{"id":358680,"date":"2024-05-01T08:02:12","date_gmt":"2024-05-01T07:02:12","guid":{"rendered":"https:\/\/www.gaytimes.co.uk\/?p=358680"},"modified":"2025-01-29T13:57:14","modified_gmt":"2025-01-29T13:57:14","slug":"what-is-the-lgbtq-wage-gap-and-how-can-we-fight-it","status":"publish","type":"post","link":"https:\/\/www.gaytimes.com\/community\/what-is-the-lgbtq-wage-gap-and-how-can-we-fight-it\/","title":{"rendered":"What is the LGBTQ+ wage gap, and how can we fight it?"},"content":{"rendered":"

LGBTQIA+ employees are often paid less than their straight counterparts, data shows. What can we do to close the gap?<\/span><\/p>\n

WORDS BY NICOLE GARC\u00cdA M\u00c9RIDA<\/strong>
\nHEADER BY YOSEF PHELAN<\/strong><\/p>\n

<\/p>

Minorities never really need to look at data to confirm they\u2019re being discriminated against. We see it, we feel it, we experience it in the flesh \u2014 yet several studies have demonstrated the existence of an LGBTQIA+ wage gap.\u00a0<\/span><\/p>\n

A <\/span>survey<\/span><\/a> carried out by YouGov in 2019, commissioned by LinkedIn and UK Black Pride<\/a>, found that LGBTQIA<\/a>+ people in the UK earn around \u00a37,000 less than their straight counterparts. In his 2022 <\/span>paper<\/span><\/a>, Professor Nick Drydakis from Anglia Ruskin University found that gay<\/a> men\u2019s earnings were 6.8% lower than those of comparable straight men, while bisexual<\/a> men\u2019s earnings were 10.3% lower than those of heterosexual men.\u00a0<\/span><\/p>\n

Separately in the US, an HRC Foundation <\/span>analysis<\/span><\/a> conducted in 2022 of nearly 7,000 full-time LGBTQ+ found LGBTQIA+ workers earn around 90 cents to the dollar that every straight person earns. The gap widens for LGBTQIA+ people of colour, trans<\/a> people and non-binary<\/a> people.\u00a0<\/span><\/p>\n

Data also shows that workplaces are not well equipped to close the gap. A <\/span>poll<\/span><\/a> of around 1,000 HR managers from the Trades Unions Congress (TUC) revealed one in five workplaces don\u2019t have any policies in place to support their LGBTQ+ staff. And concerningly, <\/span>data<\/span><\/a> collected by UK charity <\/span>Just Like Us<\/span><\/a> showed that a quarter of young LGBTQIA+ adults went back in the closet when they started work.\u00a0<\/span><\/p>\n

How can we report on the wage gap?<\/b><\/h3>\n

Despite the number of studies that have been conducted on earnings discrepancies, there\u2019s a long way to go when it comes to data reporting. While gender<\/a> wage gap reporting is mandatory in the UK for companies with 250 or more employees, employers are not required to collect or report information on ethnicity wage gaps or LGBTQIA+ wage gaps.\u00a0<\/span><\/p>\n

\u201cOne of our big asks is that the government include us in the big statistical surveys so we understand what is happening to the community at a national level on a statistical level,\u201d said Quinn Roache, policy officer at Trades Union Congress. <\/span><\/p>\n

\u201cBut I worry a lot that when we start getting the data at a national level or employers are getting the data, that it won\u2019t be right\u2026 If we get pay gap reporting for LGBTQ+ issues, and we have employers saying they have no pay gap, I would say let’s look at your data. Are you only surveying employees in the top roles? I would say what you have is a monitoring issue in terms of the quality of groupings.\u201d\u00a0<\/span><\/p>\n

While gender wage gap reporting is mandatory in the UK for companies with 250 or more employees, employers are not required to collect or report information on ethnicity wage gaps or LGBTQ+ wage gaps.\u00a0<\/span><\/p><\/blockquote>\n

TUC has found only one in eight employees monitor the LGBTQIA+ pay gap. Ken Janssens, co-founder of <\/span>Wind\u014d<\/span><\/a>, a platform that compares organisations diversity, equity and inclusion progress, notes that when companies report on the sexual orientation pay gap, they report on the L, G and the B in LGBTQ+ \u2013 not the Q and not the T. Currently, only 15 companies voluntarily share their sexual orientation pay gap data, and the average gap is 8.8%.\u00a0<\/span><\/p>\n

Even when companies are reporting this data, it\u2019s important to keep certain factors in mind such as visibility and data inclusion<\/span>. \u201cIt\u2019s important that companies share how many employees have participated in [self-identification],\u201d says Janssens. The data won\u2019t really start feeling representative\u00a0until\u00a0reporting is at around 80% or 90% participation.”<\/span><\/p>\n

The data may also show certain discrepancies. In his study, Professor Drydakis found that lesbian<\/a> women\u2019s earnings were 7.1% higher than those of comparable heterosexual women. This \u201cpresents a puzzling issue,\u201d he says, but there could be many reasons for this.\u00a0<\/span><\/p>\n

\u201cA peripheral explanation for the lesbian earnings premium may revolve around women<\/a> with children earning less than those without children,\u201d Professor Drydakis says. \u201cAdditionally, lesbian women might demonstrate greater dedication to the labour market as they are less likely to rely on a higher-earning (male) partner for financial<\/a> support, potentially leading them to invest more in their careers.\u201d<\/span><\/p>\n

