Measuring Workplace Discrimination among Sexual and Gender Minority Workers

As inequities in health for sexual and gender minority (SGM; eg, lesbian, gay, bisexual, and transgender [LGBT]) populations become increasingly well documented, it is important to investigate causes of inequities to inform intervention work. One area of importance is in employment discrimination, as there are limited or no protections against sexual orientation and gender identity discrimination in approximately half of US states. We sought to assess the internal consistency and validity of a brief, adapted scale to measure SGM workplace discrimination. Methods: We modified an existing workplace age discrimination scale to assess SGM workplace discrimination. We assessed internal consistency, criterion validity, construct validity, and conducted a confirmatory factor analysis. Data came from a convenience sample of employed, SGM-identified adults (N = 124) attending a pride festival in Durham, NC, in September 2016. Results: The 5-item scale was significantly associated with poorer health, greater internalized homonegativity, reporting workplace bullying, SGM isolation, gender expression discrimination, and having filed a formal complaint of workplace discrimination. The scale had a single factor solution. Conclusions: This 5-item scale may be useful in efficiently documenting and addressing SGM workplace discrimination; it assesses material forms of discrimination (eg, pay and job tasks assigned) against SGM employees.ECU Open Access Publishing Support Fun

Does Gender Minority Professional Experience Impact Employment Discrimination? Two Résumé Experiments

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$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$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

Measuring Workplace Discrimination among Sexual and Gender Minority Workers

As inequities in health for sexual and gender minority (SGM; eg , lesbian , gay , bisexual , and transgender [LGBT]) populations become increasingly well documented , it is important to investigate causes of inequities to inform intervention work. One area of importance is in employment discrimination , as there are limited or no protections against sexual orientation and gender identity discrimination in approximately half of US states. We sought to assess the internal consistency and validity of a brief , adapted scale to measure SGM workplace discrimination. Methods: We modified an existing workplace age discrimination scale to assess SGM workplace discrimination. We assessed internal consistency , criterion validity , construct validity , and conducted a confirmatory factor analysis. Data came from a convenience sample of employed , SGM-identified adults (N = 124) attending a pride festival in Durham , NC , in September 2016. Results: The 5-item scale was significantly associated with poorer health , greater internalized homonegativity , reporting workplace bullying , SGM isolation , gender expression discrimination , and having filed a formal complaint of workplace discrimination. The scale had a single factor solution. Conclusions: This 5-item scale may be useful in efficiently documenting and addressing SGM workplace discrimination; it assesses material forms of discrimination (eg , pay and job tasks assigned) against SGM employees