic databases to search for published observational studies from inception to May 5th, 2022. Eligibility criteria included the original papers in English, which measured school bullying experiences and work-related SWB (eg, satisfaction, engagement). Eight researchers independently conducted screening and a full-text review. We used the Risk of Bias Assessment tool for Non-randomized Studies to assess the certainty of the evidence. Narrative data were summarized. The study has been registered at UMIN-CTR (UMIN000040513). Results: A total of 6,842 studies were initially searched. We included two cross-sectional studies. Both studies were rated as high risk for bias in exposure measurements and incomplete outcome data. These studies showed conflicting results. One study reported that school bullying was negatively associated with job satisfaction among British lesbian, gay, or bisexual workers; on the other hand, another study reported that school bullying was positively associated with work engagement among Japanese workers. Conclusions: We found limited inconsistent evidence for the association between work-related SWB and school bullying experiences.

Rainbow-Collar Jobs? Occupational Segregation by Sexual Orientation in the United States

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.

Career anchors and paths: The case of Gay, Lesbian, & Bisexual workers

This paper develops a framework for understanding the career experiences and decisions of Gay, Lesbian, and Bisexual (GLB) workers. An important conceptual contribution of this paper is the focus on the self-disclosure of someone's GLB identity as an antecedent rather than an outcome in regard to that person's career. Specifically, the decision of a GLB worker to be visible/out of the closet or invisible/closeted promotes the development of need-based career anchors (security and stability, lifestyle, and autonomy and independence) and these direct their subsequent career paths. Understanding the role of stigma in the lives of GLB workers help to explains how an individual may be boundaryless but not protean and vice versa. In addition to developing propositions for understanding the careers of GLB workers, the paper also discusses implications for organizations and individuals with other diversity characteristics.

Repeal of Don't Ask Don't Tell as a “Policy Window”

This paper argues that the repeal of Don't Ask Don't Tell (DADT) in the United States represents a policy window that would lend itself to the passage of a federal Employment Non-Discrimination Act (ENDA). Although attitudes towards lesbian, gay, and bisexual workers are changing, no comprehensive federal legislation to protect these workers currently exists. Using John Kingdon's policy analysis model, our paper considers the history and evolution of public attitude that led to the repeal of DADT. Further, how this evolution has opened a window of opportunity for the passage of a federal ENDA is also considered. Implications for workplace advocates, including considerations for policy, practice, and research, are explored.

Workplace Stigma-Related Experiences Among Lesbian, Gay, and Bisexual Workers: Implications for Social Policy and Practice

Employment discrimination against lesbian, gay, and bisexual (LGB) people is a significant social welfare problem. This quantitative study examines the extent of discrimination among a sample of LGB workers in Chicago. Using a convenience sample (N = 215) of LGB workers, ages 18 to 64, experiences of LGB workers were examined with several existing measures. Findings of the study were that stigma experiences differ by certain demographic characteristics. Work is an important part of our lives, yet many LGB workers are prevented from full participation in the workplace due to stigma-related experiences.

Sexual orientation and labour relations: new evidence from Athens, Greece

We use data from the 2008–2009 Athens Area Study (AAS) to provide the first evidence on the relationship between men's sexual orientation and wages in the Greek capital, Athens. Gay and bisexual men are found to receive significantly lower monthly wages than heterosexual male workers after accounting for demographic and occupational characteristics. The estimations reveal that educated gay and bisexual workers face lower wage differentials than less-educated gay and bisexual workers, which is consistent with the statistical theory of discrimination. However, wage gaps are significant at all educational attainment levels, suggesting that these workers face strong prejudices in the Athenian labour market. The same pattern holds also across all occupations and sectors. Furthermore, to better understand the determinants of the wage gaps, we compare gay/bisexual men with both married and unmarried heterosexual men. By making these comparisons, we are able to disentangle the penalty associated with being unmarried from other human-capital explanations for the wage gap.

Improving Measurement of Workplace Sexual Identity Management

The purpose of this study was to advance measurement of sexual identity management for lesbian, gay, and bisexual workers. Psychometric properties of a revised version of the Workplace Sexual Identity Management Measure (WSIMM; Anderson, Croteau, Chung, & DiStefano, 2001) were examined on a sample of 64 predominantly White K‐12 teachers. Reliability and validity data support the usefulness of the revised WSIMM for measuring sexual identity management. Additional research is needed to improve measurement of passing strategies and to further examine dimensionality of sexual identity management.

Bellwether Citizens: The Regulation of Male Clients of Sex Workers

Dangerous and discriminatory new provisions against sex workers' clients have repeatedly been put before parliament in England and Wales. Female ministers keen to punish clients of sex workers eagerly supported the Bill. However, while sex work has become a rights issue it is no longer just about women's rights. Diverse and multiple sexualities and working practices see gay, trans or bisexual workers selling sex to a diverse range of lesbian, gay, trans, and straight clients who may be able‐bodied or disabled. This article critically examines the regulation of clients of sex workers, explores the current legislation against them, and reviews recent research evidence. The ideas that inform policy will be discussed along with the various policy approaches. The latest move to criminalize clients in the Policing and Crime Bill 2009 will be discussed along with the spectre of trafficking, used to scapegoat clients by a government which has undermined civil liberties and the fundamental concepts of a free society. [A]nyone indulging in sexual activity is entitled to a degree of privacy especially if it is on private property and between consenting adults (paid or unpaid) Mr Justice Eady1

Equality and diversity policies and practices at work: lesbian, gay and bisexual workers

