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What does someone's gender identity signal to employers?

Hannah Van Borm (UGent) , Marlot Dhoop, Allien Van Acker and Stijn Baert (UGent)
(2020) INTERNATIONAL JOURNAL OF MANPOWER. 41(6). p.753-777
Author
Organization
Abstract
Purpose The purpose of this paper is to explore the mechanisms underlying hiring discrimination against transgender men. Design/methodology/approach The authors conduct a scenario experiment with final-year business students in which fictitious hiring decisions are made about transgender or cisgender male job candidates. More importantly, these candidates are scored on statements related to theoretical reasons for hiring discrimination given in the literature. The resulting data are analysed using a bivariate analysis. Additionally, a multiple mediation model is run. Findings Suggestive evidence is found for co-worker and customer taste-based discrimination, but not for employer taste-based discrimination. In addition, results show that transgender men are perceived as being in worse health, being more autonomous and assertive, and have a lower probability to go on parental leave, compared with cisgender men, revealing evidence for (positive and negative) statistical discrimination. Originality/value This study innovates in being one of the first to explore the relative empirical importance of dominant (theoretical) explanations for hiring discrimination against transgender men. Thereby, the authors take the logical next step in the literature on labour market discrimination against transgender individuals.
Keywords
SEXUAL ORIENTATION DISCRIMINATION, ATTITUDES, STIGMA, SAMPLE, SCALE, LESBIANS, CONTACT, HEALTH, NORMS, WOMEN, Transgender men, Fictitious hiring decisions, Theories of, discrimination, Signalling, Scenario experiment, Risk aversion, J15, J71, J16, J24, J23

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MLA
Van Borm, Hannah, et al. “What Does Someone’s Gender Identity Signal to Employers?” INTERNATIONAL JOURNAL OF MANPOWER, vol. 41, no. 6, 2020, pp. 753–77, doi:10.1108/IJM-03-2019-0164.
APA
Van Borm, H., Dhoop, M., Van Acker, A., & Baert, S. (2020). What does someone’s gender identity signal to employers? INTERNATIONAL JOURNAL OF MANPOWER, 41(6), 753–777. https://doi.org/10.1108/IJM-03-2019-0164
Chicago author-date
Van Borm, Hannah, Marlot Dhoop, Allien Van Acker, and Stijn Baert. 2020. “What Does Someone’s Gender Identity Signal to Employers?” INTERNATIONAL JOURNAL OF MANPOWER 41 (6): 753–77. https://doi.org/10.1108/IJM-03-2019-0164.
Chicago author-date (all authors)
Van Borm, Hannah, Marlot Dhoop, Allien Van Acker, and Stijn Baert. 2020. “What Does Someone’s Gender Identity Signal to Employers?” INTERNATIONAL JOURNAL OF MANPOWER 41 (6): 753–777. doi:10.1108/IJM-03-2019-0164.
Vancouver
1.
Van Borm H, Dhoop M, Van Acker A, Baert S. What does someone’s gender identity signal to employers? INTERNATIONAL JOURNAL OF MANPOWER. 2020;41(6):753–77.
IEEE
[1]
H. Van Borm, M. Dhoop, A. Van Acker, and S. Baert, “What does someone’s gender identity signal to employers?,” INTERNATIONAL JOURNAL OF MANPOWER, vol. 41, no. 6, pp. 753–777, 2020.
@article{8663382,
  abstract     = {{Purpose The purpose of this paper is to explore the mechanisms underlying hiring discrimination against transgender men. Design/methodology/approach The authors conduct a scenario experiment with final-year business students in which fictitious hiring decisions are made about transgender or cisgender male job candidates. More importantly, these candidates are scored on statements related to theoretical reasons for hiring discrimination given in the literature. The resulting data are analysed using a bivariate analysis. Additionally, a multiple mediation model is run. Findings Suggestive evidence is found for co-worker and customer taste-based discrimination, but not for employer taste-based discrimination. In addition, results show that transgender men are perceived as being in worse health, being more autonomous and assertive, and have a lower probability to go on parental leave, compared with cisgender men, revealing evidence for (positive and negative) statistical discrimination. Originality/value This study innovates in being one of the first to explore the relative empirical importance of dominant (theoretical) explanations for hiring discrimination against transgender men. Thereby, the authors take the logical next step in the literature on labour market discrimination against transgender individuals.}},
  author       = {{Van Borm, Hannah and Dhoop, Marlot and Van Acker, Allien and Baert, Stijn}},
  issn         = {{0143-7720}},
  journal      = {{INTERNATIONAL JOURNAL OF MANPOWER}},
  keywords     = {{SEXUAL ORIENTATION DISCRIMINATION,ATTITUDES,STIGMA,SAMPLE,SCALE,LESBIANS,CONTACT,HEALTH,NORMS,WOMEN,Transgender men,Fictitious hiring decisions,Theories of,discrimination,Signalling,Scenario experiment,Risk aversion,J15,J71,J16,J24,J23}},
  language     = {{eng}},
  number       = {{6}},
  pages        = {{753--777}},
  title        = {{What does someone's gender identity signal to employers?}},
  url          = {{http://dx.doi.org/10.1108/IJM-03-2019-0164}},
  volume       = {{41}},
  year         = {{2020}},
}
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