Workplace
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The Relationship between the EEOC’s Decision that Title VII Prohibits Discrimination Based on Gender Identity and the Enforcement of Executive Order 11246
By Nan D. Hunter, Christy Mallory, and Brad Sears
May 2012
New analysis finds that a recent ruling from the U.S. Equal Employment Opportunity Commission (EEOC) that gender identity discrimination is unlawful will likely be extended to federal contractors.
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Economic Motives for Adopting LGBT-Related Workplace Policies (Updated)
By Brad Sears, Christy Mallory
October 2011
This study evaluates the economic impact of non-discrimination and benefits policies by analyzing the extent to which economic reasons motivate corporations to adopt such policies. Report update finds that over 50% of top 50 federal contractors include gender identity in their anti- discrimination policies; 86% include sexual orientation.
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Impact of Extending Sexual Orientation and Gender Identity Nondiscrimination Requirements to Federal Contractors
By M.V. Lee Badgett
February 2012
A federal executive order that would require contractors to prohibit discrimination based on sexual orientation and gender identity would protect up to 16.5 million more workers than are already protected by state or private anti-discrimination policies.
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Evidence of Employment Discrimination on the Basis of Sexual Orientation in State and Local Government
By Brad Sears, Christy Mallory
July 2011
This study analyzes discrimination complaints filed with administrative agencies in those states that prohibit sexual orientation discrimination. Using population adjusted rates, it finds similar rates of discrimination in the public and private sector; and based on sexual orientation, race, and gender.
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Documented Evidence of Employment Discrimination & Its Effects on LGBT People
By Brad Sears, Christy Mallory
July 2011
Although sexual orientation and gender identity have no relationship to workplace performance, during the past four decades a large body of research using a variety of methodologies has consistently documented high levels of discrimination against lesbians, gay men, bisexuals and transgendered (LGBT) people at work.
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The Cost of Employment Discrimination against Transgender Residents of Massachusetts
By Jody L. Herman
April 2011
Transgender residents of Massachusetts have reported experiencing discrimination in employment. Loss of employment due to anti-transgender bias often means lost wages, lost health insurance coverage, and housing instability. This study estimates that the impact of discrimination is likely to cost the Commonwealth millions of dollars each year.
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Employment Discrimination against Lesbian, Gay, Bisexual, and Transgender People in Oklahoma
By Christy Mallory, Jody L. Herman, M.V. Lee Badgett
January 2011
This report analyzes evidence of employment discrimination against LGBT people in Oklahoma. We find that LGBT people in Oklahoma face discrimination in the workplace, including lower wages. Evidence also shows that a sexual orientation and gender identity non-discrimination law may have a positive impact on businesses in the state, and will not overwhelm state enforcement agencies or courts.
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Employment Discrimination against LGBT Utahns
By Clifford Rosky, Christy Mallory, Jenni Smith, M.V. Lee Badgett
January 2011
This study analyzes data from a 2010 survey on the employment experiences of 939 LGBT people living in Utah. The study found that 44% of LGB people and 66% of transgender people in Utah have experienced employment discrimination. Respondents’ qualitative responses indicated that LGBT Utahns have faced several forms of disparate treatment in the workplace because of their sexual orientation or gender identity, including being paid less for the same work, being asked to work longer hours, and being assigned less desirable shifts.
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Modeling Nonprofit Employment: Why Do So Many Lesbians and Gay Men Work for Nonprofit Organizations?
By Gregory B. Lewis
August 2010
Why are people with same-sex partners more likely than married people to work for nonprofit organizations (NPOs)? Analysis of 2000 Census data suggests that smaller gay–straight pay disparities for men in the nonprofit sector, occupational choices, and ability to afford nonprofit employment explain some overrepresentation of partnered gay men but not of partnered lesbians. Even after controlling for all these factors, people with same-sex partners remain more likely than married people to work for NPOs, suggesting that a strong desire to serve others is an important factor.
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Employment Discrimination Based on Sexual Orientation: A Hong Kong Study
By Holning Lau, Rebecca L. Stotzer
June 2010
This survey of 792 self-identified sexual orientation minorities in Hong Kong examined (1) the prevalence of sexual orientation-based discrimination, (2) risk factors associated with experiencing discrimination, and (3) the relationship between experiencing employment discrimination and psychological outcomes. Nearly one-third of respondents reported discrimination. Reports of discrimination were associated with negative psychological outcomes. This paper discusses how these results reinforce calls for legislative action.