PurposeThe purpose of this paper is to identify organisational good practice concerning equality, diversity and sexual orientation and consider the impact of the Employment Equality (Sexual Orientation) Regulations 2003.Design/methodology/approachThe paper employs in‐depth interviews and a short survey with 154 lesbian, gay and bisexual people (LGB) and 60 interviews with management, trade union and LGB group representatives within 16 “good practice” case study organisations.FindingsBefore the introduction of the (SO) Regulations (2003), progress concerning equality, diversity and sexual orientation was made based on social justice and/or business case arguments. The research shows that an inclusive organisational response can benefit both LGB employees and their employers. However, an “implementation gap” between equality/diversity policy and practice on sexual orientation was identified. The introduction of the law as a further driver to equality action in the sexual orientation area has been positive. However, LGB employees voiced concerns about the way in which organisations rely on LGB people to come forward with complaints before tackling problems. Thus, the protection provided by the (SO) Regulations 2003, although welcomed, was not seen as a panacea to tackling discrimination and harassment on grounds of sexual orientation in the workplace. LGB respondents looked to their organisation management to provide proactive leadership on equality/diversity issues and stop treating the sexual orientation strand as the “poor relation” within the organisational drive for equality and diversity.Originality/valueThe paper addresses the gap in knowledge regarding LGB people's perceptions of equality/diversity policy and practice within UK workplaces, providing information on good practice for employers, trade unions, government and LGB campaigning organisations.

Lesbian, gay and bisexual workers: equality, diversity and inclusion in the workplace

PurposeAims to present a report of a conference held at London Metropolitan University in June 2006 that presented and discussed the findings of a two‐year research project, funded by the Higher Education European Social Fund. The project investigated the experiences of LGB workers following the introduction of the Employment Equality (Sexual Orientation) Regulation 2003 in the United Kingdom.Design/methodology/approachThe research was a qualitative study carried out in 16 case study organisations, seen as representing “good practice” in the area of employment of LGB workers. The case studies involved: the analysis of company documentation and reports; interviews with 60 management, trade union and LGBT network group representatives, a short survey and in‐depth interviews with 154 LGB employees. The case studies were supplemented by a series of 25 national key informant interviews with individuals in UK organisations representing government, employers, employees, and LGB people charged with disseminating advice and promoting good practice.FindingsJust over half (57.8 per cent) of the LGB respondents were out to everyone at work. A third (33.8 per cent) were out to some people, while 8.4 per cent said that they were out to very few people or nobody at work. The research indicated that equal opportunities and diversity policies which include sexual orientation; the establishment and promotion of same sex benefits; positive employer and trade union signals; the existence of LGBT groups, the presence of LGB colleagues and LGB senior managers can help LGB people come out. However, LGB people may be prevented from coming out by fears about career progression; lack of visible senior LGB staff; temporary employment status; previous negative experiences of discrimination and harassment; desiring privacy; “macho” or religious attitudes/behaviours of co‐workers.Originality/valueLittle research exists in the UK on the experiences of LGB workers, and this is one of the first studies to focus on the experiences of LGB workers following the introduction of legislation to protect workers against discrimination on grounds of sexual orientation in 2003.

Integrating Barriers to Caucasian Lesbians' Career Development and Super's Life‐Span, Life‐Space Approach

Researchers and practitioners do not fully understand the nature and extent of actual and perceived barriers in lesbians' career development (S. L. Morrow, P. A. Gore, & B. W. Campbell, 1996). In this study, 10 lesbian women, ages 42 to 64 years, were interviewed and asked to identify barriers to career development due to sexual identity. Integration of sexual orientation in D. E. Super's (1990) Life‐Span, Life‐Space approach is proposed.

"Either/Or" and "Both/Neither": Discursive Tensions in Transgender Politics -- TEST

"Either/Or" and "Both/Neither": Discursive Tensions in Transgender Politics -- TEST

Work Discrimination and Coping Strategies: Conceptual Frameworks for Counseling Lesbian, Gay, and Bisexual Clients

Two conceptual models are proposed in this article—one for work discrimination and the other for discrimination coping strategies pertaining to lesbian, gay, and bisexual workers. The work discrimination model includes 3 dimensions (formal vs. informal, potential vs. encountered, and perceived vs. real). The coping strategies model outlines methods that deal with potential and encountered discriminations. It includes vocational choice and work adjustment strategies; the latter are further categorized under identity management or discrimination management strategies.

Effects of Sexual Preferences on Earnings in the Netherlands

A small literature suggests that bisexual and homosexual workers earn less than their heterosexual fellow workers and that a discriminating labor market is partly to blame. In this paper we examine whether sexual preferences affect earnings in the beginning of working careers in the Netherlands. We find (i) that young and highly educated gay male workers earn about 3 percent less than heterosexual men; (ii) that similarly qualified lesbian workers earn about 4 percent more than their heterosexual female coworkers; (iii) that in terms of earnings, bisexual workers are more comparable to heterosexual workers; and (iv) that among homosexual workers the gender gap is not observed. From this we conclude that the Dutch labor market does not discriminate on the basis of both sexual orientation and gender in entry level jobs.

Employment and Sexual Orientation:

Economist, sociologists, and other social scientists have begun to study the influence of sexual orientation on individuals in the labor market, particularly with respect to employment discrimination. The conceptual framework developed in this paper connects lesbian, gay, and bixexual workers' disclosure of their sexual orientation to the economic and social characteristics of the workplace. Disclosure creates the potential for discrimination by employers and coworkers. The framework shows how sexual orientation operates independently and in interaction with other important characteristics such as race and gender. A review of existing research supports the hypothesis that discrimination against gay workers exists. Both workplace groups for gays and lesbians and those who work gay and lesbian workers (such as supervisors, personnel managers, and counselors) need to understand the relationship between disclosure and discrimination in order to make workplaces supportive of lesbian, gay, and bisexual workers.