Employment discrimination against transgender women in England

IF 4.6 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR
Nick Drydakis
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引用次数: 0

Abstract

Purpose

The study aimed to assess whether transgender women, who were students at a university in London, England, faced hiring discrimination when seeking employment.

Design/methodology/approach

Three comparable university classmates—a cisgender woman, a cisgender man and a transgender woman—studying Engineering applied to the same job openings. Similarly, another set of three university classmates—a cisgender woman, a cisgender man and a transgender woman—studying Social Work applied to the same job openings. The degree of discrimination was quantified by calculating the difference in the number of interview invitations received by each group.

Findings

When three comparable university classmates apply for the same job openings, the rate of interview invitations differs based on gender identity. For cisgender women, the invitation rate is 31.3%, while for cisgender men, it stands at 35.1%. However, for transgender women, the rate drops significantly to 10.4%. Additionally, transgender women face further challenges in male-dominated sectors (STEM), where their chance of being invited for a job interview is even lower compared to those in female-dominated sectors, with a reduction of 8.7 percentage points. The study also reveals that firms with written equality policies on gender identity diversity show a 25.7 percentage point increase in invitation rates for transgender women compared to firms without such policies. Furthermore, the research highlights that negative beliefs among job recruiters regarding various aspects of transgender women, including their gender identity status, disclosure, job performance, vocational relationships and turnover, contribute to their exclusion from job interviews. Moreover, for transgender women who do receive interview invitations, these tend to be for lower-paid jobs compared to those received by cisgender women (by 20%) and cisgender men (by 21.3%). This wage sorting into lower-paid vacancies suggests a penalty in terms of lower returns on education, which could drive wage and income differences.

Practical implications

Transgender women received a higher number of job interview invitations when firms had written equality policies on gender identity diversity. This outcome can help policymakers identify actions to reduce the exclusion of transgender people from the labour market.

Originality/value

The study gathers information from job recruiters to quantify the roots of hiring discrimination against transgender women. It also enables an examination of whether workplaces' written equality policies on gender identity diversity are related to transgender women’s invitations to job interviews.

英格兰变性妇女遭受的就业歧视
目的本研究旨在评估英国伦敦一所大学的变性女性在求职时是否面临招聘歧视。同样,另一组三位大学同学--学习社会工作的顺性别女性、顺性别男性和变性女性--也申请了相同的职位空缺。通过计算每组收到的面试邀请数量的差异,对歧视程度进行了量化。变性女性的面试邀请率为 31.3%,变性男性为 35.1%。然而,变性女性的邀请率则大幅下降至 10.4%。此外,变性女性在男性主导的行业(STEM)面临更多挑战,与女性主导的行业相比,她们受邀参加工作面试的机会更低,减少了 8.7 个百分点。研究还显示,与没有制定性别身份多样性平等政策的公司相比,制定了书面平等政策的公司对变性女性的邀请率提高了 25.7 个百分点。此外,研究还强调,招聘人员对变性女性各方面的负面看法,包括她们的性别认同状况、信息披露、工作表现、职业关系和离职率,导致她们被排除在求职面试之外。此外,对于收到面试邀请的变性女性来说,她们往往会选择薪酬较低的工作,相比之下,顺性别女性(20%)和顺性别男性(21.3%)收到的面试邀请较少。这种向低薪空缺职位的工资排序表明,教育回报较低会带来惩罚,这可能会导致工资和收入差异。这一结果可以帮助政策制定者确定行动,以减少劳动力市场对变性人的排斥。原创性/价值这项研究从工作招聘者那里收集信息,以量化对变性女性的招聘歧视的根源。它还有助于研究工作场所关于性别认同多样性的书面平等政策是否与变性女性的求职面试邀请有关。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
8.40
自引率
11.40%
发文量
80
期刊介绍: ■Employee welfare ■Human aspects during the introduction of technology ■Human resource recruitment, retention and development ■National and international aspects of HR planning ■Objectives of human resource planning and forecasting requirements ■The working environment
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