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The study examines whether age intersects with gender and race during the initial stage of the hiring process and affects access to vacancies outcomes and wage sorting.

In order to answer the research question, the study collects data from four simultaneous field experiments in England. The study compares the labour market outcomes of younger White British men with those of older White British men and women, and with those of older Black British men and women. The study concentrates on low-skilled vacancies in hospitality and sales in the private sector.

The results of this study indicate that older White British men and women, as well as older Black British men and women, experience occupational access constraints and are sorted into lower-paid jobs than younger White British men. The level of age discrimination is found to be higher for Black British men and women. In addition, Black British women experience the highest level of age discrimination. These patterns may well be in line with prejudices against racial minority groups and stereotypical sexist beliefs that the physical strengths and job performance of women decline earlier than those do for men.

If prejudices against older individuals are present, then anti-discrimination legislation may be the appropriate response, especially for racial minorities and women. Eliminating age discrimination in selection requires firms to adopt inclusive human resources (HR) policies at the earliest stages of the recruitment process.

This research presents for the first-time comparisons of access to vacancies and wage sorting between younger male racial majorities and older male racial majorities, older female racial majorities, older male racial minorities, and older female racial minorities. In addition, the driven mechanism of the assigned differences is explored. Because the study has attempted to minimise the negative employer stereotypes vis-à-vis older employees, with respect to the employees' motivation, productivity, and health, such prejudices against older individuals may be considered taste-based discrimination.

The study aimed to assess whether transgender women, who were students at a university in London, England, faced hiring discrimination when seeking employment.

Three comparable university classmates—a cisgender woman, a cisgender man and a transgender woman—studying Engineering applied to the same job openings. Similarly, another set of three university classmates—a cisgender woman, a cisgender man and a transgender woman—studying Social Work applied to the same job openings. The degree of discrimination was quantified by calculating the difference in the number of interview invitations received by each group.

When three comparable university classmates apply for the same job openings, the rate of interview invitations differs based on gender identity. For cisgender women, the invitation rate is 31.3%, while for cisgender men, it stands at 35.1%. However, for transgender women, the rate drops significantly to 10.4%. Additionally, transgender women face further challenges in male-dominated sectors (STEM), where their chance of being invited for a job interview is even lower compared to those in female-dominated sectors, with a reduction of 8.7 percentage points. The study also reveals that firms with written equality policies on gender identity diversity show a 25.7 percentage point increase in invitation rates for transgender women compared to firms without such policies. Furthermore, the research highlights that negative beliefs among job recruiters regarding various aspects of transgender women, including their gender identity status, disclosure, job performance, vocational relationships and turnover, contribute to their exclusion from job interviews. Moreover, for transgender women who do receive interview invitations, these tend to be for lower-paid jobs compared to those received by cisgender women (by 20%) and cisgender men (by 21.3%). This wage sorting into lower-paid vacancies suggests a penalty in terms of lower returns on education, which could drive wage and income differences.

Transgender women received a higher number of job interview invitations when firms had written equality policies on gender identity diversity. This outcome can help policymakers identify actions to reduce the exclusion of transgender people from the labour market.

The study gathers information from job recruiters to quantify the roots of hiring discrimination against transgender women. It also enables an examination of whether workplaces' written equality policies on gender identity diversity are related to transgender women’s invitations to job interviews.

Economic pluralism proposes that economists and social planners should consider alternative theories to establish a range of policy actions. Neoclassical, Feminist and Marxian theories evaluate well-grounded causes of wage discrimination. However, a reluctance to consider less-dominant theories among different schools of economic thought restricts analysis and proposed policies, resulting in a monism method. The paper aims to discuss these issues.

The authors provide a brief review of the theoretical literature on wage discrimination. The significance of a pluralistic analysis is demonstrated by addressing correspondence test patterns of wage discrimination.

In considering Neoclassical, Feminist and Marxian theories, racist attitudes, uncertainties regarding minority workers’ productivity and power relations in lower-status sectors might generate discriminatory wages. Each cause deserves corresponding policy action.

Time is needed to provide a pluralistic evaluation of wage discrimination. In addition, pluralism requires rigorous investigations to avoid incoherencies. Pluralism might be jeopardised if there is a limited desire to engage with less-dominant theoretical frameworks. Also, pluralism might be misled with rejection of dominant theories.