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The Impact of Employment Nondiscrimination Legislation in South Dakota
By Naomi G. Goldberg, M.V. Lee Badgett, Christopher Ramos
January 2010
This report explores the issue of employment discrimination against lesbian, gay, bisexual, and transgender (LGBT) citizens of South Dakota. We used the best available data from government sources and from recent research to examine the impact of employment discrimination on LGBT people and on South Dakota businesses.
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The Impact of Inequalities for Same-Sex Partners in Employer-Sponsored Retirement Plans
By Naomi G. Goldberg
October 2009
This report analyzes the impact of unequal treatment of same-sex partners in the context of retirement plans and estimates the cost for employers of adopting a policy of equal treatment. We find that same-sex couples face inequalities when it comes to their ability to accumulate wealth, plan for their futures, and pass on wealth.
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Documenting Discrimination on the Basis of Sexual Orientation and Gender Identity in State Employment
By Brad Sears, Nan D. Hunter, Christy Mallory
September 2009
This report finds that there is a widespread and persistent pattern of unconstitutional discrimination by state governments on the basis of sexual orientation and gender identity, and there is no meaningful difference in the pattern and scope of employment discrimination against LGBT people by state governments compared to the private sector and other public sector employers.
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Poverty in the Lesbian, Gay, and Bisexual Community
By Randy Albelda, M.V. Lee Badgett, Gary J. Gates, Alyssa Schneebaum
March 2009
This report undertakes the first analysis of the poor and low-income lesbian, gay, and bisexual population. We find clear evidence that poverty is at least as common in the LGB population as among heterosexual people and their families.
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Evidence of Employment Discrimination on the Basis of Sexual Orientation and Gender Identity: Complaints Filed with State Enforcement Agencies 1999-2007
By M.V. Lee Badgett, Christopher Ramos, Brad Sears
November 2008
To more accurately measure the effect of anti-discrimination laws, this report compares sex, race, and sexual orientation complaint rates through a population-adjusted model. An aggregation of all available state level data reveals that sexual orientation discrimination laws are used at similar frequencies by Lesbian, Gay, and Bisexual (LGB) workers as sex discrimination laws by female workers, both at 5 complaints per every 10,000 workers. Race complaints are filed at the higher rate of 7 per 10,000 workers.
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The Sexual Orientation Wage Gap: The Role of Occupational Sorting and Human Capital
By Heather Antecol, Anneke Jong, Michael Steinberger
July 2008
Using data from the 2000 U.S. Census, the authors find that lesbian women earned more than heterosexual women irrespective of marital status, while gay men earned less than their married heterosexual counterparts but more than their cohabitating heterosexual counterparts.
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The Fiscal Impact of Extending Federal Benefits to Same-Sex Domestic Partners
By Naomi G. Goldberg, Christopher Ramos, M.V. Lee Badgett
September 2008
This report finds that offering health and other benefits to the same-sex partners of federal employees would add $41 million to the federal budget in the first year of coverage. Over ten years the report predicts the budgetary cost will be $675 million, a small percentage of the federal budget.
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Implications of HB 9 for Businesses in New Mexico
By M.V. Lee Badgett
January 2008
In this memo, Williams Institute Research Director Lee Badgett explores the economic implications of New Mexico’s HB9 for businesses. Her findings suggest that businesses reap some financial benefits of treating employees with domestic partners equally and that the costs incurred by businesses are quite small.
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Unequal Taxes on Equal Benefits: The Taxation of Domestic Partner Benefits
By M.V. Lee Badgett
December 2007
Public policy encourages employers to provide health insurance by exempting that form of compensation from taxation. As a result, married workers who get family health insurance benefits get a double benefit—they get health insurance coverage for their spouses and children and are not taxed on the value of that coverage. Employers typically do not provide health insurance coverage for domestic partners of their workers; and even when partners are covered, the partner’s coverage is taxed as income to the employee. This report estimates the financial impact of this extra tax on employees and employers.
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Testimony on HR 2015, the Employment Non-Discrimination Act (ENDA)
By M.V. Lee Badgett
September 2007
This testimony presented by M.V. Lee Badgett on ENDA, a federal bill that would outlaw employment discrimination based on sexual orientation and gender identity, summarizes decades of social science research demonstrating that employment discrimination against LGBT people occurs in workplaces across the country. Other research presented shows that non-discrimination laws appear to help end discrimination, and that discrimination can hurt businesses.
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