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How does being out at work relate to discrimination and unemployment of gays and lesbians?

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  • Karel Fric

    (Erasmus University Rotterdam)

Abstract

This article empirically investigates the relationships in the workplace between homonegativity, the disclosure of sexual orientation, perceived discrimination, the reporting of discriminatory incidents and an individual’s employment status. I utilize information reported by gays and lesbians in the EU lesbian, gay, bisexual and transgender (LGBT) survey. The data was analysed using generalised structural equation modelling and the logistic regression model. The results indicate that gays and lesbians conceal their sexual orientation more in hostile workplaces. A higher level of concealment is linked with an increased perception of discrimination and with a lower likelihood of reporting discriminatory incidents. Perceived discrimination and (unlike hypothesised) also concealment of sexual orientation positively relate to the probability of being unemployed. This implies a vicious circle in which hostile attitudes force gay employees to conceal their sexuality which in turn limits their ability to confront discriminatory behaviour.

Suggested Citation

  • Karel Fric, 2019. "How does being out at work relate to discrimination and unemployment of gays and lesbians?," Journal for Labour Market Research, Springer;Institute for Employment Research/ Institut für Arbeitsmarkt- und Berufsforschung (IAB), vol. 53(1), pages 1-19, December.
    • Handle: RePEc:spr:jlabrs:v:53:y:2019:i:1:d:10.1186_s12651-019-0264-1
    DOI: 10.1186/s12651-019-0264-1
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    References listed on IDEAS

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    1. Nick Drydakis, 2019. "Sexual orientation and labor market outcomes," IZA World of Labor, Institute of Labor Economics (IZA), pages 111-111, July.
    2. Amanuel E. Habtegiorgis & Yin Paradies, 2013. "Utilising self-report data to measure racial discrimination in the labour market," Australian Journal of Labour Economics (AJLE), Bankwest Curtin Economics Centre (BCEC), Curtin Business School, vol. 16(1), pages 5-41.
    3. Marie-Anne Valfort, 2017. "LGBTI in OECD Countries: A Review," OECD Social, Employment and Migration Working Papers 198, OECD Publishing.
    4. Karen Leppel, 2009. "Labour Force Status and Sexual Orientation," Economica, London School of Economics and Political Science, vol. 76(301), pages 197-207, February.
    5. Goldsmith, Arthur H. & Sedo, Stanley & Darity, William Jr. & Hamilton, Darrick, 2004. "The labor supply consequences of perceptions of employer discrimination during search and on-the-job: Integrating neoclassical theory and cognitive dissonance," Journal of Economic Psychology, Elsevier, vol. 25(1), pages 15-39, February.
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    Cited by:

    1. Angelo Moretti, 2023. "Regional Public Opinions on LGBTI People Equal Opportunities in Employment: Evidence from the Eurobarometer Programme using Small Area Estimation," Social Indicators Research: An International and Interdisciplinary Journal for Quality-of-Life Measurement, Springer, vol. 166(2), pages 413-438, April.
    2. Marina Lacatena & Ferdinando Ramaglia & Federica Vallone & Maria Clelia Zurlo & Massimiliano Sommantico, 2024. "Lesbian and Gay Population, Work Experience, and Well-Being: A Ten-Year Systematic Review," IJERPH, MDPI, vol. 21(10), pages 1-16, October.

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