Given pluralism, wage discrimination might be reduced by implementing equality campaigns, creating low-cost tests to predict workers’ productivity and abolishing power relations towards minority workers.

Little work has been on economic pluralism in the study of wage discrimination. The current study addresses the gap in the literature.

During the Great Recession, the increase in Greece's unemployment rate was the highest in the European Union (EU). However, there exists no multi-variate study which has assessed the association between parental unemployment and adolescents' grades. The present study aimed to examine whether parental unemployment is associated with deterioration in adolescents' grades during periods of economic decline.

The study utilised panel data from the same upper high schools in the periods 2011–2013 and 2017–2019 to assess whether the grades of adolescents were associated with parental unemployment. A variety of empirical specifications and robustness tests were employed to offer better informed evaluations.

The exogeneity of parental unemployment with respect to adolescents' grade was confirmed. The analysis revealed that parental unemployment was associated with a decline in adolescents' grades. Periods of economic decline, i.e. in 2011–2013, were found to be associated with deterioration in adolescents' grades. Moreover, during periods of economic decline, parental unemployment was associated with deterioration in adolescents' grades. Furthermore, parental unemployment was associated with lower adolescents' grades for those households that were not homeowners and whose schools were located in working-class areas. The outcomes were found to be robust, even after including information for government expenditure on education and social protection.

This is the first Greek study, and amongst the first international studies, to evaluate whether parental unemployment can lead to a deterioration in adolescents' grades during an economic decline. The potential long-lasting effects of parental unemployment on children's human capital should be considered by policymakers, as should educational interventions to support households experiencing adverse economic conditions.

The purpose of this paper is to examine whether masculine personality traits in women generate better job market prospects, as compared to feminine personality traits.

The authors utilized a field experiment (correspondent test) to capture the way in which firms respond to women who exhibit masculine and feminine personality traits. In doing so, the authors minimized the potential for reverse causality bias and unobserved heterogeneities to occur.

Women who exhibit masculine personality traits have a 4.3 percentage points greater likelihood of gaining access to occupations than those displaying feminine personality traits. In both male- and female-dominated occupations, women with masculine personality traits have an occupational access advantage, as compared to those exhibiting feminine personality traits. Moreover, women with masculine personality traits take up positions which offer 10 percentage points higher wages, in comparison with those displaying feminine personality traits. Furthermore, wage premiums are higher for those exhibiting masculine personality traits in male-dominated occupations than for female-dominated positions.

Within the labor market, masculine personality traits may increase competency levels and leadership capability.

As feminine personality traits are stereotypically attributed to women, and these characteristics appear to yield fewer rewards within the market, they may offer one of many plausible explanations as to why women experience higher unemployment rates, while also receiving lower earnings, as compared to men.

Masculine and feminine personality traits may be a probable outcome of wage-related differentials. The experimental study isolates spurious relationships and offers clear evaluations of the effect of masculine and feminine personality traits on occupational access and wage distribution. To the best of the authors knowledge, this is the first-field experiment to examine the effect of masculine and feminine personality traits on entry-level pay scales.

The purpose of this paper is to provide empirical patterns regarding trans people’s self-esteem-oriented evaluations during observations of positive workplace actions. The case of a 2015 UK workplace guide is utilized to fulfil the aims. The guide provides suggestions to employers for recruiting and retaining trans people.

A new questionnaire is created which forms a 20-item scale capturing a variety of self-evaluations. Trans people provided their responses in a 2018–2019 survey and the study’s patterns were captured.

The outcomes suggest that trans people’s self-esteem and self-respect are enhanced by policy makers’ positive actions to promote inclusivity in the workplace. In addition, due to these actions trans people feel more accepted, valued and trusted by the government. The authors suggest that a lack of positive workplace actions may be detrimental to trans people’s self-esteem. However, if a workplace policy is perceived to be a recognition of trans people’s worth this may be internalized, resulting in positive self-evaluations. The authors suggest that the 2015 workplace guide aims to ensure that trans people’s self-expressions are not constrained in ways that could cause them self-esteem difficulties.