What is driving the gender pay gap?\u00a0<\/b><\/h3>\n

\u201cThe labour market penalties faced by gay men<\/a> are likely linked to firms’ negative attitudes towards minority populations,\u201d says Professor Drydakis. \u201cBiases may also arise if organisations use sexual orientation to infer job-related characteristics, productivity, and commitment. <\/span><\/p>\n

“If gay men do not conform to traditional gender roles<\/a> associated with masculinity and leadership, this could lead to unfavourable evaluations and earnings penalties. To mitigate these biases, organisations should invest more resources in verifying employees’ qualifications.\u201d\u00a0<\/span><\/p>\n

\u201cIf someone is working in an environment where they\u2019re not necessarily able to be themselves completely, maybe even hiding that part about their identity, they\u2019re driving energy into that,\u201d says Janssens.\u00a0 \u201cI worked at JPMorgan for 25 years\u2026 and I wasn\u2019t out to work for the first three. I know what that was like.\u201d\u00a0<\/span><\/p>\n

\u201cWhen people ask you, how was your weekend? That would be the question I would dread because I would have to lie, and people can detect that,\u201d he continues. \u201cSo they kind of go, there\u2019s something funny about you. And when people think there\u2019s something funny, then, you might not be given the promotion, the opportunity, the project.\u201d\u00a0<\/span><\/p>\n

Ultimately, the pay gap is reflective of poor treatment, says Roache, and intersectionality plays a huge role. \u201cIf you\u2019re LGBTQ+ and disabled, you already know there\u2019s a disability pay gap, there\u2019s also a race pay gap, you could be experiencing a double pay gap. And let\u2019s not forget there\u2019s a gender pay gap,\u201d he says.\u00a0<\/span><\/p>\n

A <\/span>survey<\/span><\/a> carried out by myGwork, a business community for LGBTQIA+ professionals, found <\/span>eight out of 10 LGBTQIA+ women and non-binary professionals across all age groups find it tougher to shatter the glass ceiling than heterosexual cisgender women. \u201cThis challenge is even greater for those with intersectional identities, especially those from Latinx, South Asian<\/a>, Middle Eastern, East Asian, and Black<\/a>\/African communities, who reported finding it particularly challenging compared to their white colleagues,\u201d says Adrien and Pierre Gaubert, Co-founders of myGwork.<\/span><\/p>\n

What can we do about the pay gap?\u00a0<\/b><\/h3>\n

It\u2019s important the government starts mandating this data be reported because this will give a more complete picture of the difficulties LGBTQIA+ people are facing in achieving equal pay. While data may be up for scrutiny, all the studies agree on one thing \u2013 LGBTQIA+ people are being paid less.\u00a0<\/span><\/p>\n

The government also needs to change its anti-\u201dwoke\u201d anti-DEI positioning, Janssens points out. \u201cThat is doing real damage. It\u2019s making LBTQ+ people fearful, and it has an impact on the workplace as well\u2026 all the anti-trans rhetoric is probably the worst in that,\u201d he says.\u00a0<\/span><\/p>\n

Additionally, a lot of the responsibility also falls on employers. \u201cThey need to put a lot of time and energy into how they\u2019re going to collect monitoring data from their employees because [employees] need to know there isn\u2019t going to be a negative consequence to ticking that box,\u201d says Roache.\u00a0<\/span><\/p>\n

[Employers] need to put a lot of time and energy into how they\u2019re going to collect monitoring data from their employees because [employees] need to know there isn\u2019t going to be a negative consequence to ticking that box<\/span><\/p><\/blockquote>\n

\u201cAnd if they have a gap they need to look at where their lgbt workers are in the organisation, and [\u2026] look at where they are to make sure LGBTQ+ people who come into the workforce are able to bring their authentic selves and have access to training and promotions and that there aren\u2019t any intentional or unintentional boundaries that are stopping the LGBTQIA+ community from accessing these things,\u201d he adds.\u00a0<\/span><\/p>\n

Roache stresses the importance of joining a union. Research from TUC shows that LGBTQIA+ people who join their union are more likely to speak up when they have been discriminated against. \u201cGet involved in collective bargaining and ensure your union is asking for LGBTQ+ workers to get access to training and development and to make sure there are no barriers preventing them from progressing,\u201d Roache says. \u201cAs an individual you\u2019re limited but as a collective, you have more strength and power.\u201d\u00a0<\/span><\/p>\n

Read more of GAY TIMES’ finance coverage and deep dives here<\/a>.<\/h3>\n","protected":false},"excerpt":{"rendered":"

LGBTQIA+ employees are often paid less than their straight counterparts, data shows. What can we do to close the gap? WORDS BY NICOLE GARC\u00cdA M\u00c9RIDA HEADER BY YOSEF PHELAN Minorities\u2026<\/p>\n","protected":false},"author":7489,"featured_media":358709,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"templates\/feature.php","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[21108],"tags":[8057,19774,19255,5686,19765,19771,1823,2463,5012,15382,10452,671,19768,19764],"acf":[],"yoast_head":"\nWhat is the LGBTQ+ wage gap, and how can we fight it?<\/title>\n<meta name=\"description\" content=\"LGBTQ+ employees are often paid less than their straight counterparts, data shows. 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