Does Gender Minority Professional Experience Impact Employment Discrimination? Two Résumé Experiments
| Autor: | Joseph G. L. Lee, Beth H. Chaney, Paige Averett, Ashley N. Cabacungan |
|---|---|
| Rok vydání: | 2019 |
| Předmět: |
Pride
media_common.quotation_subject Odds ratio lcsh:LB5-3640 Confidence interval Work experience Odds job application lcsh:Theory and practice of education social discrimination employment Transgender Developmental and Educational Psychology personnel selection Employment discrimination Salary gender identity Life-span and Life-course Studies Psychology Demography media_common |
| Zdroj: | Journal of Youth Development, Vol 14, Iss 4, Pp 267-284 (2019) |
| ISSN: | 2325-4017 |
| DOI: | 10.5195/jyd.2019.829 |
| Popis: | We sought to examine perceived gender identity, perceived co-worker discomfort, and salary recommendations for youth counselors with transgender-related work experience. In two experiments conducted in 2016 and 2017, we randomized participants to view 1 of 2 résumés with varying work experience at a camp for transgender youth or a generic youth camp. Study 1 participants were 274 adult festivalgoers at a lesbian, gay, bisexual, and transgender pride festival. Study 2 participants were 296 employed, heterosexual adults aged 35-60 from an online survey panel. In Study 1, viewing the résumé with transgender experience resulted in a statistically significantly higher likelihood of reporting the applicant was gender minority than cisgender (adjusted odds ratio = 3.76, 95% confidence interval [1.32, 10.72], p = .01), higher but not a statistically significant level of co-worker discomfort (aOR = 1.39, 95% CI [0.83, 2.32], p = .22), and, although not statistically significant, a $2,605 higher salary (95% CI [-$604, - $5,814], p = .11). In Study 2, we found a statistically significantly greater likelihood of reporting the applicant was gender minority than cisgender (OR = 2.56, 95% CI [1.36, 4.82], p < .01), statistically significantly higher odds of reported co-worker discomfort (OR = 3.57, 95% CI [2.15, 5.92], p < .01), and, although not statistically significant, a $1,374 higher salary (95% CI [-$1,931, $4,679], p = .41). Our results indicate the potential for stigma by association for professionals working with marginalized groups and suggest potential pathways through which employment discrimination may exacerbate existing inequities for gender minority people. |
| Databáze: | OpenAIRE |
| Externí odkaz: |
|