The study also finds that firms which have implemented the workplace guide have informed human resources strategies, affected corporate profiles and staff organizational behaviours, created a more inclusive workplace culture, and addressed LGBT business and trans staff members’ needs. The authors suggest that when employers utilize policy makers’ positive workplace policies they may be able to realize positive organizational outcomes in their firms.

The World Health Organization perceives self-esteem as a public matter and this study suggests that inclusive workplace strategies can positively affect the psychological states of a highly marginalized population group.

To the best of the authors’ knowledge this is the first attempt to quantify how a workplace guide impacts on self-esteem-oriented evaluations among trans people. Each one of the 20 items in the scale brings new insights into the subject matter.

The purpose of this paper is to examine associations between: family support during the school-age period, and school-age bullying (short-term associations); and family support during the school-age period and workplace bullying (long-term associations) for lesbian, gay and bisexual (LGB) adults in Britain.

The authors employ retrospective questions regarding family support for LGB children and school-age bullying and questions regarding workplace bullying in the respondents’ present jobs. A 2016 data set was utilized which was created by attending events during the UK LGBT History Month.

The empirical investigation demonstrates that supportive family environments toward LGB children reduce both school-age and workplace bullying.

Given the increasing number of people self-identifying as LGB, the significant percentages of school and workplace bullying incidents and the corresponding negative effects on people’s lives, it is important to examine the benefits of family support with regards to reducing school and workplace victimization. This study also reports that family support could have an enduring influence on the experiences of LGB children and adults.

No known research has considered the possible developmental benefits of family support on reducing future workplace bullying for LGB children. In addition, this might be the first study which simultaneously examines family support toward LGB children, school-age and workplace bullying.

Sexual orientation and employment bias is examined in Cyprus by implementing an experiment for the period 2010-2011. The design is aimed at answering three main questions. Do gay males and lesbians face occupational access constraints and entry wage bias than comparable heterosexuals? Do gay males and lesbians benefit from providing more job-related information? Does the differential treatment between gay male/lesbian and heterosexual applicants disappear as the information of the applicants increases? The paper aims to discuss these issues.

The author sent applications to advertised vacancies and experimented with two information sets the “sexual orientation” and “information” of the potential applicants.

The estimations suggest that gay male and lesbian applicants face significant bias than heterosexual applicants. Moreover, both heterosexual and gay male/lesbian applicants gain by providing more job-related information. However, the estimations suggest that the informational premium for sexual orientation minorities could not reduce the discriminatory patterns.

The current results indicate that discrimination against sexual orientation minorities in the Cypriot labour market is a matter of preference, not the result of limited information. One strategy the Cypriot government may employ is to try to affect public opinion and people's attitudes towards sexual orientation minorities.

This is the first nationwide field experiment in the Cypriot labour market and contributes to the literature as it is the first field study on sexual orientation which tries to disentangle statistical from taste-based discrimination in the labour market.

This study seeks to investigate the differences in three aspects of job satisfaction – total pay, promotion prospects, and respect received from one's supervisor – between male heterosexual and gay employees in Athens, Greece.

To determine whether a job satisfaction gap exists, the job satisfaction of gay employees is compared to the job satisfaction of heterosexual employees after accounting for various asymmetries. The data were gathered as part of the Athens Area Study conducted by the University of Piraeus, University of Central Greece, and Panteion University of Social and Political Sciences.

Gay employees are found to be less satisfied according to all job satisfaction measures. Affect theory proposes that the extent to which one values a given facet of work moderates how dissatisfied one becomes when one's expectations are not met. Furthermore, the data enable us to estimate that gay employees’ job satisfaction is not associated more (as compared with heterosexuals’ job satisfaction) with adverse mental health symptoms. This finding is crucial given the rising interest between job satisfaction and life satisfaction. Finally, wage gaps against gay employees are found after accounting for basic asymmetries. Interestingly, however, the wage gaps grow for very dissatisfied employees and shrink for very satisfied employees.

As long as, the general patterns in Greece suggest that homosexual employees face labor market discrimination, gay employees will report being less satisfied at work. Actually, in this study, job satisfaction is associated with wage inequality.

This research initiates efforts to compare job satisfaction based on sexual orientation.